💬A great conversation, much like a well-played tennis match, thrives on rhythm and responsiveness. Each participant takes a turn “hitting the ball”—sharing insights, asking thoughtful questions, and actively listening—to keep the exchange engaging and forward-moving. This dynamic is especially vital in the interview process. When hiring managers and candidates engage in a genuine back-and-forth, it’s not just about evaluating skills—it's about building rapport, uncovering motivations, and aligning values. A strong conversational rally helps both sides feel heard and understood, laying the foundation for trust and, if the position fits the candidate - long-term success. Hiring managers, don’t let this momentum stop once a job offer is signed. Onboarding should continue the rally: managers “serve” clear expectations, and new employees “return” with curiosity and initiative. When both sides stay engaged, the result is a workplace culture where collaboration, growth, and retention flourish. #interviewadvice #hiring #management #wehireHR #interviewtips

💬A great conversation, much like a well-played tennis match, thrives on rhythm and responsiveness. Each participant takes a turn “hitting the ball”—sharing insights, asking thoughtful questions, and actively listening—to keep the exchange engaging and forward-moving. This dynamic is especially vital in the interview process. When hiring managers and candidates engage in a genuine back-and-forth, it’s not just about evaluating skills—it's about building rapport, uncovering motivations, and aligning values. A strong conversational rally helps both sides feel heard and understood, laying the foundation for trust and, if the position fits the candidate - long-term success. Hiring managers, don’t let this momentum stop once a job offer is signed. Onboarding should continue the rally: managers “serve” clear expectations, and new employees “return” with curiosity and initiative. When both sides stay engaged, the result is a workplace culture where collaboration, growth, and retention flourish. #interviewadvice #hiring #management #wehireHR #interviewtips

Here’s a secret most organizations miss during recruitment. The best candidate isn’t always the one with the best CV. It’s the one who knows how to listen, adapt, and collaborate. As workplaces evolve, emotional intelligence (EQ) is quietly becoming the top differentiator between good and great hires. We’ve seen mid-level managers with high EQ outperform technically stronger peers because they: - Build better team cohesion - Navigate conflict gracefully - Drive culture even without authority Because in the modern workplace, soft skills build strong results. What’s one soft skill that changed how your team works? #EmotionalIntelligence #EQAtWorkt #HRInnovation #TalentDevelopment #LeadershipSkills

Feedback isn’t just kind - it’s strategic. 💡 When candidates share how a job ad made them feel, when interviewees offer insight into your process, or when new hires reflect on onboarding - that’s really useful data! 🤝 Working with candidates over the years, I’ve received my own feedback about…well, my feedback! 💬 I’ve been told it was “crucial” in helping them present their best self during an interview. Another said it was my constructive feedback and “thoughtful interview prep” that they really valued. Others say it's the high level of detail I’ve provided throughout the process. The point is: feedback is not only empowering for the candidate, it also shows your hiring team: ✅ Where messaging resonates - and where it confuses. ✅ Where there are gaps in accessibility, inclusion, or clarity. ✅ How to build trust before the first day of the job. The best recruitment teams I’ve worked with treat feedback as a guide going forward, not just critique. It should be part of the hiring strategy, not just an after-thought. #GamesIndustry #HiringStrategy #HumanCentricHiring #Recruitment

⏰ Respect Goes Both Ways — Especially in Hiring We often emphasize the importance of respecting the time of CEOs, VPs, and hiring managers. And yes — their calendars are packed and their schedules unpredictable. But here’s a gentle reminder… 👉 A candidate’s time is just as valuable. I’ve seen too many interviews postponed, rescheduled, or canceled at the last minute — often without much thought about the impact on the candidate. They’ve rearranged their day, prepared mentally, sometimes even taken time off work — all because they’re genuinely interested in the opportunity. When we disregard that effort, we’re not just wasting time — we’re sending a message about how our organization values people. Let’s make mutual respect a standard part of the hiring process — not just a nice-to-have. Great talent notices how we treat them long before they join the team. 💬 What do you think? Have you ever experienced or witnessed interview cancellations from the company’s side — and how did it affect your perception of the employer? #Recruitment #Hiring #CandidateExperience #Leadership #Respect #HR #TalentAcquisition #EmployerBranding

The hiring process often feels like running a marathon without a finish line. 🚀 Lately I’ve been rethinking how we craft job descriptions. ✍️ A clear title and a friendly tone make candidates pause and smile. We also added a short intro video about our team. Seeing faces before interviews has warmed up the process. Automating scheduling saved countless back-and-forth emails. 🕒 But we never skip a personal follow-up message. Quick notes after each interview keep feedback fresh. Transparency on timelines reduces candidate anxiety. Small gestures like a calendar invite with emojis brighten days. We treat every resume as a story worth reading. Prioritizing empathy makes recruitment feel less transactional. Conversations about values fit just as much as skills. Celebrating every hire with a shout-out unites the team. 🎉 Building trust early sets the stage for long-term retention. This approach turned our hiring marathon into a fulfilling journey. 🤝 Each week we review metrics like time-to-fill. 📊 The most rewarding moment remains those 'yes' replies from candidates. Watching them thrive in new roles fuels our passion for recruitment. Embracing flexibility and technology without losing the human touch is our mantra. #hr #humanresources #hiring #recruitment #management

“We’re struggling to attract good hires…we’re just not that well known.” I hear this a lot. Usually from Talent teams, but increasingly from IT Managers too. It’s one of the biggest challenges employers face, competing for top talent without the backing of a strong employer brand. This is where I come in. Not just as a headhunter...but as a brand ambassador. What I love most about what I do isn’t just solving the hiring problem - it’s bringing the organisation to life. When I do this well, I rarely get asked for a position description. Because it’s not about the bullet points - it’s about the story. I talk about: - Leadership style and personality fit - The roadmap and direction of IT - Budget and appetite for change - Culture, team dynamics, and technical debt - Growth plans and what’s next These are the details you won’t find on a PD, but they’re the ones that matter. It's what helps great hires identify whether it's a worthy move for them. And how do I know if I’ve got it right? I ask. After every interview, I look for feedback - did the role align to what we discussed? Was anything missing from my brief? What could I do better next time around? That loop of feedback keeps me sharp and helps me represent every client more authentically. Because at the end of the day, recruitment isn’t just about filling a role...it’s about telling a story and a journey worth joining.

Lately, the hiring process has become more than just submitting a CV and waiting. People want something real. Something human. Something that makes them feel like the process respects their time, effort, and potential. Candidates notice the details. How clear the job description is. How consistent the communication feels. How the interview actually reflects the culture inside the company. And honestly, that is what today’s workforce pays attention to the most: Does this company practice what it preaches? Do they value people, or just positions? Do they move with purpose, or are they stuck in outdated systems? Many job seekers today don’t just look for a paycheck—they look for alignment. A workplace where their work matters. A team that communicates clearly. Leaders who respect boundaries. Roles that allow them to grow instead of just getting by. And companies that understand this? They attract talent without shouting. They build teams that stay because they’re seen, not just hired. They create an environment where people feel proud to show up. Hiring is no longer a transaction. It’s a conversation between two parties who are choosing each other. A good process creates confidence. A bad one creates distance. It’s simple: When the hiring experience feels honest, efficient, and respectful—everyone wins. #Hiring2025 #RecruitmentTrends #FutureOfWork #WorkCulture #HiringProcess #CareerMindset #PeopleAndCulture #TalentAcquisition #LeadershipDevelopment

When candidates walk into an interview, they already know your company’s website, your Glassdoor rating, and your job post by heart. But here’s what they really want to ask — but never do 👇 💬 “Will I be trusted here, or just managed?” 💬 “Do people actually take breaks, or just talk about balance?” 💬 “Will I be heard when I share new ideas?” 💬 “How does this company treat people when they make mistakes?” 💬 “Is this a place where I can grow, or just stay busy?” These aren’t just questions — they’re silent filters every good candidate uses to decide if your culture is real or just written. Because people don’t join companies anymore — they join environments that make them feel seen, valued, and safe to grow. The best talent isn’t chasing job titles — they’re chasing truth. Make sure your culture speaks it, even before your recruiters do. #EmployerBranding #TalentAcquisition #Recruitment #HRCommunity #PeopleFirst

A small request to all HR professionals. When a candidate prepares for an interview for days… Researches your company… Practices answers… Gives their best till the final round… And in return only receives a “We’ll get back to you” — and then silence — it feels unfair. Candidates deserve more. Not a job guarantee, but basic feedback on where they can improve. A simple message like: ✅ “You need to work on XYZ skills” ✅ “Your experience wasn’t a match this time” ✅ “Here’s what you can improve for future roles” …can help them grow instead of leaving them stuck in a loop. If you’re not selecting a candidate, at least send them home with clarity. Feedback costs nothing, but means everything.