Michael Zhang’s Post

Don't take #interviews too seriously. While talent is important, luck plays a significant role in hiring decisions. Example: A colleague and I were conducting interviews. We met a candidate with clear strengths and weaknesses. After the #interview, I was neutral to positive, while my colleague leaned negative. Despite my attempt to give the candidate a chance, my colleague's hesitation led us to pass. 2-3 days later, after interviewing few more candidates, we met another applicant. our observation was almost similar. though I felt first candidate was better. This time, my colleague expressed concern about the time we were spending on hiring. I suggested we focus on the positives and consider whether the negatives could be improved within six months. This shift in perspective led my colleague to view the candidate more favorably. We ended up recommending this candidate, despite his performance being slightly below that of the first applicant we rejected.

Hiring Managers, a crucial reminder during the interview process! Recently, a candidate shared their key deciding factor when choosing between multiple roles. It all came down to the company's focus: highlighting what they could offer the candidate's career, not just what the candidate could do for the company. Remember, interviews are a two-way street. Your approach matters as much as the candidate's. #HiringTips #InterviewProcess #CareerDevelopment

Attention employers, please stop ghosting candidates especially when you told them that they will be moving on in the hiring process and you tell that you will be scheduling the next interview and then never return their call. Also please stop with the rejection emails being sent out at 1:30 - 2:30AM. It's very unprofessional. Does it truly kill you to reach out to these candidates whether it's good news or bad news and just let them know and thank them for their time and effort that they put into the job search for the position with your company? Most employers are doing the exact same thing that are complaining about potential new hires. Not to mention "Communication" which is always brought up during interviews. Please practice what you are preaching.

You've probably heard of death by meeting but how about death by interview? This is when organizations make the common mistake of running interviewees through a gauntlet of complicated and tedious interviews, rather than focusing on improving how they find and hire quality candidates. Why is this important? Time is valuable and you'll lose out on top-tier, currently employed talent if you spend too much time interviewing rather than deciding to offer a job or move on. So what's the right number of interviews? Several years ago, Google analyzed its internal hiring practices and determined that four interviews should be sufficient to thoroughly vet a candidate. The company now adheres to the “Rule of Four,” a recruiting mandate that has streamlined the hiring process and improved outcomes for the company. Check out Lee Kester's, KSG's Founder and CEO, blog (linked in comments below) which highlights more solutions to streamlining your interview process. Kester Search Group, LLC ® #hiring #toptalent

Check out the latest learnings from "Connecting with Kate!" Kate Bahnmuller #bestpractices #interviewing

Trust me, that sixth interview is not needed. As a recruiter, I've seen it too many times - promising candidates drop out after excessive interview rounds due to fatigue. An overly long and inefficient process is a major deterrent for top talent. The solution? Streamline your interviews: • Limit to 3-4 rounds max • Consolidate interviews when possible • Provide clear timelines • Ask unique questions in each round • Make decisions promptly Partnering with an experienced recruiting firm can help implement best practices. We coach hiring managers, develop tailored plans, and offer candid feedback. In today's competitive market, reducing interview fatigue allows you to secure talent before they accept another offer. It's time to re-think that unnecessary sixth interview. Interested in optimizing your process? Let's connect! #hiring #interviews #tips

THIS POST SHOULD NOT BE CONTROVERSIAL. If you are a company that scheduled multiple candidates for interviews on the same day, and a candidate early in the day impresses you tremendously and you know they will be the hire, that is great news! DO NOT CANCEL THE REMAINING INTERVIEWS FOR THAT DAY. #1 not everyone will take your offer, if candidate 1 rejects your offer, and you canceled on the remaining candidates, you are back to square one. #2 it's always good to meet candidates, you never know if there is a position you have for them now, or you can store their information for down the road. #3 MOST IMPORTANTLY, it's rude! Someone changed their schedule, might have taken off from work, drove far away, it is simple human decency to follow through with the interview, the same way you would expect a candidate not to no-show on you! Let's treat each other well and make the hiring process as easy and gentle as possible. #hiring #interviews

🌟 As a recruiters, we understand the importance of asking the right questions during an interview to ensure we find the best fit for our team. One crucial aspect of this is asking thoughtful and insightful questions at the end of the interview to gauge the candidate's interest and suitability for the role. ❓❓❓Some questions we often ask include: "What excites you most about this opportunity?" "How do you see yourself contributing to our team?" and "Is there anything else you'd like to share that we haven't covered?" ❓❓❓ These questions not only provide valuable insights into the candidate's motivations and aspirations but also demonstrate their level of preparation and engagement. 🌟 What questions do you find most effective to ask at the end of an interview? we'd love to hear your thoughts and experiences in the comments below! Let's continue to elevate our interview processes and ensure we're making the best hiring decisions for our organisations. #InterviewTips #RecruitmentStrategies #HiringBestPractices 🌟

"I've conducted good number of interviews, primarily for technical positions. My approach is simple: I review the candidate's resume and ask questions based on their past work mentioned. If their responses meet expectations, I delve into specific inquiries related to the job role, assessing their problem-solving mindset. During this process, it's easy to spot candidates who subscribe to the "fake it till you make it" mindset. Such individuals are promptly disqualified. Full stops are essential to put an end to this detrimental mindset."

In some companies, the interview process can drag out for weeks or even months, with candidates being interviewed on 3 or 4 or more occasions to meet with various senior directors and hiring managers. Whilst you are in the middle of this, your competitors have made their mind up and already offered your favoured candidate! According to research, 87 percent of candidates think having to attend more than two job interviews is not acceptable. If your current process exceeds that limit, you might need to consider the fact that you may not only be putting a needless strain on your own resources, but on candidates' time as well. Of course, the danger of rushing through things too quickly is choosing the wrong person for the job, but this is a risk that needs to be balanced out. We also appreciate that there are sometimes circumstances in which an extended process cant be helped, or is needed, but this shouldn’t be the norm. Having a well structured and mapped out interview process which candidates can be briefed on creates a good impression from the outset. Remember, when you drag out the interview process, you don't just turn off current candidates in your pipeline; you get a reputation as being one of those businesses with a painfully slow hiring and onboarding system. If you need any help or advice on how to best structure your interview processes and what is working currently, please give us a call to discuss on 0161 399 1575 or [email protected] #heretohelp #interviewprocess #2stages