Few hot jobs we are working on this week: All of these positions are on-site. - Marketing Manager (Software Background) - Charlotte, Nc - SQL DBA - Charlotte, NC - Data Science (Python / SQL) - Charlotte, Nc - Mobile (iOS / Android) Developers - Charlotte, Nc https://lnkd.in/dMYsXZ3
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ATS Resume Preparation Resumes are dying but not dead yet. Focus more on online presence. o Here is the resume tips video along with some templates you can use for your data analyst resume: https://lnkd.in/gPN3hVgq o Use this checklist to ensure you have the right ATS Resume: Check here.
Data Analyst & Software Engineer Resume Tips and Templates
https://www.youtube.com/
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🚀Need to find a Recruiter who can help you in your professional space?🚀 ➡ Here’s how you find a recruiter on LinkedIn ⬅ 1️⃣ Go to the LinkedIn search bar 2️⃣ Use Boolean searching in the below format Job/field/profession AND recruiter AND Location. Examples: Data Science AND recruiter AND Sydney Java Development AND recruiter AND Manchester 3️⃣ Connect with the appropriate recruiters 4️⃣ Send a concise and targeted message. Recruiters are busy so give them good information about your intentions and not just ‘Hey I need a job’ 5️⃣ Call to action for sending your CV and a short cover. Got more tips to share? Feel free to comment below!
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Online Recruitment tests have become an indispensable part of any recruitment drive. Evalground’s #recruitment tests help give quick and auto-evaluated results. Click on to know more: https://bit.ly/3eMGaDK #recruiting #recruiter #recruitmentsoftware #ats #applicanttrackingsystem #sms #studentmanagementsystem #onlinejavatest #evalground #onlineassessment
Online Java Test
evalground.com
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Engineer leveraging 20+ years of expertise to find top-tier cloud talent for Fintechs & consulting companies | Payment is expected only after the candidate's first month of successful engagement.
3 things you need to avoid in the recruiting process. (and start seeing positive change) 1 - allowing to accept processes where they don’t know about the project Blind recruiting based on requirements on paper → this one is tricky one Why? Because first, you don’t know what the company is looking for and then you don’t know how to translate that “unknown” to the candidate. Recruiters should insist on being involved in a deeper understanding of the project, where it is going and what resources are needed. 2 - concentrating on tech skills and skipping on the motivational part Motivation is everything. Tech skills are just one (smaller) part. If a candidate doesn’t think it is a good offer (compensation or tech/market opportunity), he will not stay there too long. 3 - using boolean logic on requirements For example, you search for Python 3+ years and SQL database. You have an excellent candidate who can totally crush that role. BUT He has 2 years of Python and some other database experience because you have boolean filters, you cut him off as he doesn’t have the required skill when in reality he is the perfect candidate. Learn from my 20+ years of expertise to find top-tier talent at ease. Got anything to add to the list?
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It's no surprise that an open position with a one-click application process can overflow a candidate pool. Our feeds are witness to the candidate experience: "I applied for 482 jobs last month, and got ZERO responses!" And some of us know what it's like for TA teams: they're redlining 24/7 just to keep their heads above water. In this piece I wrote for Spark Hire, Inc., I talked to Built In's Stephani Studebaker about a simple way to make the process better, with fewer flood metaphors, for everyone. The Ever After of Easy Apply: https://lnkd.in/g-E_kZuv
The Ever After of Easy Apply – Empowering the Hiring Process
https://hr.sparkhire.com
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Itinerant wandering IT storyteller & DevOps ferret. #Monitoring, #Observability & automation fanboi. Author @ adatosystems.com. Host of TechnicallyReligious.com podcast. He/him. No #manels. Ask me about my grandkids.
If you're not sure what this job list is all about, check out my handy "About the Weekly Job Listing post" explainer. You can also use this form to manage your subscription to this email, a weekly blog summary, and more. What's in here: New job postings appear first, and a list of job hunting resources (online jobhunting sites, salary lists, etc) can be found at the end.
Job listings for week ending 10/13
https://www.adatosystems.com
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A perspective on online job portal based recruitment. For applicants they want to go through only applications which match their basic criteria which are skills, experience and salary expectations of job post, so that for x amount of fixed time they can go through more job postings and they can apply to more postings which match their skills, experience and salary expectations. And yes, job postings do contain these details in job description but still they get a lot of applications which are still not matching these criteria and mainly in these 3 aspects which are : skills, salary and experience expectations. So basically HRs have to spend time to go through a lot of applications which are not matching requirements at all and applicants are also applying on job postings in which they are not matched. In my sense, why this happens is that applicants want to apply to as many companies as possible so they don't spend a lot of time to go through a detailed job descriptions to find these 3 aspects requirements. They just check the job post title and apply directly in many cases particularly for easy apply mode job applications. So why not make a common job post title which contains basically Primary Skill Name ( max 2 ) + experience years requirements + salary range in lpa if job posters want to mention. So a job post title can be like : Java, Spring Boot 2+ years 6_12 lpa. Many job post do contain the skill name but many of these lack experience expectations and salary range. I would for sure find it more relevant if I am matching these basic aspects and if I match then only I would go through jd and check more specifics. And job posts with the title of software engineer or such generic titles in my view creates a lot of ambiguity and in my sense such easy apply mode applications get a lot more non requirements matching applications. World of HRs and user behavior analytics can do a study on these and maybe I can be wrong too saying this but this is what my perspective is. I would like to get some HRs and digital user behavior analysts commenting on this. #hrhiring #recruitment #hrcommunity #hrautomation #talentacquistion #findingajob #humanresourcemanagement
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In my opinion, IT hiring is broken to the extent that it is currently a very time-consuming process to find a relevant candidate, and most of the time it is frustrating. We need a way to quickly find candidates for specific skill sets. We also need to support our connections looking for any opportunities, be it in small ways like sharing their profile in our network, so that they get the attention from the industry, it is a difficult time for many. #helpjobseekers #helpingthecommunity #trynewthings #newageplatform #pickrighthire #changehiringstrategy
We heard the following while talking to so many industry leaders - 1. The hiring landscape is broken: Traditional methods like job boards and resume screening are slow and ineffective, leading to wasted time and resources for companies. 2. Lack of diversity and inclusion: Traditional hiring practices can increase biases and limit the talent pool, leading to less diverse and inclusive workforces. 3. Poor candidate experience portrays a negative image: Many candidates face unclear communication, and a lack of transparency throughout the hiring process, leading to negative brand impressions. 4. No way to find the required skill level search: No place to search for the exact skill level search, I need just a person with Java proficiency and React beginner-level understanding along with MongoDB intermediate-level skill set. What's your take on the same, are there any other pain points that you see in the hiring process? #hiring #hiringdevelopers #effectiveteams #efficiency #talentacquisition #talentpipeline #skillbasedhiring #righttojob #bestskilledtalent
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2024 IT Hiring Season is starting. Today I responded to 548 Recruiter First Request Emails clearing all received since the Thanksgiving shutdown. "Recruiters" emailing in December-January are clueless. 21 resulted in "Address not found" implying people are no longer employed, and employer is too incompetent to redirect emails from clients and candidates. I have 96 Recruiter Email Second Responses waiting. Most are Email Collectors demanding RTR and Rate Confirmations. A few beg me to lowball myself. Some ask where I live; "I live in Malvern PA 19355" is one of 4 lines in my email; city is also on my resume. Some request "my Work Authorization"; email already answered "US Citizen". Ten called today. Half disconnected without saying goodbye. One demanded "Entry-Level Full Stack Java Developer", an oxymoron since "Full-Stack" requires much experience with Front-End, Middleware, and Backend. She stated job starts with 9 weeks of 9:00/17:00 M/F classes to learn Java. She disconnected immediately after I said, "I have been using Java since 1997." Pretending that programming can be taught and 9 weeks is enough to become professionally competent with Java, these Entry-Level people would still need to learn HTML, CSS, JavaScript, and SQL to become Full-Stack. Almost everyone I met in more than a year claiming to be a "recruiter" turned out to be Email Collectors demanding their 3 emails before ghosting. Real Recruiters are matchmakers between Hiring Managers and Candidates. They know both. They add value by connecting skills and personalities. They know: what Managers need, Candidate skills, Candidate availability, and provide 1-3 Candidate phone numbers to Hiring Managers. They help schedule calls if Hiring Manager asks. If they notice a great match, they will inform a Not-Hiring Manager that a good Candidate is available. - Real Recruiters sell me to Not-Hiring Managers with, "Paul will make your dreams come true. Call this phone number." The other common scenario is Recruiters learning a company has an impossible problem; Recruiter states, "Paul will solve this. Call this phone number." Rarely, a Manager/Executive will search for "the best Software Developer" which can lead to me. (I assume these searches can lead to other people.) Have you noticed the volume of emails and phone calls increasing as the Hiring Season tries to launch? Should become busier and busier until middle of March, then die April 1. Last year (2023) Hiring Season was weak with half the volume of 2022, but was strong in April. Same happened with June Mini-Hiring Season continuing into July. September and November Mini-Hiring Seasons were very weak. All calls were Email Collectors. I have not spoken with a Hiring Manager since April 2022 (when I had 4 offers.) Good luck to all Job Hunters. If you were considering taking a break, take it next week or wait until late April. This is the primary IT Hiring Season for the year so do not relax. 20240207
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Some great insights into the current job market! Please do get in touch for a no obligation chat with me around your current recruitment needs and how best we can support you. #recruitment #jobmarket
Managing Director at The HR Consultants | Award winning HR Consultancy 🏆 | Helping to create a place your people love ❤️ to work
According to a recent LinkedIn article, the most in-demand hard skills in the job market in 2023 are: 1. Software development 2. SQL 3. Finance 4. Python (this means nothing to me but I believe it's a programming language 🤯) 5. Java 6. Data analysis 7. JavaScript 8. Cloud computing 9. Operations management 10. Customer relationship management Good news if you're a Software Developer, but very tricky if you're trying to hire in this field, as the good old 'war for talent' rages on 😵 The volume of vacant roles continues to rise in the UK with stats 📈 showing current job postings at over 2 Million; that's up from 1 Million in January 2022 making the recruitment market more competitive than ever for hiring businesses. So what does this tell us? Well, if you're planning on recruiting then the competition for skilled people is more fierce than ever before, so streamlining your recruitment process and not losing good applicants along the way is vital - don't dilly dally! Equally, having a compelling recruitment brand - really marketing your business to applicants and getting across the culture of your organisation to potential joiners will set you apart from other more generic cut-copy-paste job adverts that candidates will undoubtedly, scroll past. Did you know that at The HR Consultants we have a recruitment team, with an average search and selection rate of just 2 weeks? What are you waiting for? Get in touch for a friendly chat 🤩 Claire Garland Jenny Rimell Tom Flack Penny Sellers MCIPD Laura Midwinter Kirsty Penny Liz O'Donnell MCIPD
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