Johanna Watson’s Post

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

A positive candidate experience is key to attracting top talent. Candidates want clear communication, transparent processes, and timely feedback. Respectful interactions contribute to a favorable impression, as does providing a glimpse into company culture and values during the hiring process. A seamless experience can make candidates more likely to accept job offers and speak positively about your organization, enhancing your reputation. 𝐇𝐨𝐰 𝐜𝐚𝐧 𝐲𝐨𝐮 𝐞𝐧𝐬𝐮𝐫𝐞 𝐚 𝐠𝐨𝐨𝐝 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞? 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐬𝐨𝐦𝐞 𝐭𝐢𝐩𝐬 - Let the candidate know about the interview process - Share the full job description - Stay connected with the candidate throughout the process - Provide feedback at each step, even in case of rejection - Provide insights about the job role - Acknowledge their concerns - Keep the interview process short and well-explained - Be mindful of the candidate's current working schedule while scheduling interviews. By following these guidelines, you can create a positive candidate experience and attract top talent to your organization. #CandidateExperience #TopTalent #HiringTips

Finding the perfect fit 🤝 When it comes to assessing a candidate's fit for a company, it's about more than just their CV. While qualifications and experience are essential, understanding the person behind the paper is crucial. At Vetted Recruitment, we go beyond the CV by focusing on cultural fit and personal values. We believe that a candidate's alignment with a company's culture can significantly impact their happiness and productivity. During our interviews, we delve into their motivations, work style, and long-term career goals. This helps us ensure that they will thrive in the company's environment and contribute positively to the team. We also place a strong emphasis on soft skills. Communication, adaptability, and problem-solving abilities are just as important as technical skills. By using behavioural interview techniques, we can gauge how candidates have handled real-life situations in the past. This gives us a clearer picture of how they might perform in the future. What do you think is the most important factor in assessing a candidate's fit? Share your thoughts in the comments! https://lnkd.in/ebrexRu8 #Recruitment #Hiring #CareerDevelopment

Happy Friday! 🙏🏽🫶🏽🙌🏽 It really doesn’t take much to create a good candidate experience during the hiring process yet a lot of companies continue to have challenges with achieving this! A couple of easy things you can start doing immediately? 1. Communicate! If a candidate is no longer being considered, let them know! If a candidate is still strongly being considered but there are additional approvals for example that are required or other things happening in the background, be transparent and let that person know- a good way to keep them warm too 😉 Being transparent with a candidate goes a long way and even if you are not moving forward with the candidate, just by contacting them will be something that they appreciate and will avoid them from feeling like they were left in the dark 🙏🏽 2. Reduce the # of interviews you are putting your candidates through in the process. While the # of interviews do vary role to role, it’s essential to strike a balance between evaluation and respecting the time and energy of both candidates & interviewers 👊🏽 Too many interviews and lengthy processes, can deter candidates from wanting to move forward and will further delay the role from being filled 👎🏽 As part of my services, I help companies identify opportunities to improve their recruitment process including candidate experience. Feel free to reach out if you are looking to build something out or would like to reassess an existing process in place 🫶🏽🤝🏽 #recruitment #candidateexperience #candidates #interviews #recruiting #jobseekers #corporateworld #hiringprocess #motivational #inspirational #goodvibes

Due to some practice in some organizations (and sometimes these patterns are fostered by the HR department), the HM proceed with getting CVs and interviewing candidates, and they come to the HR department at the final stage just to wrap the process up. And you know what? It makes things easier for the recruitment team yet let's think about it, is this fair to the organization? wouldn't this foster biased decisions? what about the slogan that all organizations adopt "equal opportunity"? The recruitment team should be the party that makes sure of the following: - there's no bias - the candidate fits with the culture and the organization - would this caliber be an added value to the organization - due to recruiters' experience with people, there are patterns that the recruiters observe in candidates, and it might help the HM know if this candidate is serious or not for example Let me tell you a story that might make things a bit clearer. I was working on a request, and I sourced some profiles and we started with the interviews. I noticed that the HM was a bit bias towards one candidate because of factors that shouldn't be in our consideration while hiring. We were done with the face-to-face interviews and now it was time for the technical assessments (it was a creative role). I then decided that in order to ensure that an unbiased decision is taken, I sent the files as anonymous; that way I would guarantee that the best from the technical perspective would be chosen. Now for my fellow recruiters, it is CRUCIAL to take your own notes during the interviews because these will be your "weapon" when it's time to take the decision. We do not make decision based on mere feelings, but we analyze and take notes. #unbiased #recruitment #Humanresources #Hiringmanagers #bias #patterns #interviews #assessments #analyze #assessments #opportunity

🔍 What Today’s Top Candidates Really Think About Your Interview Process 🔍 In a competitive job market, creating a positive candidate experience can make or break your hiring success. Our recent survey with over 14,000 contacts revealed some eye-opening insights into why top candidates decline offers and what turns them away: 💼 Top Reasons Candidates Turn Down Offers: 😁Company Reputation: 37% declined offers due to a negative reputation. 😁Hiring Manager: 32% were put off by interactions with hiring managers. 😁Poor Interview Experience: 22% cited unprofessional or disorganized interviews. 💬 Candidates’ Biggest Frustrations: 😁87% turned down roles based on negative advice from trusted peers. 😁93% felt like an “afterthought” because interviewers hadn’t reviewed their CV. 😁94% reported no feedback post-interview—a simple but critical area for improvement. 👥 Make Every Interaction Count: Improving your interview process isn’t just about filling a vacancy; it’s about building trust and a strong employer brand. Addressing these areas could be the 1% edge that sets your company apart. Ready to elevate your candidate experience? Let’s start by treating every applicant as a valued guest, not just a resume. 📈 #salesrecruitment #Hiring #Recruitment #CandidateExperience #EmployerBrand #TalentAcquisition #Leadership #EmployeeEngagement

𝙄𝙣 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙢𝙚𝙣𝙩, 𝙨𝙞𝙡𝙚𝙣𝙘𝙚 𝙞𝙨𝙣'𝙩 𝙜𝙤𝙡𝙙𝙚𝙣—𝙞𝙩'𝙨 𝙖 𝙡𝙤𝙨𝙩 𝙤𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙮. 𝓛𝓮𝓪𝓻𝓷 𝔀𝓱𝔂 𝓹𝓻𝓸𝓶𝓹𝓽 𝓹𝓪𝓷𝓮𝓵 𝓯𝓮𝓮𝓭𝓫𝓪𝓬𝓴 𝓲𝓼 𝓮𝓼𝓼𝓮𝓷𝓽𝓲𝓪𝓵 𝓯𝓸𝓻 𝓼𝓮𝓬𝓾𝓻𝓲𝓷𝓰 𝓽𝓱𝓮 𝓫𝓮𝓼𝓽 𝓽𝓪𝓵𝓮𝓷𝓽 Recruiters and Talent Acquisition professionals constantly grapple with the challenge of not receiving timely feedback after interviews. This often necessitates multiple follow-ups, during which candidates may lose interest, forget about the opportunity, or even accept other job offers I once faced a situation where I was hiring for a senior position. After completing all rounds of interviews, I didn't receive feedback for almost two weeks. Despite sending gentle reminders to the panel, the process remained slow. When I finally got the feedback, half of the information was missing, and the panel had nearly forgotten the details of the candidate's interview. Although he was selected, when I approached him, his tone had changed—he had accepted a position at another company just two days earlier. Emphasizing the importance of prompt communication to keep candidates engaged and interested helps streamlined feedback process. Implementing stricter timelines for panel feedback not only improves hiring efficiency, also helps secure top-tier candidates more consistently 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗶𝗻𝗱𝗶𝗰𝗮𝘁𝗲𝘀 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲 𝗹𝗼𝗻𝗴𝗲𝗿 𝘄𝗲 𝗱𝗲𝗹𝗮𝘆 𝗽𝗿𝗼𝘃𝗶𝗱𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸, 𝘁𝗵𝗲 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 𝘄𝗲 𝗮𝗿𝗲 𝘁𝗼 𝗳𝗼𝗿𝗴𝗲𝘁 𝗰𝗿𝘂𝗰𝗶𝗮𝗹 𝗱𝗲𝘁𝗮𝗶𝗹𝘀. 𝓟𝓻𝓸𝓶𝓹𝓽 𝓻𝓮𝓼𝓹𝓸𝓷𝓼𝓮𝓼 𝓷𝓸𝓽 𝓸𝓷𝓵𝔂 𝓹𝓻𝓮𝓼𝓮𝓻𝓿𝓮 𝓲𝓶𝓹𝓸𝓻𝓽𝓪𝓷𝓽 𝓭𝓮𝓽𝓪𝓲𝓵𝓼 𝓫𝓾𝓽 𝓪𝓵𝓼𝓸 𝓭𝓮𝓶𝓸𝓷𝓼𝓽𝓻𝓪𝓽𝓮 𝓸𝓾𝓻 𝓭𝓮𝓭𝓲𝓬𝓪𝓽𝓲𝓸𝓷 𝓽𝓸 𝓹𝓻𝓸𝓼𝓹𝓮𝓬𝓽𝓲𝓿𝓮 𝓬𝓪𝓷𝓭𝓲𝓭𝓪𝓽𝓮𝓼 Do share your comments and thoughts for the same #Talentacquisition #Recruitment #timelyfeedback #Recruitmentbestpractises #Candidateexperience

🙌🏼 I am a big fan of this 🙌🏼 John Lewis & Partners are leading the change by making their interview process more accessible by offering interview questions in advance. Why is this a great move? 😨Interviews can be nerve-wracking so revealing questions can calm nerves and enable candidates to prepare thoroughly without the added pressure of the unknown 🧠When candidates have time to prepare, they can provide more thoughtful and comprehensive responses 🌻It’s neuro-inclusive 👍🏼It's a step towards transparency and inclusivity in the hiring process ✔️The quality of the hiring process is enhanced, and candidates feel more confident and valued Offering questions in advance is the easiest adjustment possible in recruitment processes. There will be for and against arguments, but up-front questions coupled with skills based assessments and/or follow up questions that aren't scripted, will empower businesses to genuinely identify and assess the very best people with confidence. It's encouraging to see major companies take such proactive steps in promoting diversity, equity, and inclusion and I'm keen to see how this initiative by John Lewis will influence recruitment strategies across the tech industry. Could this be the beginning of a new standard in hiring practices? What are your thoughts on companies revealing interview questions in advance? #InclusiveHiring #Recruiting #Diversity