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.

If you think of feedback as a one-way conversation, that’s your first mistake. Feedback should always be a dialogue.

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.

“Yes, Rachel, and…” This is what I like to hear. If you’ve ever taken an improv class, you’re probably familiar with the “yes, and” approach to innovation. It’s when you agree, then add your ideas to the mix.

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.

How much does #workculture actually matter when you’re trying to hire? A heck of a lot. As you evaluate candidates, make sure to answer any and all questions about workplace culture with honesty and integrity.

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.

You will not burn a bridge with a hiring manager or a recruiter just because you decline a job offer. Provided, that is, that you handle it with grace.

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.

“So, Rachel, are you interviewing with other companies too?” Your first instinct might be to lie: “Nope! You’re my one and only!” But don’t do that.

Some people think of a recruiter as a replacement for a hiring manager. Not so. Here’s the difference, and how we work together.

Used to be, job seekers who showed a lot of “hopping around” on their resumes were red flags. Today, a 2-year stint seems less like a “quickie” and more like “a good learning experience.”

If you’ve been in the hiring world for long enough, you probably have an ingrained belief that a phone call is far more personal and professional than a message. But that mentality is a bit, well, old fashioned these days.

Want proof that a candidate has performed well in the past? Ask for examples. Looking for evidence that they can think quick on their feet? Pose situational questions.

Every company gets the importance of marketing the brand. But a lot of leaders forget to market the company as a great place to work, and that’s a mistake. Take the time to create quality marketing content around your hiring initiatives, and you’ll benefit from a higher degree of hiring success.

A good read on the @Glassdoor blog for HR on why employer brand efforts are critical to increasing the caliber of your job candidates, and your success in converting them to permanent employees.

A few best practices when (not if) you check references on an incoming employee: ✔️ Always disclose to the candidate that you check references. ✔️ Use a tool like SkillSurvey. ✔️ Check them early, not after an offer has been extended.

Settling conflicts in a remote-work scenario takes extra skill. As @SHRM reports, communication is key.

How to take over for a “bad leader” and get off on the right foot with your new team and organization.