Priceless Professional Development的动态

Most companies focus on resumes and interviews but they’re missing the real secret: it’s about finding the right fit, not just filling a seat! Did you know that 75% of hiring managers admit they’ve hired the wrong person for a role? Yikes! Here’s how BarRaiser helps you get it right: ?? Forget just checking boxes: Focus on cultural fit, not just skills. ?? Make data your best friend: Use our data-driven assessments to evaluate candidates. ??? Teamwork makes the dream work :Involve multiple team members in the interview process. ??? Slow down to speed up: Don’t rush! Get to know your candidate. Hiring the right person takes effort. But with BarRaiser, it’s worth it. Remember: A great hire doesn’t just fill a position, they transform your team. Book a demo: https://lnkd.in/g5WYZS6a

When hiring at scale, it's easy to fall into a routine during interviews. I've been there, juggling 10+ interviews in a day, and it can feel like you're just going through the motions. But here's the thing: candidates can sense that. Some time ago, when I had to fill multiple roles quickly, I realized that the more personal I made each interview, the better the results. Instead of jumping straight into skill-based questions, I'd start with something personal, like asking about their career goals or a challenge they've overcome in their current role. I remember one candidate who lit up when I asked about his biggest achievement—it completely changed the energy of the interview. That connection stayed with me, and we ended up hiring him. Personal touches like this may seem small, but they create lasting impressions. Even when you're interviewing many candidates, you're not just filling roles—you're building a team. Taking an extra minute to engage with each candidate on a human level sets the tone for a more successful and meaningful hiring process. #HR #Recruitment #Hiring #TalentAcquisition #InterviewTips

Last month, a company conducted 50 interviews to make 2 hires. The problem wasn’t the candidates… It was the process: ?No structured interviews. ?No alignment between hiring teams. ?????? ????????????? Wasted time, frustrated candidates, and poor decision-making. ? How to Fix it ? ? Implemented structured scoring. ? Aligned teams before interviews. ? Asked consistent, role-specific questions. And the results? ~ Interview-to-hire ratio improved by 60%. This post isn’t to call out bad processes. It’s to highlight the power of preparation. Hiring doesn’t need to feel like chaos. But if you avoid fixing the process, 2025 will be another year of missed hires. ???? ???????? ???????????? ?????????????? ???????????????????? ?????? ??????????????? ??????’?? ?????????????? ???? ???????????? ??????’???? ???????????? ?????? ?????????? ?????????? ??????????????????????. ???? Like & ?? Repost if this resonates with you. ? Follow for more insights. #HiringProcess #TalentAcquisition #RecruitmentStrategy

Many candidates forget that recruiters and hiring managers get nervous, too! We're not just evaluating you; we're hoping you're the right person we've been searching for. So next time you're in an interview, remember it's your moment to shine. Share your achievements, tell us how you can make a difference, and ask thoughtful questions about the role and company culture. See Interviews as conversations! In the coming days, I'll be sharing interview mistakes and what to do to rectify them. #CareerAdvice #Jobs #Recruitment #InterviewTips #Hiring

Previously, I've shared my thoughts on the mystery of recruiters/hiring managers not offering feedback post-interviews. Today, I had a pleasant surprise - I received feedback from a month-old interview. Even though I didn't get the job and am happy where I did land a role, the brief call emphasized the value of providing insights to candidates. In under 15 minutes, I gained valuable knowledge for future endeavors (if needed). #recruitment #interviewfeedback #hiring

Endless interviews often lead to decreased motivation! Instead of making the hiring process more suitable in today’s fast-paced tech industry, many companies add more steps, making the process more complicated and frustrating. This not only decreases motivation but also increases the risk of losing the best candidates to more efficient competitors. Keep the process efficient, not longer. At Fledge, we understand the importance of an optimized interview process. Our team specializes in designing efficient, effective hiring structures that attract and retain the best tech talent. Ready to cut the complexity? Let’s build an interview process that works. #teammanagement #talentmanagement #interviewprocess #recrutmentprocess #hiringprocess

? The Long Hiring Process is Costing You Talent – Here’s How to Fix It! We all know the drill. The hiring process drags on and on—multiple interviews, back-and-forth emails, and complex procedures. Meanwhile, top candidates are scooped up by faster-moving companies. The result? You miss out on the best talent because your process is too slow. In fact, research shows that 60% of candidates drop out of the hiring process because it takes too long. Here’s the good news: WeCP | We Create Problems can help you speed things up without sacrificing quality! ?? The faster you assess, the faster you hire the right talent! Don’t let a slow process stand between you and your next great hire. #RecruitmentChallenges #EfficientHiring

Don’t let top talent slip through the cracks! ??? In today’s competitive hiring landscape, the best candidates don’t wait around. Delays in decision-making or disengaging experiences during interviews can lead them straight to your competitors. ?? Pro tip: Streamline your hiring process and keep candidates engaged with clear communication and timely feedback. Because in hiring, every moment counts. ? #Recruitment #HiringTips #TalentAcquisition #CandidateExperience #Interviewing

Why Founders Should Be Involved in Interviews After 10 years and over 500 interviews, here’s what I’ve learned: 1?? Hiring for Internal Locus of Control Spot candidates who truly own outcomes. Look for people who take responsibility, not just tasks. 2?? Fostering Cultural Cohesion Build a team aligned with core values. Seek those who resonate deeply with your mission and values. 3?? Having Skin in Every Hire Each hire raises the bar—and teaches. Find people who not only add skills but elevate the entire team. What are you looking for in interviews? Founders, are you actively involved in hiring? P.S: We are hiring - https://lnkd.in/eSHrmVh2

I recently interviewed 7 candidates and hired 2 of them. Our hiring process: - 60-minute interview with the line manager - 45-minute interview with me (the founder) Next step: - Make the candidate an offer - Send a personalized email explaining why it wasn't a fit at this time Hiring doesn't need to be complicated. Understand if they have the skill and zeal to learn and grow. More interview steps to be careful do NOT add value. They consume multiple resources. You can spend time in the interview process being thorough. Or you can hire them and get to work. #hiring #workculture #interview