Kula的动态

Keep feedback loops with candidates ??????????! It sounds so easy and perhaps gives you a “duh, of course!” feeling, but you would be surprised how often it is not applied in practice. The current market is very candidate-driven in SaaS. People are speaking to multiple companies at the same time, and hiring processes are getting shorter and shorter. So, if you decide to follow a 5+ step interview process and give feedback once a week, you’re not going to hire the hotshots. Here are ?? ???????????? ???????????????????? ???????????????? that can prevent you from closing your next hire: ● No handover when the responsible hiring manager is on holiday or sick leave ● No contracts ready in the final stages, i.e., need to be checked by stakeholders ● Want to “wait and see” what the quality is of other candidates earlier in the process ● Having candidates wait 5+ days on their feedback

It’s a NIGHTMARE to get stuck under a stack of never-ending resumes, especially when most are from mediocre candidates. ????? Let’s talk about the opposite of this nightmare: imagine if you only had to review the resumes of qualified candidates who have the potential to be a 5-Star Fit for the role? ?? This is 100% possible when you leverage **The ALL IN Assessment** at the front end of your hiring process! This game-changer scores every candidate using a custom benchmark based on current rockstars in the organization — so you NEVER waste your time reviewing the resumes of folks who aren’t ideal for the role. Goodbye nightmare and hello seamless automation (and 5-Star Hires). ?? Want to learn more about The ALL IN Assessment? Send me a DM — let’s talk! ??

This Is Why You’re Not Getting Hired—And How to Fix It! If you’ve ever thought, ‘Why won’t anyone hire me?’—you’re not alone. I’ve been there. But the truth? It’s not about you; it’s about your approach. ?? Let’s fix it: ?? Tip #1: Tailor every application to the job. Generic résumés don’t stand out. ?? Tip #2: Focus on impact, not responsibilities. Show them how you’ve solved problems before. ?? Tip #3: Follow up! Most candidates don’t—stand out by being the one who does. Want to turn things around? Comment ‘HIRED’ below, and I’ll share my proven strategies for breaking through!

Hiring should focus on people ??, not paperwork. Meet Candidate Manager - a way to track applicants and help small hiring teams focus on what really matters: finding the best people ?? Key benefits: ? Understand candidates at a glance with AI-powered summaries. ? Save time with pre-qualified applicants using dealbreaker screening questions. ? Be organized with easy-to-manage pipelines. ? Know what the team is thinking with built-in notes and collaboration. ? Included for jobs posted on CareerBeacon.com Perfect for: Small businesses, startups, and teams that hire occasionally and want to stay organized. Post a job on CareerBeacon.com and try out Candidate Manager today?? https://bit.ly/4fki3Lt

One of my audience members from my workshop last week at the Pinnacle Business Guides' Summit Ryan Hogan, tagged me and asked for feedback on his video. He did a Crazy Good job! I posted my review below, so that you can use some of these tips for your videos. "This is sooo good Ryan Hogan! Here are my comments: 1) I LOVE the candid video eps. seeing your daughter and the conversation about the instrument. Pure Gold! 2) Yes! You passed the "open with a bang" with flying colors. One tweak to make the question even better is to add the word "ever". Ex: 'Have you ever posted a job opening and felt overwhelmed by hundreds—if not thousands—of unqualified applications?' You will get people nodding their heads more quickly by adding the word "ever", whenever you ask a "Have you done this..."type of question. 3) In the written post the word "over-indexed" is jargon. Use something else. 4) LOVED the second question you asked in the video. 5) In the video and the text give us the name of the workshop-remember what we did last week to create titles. Use that formula. 6) Keep doing more of these! You are immediately likable and and relatable. BRAVO!

The Perfect Recruitment Process Timeline...?? That was clickbait. The truth is, there’s no “perfect” timeline for recruiting. But after 20+ years in the field, here’s what I’ve learned: What Makes a Process Too Long? - If your process stretches beyond 6-8 weeks, expect candidate fatigue. Interest wanes quickly when the finish line feels distant. - Endless rounds and unnecessary back-and-forth? It’s a surefire way to frustrate and lose top talent. - Ghosting candidates with delayed feedback? That’s a fast track to a bad reputation. What Makes a Process Too Short? - Skipping essential steps? You might miss critical insights about candidate fit. - A rushed process won’t reveal if there’s true alignment on values, culture, or long-term goals. - Speeding through can leave candidates feeling undervalued, damaging your brand. Aim for a process that balances thoroughness with agility. Keep candidates engaged, informed, and respected—without dragging things out. Got any recruitment?horror stories? ??♂? ? #NetZeroTalent #EnergyTransition #CleanEnergy #ClimateChange

It happens more than we’d like to admit. But here’s a thought: sometimes it’s not the candidate. It’s the process. Lengthy timelines, unclear expectations, or lack of communication can turn candidates away. Streamline your process, and you’ll see better results.

...and Gumption can help you find it! Connecting with qualified candidates has never been easier with: ?? Customizable Job Postings: Easily create job descriptions that highlight what matters most to your company so you attract the best-fit candidates. ?? AI-Screened Candidate Matches: Simplify your hiring process with AI-driven technology that matches you with highly qualified candidates, saving you time and reducing manual effort. ?? Clear, Actionable Insights: Make smarter decisions with detailed insights into each candidate's strengths and potential fit, empowering you to choose the best talent for your team. In 2025, hire smarter with Gumption. Learn more at https://lnkd.in/gPS8ZQ9D!

We've just published an insightful new blog: "10 Interview Questions to Ask a Technical Product Manager." Whether you're looking to hire top talent or just want to refine your interviewing techniques, this blog is packed with essential questions to help you identify the right fit for your tech team. Dive in to discover how to assess technical proficiency, problem-solving abilities, and seamless communication skills. Don't miss out on these valuable insights! Check it out now: https://lnkd.in/eNfZcF6W #Hiring #TechRecruitment #ProductManagement #InterviewTips #CRBWorkforce

We are fired up to announce the opening of beta access to our newest solution, Instant Fit. Most thought it impossible to gain insight into a candidate’s professional traits and competencies without asking that person to take a test, play a game, or provide a writing sample. Exploring the innovation frontier last year, our team learned that it was possible. Further, we discovered that we could derive such insights from advanced, I/O psych-backed analysis of the language a person creates online. As you may know, online identity is an area where we have spent a bit of time and resources here at Fama.??? And now we are ready to show the world what frictionless candidate screening looks like. This is for TA professionals that want to level up their toolkit to make even smarter recommendations to hiring managers. This is for exec search consultants that want to expand the scope of services they offer to their clients. This is for any HR exec that’s sick and tired of a candidate experience that looks like a game of Candyland. If any of those descriptions resonate with you, hit the link below and get on the waitlist!! https://lnkd.in/gZXVjA82