Insight Global的动态

It’s 2024 - we’re rapidly approaching the point where leaving your interviewers without support isn’t an option. If you’re an interviewer, Hiring Manager, or Talent professional who agrees with us, and you need help putting together a business case, check out our new website: https://lnkd.in/em-ytPC9 It has a full breakdown of all the problems we solve, and dedicated pages for how we help each role in the hiring process to succeed. Need something quick? Download this overview PDF and send it on to your manager ??

Does this sound familiar? ?? ...a big headache ?? The traditional Recruitment Process that 90% of small businesses use, normally results in 30-40 CV’s to scan through and choose from over a 2-3 week period. Then they have to arrange interviews and chase people up to come to the interview. They often put aside a full day for interviewing, only for half of the applicants to not even turn up. Worst case scenario is that none turn up (or none that are a good fit for the role), resulting in them having wasted a full day, and then having to start the process all over again ?? What is the true cost of all that to the business owner? ?????? There is another way of recruiting that will save businesses all that hassle, but more importantly, a lot of their Time and Money! If you want to Cut to the Chase & you’re looking to find 2 - 5 interviewees who do turn up, & who have proven they have a great attitude, the skills, and do really want the job you are offering... ...and you’re interested in finding out more... Call, text on 077111 24270 Or dm on here ??

Does this sound familiar? ?? ...a big headache ?? The traditional Recruitment Process that 90% of small businesses use, normally results in 30-40 CV’s to scan through and choose from over a 2-3 week period. Then they have to arrange interviews and chase people up to come to the interview. They often put aside a full day for interviewing, only for half of the applicants to not even turn up. Worst case scenario is that none turn up (or none that are a good fit for the role), resulting in them having wasted a full day, and then having to start the process all over again ?? What is the true cost of all that to the business owner? ?????? There is another way of recruiting that will save businesses all that hassle, but more importantly, a lot of their Time and Money! If you want to Cut to the Chase & you’re looking to find 2 - 5 interviewees who do turn up, & who have proven they have a great attitude, the skills, and do really want the job you are offering... ...and you’re interested in finding out more... Call, text on 077111 24270 Or dm on here ??

Does this sound familiar? ?? ...a big headache ?? The traditional Recruitment Process that 90% of small businesses use, normally results in 30-40 CV’s to scan through and choose from over a 2-3 week period. Then they have to arrange interviews and chase people up to come to the interview. They often put aside a full day for interviewing, only for half of the applicants to not even turn up. Worst case scenario is that none turn up (or none that are a good fit for the role), resulting in them having wasted a full day, and then having to start the process all over again ?? What is the true cost of all that to the business owner? ?????? There is another way of recruiting that will save businesses all that hassle, but more importantly, a lot of their Time and Money! If you want to Cut to the Chase & you’re looking to find 2 - 5 interviewees who do turn up, & who have proven they have a great attitude, the skills, and do really want the job you are offering... ...and you’re interested in finding out more... Call, text on 077111 24270 Or dm on here ??

Now, when hiring volume is low, is a opportunity to transform your traditional interviewing method into a data-centric hiring process.?This brief video reveals the hiring process used by technical and non-technical interviewing teams to significantly improve the quality and speed of hiring. https://lnkd.in/gEUUjpV

One tip I’d give more senior candidates interviewing at present. Have really, really solid tangible examples ready to go on… ?? Revenue you’ve generated. ?? Revenue you’ve saved. ?? Systems & processes you have implemented which have impacted the above. With your examples… ?? Provide detail, but don’t waffle on. ?? What you learnt and the impact it had on key stakeholders. ?? And the outcome it had on the bottom line.

I've interviewed 10 candidates in 24hrs & here are some takeaways. ?? Don't answer open-ended questions with one word answers. Elaborate. ?? Compliment things you like about the firm you're interviewing with. ?? Make proactive recommendations. It shows you like solving stuff. ?? Do your homework. If you do, show it. ?? Show your personality & be genuine. ?? It's almost zero effort to be on time. ?? Dress to impress, yes even if virtual. ?? Have a good camera & room setup. ?? Smiling goes a long way. ?? Prepare good questions. There are a lot of qualified candidates out there. Don't give your interviewer a simple reason to disqualify you.

Excited to share my latest blog post where I discuss the valuable insights gained through my recent experience interviewing for staff positions. From navigating tough interview questions to understanding employer expectations, I delve into the key takeaways that could benefit others seeking similar opportunities. Check it out here: https://ift.tt/h0XsNPr. Looking forward to your thoughts and comments!

Some great interviewing tips here from Deniz Olcay

Tip for Hiring Success: Revamp Your Job Postings! Did you know that optimizing your job postings can significantly speed up your hiring process? Well-developed postings not only improve visibility but also attract top talent and enhance your brand. Want to learn how to optimize your job postings effectively? Download our FREE step-by-step checklist today! ?? https://hubs.li/Q02TQ30z0