Bob Lyons’ Post

What's the acceptable number of stages in an interview process? A headhunter’s take👇 Whilst this doesn't cater to the clickbait algorithm, the truth is there isn't a right / wrong answer (apart from 1 stage) let me explain why: (Not including HR screening call) 1 stage and offer = red flag. Suggests they haven't had many applicants & are looking to fill the role ASAP. You should always try to meet more than 1 person to get multiple perspectives, a feel for the culture of the firm / the type of people they employ. 2 stages - This is ideal for junior level positions, doesn't take up too much time for those interviewing (time is money) and gives the potential employee the opportunity to meet multiple people. At entry level, the skillset required is relatively simple so a decision can be made swiftly & often the emphasis is on personality / ambition as opposed to credentials. 3 stages - The sweet spot for the majority of roles. Screening call, two conversations & a presentation / business case. This is applicable up to SM level. 4 stages - This risks candidates getting frustrated, losing their appetite & questioning why what they have presented thus far hasn't been sufficient for the firm to come to a decision. However, on occasion I can understand why 4 stages are required. When this happens, it's usually for one of two reasons: - There are multiple candidates at this stage & the firm wants to get a second opinion from another interviewer - The candidate is asking to be upskilled / wants a significant pay rise but the firm doesn't feel they have yet justified this. I have had this situation countless times (when an experienced M wants an SM role and we have to re-strategize) and it's fair, if you interview for a Manager role but want more, expect to demonstrate more. 5+ stages - Despite the outrage / clickbait headlines, there is a place for this. Predominantly at the Partner level when the firm is making a big investment (OTE salaries of over £1,000,000) Interviews at this level are often far more informal as the skillset of the applicant isn't in doubt (one doesn't become a partner at a MBB firm unless they are exceptional at what they do) - whilst the process is longer, it's less intense and is often two individuals bouncing off each other to see if a collaboration for both parties is advantageous. At partner level in consulting, it's not uncommon for there to be 8-10 chats before a decision is made. Imperative that the process is done quickly, 2 chats a week = 8 chats in 4 weeks, process over in a month. Anything more than this is usually indicative that the firm genuinely doesn't know what it is looking for. Summary - take each interview process on a case by case basis and take what you read on the internet with a pinch of salt. Like many things in life, there is no one size fits all. Agree? Disagree? LMK 🙂👇 #resumewriting #cvwriting #resumetips #cvtips #recruitment #interviewtips #consulting

Interview, Interview, Interview, Test, Interview, Rejected! HR professionals, it's time for a reality check. When a candidate clearly states their minimum salary expectations, why proceed with multiple rounds of interviews if it doesn't align with your budget? This not only wastes the candidate's time but also reflects poorly on your company. With over a decade of HR experience, I know there's always room for growth and learning. However, certain fundamentals should never be overlooked. Recruitment is not a game or casual chit-chat; it requires professionalism and respect for candidates' time and efforts. If you find yourself unable to meet these basic standards, it might be time to rethink your career path. HR is a critical function that demands integrity, transparency, and genuine engagement. Let’s raise the bar and ensure we’re not just filling positions but building lasting professional relationships. And please Stop making false promises.

Interviewers are looking for someone they feel will be able to handle the job and flourish within the organization. This means that, in addition to assessing competency, they are evaluating multiple factors. Hiring Managers want to minimize the risk that a new hire can’t contribute, doesn’t mesh with the team, and fails quickly – resulting in the need to restart the recruiting process. Check out my blog below for a brief discussion of some intangibles that candidates will want to take into account. #interviewtips #jobhunt #firstjob

Inclusive recruitment and hiring starts with inclusive questions. Learn how to design interview questions that foster equity and eliminate bias. Have you evaluated your interview questions for potential bias? #InclusiveRecruitment #BiasFreeHiring #FairHiring #WorkplaceInclusion

While much attention is given to the questions asked during interviews, the format of the interview itself can be equally important in determining recruitment success. Whether structured or unstructured, choosing the right format is more than just a logistical decision, it’s fundamental to ensuring that you find the right balance between technical competency and cultural fit. This balance is crucial to hiring a candidate who not only performs well in their role but also integrates well into your company’s values, processes, and long-term goals. #recruitment #interviewstyle #structuredvsunstructured #technicalvscultural #interviewformat #hiring

Over 70% of job seekers want feedback on an interview. More than 60% said that receiving feedback during the interview process, even if they do not receive a job offer, would make them more inclined to apply to future jobs at that company. But delayed communication hurts both employers and candidates. How? · Candidates feel disrespected and lose trust in the company. · They're left wondering about their next steps and may miss out on other opportunities. · Employers lose out on top talent who move on to other positions. The solution - 📢 COMMUNICATE 📢 Here's why it benefits everyone: · Candidates appreciate the update, even if it's not good news. · Employers can maintain a positive employer brand. · The hiring process moves more efficiently. Learn how clear communication benefits both employers and candidates - https://bit.ly/3wjUgKA #ApplicantExperience #TalentAcquisition #RecruitmentBestPractices #CandidateExperience #EmployerBranding #COGBEE

🌟 Enhancing the Interview Process for Successful Hiring 🌟 The interview process stands as a pivotal element in the hiring journey. 💼✨ Collaborating closely with diverse companies, I've encountered instances where red flags in interviews hindered potential hires. However, through dedicated efforts in refining each step of the process, significant improvements have been achieved. 🚀 Empowering companies to navigate through these challenges has not only optimised their hiring strategies but has also fostered a more conducive environment for securing top talents. 🎯💡 Let's revolutionise your hiring journey together! Reach out to explore how we can elevate your interview process. 🤝 #InterviewSuccess #HiringStrategy #RecruitmentExcellence

How Interviewers Evaluate Candidates Beyond the Resume In today’s job market, interviewers prioritize evaluating candidates based on their skills and problem-solving abilities, rather than their job history or track record with previous employers. Instead of focusing on past roles, interviewers gauge potential by analyzing how a candidate tackles technical questions and how well they can ask insightful questions. These elements reveal a candidate’s depth of knowledge, curiosity, and willingness to engage with complex challenges. Contrary to what some believe, many companies do not contact previous employers for reviews. This trend reflects a shift toward trust in the interview process and respect for candidate confidentiality. Furthermore, while candidates often have salary expectations, companies base offers largely on prior salary slips rather than negotiation, ensuring pay is competitive but within budget. This approach helps interviewers assess the candidate’s real-time skills and fit for the role, focusing on future potential rather than historical performance. Ultimately, it reflects a shift toward a skills-driven hiring landscape, where the right question can be as valuable as the right answer.

Inclusive recruitment and hiring starts with inclusive questions. Learn how to design interview questions that foster equity and eliminate bias. Have you evaluated your interview questions for potential bias? #InclusiveRecruitment #BiasFreeHiring #FairHiring #WorkplaceInclusion

A well-executed #interview not only improves hiring decisions but also ensures long-term alignment between the candidate and the role. By establishing a connection with candidates, interviewers can better assess their #skills and fit within the company #culture. #SociumConsultancy #SociumBeats #Recruitment