Fran Moisa’s Post

2025 Recruitment Trends - the "Human " element Did you know that businesses that delivered personalized recruitment experiences saw a 20% improvement in retention over two years? Candidates felt valued, and the hiring process aligned with their long-term career aspirations (Stockholm School of Economics) So, how can you personalise your recruitment process to improve your retention rate? One of the areas that has the most impact is how you run and conduct your interview process. We’ve all been through those nerve-wracking interviews where it feels like we’re being interrogated at the police station. Or even worse, feeling like it was a waste of time - robotic, uninspiring, bland conversation. But when candidates leave your interviews feeling more stressed or bored than inspired, you’ve missed an opportunity to connect. Interviews should be a two-way conversation. Yes, you’re evaluating candidates, but they’re also evaluating you—and they need to walk away with a clear sense of what it would be like to work for your company, how it aligns with their career aspirations, and what value they could bring to the table. Not to mention that you, as the interviewer, are representing the business and its perception in the market, so creating an engaging experience, regardless of the outcome, benefits you immensely. If you want to elevate your interview experience, get in touch to set up a free consultation. Will you lead the change, or keep struggling with the same old frustrations?

Will you be able to hire better in 2025, or will you struggle even more than you did in 2024? At this time of the year, I usually put in my 2 cents on recruitment trends that will shape the next year, and for 2025 trends I won't talk about - Benefits - DEI Initiatives - Community Engagement - Automation These remain important factors and we have improved on them, but in the process, we left something behind. We forgot the "Human " Element in recruitment processes And this, more than anything else, will set you apart from your competitors in 2025 By making a conscious effort to elevate and "humanize" ( if you indulge me ) your candidate attraction & experience levels, you will already be ahead by miles against thousands of other businesses who are looking for exactly the same talent as you In the next few days, I will start sharing some examples of how you can start doing that, but as always, if you are sick and tired of recruitment beating you up and want to make a change for the better, you can DM me and we'll talk it over a coffee.

Is your interview process driving candidates away from you? Here's how to spot if that's happening: 1. The tone of the meeting is lethargic It feels more like an awkward conversation with an ex. There's no real engagement or insightful answers. You've spent an hour reading off a CV and job description with little to no meaningful interaction. Candidates will move on with companies that created an engaging and insightful discussion. 2. Inconsistent timelines Endless waiting between interviews, slow feedback, and a never-ending process. If you're struggling to reach the finish line, so are your candidates. 3. Repetitive process Multiple interviewers, but the same questions. If every stage feels like a rerun of the last, you're not uncovering new insights – just wasting everyone’s time. 4. Unclear value alignment Sure, they’re qualified and within budget, but do they want what you’re offering? If you’re unsure if your role is a long-term fit for them, it’s time to rethink. Do you recognise any of these 4 signs in your current process? If you do, now it's the time to take action and change that. Get in touch and start improving your interview process today.

Well well Happy Friday

There are 14 Fridays left until the end of 2024 And I am running out of jokes My life doesn't count So , help me out Drop your best Friday joke in the comments

All right, with school starting, I'm back in the 6 am routine Not happy about it, but it is what it is On a positive note, it's half eight and my brain is kicking So, here's the post for today Don't let fear stop you from moving forward If you keep going as it is , you will end up where you're heading Chilling thought, aye ? Do something about stuff that bothers you Bet on yourself Give yourself the same advice and support and trust you would give your best friend We tend to be our own biggest saboteurs , but try this trick If your best friend was in this situation now that makes you unhappy or scared or whatever challenging emotion you experience, what advice would you give them ? I know, very mindful, very intense for not barely 9 am Want to talk more ? Reach out

The biggest threats to your career are apathy and complacency It's not AI It's not the fact that Sam's cousin got the promotion you wanted And it's not the lack of training from your manager While these things and many more can be indeed unfair or uncomfortable, they are nowhere near as dangerous as you throwing in the towel and just going wherever the flow takes you You often hear recruiters telling you "Take charge of your career " It doesn't mean, at least not always, a new job. And a new job won't be a miracle if apathy or complacency is still present What it should mean and what I mean by it, is becoming an active participant in your work life - being intentional Take responsibility for your learning and development Become and remain curious about your work Work towards being the best professional you can be Advocate for yourself and commit to yourself and your well-being All of this takes a lot of work and resilience, it's not easy, but what is the alternative?

Candidate experience matters. More than you think. It can make or break your preferred candidate accepting your offer It will influence the perception that candidates have about you as an employer It will influence your ability to create a talent pipeline It will influence your ability to retain employees If you are experiencing : - Rejected offers - Low quality applications & engagement - High turnover - Prolonged search times It's time to look at how your current process reflects on the candidate experience - if you experience any of the above, chances are that your current process is working against you Want to fix this ? Reach out to schedule a consultation

In a few months, we will refer to the 2000s as 25 years ago ... Let that sink in Anyway, Happy Friday ... I guess :))

I asked ChatGPT to write me a controversial post about the recruitment process. The prompt was to "make it hurt" Valid points ( though not very controversial ) were raised by our ChatGPT mate over here and the two most common mistakes I see companies make are perfectly nuanced here: "1. Culture Fit Is a Mask for Bias: Let's be real—"culture fit" is often a lazy excuse to hire people who look, act, and think like the current team. If you're different, you have to work twice as hard to even get a foot in the door. " - courtesy of ChatGPT "2. Interviews Are a Game: We pretend interviews are a great measure of ability, but they reward charisma over competence. Do you know who gets the job? The best actor. And it’s time we stop pretending otherwise. " - ChatGPT hits again I can talk about all the points raised by Chaty over there, but I will focus on these two and their antidotes : Number 1—Become familiar with positive bias—what it is and how it shows up in your recruitment and promotion efforts. It's uncomfortable, but it's eye-opening, and it's 100% worth it to help your business become truly competitive and innovative. - 100% human-written advice by yours truly Number 2 - If you don't already use more objective interview evaluation methods, than the standard conversational and impression-based evaluation, it's time to start considering changing that - something as simple as an interview evaluation scoring system rating the interview performance of candidates can indeed be an eye opener - yours truly So, shall we challenge this together and make it better? You know what to do - DM and let's get the discussion going for a better recruitment process in your firm But first, coffee