Ethics lead to great outcomes ????

Hi there,

Great news - the U.S. food and beverage sector is enjoying an era of significant growth! Recent reports predict a market size increase from $6576.96 billion in 2023 to $7000.88 billion in 2024. This is great news, but also makes the need for exceptional talent more pressing. I’m sure you’d agree that having the right team in the business is crucial when it comes to overcome challenges, foster innovation, and achieve long-term success.

But...are we taking the right approach when it comes to interviewing?

It could be my well-honed moral compass, or it could be my innate fear of being cancelled, but I like to think that I have developed an ethic-first approach to interviewing in my years in talent acquisition.

However, since moving to agency side, I am starting to get a glimpse, or hear horror stories of interview practices that could do with some updating. I know first-hand that the recruitment process can be a long road – from first identifying the need for a brand-new role - or the need to fill an existing one - right through to a successful candidate's onboarding process.

Interviewing is often the most time-consuming part of this process, but believe me -? it deserves your very careful attention. The ethical nature of interviewing can often be overlooked as hiring managers scramble to fill a role quickly.

Unethical interview practices not only risk losing exceptional candidates but also expose your company to negative publicity, causing a blow to your employer brand and even leading to potential legal repercussions.

Stay tuned for my next newsletter, I’ve pulled together 5 ethical interview practices that can be used in any business!

Until next time,

Kathy.