Lauren Stiebing’s Post

🤔 Job interview - more than just a hiring process A job interview offers a company immense opportunities. While the primary goal is, of course, to understand candidates better and select the most suitable person for the role, the possibilities extend far beyond this. Broader Opportunities Include 👉 Creating Outstanding Experiences: Ensuring that every candidate has a positive experience can lead to future collaborations. A good interview experience is the foundation for this step. 👉 Showcasing Your Culture and Values: Use the interview to communicate your company’s culture, values, mission, and vision authentically. When we are sincere, authentic, and human, the message spreads effectively. 👉 Building Relationships: Candidates might become our customers, partners, or collaborators in the future. The interview is an opportunity to speak deeply about the company, how we operate, and what we stand for. 👉 Strengthening Employer Branding: Highlight your Employer Value Proposition (EVP) and reinforce your employer brand through every interaction. We miss many opportunities when we focus solely on the immediate impact related to a single job opening. #employerbranding #candidateexperience #companyculturematters #recruiting

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

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

I recently went through an interview process with a certain company, where the recruiter from the consultancy #Ignites was sending candidates without providing accurate information about the job role. As a result, candidates were being sent to interviews for positions they were not suitable for. In my case, after waiting for over six hours, the HR interviewer clearly stated that I was not eligible for the position, and the interview lasted only a few minutes. This was extremely frustrating, considering the long wait. Consultancies like #Ignites should ensure they provide accurate job descriptions before sending candidates for interviews. It's disappointing to see that they are recruiting candidates without proper knowledge of the job requirements. Beware of this kind of consultancy, as they can waste your time and energy. During the interview, the HR mentioned that certain roles require experience, but they fail to understand that candidates cannot gain experience without first being given the job opportunity. I want to address this to HR: how do you expect candidates to get the required experience if you’re not providing them with opportunities? You cannot demand experience without giving people the chance to build it in the first place. I believe some of these HR professionals act as though they were born with experience. Let me remind you, before you judge a candidate, take a moment to reflect. You were once in their position too, so it’s unfair to judge someone without knowing their background or story. Think about it – you don’t own the company, and I understand you may be under pressure from higher authorities. However, you need to explain clearly to them that candidates can’t gain experience unless they are given jobs first. This approach is frustrating and unfair. #recruiters #hr #consultancies #managers #hiring #process

A key part of your Talent Acquisition strategy should be Candidate Experience.   Here are a few ways to make a lasting impression with your applicants for the right reasons!   📋 Job Application Writing a great job advert is an art form, and we'll cover that in a separate post, but your application process is the first impression candidates have of interacting with your business. Make it simple, accessible, and mobile-optimised.   🤳 Communication Once a candidate applies, your communication needs to be prompt and frequent. Not suitable? tell them quickly. Under review? keep them updated. Moving forward? support them through the process.   🗂 Interview process Interviews should be well organised, respectful of a candidate's time, and purposeful. How a candidate sees you do one thing is how they think you do everything so no more haphazard interviews, and adding "just one more step"   💬 Feedback and Follow-up Timely feedback is crucial. If you're a small company with limited applicants, speak to them all. If you're growing at speed and have more candidates than you can handle, embrace the options available through automation.   🤝 Offer stage Take the time to help your candidates make an informed decision. Spend time walking them through it; don't rush them, and make yourself available to answer questions. Even at this stage, you're still trying to find the right fit, so don't try to force it over the line.   🚀 Onboarding The experience doesn't end with the offer. If you're handing it over to someone else, make that process as smooth as possible. If you're handling it yourself, set clear expectations and do things when you say you will.   Sprinkle in a few magic moments of delight, and you're well on your way to building an employer brand that candidates will talk about in the best way possible. #talentacquisition #recruitment #employerbrand #candidateexperience ‐-----‐----------------------------------------------------------------- Hi, I’m Andy 👋. I partner with growing tech companies to supercharge their talent acquisition strategies, helping them attract and retain amazing talent.

Interviewing in the flesh v/s a Teams meeting. Does it make a difference? 👭 One of the things that was incredibly important to me when I set up #bespokecareers 20 years ago was that every single candidate we introduced to a client had been interviewed in person. This was non-negotiable and I insisted that every job seeker we took on our books visited our office for an interview before we'd work with them. We’d typically spent 50-60 minutes with candidates and the Architects and Designers always brought their portfolios with them. By reviewing these in detail and asking competency-based questions we were able to assess applicants’ capabilities and their suitability for our client’s positions. This was also our opportunity to get know our candidates, understand what was important to them, discuss their career development goals and establish together what role would best suit them. Creative support job seekers, HR professionals, finance personal and product sales reps didn’t have folios, but their assessments were no less thorough. For me meeting and reviewing candidates’ folios has always been one of the most enjoyable aspects of the recruitment consultant role. I love people so, doing one or two interviews a day was usually the highlight.   Lockdowns put a abrupt stop to our face-to-face interviews but since we've been back working in the office, I have been encouraging our teams around the world to do as many in-person meetings as they can.   Here’s the thing though, we are finding lots of the job seekers don’t want to make the trip to our office to meet us in person.   I have always based our offices in the creative hubs of the cities we operate in and close to transport links to make it as easy as possible for job seekers to come in and see us. Clerkenwell in London, Surry Hills in Sydney, our New York office couldn’t be easier to get to beside the World Trade Centre etc. This doesn’t seem to make any difference though, job seekers are increasingly pushing for online.   I hope I don't sound like a dinosaur and it's not that we can’t do a great job of online interviews. They require a different approach and skills set but we're now really pretty good them at them and have tech in place to make folio reviews seamless. Acceoting that this is now how we screen applicants will be a fundamental shift away from what was one of my original non-negotiables. It feels like it’s kind of a big deal. But maybe it isn’t.   So how can you help? What I need to understand is whether it matters to you our clients.   If we are recruiting staff for you, do you care whether we have interviewed a potential hire in person? Or are you happy so long as we have taken the time to do a thorough online interview? 😀 If you don't hire people, I'm interested to know if your preference is to meet your recruiter in person or if you prefer we just book a time to meet up online? Don't forget we're Architects and Designers ourselves - might make a difference 💻👭 ?

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 🔎💻😊🤝

🌟 Exciting News for Job Seekers: John Lewis Levels the Playing Field 🌟 Change is brewing in the high-street hiring landscape, and it's a game-changer for job applicants! The John Lewis Partnership, encompassing both John Lewis & Partners and Waitrose & Partners, has taken a bold step towards transparency by sharing their interview questions ahead of the recruitment process. As a recruiter, I believe in empowering candidates to shine during interviews by providing them with the necessary tools and opportunities for self-reflection. I actually support John Lewis for this innovative approach, which promises a fairer opportunity for all candidates, particularly those who are neurodiverse or prone to interview jitters 💙 This ground breaking move underscores the importance of preparation, giving applicants a chance to articulate their thoughts and experiences effectively. However, amidst the applause👏🏼 some experts sound a note of caution, suggesting that excessive preparation time may compromise the authenticity of candidates' responses. The debate is on: Does this initiative truly level the playing field, or does it offer an unfair advantage? 🤔 At 4Front Recruitment Limited, we thrive on cutting-edge discussions and guiding job seekers towards their ideal positions. 💼 ⭐What's your take on this innovative approach? How do you envision it shaping your interview strategy? ⭐Could this signal the future of recruitment transparency, or does it open a Pandora's box of over-rehearsed perfection? ⭐Would be great to hear your insights below, and let's explore this development together! And remember, for more insights and discussions, and follow our LinkedIn page at https://lnkd.in/eYmsHHC2 for the latest in recruitment trends and opportunities. #JohnLewis #RecruitmentInnovation #4FrontRecruitment