Should you reject candidates if they fake answers during interviews, or does faking make them good candidates? According to various academic journals, faking answers is a nuanced topic, and the ability to fake answers could lead to positive hiring outcomes for a company. So, before you reject that candidate you suspect is faking answers, haveContinue reading “Why you should hire candidates that fake answers during interviews”
What should you assess when interviewing candidates? Intuitively, we test software engineers on their code or pilots on their piloting skills, but we can’t stop there if we want to hire a great match for a company. Some managers use the often biased “culture fit” interview, while others overcompensate with more tech tests. To avoidContinue reading “Three traits you need to assess when interviewing candidates for a job”
I’ve always wondered if I should be a friendly recruiter with candidates. Does it matter if I’m friendly? Or do candidates prefer a person that keeps the relationship purely professional? To my surprise, there’s academic research done on the topic of recruiter friendliness by workplace and management professors. This research shows that recruiter friendliness mattersContinue reading “Why being a “friendly recruiter” matters, according to science”
Our podcast guest today is Kaylee Parkinson from Papercup! Kaylee is an experienced people / HR manager with a background in tech / graduate recruitment and a passion for inclusive workplaces. We talked about her transition from recruitment into a People function, inclusive workplaces, feedback cultures and the role of recruitment in creating a diverseContinue reading “Inclusive workplaces with Kaylee Parkinson (Head of People – Papercup)”
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