Matthew Wohl’s Post

Why can't all clients be like this! Client - "Can you set up a meeting with your candidate for tomorrow afternoon!" Me - "Course I can, I already know they can be available tomorrow". Client - "That's great, by the way if it goes well, I'd like to set up a 2nd and final interview on Wednesday next week!" Me - "They will book the day off as soon as they know a 2nd is on the cards" This is how you keep candidates engaged in a company & process. This is precisely how they will stay ahead of the competition and secure the best candidates before other clients who simply can't make a decision quick enough. OR they have 3/4 stages to the interview process!

In industries like healthcare, it can be difficult to secure the best candidates for an interview in a landscape dominated by shift work. That’s where one-way video interviewing can help, so you progress only the best candidates to face-to-face interview, saving your time – and theirs. Learn more: https://lnkd.in/gV_gq69k 

The worst part of interviewing for a job? It's being left waiting for a response. Candidates go through many rounds of interviews, then are left waiting and wondering what's next. This doesn't reflect well on any company and can make candidates feel doubtful... That's where Frankie Connect comes in and changes everything! It's a personalized space for each candidate that you can create in the Frankie app with just one click! Candidates can see every step of the process, know where they stand, and complete assessments. Never let your candidates feel neglected again with Frankie Connect.

Dear HRs, If your hiring process involves more than five interviews and takes over six weeks, and you still believe you’re selecting the best candidate through “due diligence,” you may be mistaken. In reality, you’re likely only selecting the best applicant who is willing to endure a lengthy interview process, most likely because they are currently jobless. These are two completely different things, which very few understands.

The next time you get passed on during the interview process, remember this: 1) It's an insanely competitive market. There are candidates that check 10/10 boxes and are STILL passed on for someone that checks 12/10.  2) Interviewing is like dating - you're not going to fall in love and get married with every person you meet. Maintain patience and perspective. 3) You are the keeper of your own confidence. Don't let job searching rob that from you. If and when it starts to, talk to someone who can remind you of your power.

For all my cohorts who finished in March with our program, or anyone else who needs to hear this, this is a great reminder while we go through the rigorous application and interview process in a competitive market. #CareerDevelopment #JobSearch #InterviewPrep #UXDesign #CareerAdvice #Networking #Resilience #JobMarket #UIUX #opentowork

Please stop spilling trade secrets of your current employer or previous employers at an interview session! No Recruiter wants to hire someone who doesnt understand confidentiality ! Employers want individuals who maintain confidentiality while with the company and after exit. When you are done talking too much, the feedback will end with not being employed. At interviews, tell your interviewer what you can and how you plan to execute ,and how that will be profitable to their business. Be smart!

When meeting with recruiters, it's crucial to avoid being red-flagged. During an interview, the focus is on you, but there's a fine line between being self-centred and self-aware. Swipe through our carousel to discover how you can sidestep the mistake Sheila made in her interview and learn key points to remember when discussing your qualifications, strengths and weaknesses. Let's continue the discussion. What other traits do you think might raise red flags for candidates in the eyes of recruiters?

John Lewis & Partners has made the decision to start sharing interview questions with candidates when they apply for the role. From incident.io's beginnings, we created a transparent interview process, providing all candidates with the following: When you interview with us you can expect: 📝 An interview prep guide that walks you through each interview stage with preparation tips. 👥 Our public Candidate Hub, the one stop shop for learning more about the role, the team and working here 📋 If your role includes a take-home task, you'll be aware of it from the beginning, so you know what to expect. Giving candidates these resources doesn’t necessarily give them the golden ticket for passing an interview, but it let’s them know what to expect and how best to prepare, in order to give them the best chance ❤️🔥 #lifeatincident #incidentio #hiring #recruitment

Why do some companies conduct interviews with 99 candidates for a single position instead of focusing on 2-3 strong contenders? What’s the rationale behind this extensive process, and how do you feel it impacts both the candidates and the company?