“So, Rachel, any last questions?” You’re in a high-stakes interview, and your inclination is to be agreeable: “Nope, I’m all set!” But that would be a mistake.

You see or hear about a job you’re interested in. You’re eager to apply or speak with the recruiter, but you wait. That delay could hurt you.

For the bulk of companies new to remote work, this shift has changed views on workplace culture and geography and has eliminated previous constraints within the world of talent sourcing.

Requesting work samples, projects or scenarios from candidates is one way to deepen your understanding of a potential new hire’s capabilities and can drastically improve the outcome of your hiring decisions. Here are some thoughts to keep in mind to help ensure your organization maintains a positive candidate experience.

Are you still using an old Hotmail or — shudder — AOL email address? Don’t. Not if you want a new job, anyway. Today’s hiring managers want to know you’re technically astute enough to have a modern (think Gmail) email account or, even better, your own domain name.

An incredibly talented employee who constantly misses deadlines is not a business asset. Neither is someone with excellent technical skills who is abrasive with co-workers.

Just as marketing staff ensure a consistent branding strategy to attract customers, hiring managers need an employer branding strategy to engage potential hires.

If you’re new to the hiring manager role or you haven’t hired in a while, consider these best practices to make the process a positive one for both you and your candidates.