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Mike Volkov 🇮🇱

CEO of recruitment agency | Connecting Web3, Blockchain, Gambling, AI Ecosystems with Recruitment | Executive Search | Talent & Jobs | VC | I help Jobseekers |

Mike Volkov is a professional in the blockchain and cryptocurrency industry. He is the CEO and Founder of VAMI, a recruitment agency specializing in blockchain, cryptocurrency, NFT, and Web3 technologies.

VAMI, under Volkov's leadership, focuses on connecting talented individuals with companies in the rapidly evolving blockchain and crypto space. The agency likely plays a crucial role in helping businesses find skilled professionals who understand the intricacies of these emerging technologies.

As the founder of a recruitment agency in this niche, Volkov presumably has extensive knowledge of the blockchain and cryptocurrency job market, as well as a deep understanding of the skills and expertise required in these fields. His position suggests that he is well-connected within the industry and stays up-to-date with the latest trends and developments in blockchain, crypto, NFTs, and Web3 technologies.

Volkov maintains a professional presence on LinkedIn, where his username is "volkovmike". This platform likely serves as a means for him to network with industry professionals, share insights about the blockchain and crypto job market, and potentially attract clients and candidates to VAMI.

Highlights

Sep 3 · linkedin

So, where's the offer? 😅

Let me share some insights on how to avoid losing a candidate at the very last stage of the hiring process.

I recently came across this statistic: 52% of job seekers turn down job offers due to a poor experience with the potential employer during the hiring process.

What constitutes a "poor experience"? It's when what’s promised doesn’t match reality, when there's negativity during interviews, when candidates are dissatisfied with internal processes, or when the hiring process drags on too long.

Let’s focus on that last point: a quick and effective selection process.

🕒 Based on our experience, an optimal hiring funnel has three stages:

  1. Introduction (within 72 hours of initial contact)

    The first stage is conducted by HR, focusing on introductions and soft skills assessment. Here, we learn about the candidate's experience, motivation, and personal qualities. HR also checks for value alignment and identifies any "red flags." It’s important to remember that interviews are a two-way street. At this stage, explain the selection process to the candidate to help build trust, and allow them to ask questions and get answers. 🤝

  2. Technical Stage (within 5-7 days of the initial meeting)

    At this stage, a specialist asks job-related questions and offers practical tasks online. Some companies choose to make this stage more challenging. 🚀

  3. Final Interview (within 5-7 days of the second meeting)

    Here, the candidate meets with future colleagues and the manager to assess their readiness to work as part of a team. This is typically when the offer is made, or within the next couple of days.

If it’s been a month since the first meeting and an offer hasn’t been made, you’re taking a risk. Don’t take chances, especially in a highly competitive market—extend the offer! 🎯

There’s also a “24-48-5” rule: 24 hours from application to first contact with the candidate, 48 hours to the first interview, and 5 days to the offer. For companies with over 50 employees and a certain level of turnover, these timelines might seem unrealistic. Much depends on the role: a week may be enough for a staff position, while three months might not be enough for a top executive.

P.S. Follow my channel: https://lnkd.in/eCDMaiDw

Aug 27 · linkedin

Here's What Happens When You Keep a Great Candidate Waiting

Recently, we were searching for a candidate to fill a high-level management position. After several interviews, we found the perfect fit and forwarded him to the client. The match was instantaneous: on the first day, the client conducted two rounds of interviews, and by the second day, they were ready to make an offer.

Sounds fantastic, right? It was. We could have filled the position in less than a week. However, when it came time to discuss the terms, the process hit a snag. Negotiations dragged on for three weeks, during which time the candidate received two counteroffers. In the end, our offer fell short, and the candidate chose another option.

The takeaway: Don’t assume the job market is entirely in the employer’s favor, especially in IT. Only giants like Meta or Amazon can afford to interview candidates for six months. Even a month of "important" meetings can deter a strong candidate and lead them to choose a different path.

57% of candidates lose interest in a position if the interview process takes longer than two weeks. Additionally, 44% say they accept another offer if there’s a delay in receiving an offer. The speed of decision-making is critically important: the longer you delay, the higher the risk of losing top talent. That's why we recommend limiting the interview process to three stages. In my next post, I'll delve deeper into this.

As for the case described above: we quickly found another candidate for the position. However, the client, now more cautious, decided to add even more interview stages. Thanks to our diligent guidance, we didn’t lose this candidate, though he also had a counteroffer (yes, don’t think you’re the only option for a job seeker), which, fortunately, was less attractive.

If you want a great candidate, we know where to find them and how to keep them from slipping through your fingers. Reach out to us.

Follow my channel: https://lnkd.in/eCDMaiDw

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Related Questions

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Mike Volkov 🇮🇱
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Location

Limassol, Cyprus