Overcoming Challenges by ramon jr medriano

We emphasize the value of our "What's in it for them"

pat355 — 2024-11-27 09:37:07 UTC

Highlights compensations, benefits, and incentives.

rona48 — 2024-11-27 09:37:30 UTC

Create a Job Posting suitable to each platform where you are going to post. eg. (LinkedIn, Indeed, Facebook, etc.) Highlighting the enticing benefits we offer for each role.

nemille — 2024-11-27 09:38:01 UTC

Remain calm and introduce what are the things they don't looking for.

rona48 — 2024-11-27 09:38:29 UTC

We communicate properly, and we try to understand where they are coming from. We need to determine their concern's root cause before providing the applicable solutions.

pat355 — 2024-11-27 09:38:33 UTC

hello3092 — 2024-11-27 09:38:38 UTC

Highlights the work-life balance and company culture

Will base on the Job Description and non-nego qualifications to make sure the candidate is fits to the role.

rona48 — 2024-11-27 09:40:22 UTC

Based on previous interview experience and based from research about the role. 50% will come from their answers and 50% to determine their skills.

pat355 — 2024-11-27 09:40:43 UTC

To prevent no shows and candidate withdrawal, make sure to communicate with them regularly as you do a friend, letting them know that you're happy to answer any question they may have around the role. Check with them before their start date, and one week after their start date.

nemille — 2024-11-27 09:41:37 UTC

hello3092 — 2024-11-27 09:43:03 UTC

Build a connection, understand their needs, and be patient in persuading if she/he is worth pursuing.

Always update the candidate after interviews, provide timely feedback, and be consistent with the information you provide from the start of their application to onboarding.

pat355 — 2024-11-27 09:43:56 UTC

Make sure to have the continue communication with candidate, so that they would feel we are interested to their service/being part of our team.

rona48 — 2024-11-27 09:44:23 UTC

billy148 — 2024-11-27 09:44:41 UTC

You should be honest and transparent , if there are some concerns and acknowledge it. Always stay professional when communicating with candidate.

Learn the job description of each role religiously. So you can phrase your questions based on the non-negotiable requirements of that role.

nemille — 2024-11-27 09:46:22 UTC

Rephrase or change the Job Title for a better understanding or to attract candidates apply for the position

angelyn4 — 2024-11-27 09:46:38 UTC

hello3092 — 2024-11-27 09:49:09 UTC

Tailor the questions to align with the job description and the client's non-negotiable qualifications, such as specific tools or technologies the candidate must have experience with. And include behavioral questions.

Stay composed and smile. Ask questions that might get you the chance to connect with the candidate and start the conversation from there. If the candidate is really difficult, then ask if do they need more time and you can reschedule the interview.

nemille — 2024-11-27 09:49:11 UTC

hello3092 — 2024-11-27 09:51:32 UTC

Maintain regular communication with the candidate, provide timely updates, and collaborate with the manager or client to stay informed about the candidate's status.

Review the candidate's CV to avoid asking questions which already included in her CV. This avoids making the candidate think or feel that you didn't review her CV properly

angelyn4 — 2024-11-27 10:04:03 UTC