Breaking Into Cybersecurity’s Post

According to recent survey commissioned by Resume Builder, Hiring Managers interviewing/hiring Gen Z candidates state: - 36% aren't prepared - 39% lack communication skills - 58% don't dress appropriately - 47% asked for unreasonable compensation - 19% used inappropriate language - 13% refused to turn on their camera during a virtual interview - 60% exhibit entitlement - 59% get offended too easily Don't be "that" person. Let the Concordia College Career Center support you on your journey. On a brighter note, 96% of employers state they would work with a Concordia student again.

Hiring great candidates begins with asking the right questions. If you're in need of a little interview question inspo, check out our library of 300+ questions 📚 You'll find questions for 18 key competencies and 10 roles across engineering, sales, marketing, and CS. The best part: every question has been vetted by recruiting leaders to give interviewers more signal from candidates. Access the questions: https://bit.ly/3ekswfW

Curious about how candidates feel when companies follow a structured hiring process with set deadlines for accepting applications and screening resumes, and then starting the interview process vs when they follow a more flexible, rolling hiring process where you are invited to start the interview process shortly after submitting your resume? Do you have a preference? I'd love to hear from employers as well, what approach does your company take? What are the pros and cons you've encountered with your preferred approach?

As a recruiter, I believe in the power of respectful and transparent communication throughout the hiring journey. One of the most significant challenges we face in our industry is the pervasive stigma of ghosting candidates—leaving them in the dark and uncertain after they've invested time and effort into applying or interviewing. Regardless of the outcome, I try to reach out to every single candidate who applies, providing them with a sense of closure. It's about acknowledging and respecting their dedication and effort while offering insights that can help them grow and improve their future prospects.

When it comes to reviewing resumes, hiring managers typically spend no more than five seconds scanning for key indicators of whether you should proceed to the interview stage. Here's what they're looking for in those crucial seconds.

"We are going to invite them onsite to complete a technical test" ...... Please don't Especially when you are trying to hire more senior technical experience. You run the risk of offending them and giving off the impression that you don't yet believe they are competent enough for the role. What can be done instead? 👇 👉 Ask project specific questions. 👉 If absolutely essential, send a SHORT technical test to be completed in their own time. 👉 Collect character references when screening your candidates. 👉 If possible, ask for an example of their work which they are happy to share with you. Remember, an interview works in both ways. The candidate will be interviewing you and your business just as much as you're interviewing them. First impressions go a LONG way.

Explore actionable methods to eliminate bias from your hiring process, from blind resume screening to diverse interview panels. Embrace data-driven decisions, training initiatives, and inclusive job descriptions. Learn how to foster a fair, diverse, and inclusive workplace starting from the hiring process. https://ow.ly/PPon50PYUAO

Hiring managers typically spend no more than five seconds scanning through a resume, focusing on the key factors that determine whether you should proceed to the interview stage. Here's what they zeroing in on.

On average there are 250 🤯🤯🤯 250 applicants in the job that you are applying for. You have a shot, ONLY after your application gets past the ATS system to tell your story. Your unique story, that is going to make the recruiter slid into your DMs & schedule an interview. This is your all access pass. And you need your pass to work to get in. This is not the time to fumble or be denied entry because of some technicalities that you are simply not aware of on your resume. Click the link to learn more 👇 https://smpl.is/8frib

In the world of hiring, there's a common issue we're noticing more often—candidates agreeing to interview times but then not showing up or going silent. It's not just me; many recruiters are facing the same situation. Some candidates even ask to reschedule and then disappear. It's a bit frustrating. Let's talk about how we can make this process smoother and keep communication open. #RecruitmentTalk #LetsCommunicate #HiringHurdles