Dhruneanne Woodrooffe on LinkedIn: 5 interviews with 5 teams on Friday. 3 offers made on Monday. Offer letter… (2024)

Organisations that take weeks to provide an offer to their preferred candidate after the final interview will significantly increase their chances of missing out.Even if the offer is right and what the candidate is looking for, if it’s not presented swiftly, doubt will creep into their mind which, once there, can be very difficult to remove.They will start to question how serious you’re about bringing them onboard, feel under valued and consider how long it would take to get things approved/processed internally once they’re in role. You’re also giving your competitors an opportunity to swoop in and take the candidate off the market, leaving you back to square one.Make quick, confident decisions and give yourself the best chance of securing your top candidate.#hiringtips #talentaquisition #jobsinsport

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99% of people don't ask good questions at the end of job interviews.Here are 10 questions I used to get hired by JP Morgan, Goldman Sachs and Citi: 1. Is there anything else I can elaborate on to ensure I’m the best choice?This open-ended question allows you to seal the deal by addressing any lingering questions, and double down on your unique strengths.Use this last chance to highlight 1-2 essential skills they need, that you can offer over the other candidates.This final impression most directly impacts hiring choices.2. What doubts do you have about my qualifications for this role?This allows you to respond to any hesitations and remove roadblocks to a job offer.This flips the script to allow them to present any doubts, allowing you to address any concerns.Listen closely for hints on where your experience or skills don’t sync with their requirements.Remind them of your past successes handling similar challenges.3. What are some of the skills and experiences you’re hoping the ideal candidate has, that we haven’t gotten a chance to talk about?This prompts them to call out must-have skills where you can make the case that you still check the boxes for.It also may expose where you lack “must have” skills, meaning you’re likely not getting an offer no matter how strong your credentials are.Listen closely to the experience they emphasize to calibrate your closing pitch.4. Can you describe a typical day in this role?This question helps you understand the daily responsibilities and expectations of the position.Look for a clear and detailed description of the tasks and how they align with your skills and interests.5. What key achievements would define success in the first 6-12 months?This will surface their current challenges and top priorities, where you can position yourself as qualified.It also defines what success looks like in their eyes for this role.The more their big wins align with your capabilities and interests, the better the culture fit.6. How does this company handle internal promotions and career advancement?Growth potential is a major factor in job satisfaction and employee retention.Knowing the company's approach to internal promotions and career advancement will help you plan your career trajectory.Look for a company with a transparent promotion process and a clear path for career growth.The answer here reveals how invested they are in developing staff.A lack of structure could signal high turnover.7. What are the biggest challenges I would face in the first 3 to 6 months if hired?This shows you are thinking beyond just getting the job and are preparing for long-term success.It also shows key areas where you may already have experience, to help overcome such challenges.Listen for details on the current top priorities and problems of the role you could help solve.If the challenges seem unrealistic or far outside https://lnkd.in/dBZpBUrZ

Quick pro tip, when interviewing for a job and especially when you've been notified an offer is imminent, please take the time to answer questions and answer them truthfully and answer based on research that YOU do in advance . I do my best to confirm compensation expectations and understand what type of offer would be accepted prior to entering an offer. If you then come back AFTER you've received the offer letter and SIGNED said offer letter to negotiate, say that you didn't do your research on moving costs, decided you just needed more $$, "wish you'd asked for more", etc. It's most likely too late. While I understand many folks aren't happy with those of us in Talent Acquisition right now, it would probably shock many of you to see our side of recruiting and what we experience every single day. Both parties need to be doing their due diligence and have open, honest communications. #offerprocess #hiringtrends #recruiting2023 #talentacquisition #offernegotiation

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If you are finding new hires are leaving after 0-6 months.A recruiter can either help you.Or make it worse. But the recruiter can only help if everyone is honest and you realise that something needs to change. Now that could be just changing the recruiter. There are some cowboys out there.But often it's something internal that needs to change. It could be:- The interview process- The Onboarding - How you "Sell" or position the opportunity- Do you have the right management structure in place? - What people are involved in the interviews- Is the work what you said it would be. And much more.

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How to Talk About Resume Gaps in Interviews"Are you prepared to explain that gap in your resume? Owning your career trajectory means weaving a coherent, compelling narrative about yourself, connecting all the dots for the recruiter and hiring manager. Here are four common reasons you may have taken time off work—and how to explain them.1. Caring for family.If you stepped away from corporate life to raise children or care for a family member, explain how that experience helped you develop skills, knowledge, and experience that are relevant to the prospective job.2. Traveling.If you’re returning to the workforce after taking time off to explore, focus on how you used that time to gain new insights and perspectives— both about yourself and the world at large.3. Going back to school.Whether you went back to school full-time to pursue a degree or took courses to earn a certification, explain how specific projects you worked on are directly related to the job and how they—along with your past work experience—make you the right fit.4. Layoffs or job termination.If you were impacted by a mass layoff that wasn’t performance related, explain to the interviewer that the business strategy changed and your department or team were let go. If you were terminated, explain what you learned from the experience and how you’re actively working to ensure your next move is more closely aligned with your skills and expectations."This tip is adapted from “How to Explain a Gap in Your Resume,”by Marlo Lyons

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A potential first-date question to ask a recruiter! – what is your proudest placement and why? – Curious to hear their response! 😂 I think you’ll find, far from it being the biggest fee, it’s more than likely to be something more personal – maybe a connection or friendship that's been forged or helping someone reach their goals.🤝Recruiting sometimes gets a bad rap. But the ones who truly excel are those that dig deep and understand their candidates on a personal level! 📈 – In the spirit of that, we thought we’d quiz our Engineering team on the proudest placements they’ve made over their collective 27 years and why!! We’re curious… recruiters, what’s your proudest placement and why? – let us know! #recruiting #recrutiment

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Get funding for headcountStart talking with your networkWrite a job descriptionPost the job internally & externallyWaitReceive 2,000 resumes.10 look like a possible match, but it took a while to find this out.Of those 10, 5 are already off the market by the time you decided to interview.5 interview, but your top choice needs to reschedule a few times.3 more drop out during this process.You offer the job to your top choice.They accept.1 month later after passing background check and setting a start date, the person accepts a counter offer.You start from square one.Only this time you need to have the process completed before your headcount funding expires.What's your next move?How would you avoid this for next time?

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What a fabulous week for 3 of our candidates and clientsAt Scout Recruiting we pride ourselves in our selection of candidates presented to our clients, the companies we work with and the hard work we put in to keep match correctly and keep retention rates at a constant high3 wonderful candidates have accepted 3 job offers. 3 amazing businesses offered after 3 interviews.There was no second guessing. The candidates, clients and consultants were very clear on what the expectations were and the results speak for themselves.Gaining clarity from the beginning of the process is vital to get these kind of results.We make sure that before we embark on any partnership, conversations are had and everybody is onboard.Clarity is the key word. Clients, Candidates and Consultants need to be very clear on what they want from this opportunity. If this stage at the very beginning is rushed then the chances are at some point down the recruitment process it WILL go wrong.Eg ClientsClear vision of why you are recruiting for a new role.What that looks like, short term and long termHow it fits into the business/teamClear job specsSalary transparencyInterview processesCandidatesWhy they want to leave their jobWhat they want next and what they dont want nextWhat is really important to them and what isn'tDon't forget this when you are starting your journey and it will save you a lot of time and heartache.For a chat about this do please feel free to contact me jo@scoutrecruiting.co.uk

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"Post offer, Pre-employment"- That's how I learned of the WHEN to begin the background check process/drug-screening process. Though cities or states like New York have stricter guidelines for the interview/hiring process pertaining to information provided during the interview and/or hiring process (making it a pain at times)- I would rather continue following these, as a best practice in a state like Florida- Which sometimes seems like the wild wild west of HR.Anywhere I'd be doing the recruiting/talent acquisition, I will ALWAYS push for POST OFFER, PRE-EMPLOYMENT. If the employer doesn't want to take on my recommendation, that's fine! But I won't be the one issuing those to candidates as part of the INTERVIEW, or Pre-offer stage.#recruiting

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Monday Update Do companies really want to hire?Yes and noThey need positions filled and the work done on a timely basis.They have approved openings.The problem is no one wants to make a hire decision for fear it will be a mistake and the person won’t last 5 years( come on…5 years?)So if someone will leave sooner,“prematurely”;or doesn’t work out perfectly its on the hiring persons who said yesSo safer to say no.So companies drag out decisons for weeks/months and have too many people in the process so to help mute the persons who said yesEvil but true That’s why much hiring doesn’t get done.#stascom #interviews #hiring

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