Vadim Mikhailenko on LinkedIn: How to Pass Caliper Profile Hiring Assessment Test: The Comprehensive… (2024)

Here are my top 3 tips on how to stand out in the hiring process As someone who’s spent the past week being busy interviewing and being a part of the hiring process ✨Show your personality I was surprised how many people didn’t show off their personality during the hiring process. Your personality is one thing others can’t replicate and I found it really made a difference when I could see someone’s personality through the screen. 💭Say what YOU want to say not what you think the business wants to hear What I realised is most people say similar things which is what they thought we wanted to hear but this doesn’t make you memorable. Say your perspective on things and be confident in your ability to add value in a way others might not have. 🤎Show you know your sh*t If you have previous experience don’t be afraid to share the amazing results you’ve achieved. If you don’t have any previous experience understand what skills the employer wants and give examples where you’ve developed and shown this skill through your own development. It doesn’t have to be a scary process to apply for jobs.Just be yourself and the right job will find you.Do you agree with this? #marketingcareer #socialmediatips

44

20 Comments

One of the biggest frustrations when applying for a job? Being ghosted 👻⛔️I speak with a lot of candidates each and every week and without fail, I hear stories of not hearing back from a company after interviewing. In today's world, I find this mind-blowing 🤯I wrote about the importance of an Employer Value Proposition earlier in the week and alongside this, the candidate experience is one of the most important tools companies have to hire great people and also create a good reputation in the market. With platforms such as glassdoor it is so easy to do damage to your reputation, and hard to repair it. Beyond this, providing feedback is the minimum that should be expected. After all, the candidate has spent their own time preparing and interviewing.Keen to hear your thoughts. Is being ghosted something as commonplace as it seems to be from my perspective? How much time would you say is reasonable for an employer to come to you with feedback?#candidateexperience #feedbackmatters

9

3 Comments

The results are in and 81% of leaders would not be put off interviewing by their direct reports.... In this poll at least. However, there are some caveats to ensure this is done well. The briefing/ prep for those conducting the interview - this isn't a grilling - it should give the person meeting the team a greater flavour for the business and environment. The interview should not assess the skills/ ability of the leader, but rather how they work with/ collaborate/ influence the team. It should be an open conversation with both sides. Done well, and correctly prepared this can be a very insightful, powerful part of the hiring process. Done incorrectly, with little thought or planning, could spell disaster for getting the right person in the door. A great example for me, would be when I was in upper 6th and we had to "interview" for a new teacher within the RS department, a handful of students, alongside the Head of department. The head led, but we had prepared questions beforehand (with the department head), that we felt would best "test" what we needed to help us through our A-Level year. The result was that when the new person came in, and incidentally it was who the Head of department wanted to hire, we already knew him. We knew what he promised he would bring, and gave us confidence going into that vital year. I have spoken to a number of people now, who have been part of a process like this when it has been great, and other times it has been a disaster. Do you think this could be a valuable part of your hiring process? #customerexperience #customerservice #executivesearch #executivejobs #contactcenter

8

7 Comments

You won't believe what happened to me.Here’s how I’ve revolutionized hiring!I've developed a unique approach during interviews. First, I express genuine appreciation for the candidate's effort - from updating their resume to taking time off to meet with me. This sets a respectful, two-way communication tone from the start. Next, I provide a detailed overview of the company, the team, the role, and myself. Then, I invite them to ask any questions before we delve deeper, emphasizing that we value their input as much as they value ours.Despite other offers, candidates choose us because they see the value in having a supportive manager. We ensure our salaries are at or above market standards, even if they could potentially earn more elsewhere. The relationship and mutual respect become a key part of their decision.Want to know more about effective hiring practices? Comment "HiringSecrets" below!You can find in-depth resources like our hiring scorecard template and more in my bio. Lastly, do follow or DM me any additional questions you have about hiring! #officialsalestips

2

Sorry not sorry. Yes, mistakes happen. A bad hire is inevitable on occasion. And… it’s the Leadership’s job to * Dig in* Ask the hard questions* Ask the next layer of harder questions * Investigate and Research* Check references * Conduct follow up interviews* Include others in the process * Get out of your own way * Don’t get blinded by the shiny objectsMost don’t- they’re already in a hurry and have very little time to fill positions and spend the necessary time, so the can gets kicked forward with fingers crossed that it will hopefully work out… and the problem is pushed on to a later time when things have gotten much worse. Having to fire bad hires is a reflection of a lack of a successful system that requires and enhances a leader’s ability to interview, offer clear job descriptions, pay attention, set egos aside, set proper expectations and hold themselves and others accountable to hire properly. You, your company, your culture, your business and your bottom line are the ones that suffer most. Spend the time upfront on your valuable investment in your business- your Human Capital. Create a powerful strategy for your hiring process that is both efficient and sustainable while attracting and retaining these top talented individuals for the long term. Bad hires will happen.Turnover is expected and welcome. But you can attract and retain the best of the best out there. It’s a system that pays you back in your time, your bottom line and most importantly- your peace of mind. #striveleadershipdevelopment #humancapital

7

Recently I've had a number of conversations about hiring, both internally and with clients. What is the "right fit"? How do we know we've made the "right decisions"?There are experts out there who think they've cracked the code based on their background, education, and experiences. And while that can help identify pools of potential candidates, it misses some critical pieces.These pieces aren't obvious but are integral in the success of a future hire. How they impact your organization and team culture? How do they manage conflict and friction? What are they're motivated by? How do they work with others?Many of these attributes are missing in resumes and cover letters or are masked in the interview process. So how do you know or how do you find out who someone really is in this high stakes process?What we've found is you have to first be super clear about who you are as a company and team - What are your values? What are your must haves and deal breakers? What are your drivers? What are your goals for the immediate and long term?Then you need to peel back the layers and get curious about the technical and people skills necessary to facilitate the outcomes you're looking for.This will then help you craft the zones to hone in on during your job description development, job post placement, evaluation and vetting, and interview process.The clearer you are, the simpler the process becomes.

5

Why giving feedback to all candidates is a game-changer for your brand 🚀Navigating the aftermath of interviews can be a challenge. As hiring managers, we interview numerous candidates, but unfortunately, not all can be hired. It's tempting to move on without offering feedback to unsuccessful candidates, but here's why you should reconsider: · Candidate experience enhances employer branding:Giving feedback makes candidates feel valued, enhancing your brand's reputation. Remember, today's rejected candidate could be tomorrow's perfect fit! · Feedback fuels growth:Constructive feedback helps candidates refine their skills, keeping them motivated in their job hunt. · Stay connected:The professional world is interconnected. An unsuccessful candidate today might refer someone perfect tomorrow.Let’s look at the how: · Be timely:Offer feedback soon after the decision, so the experience is still fresh. · Be constructive:Focus on areas of improvement, not just the negatives. · Be genuine:Honesty is key. It's better to give real reasons than generic statements. · Keep it concise:Respect their time, and get straight to the point.Remember, it's not just about rejecting but about uplifting. Build bridges even when you're delivering tough news.#talentacquisition #hiringbestpractices #employerbranding

Have you ever wondered how candidates who applied for a job but didn't make the cut feel when they hear nothing back from the recruiter?Well, it's kind of like discovering that the cake you saved for yourself in the fridge has mysteriously vanished overnight. 😕Recruiters, it's time to take note!Giving feedback can be challenging, especially when dealing with underqualified candidates. But trust me, applicants would highly value your feedback.I've compiled 7 valuable tips to help you provide constructive feedback to your candidates in a positive and meaningful way. 🌟💼Swipe ➡ to learn more!#recruitment #recruiterlife #feedback #providingfeedback

4

2 Comments

Merely a Formality? It’s actually never that!Your boss is absolutely clear that you deserve the promotion and he says you just need to go through a couple of motions which is merely a formality.Sometimes the super boss wants to review your boss's decision to make sure he is making the right call or sometimes it's the HR or someone else in the decision-making process who wants to be doubly sure.Whatever they want you to do, in my view, take the process very seriously. I cannot count the number of times someone I have known was up for a sure-thing promotion, only to see it fall apart. You must show respect for the process. Prepare thoroughly for the internal interview. Make a robust internal resume and follow through crisply on everything that is asked of you. It's our job to make our boss look good. By making him look good we make ourselves look good to our new boss. So, the next time you hear ‘It’s merely a formality,’ remember, that it’s an opportunity to reaffirm your capabilities and readiness for the new responsibilities awaiting you.Remember to keep your ‘brag sheet’ handy! Link to my ‘brag sheet’ secrets- https://lnkd.in/d9jq3YgjHave you also gone through something similar? I would love to hear your experience. Do share your thoughts below and follow for more discussions on workplace dynamics!

4

1 Comment

"Our new hire didn't work out. Are any of the other candidates still available?"- Before we reach out, is there anything you think we need to adjust based on what you just observed?"No, role is the same.".....The definition of insanity is doing the same thing over and over again while expecting different results. Don't put yourself and your team through that.Before you simply "rinse and repeat" to replace your recent hire, take some time to evaluate WHY they didn't work out. Consider all of the following:- Interview Process: improve your process to better vet out the necessary skills- Desired Background: modify your requirements to reflect where this person fell short- Personality Traits: identify any intangible red flags to look out for the next time aroundWhen it comes to turnover in a particular role, once is (potentially) a coincidence, but two (or more) is a trend. Don't risk the latter, as it can be a rough road to recover from when it comes to the overall cultural of your team.

10

1 Comment