Laura Smrekar’s Post

🌟 Candidate Success Tips: How to Stand Out in Your Job Search (and How Ocho Can Help) 🌟 Here at Ocho, we know how the smallest details can make the biggest difference in securing your next opportunity, whether it’s in IT, HR, or sales. Here are some tips to help you shine – and how we can support you along the way: 🔍 Tailor Your CV for Each Role  A generic CV won’t cut it. At Ocho, we’ll work with you to highlight the skills and achievements that matter most for each specific role, ensuring you present your best self to potential employers. 🎯 Personalise Your Application  We guide candidates on how to communicate their personality and passion effectively, helping you connect with employers on a deeper level. 💬 Leverage Your Network  The power of networking is invaluable. Through Ocho, we will use our connections to help find the right role for you. 🗣️ Prepare for Interviews Like a Pro  Research is key, but so is knowing what recruiters are looking for. Our team at Ocho provides in-depth interview preparation and insights, helping you make a strong impression. 🚀 Be Proactive and Follow Up  A thoughtful follow-up can seal the deal. Ocho helps guide you through the entire process, ensuring no step is missed. At Ocho, we’re here to do more than just place you in a role – we’re here to support your entire journey to success. Reach out if you want to discuss your next career move. Together, we can get you where you want to be! 🌐 www.ochopeople.com  ✉️ [email protected] 🍿𝗗𝗼𝗻’𝘁 𝗳𝗼𝗿𝗴𝗲𝘁 𝘁𝗼 𝗴𝗲𝘁 𝘃𝗼𝘁𝗶𝗻𝗴 𝗼𝗻 𝗼𝘂𝗿 𝗺𝗼𝘃𝗶𝗲 𝗰𝗵𝗼𝗶𝗰𝗲𝘀 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗢𝗰𝗵𝗼 𝗙𝗶𝗹𝗺 𝗙𝗲𝘀𝘁 𝘁𝗼 𝗯𝗲 𝗶𝗻 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗰𝗵𝗮𝗻𝗰𝗲 𝘁𝗼 𝘄𝗶𝗻 𝘁𝘄𝗼 𝘁𝗶𝗰𝗸𝗲𝘁𝘀 𝘁𝗼 𝘁𝗵𝗲 𝗲𝘃𝗲𝗻𝘁!!🍿 #CareerTips #OchoPeople #Recruitment #CandidateSuccess #OchoRecruitment #Hiring 

Let's clear up a common misconception: An HR Screening Interview (Internal Recruiter) is NOT the same as a Hiring Manager interview! 💡 These 2 crucial stages in the hiring process require very different approaches. Are you prepared for both? Key points to remember: Purpose: 📲 HR Call: Initial screening and basic qualification check 💻 Hiring Manager: Can you do the job? In-depth assessment of skills and fit for the role Focus: 📲HR Call: Company culture, salary expectations, general background 💻Hiring Manager: Specific job responsibilities, technical skills, and experience Preparation: 📲HR Call: Research the company, prepare a concise pitch 💻Hiring Manager: Deep dive into role-specific details, prepare relevant examples Questions: 📲HR Call: More general, often behavioral 💻Hiring Manager: More technical, role-specific scenarios Remember, success in both stages is crucial for landing your dream job. #CareerAdvice #JobSearch #InterviewTips #Hiring

Hello HRs, how many recruitments have you done this week? 👋 CV screening, scripted interviews, assessments… let’s face it: this whole process is just exhausting! And the worse part is: I am not even sure we are doing it right. 🤷♀️ With so many steps involved, it's easy to fall into the trap of "automatizing" parts of the process, losing focus on what is most important: discovering real talents. As work-life relationships shift, it's crucial to challenge the way we position ourselves from job adding to job offering. So how can we bring back the human side of recruitment? Here are five best practices that I've experienced in this crazy world of job hunting/hiring: 1. Employee to Candidate: Before being a recruiter, you are an employee of the company. Embed the company's values and promises and make sure they are perceived throughout the process. 😎 2. Candidate Analysis: Always make it clear why the candidate is being considered in the process. That shows you did your homework by understanding the skills presented and gives confidence to the candidate to talk about their strengths. ✅ 3. 100% Responsibility: Be transparent on the next steps. You might not be able to answer everybody in the delay you wish, but ANSWER them. It is the minimum required in a human-to-human relationship. 💌 4. Room to grow: Instead of focusing on the gaps the candidate has for the role, ask a simple question - how can we support you to learn? The answers will surprise and guide you on your process! ✏ 5. Priority: Focus your selection on behaviors rather than technical skills. And to better analyse the candidates, make sure people can be themselves in each step of the journey. 😉 We can tell a lot about a company when we look at their recruitment process. Marketing campaigns can say whatever they want about our working environment, but in the end of the day, it is up to us, HR, to make the real difference! 💪 ------ #recruitment #hr #people #ihg #ihglife #employeebrand #humanressorces --- 📸 Last week I went to a workshop with Johanna Cheliquengah about Inbound Recruitment, with the amazing Charlène HEMERY. It was all about humanising your employee experience by making your employee branding something real, from employee to future candidate. How cool is that?!

#learningwithhemant #recruitment Interview Basic Questions that every recruiter must ask- Recruiters should ask questions that assess both the candidate's qualifications and their cultural fit within the organization. Here are a few examples: Can you walk me through your relevant experience and how it aligns with this role? What motivated you to apply for this position? Can you describe a challenging project you've worked on and how you overcame obstacles? How do you prioritize tasks and manage your time effectively? Can you provide examples of your collaboration and teamwork skills? How do you handle constructive feedback and criticism? What do you know about our company and why do you want to work here? Can you discuss a situation where you had to adapt to a new technology or process quickly? Describe your ideal work environment and management style. How do you stay updated with industry trends and advancements? These questions can help recruiters gauge not only the candidate's skills and experience but also their personality, work ethic, and alignment with the company culture.

Many conversations I am having with both clients and candidates at the moment are about the interview process. It seems this has changed a lot over the last year and there are differing opinions on the length of processes and what should be involved. This will change for different positions within marketing and seniority, but it's essential that companies have the best in-class interview process if they want to recruit top talent! 🤝 The pre-interviewing stage sets the tone and should contain all the information the potential applicant should know. 💻Focusing on providing the right information - including salary and package details! - from the beginning can save time and effort in the long run. Additionally, clearly outlining the job requirements helps applicants quickly assess if the role is suited to them. The interview itself should allow a warm and welcoming environment, with a relaxed yet professional atmosphere. Having a conversational approach combined with in-depth questioning allows all parties to get the most from the interview and helps hiring managers gain an understanding of a candidate's competency. This helps employers to select the right person for the role and also ensures the best fit for candidates 🔎 #Recruiting #marketingjobs #HiringProcess 🔎💻😊🤝

Are Jobs on LinkedIn a Pyramid Scheme? Understanding the Interview Process and Hiring Practices In the dynamic job market landscape, LinkedIn serves as a valuable tool for both job seekers and recruiters. However, a concerning trend has surfaced: conducting interviews without actual hiring intentions. The Interview Process: A Double-Edged Sword - Some view the practice of interviewing without hiring as akin to a pyramid scheme, potentially benefiting interviewers over candidates. - Recruiters face challenges like changing company needs, hiring budgets, and role requirements, leading to interviews for future opportunities, which may lack transparent communication. Best Practices for a Fair Interview Process - Transparency is key in communicating the purpose of interviews and the likelihood of hiring to manage expectations effectively. - Offering constructive feedback post-interview benefits candidates and enhances recruiters' credibility. - Ensuring an efficient interview process aligned with actual hiring needs prevents wasting candidates' time and resources. In conclusion, while LinkedIn is a potent platform for job search and networking, ethical practices are crucial. Conducting interviews genuinely and maintaining transparency fosters a more positive and effective recruitment experience. Let's collaborate to create a fairer job market for all. #LinkedIn #Recruitment #JobSearch #EthicalPractices #Transparency

Jobseekers, I see very long interview processes at the senior levels -- we are talking 3, 4, 5+ months. This is largely out of the control of your recruiter contacts and very much dictated by busy decision-maker's schedules. If you want to start a new job by the fall, keep at it all summer. - Build your company target list using Steve Dalton's The 2-Hour Job Search method. His book explains how to build a list of 40 and how to chip away at it. - Ask for informational conversations. 30-minute Zooms or coffee dates are great ways to gather information, ask for recommendations, and gain referrals. - Stay top of mind. You have heard of the Hidden Job Market. It is not a new concept. Your job is to stay present with your network so you may hear about percolating and unadvertised opportunities. Heck, you might even have a chance to have a job written around your skill set! It is frustrating to enter a long interview process and emerge as the number two candidate. Keep a couple of balls in the air because there are no guarantees regarding budgets or circumstances that throw the job offer in another candidate's direction. As for these long interview processes -- when you land your next executive role, become a tight partner with your TA and help drive recruitment processes and candidate care with fewer stops and starts. #careers #jobs #management

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

Recruitment is a 2 way process Whilst it's of course important for the candidate to portray themselves well and deliver a good interview, it's equally important for a company to portray themselves well and deliver a smooth process. Some tips to help secure the best talent: ✅ Avoid delaying the process, delays breed uncertainty ✅ Offer constructive and timely feedback ✅ Avoid being ambiguous. You're hiring a candidate for a specific role, give them the heads up of what you're looking for so you don't waste anyone's time ✅ Be a human. Ask questions about the candidates interests and hobbies, not just their achievements Drop me a message if you want some advice, guidance or support with recruitment #recruitment #fmcgrecruitment #fmcgsales #salesrecruitment #newjob #hiringprocess #recruitmentprocess