Express Employment International的动态

Having the right people in place takes asking the right questions.

What can be worse than a prolonged interview process? An interview process that’s too short. Over the years, I’ve worked with clients who conduct their entire hiring process in a single interview—usually about an hour. When I engage with clients, I always recommend optimizing their interview process to strike the right balance. Most listen. Some don’t. Recently, a PI firm I advised stuck with their one-and-done approach despite my feedback. The result? No surprise. They extended an offer to my candidate, and it was declined. It wasn’t about the terms of the offer. The candidate simply couldn’t feel confident about accepting after just one meeting. They felt like they didn’t have enough information or time to truly connect with the role or the firm. And let’s face it—when a company makes a big decision like hiring after one brief conversation, it can feel like a red flag. Hiring isn’t like buying an appliance. It’s a major decision for both sides. A rushed process can undermine a candidate’s trust and enthusiasm just as much as a dragged-out one. The talent wars are real, and time kills deals—but a rushed process can kill them even faster. A well-designed hiring process isn’t about speed or length; it’s about creating meaningful touchpoints to build trust, share information, and ensure alignment on both sides. How do you ensure your hiring process strikes the right balance?

One approach to avoiding hiring mistakes stands out: ask the right questions in the interview. In particular, ask for a specific example of past performance that was similar to what the new hire would need to achieve. If you’re not asking this type of question, you can be easily misled. https://lnkd.in/ebd8kn43 #HiringTips #InterviewQuestions #RecruitmentStrategy

The best hires are made long before the interview begins. Before you write the job description, post the opening, or start interviewing—take a pause. The best hires happen when you take the time to ask yourself these?3 essential questions. These aren’t just about filling a role; they’re about ensuring that every hire drives meaningful outcomes for your business. ???Strategic hiring is about having clarity from the outset. It’s not about finding someone who just checks off boxes—it’s about understanding exactly what your business needs and how this hire will contribute to your long-term goals. ?? Too often, we rush into the hiring process without fully considering whether we’re solving the right problem with the right people. That’s why?pre-hiring clarity?is your secret weapon ?? —it helps you avoid wasting time, money, and energy. This is why, starting with the right questions is so important. ?? Scroll through the carousel to find out the 3 most critical questions you need to ask yourself before starting to hire. Let me know your thoughts and let’s discuss in the comments! If this was helpful please share ? this post. Thank you!

One approach to avoiding hiring mistakes stands out: ask the right questions in the interview. In particular, ask for a specific example of past performance that was similar to what the new hire would need to achieve. If you’re not asking this type of question, you can be easily misled. https://lnkd.in/eXv_Nfc6 #HiringTips #InterviewQuestions #RecruitmentStrategy

You’ve heard it before: An interview shouldn’t just be a recruiter asking you questions — but a chance for you to interview the company. If you’re not sure what questions to ask, here are 9 options that’ll help you make an informed decision about the job. https://bit.ly/3OCbokS

“A lot of people go into interviews solely focused on proving themselves that they forget to do the homework to figure out if it’s actually a place they really want to be.” Try asking these 9 questions during your next interview for an inside look at the role: https://bit.ly/4cvfDc6 #InterviewPrep #InterviewTips

Great article from ACA: Unlock the power of your interview process! ?? From screening to summer evaluations, transform interview questions into meaningful outcomes for your staff with dynamic interviewing techniques. Elevate engagement, foster growth, and ignite connections that last a lifetime. https://lnkd.in/eYFSYWMQ

How to Answer “Why Should We Hire You?” in an Interview At first glance, the popular interview question “Why should we hire you?” sounds similar to “Why do you want to work here?” but the shift in perspective requires a shift in your response because instead of starting with your hopes and expectations, you’re leading with theirs. In other words, this isn’t about what benefits you so much as what benefits them. As with all interview questions, this one has a series of intents, some obvious and some hidden. When hiring managers ask this question, they want to: Know how well you understand their bottom line or mission Visualize the ways you may contribute to that bottom line or mission Assess your potential culture fit with the company See a quality that makes you stand out from other candidates Hiring managers may also ask this question differently. For example, instead of asking, “Why should we hire you?” they may ask, “What makes you a good candidate for this position?” or even “Why should we hire you over other applicants?” Any way they ask it, it’s a fair question because in recruiting, a “perfect match” must fit both sides. With the right perspective on the question and its intent, and by following a few simple guidelines, you can nail the answer

Team HireBetter believes that being crystal clear about the talent one wants to attract is crucial. More importantly, it's equally important to repel talent that does not align with the company's mission, vision and culture. Self-awareness is imperative for organizations to know who they must repel. In her book Interviewology, Anna Papalia stresses the importance of self-awareness in a great interview. We couldn't agree more! Check out this excerpt for more insights.