3 Ways Recruiters Can Improve the Onboarding Experience for New Hires

1. Make sure they are provided with info about the company, role, team and onboarding process before the first day. 

2. Make them feel welcome and that you are expecting them by sending a note or a small gift several days before the first day.

3. the onboarding itself should blend structure and personalization - the new hire should know what they will be doing on each day and what is expected of them. But to enhance the onboarding experience it should be also tailored to their specific needs (for example the way they prefer to acquire new knowledge).

#onboarding #candidateexperience #informedecisions

I wonder if the hiring manager took the IQ test...

Source: Reddit

#interviews #candidatexperienc #informedecisions

Interview Horror Story

Source: Reddit

#interviews #candidateexperience #informedecisions


"I’ve applied to over 200 jobs in the past 4 months, have had 25 interviews with about 12 different companies.

Some of those where final interviews for very prominent organizations.

To date, I’ve only received actual feedback why organizations were not choosing me from two organizations.

TWO brave companies that had the courage to tell me why they were going with another candidate.

It’s time to put the human back in Human Resources."

Source: the web

#informedecisions #interviewes #candidateexperience


Recruiters and managers, stop blowing us off in very advanced stages of the recruitment process with the pathetic excuse of "you don't have enough experience/we continued with a candidate who had more experience" when we all know it's an absolute lie.

We're not fools. After we've gone through all the stages and are moments away from signing a contract, we deserve a decent and respectful response, not some dismissive statement because you want to end the conversation quickly and run to your lunch break.

I finished a recruitment process for a job I really wanted and wasn't accepted.

The entire process was very kind and professional.

We reached the very last stage and I was explicitly told we were about to sign a contract.

I called the recruiting manager to check the status and she told me they decided not to proceed with me due to a lack of experience.

I have experience!!!

The issue of experience never came up in any conversation.

The call lasted a minute and was very distant and unpleasant.

I felt I was being brushed off rudely, which was opposite to the impression I had of them.

Why leave me in this uncertainty and give me such a disgusting and frustrating feeling?

I don't understand what's the problem in giving a respectful and normal response.

I really don't understand why they backed out at the last minute, and if they would have explained, I would have ended the process more positively.

Now I'm left with a great deal of resentment.

Stop underestimating our intelligence.

Stop seeing us as a burden you need to get rid of.

It's crazy that the recruitment process has turned into a battlefield.

*Source: the web

#informedecisions #inteerviews #candidateexperience

Mine is W for WTF?!?

interview questions

#Informedecisions #interviews #candidateexperience


Source: the web

#interviews #candidateexperience #informedecisions


candidate experience

Source: the web

#informedecisions #interviews #candidateexperience


"Disappointing recruitment experience 😞
This week I experienced something that upset me a lot. I was contacted on LinkedIn by a recruiter from a well-known company that I wanted to work for for a long time. In the message she sent me there was a link to choose a slot for the call.
After I chose a slot, I received a link to a home assignment without anyone speaking with me, without knowing if I even wanted or was suitable for the job.
I wrote to the recruiter that I would like to talk by phone first to check mutual compatibility.
We talked for a few minutes, and I really felt like she was doing me a favor by even talking to me. She told me the home assignment should take "only a few hours, "no more than half a day".
I'm an experienced developer, and I worked for two whole days!
I am frustrated and very angry with myself. But I'm not giving up. I wish the managers who recruit, to be human beings. You might work for a reputable company, and candidates are standing in line, but humane treatment is fundamental."

Source: Facebook

#interviews #candidateexperience #informedecisions


A recent study led by Eli Rizi and Nicolas Roulin took a close look at asynchronous video interviews (AVIs) and how to make them less robotic and more engaging.

AVIs often feel cold and distant due to their text-based format (questions are presented to the candidate in text).

151 Canadian candidates for a grocery store manager role, took one out of 3 versions of AVI. One presented questions in plain text, another showcased low-quality video (manager recording themselves asking questions on a smartphone), and the third rocked high-quality video (professional camera, office setup).

The result? The video versions, regardless of quality, trumped the plain text. Participants felt more social presence, performed better and even managed their anxiety levels better.

What's in it for you? If you're in TA, consider spicing up your AVIs with brief video intros and question recordings – no need for Hollywood-level production.


#interviews #candidateexperience #informedecisions