Lucas James Talent Partners的动态

When your organization is working to fill a mission-critical role, the hiring process is your chance to leave a lasting impression on both your winning candidates and your runners-up. Keep your candidates in-the-know: Every candidate wants to know the details about your hiring process so they can plan and manage their own expectations accordingly. Plan the hiring process accordingly: When interviews are efficient and candidates know when to expect follow ups, they see that you are being respectful of their time and that you’re invested in their candidacy. Scheduling time for feedback, both for the candidate and for your organization, is also important for candidate experience. Candidate experience can make or break an organization. At Charles Aris, we’ve successfully placed people into organizations years after initially connecting because they left with a lasting impression of the hiring process. Read the full article here: https://hubs.la/Q02tYrxs0...

In our new blog series ‘Interview with a Recruiter’ we’ve been catching up with recruiters at Spencer Clarke Group to gain insights into their role! This time we caught up with Managing Consultant and education recruitment specialist, Jimmy Callagher. Check out Jimmy's full interview here ?? https://lnkd.in/eB683tCE #interviewwitharecruiter #education #educationrecruitment #educationinsights

Changing interview times repeatedly can signal a lack of respect for the candidate's time and raise concerns about your company’s organization and culture. In a tight talent market like New Zealand, where relationship-building and mutual respect are highly valued, it’s crucial to honor commitments. Consistency in scheduling demonstrates professionalism and shows candidates that you value their potential contributions. Secure top talent by respecting their time from the outset.

I recently reflected on the challenges of the hiring process after a recent experience. When I hired someone a few months back, the Talent Acquisition team emphasized the importance of moving quickly to secure our desired candidate. Today, I see how lengthy response times and extensive interview rounds can hinder this process. Candidates might not wait around if they receive another offer, potentially causing companies to miss out on top talent. Timeliness in hiring decisions can make all the difference. Food for thought.

Talk about career Glow Ups!!! If you have been in Recruitment as long as I have, you may remember Recruitment training videos from Recruitment Juice... Sunshine Recruitment, featuring Wayne Kerr... This man's career is a perfect example that we all have to start somewhere, sticking with a profession and honing your craft. #HouseofDragon #Recruitment #Career

Ever hired that 'perfect' candidate, only to question their work ethic just weeks later?? The cost of a poor hiring decision can significantly add up. When interviewing, it's important to not only assess a candidate's technical abilities but also their behavioural qualities such as dedication, responsibility, and commitment to excellence. By posing the right questions and actively listening to the candidate's responses, you can effectively assess their work ethic and ensure alignment with your company's values and expectations.

Today is Testimonial Thursday… With a twist! ?? Sure Exec Search would not be able to achieve all of its success without its team of superstars. That is why our testimonial today showcases some amazing candidate feedback. We strive to consistently put the needs of our candidates first, by uncovering their short- and long-term career objectives, we can find an opportunity that aligns with their goals. For both our candidates & our clients, we want to ensure that the end goals are the same. → A successful long-term career at their business. As shown by Danny, the team will do everything they can to always ensure that our candidates feel: - Heard. - Relaxed. - Informed. Throughout our recruitment process. It takes more than just explaining the recruitment process and how to present yourself at an interview. → It is about understanding who they want to be, and how we can facilitate that. So today we celebrate the amazing work that Danny Meehan completes daily. Keep it up! ??

Make it a part of your search for talent to have a meeting where leaders and job search committee members get together to analyze the candidates. Get feedback from those trusted employees to get different perspectives to help guide you toward the best decision for the company’s culture.

Trust plays a vital role in the hiring process, acting as the foundation for the relationship between employers and potential hires. For organizations, it starts with clear job descriptions, fair evaluation methods, and honest communication about roles and expectations. Trust also involves having faith in a candidate’s qualifications and character, understanding that resumes and interviews can only provide a glimpse of a person’s full potential. From the candidate’s perspective, trust means feeling assured that the hiring process is fair, objective, and focused on merit rather than hidden agendas or biases. Trust, alongside transparency, lays the groundwork for effective communication, enhances teamwork, and creates a sense of assurance among employees. When team members believe that their leaders and peers are truthful and open, they are more inclined to participate actively, share insights, and take ownership of their roles. I’d like to take this opportunity to thank everyone who has placed their trust in me and my abilities. Your confidence has been a key source of motivation and personal growth. I am truly grateful for the chances you have given me to demonstrate what I can do, and I will always value it. Tim Flick Rangel R. Michele Pasquarella Nick Manganiello Glenn Cannon Kamyar Sadri

I think this shines a wider light on recruitment and talent attraction as disciplines. ? Is the conventional interview appropriate? Are there better ways to assess candidates for a specific role? How do we create such experiences? ? I think it's an interesting development, but I hope it doesn't stop the conversation when it could lead to wider questions about talent attraction and recruitment. It's a fascinating topic and I am looking forward to seeing how this evolves.