John M. Calvani的动态

In the fast-paced go-to-market world, taking too long to hire can mean losing out on top talent. Imagine finding the perfect candidate, but by the time you’re ready to make an offer, they’ve already accepted a job elsewhere. Frustrating, right? Speed matters. A quicker hiring process can help you secure the best candidates before your competitors do. Here’s how to speed things up without compromising quality: -Streamline Interviews: Combine multiple interviews into one, or use panel interviews to save time. -Use Technology: Leverage hiring platforms and tools to automate parts of the process. -Clear Communication: Keep candidates informed and engaged throughout the hiring process. -Pre-Screening: Use pre-screening questionnaires to filter out unqualified candidates early. Speed doesn’t mean rushing; it means being efficient and decisive. In a competitive market, being quick can set you apart and help you build a stronger, more dynamic team. Are you ready to speed up your hiring process and secure the best go-to-market talent? #GoToMarket #HiringSpeed #TalentAcquisition #RecruitmentStrategy #TopTalent

Recently, I spoke with a candidate who walked away from what seemed like a perfect opportunity with a company, not one of our clients but it should have been an ideal match. They were excited about the role but described the hiring process as chaotic and unclear. “I never knew what was coming next,” they said. “By the end, I couldn’t imagine working there.” This highlights a critical point: a poor candidate experience doesn’t just cost you great talent, it damages your reputation. Industries are smaller than you think, and word spreads fast. To avoid this, consider your process carefully. Is it clear and predictable? Do candidates know what to expect at each step? Have you mapped out the number of interviews, who’s involved, and when decisions will be made? A transparent, thoughtful process not only builds trust but shows candidates that your company values their time and effort. If your hiring process feels disorganized or drawn out, it sends a message, one that can overshadow even the most exciting opportunity. Take a moment to assess: does your candidate experience reflect the organization you’ve worked so hard to build? Let’s discuss: how are you ensuring a great candidate experience? Share your thoughts below. #CandidateExperience #TalentAcquisition #ExecutiveSearch #HiringStrategy #LeadershipRecruitment #EmployerBranding #RecruitmentTips #TylerLakeConsulting

In today’s fast-paced job market, it's becoming increasingly frustrating to see companies stretch out their hiring process with multiple interview rounds and delays in decision-making. While companies want to find the perfect candidate, the reality is that talented professionals often move on to other opportunities before a decision is made. A lengthy, complicated process not only risks losing top candidates, but it also creates a poor experience for those involved. In an age where speed and transparency matter, why not simplify the process? Streamlining interviews and making quicker decisions isn’t just about filling a position—it’s about respecting candidates’ time and keeping the process efficient and fair. Let’s rethink how we approach hiring, for the benefit of both companies and job seekers. #Hiring #Recruitment #TalentAcquisition #CandidateExperience

A great candidate experience is one of the easiest ways to stand out. Yet, most hiring managers overlook this because it takes time and effort to do the little things. Here are simple ways we provide a better candidate experience at TalentHub: ??Don’t just give offers via email. Call the candidate. ??Give personalized feedback. Even if it is just 2-3 sentences. ??Gauge their interest level. “How interested are you in this position on a scale of 1-10?” ??When there’s a task assessment, let them know as early as possible. ??Offer to answer any questions they might have about the company or role. ??Always let them know the next steps. Don’t let them guess. ??Help them prepare for interviews by letting them know what to expect. What would you add? #recruitment #candidateexperience #companyculture #hiringprocess

Every time I’m about to open a new position for our team, I find myself in an unavoidable cycle of reflecting on ways to improve our hiring process. I can’t help myself, my mind see this as a multi-objective optimization problem, where I need to: 1?? Maximize candidate satisfaction during the process. 2?? Minimize the time and effort candidates invest in applying and preparing for interviews. 3?? Reduce the risk of hiring the wrong fit for the position. I’ve read extensively on this, and I have to say, I don’t agree with many of the “gurus” out here that prioritize decision-making solely on the company benefits without considering the human aspect of interviews. In my experience, this focus on company-centric outcomes often leads to poor candidate experiences. The “data” I use to refine our process includes: 1?? Team’s input – we actively brainstorm strategies together. We don’t always agree, but that’s part of building a thoughtful, candidate-focused process. 2?? Candidate feedback – their experiences guide our improvements. With that in mind, I’d love to hear from others: What do you believe makes for a good interview process? If you have thoughts or preferences, please share – your insights could benefit many others! #InterviewProcess #HiringStrategies #DataScienceCareers #HiringBestPractices

Hey there! Let's talk about the hiring process from the recruiter's perspective. We understand that a 10-stage interview process is nobody's idea of fun. Waiting two weeks for feedback? Yeah, that's not ideal either. Lowballing on compensation or benefits? Definitely not our aim. And rescheduling interviews because the team couldn't make it? It happens, but it's not what we strive for. But guess what? We're on the same side here. Most recruiters are actively working to make the process smoother and more candidate-friendly. Our main goal? Filling roles quickly while providing a top-notch experience for you. Yes, the process can be flawed sometimes, but we're doing our best to fix it. We try to get back to you as soon as possible, but sometimes it takes a while. Please bear with us as we work through the details. So, rest assured, we're in this together, aiming for a process that works for everyone. Sound good? #hiring #career #skilledtrades #wideeffect

?? Starting the quarter with some positive vibes! ?? More and more companies are bringing in internal talent, meaning they’re focused on growth ?? More and more teams are expanding ?? More and more people are getting interviews ?? More and more candidates are landing exciting new roles ?? These things make me happy ?? #Hiring #JobMarket #Curated

"Hi there! Im #Shelly, and I might be a sheep, but when it comes to hiring, I don’t follow the herd." ?? For years, the hiring world has relied on assessments, interviews, and forms that only tell part of the story. I’ve been there—trying to make sense of tests and evaluations that didn’t always reflect #real performance. Hiring isn’t about guessing—it’s about seeing real potential before day one. It’s time to rethink hiring. The best talent shines through #action, not paperwork. This is just the beginning! Over the next few weeks, Shelly will take you behind the scenes with stories and insights about the shift toward #skillsbasedhiring. ?? ?? Stay tuned for the full video series and discover how hiring is evolving, one skill at a time! #MeetShelly #SkillsInAction #HiringMadeSmarter #Hrtech #skillbasedhiring

? Reflections on My Journey as a Recruiter ? Every day as a recruiter, I’m reminded of the importance of building authentic connections with people and helping them take steps toward their career goals. For me, recruitment is much more than matching skills to job descriptions. It’s about understanding each candidate's unique story, aspirations, and motivations, and finding roles where they can thrive.?? Seeing someone’s excitement when they land their dream job—or even helping them gain confidence through the interview process—makes this role incredibly fulfilling. I am grateful for the opportunity to connect with such diverse, talented individuals and to witness their journeys unfold. Here’s to many more meaningful conversations, new perspectives, and making a difference, one hire at a time! ?? #Recruitment #TalentAcquisition #CareerGrowth #PeopleFirst #HumanConnections

?? The ONE Interview Question That Changed Everything for Me! I’ll never forget the interview where I was asked: ?? "Tell me about a time you failed, and what you learned from it." I paused, took a deep breath, and shared one of my most challenging moments. It wasn’t easy, but it was honest. That question led to a deeper conversation about resilience, adaptability, and growth mindset—qualities that matter far more than perfection. As HR professionals, we tend to focus on candidate strengths, but what if we celebrated failure as a stepping stone to success? #HiringAlert #Careers #JobOpportunities #WeAreHiring #Recruitment #JobSearch #NowHiring #CareerGrowth #JoinOurTeam #TalentAcquisition #WorkCulture #Hiring #JobHunt