SKILL

Better Interviews. Better Hiring. Every Time.

We are all about helping organizations conduct more effective interviews.

[Big Interview @BigInterview]

🏆 If you made it to this line, here’s the reward: https://t.co/pkF2KzF8AX

[SKILL @skill_hiring]

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.

[SKILL @skill_hiring]

Shortest recruiting horror story: 2 InMail credits left on the 20th of the month.

😭

[SKILL @skill_hiring]

Cut that in half by using a streamlined process and participate in making the results that pop up on Google Search more optimistic.

[SKILL @skill_hiring]

“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)

[SKILL @skill_hiring]

>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.

[SKILL @skill_hiring]

When the hiring manager finally moves forward with one of the 370 candidates you sent them:

[SKILL @skill_hiring]

Answer these when they announce their departure to give them a smooth goodbye and make one last good impression.

🤝

[SKILL @skill_hiring]

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?

[SKILL @skill_hiring]

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?

[SKILL @skill_hiring]

→ Introduce them gradually to the people (first their department, TLs/managers)
→ Assign a workplace mentor who can help them in their first months
→ Create a 90 days plan

The effort you put into onboarding will pay off in retention.

[SKILL @skill_hiring]

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)

[SKILL @skill_hiring]

Me during a meeting that should’ve been an email:

#HR #meetings #workmemes #officememes

[SKILL @skill_hiring]

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.

🤝

[SKILL @skill_hiring]

Looking for the “disruptive” practices and trends at HR conferences:

[SKILL @skill_hiring]

All job seekers have encountered a vague automatic rejection letter or ghosting at least once.

Show them that’s not your organization’s standard.

They will likely appreciate it and may land their next gig with the help of your feedback.

[SKILL @skill_hiring]

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.

👇🧵

[SKILL @skill_hiring]

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)