Recruiter Insider’s Post

I've been chatting with a few clients recently who’ve had over 100 applicants for a single role!   Sounds like a good problem to have, right? But the reality is, it's tricky balancing speed and making sure you don't miss out on the best candidates.   Here are a few key tips they’ve found helpful: - Nail the job requirements: Be super clear upfront to naturally filter out unqualified candidates - Prioritise key qualifications/experience: Focus on CVs that match the most critical skills - Engage early: Build rapport with strong candidates before the formal process - Speed up interviews: Schedule first-round interviews quickly to keep things moving and candidates engaged, and move quickly to the next stages when possible   Streamlining the process means spending more time on the best fit and less on irrelevant CVs.   Or when all else fails... use a recruiter 😊

The frustrations of a Recruitment Consultant... One significant challenge we are facing in this market is applicants ghosting or failing to show up for scheduled interviews. Consistent communication and follow-ups are essential to mitigate this issue, but it remains prevalent in the hiring landscape. We are constantly trying to understand the reasons behind this behaviour and implementing strategies to keep candidates engaged.

Here's an idea: instead of using LLMs to screen candidates or automatically apply for a thousand jobs, why not prepare a system that can automatically give feedback to candidates who did NOT get an offer? The system can parse the profiles of candidates who applied as well as their interviews, then when one gets an offer it could automatically contrast that with the profile of those who didn't get an offer, and provide actionable responses for them. This feels like a win-win for both recruiting staff as well as candidates.

Proven: Better Interviews, Higher Job Acceptance. UK Candidates who accepted job offers last quarter reviewed their interview experience with hiring managers 90-100 (against 5 unique questions) 79% of the time. Yet those accepting job offers when the experience was 80-90 only accepted the role 10% of the time. The data is clear, your best chance of filling roles is when the hiring manager delivers an exceptional candidate experience.  This is crucial data you need to work closer with your clients to ensure they are performing at their best and that their communication of their EVP meets candidates expectations to help them secure talent and for you to generate revenue. The best time to start measuring was yesterday. The next best time is now - https://lnkd.in/gJK_cpHv

Demand and competition for the best professional talent across Finance & Tech hires remain strong. While candidates admit that formal interviews are still the most effective way to be assessed for a role, nearly two-thirds of professionals have suffered a bad experience during interviews, leading to nearly half saying this put them off accepting a role with that firm. How can you ensure top candidates want to be in your employment? Start by avoiding these simple red flags which topped the list: - In job adverts; no salary or personal development information led to the majority not even applying. - In interviews; poor communication, lack of clarity on process and an unprepared interviewer topped the list of red flags. That’s before you even consider cultural and values alignment. Find out more here: https://heyor.ca/xZvp6O #TechRecruitment #TopTalent #TechTalent

Proven: Better Interviews, Higher Job Acceptance. UK Candidates who accepted job offers last quarter reviewed their interview experience with hiring managers 90-100 (against 5 unique questions) 79% of the time. Yet those accepting job offers when the experience was 80-90 only accepted the role 10% of the time. The data is clear, your best chance of filling roles is when the hiring manager delivers an exceptional candidate experience. This is crucial data you need to work closer with your clients to ensure they are performing at their best and that their communication of their EVP meets candidates expectations to help them secure talent and for you to generate revenue. The best time to start measuring was yesterday. The next best time is now - https://lnkd.in/gJK_cpHv

Are you in the market for new talent? Reference checks offer insights beyond resumes and interviews, revealing a candidate's work ethic, character, and teamwork skills. To make the most of reference checks, consider using a standardized set of open-ended questions tailored to the job description. This helps uncover genuine insights about the candidate's abilities and fit for your team. How have reference checks benefited your organization? #Hiring #Recruitment #TalentAcquisition #ReferenceChecks https://lnkd.in/dHB-WfaU

According to new data from Indeed, 24% of UK businesses spend over 10 hours a week just scheduling interviews, and then when you factor in the number of candidates, the interview processes themselves, including any interview tasks or multi-stages, it builds a very time-consuming picture. How efficient is your hiring process? The more time and energy your hiring process requires from a potential candidate, the higher the chances of a candidate growing frustrated and exiting the process, so it's in your interest to create a smooth and efficient process for both yourself and the candidate. #CX #CandidateExperience #HiringProcess #Interview

At the start of every week, I take the initiative to reach out to all prospective candidates with upcoming interviews, ensuring they are well-equipped and comfortable. Following each interview session, I promptly provide comprehensive updates and address any lingering queries they might have. Even if a candidate isn't chosen for the role, I make it a point to offer personalized feedback and keep avenues open for potential future opportunities. Creating an outstanding candidate experience is an investment worth making, and I believe that transparency and candid feedback are fundamental in building trust and fostering genuine connections with candidates. Investing time and effort into the candidate experience is not only beneficial for the candidate, but it can also improve the reputation of your company. So, let's make it a priority to provide top-notch support to all our prospective candidates.

Are you in the market for new talent? Reference checks offer insights beyond resumes and interviews, revealing a candidate's work ethic, character, and teamwork skills. To make the most of reference checks, consider using a standardized set of open-ended questions tailored to the job description. This helps uncover genuine insights about the candidate's abilities and fit for your team. How have reference checks benefited your organization? #Hiring #Recruitment #TalentAcquisition #ReferenceChecks https://lnkd.in/gweqsz29