We need good employees working in the affordable and public housing industries. That’s why Navigate is releasing a new series of white papers about human resources. These papers will look at issues like interviewing & hiring, on-boarding your new hire, training and follow-up. Navigate’s Human Resources Director Dale Marcus wrote the series for us. She’s been with Navigate for almost 15 years. She knows her stuff when it comes to employee relations, workforce planning and talent acquisition.
The first white paper in the series deals with Interviewing and Hiring. Do you know how expensive it is to replace an employee with a new one? The cost of employee turnover can be steep. Dale’s tips focus on making sure you hire the right person the first time so that it’s a good fit that will last for quite some time.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
We need good employees working in the affordable and public housing industries. That’s why Navigate is releasing a new series of white papers about human resources. These papers will look at issues like interviewing & hiring, on-boarding your new hire, training and follow-up. Navigate’s Human Resources Director Dale Marcus wrote the series for us. She’s been with Navigate for almost 15 years. She knows her stuff when it comes to employee relations, workforce planning and talent acquisition.
The first white paper in the series deals with Interviewing and Hiring. Do you know how expensive it is to replace an employee with a new one? The cost of employee turnover can be steep. Dale’s tips focus on making sure you hire the right person the first time so that it’s a good fit that will last for quite some time.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Why Can't All My Recruiting Tools Get Along?CareerBuilder
Is your HR technology causing you headaches instead of solving your recruitment problems? Are your different HR systems refusing to talk to each other and get along? HR experts Kris Dunn and Tim Sackett can help.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Touch, smell, and feel what our Staffing Intensive program will bring to your automotive shop's table. Learn proven employee relationship techniques from experts Gary Gunn and Norm Bobay. Hire and retain the right staff to make your auto shop run at peak performance!
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
Top 10 administrative support officer interview questions and answersmarcdanny68
In this file, you can ref interview materials for administrative support officer such as types of interview questions, administrative support officer situational interview, administrative support officer behavioral interview…
10 Common Behavioral Interview Questionsbusinesstopia
If you have been called up for a job interview, be ready to face some behavioral questions that can make you squirm and sweat. Behavioral interview questions are purposely made to put you under stress, make you lose confidence or make you feel humiliated. However, a little preparation ahead of time can help you face any questions with ease.
You've got your search techniques down. You've figured out how to find exactly the right people—and yes, they're happily employed. How, then, do you get them talking or handling their objections? Learn more from Lou Adler's session at Talent Connect London 2013.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The wrong hire can cost up to 15x their annual salary, and only 14% of leaders are good at making hiring decisions. Learn why traditional interviewing doesn't work, and Praxent's proven 5-Step Process for Hiring A-Players.
In this file, you can ref interview materials for creche such as, creche situational interview, creche behavioral interview, creche phone interview, creche interview thank you letter, creche interview tips …
You’ve been retrenched, how to find a jobjune_parker
Information about how to find a job, create a CV (resume) network and tap into the hidden job market. Work with recruiters and be proactive. No need for an outplacement provider
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
The Savvy Interviewer’s Guide to Conducting Successful InterviewsOpenView
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide you’ll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Download ful version here:
http://labs.openviewpartners.com/ebook/conducting-successful-interviews/
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Making it through to the job interview is an exciting stage of your job search. Especially when it’s your dream job at stake!
To succeed, you need to be prepared. My latest Infographic reveals 8 different styles of interviews, with tips to help you impress the interviewer and win the job
VAREJO – Rede Aliansce usa WiFi para estimular consumo em shoppings
SEGURANÇA – Cisco incorpora CloudLock e amplia portfólio de proteção às corporações
MERCADO – Setor de Óleo & Gás pode usar novas tecnologias para aumentar eficiência
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Touch, smell, and feel what our Staffing Intensive program will bring to your automotive shop's table. Learn proven employee relationship techniques from experts Gary Gunn and Norm Bobay. Hire and retain the right staff to make your auto shop run at peak performance!
Today our organizations have to move faster than ever before. Getting our organizations to move fast, means the systems in our organizations have to function smoothly, without friction. And when it comes to creating value, there’s no more important system than our people systems. Because businesses don’t create value, people do.
But how do you remove friction from our people systems? How do you get our people systems to function more smoothly to produce more value. It all comes down to learning how to optimize around soft skills. If hard skills are like the cogs in the machine, then soft skills are like the oil that makes those cogs work together smoothly. If you have all of one, but none of the other, than the system will break down.
Join us in this practical webinar where we break down the difference between hard skills and soft skills. You’ll walk away with a solid understanding of not just what soft skills are, but why they’re so important today, and what’s more, a practical checklist for how to start making soft-skills optimization a part of your HR processes.
Top 10 administrative support officer interview questions and answersmarcdanny68
In this file, you can ref interview materials for administrative support officer such as types of interview questions, administrative support officer situational interview, administrative support officer behavioral interview…
10 Common Behavioral Interview Questionsbusinesstopia
If you have been called up for a job interview, be ready to face some behavioral questions that can make you squirm and sweat. Behavioral interview questions are purposely made to put you under stress, make you lose confidence or make you feel humiliated. However, a little preparation ahead of time can help you face any questions with ease.
You've got your search techniques down. You've figured out how to find exactly the right people—and yes, they're happily employed. How, then, do you get them talking or handling their objections? Learn more from Lou Adler's session at Talent Connect London 2013.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The wrong hire can cost up to 15x their annual salary, and only 14% of leaders are good at making hiring decisions. Learn why traditional interviewing doesn't work, and Praxent's proven 5-Step Process for Hiring A-Players.
In this file, you can ref interview materials for creche such as, creche situational interview, creche behavioral interview, creche phone interview, creche interview thank you letter, creche interview tips …
You’ve been retrenched, how to find a jobjune_parker
Information about how to find a job, create a CV (resume) network and tap into the hidden job market. Work with recruiters and be proactive. No need for an outplacement provider
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
The Savvy Interviewer’s Guide to Conducting Successful InterviewsOpenView
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide you’ll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Download ful version here:
http://labs.openviewpartners.com/ebook/conducting-successful-interviews/
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Making it through to the job interview is an exciting stage of your job search. Especially when it’s your dream job at stake!
To succeed, you need to be prepared. My latest Infographic reveals 8 different styles of interviews, with tips to help you impress the interviewer and win the job
VAREJO – Rede Aliansce usa WiFi para estimular consumo em shoppings
SEGURANÇA – Cisco incorpora CloudLock e amplia portfólio de proteção às corporações
MERCADO – Setor de Óleo & Gás pode usar novas tecnologias para aumentar eficiência
La comunicación organizacional alcanza todas las dimensiones de la organización y es puntal de su estrategia de gestión. Aquí está la estructura de la comunicación organizacional y características de su desarrollo estratégico.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
The journey to your dream job may include some setbacks, learning, self-improvement and require a whole lot of resilience! By moving forward after a rejection, you are setting yourself up for success in future applications. So take the time now to evaluate what went wrong and up your interview game, improve your resume and strengthen your personal brand.
Are you losing candidates by committing these 6 recruitment mistakesmalvika mathur
Hello Recruiters,
Feeling the burden of filling the positions in a quick span of time?
Or tired of searching for ideal candidates?
Whatever is the situation, the solution of all your problems lies in your way of recruiting the candidates.
Ever wondered, what’s going wrong in your recruitment process? If no, then you will find out, after reading these 7 recruiting mistakes committed by most agencies.
https://www.99jobs.co.in/
The journey a candidate takes with Sparks Group, from sourcing to interviewing, rejecting and hiring. A candidate’s overall perception of our company’s recruiting and hiring process.
Presented by Emily Burnaman, Staff Development Coordinator and Kristi Williams, Corporate Trainer.
Visit https://www.sparksgroupinc.com for more information.
This guide presents 15 of the most common interview questions you will face in an interview for a recruitment role and what you need to think about in order to answer them fully.
We reached out to our community to ask their experience of career advice and interview advice (both bad and good). This is what you had to say about your worst career advice, and your best interview tips.
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
Hear experts from Lever, Sapling, SurveyMonkey, and Checkster share modern and actionable insights to improve the way you source, interview, hire and retain the right candidates for your business.
2019 Summer of Sourcing: Attracting Talent That StaysLever Inc.
Companion slides for our on-demand webinar, Attracting Talent That Stays, part one of Lever's annual Summer of Sourcing series. Learn ways to create the best candidate experience, how to approach internal mobility, when and how to start gathering feedback, as well as strategies and tactics to improve retention.
How to master candidate sourcing and nurturingLever Inc.
How to master candidate sourcing and nurturing, including steps to building a successful strategy, tricks for finding emails addresses, questions to ask your hiring manager before you kick off a search, tips for sourcing on LinkedIn, and real sourcing email examples.
At our Startup Hiring Bootcamp in London, our audience walked away with metrics to help them benchmark their success, new sourcing strategies, and more!
We all know hiring is a team sport - but how do you go beyond referrals to successfully engage and mobilize your entire enterprise? In his presentation, Infor's Head of Talent Acquisition David Nason shares advice on how to build strategic relationships with all functions at your company. He covers how to create high-impact cross-functional hiring teams, use technology to drive fast and fluid collaboration, and hire with predictability.
With a masters degree in Opera, Jennifer Paxton's background doesn't exactly scream 'data-driven', but during several years in talent acquisition she's learned the benefits of getting comfortable with data. See how Jennifer and her team at LevelUp are using Lever reports and other data to prioritize their time, diagnose bottlenecks, A/B test job descriptions, and improve the company's overall recruiting results.
No sourcers? No problem, says Netflix's recruiting researcher teamLever Inc.
Join two of Netflix's recruiting researchers to learn how they successfully apply research techniques to make candidate sourcing more strategic and impactful.
Recruiting Fundamentals 1: Life Hacks for RecruitersLever Inc.
Stacy Donovan Zapar shares her best tips, tricks and strategies to level up your recruiting game to work smarter and more efficiently - all the while building your recruiter brand, employer brand and consistently delivering a great hiring manager and candidate experience. Find a handful of "life hacks" you can implement immediately and see tangible results your first week back in the office.
The Art and Science of Scaling a World-class Recruiting TeamLever Inc.
Anna Lambert joined Shopify as an intern in 2011. Six years later, she finds herself running global talent acquisition at the company, which has skyrocketed from 43 to 2,000 employees in that time. Anna shares tales from her experience driving massive growth through constant learning, change and experimentation, failing fast, and building an admirable culture with great intentionality.
How to Design Original, Impactful D&I ProgrammingLever Inc.
Everyone's talking about D&I initiatives these days, but the programs that start and stop with employee resource groups tend to fall short of their true goals. One of Lever's earliest employees shares how Lever built a D&I-centered culture, resulting in creative programs and philosophies that continue to anchor Lever to this day.
How to Build and Run an Effective D&I Council Lever Inc.
If your company hasn't been intentional about diversity and inclusion from day one, it takes focus and energy to catch up. Ragini shares her journey in launching a D&I council at fast-growing Affirm, and how it's helping the organization make significant progress.
From Diversity Zero to Hero: The GoDaddy Transformation StoryLever Inc.
Overhauling a company's reputation, brand and culture is no small feat, but over the last five years, GoDaddy has achieved a full-scale transformation. Katee Van Horn, the company's VP of Global Engagement and Inclusion, has been there throughout. Here, she brings us behind the scenes to show what it's taken to elevate GoDaddy to one of the most admired workplaces for diversity, and particularly for women in tech.
It Matters How You Get There: A Successful Partnership Between Talent and Inc...Lever Inc.
Lyft's Head of D&I Tariq Meyers shares how he partners with his recruiting team to make sure that the overall recruiting process, from sourced to hired, helps the company continue building a rich, inclusive culture.
We turned Valentine's Day into Customer Love Day, and dressed up as many of our wonderful customers. Take a look at the goofy, hysterical costumes our Leveroos came up with.
7. Mistake
“I worked with one candidate we
knew wasn’t a culture fit. I
recommended we not hire the
person, but we did. They ended
up leaving after six months,
leaving the project in a shambles,
and it was a detriment to morale.”
Chris Shaw
Director of Talent, Meteor
Learning
“Never force a bad fit, even if you
can. They WILL fail, and it’s a
matter of when, not if. You end up
losing customers or the faith of
hiring managers over it.”
9. Mistake
“Only celebrating or recognizing
the team when we hire someone.”
Betty Tsan
Head of Talent, Coursera
Learning
“Recruiting is a journey. If we focus just on
the wins, we lose sight of how much effort
our sourcer has put in to compel passive
candidates to talk to us, or how many times
our recruiter had to pick hiring managers
off the ground, dust them off from the
heartbreak of a declined offer to start
again, before we find The One. Recognize
the efforts, console the losses, be resilient,
and then also celebrate the wins.”
11. Mistake
“A couple times, I didn’t ask about
the counter-offer. When offering
a position to your candidate, the
excitement can cloud your vision-
taking you back from the actual
process and diligence of the offer
stage.”
Sabrina Oldham
Head of Recruiting, Tune
Learning
“It's important to help the candidate think
through that counter-offer, preparing them
for how that conversation will sound.
Directly asking them about it can only help
the situation on both ends. I've learned to
always have an open conversation
throughout the entire process and be the
best coach possible through the offer
stage.”
13. Mistake
“Designing a long, complex interview
process to hit every dimension of our
evaluation criteria, only to realize too late
that no candidate ever made it to the end.
This led to making concessions after letting
the broken process go on for too long,
which ultimately led to weaker hiring
decisions and a smaller candidate pool to
choose from.”
Anik Das
Director of Talent, LevelUp
Learning
“‘Fail fast,’ and change your process as soon
as you realize it is not working. As an
example, if your target hire date is 8 weeks
out, and your aggregate interview process
takes 5+ weeks, it is too long. Decide in 2
weeks if your interview process is working
or failing, and iterate for the remainder of
the time.”
15. Mistake
“Assuming the recruiting process is over
once a candidate has signed the offer
letter. In reality, the recruiting process is
not over until your candidate has actually
started his or her new position. In the past,
I have had candidates renege on an
accepted offer because I did not maintain
the relationship after the offer
acceptance.”
Tenzing Bhutia
Recruiting Manager, Quora
Learning
“I learned that it is equally important to
maintain a trusting relationship with your
candidate after the offer acceptance, as it
is to build that relationship in the initial
stage of recruiting. The core component of
recruiting is the ability to build and
maintain relationships with people, and
this principle has to be applied and
practiced at every stage of the recruiting
life cycle.”
17. Mistake
“An engineer came in for an onsite, and his
scores were great! Looking at feedback to
move the candidate to reference checks, I
realized every interviewer asked the
candidate the same question from our
question bank. The candidate never said a
thing and I was mortified.”
Alex Lebovic
Director of Recruiting, GrandRounds
Learning
“Make a plan, and make sure you're
creating areas of specialization with
corresponding questions. Oh and,
communicate that to your interview team.
No one is a mind reader. At Grand Rounds,
we now do a pre-onsite email to the panel
to make sure we're all on the same page.”
19. Mistake
“I once passed over a young pro who was
awesome but he was under another who
had “put in” more time and performed
decently. The young person took off to our
competition and within a very short period
of time reached levels we would have died
to have.”
Tim Sackett
President, HRU Technical Resources
Learning
“Tenure and loyalty to an organization is
important, but never pass up noticeably
better talent when you’re promoting.
Rewarding tenure and loyalty over better
talent just lets your best talent, with less
tenure, know they should start looking to
go someplace else. If all things are equal, go
ahead and reward tenure. If someone
simply has more top-end potential, you
need to give serious attention to the
decision you’re about to make!”
21. Mistake
“Not setting up another touch
point with a candidate that was
deep in the interview process.
We wound up losing the
candidate after he went dark.”
Amanda Bell
Director of Recruiting, Lever
Learning
“As a recruiter, it’s so important to own the
process and set up frequent check-ins. By
connecting regularly with your candidate,
you are guiding the process and can then
pivot as necessary, but you need to have
the important information first—are they
interviewing elsewhere? Do they have
concerns about the company or role? Make
sure each communication ends with setting
up the next one.”
23. Mistake
“We ended an interview early
because it wasn’t going in the
right direction. In hindsight, it
may not have been completely
clear to the candidate that this
was a potential outcome. The
individual rightfully got upset,
even argumentative.”
Andrea Garvey
Head of Recruiting, Intrepid
Learning
“We've changed our prep materials to
make it clear that interviews are subject to
change or end ahead of schedule for any
number of reasons - a change in schedule
or availability of interviewers, when it's
clear it's not a match, etc. It's an extremely
rare occurrence which happens maybe
once a year, but expectations are set ahead
of time in 100 percent of cases now.”
25. Mistake
“When I started working
internally with hiring managers, I
was a glorified order taker. I
would beat myself up and try to
find the impossible profile. I was a
‘yes’ man to my hiring manager,
but it wasn’t improving the
process.”
Stacy Zapar
Founder and CEO, Tenfold
Learning
“Over time, I learned to ask questions, to
really push back and have those tough
conversations so that I could be a true
business partner in the process. By making
it a partnership, you can add much more
value. You should consistently hold weekly
hiring manager meetings and challenge
them to show up with feedback and
insights. In return, commit to arriving at the
meeting with six or seven resumes.”
26. The only crime in making a mistake? Not learning from it.
To avoid... ...check out this resource
1. Forcing a bad fit Train your interviewers
2. Celebrating wins, overlooking losses Recognize your recruiting team
3. Losing to the counter-offer Act quickly after the counter-offer
4. Dragging out the hiring process Optimize your recruiting workflow
5. Stopping at the signed offer Welcome new hires the right way
6. Letting your team ask the same questions Use Lever’s interview kits
7. Hiring most tenured over most talented Retain top talent
8. Losing touch with a candidate Take advantage of Lever Nurture
9. Ending the interview process unexpectedly Communicate throughout the hiring process
10. Giving hiring managers the driver’s seat Sync early with hiring managers