Managing Candidate Expectations

Anti- #diversity, #equity, and #inclusion misinformation relies on doing more damage in a one-liner than a practitioner can refute in a paragraph. Here's a non-exhaustive list of some of the most common anti-DEI comments and both one-liner responses AND paragraph explanations to respond to them, from the perspective of a workplace leader or practitioner. Feel free to use and adapt as needed. 💬 Comment: "Just hire the most qualified for the role." ⚡ Short Response: "That's what we're doing. DEI creates a fair process and ensures a wide talent pool, to help us pick the best." 🌱 Longer Response: "That's what we're doing. We're ending hiring discrimination, creating a fair process for everyone that gives no special treatment, and attracting the best talent even if it takes a little more time and effort to find it. We won't tolerate managers hiring their friends or settle for the first person who meets the requirement, and we're glad you won't, either." [U.S.-Specific] 💬 Comment: "Quotas are discriminatory." ⚡ Short Response: "Quotas have been illegal since 1978; we do not use them." 🌱 Longer Response: "Quotas have been illegal since 1978; we do not use them. We are working to address hiring discrimination in other ways, including equalizing access to resources and education for all communities in our pipeline, casting a wide net with our recruiting efforts, training hiring managers, and ensuring a fair hiring process." 💬 Comment: "Talking about race and gender is part of the problem." ⚡ Short Response: "In the past, we tried that but it didn't work. We've learned that we have to talk accurately about why things aren't working for people so we can make them better." 🌱 Longer Response: "Numerous case studies of workplaces that chose not to acknowledge social identity found that, rather than end discrimination, this approach actually worsened discrimination. Even if it's uncomfortable, talking about the ways in which we all are different has been shown to help us learn how to make the workplace work for everyone." 💬 Comment: "DEI is part of a political 'woke' agenda." ⚡ Short Response: "We are making a healthy workplace that works for everyone." 🌱 Longer Response: "We are making a healthy workplace that works for everyone. We all have more to gain than lose when we end discrimination, respect and include everyone, even those with differing viewpoints or experiences from ourselves, and hire, promote, and develop people fairly regardless of who they are. What would you add to this list? What short and/or longer responses have you found effective at addressing misinformed comments around DEI?

I was interviewing with 3x organizations about a potential opportunity One made me an offer - but I wasn't sure if it was my "top choice" Or if I was even going to get an #offer from the other companies There was a 5-day timeline to provide a response 😣 I'm not kidding when I tell you that trying to make this decision put me in the fetal position on my basement sofa What do I do? What if I accept it and then another (better) offer comes? What if I stall for the other companies and this offer goes away? What if I pick the wrong one? It sounds silly, but this decision completely locked me up #quinnsights What did I do? I called 3x mentors to discuss the situation and get their advice They advised that I call the other 2x recruiters and explain that I received an offer (give them the salary + bonus amounts) and let them tell you what they will do So I did!! The 2nd company said "we'll match it" but getting everything done will be tight - you may need to ask for another day or 2 to consider the pending offer The 3rd company said they couldn't get anything done (so I wasn't really a top candidate) #militarytransition I ended up taking the first offer because I felt the role gave me more room to grow in the directions I needed to Called the 2nd recruiter back and told her (so she didn't do all the work to get an offer together for me to reject it) She thanked me And a little over a year later I joined EY (the 2nd company) at a higher level because of the experience gained at the 1st one My takeaway? 1 - always have multiple irons in the fire (if the 3rd company was my top choice, I would have been screwed) 2 - communicate openly & honestly with recruiters (if you really are a top candidate, they will work with you) 3 - you never know where life will take you (had I made the recruiter do all that work and then rejected, I may not have had the same opportunity a year later) 4 - make sure you have mentors in your desired field that you can literally call and they will pick up or call you back shortly (I needed advice ASAP) Thoughts?

Your team’s success hinges on the talent you bring on board. But a slow hiring process can sabotage that success before it even begins. Here’s why dragging out the hiring process is a hidden risk: ⏳ Top Talent Drifts Away: The best candidates aren’t waiting around. 60% of job seekers lose interest if the process drags on. Quick decisions keep them engaged. 🛑 Brand Reputation Takes a Hit: A lengthy process reflects poorly on your company. Negative candidate experiences spread like wildfire, scaring off other top-tier talent. 💸 Costs Skyrocket: Every day a position stays open, your costs climb. Lost productivity and extended recruitment efforts drain your resources. 🔥 Team Burnout: Your current team bears the load when roles go unfilled. This can lead to burnout, decreased morale, and even turnover. 🚪 Opportunities Slip Away: Business moves fast. A delayed hire could mean missed opportunities that your competitors won’t hesitate to grab. Here’s how to avoid the pitfalls: 🎯 Streamline Your Process: Cut unnecessary steps and move quickly. The faster you act, the better your chances of securing top talent. 📅 Set Clear Timelines: Communicate expectations up front. Keeping candidates in the loop maintains their interest and commitment. 🛠 Empower Your Hiring Managers: Give them the authority to make decisions swiftly. Don’t let bureaucracy slow you down. 💡 Focus on Candidate Experience: Even a fast process can be a positive one. Make every interaction count. Did you know that 80% of top candidates are lost to slow hiring processes? That’s a risk you can’t afford to take. In my upcoming post, I’ll share actionable tips to speed up your hiring and secure the talent your team needs. 🚀 Don’t let the best slip away. Act fast, hire smarter!

𝗧𝗵𝗲 𝗦𝗸𝗶𝗹𝗹𝘀 𝗧𝗵𝗮𝘁 𝗠𝗮𝘁𝘁𝗲𝗿 𝗠𝗼𝗿𝗲 𝗧𝗵𝗮𝗻 𝗔𝗻𝘆 𝗗𝗲𝗴𝗿𝗲𝗲 Recently, I was asked by a young professional, “What’s the best skill to have to succeed?” And the answer isn’t what most people expect. We often assume success comes from mastering technical knowledge, building expertise, or learning the latest tools. And while all of that matters, there’s one category of skills that consistently makes the biggest difference… and ironically, we still call them “soft.” But there’s nothing soft about them. Skills like communication, empathy, emotional intelligence, adaptability, and active listening are becoming the hardest to master. Technical skills can be taught. Tools can be learnt. AI can automate tasks. But understanding people, motivating them, building trust, navigating conflict, leading with empathy… now that’s far more complex. And far more enduring. The workplace is evolving too. Not many businesses have rigid hierarchies or predictable environments. People are now collaborating across cultures, generations, and time zones… often virtually. In this world, success depends not just on what you know but also on how you connect, communicate, and lead. These so-called “soft” skills demand awareness, patience, humility, and a genuine commitment to growth — something no degree or certification can teach. Maybe it’s time we stop calling them “soft” and start calling them what they really are… 𝗰𝗼𝗿𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲. What’s the one “soft” skill that’s made the biggest difference in your professional journey?

Talking about money in an interview isn’t awkward. What’s awkward is spending hours in a hiring process only to find out the salary was never even close to what you need. In an ideal world, every job advert would include the salary. But they don’t - and not because employers are being sneaky. It’s usually down to politics, pay structures, or wanting to avoid tough conversations internally. So where does that leave you as a candidate? The very first conversation you have - with a recruiter, HR, or the hiring manager - is where salary has to be raised. If you’re not talking money before the actual interview process begins, you’re wasting your time. Now, I get the dilemma when you’re asked: “What salary are you looking for?” Go too high and you risk pricing yourself out. Go too low and they’ll lock onto that number. So here are three ways to flip the question back on them: “It’s great you’ve brought this up. I’d really love to understand more about the role and the banding you’ve budgeted for, so I can see where my experience might sit within that.” “Rather than giving you a figure myself, I’d be interested to hear what salary range you had in mind for a candidate with all the skills and experience you’re looking for.” “I’d love to understand the salary range your company has in mind before sharing my expectations.” My advice? Don’t sit and wait for them to bring it up. Ask. If it’s within your range - brilliant. If it’s close enough and the culture and growth opportunities make sense, it could still be worth pursuing. The only real mistake is not asking at all. 👉 How do you handle the “salary expectations” question? -- #LinkedInNewsAustralia

Contrary to the new US administration, many companies and marketing teams still fully recognize the societal and business reasons for DEI. Hence they are not changing strategies but rather adapting new ways to achieve them. Some companies are choosing to publicly reaffirm their commitment to #DEI principles, but most are adjusting language and focusing on policies and commitments rather than specific DEI terminology and metrics. Others are reviewing how their DEI policy and actions in #marketing may be received in other cultures. During more than 20 years of #leadership positions within the FMCG and marketing industry, I have personally witnessed the benefits of team #diversity and the positive impact of DEI on the bottom line. However, in the current climate I would recommend CMOs to consider the following: 1. Acknowledge the Confusion: Recognize the uncertainty and conflicting viewpoints and address them transparently. 2. Focus on Core Values: Ground your work in the company values and commitments to ensure authenticity and consistency. 3. Adapt Language to emphasize business benefits, like ‘growth audiences,’ ‘business policies,’ and ‘future commitment.’ 4. Emphasize that #Inclusivity is a business growth strategy: Explain that appealing to broader, more diverse audiences is critical for business growth and relevance. 5. Stay Informed on Legal and Political Developments: Monitor legal and political developments related to DEI and adjust your strategies accordingly. 6. Support Employee Resource Groups: Continue to support ERGs and other initiatives that promote diversity and inclusion for your organization. 7. Transparency: Communicate transparently with employees and stakeholders about your efforts and the reasons behind any changes. 8. Global Considerations: Be aware of the nuances of DEI in different cultures and regions and adapt strategy as needed. 9. Relevance: Ensure your brand stays relevant to a diverse set of audiences by understanding their needs and preferences. Is your organisation adjusting its #DEI policies due to the pressure from the current US president? and how do you personally feel about that? keen to hear about your view on this important subject.

United Airlines has been my airline of choice since they merged with Continental, and it's one of the few brands that has my absolutely loyalty as a customer. And currently, they are having success with "oversharing" around their delays - and it's working with greater customer satisfaction since implementing this strategy. This is something I've noticed in recent months. Looking at my texts, I can see where they let me know that we'd be delayed due to limits on the number of flights allowed to land due to construction at SFO. Another was a technical issue, with regular updates on their efforts to find a new plane. Most travelers know that delays are part of the game, and often outside of the control of airlines. I don't think most of us are unreasonable when faced with delays. The issue is often the lack of information - not knowing why the delay exists, what's being done about it, and estimates on when the issue will be resolved. Recruiting professionals out there, take note because we can learn something from this when it comes to candidate experience. Transparency builds trust, and it leads to a better experience for everyone involved. 1. Embrace the "no update update" Sometimes, just being told you need a bit more time to review an application or have scheduled all of the interviews needed can alleviate a lot of anxiety vs someone applying and sitting in an applicant pool for weeks or months on end! At Zapier, we try to communicate every 7 days...we may miss the mark sometimes, but our hope is that candidates are never wondering where they stand. 2. Share "the why" Airlines have always let us know when there's a delay - that's not new. But sharing the "why" behind it is. That can feel scary, especially if the news is something like, "we've extended an offer, but think you're amazing and if it doesn't pan out, we'd love to hire you". But candidates ultimately appreciate it, AND it shows them they can trust what your company tells them. Offering feedback after interviews is another way to do this and leave people feeling a less confused around rejections. 3. Tell people what to expect Let candidates know who they are interviewing with. Let them know what topics will be discussed. Tell them how you plan to set their compensation. The more information you can provide candidates, the better the experience will be for everyone. If any of these seem hard, there are tons of tools out there that can help. candidate.fyi creates a candidate hub making it easy to share this info directly with candidates (and empower candidates in a variety of other ways). Crosschq provides an arsenal of data, and one of my favorites is color-coding candidates so you can see when a candidate needs communication. And most decent ATSs will help you automate those "no update updates". It doesn't take significantly more effort to create a significantly better candidate experience - just lean into transparency!

Managing multiple interview processes at once is a good problem to have. Until you're stuck between: A company pushing for an answer by Friday. Another one scheduling final rounds next week. And a third that's moving at a glacial pace. Here's how to manage it without dropping the ball: 1. Track everything in one place. Don't rely on memory or scattered notes. Create a simple tracker with: - Company name - Current stage - Key contacts - Next steps and deadlines - Your level of interest (High/Medium/Low) This keeps you strategic, not reactive. 2. Buy time without killing momentum. If Company A needs an answer but you're waiting on Company B, use this: "I'm very interested in this role and want to make the right decision. Would it be possible to have until [specific date] to finalize? I want to ensure I'm giving this the full consideration it deserves." Most companies will give you 3-5 business days. Don't ask for a week when you need two. 3. Accelerate slower processes strategically. If Company C is dragging and you have a deadline from Company A, reach out directly: "I wanted to check in on timing for next steps. I'm navigating a few opportunities right now and would love to keep [Company Name] top of mind as I make my decision." This signals interest and urgency without sounding desperate. 4. Be transparent You don't owe anyone a full breakdown of your pipeline. But if you're in final rounds with multiple companies, you can say: "I'm exploring a couple of strong opportunities right now. This role is a top priority for me, and I want to make sure we're aligned on timing." This shows you're in demand without playing games. 5. Don't accept an offer just because it came first. The best offer isn't always the fastest one. If Company A extends an offer but you're waiting on your top choice, it's okay to say: "Thank you for this offer. I'm very excited about the opportunity and would like to finalize my decision by [date]. Is that timeline workable?" Most companies will wait if they want you. The key to managing multiple processes: Stay organized. Communicate clearly. Don't rush the decision. Because the right role is worth the extra effort to navigate it well. Have you ever juggled multiple offers? What's the hardest part?

“It is crucial for freshers aspiring to secure a place in today’s highly competitive talent market to understand that technical skills, while crucial, is only a part of the skillset required to thrive in our fast-evolving times,” says Shaji Mathew, Chief Human Resources Officer at Infosys. That said, how do LinkedIn’s Top Companies fare when it comes to attracting entry-level professionals? According to LinkedIn’s latest data, entry-level hires account for 45% of the workforce in India’s Top Companies, with more than 5,000 employees. And the figure is 37% at the Top Companies with fewer than 5,000 employees. In fact, among the large companies, the percentage of entry-level roles at Atlassian and Infosys stands at 47% and 35%, respectively. So, what makes these companies a sought-after destination for freshers? Clear career paths, ongoing skill development, growth opportunities, continuous education programmes, competitive pay, and a supportive work environment are some of the ways that Infosys attracts and retains young professionals, adds Mathew. The data also reveals that the average age of employees in both the large and midsize companies is 32. Bachelor’s emerged as the most common degree for 54% of employees at large companies, and for 41% at midsize firms. Among them, computer science emerged as the most common field of study, the data adds. Given this, what qualities do top companies look for in freshers? Employers are increasingly seeking applicants who bring curiosity, creativity, and initiative — soft skills that help professionals adapt and thrive with the rapid pace of AI and digital transformation, Mathew adds.  What skills are you looking to build to get hired for an entry-level role at a top company? Share your thoughts in the comments section. Check out the LinkedIn Top Companies in India with more than 5,000 employees here: https://lnkd.in/INTopCompanies25. And, check out the LinkedIn Top Companies in India with fewer than 5,000 employees here: https://lnkd.in/TC25MidsizeIN ✍️: Shivani Malik 📊: LinkedIn Economic Graph Research Institute 📷: Getty Images #LinkedInTopCompanies #FresherHiring #HiringAlert

If you accept the first salary offer, you just left money on the table. Most people do this. They get an offer, and instead of pushing back some… they just take it. That’s exactly what one of my students almost did, until I showed them how to negotiate like they should. Here’s what happened: They were working as a Systems Engineer and landed an offer for $10K more than their current salary. Not bad, right? But then they did some research. The market rate for their role was actually $10K-$20K HIGHER than what they were offered. So they came to me and said, “Broadus, I know I deserve more, but how do I ask for it?” This is what I told them: You don’t just ask for more money. You PROVE why you’re worth it. Here’s the exact script I gave them: 👉🏾 Hey [Recruiter’s Name], based on my research and experience, I’d love to revisit the salary discussion. Here are four key reasons why: 1️⃣ I’ve been in an engineering role for over a year and a half, gaining the necessary experience. 2️⃣ During interviews, hiring managers told me I exceeded expectations. 3️⃣ As an internal hire, I understand the company’s process, reducing ramp-up time. 4️⃣ I already have 70-80% of the required skills for this position. Based on industry data, this role in my location typically pays between $X and $Y. 👉🏾 What are the chances we can meet at [$X] instead? And guess what? The recruiter came back with a $10K increase. Here’s why this works: 👉🏾 It’s a logical, value-based argument, not an emotional plea. 👉🏾 It provides specific proof, you’re showing, not just telling. 👉🏾 It uses market data, you’re backing your ask with facts. 👉🏾 It’s a COLLABORATION, not a demand, the phrase “What are the chances?” makes it a discussion. If you’re about to negotiate your salary, do these three things: ✅ Research your salary range (Glassdoor, Levels.fyi, LinkedIn Salary Insights). ✅ List out your key value points, what makes you the best choice? ✅ Use this script and ask with confidence. The first offer? It’s NEVER their best offer. Negotiate. Ask. Demand your worth. If you want more real-world strategies to land high-paying cloud roles, drop a "Script" in the comments, and I will send you a script you can use on your negotiations!