Tailored Management’s Post

Happy Monday! As we kick off Military Appreciation Week, here is some great advice from Tailored Management about the red flags to be aware of in a job interview. Working with a career coach can also prepare you for how to navigate being confronted with inappropriate or illegal questions in the interview process. #transitioningmilitary #militaryappreciationweek #military #veterans #themvf #usmc #careers

There's a low job application response rate for these reasons: 1. Too many applicants, it's hard to respond to all of them 2. Employers aren't pro active about hiring, they post a job for the sake of it, and aren't hiring at the time or not following through with it. 3. Hiring managers are trying to find the perfect candidate and will go through a series of candidates to find that right fit.

[Repost] A Bank of Over 500 Questions for Hiring Candidates From the initial definition of hiring needs to the final decision of making an offer, it's crucial to ask insightful questions that yield valuable answers. In the link provided in the comments, you'll find a spreadsheet containing: - Over 50 questions to assist in defining the role for which you're hiring; - More than 700 behavior-based questions for interviewing candidates; - 5 introspective questions to guide your decision on whether to extend an offer or not.

Wisdom Monday - If there is ONE (1)(!) Sheet you save in your drive this week, let it be this one! Your Questions Bank. It is called "powerful questions" and it is applicable for both your hiring strategy meeting with your hiring managers and the interviews with your candidates. That is because it has endless tabs with endless questions to choose from. https://lnkd.in/exbNvdE

Are you searching for the perfect talent? 👀 To ensure you're hiring the right people, look for candidates who pass the following 4 steps, which I like to call the "Goldilocks Conditions" 🦄 : ⚜ His/her CV and background are aligned with your search. Basically, on paper, he or she is what you are looking for. ⚜ The candidate is impressing everyone he/she encounters during the interview process (including the recruiter, hiring manager, future colleagues, and board members) ⚜ If there is a psychometric test or assessment part of the selection process, the candidate demonstrates strong performance. ⚜ She or he provides you with at least 1 or 2 positive references from current/old employers, colleagues, and customers. If you encounter a candidate who meets at least 3 of 4 of these criteria, don't let him go! 🔝 This could be the missing piece for your team's success.

𝟕 𝐭𝐡𝐢𝐧𝐠𝐬 𝐧𝐨𝐛𝐨𝐝𝐲 𝐭𝐞𝐥𝐥𝐬 𝐲𝐨𝐮 𝐚𝐛𝐨𝐮𝐭 𝐛𝐞𝐢𝐧𝐠 𝐚 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 Being a recruiter be like... Being a recruiter is not as easy as you might think. We're constantly chasing deadlines to find new employees, even though: • More than 40% of applicants don't meet the qualifications or just apply randomly. • Over 5% of applicants are overqualified. • Sending interview invitations, but many did not respond. • Giving tasks after interviews that end up untouched. • Finding candidates with the right skills and experience, but they expect a salary twice our budget. • They ace the skills, salary expectations, and the first interview, but disappear when it's time for the second interview. • When everything seems perfect, they can only join in three months (even though we're under tight deadlines 😁). The situations I mentioned are based on my personal experience. Have any recruiters through the same? For my recruiter friends, I recommend having some tools in place to minimize these situations from happening. You can get fresh passive candidates every day without waiting for them to apply > https://lnkd.in/gKE7qFcv Please share this post!

Recruitment is a big deal indeed. My painful experiences about Recruitment would be... From the employers side: Employers turning down all interviewed candidates claiming they don't fit, yet giving you deadlines, employers giving you a very slim salary budget but expecting to get a candidate who will do almost everything in the organization and also perform magic for the organization to move from point A to point B upon their one month of resumption, to employersgiving you specifics such as...''We want you to recruit for us a fair, smart,very beautiful, slim, young girl as a customer care person or front desk for us, she must have the shape of a model and speak very fluently" And from the candidates point: from sourcing 100 CVS and having to see just about 5 qualified people, to some of them not knowing that an online interview is as important as a physical interview and therefore, should dress properly or have a good background for the interview, and the worst of all is for scheduled candidates not showing up for interview without any apology and thereby making you look stupid before your clients.. No one prepared us ahead of the daunting task in Recruitment. Who else has some Recruitment eExperience? let's share please.

Our annual What Workers Want survey is live and we want to hear your opinions on the good, the bad and the ugly when it comes to applying for jobs. 🤔 How long is too long for a job application process? ⌚ How soon do you expect to hear back from recruiters about your interview? ❌ Have you ever abandoned an application process because of a bad experience? Take our 10-min survey today and you could win a £250 retail voucher 👉 https://lnkd.in/emheF4aj #whatworkerswant #survey #workingforyourtomorrow