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The interview process is an intense experience, often filled with anticipation and nerves. Once it's over, it's important to take a moment to reflect on your performance. Ask yourself what went well and what could have been better. This self-assessment can be invaluable for future interviews, helping you to continuously improve.

This week I want to talk about job offers, this is so important to get right, but often overlooked – the psychology behind job offers. Securing top talent isn't just about the job itself; it’s also about how you present that offer. The way you structure and deliver a job offer can really influence a candidate’s decision and set the tone for their entire journey with your company. So, let’s chat about what a bad offer says, what a good offer communicates, and some tips to make sure your offers are irresistible!

In a recent team discussion, we identified a recurring challenge for candidates in today’s competitive market: the increased emphasis on quantifiable accomplishments, such as increases in fee revenue, new clients or work secured and team growth during the screening and interview process.

The power of a Thank you note is completely overlooked these days.

Developing mentorship programs that combine structured guidance with the flexibility for mentees to explore their interests can create an environment where Gen Z employees feel valued and understood.

In today's dynamic job market, the pace of a company's hiring process can significantly impact its success in attracting and retaining top talent. Whether it's a candidate-driven market or an employer-driven one, the best candidates will always have multiple career options. Yet, many companies fall into the trap of a protracted hiring process, unaware of the damaging consequences it can have on their overall recruitment strategy and organisational health.