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  "sourcesContent": ["import{jsx as e,jsxs as t}from\"react/jsx-runtime\";import{Link as n}from\"framer\";import{motion as i}from\"framer-motion\";import*as a from\"react\";export const richText=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"The Recruiter\u2019s Dilemma\"})}),/*#__PURE__*/t(\"p\",{children:[\"Recruitment is a dance, a delicate balance of understanding needs, seeking talents, and aligning expectations. \",/*#__PURE__*/e(\"strong\",{children:'Have you ever found the \"perfect\" candidate, only to be left in confusion after the hiring manager rejects them?'}),\" This all-too-familiar scenario leaves many recruiters bewildered. What went wrong? It's a recruiter's nightmare, but it\u2019s a common dilemma faced by recruiters everywhere.\\xa0\"]}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"The Disconnect Between Recruiters and Hiring Managers\"})}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"What Went Wrong? Understanding Rejections\"})}),/*#__PURE__*/e(\"p\",{children:'The rejection of a candidate that seemed perfect can feel like a sudden storm on a sunny day. But understanding the \"why\" behind rejections can be even more complex. How often have recruiters been left in the dark, puzzled by a hiring manager\\'s decision?'}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"The Communication Gap\"})}),/*#__PURE__*/e(\"p\",{children:\"The lack of clear communication between recruiters and hiring managers is like trying to solve a puzzle with missing pieces. It leads to misunderstandings and hampers the entire process. What tools are there to bridge this gap?\"}),/*#__PURE__*/t(\"p\",{children:[\"Now, with \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/product/interview-intelligence\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Interview Intelligence\"})}),\" tools like transcriptions and snippets, you can see exactly what went awry. Imagine having a magnifying glass that allows you to zoom into the very core of the recruitment process. That's what interview intelligence is offering, a chance to unveil the mystery that has been baffling recruiters for years.\"]}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"Unfair Metrics: The Recruiter\u2019s Burden\"})}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"The Problem with Existing Metrics\"}),/*#__PURE__*/e(\"em\",{children:/*#__PURE__*/e(\"strong\",{children:\"\\xa0\"})})]}),/*#__PURE__*/e(\"p\",{children:\"Metrics are like signposts guiding us through the winding road of recruitment. But are we following the right signs? Let's delve into the commonly used metrics:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Cost per Hire:\"}),\" Imagine comparing the price of a sports car to a family sedan; it just doesn't make sense. Junior roles cost less than senior ones. It's an unequal ground, isn't it? How can we measure success this way? It's like comparing apples to oranges!\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Time to Hire:\"}),\" Picture a relay race where you hand off the baton but have no control over the next runner's speed. That's what measuring the time to hire feels like. Recruiters can present candidates, but the rest? It's a winding road with many turns.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Quality of Hire:\"}),\" It's like baking a cake with the exact ingredients and then handing it over to someone else to bake. You did your part, right? Now, it's the hiring manager's responsibility, and the consequences lie with them.\"]})})]}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"What Metrics Do Matter?\"})}),/*#__PURE__*/e(\"p\",{children:\"So, what should be the North Star guiding recruiters?\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Effectiveness in Attracting Talent:\"}),\" What's the strength of your employer brand? Measure it by the quantity of qualified applicants who are drawn to your opportunities. It's not just about casting a wide net; it's about catching the right fish.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Assessing Talent Discovery Capabilities\"}),\": How adept is your TA at pinpointing the right fit?\",/*#__PURE__*/e(\"strong\",{children:\" \"}),\"Gauge this through the speed of presenting candidates with the required skills, the diversity and volume of the talent pool, and the ratio between offers made and accepted.\\xa0\"]})})]}),/*#__PURE__*/e(\"p\",{children:\"Time, variety, and acceptance. These aren't mere words; they're the compass that keeps us on track. These metrics align with the very essence of recruitment \u2013 finding and presenting the right people.\"}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"Holding Hiring Managers Accountable\"})}),/*#__PURE__*/e(\"p\",{children:\"Recruitment is a two-player game. Why then are only recruiters measured? What metrics should be the responsibility of the hiring manager? They are like the directors of a movie, while recruiters are the casting agents. Let's measure:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Time for Feedback:\"}),\" How swiftly do hiring managers communicate their thoughts on presented candidates to recruiters?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Alignment with Job Description:\"}),\" How closely does the new hire meet the requested criteria in the job description? It's about matching expectations with reality.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Interview to Offer Ratio:\"}),\" What's the relationship between the number of candidates interviewed and the offers made?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Diversity Metrics:\"}),\" Count the number of diverse candidates interviewed and compare it to the offers extended. This is about equality in opportunities, a level playing field where everyone gets a fair chance.\"]})})]}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"Measuring the Candidate Experience: How Pleasant is the Journey?\"})}),/*#__PURE__*/e(\"p\",{children:\"The candidates are not mere applications; they are human beings with hopes and aspirations. Let's not forget them! It's a two-way street, and we must ensure a smooth ride:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Time to Spot the Right Position: \"}),\"How quickly can candidates locate suitable roles on the job board?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Application Time: \"}),\"How many minutes are required for candidates to complete an application?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Application Abandonment Analysis: \"}),\"What's the count of those who quit the application process, and why do they leave?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Ease of Application: \"}),\"What's the candidate rating or feedback on the ease of application?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Overall Experience Ratings:\"}),\" How do candidates feel about the entire recruiting experience?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Feedback Responsiveness: \"}),\"How many hours or days does it take for a candidate to receive feedback on their CV or interview?\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Decision Timelines: \"}),\"How many days pass until a candidate is informed about the next steps?\"]})})]}),/*#__PURE__*/t(\"p\",{children:[\"There is a need for precise and empathetic measurements in the recruitment process. The candidate experience is the heartbeat of recruitment, and we must keep it healthy and in check!\",/*#__PURE__*/e(\"em\",{children:/*#__PURE__*/e(\"strong\",{children:\"\\xa0\"})})]}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"Conclusion: A Collaborative Approach to Recruitment\"})}),/*#__PURE__*/e(\"p\",{children:\"The journey of recruitment doesn't have to be a path filled with confusion and misunderstandings. Like a well-oiled machine, recruiters and hiring managers can work together. It's time to redefine the metrics, embrace tools like interview intelligence to make life easier, and foster clear communication. A collaborative approach is not just an idea; it's the answer to the recruiter's dilemma. \\xa0\\xa0\"}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"Frequently Asked Questions (FAQs)\"})}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Why is Cost per Hire an unreliable metric?\"}),\" It varies greatly depending on the role and skill level, making it an unfair comparison.\",/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"How can we enhance the candidate experience?\"}),\" By streamlining the application process and providing timely feedback.\",/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"What is the role of hiring managers in recruitment metrics?\"}),\" They play a crucial part in feedback, alignment with criteria, and diversity measures.\",/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"How do interview intelligence tools work?\"}),\" These tools enable a detailed review of interviews, offering insights into what went wrong or right.\",/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"What is the core metric in recruitment?\"}),\" The time to present a qualified candidate. All activities and processes should be focused on this one measure.\"]})})]})]});export const richText1=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(n,{href:\"https://share.hsforms.com/1o_epqiM9Rf2KVf6t2zWM3wbxs8z\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/t(i.a,{children:[\"Unlock the 50+ page step-by-step guide on adopting and implementing \",/*#__PURE__*/e(\"em\",{children:\"quality of hire\"}),\". Uncover new insights into the talent makeup of your organisation.\"]})})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Implementing \"}),/*#__PURE__*/e(\"em\",{children:/*#__PURE__*/e(\"strong\",{children:\"quality of hire\"})}),/*#__PURE__*/e(\"strong\",{children:\": what, why, and how? \"}),\"A step-by-step guide on adopting, measuring, targeting, and optimising quality of hire across all key departments\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Explore different scenarios \"}),\"with talent & people teams, executive leaders and hiring managers. Learn how top teams can successfully navigate 2023.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Bonus Materials! \"}),\"Unlock potential with free OKRs tailored to each department involved\"]})})]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/t(\"h4\",{children:[\"This guide breaks down the complexity of \",/*#__PURE__*/e(\"em\",{children:\"quality of hire\"}),\" and shares a framework to make more consistent, strategic and successful hiring and onboarding decisions in your organisation.\"]}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/t(\"strong\",{children:[\"Leading recruitment metric\",/*#__PURE__*/e(\"br\",{})]}),\"To minimise risk, talent, people and executive teams will turn to the most powerful predictor of performance: \",/*#__PURE__*/e(\"em\",{children:\"quality of hire\"}),\".\"]}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Predict outcomes that matter\"}),\" \",/*#__PURE__*/e(\"br\",{}),\"Read on for our common standard and methodology for defining, measuring, and enhancing the quality of hire. It's never been easier!\"]}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/t(\"strong\",{children:[\"Unlock your full potential\",/*#__PURE__*/e(\"br\",{})]}),\"Adopt innovative technology solutions to minimise bias, cost and establish a feedback loop of objective performance data.\"]}),/*#__PURE__*/t(\"p\",{children:['\"It\\'s a challenging time. This means we have to really focus in on the quality of every candidate and what they can add to the current team.\" ',/*#__PURE__*/e(\"strong\",{children:\"Dave Richardson, Director of Recruitment @ Monzo\"})]}),/*#__PURE__*/e(\"img\",{alt:\"\",className:\"framer-image\",src:\"https://framerusercontent.com/images/dzhoSgJOwDxWE97vIB504HU3OA.png\",srcSet:\"https://framerusercontent.com/images/dzhoSgJOwDxWE97vIB504HU3OA.png?scale-down-to=512 512w,https://framerusercontent.com/images/dzhoSgJOwDxWE97vIB504HU3OA.png?scale-down-to=1024 1024w,https://framerusercontent.com/images/dzhoSgJOwDxWE97vIB504HU3OA.png 1600w\"}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(n,{href:\"https://share.hsforms.com/1o_epqiM9Rf2KVf6t2zWM3wbxs8z\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Get your free guide today!\"})})}),/*#__PURE__*/t(\"p\",{children:[\"Special offer inside for free access to our \",/*#__PURE__*/e(\"em\",{children:\"first\"}),\" Quality of Hire module.\u200D\"]})]});export const richText2=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"Introduction\"}),/*#__PURE__*/e(\"p\",{children:\"The challenges faced by young people in the 21st century are unparalleled. Despite living in a world of increased productivity and technological advancements, young people today are more stressed, depressed, indebted, and alienated than ever before. In fact, recent studies have shown that stress levels among young adults have reached alarming heights, with rates of depression on the rise. Moreover, the economic mythology that has been passed down for centuries, which promises that hard work and frugality will lead to prosperity, has been shattered by changing dynamics in the job market. To navigate this new landscape, it is imperative for organisations to recognise and harness the value of Gen Z and Millennial talent. These generations bring unique strengths and skills to the workplace, and their perspectives can lead to increased innovation and productivity. However, traditional approaches to work and leadership may not align with their expectations. In this blog post, we will explore how organisations can fortify their strategies to attract and retain Gen Z and Millennial talent by truly understanding their needs and expectations.\"}),/*#__PURE__*/e(\"h3\",{children:\"The Value of Gen Z and Millennial Talent\"}),/*#__PURE__*/e(\"p\",{children:\"Gen Z and Millennials are the first generations to grow up in a truly digital world, making them highly tech-savvy and adaptable to change. They possess a remarkable ability to navigate the complexities of the modern workplace. Furthermore, these generations are renowned for their passion for social responsibility and purpose-driven work. By leveraging the unique strengths and skills of these generations, organisations can tap into a wellspring of fresh ideas, diverse perspectives, and innovative approaches that are vital for driving growth and fostering a competitive edge.\"}),/*#__PURE__*/e(\"h3\",{children:\"Understanding the Needs and Expectations\"}),/*#__PURE__*/e(\"p\",{children:\"To effectively attract and retain Gen Z and Millennial talent, it is critical for organisations to grasp their values and priorities. Work-life balance, purpose-driven work, and social responsibility are among their top considerations when choosing an employer. Organisations must recognise and embrace these values, creating a positive and engaging workplace culture that aligns with their aspirations. Encouraging open communication, collaboration, and empowerment can contribute to an inclusive environment that resonates with the younger workforce.\"}),/*#__PURE__*/e(\"h3\",{children:\"Creating a Positive Candidate Experience\"}),/*#__PURE__*/e(\"p\",{children:\"Developing a strong employer brand that speaks to the values and priorities of Gen Z and Millennials is crucial. Organisations must showcase their commitment to work-life balance, social responsibility, and purpose-driven initiatives. By actively communicating these values through various channels, organisations can attract top talent and create a positive first impression. Additionally, fostering a diverse and inclusive workplace culture that appreciates and celebrates individuality will contribute to a favourable candidate experience.\"}),/*#__PURE__*/e(\"h3\",{children:\"Addressing Barriers to Entry\"}),/*#__PURE__*/e(\"p\",{children:\"Structural barriers, such as the lack of affordable education, local housing, and biased hiring practices, pose significant challenges for young people entering or succeeding in certain industries or professions. To dismantle these barriers, organisations can implement mentorship programmes, flexible work arrangements, and initiatives promoting diversity and inclusion. Furthermore, harnessing the power of technology can streamline interview processes and provide flexible work options that accommodate the needs of younger generations. Additionally, offering competitive salaries and benefits that align with their expectations will undoubtedly make organisations more appealing to Gen Z and Millennial talent. To ensure that these employees feel valued and supported, organisations should develop comprehensive onboarding programmes that foster professional growth and development, setting them up for long-term success.\"}),/*#__PURE__*/e(\"h3\",{children:\"The Future of Work is Changing\"}),/*#__PURE__*/e(\"p\",{children:\"The future of work is undergoing a transformative shift, and organisations must adapt to the evolving needs and expectations of younger generations to remain competitive. By recognising and embracing the unique strengths and skills of Gen Z and Millennial talent, organisations can drive innovation and growth. To effectively attract and retain this talent, organisations must also create a positive workplace culture, address structural barriers to entry, and offer competitive salaries and benefits. By doing so, organisations can establish an inclusive, collaborative, and empowering work environment that not only attracts young talent but also enables all employees to thrive and excel.\"}),/*#__PURE__*/e(\"h3\",{children:\"Conclusion\"}),/*#__PURE__*/e(\"p\",{children:\"The challenges faced by young people in the 21st century necessitate a paradigm shift in the way organisations attract and retain talent. By understanding the unique needs and expectations of Gen Z and Millennials, organisations can tap into their exceptional strengths and skills, fostering an environment of innovation, growth, and success. Through embracing purpose-driven work, work-life balance, social responsibility, and dismantling barriers to entry, organisations can create a future of work that is inclusive, collaborative, and empowering for all generations. It is through these efforts that organisations can shape a brighter future, harnessing the full potential of the 21st-century workforce.\"})]});export const richText3=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"There are many moving parts in the recruitment process, comprising to create the candidate experience: an all-important journey that every applicant \u2014 unsuccessful and successful \u2014 goes through. It\u2019s hard to compartmentalise recruitment for this reason. But on the flip side, it\u2019s easy to make quick improvements to most aspects of hiring, 20 of which we\u2019ve listed below. \"}),/*#__PURE__*/e(\"h2\",{children:\"Application \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"1. Include interesting videos\"}),/*#__PURE__*/e(\"p\",{children:\"Most applications are text-based. So, why not mix things up and include a video on your vacancy page? This makes advertisements more engaging for applicants and lets them learn about a role from a personal perspective. \"}),/*#__PURE__*/e(\"p\",{children:\"To make videos, you don\u2019t need to do anything expensive or overly fancy. Simply set up a camera and ask someone in the same or a similar position to the one you\u2019re trying to fill to talk for a few minutes about their day-to-day. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"2. Inject company culture\"}),/*#__PURE__*/e(\"p\",{children:\"Don\u2019t make advertisements all about the role and its responsibilities. Yes, that\u2019s why someone browsing will initially click on a vacancy, but culture is more often than not why they\u2019ll stay. \"}),/*#__PURE__*/e(\"p\",{children:\"Try to weave in information about company benefits, paint a picture of the office environment and talk a little about the team. Company culture can also come through the job advertisement by striking the right tone of voice that distinguishes your brand\u2019s personality from the other recruiters in the same sector. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"3. Use inclusive language\"}),/*#__PURE__*/e(\"p\",{children:\"Simply being mindful when crafting job applications can help to polish this part of the process. Steer away from gender pronouns, include information about accessibility and jot down a few lines about your commitments to fair hiring practices. \"}),/*#__PURE__*/e(\"p\",{children:\"It might seem like it should be a given or like a waste of time forcing some fine print. But, inclusivity is imperative for employers to ensure they\u2019re actively discouraging discrimination and widening their talent pool by not alienating anyone from applying. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"4. Balance the benchmark \"}),/*#__PURE__*/e(\"p\",{children:\"Applications should feel aspirational \u2014 but not impossible. When creating job vacancy content, be realistic about what skills and experience you deem as must-haves and which are worth negotiating. \"}),/*#__PURE__*/e(\"p\",{children:\"Never make applications sound insurmountable, so you only get a few ambitious applicants through the funnel. Instead, make them realistic to talent in your area and focus on attitude and skills, knowing you can train the right person for the job and achieve the same outcome. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Promotion \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"5. Create careers page content\"}),/*#__PURE__*/e(\"p\",{children:\"Before promotional strategies comes content. Think about where you might want users to navigate other than the application page. Should they research your company's history and value? Can they watch videos of your team or listen to podcasts? Try to find a home for this content on your careers page. \"}),/*#__PURE__*/e(\"p\",{children:\"Do more than the bare minimum by adding something other than the usual \u2018explore our current vacancies\u2019 spiel. Think about what organisational knowledge you expect candidates to bring to an interview and how you can best convey this on your careers page. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"6. Consider remote working\"}),/*#__PURE__*/t(\"p\",{children:[\"To promote your latest vacancy to the broadest audience, \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/post/remote-hiring-tips\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"consider remote roles\"})}),\", so the opportunity is immediately opened up to more than local job hunters. Set your advertisement to nationwide or, better yet, worldwide and watch the applications roll in. \"]}),/*#__PURE__*/e(\"p\",{children:\"If remote working isn\u2019t feasible for your company, yet you have multiple offices worldwide, consider hiring for every role in every location to boost your chances of a recruitment win. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"7. Share on social media\"}),/*#__PURE__*/e(\"p\",{children:\"You might be sharing your job vacancies in all the usual places, like job sites and your own careers page, but why not share them on social media? This allows you to bring the job to the people, not wait for the people to come to the job. \"}),/*#__PURE__*/e(\"p\",{children:\"We\u2019re not just talking about LinkedIn either. Instagram and Facebook can also be good for advertising jobs, especially with a dedicated culture page. As a bonus, you might also get more engagement on your channels in doing this as others tag individuals in posts and share it with their communities. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"8. Ask for internal shares\"}),/*#__PURE__*/e(\"p\",{children:\"If and when you share job opportunities on social media, don\u2019t forget to spread the word to your existing employees. In most cases, they can help spread the word by sharing the post on their respective pages and directing others to your account. \"}),/*#__PURE__*/e(\"p\",{children:\"This can give you greater and more relevant reach than a generic job website ever could. It also adds social proof to the application process for those who come across it by an endorser. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"9. Test referral programmes\"}),/*#__PURE__*/e(\"p\",{children:\"Getting employees involved is a good idea across the board. In fact, many companies use referral programmes to get top performers to pull out people they think would be good for a position. \"}),/*#__PURE__*/e(\"p\",{children:\"Usually, referral programmes have some sort of incentive, be it a financial bonus or another form of reward. But they\u2019re often worth the outgoing as they help to build a team of like-minded individuals, as well as people passionate about their profession.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"10. Keep candidates on file\"}),/*#__PURE__*/t(\"p\",{children:[\"Filling a new position might be as simple as looking back at an old one. Have you ever interviewed someone for an opportunity and \",/*#__PURE__*/e(\"em\",{children:\"almost\"}),\" gave them the job? When was the last time you received a great application that just wasn\u2019t relevant to the role in question? These near-misses can become future employees if you keep their details on file. \"]}),/*#__PURE__*/e(\"p\",{children:\"Remember people\u2019s experiences and keep them in mind for more fitting opportunities. Notify department leaders of talent in the area and don\u2019t be afraid to invite someone to interview, even if they didn\u2019t make a formal application. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Communications\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"11. Automate your communications\"}),/*#__PURE__*/t(\"p\",{children:[\"For applicants, \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/post/7-ways-your-interview-process-may-be-broken\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"the most nerve-wracking part of the recruitment process\"})}),\" is waiting around for a reply. This could be hearing if they\u2019ve made it to an interview or learning that they\u2019ve scored a job. You should never leave people waiting for too long or keep others completely in the dark. However, recruitment communications shouldn\u2019t overwhelm the rest of the hiring process \u2014 and that\u2019s where automation comes in. \"]}),/*#__PURE__*/e(\"p\",{children:\"Automation might feel like a worryingly un-human process for such a people-focused role. However, clear communication gives power to the people, letting them know where they stand and quickly informing them of failure or success. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"12. Template post-application emails \"}),/*#__PURE__*/e(\"p\",{children:\"In the same breath, templating emails can speed up the shortlisting process and take care of any FAQs. In this email, you can break the news \u2014 bad or good \u2014 and link to your careers page or calendar, depending on the outcome. \"}),/*#__PURE__*/e(\"p\",{children:\"This means every applicant will receive a reply and in the same format. As well as it being a common courtesy, it also ensures you can eliminate bias from this part of the process. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"13. Inform unsuccessful candidates\"}),/*#__PURE__*/e(\"p\",{children:\"Plain and simple, you should let people know when they\u2019re out of the running. For you, it might seem like a low-priority task, but for those applying, it provides peace of mind. In the long run, this can also have significant benefits for your organisation, most importantly, by protecting your employer brand. \"}),/*#__PURE__*/t(\"p\",{children:[\"Controlling this \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/creating-a-positive-candidate-experience-at-every-stage-of-recruitment\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"part of the candidate experience is important\"})}),\" in ensuring nobody comes away feeling like their experience was wholly negative or that their brand perception has changed. \"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Interview\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"14. Sense check your software \"}),/*#__PURE__*/e(\"p\",{children:\"If, like most of us, you\u2019re carrying out interviews remotely, it\u2019s always a good idea to sense check your software before officially setting up the call. Review things such as internet connection, audio quality and camera function to ensure there won\u2019t be any technical errors to interrupt your flow. \"}),/*#__PURE__*/e(\"p\",{children:\"Not only does this ensure efficiency but it also allows you to appear professional. Now that we\u2019re hosting interviews over online platforms, we should think of them as our digital environment. So, just as we might housekeep our office before welcoming a visitor, we should do the same over the internet. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"15. Introduce the panel\"}),/*#__PURE__*/e(\"p\",{children:\"The more individuals there are on a call, the more daunting it is for an interviewee. However, the event becomes even more intimidating when the candidate doesn\u2019t know who they\u2019re speaking to. \"}),/*#__PURE__*/e(\"p\",{children:\"Help out the interviewee to make the best impression by breaking the ice at the start of every session and explaining clearly who everyone is and why they\u2019re attending. This will help ease any nervousness and make it more apparent where questions and answers should be directed to. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"16. Explain the agenda \"}),/*#__PURE__*/e(\"p\",{children:\"To keep interviews on track and allow candidates to prepare, the agenda should be outlined in every call (or even be sent before the start time). This means giving prospective employees prior notice if there will be an assessment, quick-fire questions to contend with or just more of a casual chat to expect on the day. \"}),/*#__PURE__*/e(\"p\",{children:\"The agenda can also align those from the organisation and help to stop interviews from going over time. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"17. Reference the job description \"}),/*#__PURE__*/e(\"p\",{children:\"It makes the most logical sense to structure interview questions as per the job description. In doing so, you\u2019re making the fairest assessment of an individual based on the role they applied for. \"}),/*#__PURE__*/e(\"p\",{children:\"That said, every interviewer should have studied, if not scanned, the description ahead of time and crafted questions and/or assessments relating to the job. For example, if a particular role calls for expert knowledge of Photoshop, a fair assessment would be a task set on this software. However, if an advertisement deems this skill to be \u2018desirable\u2019 and not essential, an assessment of its use is perhaps not the best way to determine a candidate\u2019s suitability. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"18. Assess culture and aptitude \"}),/*#__PURE__*/e(\"p\",{children:\"While skills-based questions should mirror the initial advertisement, interviewers should feel free to squeeze in other conversation related to culture. Don\u2019t shy away from asking candidates questions about themselves. \"}),/*#__PURE__*/e(\"p\",{children:\"Make conversation about their hobbies and interests. Ask about their lifestyle and preferences. So long as you ask them to everybody, these questions allow organisations to select the right fit for a company \u2015 both in terms of culture and aptitude.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"19. Let them learn too\"}),/*#__PURE__*/e(\"p\",{children:\"One of the most common mistakes for interviewers is dominating the interview and leaving no room for the interviewee to take control. Remember, these sessions are just as much about identifying if a candidate is sure about you as it is checking you\u2019re confident about them. \"}),/*#__PURE__*/e(\"p\",{children:\"So, pause at regular intervals, ask the interviewee if they have any questions and leave some space at the end for more general discussion.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"20. Trial recruitment software \"}),/*#__PURE__*/e(\"p\",{children:\"Improving any process often calls for the help of handy technology. The same is true in recruitment. Purpose-developed recruitment software, whether it's an application tracking system (ATS) or a specific interview software, helps you to make recruitment more efficient. \"}),/*#__PURE__*/e(\"p\",{children:\"Whether it\u2019s keeping close tabs on your recruitment pipeline or receiving helpful prompts in live interviews, technology can play a crucial role in recruiting without making it feel impersonal. \"}),/*#__PURE__*/t(\"p\",{children:[\"Technology might feel like the most forward-thinking recruitment tip, but it isn\u2019t the only one. In fact, there\u2019s much to know about \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/what-is-candidate-experience-and-why-does-it-matter\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"enriching the candidate experience\"})}),\", aside from these twenty quick fixes. \"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Discover even more ways to improve your recruitment process in our candidate experience checklist \"}),/*#__PURE__*/e(\"p\",{children:\"Our candidate experience checklist explores even more ideas to better your recruitment efforts (none of which are included in this blog). We also pull from the latest recruitment data and research to support our recommendations, keeping you in the loop with all the current trends. \"}),/*#__PURE__*/e(\"p\",{children:\"To find out what applicants want and increase your chances of attracting the best of them, download your digital copy by clicking on the link below. \"}),/*#__PURE__*/e(\"img\",{alt:\"screenloop candidate experience checklist\",className:\"framer-image\",src:\"https://framerusercontent.com/images/IDav2RpaSK3SMycAxsIjMcWXK4.jpeg\",srcSet:\"https://framerusercontent.com/images/IDav2RpaSK3SMycAxsIjMcWXK4.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/IDav2RpaSK3SMycAxsIjMcWXK4.jpeg 840w\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText4=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"It costs a business around \\xa3132k for every bad hire that they make - Recruitment and Employment Federation. On top of the financial cost, there is also the time and resources wasted plus the potential disruption to your current team. \"}),/*#__PURE__*/e(\"p\",{children:\"Time and time again, companies are making costly hiring decisions for a variety of avoidable reasons. In this blog we will take a look at the mistakes companies are making and how to avoid falling into the same trap.\\xa0\"}),/*#__PURE__*/e(\"h3\",{children:\"\u200D1. Unconscious Bias\"}),/*#__PURE__*/e(\"p\",{children:\"Unconscious bias has a terrible impact on the interview process and hiring. No matter how much we try to shake this one, it will always be there. Its survival instinct and hardwired into our brains.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Lots of hiring decisions/mistakes are made due to commonalities between the candidate and the interviewer. What happens over time is we build a sub-par team that doesn't have the right skillset or even worse, a team that lacks in diversity\u2026.\\xa0\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"Tips:\"})}),/*#__PURE__*/e(\"p\",{children:\"Let\u2019s assume we\u2019ve filled the pipeline with a pool of diverse candidates. During the interview, there are plenty of tips:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Be consistent across all interviews for the same role. From questions to talk time, keep it fair.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Never make decisions in a vacuum. Have a diverse team that makes the final call on who to hire based on evidence and facts.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Search for candidates that have new life experiences, not just the same hobbies as everyone on your team.\"})})]}),/*#__PURE__*/e(\"p\",{children:\"Train your team on what you can/can\u2019t ask during the interview. There are certain things like \u2018how old are you?\u2019 that you can\u2019t legally ask, and rightfully so!\"}),/*#__PURE__*/e(\"h3\",{children:\"2. Bad Punctuality\"}),/*#__PURE__*/e(\"p\",{children:\"In the \u2018new norm,\u2019 time management is tougher than ever. From juggling the kids at home or just zoom meeting after zoom meeting it\u2019s tough to keep up. For interviews, 5 minutes lost here and there might be crucial for a candidate or your process. Maybe in those 5 minutes was the moment that you uncover that gem of information or maybe you just turn up in a better mood as you\u2019re not late. Either way every minute in every interview counts.\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"Tips:\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Adopt the 5-minute rule - Many companies now start every meeting 5 minutes after the hour and/or end 5 minutes before the hour. We can do the same for interviews and stick to the times so every candidate gets the same airtime.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"If either the candidate or the interviewer is still late, we should flag this and make sure the time is made up elsewhere.\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"3. People Pleasing\"}),/*#__PURE__*/e(\"p\",{children:\"We all love to be loved but what if your hiring team are just looking to make some friends through the interview process. When we\u2019re in that friend zone it\u2019s almost impossible to say no to someone. We\u2019ve all been there, we feel like we\u2019ve left the interview with a friend for life. We know everything about their personal life, we even know what their cat's name is that walked across the desk. We know that the candidates south-facing flat gets really hot in summer but what did we learn about their abilities to excel in this role!?\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"\u200DTips:\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Be structured in your approach.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Have a set amount of time for \u2018chit-chat\u2019 and keep that consistent across all interviews.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Make sure that the questions that matter to the role and business are the ones you ask follow up questions to. And always do the same for each candidate.\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"4. Inconsistent Questions\"}),/*#__PURE__*/e(\"p\",{children:\"After a lovely chat with said candidate, you\u2019ve realised you should probably ask a question or two at some point. You then ask the random go to, easy to remember questions. Not knowing that the last interviewer asked the exact same questions. What this does is make things very easy for the candidate as they spent the last two nights laying in bed thinking of how to answer those questions better next time. Either that or they just think your company and interview process is a disaster and trots along to your competitor.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"\u200DTips:\"})}),/*#__PURE__*/e(\"p\",{children:\"You have a few options here:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Wing it (wrong answer).\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Find the notepad that you jotted some random notes down on (congrats if you even made it this far).\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[\"Prepare questions that are based on core or cultural competencies ready in advance ensuring that these questions are relevant to the stage of the process and haven\u2019t been asked before (winner).\",/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]})})]}),/*#__PURE__*/e(\"h3\",{children:\"\u200D5. Bad Scheduling\"}),/*#__PURE__*/e(\"p\",{children:\"We all have our favourite days/time of the week, more than likely Friday. Friday afternoon to be more specific! The timing of an interview can be crucial to the performance of the candidate but also to us as interviewers. You may log into an interview on a Monday morning and just think, WHY!? Whereas a Friday afternoon the same candidate is viewed through rose-tinted glasses, we want them to start asap and probably even invited them to our family bbq at the weekend.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"Tips:\"})}),/*#__PURE__*/e(\"p\",{children:\"Where possible, arrange interviews for all candidates as close as possible (leaving a 5-10 minute break between). Alternatively, just work on making sure you have a really structured, consistent and fair interview process.\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"\u200D6. Meeting Overload\"}),/*#__PURE__*/e(\"p\",{children:\"Meetings are stacked on top of each other these days. We barely have a moment to breathe sometimes. So what happens to those golden nuggets a candidate has just told us if we\u2019re immediately onto the next interview or meeting? We forget over 61% of the information from an interview within an hour of hanging up the zoom meeting. This % goes up significantly if you have another interview straight after. \u2018Wait, who said that thing again, the first of the second candidate?\u2019 We\u2019ve all been there!\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"Tips:\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Record your interviews.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Make sure you have time to note your feedback and have a standardised scorecard so that it's fair for every candidate.\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"7. Indecision Due to Missing Facts/Data\"}),/*#__PURE__*/e(\"p\",{children:\"There are plenty of reasons why teams struggle to make a decision on who gets the role. It\u2019s been days or even weeks since you interviewed a candidate (the average time for a candidate to find out if they have successfully got a role is 33 days) and your notes no longer make sense, how are you supposed to make a decision between candidates?\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"Tips:\"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Again, always promptly fill out feedback.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Compare candidates side by side on their suitability for the role.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Make decisions as a team. The more diverse the team making the decision, the better.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Use data and facts rather than gut feelings.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Move quickly once the team has made their decision as good candidates don\u2019t hang around forever. \"})})]}),/*#__PURE__*/e(\"h3\",{children:\"8. I know I said 7 but number 8 is about how Screenloop can help will all of the above issues :)\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"ScreenLoop helps you create fair and consistent interviews by:\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Guiding you through the interview with smart prompts to make sure you stay on track and know what questions to ask.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Recording and transcribing all of your interviews so you have all of the facts, no matter how long it\u2019s been since you interviewed a candidate.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Tracking the length of each interview and letting you know if you need to give a candidate more time.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Enabling your team to sit down and compare candidates side by side, by bookmarking their answers to key questions.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Giving you the ability to share snippets or the whole interview to gather feedback and make the right choice instead of deciding in a vacuum. \"})})]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText5=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/t(\"p\",{children:[\"Screenloop is delighted to announce that we have achieved SOC 2 Type II compliance, following an extensive audit by \",/*#__PURE__*/e(n,{href:\"https://www.prescientassurance.com/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Prescient Assurance LLC. \"})}),\"In regard to the SOC 2 Type II certification, Screenloop's co-founder, Anton Boner, announced that: \"]}),/*#__PURE__*/e(\"p\",{children:'\"This security standard ensures software vendors like ours protect our customers\\' data, maintaining security and confidentiality protocols to the utmost degree. We are proud to say that it was successful, affirming our dedication to security and data protection for all our users. We look forward to leveraging this accomplishment to offer greater peace of mind to our clients as they partner with us on their most valuable business solutions.\"'}),/*#__PURE__*/e(\"p\",{children:\"We are committed to preserving the security of our customers' sensitive information and data, and achieving SOC 2 Type II compliance provides assurance that these security protocols are comprehensive and up-to-date. We will continue to provide the highest quality services and security we can offer.\"})]});export const richText6=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"Interviewing candidates has never been more efficient than it is now with so many having the technology at their fingertips to interview remotely.\"}),/*#__PURE__*/e(\"h3\",{children:\"Just as you would have tidied up and ensured a professional office environment to prospective candidates interviewing in-person in the past, there are certain habits you\u2019ll want to squash when hosting interviews online.\"}),/*#__PURE__*/t(\"h3\",{children:[\"\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"1. You haven\u2019t been clear as to who will be on the call.\"}),/*#__PURE__*/e(\"p\",{children:\"No candidate wants to be surprised by a name they weren\u2019t expecting or, worse, a second interviewer joining the call unexpectedly. Take a moment to ensure all parties have their names listed on the invite.\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/t(\"h3\",{children:[\"2. Don\u2019t keep distracting programs open.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"p\",{children:\"Shut off the internal message apps and close your email so that you can give the candidate your full attention without the distraction of pop-ups and notifications.\"}),/*#__PURE__*/t(\"p\",{children:[\"\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"3. Don\u2019t be late.\"}),/*#__PURE__*/e(\"p\",{children:\"While colleagues will understand you flipping between meetings back-to-back, this is the candidate\u2019s first impression of you. Schedule that previous meeting to end with a five-minute grace period so you can arrive on time.\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/t(\"h3\",{children:[\"4. Don\u2019t read the resume while you\u2019re on the call.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"p\",{children:\"This comes across as being unprepared and conveys to the candidate that you may not value or respect their time while also making them question how much effort goes into the hiring processes throughout the organisation.\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"5. Don\u2019t think up your questions on the spot.\"}),/*#__PURE__*/e(\"p\",{children:\"Have a structured set of questions that you ask all candidates to ensure that you are assessing each fairly against the other. Be aware of any biases you or your organisation may hold when curating these questions. Be familiar enough with them to be able to ask them conversationally without reading them off the screen. Coupled with specific questions about the candidate\u2019s employment history, this allows you to keep the integrity of the interview process intact while personalising the candidate's experience.\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"6. Don\u2019t start talking full steam ahead without providing structure.\"}),/*#__PURE__*/e(\"p\",{children:\"Giving the candidate a breakdown of what you expect the next half hour or hour to look like will put them at ease. State whether you are open to questions throughout or if you prefer questions to come at the end.\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"7. Don\u2019t cut the candidate off.\"}),/*#__PURE__*/e(\"p\",{children:\"If there are technical issues, it can be tricky not to talk over each other, but make sure the candidate has finished their answer before moving on to the next question. Saying a simple \u201Cthank you\u201D after each question can provide you with that transition to the next question.\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"8. Do not show your laundry pile.\"}),/*#__PURE__*/t(\"p\",{children:[\"If you are working from home, either have a professional background or have it blurred so that the candidate is not distracted by your home life.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"9. Don\u2019t stare down at the camera.\"}),/*#__PURE__*/e(\"p\",{children:\"Using a laptop stand to elevate your camera and placing your face in the centre of the screen makes for a much more engaging experience for the candidate and will encourage them to open up more in their conversation.\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"10. Don\u2019t leave the candidate in the dark as to next steps.\"}),/*#__PURE__*/e(\"p\",{children:\"At the end of the call, clearly outline the next steps in the process or the timeline as to when the candidate can expect to hear back from you.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText7=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"Today Certn, a leader in background screening, announced its partnership with Screenloop, a hiring platform that helps recruiters hire quality candidates faster and at scale. Like Certn, Screenloop operates across Europe and North America, helping recruiters build a better candidate experience. Now Screenloop users have access to Certn\u2019s domestic and international background checks within the Screenloop platform.\"}),/*#__PURE__*/t(\"p\",{children:[\"\u201CHiring the wrong candidate is costly and timely,\u201D says Mike Nagtzaam, director of partnerships at Certn. \u201CThat\u2019s why making Certn background checks available in another hiring platform like Screenloop excites us. We can offer an even faster, more seamless and integrated candidate hiring process together, across the UK and globally.\u201D added Nagtzaam.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"p\",{children:\"Certn delivers fast and compliant background screening solutions that help businesses make more informed hiring decisions, lower hiring risk, and improve the candidate and recruiter experience. Certn gives employers more confidence and trust in their hiring decisions by helping them know they\u2019re hiring the right candidate. By partnering with Screenloop, UK\u2019s interview intelligence software, Certn and Screenloop are helping employers improve their hiring process through candidate feedback and reducing candidate drop-off.\\xa0\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Given the high demand of background checks within the Screenloop platform, Certn makes this process simple for candidates and employers. Certn allows Screenloop users to run checks in 193+ countries and quickly verify the candidates from the platform they already know and love. Through this partnership, Screenloop users can make even more informed hiring decisions and lower the risk of hiring the wrong candidate.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"About Certn\"})}),/*#__PURE__*/t(\"p\",{children:[\"Certn offers better background checks for everyone. Certn is revolutionizing background screening with the easiest-to-use online platform, 24/7 customer support, and fast and compliant results from global databases. Why wait? Trusted by 10,000+ clients, Certn helps businesses hire faster and manage risk \u2014 all while delivering user experiences that help them stand out. Learn more at\",/*#__PURE__*/e(n,{href:\"https://www.certn.co/?utm_source=CertnForce4&utm_medium=PressRelease&utm_campaign=Oct_22\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\" certn.co\"})}),\".\u200D\"]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"About Screenloop\\xa0\"})}),/*#__PURE__*/t(\"p\",{children:[\"Screenloop is a hiring intelligence platform founded by former hiring managers that help teams deliver a better candidate experience. The platform helps teams understand Candidate Net Promoter Scores (CNPS) while offering interview intelligence, interviewer training, and interviewer shadowing, creating a more efficient recruitment process. In addition to the platform itself, Screenloop also offers onboarding and strategy services to improve more aspects of the hiring process. Learn more at \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"screenloop.com\"})}),\".\\xa0\\xa0\"]})]});export const richText8=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"Creating a positive candidate experience isn\u2019t as simple as being a bit more upbeat in interviews. \"}),/*#__PURE__*/e(\"p\",{children:\"The candidate experience encompasses much more than this, starting long before somebody even submits their application. Everything from an initial perception of an employer to the availability of fair feedback impacts how a candidate feels about the ride to recruitment.\"}),/*#__PURE__*/t(\"p\",{children:[\"Here\u2019s what candidates want and why.\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"Stage 1: Pre recruitment \"}),/*#__PURE__*/e(\"img\",{alt:\"create a positive candidate experience with a recruiting strategy\",className:\"framer-image\",src:\"https://framerusercontent.com/images/V0QXTY1CdRPXxsljatQE1asTw2g.jpeg\",srcSet:\"https://framerusercontent.com/images/V0QXTY1CdRPXxsljatQE1asTw2g.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/V0QXTY1CdRPXxsljatQE1asTw2g.jpeg?scale-down-to=1024 1024w,https://framerusercontent.com/images/V0QXTY1CdRPXxsljatQE1asTw2g.jpeg 1355w\"}),/*#__PURE__*/e(\"h3\",{children:\"Although candidates aren\u2019t readily involved in pre-recruitment strategies, the outcome of long-term recruitment plans impact candidate experience, if not decide it from the get-go. Creating a positive candidate experience starts here.  \"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"What do candidates want? \"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Roles that feel well-thought-out and descriptive.\"}),\" When reading a job description, candidates love when an employer thoroughly understands the responsibilities they\u2019re looking for and offers them a competitive salary. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Opportunities that can lead to development.\"}),\" When weighing up a new vacancy, candidates envision their next professional steps and the likelihood there will be ways to progress within the role and organisation they\u2019re applying for. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"A good impression of the employer. \"}),\"When researching the company, candidates want to find positive ex-employee reviews and plenty of culture-focused content. \",/*#__PURE__*/e(\"br\",{}),\"\u200D\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"Stage 2: Pre-interview\"}),/*#__PURE__*/e(\"img\",{alt:\"create a positive candidate experience with easy applications\",className:\"framer-image\",src:\"https://framerusercontent.com/images/HdHcabLV0kJwPJBfHXfD9mKy5lQ.jpeg\",srcSet:\"https://framerusercontent.com/images/HdHcabLV0kJwPJBfHXfD9mKy5lQ.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/HdHcabLV0kJwPJBfHXfD9mKy5lQ.jpeg?scale-down-to=1024 1024w,https://framerusercontent.com/images/HdHcabLV0kJwPJBfHXfD9mKy5lQ.jpeg 1352w\"}),/*#__PURE__*/e(\"h3\",{children:\"Before an interview, candidates are only partially invested in your organisation. They care enough to apply for a role, but most still keep their options open. As such, pre-interview forms a key part of creating a positive candidate experience. \"}),/*#__PURE__*/e(\"p\",{children:\"It acts as a first impression of the employer, influencing how much a candidate will get to the interview and how receptive they\u2019ll be to the rest of the recruitment process.\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"What do candidates want? \"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Enough information to encourage application. When reading about an opportunity, candidates look for a few key things: the role, salary, benefits package, location, contact details and working hours. Without it, individuals might not apply or put your vacancy at the bottom of the pile.\"}),\" \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Simple, straightforward processes. \"}),\"When applying for job roles, candidates feel the time is of the essence. They like simple, straightforward processes that make sense and don\u2019t take too long. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"An opportunity to chat. \"}),\"When engaging with your company for the first time, candidates often just want to speak to someone. Head of Talent, a recruitment officer or a receptionist \u2014 anyone is better than no one to answer their initial questions. \"]})})]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})}),/*#__PURE__*/e(\"h3\",{children:\"Stage 3: Interview\"}),/*#__PURE__*/e(\"img\",{alt:\"create a positive candidate experience with unbiased, intelligent interviews\",className:\"framer-image\",src:\"https://framerusercontent.com/images/GXt8w4iUtDLEt2ozpad4Jxns2w.jpeg\",srcSet:\"https://framerusercontent.com/images/GXt8w4iUtDLEt2ozpad4Jxns2w.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/GXt8w4iUtDLEt2ozpad4Jxns2w.jpeg?scale-down-to=1024 1024w,https://framerusercontent.com/images/GXt8w4iUtDLEt2ozpad4Jxns2w.jpeg 1350w\"}),/*#__PURE__*/t(\"p\",{children:[\"We all know interviews are the bread and butter of the candidate experience. In fact, \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/post/7-ways-your-interview-process-may-be-broken\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"most people mistakenly think it\u2019s the only thing that matters\"})}),\". Candidates are under a lot of pressure to perform, but they also want to learn more about your organisation and what you can bring to the table.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"What do candidates want? \"})]}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"A positive experience \u2014 whether they\u2019re successful or otherwise. \"}),\"Of course, candidates want the job, but in terms of candidate experience, they just want you to take them seriously, assess objectively and engage with them throughout the interview.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"An appropriate challenge. \"}),\"Most candidates aren\u2019t afraid of being tested at the interview stage. It can actually make them feel like they earned a position and won a worthwhile prize. However, assessments, skills-based or scenario-led interview questions should always be appropriate to the role\u2019s seniority, technicality and experience level. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/t(\"li\",{\"data-preset-tag\":\"p\",children:[/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Transparent communication about the order of events. \"}),\"Candidates know interview processes are becoming more intricate, often requiring several weeks to complete and more than one stage to qualify. The very least candidates expect is for you to tell them about it upfront.\"]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})})]}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"An opportunity to chat. \"}),\"When engaging with your company for the first time, candidates often just want to speak to someone. Head of Talent, a recruitment officer or a receptionist \u2014 anyone is better than no one to answer their initial questions. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/e(\"h3\",{children:\"Stage 4: Feedback\"}),/*#__PURE__*/e(\"img\",{alt:\"create an engaging candidate experience with fair, frequent feedback\",className:\"framer-image\",src:\"https://framerusercontent.com/images/bO91iipzn4s87jq8vE2T41qdg4.jpeg\",srcSet:\"https://framerusercontent.com/images/bO91iipzn4s87jq8vE2T41qdg4.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/bO91iipzn4s87jq8vE2T41qdg4.jpeg 967w\"}),/*#__PURE__*/e(\"h3\",{children:\"Feedback happens when a candidate is technically no longer a candidate. Yet, it\u2019s still an essential part of the overall candidate experience, as is clear communication about the next steps. If the application forms the first impression of your organisation, feedback is surely the last.\"}),/*#__PURE__*/t(\"p\",{children:[\"Feedback or no feedback \u2014 this part of the experience remains firmly in the candidate\u2019s memory. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"What do candidates want? \"})}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Interview closure. \"}),\"When it comes to feedback, it\u2019s simple. Candidates want it. Candidates often want to understand the decision-making behind a disappointing verdict and use the pointers to polish their interview skills. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Objective, unbiased feedback. \"}),\"If you're going to give feedback, be careful about your approach. Feedback should always be fair, backed up by examples and focus on behaviour, not character. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Quick communication. \"}),\"After an interview, candidates have little patience. This part of the experience can be anxiety-provoking, difficult to navigate and emotionally turbulent depending on what other offers are coming through. Try to make your mind up fast while always choosing the right candidate for the role. \",/*#__PURE__*/e(\"br\",{}),\"\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})})]}),/*#__PURE__*/e(\"h3\",{children:\"Check off every aspect of a positive and engaging candidate experience \"}),/*#__PURE__*/e(\"p\",{children:\"Now you know what candidates want, what should you do about it? Creating a positive candidate experience doesn\u2019t have to be hard when you follow a step-by-step process. \"}),/*#__PURE__*/e(\"p\",{children:\"That\u2019s why we\u2019ve created a checklist for creating engaging candidate experiences. Although we\u2019re interview experts at heart, we\u2019ve included everything in this list, from tips around fair feedback to talk of top-level recruitment strategies. \"}),/*#__PURE__*/e(\"p\",{children:\"Go through your hiring process from start to finish, find flaws and fix them by downloading your free copy of our checklist. Click the link below to get started. \"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"img\",{alt:\"screenloop candidate experience checklist\",className:\"framer-image\",src:\"https://framerusercontent.com/images/R1rxOPcOvBaduuf9jyHFR8xonXY.jpeg\",srcSet:\"https://framerusercontent.com/images/R1rxOPcOvBaduuf9jyHFR8xonXY.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/R1rxOPcOvBaduuf9jyHFR8xonXY.jpeg 840w\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText9=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"Reference checks are an important part of the hiring process, which is why so many companies make them a requirement. But, if you're relying on reference checks only for compliance purposes, you're missing out on huge opportunities to gain valuable insight about your potential new hire. Let's explore what it takes to move beyond compliance and get real value from your reference checks.\"}),/*#__PURE__*/e(\"h3\",{children:\"Beyond Compliance: The Cultural Insight of Reference Checks\"}),/*#__PURE__*/e(\"p\",{children:\"Reference checks don't have to be all about compliance - they can also provide you with invaluable information about how a new hire will perform in different contexts. When done correctly, checking references can give you an idea of how a new hire might work within your team\u2019s culture; something that\u2019s often overlooked by startups who haven\u2019t yet established strong values or teams. It's also much easier for employers to spot red flags during the reference check process than it is during the interview stage when candidates have been coached on how best to present themselves.\"}),/*#__PURE__*/e(\"h3\",{children:\"Enhancing & Customising Onboarding Through Talent Intelligence\"}),/*#__PURE__*/e(\"p\",{children:\"Another benefit of utilising talent intelligence is that it can give employers an understanding as to what type of management style works best for each individual employee. This helps managers understand what kind of guidance each employee needs in order to stay engaged and motivated, as well as helping them understand how best to communicate with each team member. Knowing this information ahead of time can make managing a team much easier if managers use this knowledge to create customised onboarding plans, that help new hires ramp up to maximum productivity faster.\"}),/*#__PURE__*/e(\"h3\",{children:\"The Importance of Hiring for Growth and Avoiding Costly Missteps\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Finally, using talent intelligence helps employers get an understanding as to which candidates have the most potential for growth within the organisation. By looking beyond just experience and qualifications, employers can get an idea as to which candidates are likely to be able take on additional responsibilities over time, or who may be able to move up the ladder if given the opportunity. This helps ensure that you are bringing on board individuals who have long-term potential instead of just short-term hires who may not be around for very long.\"}),/*#__PURE__*/t(\"p\",{children:[\"The right hire can mean success for any company, however the wrong fit could lead to hefty monetary losses. Every day that an employee leaves or their position remains open means more money out of the company\u2019s pocket \u2013 so getting it right from the start really pays off! And it\u2019s not just the cost of the vacancy itself, but also the cost of lost productivity, training new hires, and so on. According to HR Magazine, \",/*#__PURE__*/e(n,{href:\"https://www.hrmagazine.co.uk/content/news/businesses-paying-the-financial-consequences-of-bad-hiring#:~:text=The%20cost%20of%20a%20bad,HR%20of%20getting%20hiring%20right.\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"the cost of a bad hire can be 3x higher than the salary paid\"})}),\", demonstrating the responsibility for HR of getting hiring right. Some reports even put \",/*#__PURE__*/e(n,{href:\"https://www.apollotechnical.com/cost-of-a-bad-hire/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"the average cost as high as $240,000 in expenses\"})}),\". Keeping the right people in the right positions can be the difference between success and failure. In order to retain talent in this environment, recruiters can help by focusing on quality over quantity by taking a data-driven approach to hiring.\"]}),/*#__PURE__*/e(\"h3\",{children:\"How To Get The Most Out Of Reference Checks\"}),/*#__PURE__*/e(\"p\",{children:\"The key to getting real value from reference checks lies in the ability to confirm a candidate\u2019s suitability against role expectations. Reference checks can be a tedious and often fruitless task when done the traditional way. However, with platforms such as Screenloop, obtaining more meaningful information with just one click! Not only does this save you time but also help ensure that you don\u2019t miss out on top talent by quickly confirming their suitability against role expectations.\"}),/*#__PURE__*/t(\"p\",{children:[\"Using \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/solution/candidate-success\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Quality of Hire\"})}),\" is a great way to of making better hires, but also reducing the time and cost associated with recruiting. Screenloop allows recruiters to identify ideal candidates based on a scalable framework of success attributes. This works by cross-referencing an applicants self assessment against the attributes highlighted by references, and further validate those against the role expectations. This subsequently calculates a quality of hire score, which can then be used to objectively compare candidates side-by-side. This capability allows for a more unbiased comparison, so that you can make an informed decision on who will be best suited to join your team.\"]}),/*#__PURE__*/e(\"img\",{alt:\"\",className:\"framer-image\",src:\"https://framerusercontent.com/images/D97jCG9Tp99ArNVbTo7J9lEXpx8.png\",srcSet:\"https://framerusercontent.com/images/D97jCG9Tp99ArNVbTo7J9lEXpx8.png?scale-down-to=512 512w,https://framerusercontent.com/images/D97jCG9Tp99ArNVbTo7J9lEXpx8.png?scale-down-to=1024 1024w,https://framerusercontent.com/images/D97jCG9Tp99ArNVbTo7J9lEXpx8.png?scale-down-to=2048 2048w,https://framerusercontent.com/images/D97jCG9Tp99ArNVbTo7J9lEXpx8.png 2508w\"}),/*#__PURE__*/e(\"h3\",{children:\"Integrating Reference Checks into Your Recruitment Strategy\"}),/*#__PURE__*/e(\"p\",{children:\"Reference checking is an important part of any hiring process but it's too often viewed as nothing more than a formality. However, if done properly it can provide startups with invaluable insight into their potential new hires \u2013 far beyond mere compliance issues. To get real value from your reference checking process, you need to identify and compare success attributes of candidates in order to draw meaningful conclusions from the data gathered during this process. Doing this will help ensure that you're making solid decisions when it comes time to bring on board new members into your team!\"}),/*#__PURE__*/e(\"p\",{children:\"The business world is facing a raft of challenges, particularly in sourcing and retaining talent as candidate expectations grow and the economic outlook darkens. In order to meet these challenges, senior leaders and hiring teams must re-examine their approach to talent acquisition and begin focusing on employees\u2019 business impact over other metrics via Quality of Hire measurements.\"}),/*#__PURE__*/t(\"p\",{children:[\"Screenloop's \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/solution/candidate-success\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"modern referencing solution\"})}),\" takes all the guesswork out of finding the best candidate. By measuring candidates' quality of hire score, you can objectively compare them and make an informed decision about who to hire.\"]}),/*#__PURE__*/t(\"p\",{children:[\"To learn more about how Quality of Hire can help your business, \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/request-demo\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"click the link\"})}),\".\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText10=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/t(\"h3\",{children:[\"Screenloop is featured in \",/*#__PURE__*/e(n,{href:\"https://www.forbes.com/sites/alisoncoleman/2022/07/08/winning-the-war-for-talent-with-recruitment-technology/?sh=5416c9674db8\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Forbes 'Winning The War For Talent With Recruitment Technology' article\"})}),\".\"]}),/*#__PURE__*/e(\"h3\",{children:\"Here is a highlight of what they had to say: \"}),/*#__PURE__*/t(\"p\",{children:[\"Screenloop is a hiring intelligence platform that helps companies build the best teams by avoiding costly bad hires and removing unconscious biases from the recruitment process. The business was founded in 2021 and was born from its founding team's shared frustrations and poor hiring experiences while working as senior operators at high-growth tech businesses.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Screenloop uses data and AI to identify gaps in the recruitment process, leverage candidate feedback, and provide real-time coaching for interviewers to conduct better interviews and remove unconscious bias from decision-making.\"]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(n,{href:\"https://www.forbes.com/sites/alisoncoleman/2022/07/08/winning-the-war-for-talent-with-recruitment-technology/?sh=5416c9674db8\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Read the full article here\"})})})}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText11=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"The best recruiting and hiring strategies are guided by steadfast objectives that align perfectly with what the business is trying to achieve. The same is true for any department in a business. We make sure that what we are doing here impacts outcomes over there. We set metrics to measure, and we optimise areas that we find lacking or underperforming somehow. We seek out the information we need by looking at the numbers and asking customers, stakeholders, and employees the right questions. But the book doesn\u2019t stop there.\"}),/*#__PURE__*/e(\"p\",{children:\"Just as it\u2019s important to survey customers to find out what they want and need, it\u2019s crucial to do the same for potential employees. How do we know our recruitment strategy contributes to business goals if we don\u2019t know whether the process is working or not?\"}),/*#__PURE__*/e(\"p\",{children:\"And these are just internal considerations; what about the external ones?\"}),/*#__PURE__*/t(\"p\",{children:[\"Your competitors are after the same talent as you. A fragmented candidate experience could mean top candidates are going somewhere else. For example, if your process isn\u2019t fast enough, you could turn off the candidates you pick; 40% of people have \",/*#__PURE__*/e(n,{href:\"https://press.careerbuilder.com/2018-10-30-Job-Seekers-Are-Now-in-the-Drivers-Seat-and-Expect-Next-Gen-Recruiting-and-New-Hire-Experiences-Survey-Finds\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"turned down a job offer\"})}),\" because another organisation was quicker to make an offer. The process itself may have turned potentials off; \",/*#__PURE__*/e(n,{href:\"https://press.careerbuilder.com/2018-10-30-Job-Seekers-Are-Now-in-the-Drivers-Seat-and-Expect-Next-Gen-Recruiting-and-New-Hire-Experiences-Survey-Finds\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"51% of job seekers admit to searching for other roles even after receiving an offer\"})}),\".\"]}),/*#__PURE__*/t(\"p\",{children:[\"A bad interview experience can turn people off a company entirely. 83% of talent \",/*#__PURE__*/e(n,{href:\"https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-human-capital-your-candidate-experience-creating-an-impact-or-burning-cash.pdf\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"change their perception of a role or company\"})}),\" they once liked after having a negative interview experience. A positive experience can make all the difference too. 71% of people are more likely to buy from an organisation they had a positive recruitment experience with\u2014whether they were offered the job or not.\"]}),/*#__PURE__*/e(\"p\",{children:\"The only true way we can know what went wrong is to ask.\"}),/*#__PURE__*/e(\"p\",{children:\"The candidate experience needs to be in sync with business goals, and the key to this is consistent measurement and optimisation of the recruitment process. Getting candidate feedback is essential. Start with knowing the questions you want answered. Consider not just what questions you ask but how you ask them.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Before anything else, consider the questions you want answered\"}),/*#__PURE__*/e(\"p\",{children:\"It\u2019s impossible to move the needle on something if we don\u2019t know where the needle stands. Here are some things you might want to find out in your candidate experience survey after they\u2019ve gone through the recruitment process:\"}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"The average time spent by a candidate at every stage of the process\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"The candidate drop-off rate and the reasons for the drop-off\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Application completion rate\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"The percentage of candidates who didn\u2019t reply to or read communications from hiring managers and why\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How they felt about the process as a whole, and what they would change\"})})]}),/*#__PURE__*/e(\"p\",{children:\"The answer to some of these questions might be a clear-cut number that we can find out through our hiring system, but others require a bit more work. Surveying candidates after the interview is a great way to do this.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Useful candidate experience questions and how to ask them\"}),/*#__PURE__*/e(\"p\",{children:\"Creating a candidate experience survey is not just about compiling a list of questions; it involves a strategic approach to gathering meaningful feedback that can drive improvements in your hiring process. Here's how you can craft an effective survey:\\xa0\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"The questions you ask should strike the right balance between being easy for the candidate and effective for you. Survey respondents generally find it easier to answer questions they might have answered a lot in the past, like \u2018What\u2019s your highest level of education?\u2019. \"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"A numbered scale works well for anything else that requires more thinking or an indirect answer. Using scales also helps to give an overall picture and presents the data visually rather than digging through the weeds of individual responses. \"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"You can intersperse a few qualitative questions to get answers to specific areas of the recruitment process, like what the candidate found challenging. Note that questions like this can be very individual, so an option-select format won\u2019t be appropriate. It could also lead to bias if the candidate is somewhat prompted to choose an answer rather than look back on their own experience.\"})})]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"Example questions\"}),/*#__PURE__*/e(\"h5\",{children:\"Scale from 1 to 10 \"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How challenging did you find the process?\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How was the level of communication you received throughout the process?\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How would you rate the interview?\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How likely are you to recommend the company to another potential candidate?\"})})]}),/*#__PURE__*/e(\"h5\",{children:\"Qualitative questions\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How did you feel before, during and after the interview?\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"What is your single biggest takeaway from the interview experience?\"})})]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"How to ask candidates for their feedback\"}),/*#__PURE__*/t(\"p\",{children:[\"You may be thinking that candidates\u2014especially those who didn\u2019t get the job\u2014might not be willing to give feedback. But you\u2019d be surprised; \",/*#__PURE__*/e(n,{href:\"https://www.talentegy.com/hubfs/2019%20CX%20Report/Talentegy-2019%20Candidate%20Experience%20Report.pdf\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"68.5% of job seekers would share their experiences if asked.\"})})]}),/*#__PURE__*/e(\"p\",{children:\"To start on the right foot, emphasise that all responses are anonymous and will only be used to improve the candidate experience.\"}),/*#__PURE__*/e(\"p\",{children:\"Keep questions concise, and structure the survey in a way that mirrors their experience. Consider the timeline of events: application, interview, response, and all communication received throughout. If things are getting a bit long, but you still want every question answered, consider sending two separate surveys to two groups of candidates. Providing your sample sizes are large enough, you should have enough responses to draw meaningful conclusions from each.\"}),/*#__PURE__*/t(\"p\",{children:[\"According to \",/*#__PURE__*/e(n,{href:\"https://www.talentegy.com/hubfs/2019%20CX%20Report/Talentegy-2019%20Candidate%20Experience%20Report.pdf\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Talentegy\"})}),\", there are two main blockers to seeking candidate feedback in the first place: fear of what they\u2019ll say and no time or money to change anything based on the responses. The latter issue is serious and needs to be addressed before any feedback is sought, and it comes back to making sure recruitment goals are aligned with business goals. The former is a mindset that can be shifted. Candidates want to be asked, and they are happy to share their experiences. Responses\u2014positive or negative\u2014all contribute to you knowing more about the process to improve it. Knowledge, as they say, is power.\"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"How to use the results once effectively\"}),/*#__PURE__*/t(\"p\",{children:[\"Crucial to this whole thing working well is actively wanting to find out what\u2019s not working in the \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/blog/must-have-features-in-applicant-tracking-systems-for-smbs\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"recruitment process\"})}),\". Measuring candidate satisfaction is an integral part of identifying these areas for improvement, as it provides direct insight into the candidate's perspective and highlights potential pain points. Companies need to be agile enough to change directions to fix problems.\"]}),/*#__PURE__*/e(\"p\",{children:\"So once you have the results from the candidate experience survey, feed them back into the process and make appropriate changes, ensuring that the entire recruitment team is involved. Be transparent so that you have buy-in across the company and share the findings and subsequent optimisations with the entire organisation.\"}),/*#__PURE__*/e(\"p\",{children:\"Don\u2019t forget to include your hiring managers in this process too. Survey them to get their thoughts on the process so that you\u2019re collecting feedback from all sides. Share findings with the wider recruitment team so everyone knows how the strategy aligns with the business needs and objectives.\"}),/*#__PURE__*/e(\"p\",{children:\"With the feedback received from candidates, coach current and new hiring managers on how to interview candidates. Call attention to particular areas that they may be surprised by, or areas that the recruitment team is actively trying to improve.\"}),/*#__PURE__*/t(\"p\",{children:[\"Make sure recruitment managers are empowered to share \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"interview intelligence\"})}),\"; providing specific feedback to everyone in the hiring process by sharing insights gleaned from the candidate experience survey.\"]}),/*#__PURE__*/t(\"p\",{children:[\"For more on improving the candidate experience from start to finish, \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/download-your-copy-of-the-checklist\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"download the checklist\"})}),\".\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"img\",{alt:\"screenloop candidate experience checklist\",className:\"framer-image\",src:\"https://framerusercontent.com/images/R1rxOPcOvBaduuf9jyHFR8xonXY.jpeg\",srcSet:\"https://framerusercontent.com/images/R1rxOPcOvBaduuf9jyHFR8xonXY.jpeg?scale-down-to=512 512w,https://framerusercontent.com/images/R1rxOPcOvBaduuf9jyHFR8xonXY.jpeg 840w\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText12=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/t(\"h3\",{children:[\"On average, it can take companies \",/*#__PURE__*/e(n,{href:\"https://www.linkedin.com/pulse/can-you-wait-49-days-why-getting-hired-takes-so-long-george-anders/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"up to 41 days\"})}),\" to fill an open position and the \",/*#__PURE__*/e(n,{href:\"https://www.zippia.com/advice/cost-of-hiring-statistics-average-cost-per-hire/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"average cost per hire\"})}),\" is $4,425.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Reducing the time to hire\u2013by any amount\u2013is a critical goal for any business. For most organizations, though, it\u2019s a difficult task. The balance between meeting your hiring needs and ensuring you\u2019re bringing on top talent causes a lot of companies to sacrifice quality when hiring.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"To keep your organization from making the same sacrifice, we included a few tips\u2013so you can find the best candidates to suit your organization and do it as quickly as possible.\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h2\",{children:\"Start with your employer brand\"}),/*#__PURE__*/t(\"p\",{children:[\"Your company's employer brand affects whether job seekers choose to work at your organization over others. It\u2019s more than your logo and brand colors\u2013it\u2019s how people perceive your company based on your culture, mission and business objectives.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"The image your company puts out matters to job seekers. Candidates today are passionate about working with brands that share their similar values. They want to align themselves with the best organizations\u2013and businesses with great employer brands receive \",/*#__PURE__*/e(n,{href:\"https://financesonline.com/recruitment-trends/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"50% more qualified applicants\"})}),\".\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"What image is your company putting out? What\u2019s the first thing that comes to mind when job seekers think about your organization?\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Everything you do reflects your company\u2019s culture. So be transparent and clear about who you are and the causes you stand for.\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h2\",{children:\"Assess your current process\"}),/*#__PURE__*/t(\"p\",{children:[\"Your process shouldn\u2019t include long wait times and unnecessary steps. If it does, it can lead to an increased hiring cost and result in candidate drop-off. Using tools to collaborate and move candidates faster through the process will greatly increase your close rate and improve the candidate experience.\",/*#__PURE__*/e(\"br\",{}),\"\u200D\"]}),/*#__PURE__*/e(\"p\",{children:\"Here are a few checkpoints to ensure your process is top-notch:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[\"Ensure your team is not asking the same questions throughout the hiring process. Asking the same questions will cause one of two things to happen: your candidates will get frustrated because of constantly repeating themselves or they\u2019ll get good at answering your questions\u2013and know exactly how to present the right answer.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[\"Shorten the process. At \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Screenloop\"})}),\", we have clients that utilize a 2 stage process. This allows them to manage the quality of their hires and keep retention rates high.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Reduce time delays between stages. Sometimes, this comes down to a lack of interviewer availability. Ensure you have enough team members trained on hiring and a pipeline of new hiring managers in the wings.\"})})]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Use targeted job postings to attract the best candidates \"}),/*#__PURE__*/e(\"p\",{children:\"For many candidates, the job posting they see is their first introduction to your company. Make it clear and concise\u2013displaying your brand image and also laying out the duties and responsibilities of the position.\"}),/*#__PURE__*/e(\"p\",{children:\"Creating a detailed job posting is your first step at weeding out the good candidates from ones who aren\u2019t the right fit for your company. Go further than a simple description that outlines the details of the job. Use your job posting to give candidates a glimpse of what it\u2019s like to work for your company.\"}),/*#__PURE__*/e(\"p\",{children:\"Before you write it out, think of all the information potential candidates need to know about your organization. Then add in a few extra details to help sway job seekers (like information regarding perks or incentives you\u2019re offering).\"}),/*#__PURE__*/e(\"p\",{children:\"Next, outline the duties of the position. Make this section clear so candidates know exactly what your organization expects from them. Leave no room for misunderstanding. Clear job postings not only help recruiters, but they also benefit job seekers\u2013helping them spot the positions they\u2019re the best qualified for right away.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Check candidate skills by aligning interviews with job requirements\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"p\",{children:\"After you evaluate all the candidates, schedule interviews with the ones who show the most promise. Determine in advance how many interviews you need to conduct\u2013and who from your organization needs to be present during the interview. \"}),/*#__PURE__*/e(\"p\",{children:\"Ask candidates open-ended questions to help determine what kind of employees they were in previous positions\u2013and to give you insight into how they will respond under pressure. \"}),/*#__PURE__*/e(\"p\",{children:\"To start, ask both behavioral and situational questions to get a glimpse into how they react to stressful situations. Here are a few examples:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Tell me about a time when you had trouble on the job.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Talk about any instance when you made a mistake and how you rectified the situation.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Give an example of a time when you solved a problem on the job.\"})})]}),/*#__PURE__*/e(\"p\",{children:\"The answers to these questions will reveal if the candidates have what it takes to succeed with your company. They also help your organization eliminate bias and ensure fairness in the hiring process.\"}),/*#__PURE__*/e(\"p\",{children:\"By asking the same set of questions to every candidate you\u2019re considering, you'll find it much easier to evaluate them side by side. Other questions you want to ask will vary depending on your industry, but here are some general interview questions:\"}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Do you have any specific job skills or experience that may be beneficial to us?\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How would you describe yourself and what makes you stand out from other applicants?\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"What is your availability/schedule like? (note: if they can't make an interview, they probably won't show up for the job)\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Is there anything else we should know about you as a candidate?\"})})]}),/*#__PURE__*/e(\"p\",{children:\"It's important to understand that job seekers are assessing your organization for fit just as much as you\u2019re assessing them. They want to understand your expectations so they can add value to your organization. Be open and honest with them, willing to answer any questions they have.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h2\",{children:\"Improve your entire candidate experience\"}),/*#__PURE__*/e(\"p\",{children:\"So, what can you do to reduce the time to hire without sacrificing quality? The answer is simple\u2014by considering your employer brand and the image you\u2019re putting out, creating detailed job postings, interviewing the best candidates, and onboarding your new hires efficiently. \"}),/*#__PURE__*/t(\"p\",{children:[\"We\u2019ve put together a handy guide that will walk you through each of these steps in detail. \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/download-your-copy-of-the-checklist?hsCtaTracking=e67ae193-6e1e-4583-b75d-6c9861b61774%7C7fa47483-2818-4d12-826b-145153fbfed4\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Download it now\"})}),\" and get started on hiring the best talent for your business.\"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText13=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/t(\"h3\",{children:[\"On a scale of 1 to 10, how would you rate your company\u2019s candidate experience? If you\u2019re like most HR professionals, you want job seekers to have a fair and consistent encounter with your organization. After all, making applicants feel good about working for your company will make job seekers hold your organization in the highest esteem. These same candidates will be promoters of your organization rather than detractors. And who knows, they may also become a customer too.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"A negative experience has an adverse effect. It can leave top talent feeling sour about your company and discourage them from applying in the future. According to LinkedIn, only \",/*#__PURE__*/e(n,{href:\"https://www.linkedin.com/business/talent/blog/talent-strategy/linkedin-global-talent-trends\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"52% of HR professionals\"})}),\" think their companies provide positive experiences. So, how can you make sure all candidates have an equal shot at a great experience? Read on to find out.\"]}),/*#__PURE__*/e(\"h3\",{children:\"What is the candidate experience and why does it matter?\"}),/*#__PURE__*/t(\"p\",{children:[\"The \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/what-is-candidate-experience-and-why-does-it-matter\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"candidate experience\"})}),\" begins the moment a job seeker finds out about your open position. It includes all interactions they have with your company\u2013shaping their perception of your brand.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"The experience you provide is important because, in today\u2019s candidate-driven workforce, job seekers possess more opportunities. In many cases, they aren\u2019t willing to settle. If your company can\u2019t give them what they want, they\u2019ll easily find another organization that can.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Many top candidates, for example, are often fielding multiple offers of employment from different employers. The way your company interacts with them will determine if these candidates see your hiring process through to the end and accept your offer of employment.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"So, if you can provide a better experience than your competition, you\u2019ll tip the scales in your favor in the eyes of job seekers.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"h3\",{children:\"How to ensure all candidates have a positive experience during the hiring process\"}),/*#__PURE__*/t(\"p\",{children:[\"A \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/creating-a-positive-candidate-experience-at-every-stage-of-recruitment\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"positive candidate experience\"})}),\" puts job seekers at ease. It proves to them that your organization values its employees enough to put the right systems and processes in place. It also gives job seekers a glimpse of what it\u2019s like to work for your company.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"But your process can\u2019t be hit or miss, where some candidates have a positive experience and others don\u2019t. To ensure fairness, your business needs to deliver the same experience to every candidate.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Here are a few tips to include in your hiring process to ensure all candidates have a positive experience.\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"1. Deliver a consistent experience throughout your organization.\"}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Train everyone in your organization involved in the candidate journey on what constitutes a quality candidate experience. Include everything from how they should communicate about roles to the process for candidate follow-up after interviews are complete.\"]}),/*#__PURE__*/t(\"p\",{children:[\"\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"2. Be clear about why you\u2019re asking for candidate information.\"}),\"\u200D\"]}),/*#__PURE__*/e(\"p\",{children:\"Don\u2019t ask candidates to provide unnecessary information\u2013whether it's salary history or their family status. Ask for only the information you need and make sure the candidate understands why you need it.\"}),/*#__PURE__*/t(\"p\",{children:[\"\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"3. Provide feedback.\"})]}),/*#__PURE__*/e(\"p\",{children:\"Job seekers value constructive and personalized feedback. A recent study revealed that 52% of applicants who received feedback were more likely to increase their relationship with the company. The better the quality of feedback, the higher that percentage goes.\"}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"4. Provide candidate progress visibility.\"})]}),/*#__PURE__*/e(\"p\",{children:\"This may seem basic, but it\u2019s a practice that\u2019s often overlooked. Candidates want to know where they are in the process and when they can expect to hear back from you. Even if you can\u2019t provide definite information on when you\u2019ll contact them again, make it a point to have someone in your organization follow up.\"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"5. Reject candidates the right way.\"})}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"\u200D\"}),\"Only \",/*#__PURE__*/e(n,{href:\"https://www.linkedin.com/business/talent/blog/talent-acquisition/strategies-to-improve-candidate-experience#:~:text=But%20currently%20only-,7%25,-of%20candidates%20receive\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"7% of candidates\"})}),\" receive rejection via telephone and 63% receive automated emails. Let candidates down gently, taking into account the time they invested to go through the process. Call them on the phone and provide detailed feedback to ensure they understand why they weren\u2019t chosen.\"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"Common mistakes companies make with their candidate experience\"}),/*#__PURE__*/e(\"p\",{children:\"Your candidate experience should inform candidates about the job and prepare them to do it. It should provide job seekers with sufficient information about your company and show them what to expect when working there.\"}),/*#__PURE__*/e(\"p\",{children:\"If candidates are inadequately prepared, it can result in an unproductive recruitment process. Here are some other mistakes companies often make:\"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Not listening to candidates' feedback.\"}),\" You can gain a lot of insight by asking candidates for their feedback on your process. Don\u2019t just wait until the end. Check-in with them as they go through different stages and collect the data.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Not documenting feedback from each interview.\"}),\" Sometimes, candidates go through the whole process\u2013receiving zero feedback along the way. When this happens, it shows job seekers that your organization doesn\u2019t value the experience they have with your company.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Asking repeated questions.\"}),\" Don\u2019t repeat questions that have already been covered in other interviews. This will either annoy the candidate or they\u2019ll just get really good at answering that question.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Not investing in candidate relationship management tools to create candidate experiences that attract the best talent for your company.\"}),\" If you fail to build a positive relationship with candidates, they\u2019ll lose interest in your organization and move on to another. Applicant Tracking System (ATS) tools are much more than just candidate trackers: they help you strengthen candidate relationships throughout the candidate journey and beyond.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Not investing in candidate experience research and iterative design to ensure candidate experiences meet expectations.\"}),\" Many companies invest time in hiring managers to create candidate experiences, only to find out later that it didn\u2019t work. Candidate experience research can \u200Chelp identify candidate expectations so you know how to design an experience to match them.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Not putting the candidate experience first.\"}),\" The candidate experience is an opportunity to show how much your company values its employees. When you get it right, candidates see the real picture. They can see where they fit into your organization and they can imagine themselves working for your company.\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"Track and measure the success of your candidate experience efforts\"}),/*#__PURE__*/e(\"p\",{children:\"It might seem like an arduous task to ensure that every candidate's experience is positive\u2014but there are a few ways to keep your candidate experience consistent across different stages of your talent acquisition process.\"}),/*#__PURE__*/e(\"p\",{children:\"Some tips for tracking and measuring the success of candidate experiences in the hiring process include:\"}),/*#__PURE__*/t(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Employing hard data.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Reviewing candidate feedback frequently.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Creating accountability across teams.\"})})]}),/*#__PURE__*/t(\"p\",{children:[\"To ensure the candidate experience is positive regardless of who's involved, we created this checklist. \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/download-your-copy-of-the-candidate-experiencechecklist\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Download\"})}),\" it now and get started on hiring the best talent for your business.\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText14=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"h3\",{children:\"We were delighted to resume our \u2018In conversation with\u2026\u2019 series recently when I shared an in-depth discussion with Sheryl Miller, award-winning serial entrepreneur and author of \u2018Smashing Stereotypes\u2019. In this conversation, Sheryl and Anton explore several diversity, equality and inclusion (DE&I) topics as well as how to integrate more inclusive practices into your hiring process.\"}),/*#__PURE__*/e(\"h2\",{children:\"The Highlights\"}),/*#__PURE__*/e(\"p\",{children:\"This summary highlights the top 10 takeaways from the conversation. We\u2019ve also included the timestamps of each topic so you tune in to the recording at the right moment should you wish.\"}),/*#__PURE__*/t(\"p\",{children:[\"You can watch the \",/*#__PURE__*/e(n,{href:\"https://app.livestorm.co/screenloop/in-conversation-with-sheryl-miller-award-winning-entrepreneur-and-author-of-smashing-stereotypes\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"replay of the full conversation here.\"})})})]}),/*#__PURE__*/t(\"p\",{children:[\" \",/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"1. Implement a DE&I strategy\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"There are a number of reasons why an organisation might not have implemented a DE&I strategy yet. Being aware of these potential blockers will help you acknowledge and overcome them.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Three common challenges are as follows:\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"- Many companies don\u2019t know where to start\",/*#__PURE__*/e(\"br\",{}),\"- Some businesses hope that DE&I will become embedded naturally\",/*#__PURE__*/e(\"br\",{}),\"- Many are fearful to approach these topics and get them wrong\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 5:17 for more.\",/*#__PURE__*/e(\"br\",{}),\"\u200D\"]}),/*#__PURE__*/t(\"h3\",{children:[\" 2. \",/*#__PURE__*/e(\"strong\",{children:\"Create a safe space to tackle DE&I\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"To truly embed DE&I in your organisation and increase the success of any initiatives, you need to create a safe space to explore these sensitive topics. The most effective way to achieve this is by establishing a wider company culture that encourages healthy challenge and fosters a non-judgemental atmosphere.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Importantly, leadership teams need to be transparent, proactive and often explicitly state that they\u2019re comfortable being challenged and having conversations about these tricky topics.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 6:29 for more.\"]}),/*#__PURE__*/t(\"h3\",{children:[\"\u200D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"3. How the talent team can influence DE&I\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Everyone within the business can have an influence when it comes to DE&I. The first step is education and awareness.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Talent Acquisition and People teams should first educate themselves (through books, articles, podcasts etc.) and then, secondly, share these resources with their team and the wider business.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"If you\u2019re looking to create a more engaging experience for candidates, be sure to \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/download-your-copy-of-the-checklist?utm_source=blog&utm_medium=webinar_followup\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"download this easy-to-use guide to help you get started\"})})}),\".\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 8:08 for more.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"4. Embed DE&I without putting undue pressure on underrepresented groups\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"It\u2019s important to actively address DE&I within business. Yet, it is unreasonable to put undue pressure, expectations or workload on those from underrepresented groups.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"To avoid this, many companies create DE&I committees that consist of a diverse group of people. There are two crucial steps when establishing a DE&I committee.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Firstly, you must define the purpose of the group. One purpose that tends to work well is to \u201Cchampion difference\u201D and implement changes that support this.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Secondly, there needs to be an agreement between the group and the organisation that acknowledges what the business is committing to.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 11:05 for more.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"5. Shift towards slow thinking\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Our brains are wired to take mental shortcuts. We will automatically, and often subconsciously, latch on to traits and experiences that we can relate to. Particularly during the interview process, we tend to think fast and, as a result, we risk applying stereotypes and unconscious bias to candidates. To avoid this, we need to slow down our thinking and challenge our thoughts.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 14:20 for more.\",/*#__PURE__*/e(\"br\",{}),\"\u200D\"]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"6. Address bias in your recruitment process\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Review your job descriptions, using free online tools, for non-inclusive wording. Only include the absolute essentials in your job requirements to avoid excluding those who don\u2019t have the qualities or experience that aren\u2019t truly necessary. Advertise your roles in more places to help underrepresented groups find your open positions.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Before the interview, slow your thinking to challenge your assumptions on a candidate and, during the interview, ask the same questions to each person.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 19:15 for more.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"7. Use technology to reduce bias in the hiring process\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Technology doesn\u2019t solve everything but it is a real enabler when it comes to detecting and reducing unconscious bias. You can use free online tools to scan your jobs ads for exclusive language or adopt platforms like Screenloop to help with consistency in the hiring process.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 22:50 for more.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"8. Be wary of rapport building\"}),\"\u200D\"]}),/*#__PURE__*/e(\"p\",{children:\"Rapport building is a natural human response when meeting someone new. Yet, when we dig for things in common, it\u2019s easy for bias to creep in. While it might feel a little inhuman, standardising your small talk can help to increase inclusivity and reduce the likelihood of bias.\"}),/*#__PURE__*/t(\"p\",{children:[\"Tune in at 24:00 for more.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{className:\"trailing-break\"})]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"9. Use peer reviews\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Making your hiring process more inclusive means trying to increase objectivity. While this is difficult for humans, we can implement processes to help. Peer reviews are a great example of this.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Peer reviews involve a diverse panel of people reviewing the data (whether that\u2019s a CV, cover letter, task or interview recording) and making an assessment. Importantly, this must be done individually to avoid social conformity.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Tune in at 25:50 for more.\",/*#__PURE__*/t(\"strong\",{children:[/*#__PURE__*/e(\"br\",{}),\"\u200D\"]})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"10. Forget \u201Ccultural fit\u201D and think \u201Cvalue alignment\u201D\"}),\"\u200D\"]}),/*#__PURE__*/e(\"p\",{children:\"A company culture tends to be created by the characteristics of the dominant group. Therefore, it can be a minefield for subconscious discrimination. Instead of looking for candidates who \u201Cfit\u201D your culture, explicitly list the values of the organisation and use slow thinking to assess whether candidates hold these same values.\"}),/*#__PURE__*/t(\"p\",{children:[\"Tune in at 28:10 for more.\",/*#__PURE__*/e(\"strong\",{children:/*#__PURE__*/e(\"br\",{})})]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"About Sheryl Miller\"}),/*#__PURE__*/t(\"p\",{children:[\"Sheryl Miller is an award-winning entrepreneur, DE&I Consultant, coach and mentor, and \u2018recovering\u2019 Chartered Accountant. Sheryl is the author of Smashing Stereotypes: How To Get Ahead When You're The Only _____ In The Room in which she aims to help people conquer their fears and pursue their dreams in a business context.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Sheryl works with global organisations that want to look at diversity, equality and inclusion differently. She provides tailored, thought-provoking workshops and works with boards looking for practical strategies to improve diversity in a way that is authentic to them and their organisational culture.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Sheryl is also very active in the entrepreneurial world; coaching and mentoring entrepreneurs who want to improve performance, skyrocket their business and find fulfilment in their work.\"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"About Screenloop\"}),/*#__PURE__*/t(\"p\",{children:[\"Did you know that 70% of all applicants become detractors due to a bad candidate experience? If your business is looking to create a more engaging candidate experience, be sure to \",/*#__PURE__*/e(\"strong\",{children:\"download \"}),/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/download-your-copy-of-the-checklist?utm_source=blog&utm_medium=webinar_followup\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"this easy-to-use guide\"})})}),\" to help you get started. \\xa0\"]}),/*#__PURE__*/e(\"p\",{children:\"That said, the candidate experience is just one phase of the current hiring process that is broken. Screenloop helps to fix this broken process and allows businesses to hit their hiring goals, and more importantly, helps turn new hires into successful and impactful employees. \"}),/*#__PURE__*/t(\"p\",{children:[\"Screenloop\u2019s hiring intelligence platform allows you to source candidates, analyse interviews, and automate the reference process with ease. You can explore the hiring and candidate analytics platform that companies like Monzo and Latana are using by \",/*#__PURE__*/e(n,{href:\"https://www.screenloop.com/schedule-a-demo\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"requesting a demo here\"})})}),\".\"]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"})]});export const richText15=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/t(\"h3\",{children:[\"Our series \u2018In conversation with\u2026\u2019 continued earlier this month when our co-founder Anton Boner shared an in-depth talk with Farfetch\u2019s Chief People Officer, \",/*#__PURE__*/e(n,{href:\"https://www.linkedin.com/in/siankeane/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Sian Keane\"})}),\".\"]}),/*#__PURE__*/e(\"h2\",{children:\"The Highlights\"}),/*#__PURE__*/e(\"p\",{children:\"If you\u2019re tight on time, this quick summary has the top takeaways you need to hear the main points and timings, so if you want to jump right into the audio to listen to the conversation topic, you can. \"}),/*#__PURE__*/t(\"p\",{children:[\"To watch the entire conversation, click the \",/*#__PURE__*/e(n,{href:\"https://app.livestorm.co/screenloop/in-conversation-with-sian-keane-chief-people-officer-at-farfetch/live?s=e0841dd8-b01f-4d62-be68-c90bce1f3d82#/qa\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"here\"})})}),\" for the conversation recording.\"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"1. Huge value in coaching and mentoring\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Being a coach and mentor for others and receiving the opportunity to grow through coaching is really valuable. Keane say\u2019s there\u2019s \u201C\",/*#__PURE__*/e(\"em\",{children:\"power learning from others\"}),\".\u201D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"em\",{children:\"Check out the audio at 5 minutes in for more.\"}),/*#__PURE__*/e(\"br\",{}),\"\u200D\"]}),/*#__PURE__*/t(\"h3\",{children:[\"2. \",/*#__PURE__*/e(\"strong\",{children:\"Scaling a hiring process\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Farfetch\u2019s grown hugely from just over 100 people when Keane joined nine years ago to 6,500 people today, including five company acquisitions. To scale the hiring process, an in-house agency model was implemented from day one. One of the main lessons Keane talks through is the need to have \u201C\",/*#__PURE__*/e(\"em\",{children:\"articulated the values of the company\u2026 because it\u2019s hard to attract talent when no one knows who you are.\"}),\"\u201D Focusing on the story and opportunities for candidates is vital to get talent interested in a start-up or lesser well-known brand.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"em\",{children:\"Check out the audio at 7.30 minutes in for more.\"}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"3. Bringing in talent and maintaining culture\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"The \u201C\",/*#__PURE__*/e(\"em\",{children:\"Talent attracts talent\"}),\"\u201D model was where the leadership team initially focused when bringing in people at the early stages of the business, but there are challenges hiring people for technical specialisms rather than value-focused hires. As Keane says, \u201C\",/*#__PURE__*/e(\"em\",{children:\"there\u2019s no magic formula with recruitment.\"}),\"\u201D The employer brand has been in development for years and is a cornerstone of their current talent attraction policy of hiring based on value proposition. Maintaining our culture is underpinned by these values combined with the cultural sensitivities where they are needed. \",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"em\",{children:\"Check out the audio at 9 minutes in for more.\"}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"4. Finance and People teams working together\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"Headcount decisions and scaling at pace is challenging to keep things fair and remove duplications, especially when working across so many different countries. Having the Finance and People teams working closely together on headcount discussions helps keep the growth in line with the demands of hiring and developing people and markets as needed. Keeping things as fair and transparent as possible is important.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"em\",{children:\"Check out the audio at 13.30 minutes in for more.\"}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"5.Candidate experience\"})}),/*#__PURE__*/t(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"\u200D\"}),\"\u201C\",/*#__PURE__*/e(\"em\",{children:\"Every single one of your employees is an ambassador for your business\"}),\".\u201D Candidates will do their own research online so having honest and authentic information that\u2019s easy to find for candidates across as many social channels as possible is a necessity.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"em\",{children:\"Check out the audio at 18.30 minutes in for more.\"}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"strong\",{children:\"\u200D\"})]}),/*#__PURE__*/t(\"h3\",{children:[/*#__PURE__*/e(\"strong\",{children:\"6.Inclusion and Diversity\"}),\"\u200D\"]}),/*#__PURE__*/t(\"p\",{children:[\"We\u2019ve been working on Inclusion and Diversity with a particular focus on gender and are seeing some great results. There\u2019s more work to be done in other areas. Keane highlighted that \u201C\",/*#__PURE__*/e(\"em\",{children:\"it\u2019s important to have a baseline of data\"}),\"\u201D as well as acknowledging the challenge that unconscious bias has for recruitment. \u201C\",/*#__PURE__*/e(\"em\",{children:\"If you have a brain, you are biased.\"}),\"\u201D Farfetch aims to get our workforce \u201C\",/*#__PURE__*/e(\"em\",{children:\"looking like the streets we work on,\"}),\"\u201D and they are using data to measure ourselves against a mix of gender, ethnicity, disability, sexual orientation, and other metrics. Which will then help them to look at each step of the process to see where things change.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"em\",{children:\"Check out the audio at 22 minutes in for more. \"})]}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:/*#__PURE__*/e(\"strong\",{children:\"Sian Keane and Farfetch\"})}),/*#__PURE__*/t(\"p\",{children:[\"With over 15 years in recruitment, Keane\u2019s built her career with people firmly in mind and nowhere has presented as many opportunities for growth as Farfetch. From start-up to public listing on the New York stock exchange, Farfetch\u2019s evolution has been as impressive as it\u2019s been fast. With 6,500 employees across 17 countries, Keane has spent nine years at the forefront of developing processes and culture across the brand. In addition to her role at Farfetch, Keane is also a founding member of the UK\u2019s \",/*#__PURE__*/e(n,{href:\"https://www.fashionminorityalliance.com/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"Fashion Minorities Alliance\"})}),\".\"]}),/*#__PURE__*/t(\"p\",{children:[\"Don\u2019t miss the next \u2018In conversation with\u2026\u2019 by following Screenloop on \",/*#__PURE__*/e(n,{href:\"https://www.linkedin.com/company/screenloop/\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:/*#__PURE__*/e(\"strong\",{children:\"LinkedIn\"})})}),\".\"]})]});export const richText16=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"The changes in the macro-economic environment have had trickle down effects across all departments within an organisation. Recruitment itself has undergone a seismic shift, moving away from the primary focus on speed of hire as the determining metric for the success of the Talent Acquisition function. With these changes, the emphasis placed upon building high quality teams has never been higher; as organisations now look at ways of achieving their objectives, without the abundance of resources that were previously available.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"During our recent webinar, Anton Boner, Screenloop\u2019s Co-Founder and Commercial Director, sat down with Tom Blomfield, the Founder and Former CEO of Monzo Bank, who themselves have seen a meteoric rise to become one of the most successful organisations in recent memory. During this session, Tom shares his experience and tips on how to build a high-performing team, without compromising on quality and efficiency by following the principles outlined in this blog.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"This blog will touch on organisational-wide principles such as Culture, Mission Statements, and Transparency; through to Recruitment specific topics such as Mining networks, Expectation Management and the importance of Firing as well as Hiring.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"Mining your own network\"}),/*#__PURE__*/e(\"p\",{children:\"The early hires you make are critical during the initial building stages of an organisation, and we know that finding great people is tough - but finding great people as you continue to scale becomes even harder. Tom shared his experience of mining his own network to find an excellent hire at the earlier stages of the organisations inception, but crucially how he then mined that employees network to then generate a further 8 hires, which allowed him to fill the open roles\\xa0with individuals that have come from the network of one of his A-players.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Being able to tap into the network of your best employees can pay dividends in the long run, as Tom explains that whilst the network may not be ready for a move today, probability dictates that many of those in that network will inevitably open to roles within the next 1-2 years.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"Trust & Empowerment when hiring\"}),/*#__PURE__*/e(\"p\",{children:\"When it comes to hiring, trust and empowerment play a vital role in building high-performing teams. By empowering a small group of individuals with excellent judgment, you can ensure that the recruitment process focuses on quality candidates.\"}),/*#__PURE__*/e(\"p\",{children:\"As Tom states, 'If you hire someone mediocre, they will then hire other mediocre people.'\\\"This highlights the importance of selecting exceptional team members who can contribute to the growth and success of your organisation by playing an integral role during the Talent Acquisition. It\u2019s important to note however, that empowering these individuals to select new employees must come with the freedom to veto candidates who may not be a good fit.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"Getting your C-Level hires right\"}),/*#__PURE__*/e(\"p\",{children:\"The hiring of C-Level executives holds immense importance in shaping the trajectory of a company. Executive recruiters should be engaged to secure top talent, as they possess unique expertise in the field. Additionally, offering competitive compensation packages is crucial to attract and retain the best candidates.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:'Tom goes onto say that, \"we lost many good candidates as a result of compensation being way below market.\" Whilst ensuring that your compensation packages are comparable to the current market, employing rigorous interview techniques that involve solving business problems can also help ensure the right fit; as most C-Level executives spend a significant amount of their care conducting interviews, the application of their knowledge to business problems is much more insightful than standard interviewing questions.\\xa0'}),/*#__PURE__*/e(\"p\",{children:\"Lastly, Tom assets that leveraging your existing investors and backdoor references has played an integral part of his framework for hiring C-Level executives; supporting his previous point raised regarding C-Level executives typically being seasoned interviewers who will be able to identify the type of answer they \u201Cshould\u201D give.\\xa0\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"Culture & Work Ethic\"}),/*#__PURE__*/e(\"p\",{children:\"Creating a positive and productive work culture is essential for building high-performing teams. It is crucial to define and agree internally on the desired culture of your organisation.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:'Tom suggests using the following exercise: \"Try and describe your company with words you couldn\\'t use to describe another company.\"\\xa0'}),/*#__PURE__*/e(\"p\",{children:\"This unique cultural identity will guide your hiring process, as you seek candidates whose values and behaviours align with your vision.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Work ethic is another critical component of a high-performing team. Clearly define the work ethic required within your organisation and assess candidates accordingly. During the interview process, evaluate whether their way of thinking and behaving resonates with your defined work ethic. This alignment ensures that each team member contributes to the overall productivity and success of the team.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"Hiring & Firing\"}),/*#__PURE__*/e(\"p\",{children:\"Building high-performing teams also requires being effective in both hiring and firing. Hiring individuals who are the right fit for their roles is crucial, but it is equally important to be prepared to let go of those who are not meeting expectations.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:'As Tom says, \"Being great at hiring is being great at firing.\" Instituting a probation period for all new hires allows you to assess their performance and determine whether they are suitable for the team.\\xa0'}),/*#__PURE__*/e(\"p\",{children:\"Additionally, periodically evaluate each team member's contributions and performance. \u201CIf you cannot articulate why someone is good at their job in a single paragraph, it may be an indication that they are not the right fit for the team\u201D.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"\u200D\"}),/*#__PURE__*/e(\"h3\",{children:\"Conclusion\"}),/*#__PURE__*/e(\"p\",{children:\"Building high-performing teams is a continuous process that requires deliberate effort and attention from leaders. By fostering trust and empowerment, getting C-Level hires right, nurturing a positive work culture, and being effective in hiring and firing, you can unlock the collective potential of your team. Remember, building high-performing teams is not just about individual achievements but about creating a collaborative environment that allows every team member to thrive and contribute to the organisation's success.\"})]});export const richText17=/*#__PURE__*/t(a.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"Getting promising candidates to the interview stage can feel like an achievement in itself, but employers should never feel victorious ahead of time or procrastinate interview preparation thinking that the right hire is in the bag. Just attracting the right type of candidate to an interview isn\u2019t enough. \"}),/*#__PURE__*/t(\"p\",{children:[\"It might make companies feel like they\u2019ve already won \u2014 but in reality, this only means they stand to have much more to lose. For example, \",/*#__PURE__*/e(n,{href:\"https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-human-capital-your-candidate-experience-creating-an-impact-or-burning-cash.pdf\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"83% of interviewees\"})}),\" say a negative interview can change their minds about a company they once liked. In an instant, an advocate of your brand can become your biggest critic. \"]}),/*#__PURE__*/e(\"p\",{children:\" Yet, it\u2019s not all doom and gloom. When interviews go well, the opposite happens. In the same study, even more interviewees, 87%, said a positive interview experience could change their tune about a role or a company they once doubted, in this case making the once critic an advocate of your brand. \"}),/*#__PURE__*/t(\"p\",{children:[\" \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/post/7-ways-your-interview-process-may-be-broken\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/t(i.a,{children:[/*#__PURE__*/e(\"em\",{children:\"A lot\"}),\" is riding on the success of an interview\"]})}),\". Here\u2019s how you, as an employer, can get the right outcome, creating fewer critics and leaving you with an abundance of advocates. \"]}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"Optimise the application process\"}),/*#__PURE__*/e(\"p\",{children:\"Start on the right foot with your candidates by making the application process easy. Those applying are often looking for: \"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Abridged, short applications that take under five minutes to complete\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Mobile-friendly application forms that can be filled out on the go, on any device\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Detailed job descriptions to help create buy-in and provide context for cover letters\"})})]}),/*#__PURE__*/e(\"p\",{children:\"So, think about your current job vacancy content and find a way to half it. Think about what information needs to sit in the job description and which questions are essential to ask. \"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"em\",{children:\"Are you doing too much of the work for the applicant? Should they be taking the time to independently research your company? Are you making applications seem too daunting or too vague to understand? Should you be saving some of the pre-qualification questions for a later stage, such as in the actual interview? \"})}),/*#__PURE__*/e(\"p\",{children:\"Sure, this doesn\u2019t directly impact the interview itself, but it affects the way an interviewee perceives you before they even sit in the hot seat. It also has some sway over the quality and volume of applications you\u2019ll receive, meaning some of the best interviews may never take place thanks to an off-putting application process. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"Decide on an interview format\"}),/*#__PURE__*/e(\"p\",{children:\"Add some structure to the interview by deciding a format ahead of time and creating an agenda everyone involved in the interview can follow. Those applying are often looking for: \"}),/*#__PURE__*/t(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"A clear timeline showing how many interviews will take place and when \"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Confirmation as to whether they\u2019ll need to prepare for a task or skills-based interview\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Information about who's leading the interview and who the ultimate decision-maker is\"})})]}),/*#__PURE__*/e(\"p\",{children:\"So consider how best to hire for each role or department and create a format to fit. Think about the interview process from the interviewees perspective and share the details you\u2019d like to know if you were in their position. \"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"em\",{children:\"Are you inviting applicants to interview in a standardised way? Are you notifying them of how many people will be present before they attend? Do they have time to ask questions before the big event? \"})}),/*#__PURE__*/e(\"p\",{children:\"Interviews without an interview format or a format an interviewee hasn\u2019t been informed of are disorganised and don\u2019t allow the candidate to show their best self. On the other hand, interviews with set agendas help both parties, allowing you to more accurately assess aptitude and experience in a way that doesn\u2019t put the individual under any undue pressure or stress. \"}),/*#__PURE__*/e(\"p\",{children:\" \"}),/*#__PURE__*/e(\"h3\",{children:\"Nominate a main point of contact\"}),/*#__PURE__*/t(\"p\",{children:[\"Create continuity \",/*#__PURE__*/e(n,{href:\"https://info.screenloop.com/blog/creating-a-positive-candidate-experience-at-every-stage-of-recruitment\",motionChild:!0,nodeId:\"RtDTZdpUr\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(i.a,{children:\"throughout the candidate experience\"})}),\" \u2014 most notably in the interview stage \u2014 by nominating a main point of contact. 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