An entrepreneur with a passion for Business and Sales.  "Solution-based thinking" 

I’ve heard this sentence in so many calls it could be a drinking game:
“They looked perfect on paper.”

And usually, they did.

Strong CV.
Big names.
Great presence.

Three months later, the same team is quietly compensating for gaps.
No drama. No one’s “at fault.”

Just a mismatch that was invisible at the start.

Resumes tell stories.
Interviews sell stories.
Only work reveals truth.

How early are you actually seeing the truth?

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Product Advisor

Director Of Sales And Business Development

Sales Leader

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🍉 Placing people in their dream jobs

One of the hardest truths in hiring:

A poor performer isn’t always a poor candidate.
They’re often just in the wrong role.

Without skills-based screening, misalignment looks like incompetence.
With it, it looks like redirection.

That’s kinder.
And smarter.

Ensar Ziga

Candidates don’t leave companies.
They leave processes.

Five rounds.
Unclear feedback.
Long silences.

By the time the offer comes, excitement is gone.

Here’s the paradox:
Long processes are meant to reduce risk.
They often increase it.

Good candidates don’t wait forever.
They choose clarity.

What does your process communicate when viewed from the other side?

On avg top performers are gone within 15 days, so yes, someone just stole your candidate🤪

You were under pressure.
Role open too long.
Hiring manager pushing.
Pipeline thin.

So you moved fast.

That decision made sense in the moment.
And now you’re paying for it in slow motion.

Speed isn’t the enemy. Unverified speed is.

Fix: ⬇️
Add one objective checkpoint before interviews.
One signal that doesn’t care about urgency.

The 10-minute hiring reality check

Do this today:

Answer these honestly:

1. Where do candidates drop off?
2. Time from application to decision?
3. Which hires performed best last year and why?
4. What do you assess that doesn’t predict performance?
5. Which step adds zero value? Could you remove it?

If these are hard to answer,
Your hiring process is guessing.

#Hiring #Recruitment #EmployerBranding #TestGorilla

One of the most uncomfortable moments in hiring meetings:

Silence after an interview.

“He didn’t really say much...”
“She wasn’t very confident...”

And then the decision stalls.

I’ve seen this flip completely once data enters the room.

Strong test results don’t argue.
They don’t defend themselves.
They just sit there and change the conversation.

Interviews reward volume.
Work rewards clarity.

Who is your process biased against right now?

Hiring mistakes don’t explode.
They leak.

Extra follow-ups.
Missed deadlines.
Subtle frustration.

Managers stop trusting the process.
They stop trusting HR.
They start hiring defensively.

That’s when collaboration breaks.

Evidence upfront isn’t about control.
It’s about protecting relationships downstream.

Who absorbs the cost of hiring mistakes in your org?

Your biggest hiring competition isn’t another company.
It’s attention.

Every candidate scrolls past your job post the same way buyers scroll past ads, so if your process looks like everyone else’s, you’ve already lost.

People remember experiences that feel fair, fast, and human.
That’s what testing gives them.

You can’t compete for attention with the same playbook from 2010.
You win by being different, and proving you’re different.

#Hiring #Recruitment #EmployerBranding #TestGorilla

Talent Acquisition today feels like speed dating with consequences 😆

Thirty minutes to decide if someone will:
– perform
– stay
– grow
– fit the team

All while everyone is smiling.

TA teams aren’t failing.
They’re being asked to predict the future with limited data.

That pressure builds fast.

Hiring gets easier the moment you stop asking TA to guess
and start giving them signals.

What signals are you giving your TA team today?

Hiring feels harder because expectations are higher and tolerance is lower.

Teams move fast.
Mistakes cost more.
People leave quicker.

Old hiring methods weren’t built for this pace.
Interviews alone worked when roles were slower and careers were linear.

Today, hiring needs evidence early or regret later.

Which era is your hiring process still living in? 1957 or?

If you’re honest with yourself, you already know where this went wrong.

You didn’t hire a bad person.
You hired without verifying the work.

You trusted the interview.
You trusted alignment.
You trusted your instinct.

And now you’re dealing with performance gaps you can’t quite explain.

This isn’t a people problem.
It’s a process gap.

Fix:
Verify before the offer, not after onboarding.

What’s the one thing you assumed instead of tested?

When everyone agrees quickly, it feels safe.

No conflict.
No pushback.
No hard questions.

Six months later, the regret is quiet but constant.

Consensus isn’t validation. It’s comfort.

Fix:
Force one moment of friction in the process.

One place where opinions don’t decide, evidence does.

TA doesn’t need more responsibility.
They need better signals.

When hiring relies on interviews alone, TA is forced to predict outcomes with limited data.

That’s not fair to them.
And it’s not scalable.

Fix:
Give TA objective inputs before interviews.
Let them know, not guess.

HR isn’t tired because of the workload.
HR is tired because they’re stuck between everyone.

Candidates want speed.
Hiring managers want perfection.
Leadership wants numbers.

And HR is expected to magically balance all three.

Here’s what no one says out loud:
Most hiring stress comes from uncertainty.

Unclear signals.
Conflicting opinions.
Late-stage surprises.

When hiring is built on interviews alone, HR becomes the referee of opinions.
When hiring is built on evidence, HR becomes the decision maker.

Which role are you playing right now?

They didn’t ghost you randomly.

The process was long.
The steps were unclear.
The feedback was vague.

From their side, silence felt like disinterest.

Fix:
Shorten the process.
Clarify the steps.
Use testing to remove unnecessary rounds.

What does your process feel like from the candidate’s seat?

taplio

Ensar Ziga's Linkedin Analytics

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Performance ScoreEnsar Ziga's LinkedIn Performance

Ensar Ziga's Best Posts (last 30 days)

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ensar Ziga's LinkedIn Performance

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Ensar Ziga's Linkedin Analytics

Performance ScoreEnsar Ziga's LinkedIn Performance

Ensar Ziga's Best Posts (last 30 days)