Matt Erhard

One effective solution is to implement automated scheduling tools or software. These tools allow candidates to view your team's availability in real-time and select a time slot that suits them, eliminating the need for back-and-forth emails to find a suitable time. Popular scheduling tools include Calendly, Doodle, or scheduling features within applicant tracking systems. Integration with calendar platforms like Google Calendar or Microsoft Outlook can further simplify coordination and prevent scheduling conflicts. Additionally, leverage communication platforms such as Slack or email templates to send automated reminders and confirmations to both candidates and interviewers.

Before getting started doing demos, it's important to brainstorm all the features that would be important to you. For us, it was the need to stay organized, save time and provide value and insights to our clients. We also wanted an ATS that offered robust reporting and integrated external features such as scheduling an billing. Mapping this out in an excel spreadsheet and then doing a deep dive on each ATS will reveal which ATS systems offer what you might be looking for. The final stage is doing the demo, which is often done early on, but not helpful if you don't know what you're looking for. The demo is now a great chance to dig deeper on each one and ask specific questions to uncover if it will fulfill your needs.

Start by clearly defining the skills and traits necessary for success in the role, whether remote or not. Look for assessment tools that align with these requirements and provide comprehensive insights into candidates' abilities. Consider platforms that offer skill-specific tests, simulations, or challenges, depending on the nature of the position. Prioritize tools with features that support a remote hiring process, such as video interviewing capabilities and collaboration tools for remote team assessments. Look for platforms that emphasize fairness and inclusivity, providing a standardized and unbiased evaluation process for all candidates.

First, conduct comprehensive interviews that include behavioral AND situational questions to help assess a candidate's past experiences and their ability to handle various scenarios. Additionally, utilizing skills assessments and relevant tests specific to the job role provides objective data on a candidate's capabilities. Beyond formal evaluations, seeking feedback from previous employers or professional references can offer valuable insights into a candidate's work ethic and interpersonal skills. Leveraging technology, such as applicant tracking systems and data, can streamline the screening process and highlight patterns in a candidate's performance.

The most effective way to gather feedback on a job description is to employ a collaborative and diverse approach. Share the job description with internal stakeholders, including team members, managers, and HR professionals, to obtain insights on clarity, completeness, and alignment with organizational goals. Additionally, seeking external input from industry experts or professionals in similar roles can provide valuable perspectives and ensure that the job description aligns with industry standards.

Identifying the right candidate for a senior-level position takes a multifaceted approach. Firstly, you need a thorough and well-defined selection process. This includes creating a detailed job description and utilizing a targeted sourcing method. Additionally, involving key stakeholders, such as senior executives and team members, in the interview and evaluation process provides a holistic perspective on the candidate's suitability. Secondly, leveraging professional networks and executive search firms can be instrumental in identifying top-tier talent. These networks have access to a pool of experienced candidates, and their expertise in executive recruitment can streamline the search for the ideal candidate for a senior-level position.