TechHuman’s Post

How can you make the most out of your relationship with the recruiter? ASK QUESTIONS! Most internal recruiters are so embedded within the department that they recruit for, they know the teams like the back of their hand. Utilise that knowledge! Interviewing is a two way street. I ❤️ it when a candidate has clearly done their research, it’s got them thinking and left them with unanswered questions. Questions you can’t find the answer to on the website. You can also proactively ask questions that will set you up for success. Here’s some ideas: ❓Ask for feedback after each round. What concerns do the team have that I can touch on in the next round? ❓What is the focus area of the next interview? Do you have topics you can share with me so I can practice accordingly? ❓What resources can I review to help me prepare/better understand the company? ❓What is the team is looking for so I can emphasize my experience in those areas throughout the process? ❓What is the hiring manager like? How do they measure a successful interview and what do they value? ❓Aside from the tangible qualifications, what character traits would really help somebody thrive in this role? ❓ If you are unsure about the timeline for the hiring process or even the decision making process, ask for clarification. Knowing when to expect updates can help manage expectations and reduce uncertainty. ❓If you have a disability, let your recruiter know and ask how the process can be adapted Thank you Hannah Meltzer and Marizza C. for the collab on the questions! What would you add to this list? #opentowork #hiring #recruiting #jobseekers

Although much of the hiring process is broken, I still hold out hope that it will be improved. There is blame to go around everywhere, but it’s time to stop blaming and work on solutions.  Recruiters, candidates, and hiring managers are all adversely affected by this, and a more efficient process helps everyone. So, let’s have 2024 be the year that: Recruiters show more empathy towards candidates. They are more than numbers, they are people. People who often are struggling with their situation and see you as a lifeline. If you initially reached out to them, and they’ve shown a willingness to work with you, follow up.  If the opportunity has ended, don’t ghost them. A two-minute text is very appreciated by a candidate, no matter how bad the news may be. And don’t just say “we’ll keep your resume on file,” actually do it. You never know when a position comes up that would be a great fit for them. Candidates return calls & texts from recruiters in a more timely manner. Most recruiters are doing a great job overwhelmed by the volume of candidates and are often working through a difficult process placed on them by hiring managers. Take their suggestions seriously, they re the experts in their field and the bridge to the hiring manager.  If they reach out, they’re trying to help – if not interested, a simple “no thank you” would be fine. You never want to ruin a connection; you never know when you might need it later…. Lastly, hiring managers streamline their hiring processes and have a clear, definable procedure. Understand that above all you’re dealing with PEOPLE who you are asking a great deal of during the hiring process. Respect their time, show them decency, and realize that they’re interviewing you just as much as you them. The hiring process is a reflection of your company and what kind of a place it is to work for. Be more realistic in your needs, be more confident in your interviewing skills, and realize that 90% of your perfect candidate is still a pretty amazing addition to your team! What are your thoughts? #wecandobetter #hiringprocess #showrespect #helpeachother #getajob

#hiring. I feel for so many I see on Linkedin beating themselves up on why they didnt get a job; and most articles DO make it their fault. While you certainly want to make sure youre not doing anything drastically wrong, many times there are COMPANY reasons, like: 1) #Jobs that are posted more than 5 months!!! My Dad always says this is just to keep someone busy. IMO: @linkedin should put a code on that job... "passive mode, searching for exact match". 2) Fear. Ive seen some of my comrades told to fill a subordinate job, but if theyre doing 80% of that job, theyre reluctant to hire. So NO ONE was good enough. Their boss could be trying to boost them to do more strategy but maybe they dont know that role well. Or, maybe they think theyre being replaced. Someone suggested in another post that a #vp should get resume copies of candidates their Director has turned away, and so on down the hierarchy. Interesting article: https://lnkd.in/gfJdN6ps #teams #hr #jobhunt #rejection

The recruitment industry has a horrible rep. How did it come to this? Here's my take 🎤 𝘙𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴 𝘫𝘶𝘨𝘨𝘭𝘦 𝘵𝘰𝘰 𝘮𝘢𝘯𝘺 𝘰𝘱𝘦𝘯 𝘳𝘰𝘭𝘦𝘴 𝘢𝘵 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦 𝘵𝘪𝘮𝘦. The more projects you take on, the more balls you'll drop on the floor. A ball you definitely don't want to drop? The candidate. No matter how bad you want it, ⤵️ 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗼𝗻 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝗮𝘁 𝗼𝗻𝗰𝗲, 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁: Get to know the role, company, team, culture etc. And if you can't do that, you can't sell the role. = You're losing candidates. 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗼𝗻 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝗮𝘁 𝗼𝗻𝗰𝗲, 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁: Uphold your promises. And if you can't do that, you'll lose trust. = You're losing candidates. 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗼𝗻 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝗮𝘁 𝗼𝗻𝗰𝗲, 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁: Be present and personal. And if you can't do that, you'll lose interest. = You're losing candidates. 𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗼𝗻 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝗮𝘁 𝗼𝗻𝗰𝗲, 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁: Present yourself from your best angle. And if you can't do that, the company looks bad. = You're losing candidates. I don't even blame recruiters for this. No recruiter is "born bad". They're a product of their management and targets. There are recruiters working on roles in the double-digits, and I've heard up to as much as 30(!). 🤦♀️ And people wonder how our industry got a reputation for not caring about people, ghosting and generally just being bad? And did I mention ghosting? We can do better. I have a limit of 3 different roles at once. This makes both the client and the candidates the stars in my movie. No balls are getting dropped (enough with the ball reference?🤪) and everyone gets a high quality experience. 🫳🏼🎤 Ps. I have an open spot for YOU and your open role. DM me "ball" to get the ball rolling⚽️ OK, now I'm done with the ball reference. #candidatecentric #recruitment #qualityoverquantity #peopleoverprofit #candidateexperience  

𝐓𝐡𝐞 𝐔𝐧𝐭𝐨𝐥𝐝 𝐒𝐢𝐝𝐞 𝐇𝐮𝐬𝐭𝐥𝐞: 𝐂𝐨𝐧𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐬 𝐨𝐟 𝐚 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 😀 We all know the glamorous side of recruiting: chatting with amazing candidates, celebrating new hires, and sipping fancy ☕coffee at networking events. (Okay, maybe not all the coffee is fancy.) But have you ever wondered what it's REALLY like on the other side of the desk? Here are some confessions from a battle-scarred recruiter: 𝐑𝐞𝐣𝐞𝐜𝐭𝐢𝐨𝐧 𝐢𝐬 𝐚 𝐝𝐚𝐢𝐥𝐲 𝐫𝐞𝐚𝐥𝐢𝐭𝐲: It's tough delivering the "no" message, but it's part of the job. (We're human too, and we hate ghosting candidates!) 𝐓𝐡𝐞 📥𝐢𝐧𝐛𝐨𝐱 𝐢𝐬 𝐚 𝐧𝐞𝐯𝐞𝐫-𝐞𝐧𝐝𝐢𝐧𝐠 𝐛𝐞𝐚𝐬𝐭: Hundreds of 📧emails, resumes, and messages – it's a constant battle to stay on top of it all. 𝐓𝐡𝐞 "𝐩𝐞𝐫𝐟𝐞𝐜𝐭" 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐝𝐨𝐞𝐬𝐧'𝐭 𝐞𝐱𝐢𝐬𝐭: We spend hours crafting the ideal job description, but the reality is, flexibility and finding the right fit is 🔑key. 𝐖𝐞'𝐫𝐞 𝐬𝐚𝐥𝐞𝐬𝐩𝐞𝐨𝐩𝐥𝐞 𝐭𝐨𝐨: Our job is to sell your company and the opportunity, not just interview candidates. 𝐖𝐞 𝐛𝐞𝐜𝐨𝐦𝐞 𝐲𝐨𝐮𝐫 𝐬𝐞𝐜𝐫𝐞𝐭 𝐜𝐚𝐫𝐞𝐞𝐫 𝐜𝐡𝐞𝐞𝐫𝐥𝐞𝐚𝐝𝐞𝐫𝐬: We genuinely want you to find that dream job, even if it's not with our company (shocking, right?). So, what are your recruitment confessions? Let's break down the stereotypes and have some real talk in the comments! #careeradvice #worklifebalance #confessions #recruiter #recruiting #recruitment #talentacquisition #humanresources #jobs #hiring

Just a recruiter? Many years ago, I interviewed for a company where this interaction happened. Me: What is a strength the last person that had this role had that I can strive for? Interviewer: "Oh she left because it wasn't a good fit so nothing really. Prior to working for us, she was just a recruiter." We can talk about what a red flag that should have been, but that is not the point of this post. Or perhaps it is, in a way. I took that job, was miserable, and a year and a half later, took a job as... you guessed it- a recruiter. I will admit that even I, at the time, felt a little worried telling people I had taken a job as "just a recruiter." I was less humble I suppose. Luckily, I had found an absolutely fantastic company that had a culture like none I have seen and I found I loved recruiting. I had a very rewarding career up to that point, but I had never been so happy and fulfilled professionally as I was when I became "just a recruiter." I was good at it; reading people, understanding the skills that can be taught and the ones that you have to latch on to with reckless abandon when you find them even if the teachable ones aren't there. I have the metrics to prove that I am good at it and I still love doing it. However, as time has gone on and I have seen how rampant that "just a recruiter" mindset is, I do wish to be a part of correcting that, even by just a small post. Company culture will make you or break you. One difficult employee can "poison the well." I hope in time, companies will see that the very most important part of your business is your employees first and then the culture you provide those employees. Recruiters build both. I could argue all of the reasons Recruiting should be at the executive table and I just might in coming posts. For today, thank a recruiter. They will appreciate it. 

"Talent search" is at the forefront of the professional world right now, no denying that. Job seekers, hiring managers, and recruiters/salespeople are living it each and every day. The most important factor towards finding success (for each of these three aforementioned parties), in my opinion, is simply to lead with kindness. There are a few key components to this: - Show gratitude with each interaction - Be kind to yourself, apply enough pressure to remain effective but not so much that you get lost in the weeds of it all and end up bogged down - Recruiters/Hiring Managers - FOLLOW UP WITH YOUR CANDIDATES - Job seekers - follow up with those who interview you - Give people a chance, we are all so much more than a resume or a list of responsibilities Ultimately, the way we treat others and the way we treat ourselves truly matters. If we expect good things to happen to us, we have to ensure that we are helping bring good things to others first. Good luck to all! #Recruiting #Jobseekers #Jobsearch #Hiring #Kindness

Hiring managers, before you got a job; You were jobseekers, too. Can you still remember those times you were ghosted by recruiters? Those sleepless nights worrying when is your next interview? The never-ending pressure of when will the next paycheck be? Next time, if you are going to interview an applicant, it’s not too late to show them some respect; Tell them the reason why they are not selected. Your little kindness could last in that person’s heart. In an era where company culture speaks volumes, let your empathy echo loud and clear. Let's create a recruitment environment that values, respects, and nurtures talent at every stage. Remember, we're not just hiring employees, we're building a community. #jobs #jobseekers #careers #hiring #interviews #hr #humanresources #culture #leaders #leadership #humancapital #empathy #passion #recruiters #talents #team #teamwork #branding #linkedin #linkedinconnections #aach

Team expansion - part I The work is piling up and you're struggling to meet deadlines - it may be time to bring on another team member. Hiring staff can be a costly exercise, so you want to get it right. This means not only hiring the right person but onboarding them well so they meet your needs and thrive (stay tuned next week for onboarding!). You might be flat out and want someone to start tomorrow, but take a moment to consider what the business needs for right now, in 3 months, in 6 months, and in a year. Take time to work out what it is that you need in the new role; how does that fit with your current staffing capabilities, and what exactly will the new role achieve? Consider writing the job description first to understand the role in detail, including what skills and attributes the ideal candidate will have. After all, if you don't understand the role in detail, you can expect the new person to! You can then write a captivating ad, showcasing the important parts of the role and what the potential new recruit will need to be successful. Next, filter through the applications, work out your interview questions, and think about the process you're going to use to select your new employee. It's an involved process, but one that is so important to get right. Hiring the wrong person is a costly exercise, so the time you take before you post the job ad will pay off once you employ the right person. If you need help in end-to-end recruiting, or perhaps one or two steps in the process, reach out to the Mushroom Consulting team. We will work with you to hire the right person, and ensure they're set up for their own, and your businesses, success. https://lnkd.in/gnq_KCWX #mushroomconsulting #jobs #newjob #career #recruitment #interviews #coverletter #cv #resume #application #coaching #dreamjob #redundancy #outplacement #consultant #newstaff #hiring #jobad #recruiting #smallbusiness #onboarding