Julia Porto’s Post

Want to attract the best talent? Start with accessible interviews. Many qualified candidates with disabilities never make it past the interview stage, not because they lack skills, but because the process creates unnecessary barriers. Here are three immediate changes that open doors: 📋 Before the Interview Always ask candidates if they need accommodations during scheduling. This simple question shows you're thinking inclusively from day one. 📋 During the Interview Focus on abilities and job-related skills. Ask "How would you approach this task?" rather than "Can you do this task?" 📋 After the Interview Provide clear next steps and timelines. Uncertainty affects everyone, but particularly candidates who may have experienced discrimination before. These adjustments cost nothing but signal everything about your company's values. Ready to improve your hiring process and access overlooked talent? Let's talk. 👉 https://vist.ly/46y7w #staffingagency #employment #employer #recruiter #recruiting #recruitment #GaltInsights

🚀 We’re excited to announce our new partnership with InterviewAI! At Humanly, our mission is to make hiring more efficient, transparent, and human-centered. That means supporting both recruiters and candidates throughout the process. With InterviewAI, candidates can: ✅ Practice interviews in real time ✅ Receive personalized feedback to improve performance ✅ Build stronger resumes and cover letters ✅ Track progress and build confidence before interviews Why it matters: -Candidates are more prepared and less anxious -Hiring teams engage with applicants who can show their true potential -The process becomes more inclusive, transparent, and fair Together, Humanly + InterviewAI are helping reduce candidate resentment and create a better hiring experience for everyone. 👉 See how this partnership can transform your candidate experience: https://lnkd.in/gWkHicpw #FutureOfWork #Hiring #CandidateExperience #AI #InclusiveHiring

🌟 Big news: InterviewAI is partnering with Humanly! Our mission has always been to help job seekers feel prepared, confident, and ready to show their best selves in every interview. This partnership brings that mission to even more candidates while also giving hiring teams a clearer view of true potential. What this means for our community: ✅ More visibility for the value of preparation in hiring ✅ Stronger alignment with a platform dedicated to fairness and transparency ✅ A step toward interviews that work better for both candidates and employers We’re excited to see InterviewAI’s impact grow as part of Humanly’s vision for a more inclusive hiring process. 👉 Read the announcement: https://lnkd.in/gWkHicpw #CandidateExperience #FutureOfWork #InclusiveHiring

🤝 A candidate’s experience during the hiring process reflects your employer brand. From my own roles, I’ve seen that simple steps make a big difference: ✔️ Clear communication at every stage ✔️ Respectful, timely feedback ✔️ Structured interviews for fairness Even candidates who don’t get the role should leave with a positive impression of the company. After all, they might be future hires — or future customers. How do you ensure every candidate leaves your hiring process with a positive impression? #CandidateExperience #EmployerBranding #TalentAcquisition #HR

I used to think the hardest part of hiring was sourcing candidates. Turns out, most firms lose the best talent before interviews even begin, because of subtle bias in job descriptions and unstructured interviews. Here’s what I learned: 1. Unbiased Job Descriptions Matter Gender-neutral language: Replace “he/she” with “they/their,” and swap masculine/feminine-coded words for neutral alternatives like “goal-oriented” or “team-player.” Clear, accessible language: Avoid jargon, acronyms, and long lists of “must-haves” that unintentionally filter out qualified candidates. Inclusive titles: Use “software engineer” instead of “rockstar coder,” “firefighter” instead of “fireman.” 2. Structured Interviews Reduce Bias Standardized questions: Ask every candidate the same questions in the same order to avoid “likability bias.” Scoring rubrics: Grade answers objectively on merit, not gut feeling. Behavioral + situational questions: Focus on skills and past performance, not shared backgrounds. Diverse panels & limited chit-chat: Multiple perspectives + minimal small talk reduce affinity bias. Here’s the kicker: these simple practices don’t just make hiring fairer, they make it smarter. Firms using inclusive, structured approaches attract more qualified, diverse candidates, shorten time-to-hire, and build teams that actually perform. If you’re still relying on old-school job posts and free-flow interviews, you’re leaving talent and revenue on the table.

Hiring in 2025: It’s all about Experience 🌟 Top talent today doesn’t just look at salary or job title — they notice the entire hiring journey. From the job description to the interview to the final offer, every touchpoint shapes how they see your company. That’s why organizations are now focusing on: ✅ Clear and engaging job descriptions ✅ Respecting candidates’ time during interviews ✅ Sharing timely feedback These small shifts don’t just improve hiring speed — they also build a stronger employer brand. At Effective Reserves Reserves, we work closely with companies to simplify hiring and create a smoother experience for both sides. Because in the end: a great candidate experience attracts great talent. #HiringTrends #RecruitmentSimplified #EmployerBranding #EffectiveReserves

There’s one small shift I’ve seen (and experienced first-hand recently) in the candidate selection process that is showing big results: Sharing interview questions with the candidates in advance. I’m sure some folks worry that this will lead to rehearsed answers, but here’s what TA (talent acquisition) folks have underscored to me instead: ✅ Candidates show up more confident ✅ Interviews focus on substance, not nerves ✅ Reduced bias toward “polished” over “prepared” The results? More diverse hires, deeper conversations, and better insight into how candidates think. Sometimes equity isn’t about reinventing the wheel, but instead, rethinking power and access. If equity is about access, where else in your hiring process could you open a door? #InclusiveHiring #HRLessonsFromTheField #EquityInAction #PeopleAndCulture

📊 In a poll I ran last week, 60% pointed that the most frustrating part of job applications is no feedback. And here’s the truth: Candidate experience impacts your employer brand, and it directly affects how you attract top talent. In fact: 🌟82% of candidates say candidate experience influences their decision to accept an offer. 🚫76% would reject an offer after a poor interview experience. ✅ Companies that prioritize it see up to a 70% improvement in hire quality. That’s why I put this carousel together with practical tips you can apply right away to improve your candidate experience If you care about better hires, stronger employer branding, and a more human hiring process, this is where to start. 💬 I’d love to hear your take: What’s the single biggest improvement employers could make to candidate experience right now? #CandidateExperience #EmployerBrand #FutureOfWork #HiringProcess #HiringDoneRight

Why Candidate Experience Matters in a Fast-Paced Hiring World! As a recruiter, one of the things that always strikes me is how fast everything can move. I’ve spoken to candidates one day, and within 48 hours, they’re already sitting in an interview. For those of us on the recruiting side, it’s a whirlwind to keep up with and I know for candidates, it can feel just as overwhelming. Behind every résumé I review and every interview I schedule is a person putting their trust in the process, often juggling nerves, hopes, and timelines. That’s why I believe hiring should never just be about speed, it should also be about care. I’ve been lucky to work on teams that prioritize candidate experience while also making the process smoother for hiring managers. When it’s done right, candidates feel respected and supported, and hiring teams get the right people on board faster. I know how stressful the job search can be, and I want every candidate I connect with to feel heard, valued, and guided not just rushed through a process. If your team is struggling to balance fast hiring with a meaningful candidate experience, I’d be glad to share what’s worked for me. #Emids #RecruiterLife #CandidateExperience #HiringWithCare #TalentAcquisition #JobSearchJourney #HumanSideOfHiring #RecruitmentInsights #HiringExcellence #FutureOfWork #PeopleFirstHiring

The first time I sat on the recruiter’s side of the table, I thought I knew what to expect. A candidate comes in, I ask questions, they answer, and we move forward. Simple, right? Except, it wasn’t. One candidate walked in and instead of nervously waiting for me to begin, they started the conversation with a smile and asked me, “So how’s your day going?” It caught me off guard — because in that moment, I realized interviews are not one-sided. They are a two-way street. We often forget that while companies are evaluating talent, candidates are quietly evaluating us too. How do we treat them? Do we listen or just nod? Do we create a welcoming environment, or do we make them feel like they’re being interrogated? That small moment reminded me: the candidate experience matters. A simple interaction can shape how they view your company — not just as a potential workplace, but as a culture. Ever since then, I’ve tried to remember that interviews are conversations, not interrogations. And recruiters are not gatekeepers — we’re ambassadors of the company. Sometimes the real test isn’t how candidates answer our questions. It’s how we answer theirs. #HumanResources #Recruitment #Hiring #TalentAcquisition #CandidateExperience #EmployeeExperience #HRInsights #WorkplaceCulture #PeopleAndCulture #EmployerBranding #CareerGrowth #FutureOfWork #ProfessionalDevelopment #LeadershipDevelopment #WorkplaceWellbeing #HRProfessionals #RecruitmentTips #HiringProcess #HRStrategy #WorkplaceLearning #BusinessGrowth #LinkedInCommunity #JobSearchTips #CareerAdvice #EmployeeEngagement #OrganizationalCulture #SoftSkillsMatter #LeadershipMatters #HRLeaders #EmployeeRetention #RecruitmentProcess #InterviewTips #ProfessionalGrowth #WorkplaceTrends #HRBestPractices #JobMarket #CompanyCulture #BusinessLeadership #HumanCapital #WorkplaceSuccess #HRCommunity #RecruitmentLife #InterviewExperience #PeopleManagement #WorkplaceSuccess #CareerOpportunities #RecruiterLife #FutureOfHR #CorporateCulture #WorkforceDevelopment