Mariana Machado’s Post

Post job ads and interview people is not enough to attract the best employees in this hyper-competitive job market. It should be an enjoyable process from the first engagement with candidates to their migration into the company. This calls for effective communication as well. You can tell a lot by just keeping candidates in the loop throughout recruitment activity. Additionally, one may choose to make every interaction uniquely relevant so that each candidate feels special, by creating personalized messages and responses that show these people that they are recognized as individuals. Concisely applying technology for saving applicants’ time through resume screening systems and using it for scheduling interviews, updating them about feedbacks from all parties etc., is necessary. Moreover, active solicitation of applicant opinions gives room for constructive criticism leading to betterment while respecting their contribution also indicate how much they matter towards this development initiative. A good orientation program sets the tone for success within an organization right from day one by making newcomers feel at home and ready for what lies ahead on their career paths. Not only does it assist in attracting top talent but it also helps develop a strong employer brand as candidates who have had a positive experience with the company whether they were ultimately hired or not are more likely to recommend it favourably to others. Let us keep our talent acquisition strategies evolving so as we can win-win both sides here 🙅♀️  #TalentAcquisition #CandidateExperience #HR #Recruitment #EmployerBranding #Hiring #HRStrategy #Onboarding

🤔 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

Have you ever felt lost while answering questions in job interviews? Or have you noticed that qualified candidates struggle to highlight their experiences clearly and impactfully? 🚀 The CAR (Context, Action, Result) technique might solve these challenges! For candidates: 👉🏾 Context: Describe the situation or problem you faced. 👉🏾 Action: Explain the specific actions you took to address the problem. 👉🏾 Result: Showcase the measurable outcomes or improvements that resulted from your actions. Practical Example: 📌 Context: "During my time at XYZ company, I noticed the onboarding process was disorganized, causing frustration among new employees." 📌 Action: "I decided to revamp the onboarding program, creating a detailed manual and organizing weekly training sessions." 📌 Result: "New employee satisfaction increased by 30% and the adaptation period was cut in half." For HR professionals: Use the CAR technique to assess candidates during interviews better. Ask questions that encourage detailed, results-oriented responses. 🔗 Benefits: 📌 Clarity: Structured responses make evaluation easier. 📌 Focus on Results: Identifies candidates who generate real impact. 📌 Consistency: Helps compare candidates fairly. Let's transform interviews into productive and insightful conversations! 💼✨ #HR #Recruitment #JobInterview #CARTechnique #Career #PeopleManagement #HRtips #Candidates #Employment #ProfessionalSuccess

It's time to do better in recruitment 👌 Lately, I’ve been hearing too many stories from candidates about awful recruitment experiences. Picture this: you go through a 4 stage interview, deliver a presentation for an executive-level role, and then… silence. Weeks later, you finally get a generic rejection email. I know this because I’ve experienced these types of interviews myself!! It’s beyond frustrating. I know that HR and Talent teams are stretched thin with busy schedules, tight deadlines, and the added chaos of the holiday season. But that’s no excuse for leaving candidates hanging. Here’s what we can do better: ✅ Communicate with candidates, don’t ghost them. ✅ Provide feedback that helps them grow. ✅ Remember: every candidate is a reflection of your brand, and the experience you give them matters. If your team is overwhelmed, it’s okay to ask for help. Recruitment agencies like JobVibe Ltd are here to support you. Let’s raise the standards and make sure we’re doing right by the talented people and by your brand. We are JobVibe. #recruitmentdoneright

A Request to Fellow HR Professionals & Companies: To those HRs and companies who invite candidates for face-to-face interviews, only to make them wait for hours, please reconsider your approach. Yes, candidates need jobs, but let’s not forget that companies need talent just as much. This dynamic should be built on mutual respect. Treating candidates poorly during the hiring process can damage your employer brand in the long run. I’m not just speaking from hearsay, I’ve experienced it firsthand. Making candidates wait for 2-4 hours sends a clear message about the company’s culture. Even if a candidate accepts the offer, they’re likely to continue searching for better opportunities. Why? Because no one wants to work in an environment where their time and dignity are disregarded. As HR professionals, we’re gatekeepers of our company’s reputation. Respecting candidates’ time should be a priority. A positive candidate experience not only helps in hiring, but also builds goodwill in the market. Let’s create a culture where interviews are conducted with efficiency and respect. After all, hiring is not just about filling positions , it’s about building lasting relationships. #RespectCandidates #HRResponsibilities #HiringWithDignity #CandidateExperience

𝐖𝐡𝐲 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐜𝐚𝐧𝐧𝐨𝐭 𝐡𝐢𝐫𝐞 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 1        Filtering employees based solely on interviews is a common practice, especially companies or for roles where personality and fit are crucial 2      When a candidate’s CV shows extensive experience but lacks of specific job knowledge, it presents a challenge for hiring managers 3        It's important to balance the assessment of a candidate's skills and potential with the understanding that minor mistakes can happen during an interview. Ruling out candidates based solely on small errors can mean missing out strong and capable individuals 4 . Companies prefer to hire through personal references even when they have published vacancies on other sources, potentially limiting the entry of top talent into the company. 5   Candidates are not choosing jobs based on what they love to do, but rather on which jobs offer higher salaries. #rightcandidate #job #emplyoment #creatingopportunity

One of my clients has just filled 6 vacancies within 6 weeks…. As much as I’d love to say it, it wasn’t all down to me being a recruitment extraordinaire! Their approach to recruitment, interviews and onboarding set them apart from other employers with long-winded interview processes, unrealistic expectations and very little consideration for employer branding. Here’s how they did it… ✅ They spent time to discuss each position in detail. Not only based on the required skills but also personality fit ✅ They were receptive to advice on how to get good candidates through the door ✅ Provided feedback on every CV received within 48 hours ✅ Booked interviews quickly ✅ Treated each interview as a two way process. Not an interrogation! ✅ Sold each job and the company effectively during each interview ✅ Provided feedback on every interview within 48 hours ✅ Sent offers out quickly ✅ Offered fair salaries to match candidates expectations ✅ Had an onboarding process that maintains communication with candidates ahead of their start date All of the above along with building a reputation for being a good employer made them an absolute powerhouse for bringing on board the best possible candidates. If you’re not securing the candidates you want within your business, it’s easy to pass the blame onto your recruiter, market conditions or any other external factors. Look in the mirror…. Reflect…. Chances are, you’re probably missing these vital steps. Following the steps above will 100% make you stand out and streamline your recruitment process - and in turn result in great candidates wanting to work for you. 😁 #recruitment #interviewtips #HR #hiring #interviewprocess

In recruitment, candidates don't turn up for lined up interviews or at time ask for re-scheduling. Sharing a summary of common reasons i found in my posted poll here on LinkedIn. Below is my perspective on how we can handle these: - While we cannot do much about urgent meetings, i feel we need to handle the reason of personal emergency with empathy and concern. At times, candidates are not prepared for interviews or might have other personal engagements compelling them to use these as reasons, its important, we build a communication full of trust and mutual respect for each other times. This cannot be eliminated in a day, but it shall happen over time. - For a skilled candidates there shall always be better offers available. Make sure you do your homework for the position and offers available in market for a personal of such skill and experience. Start with with the best offer and use your skills to market that offer. Remember if you need the best, you got to offer him the best. - Company reviews. Its said that employees are the brand ambassadors for any organizations. Have regular connect with your employees and take their feedbacks on areas that are bad and those which need improvement. People shall join and leave and that cannot be stopped but make sure you have a process in place to listen to those voices. You need to create a culture to overturn this reason where even people leaving you, remain your brand ambassadors. #hiring #interviews #process #recruitment

Navigating the Recruitment Process: A Step-by-Step Guide In today’s job market, mastering the #recruitment process can boost your chances of success. At Darwind, we aim to make this journey clear and efficient. Here’s an overview of our process: Step 1: CV Screening – We identify candidates whose #skills and #experiences align with our company’s needs and values. We look for a well-structured CV that clearly articulates your professional journey, key achievements, and relevant skills. 💡 Tips: - Keep your CV concise, focusing on recent and relevant experiences. - Ensure your contact information is up to date. Step 2: Get to Know Phone Call - Next, selected candidates have a call with the HR team to help us get a preliminary understanding of your background, #motivations, and communication skills. This is also your chance to learn about our company's culture and the role you’re interested in. 💡 Tips: - Be prepared to discuss your professional background and your interest in the company. - Have some questions ready about the company and the role. Step 3: HR Interview - The HR interview is a more in-depth conversation aimed at assessing your alignment with our #values and your career aspirations. 💡 Tips: - Be prepared to explain your professional experience and your career goals in a structured way. - Approach the interview with enthusiasm and a positive attitude. Step 4: Business Case – The completion of a business case allows us to evaluate your #analytical abilities, #problem-solving skills, and how you approach real-world challenges. It is also a great way for you to get to know some Darwinders and to discover the day-to-day life of a consultant at Darwind. 💡 Tips: - Clearly communicate your thought process and rationale behind your decisions. - Ask for feedback during and after the case. Step 5: Final Interview with our Director - The process ends with a discussion with Matthias, our director, focusing on your vision for the role, long-term career aspirations, and how you’ll contribute to Darwind #success. It’s also an opportunity for Matthias to evaluate your fit within the broader organizational #culture and vision. 💡 Tips: - Reflect on your journey so far and be ready to discuss your career trajectory, your values, and future goals (“stretch”). - Prepare thoughtful questions to show your interest in the role and the company mission. 👉 Ready to Advance Your Career? - If you're ready for a transformative journey, apply today at Darwind's Website: https://lnkd.in/e3jvPEgm

My Epiphany As A New HR Professional! Recently, I encountered a humbling experience as a new HR professional - traveling for an interview only to be rejected in the first round. This underlined the significance of virtual interviews, particularly for candidates at a distance. Just imagine the time, money, and stress saved! Benefits of Virtual Interviews: Candidate Benefits: - Reduced travel expenses - Increased opportunities - Flexibility Employer Benefits: - Broader talent pool - Time and cost-efficient - Environmentally friendly Moving Forward: As an HR professional, I advocate for: 1. Initial virtual or telephonic interviews 2. Virtual interviews for far-away candidates Share Your Thoughts! How do you feel about virtual interviews? Have you had similar experiences? #VirtualInterviews #HR #InclusiveHiring #GlobalTalent #JobSearch #Sustainability