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Determining how to engage with candidates during the hiring process can be tricky. If you can build and maintain relationships with candidates from start to finish, you'll have a better chance at success when it comes to finalizing a hire.
Our recent experience with hiring managers and talent has shown that there is an overarching sentiment of laziness when it comes to video interviews, that can be attributed to the pandemic. Interviewers and interviewees alike just don’t seem to take them seriously enough. There are simple steps that can be taken to counteract the laziness that can be found in today’s online hiring interviews, starting with preparing for them.
Teresa Tam’s recent announcement on the continuation of COVID-19 restrictions may have some business owners wondering how they can continue to attract employees when they cannot use pre-corona tactics. Getting creative with a new employer value proposition (EVP) may be daunting, but it is not impossible. Check out our blog post to learn how to adjust your EVP so that it responds to the pandemic in a way that allows your hiring to excel, not falter.
There are three things I feel that scale-up C levels should consider when interviewing candidates from big corporate.
Major disruptions like COVID-19 push us to rethink previous norms. More companies are now realizing that remote work can work. With a bigger shift to distributed teams, recruiting and onboarding are likely to change for good.
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