An interview is in the vast majority of cases a meeting of two parties in unequal positions - the HR professional who is a "professional" in conducting interviews and who has the power to make a formal decision about recommending or directly hiring a candidate on one side, and on the other side the candidate for whom the interview is usually an exceptional activity, an activity bringing a greater or lesser degree of stress, whose result they cannot influence with one hundred percent certainty. From this simplified perspective, interviews could be compared to university exams.
However, truly good candidates turn this dynamic around. They come prepared with thoughtful questions that show their interest in the company, the role, and their potential career path. These questions demonstrate critical thinking and help them evaluate whether the position is right for them.
Be prepared for questions about company culture, growth opportunities, team dynamics, success metrics, and the challenges facing the role. The best candidates want to ensure they are making the right decision too.
Ta članek vam bo zagotovil celovit pogled na široko paleto možnosti za načrtovanje razgovorov v ATS Recruitis.
In addition to measuring SLA directly on the ATS Recruitis homepage, you can have a report generated via email.
When rejecting a candidate, you can record the reason for rejection, which is automatically reflected in your statistics and reports, and also serves as a tool for searching candidates in the database. This allows the reasons to be best tailored to your needs.
A plugin enabling saving candidates from LinkedIn and several other portals.