Better Interviews. Better Hiring. Every Time. We are all about helping organizations conduct more effective interviews.
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Joined October 2022
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🏆 If you made it to this line, here’s the reward: buff.ly/3RUwGLs
A personal brand is an advantage, not a threat.
Before you make your employees add “opinions are my own” in their bios, consider that their brands are getting you brand awareness for $0.
Talk to them about it if anything comes up, but don't forbid it from the start.
“Job hunting is soul-destroying.”
That’s one of the first things that pop up on Google Search and it’s outrageous.
Don’t want to contribute to it as an employer? Then do this:
>Sort through the applications quickly (use ATS or an extra pair of hands)
>Filter those who passed the test
>Reach out to those who didn’t (don’t be a ghoster)
>Decide in a timely manner
>Ta-da!
The average time to fill a position is 42 days.
Offboarding is as crucial as onboarding.
Timeline → What is their last day? Is there a notice period?
Responsibility → Who will handle this process? What department needs to be involved?
Communication → Who will announce this? You or them? How?
Payout → Is the Finance department aware this person is leaving? Are tax and other compliance issues dealt with already?
Exit interview → What will you ask? Do you have a standardized process in place? Are you going to wing it?
Winging onboarding leads to turnover.
Start on the right foot:
→ Congratulate the new hire when their start day approaches
→ Complete the admin stuff before their 1st day (papers, equipment, accounts, badges)
→ Block time in your calendar for their 1st day (show them around)
Take 10 minutes of reflection before you post a job ad.
Do you know the…
→ Main requirements and nice-haves
→ Daily duties
→ Clear deliverables
→ Skill gap
→ Salary range and flexibility
?
If not, don’t post the ad.
Get clear on what is expected, then post the ad.
🤝
A candidate invests, on average, 36 days in your hiring process, according to SHRM.
If they don’t make the cut, you should at least let them know why.
No automatic rejection emails or templates.
👇🧵
3. Recommend a course of action (X certification would be a great asset for your career in the future/you might be a better fit for the Y department instead due to your Z experience)