Pamela La Gioia’s Post

You cut your chances of getting hired in HALF before the interview is over if you haven’t learned how to master a first impression. These findings are a wake-up call for all job seekers! ⚡The lightning speed of judgment: ↘ 33% know in the first 90 seconds whether they'll hire someone ⚡The power of nonverbal cues: ↘ eye contact ↘ body language ↘ appearance can make or break a candidate's chances according to 65%, 20%, and 50% of interviewers respectively ⚡The value of preparation: ↘ 47% won't consider a candidate who lacks knowledge about the company ⚡The impact of confidence: ↘ 40% said the quality of the candidate's voice and overall confidence level were decisive factors Mastering the first impression is absolutely vital or you could be ruled out before you even have a chance to pass go! Seeking your next role, the author of this powerful article Pamela La Gioia i s a must follow! 📌 P.S. Do any of these shock you? ___________________________________________________________ Hi 💌 I’m KL! 💰 A salary negotiation expert helping you get paid what you deserve

John Lewis in the UK is shaking up the interview process by publishing it's interview questions, department by department, on-line for everyone to see. Why the transparency? They want to attract a wider pool of talent, especially those who might struggle with traditional interview formats. Sinéad Brady a career Psychologist believes it is both positive and inclusive. Could it help those who might not do so well in an interview situation, but could be great in the workplace feel better prepared? The verdict? John Lewis is betting on a more inclusive and effective hiring process. Will it become the norm? Some may worry it might make interviews too predictable? Only time will tell, but this is definitely a shake-up in the recruitment world. What do you think? #recruitment #interview #careergoals www.raretec.ie

Have you ever been stood up for an interview? 86% of candidates admit to not showing up for interviews (HR Grapevine). Here's a closer look at this trending issue Ghosting - a term borrowed from the dating world, now a buzzword in recruitment. It means to cut off communication without explanation. In the job market, candidates disappear without a trace - no responses, no calls, just silence. 🤐 I'm talking about talented, tech-savvy applicants, yet they're increasingly ghosting employers. Why? As I've explored, it seems a mix of market dynamics and changing attitudes towards job seeking is at play. 🎭 For one, job opportunities are abundant. Applicants often juggle multiple offers, opting for the best without notifying the others. It's a power switch - the ball is in their court, and sometimes, communication just falls off the radar. 📡 There's more. Social media and digital communication, while connective, have also lessened the weight of commitment. An interview is just another 'event' that can be swiped away, an outlook that might be contributing to this ghosting phenomenon. 📲 But, let's be solution seekers rather than problem dwellers. Companies can curb this trend by enhancing engagement. Regular contact, swift processes, and expressing genuine interest in candidates could bridge this ghosting gap. 🌉 Remember, professional relations are two-way streets. As much as candidates owe companies a courtesy call, companies owe candidates an engaging, respectful recruitment journey. Let's strive for a job market where ghosting becomes as old-fashioned as fax machines. 🏢💼 What are your thoughts or experiences with interview ghosting? Drop a comment below! #InterviewGhosting #JobMarketTrends #RecruitmentStrategies

Of interest perhaps?  Wingate, T.G., Rasheed, S., Risavy, S.D., & Robie, C. (2024). [Open Access: Free to Download]. Abstract The current study examines the riskiest forms and sources of potential bias in the employment interview. A mixed methods survey focused on interviewers' attention to various potentially biasing applicant characteristics, how interviewers learn about such characteristics, the traits of interviewers who are sensitive to such characteristics, and how knowledge of such characteristics affects interviewers' opinions of applicants. Participants were 680 professional interviewers from the U.S., U.K., and Canada. High risks of bias were associated with six applicant characteristics (as targets of bias), three interviewer characteristics (as predisposing toward bias), and three sources of information in the interview process. Interviewers commonly rationalized their judgments in job-relevant terms. These results have implications for understanding and limiting the risk of common selection biases. Practitioner points > Six applicant characteristics were identified that most affected interviewer opinions. > Interviewers usually learned such information from appropriate and often unavoidable channels. > Disagreeable, socially dominant, and young interviewers were more swayed by biasing information. > Interviewers rationalized potential biases in ostensibly job-relevant language.

How to be a better Interviewer Dear Interviewers , Some things are becoming outdated, and as infinitesimal as it may seem, these things are becoming a huge snag in finding the right Talents , I will just list a few; 1.Asking whether they are Married ,if they have children , their Religion , Tribe , or other questions that how you ask them is not only embarrassing they can evoke emotions in them 2.Do not call them my dear , darling , sweetheart or use endearing words , it is an Interview remember? don't think because you're the Interviewer it's a license to do anyhow 3. Telling them to bring their bank statements or payslips, is becoming outdated , you most likely know the compensation approved for the Role , you can also get an approval if you find a candidate you really think is above the budget and will be of value 4. How you ask Candidates about gaps on their CVs is important, approach really matters , it's not a Jury 5. Please ask Intelligent, and relevant questions, respond to questions as sincerely as you can , someone was asking an experienced Hire , Arithmetic,2* 12, like seriously! What does that have to do with the job? 6. Err on the side of caution with making promises, or over bloating the Employer brand image , or benefits, they never forget those things, especially if they join the company eventually 7. Look the part , candidates are assessing you too , don't wear Slippers for an Interview because you're the Interviewer , or just act anyhow, I will be scared of joining such organisation, and I'm sure many Talents will 8. Unless it's a faith based organisation, don't ask them religious questions, do you pray , do you go to church/mosque? , even if they do , that does not make them the ideal candidate for the Role 9.Lest I forget , there is no need to spend the entire time with a candidate, you know from the first few questions you will not consider . Just let them go , it's not nice to drill the candidates, making them uncomfortable with unnecessary questions just to use up the allocated time Candidates are also accessing companies during the Interviews , so put your best foot forward and give them a great Interview experience. They will not forget that, even if they don't end up being your Employee Thank you for your anticipated realignment of the Interview process Your Sincerely, On behalf of Concerned Candidates Bolaji Shote - June 2024 #interviews#experience#candidates#compensation

Business insider have put together an article discussing the things you should never do in a job interview. Here’s an overview of what was discussed The article discovered that interviewees should never... ❌ Not give a reasoning or explanation when listing their achievements ❌ Overshare such as discussing personal worries or financial situations ❌ Show-off as recruiters want to understand your thought process and your breadth of knowledge ❌ Talk badly about former employees and bosses ❌ Ask broad questions as questions should focus on personal perspectives ❌ Rely solely on prepared questions, as the best candidates have specific questions that go beyond the company’s website. Business Insider article: https://lnkd.in/eYaNMBia Are you looking for more tips and guidance for job interviews? Read our blogs linked below and ace your next interview, whether you are an interviewee or interviewer. Ace an interview for candidates: https://lnkd.in/eVdEwWRA Ace an interview for employers: https://lnkd.in/eki4GsE7 Are you looking for your next step in your career? Head to our website now and explore our current live vacancies: https://lnkd.in/eAP2Trzv Let’s share insights! Employers, what’s your biggest tip you would give candidates who are preparing for an interview? #recruitment #interviews #jobinterviews #candidates #employer  

Couldn't agree more with Sam on this! Candidates not doing their prep and "winging it" in interviews, along with being unwilling to answer some challenging questions are the most common reasons that they're not successful in interviews at the moment. If you're "just seeing what is out there" and you're not prepared to commit to the process, don't waste your time; you're doing your future prospects more damage than good! If you're interviewing at the moment, preparation is key! Be prepared to answer challenging questions and be prepared for more rigourous interview processes, as companies are more risk averse right now want to make sure that the hire is going to work.

Interview Complacency 💥 In today’s job market, a trend of complacency has become apparent. Many candidates still seem to hold onto the mindset developed during the COVID/post-COVID period, where the balance of power was in favour of employees rather than employers. Unfortunately, this is no longer the case. In the tech industry, a lack of funding has led to increased scepticism and a climate of uncertainty, with companies seeking that elusive "unicorn" candidate so they “hit the ground running”—which in some cases is a needle in a haystack or doesn’t exist. As a result, candidates must now overcome objections that may not have been as closely scrutinised in a 'candidate-driven' market, where employers were more willing to take a chance. Today, candidates need to refine their interview approach to effectively address any gaps in experience or requirements for the role. Candidates, please remember, this means preparation is more crucial than ever: thoroughly research the organisation, understand the role, be familiar with the interviewers, and ensure you present yourself well. In a competitive market like this, putting your best foot forward is the only way to stand out 👊

Have you ever applied for a job, had a great interview, felt like you were a perfect fit... and then heard nothing back? You're not alone. Unfortunately, many candidates experience this frustrating phenomenon, known as "ghosting." It’s a term usually associated with dating, but it’s becoming all too common in the recruitment world. When recruiters ghost candidates, it not only damages the candidate's confidence but also the company's reputation. Being left in the dark after investing time and effort into an interview process is frustrating and discouraging. It creates uncertainty and leaves candidates wondering where they stand, they often tend to loose faith in both the role and the company. Ghosting is not just unprofessional—it's harmful. It shows a lack of respect for the candidate's time and effort. Imagine waiting weeks for a response, constantly checking your email, only to be met with silence. This leaves a lasting negative impression, not just on the candidate, but on everyone they speak to about their experience. Dear fellow Recruiters, It’s understandable that not every candidate will be the right fit but communication is key! Even a simple “thank you for your time, but we’ve decided to move forward with other candidates” can make all the difference. It shows respect, professionalism, and empathy. A clear and timely response allows candidates to move on and continue their job search with dignity. We owe it to candidates and ourselves to do better. Let’s stop making candidates feel ignored or undervalued. Remember, how we treat candidates says a lot about our company’s values and culture. Let’s ensure it’s a positive reflection. We have the power to make the hiring process respectful and transparent, so let's commit to treating every candidate with the dignity they deserve. We can do better. 👍 #Recruiting #RespectInRecruitment #NoMoreGhosting #PositiveHiringExperience

"The candidate did not look really motivated for the proposition and I'm not convinced they want the job." I think we all agree that it is important to come across as motivated in an interview. Common feedback is that clients are not convinced the candidate really wants the job. I get this—nobody wants to sit in front of someone for an hour or so who looks like they don't want to be there, and it is a balancing act, but there are often reasons for this that are worth interviewers, interviewees, and recruiters considering. Some are obvious, and some are not so much. -Nervousness and Anxiety: Interviews can be stressful, and candidates may feel nervous, which can make it difficult for them to express their true enthusiasm. -Lack of Preparation: Some candidates might not prepare adequately, leading to a lack of specific information or passion about the company and role, which can be perceived as a lack of motivation. -Misunderstanding of Expectations: Candidates might not realise how crucial it is to demonstrate enthusiasm and motivation. They might focus more on their qualifications and past experiences without emphasising their interest in the role. -Poor Fit: Sometimes candidates apply for roles that don't genuinely interest them. This can be due to various factors such as needing a job quickly or being encouraged to apply by someone else. -Communication Skills: Not everyone has strong communication skills, and some candidates may struggle to convey their enthusiasm effectively, even if they feel it internally. -Cultural Differences: In some cultures, overt displays of enthusiasm might be uncommon or even frowned upon. Candidates from such backgrounds may struggle to adjust their behaviour to meet the expectations of interviewers from different cultural contexts. -Misalignment of Expectations: Candidates might have a different understanding of what constitutes professionalism and may think that showing too much enthusiasm might come across as unprofessional or desperate. -Burnout: Candidates who have been job hunting for an extended period may feel demotivated or fatigued, which can impact their ability to show enthusiasm. -Negative Past Experiences: If candidates have had negative experiences in previous job interviews or roles, it might affect their confidence and ability to show motivation for new opportunities. To address these issues, candidates, employers and recruiters can take proactive steps: * Candidates should practice common interview questions, research the company thoroughly, and reflect on why they are genuinely interested in the role to help convey their enthusiasm better. * Employers can create a more welcoming and less intimidating interview environment, provide clear expectations about the importance of enthusiasm, and consider cultural and individual differences when assessing candidates' expressions of motivation. #interviewing #interviewprep #jobsearch #jobinterview