Andrew Sasser’s Post

Some of the smartest people you know never make it past the first interview. Why? Because they don’t “present” the way hiring panels expect. They’re not loud. They don’t nail a behavioural question with a rehearsed story. But give them the job? They’ll outperform your top picks every time. Too many recruitment processes are designed to reward confidence, not competence. And it’s not just unfair, it’s bad business. We call it lazy hiring. #Recruitment #BiasInHiring #TalentStrategy

Sure, the recruiter gave you a brief about the role and you did your homework on the organisation. But never leave the interview without asking 2–3 thoughtful questions. It shows genuine interest and helps you evaluate if the company is the right fit for you too. #JobSearch #InterviewTips #Recruitment #CareerGrowth

“We’ll get back to you.” It’s the phrase that usually kicks off the overthinking cycle once you walk out of an interview. But does it always mean no? The truth: 56% of the time, it doesn’t. Sometimes as recruiters, we genuinely need time — to align with managers, compare candidates, or finalize next steps. ✅ So instead of jumping to conclusions, give the process some space. ✅ Keep your job search active (never pause for one opportunity). ✅ And if you don’t hear back in 2 weeks, follow up professionally. “We’ll get back to you” isn’t always a closed door. Sometimes, it’s just a waiting room. #RecruitmentTips #InterviewInsights #JobSearch #CandidateExperience #HRCommunity #CareerGrowth

“I need three deals. I’ve got three first interviews booked - they’re all good candidates. So I should be fine, right?” Me: What’s your interview-to-placement ratio? Recruiter: “Err... not sure. Think it’s 4:1? Our manager logs it somewhere.” I’ll have a version of this conversation a lot over the next week. It’s the end of the quarter. Everyone’s reviewing targets, forecasting Q4 and crossing their fingers. The happy ears are on. But way too many recruiters are guessing their numbers or relying on KPIs from someone else’s desk... ten years ago. If you don’t know your ratios right through your placement (and BD) process then you’re flying blind. ✅ Ratios tell you how much activity is needed to hit a result ✅ They highlight gaps in your process ✅ They help you take ownership of your desk They’re not just numbers. They’re your roadmap to consistency. Know them. Track them. Own them. That’s how you move from reactive to reliable. 👉 Are you (and your team) clear on your core ratios?

Are you a hiring manager striving to run interviews that are fair, structured, and impactful? Our latest e-guide is here to help! It’s packed with practical advice on everything from preparing and structuring interviews to asking the right questions and minimizing bias. Whether you're hiring for permanent, contract, or temporary roles, this resource is designed to help you achieve better outcomes and uncover candidates' true potential. 📥 Download the guide here: We’d love to hear from you—what’s your go-to strategy for ensuring every interview brings out the best in a candidate? #RobertWalters #HiringSuccess #InterviewTips #FutureOfWork

Stop trying to fill a seat. Start by defining what success actually looks like. If a role has no clear goals, every interview becomes guesswork. • The team is unaligned • The questions are vague • And the wrong people move forward Here is a better way: ✅ Write 3 clear outcomes for the first 90 days ✅ Share them with everyone involved in the hiring process ✅ Align every interview question to test for those outcomes Speed follows clarity. And clarity leads to better hires. At TRC Talent Solutions, we help companies go beyond job descriptions. We help define success, structure smarter interviews, and hire with confidence. Let’s build a better process. Brian.Broome@trctalent.com

When youneed immediate joiners, why do you take an era to finish interviewing? Every person who needs immediate openings are people who simply cannot wait assomething disastrous maybe round the corner.  Breaking their hopes does not speak well of your or the companies authenticity.  Stop mentioning immediate requirements of you cannot finish interviews within a week and give the offer letter. 

If I am interviewing you and I ask whether you have researched the company/product, and your answer is "No"… That’s already a negative point for me. Why? ✅ It shows a lack of preparation. ✅ It signals low interest in the role. ✅ It’s a missed opportunity to connect your skills to our work. You don’t need to know every detail about the company, but at least having a basic understanding of what we do and why we exist goes a long way. 💡 Interview tip: Even 10–15 minutes of research before an interview can completely change the impression you leave. #InterviewTips #CareerGrowth #JobSearch #CareerAdvice #Hiring #Recruitment #JobInterview #InterviewPreparation #PersonalBranding #CareerDevelopment #InterviewSkills

“Do you have any questions for the interviewing panel?” Too many candidates respond with: “No, I do not have any questions.” That’s a missed opportunity! The questions you ask in an interview can showcase your intelligence, curiosity, and alignment with the role. Don’t waste it, come prepared with thoughtful questions (at least 2) that highlight your value. #JobSearch #InterviewTips #CareerGrowth #TheCorporateMatchmaker

Another business owner told us: “I can’t spend weeks interviewing and onboarding when I need someone yesterday.” Hiring is rarely fast. Between resumes, interviews, and reference checks, you can lose weeks before anyone sets foot on the job. Meanwhile, the actual need doesn’t wait. We hear this from small businesses all the time - the speed of hiring doesn’t match the speed of business. If you’ve been in that spot, how have you solved it? #hiringtakestoolong #smallbusiness