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This should go well

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This should go well

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Be transparent about requirements and pay range on the job posting. No more than 3 rds of interviews (including recruiter screening). Anything beyond 3 rds is a waste of people time, especially if you are trying to recruit someone from a competitor.
I prefer interviews in person. There are just as much for me to learn about the company/hiring manager/team, as you want about me.
FEEDBACK FEEDBACK FEEDBACK Especially if you don’t get a call back.
Insure the Job posting, Job Description & Behavioral interview questions align. Communicate with candidates through the process. Don't post jobs you have no intention of filling.
Better feedback at each step along the way for applicants and referrers. Also, easier process to apply to multiple openings or to a new opportunity after initial application. Right now it’s basically a complete restart.
Feedback! Give feedback to managers and pass along what’s missing to applicants so they can work on it and present a better profile for us next time or for another role.
Faster follow up with applicants. Two weeks max after application. Can’t tell you how many good candidates are lost due to us dropping the ball on getting back to them, especially if they come with referrals or highly recommended. Phone screens are an easy way to vet candidate fit and rewards them for time spent on applications, contributing to a positive candidate experience, maintaining positive brand.
A simple phone screen guards against the risk of losing that talent potentially forever and leaving a bad taste about the company’s inefficiency or bad communication with applicants. I’m tech, it’s always going to be an employee’s market. When I was hiring, 1/10 people actually had the requisite people skills to deliver regardless of their credentials. So instead of wasting a lot of time with applicants with good resumes, better to introduce newer or more unique profiles into the pipeline and let hiring teams decide.
Make sure you’re rewarding candidates who actually seem interested in the company and it’s offerings vs those spraying resumes to 50 companies.
A big step would be following up with candidates (especially internal ones) with feedback if they did not get the role. This would support internal growth and encourage them to apply for future roles