Hiring Top Talent in Just 4 Days! I wanted to share an incredible success story! One of our clients recently hired a candidate we put forward for a role, and the entire process took just 4 days and this included 2 interviews! Yes, you did read that correctly 🤯!! I've spoken before about lengthy interview processes and how things need to change and here and this is a prime example of this. Not every process needs to be as quick as this, but ensuring your keeping candidates engaged and interested throughout a process is abolutely key. Not only this is this success story is a testament to our clients, for knowing what they want and moving quikcly but also our ability to connect top talent with great opportunities fast and efficiently. #Recruitment #DesignTalent #uxui #uxjobs #uxdesign #designjobs

These 6 DEADLY interview questions, secured me multiple offers… Steal them ⬇️ 1) Out of the couple hundred candidates, what made you choose my application? 2) You’ve been in X industry for X years, in your words… what differentiates you from X competitors? 3) What percentage of reps hit quota over the last 6-12 months? 4) Let’s say you hired me, what would you expect within the first 30, 60 and 90 days to know you’ve made the right choice? 5) What plan is in place for reps to ramp up in no time and is there an L&D budget to upskill? 6) This position has been open for a X months… what has every candidate lacked to not receive an offer? What’s your must ask question? P.S. Looking to break into tech? DM me 📥 P.P.S. More Tech Talk Here 🔔 - Richard Obisanya 🏎️

I attended 3 hiring events yesterday, one virtual and 2 in person. I noticed several companies had representatives there, but no interviews were conducted onsite. So, I stopped at a couple of tables to ask, and the response was: "That's how we do it now. If you have a question about a position, you found online, we can answer that but that's about it." So, I asked questions about the position I came to the event to interview for. Got a few helpful tips when applying online for positions so I did walk away with something. Got back home and attended a virtual hiring fair: SAME THING!! No interviews!! I have questions for recruiters: -Is this the new normal? -Why would a company be present for a hiring event if no one is getting hired? -Is this a new weeding-out process?

If a candidate makes it through 3 rounds of interviews but isn't selected - Pick up the phone to break the news. A generic rejection email just doesn't do justice to the time they've put in. It's only fair to tell them directly. Plus, offering some helpful feedback can make a big difference. It's minimal effort but adds a human touch to the hiring process. #hiring #igbsearch #igblifo #jobs #ich

Question: why are candidates doing homework? Seriously - it seems odd that you would do work for a potential new company for free. Either the company can assess that you have the skills to do the job via interviews (maybe some whiteboard work for coders), or they can’t. Sending potential hires off with projects to piece together later or use for free seems like exploitation. I understand the market is tough and some folks have little choice but to do the dance, but at the end of the day it’s not a good practice, in my view. #hiring #candidates

Warning! Don't ask me to help you to find your next role unless you want this to happen: ✅ You'll get clear on EXACTLY what you want and ONLY apply for those roles ✅ You'll apply for less roles but better, using the examples we have worked on together ✅ You'll go into interviews prepped and confident about what you have to offer and how you fit the job description ✅ You'll have a CV that sells your skills ✅ You'll have a LinkedIn profile that showcases your expertise and gets you found If you DO want to be in this position, and not constantly getting overlooked when you apply, book a Power Hour here https://lnkd.in/eAiBGXZQ or my Standout Candidate Package here https://lnkd.in/eQ8YumEy DM me if you're not sure what you need.

Check out our recent blogs for some quick reading materials to start off the week.

You had 10 phone interviews, but that no one called you back after the initial call? If you're in this situation, these are 3 key items to think about: 🚦Professional presentation Make sure that your simple introduction is short and straight to the point. Avoid starting the conversation by introducing your private life. Hello, my name is...and I have 5 years of experience as a Full Stack Developer in the high-tech industry. 🚦Professionalism Sometimes, even if the presentation is professional, the tone of your voice can be of crucial importance. Don't be lazy, show enthusiasm and interest, talk, don't wait for questions to be asked, keep the tone of the conversation friendly but still professional, and show respect for the time someone has set aside for you 🚦Flexibility When talking about the salary, conditions, or work model, express flexibility at the beginning of the process. Don't miss opportunities for processes because you are sticking blind to your conditions, especially if the industry feedback is constantly proving you wrong. Always stay flexible, you never know what's around the corner. Interested in taking the first step to upgrade your career? Fill out a short questionnaire that will help you refine your professional dream http://bit.ly/DreamJob2 #JobHunt #CareerAdvice #ProfessionalDevelopment JobHunt - Hunt Your Dream Job! ____ פה אתם יכולים לקרוא את הניוזלטר של ג'ובהאנט👇🏻 https://lnkd.in/dN5UTdpa

Are you facing challenges in hiring? Let's reflect on why. We have observed common issues: 💡Interviews drag on with too many stages. 💡Hiring processes take over a month, especially for high-demand skills. 💡Salaries often lag behind the increased value of sought-after skills. 💡Company culture and brand essence aren't highlighted in interviews. 💡Assuming candidates naturally want to work for you, rather than considering what attracts them. If you're struggling with hiring, let's chat. We can assess your process and offer solutions to reduce lead times. [email protected] 02381 550 291 #recruitment

The coolest thing just happened to me. A recruiter sent me a pdf, attached to an interview invite which contained: - A detailed, illustrated description of the part of the product I'd be responsible for - An outline of the team: hiring manager, direct reports, corresponding engineering teams - The vision, mission and goals of the business unit - An FAQ with questions I would actually ask after reading the above points (so clearly based on the previous interviews) So even before I talked to anyone on the team I actually knew what it is we were talking about! Immediately promised myself to do the same thing once I'm in a position to be hiring.