Nxt Level’s Post

Two things we’ve learned about hiring: 1. Nobody gives bad references. 2. One toxic person can impact the entire office. If you want to know if someone's good, you have to do your due diligence. Our hiring techniques are based on “Good to Great” by Jim Collins. According to him, these are the most important things to do when you’re hiring: - Be clear about your expectations and priorities. - Interview, interview, interview! You must be clear about what core values you want in people, for better or worse. And the interview is critical. At New Politics, my whole team is trained in behavior-based interviewing so potential employees can show us how they would fit into our organization. Finding the right person to join your team is crucial as the organization moves forward.

🔍 Dive deep into the art of behavioral interviewing with insights from David Hanrahan, Chief People Officer at Flare. Learn why structured behavioral-based interviewing is crucial for understanding candidates' true behaviors and capabilities. Discover the difference between structured and unstructured approaches, and unlock the key to making informed hiring decisions. 🎯 👉 Want to explore more? Check out the full episode for invaluable tips and strategies: https://lnkd.in/duZzRMFg #interviewing #recruitment #HRstrategy

Came across this article today on Indeed that I just needed to share. A great ten ways for interviewees looking to impress the hiring manager interviewing them! https://lnkd.in/e54jZntV

Team HireBetter believes that being crystal clear about the talent one wants to attract is crucial. More importantly, it's equally important to repel talent that does not align with the company's mission, vision and culture. Self-awareness is imperative for organizations to know who they must repel. In her book Interviewology, Anna Papalia stresses the importance of self-awareness in a great interview. We couldn't agree more! Check out this excerpt for more insights.

In my book, 'Fire Your Hiring Habits,' I delve into one of my favorite hiring tactics—the Rule of Three. Essentially, it's like a triple feature for candidates, involving three interviews conducted by three distinct members of your organization. This approach offers a more profound understanding of who your candidates are and how they think. Why go through this process? It's about genuinely getting to know the candidates under evaluation. It’s about letting diverse traits and skills take center stage. In a world of varied candidates, you will discover three outstanding individuals, each with unique personalities and work philosophies, and then you can collectively identify the candidate that best fits into your corporate culture. So, as hiring for 2024 starts to kick off for your organization, what's your take on this Rule of Three?

If you're looking to attract top talent, every step of the process counts. So why be stubborn when it comes to something as simple as coordinating an interview? As someone with almost 20 years of experience, I'm still surprised when I see limited availability with little notice and expect candidates to jump through hoops. It's a quick way to repel talent. Instead, let's coordinate like humans. Better yet, use scheduling technology. #interviewing #scheduling #talentacquisition

Discover the most underrated trick to speeding up the hiring process. In today's fast-paced world, efficiency is everything. The traditional interview review process can be time-consuming and cumbersome, often delaying crucial hiring decisions. But what if you could streamline this process and make faster, more informed choices? Enter BarRaiser's real-time feedback solution. 🔹 𝐒𝐚𝐯𝐞 𝐓𝐢𝐦𝐞: No more waiting for post-interview reviews. Get immediate insights and make quicker decisions. 🔹 𝐈𝐦𝐩𝐫𝐨𝐯𝐞 𝐀𝐜𝐜𝐮𝐫𝐚𝐜𝐲: Instant feedback ensures more precise evaluations, reducing the margin of error. 🔹 𝐄𝐧𝐡𝐚𝐧𝐜𝐞 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: Speedy feedback loops create a more engaging and positive interview experience for candidates. 🔹 𝐁𝐨𝐨𝐬𝐭 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧: Foster a collaborative environment with real-time input from all interviewers, leading to well-rounded decisions. With BarRaiser's advanced AI-driven platform, we transform how you approach interviews, making the process seamless, efficient, and highly effective. Experience the future of interviewing today! 🔗 Learn more about how BarRaiser can revolutionize your hiring process: https://lnkd.in/gcUD_Y5W

Tired of misjudged hiring decisions? We're here to share our insights on one of the most critical aspects of the hiring process- A Structured Interview Process. At BarRaiser, we understand the challenges of navigating through interviews that seamlessly transition from discussions to rapport-building, sometimes veering off the original agenda. So often, the essence of an executive interview can be lost amid engaging conversations. By employing a consistent and standardized interview approach, you can accurately identify and evaluate the skills and qualities essential for success in your organization. That's why we emphasize the importance of conducting a structured interview, ensuring you stay focused on evaluating the skills and attributes that truly matter for the role. How BarRaiser helps to conduct a structured interview process- 🔍Question Repository: Access a variety of interview questions and examples. 🔍AI-Powered Structuring: Standardize interviews for consistency. 🔍Data-Backed Decisions: Optimize assessments for smarter hiring choices. Know more -> https://lnkd.in/giHBrKhm

Tick. Tock. Tick. Tock.   You have limited time to capture the attention and engage prospective hires. As soon as you speak your first word, the countdown begins–especially in the hiring process.   When trying to land the ideal candidate, effectively communicating your company's value during interviews becomes crucial in setting your organization apart from other available options.   Whether you have missed out on past candidates or are concerned you may miss out on current or future ones, register for Closing the Candidate virtual session in coordination with MindsetGo. Mark Altman 💡 will provide training on how to:   Implement strategies to conduct successful negotiations at the finish line. Ask questions that elicit relevant and critical information. Share succinct stories that help prospective employees visualize the experience, culture, and opportunity. Utilize conversation stacking to get the answers you need to make the right decisions.   Register by clicking the link in the comments below. 

One BIG objective when interviewing a potential new team member is to derail their thinking! It's crucial to move beyond scripted responses and surface-level answers, and instead, focus on understanding who they are as a person and how well they can meet the objectives of the position. Remember to stay in control and move them off their track onto yours! #interviewtips #recruiting #teamculture