![]() I heard about this really bad one recently, where someone was asked if she's worried that her tattoos will affect her chances of finding a job. This is obvious for many people who work in recruitment, but from time to time I hear about terrible interview questions which make me question everything (dramatic, I know). When you're qualifying your candidates, be mindful of the questions you're asking and the assumptions you're making If they ask for feedback at this point, which will help them improve their application and secure a job, it's nice to be able to take some time out of your day and help them.Ĥ. ![]() If you reject candidates at application level (and you will), it's important to let them know, whether you've received 1 or 1000 applications. ![]() Make it fun and exciting to set the tone for the rest of the hiring process. If you're using an ATS (applicant tracking system), it's easy to set up an automatic email to let your candidates know you've received their application and that you're reviewing it. There is nothing worse than telling a candidate one thing and then making them do another, so be organised and follow the process you've put in place. Find out if there are any competency tests they'll need to take and at what stage, and make sure your candidates know what to expect. ![]() Define the hiring process right from the beginningĪsk your hiring manager who will be involved in the interviewing process and how many interviews they're expecting the candidates to attend. Make it exciting and don't be afraid to make it sound challenging as well - you're trying to attract smart people who are looking for a new challenge - but be careful not to oversell it.Ģ. Understand what this new person will do and how their work will impact the business, and communicate that in the job ad. ![]() Instead, talk to your hiring manager to understand their needs (including where the new hire will fit within the team, what the absolute must-have and the nice-to-have qualities they're looking for are, and what the candidate is expected to achieve as soon as they join). It's human nature to overestimate the importance of specific university degrees, skills, number of years experience, etc., but you risk alienating some very smart people who will be either put off by the language you're using, or think that they're not qualified enough to work for you.Īlso, it's ok to look at other companies' job descriptions for some quick inspiration, but don't copy them because you risk sounding like every other business out there. Most companies know how difficult it is to find and attract exceptionally good people (even the ones with a very strong consumer and/or employer brand), but after hearing some horror stories from a couple of my friends who are currently looking for jobs, I realised that there are still companies out there who don't care at all about the people who want to work for them.Īs I am a big believer in making things better, I made a list of things we do at Lyst that will hopefully help other companies improve their hiring process and treating their candidates a lot nicer. The last one resonated the most with the audience (mostly fashion-tech startup founders), because they've probably had their fair share of terrible interviews in the past and decided that, they too, will give their candidates an amazing experience when they're ready to make their first hires. A couple of months ago I spoke at an event about the way we hire at Lyst, mentioning some of the qualities we look for in our candidates, the recruitment process we've put in place, and how important it is for us to be nice to our candidates. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |