AbunTal’s Post

Technology at its best

Recruiters get a bad rap for being pushy and only looking out for themselves — but I'm here to tell you that many of us are not like that. I take pride in going above and beyond for my candidates, and I make sure to always be transparent with them throughout the hiring process. I remember once I was working with a candidate who didn't do so well in their interview, but something about them just stuck with me. I followed up with the hiring manager and convinced them to give the candidate another shot. And you know what? They ended up being the perfect fit for the team. It just goes to show that sometimes, you have to look beyond the surface and read between the lines to find the right candidate. Just as a candidate should not be judged solely on their resume or interview, recruiters should not be judged based on the actions of a few bad actors in the industry. I am committed to changing that perception and building trust with everyone I work with. #recruiters #careerinsight #linkedinpost #candidates #jobsearch #jobmarket #supremeinsight

"Why should we hire you over the other candidates we're considering?" is either a trick question or a huckleberry-badly thought-out question. An interviewer has NO BUSINESS asking that question and a candidate has NO BUSINESS answering that question until the answers to two other questions have been thoroughly discussed: 1. What are the top [3] priorities for the org right now that they are trying to solve with this hire? 2. What strengths and weaknesses do the other candidates bring? Unless you've got at least 30-60 minutes to discuss these items at length, don't ask that question as an interviewer. And unless you've already discussed those items at length, any answer you give as a candidate is, at worst, uninformed, self-aggrandizing nonsense and, at best, mere pitching into a black box. You might be hitting a bullseye with your arrow, but chances are it's not the target your prospective employer is wanting their candidate to hit. Obfuscate and pivot to something else like, "I have no idea what the other candidates look like, but I'll tell you this: I want you to have the very best employee to solve the challenges your org is currently facing. If you're interested in having someone who is a talented, sharp, passionate, hard-working collaborator who has a track record of picking up new skills quickly, I'm going to be a great fit. But ultimately, we'd have a dive further into what you're looking for in order to determine if I'm the right person for the job." That's ^^ the answer I'd give if I suspected they were asking a trick question. If they were asking it earnestly prior to discussing the 2 questions above, or refused to discuss the answers to those questions, I'd probably conclude that they have no idea what they're doing or what they even want in this new hire. It's not the org for me. - Photo of Teancum and the Middle Teton on our descent down the Upper Exum of the Grand. Because algorithms. But also because the Tetons. #recruiting #jobhunting #interview #interviewtips #jobdescription #hiring

🎯 Recruiting isn’t easy—it’s a balancing act of finding the perfect fit for both the company and the candidate. 🎯 Behind every new hire is a long process of screening, interviews, and decision-making. As a recruiter or hiring manager, you're looking for more than just qualifications; you're looking for someone who fits the company culture, shares its values, and can grow with the team. 🌱 But here’s the tough part: 🔍 job markets are competitive, top talent is selective, and the search for that “perfect match” can feel endless. ⏳ Add to that the challenges of understanding the needs of both parties and staying ahead of evolving industry demands. ⚖️ Recruitment is as much about people as it is about skills—finding the right individual for the right role takes time, patience, and strategy. 🧩 It’s not just about filling a position; it’s about building a team that will thrive. 💼💡 To all those working in recruitment: keep going! 🚀 Your hard work shapes the future of organizations. 👏 #RecruitmentChallenges #HiringProcess #TalentAcquisition #BuildingTeams

I recently interviewed a candidate who told me they were very surprised by me leaving half our interview for them to ask me questions. The truth is, interviewing goes both ways. If we want to find the best humans for our organization we need to give them the opportunity to assess if the role and company is right for them too. Here are some effective questions to help assess that, that candidates have asked me: - Can you share more about the company culture and what you love about it? - What is one thing you would change about how the business is operating today? - How does this role fit into the broader organizational goals? - How will my impact in the first 90 days be measured? - What do you think will make a candidate successful in this role? - What makes you stay at PolicyMe? If we don't create that open, 2-way interview and we hire someone who doesn't actually want the role or enjoy the company dynamics, both the candidate and the company are in a worst spot. Create space for candidate questions. Answer those questions transparently. This pays dividends in minimizing mismatched hiring. #hiring #recruiting #interviewing

In today's job market, we're seeing an unusual trend. Hiring new staff is a challenge, and there's an increasing sense of entitlement among some candidates. But in the middle of it all, there are those who resonate with our vision and want to be part of it, not just for the paycheck but for the purpose. Hiring should be about more than CVs and interviews; it's about creating a culture that attracts the right people. Show your company's mission in every interaction and see hiring as a strategy for organizational success. Is this candidate inclined to become an ambassador of your vision? Hire for talent, sure, but hire for passion and commitment as well because these people are the ones who will drive your company forward. What does your hiring process look like? What are the signs (or red flags) you're looking for? Tell us in the comments section. #BusinessMindset #BusinessGrowth

We cover this in our workshop but hiring is actually a pretty vulnerable and nervous process for both sides of the interview. We've all felt that anxiety of sitting across from an interviewer wondering if we said the right thing or could have answered a question differently. As a business owner or hiring manager, have you felt stress or worry over finding the "best" or "right person? Here's a secret 🔑: Hiring is NEVER foolproof. You can never truly tell how someone will do until they are in seat. What the experts won't tell you is we build out hiring processes to help you mitigate the risk and maximize your chances of finding Mx. Candidate Right. So how DO you know you've found the right person? 1️⃣ Do they check off all the required boxes of your job (either in transferrable skills or direct experience) on their resume? 2️⃣ When they are interviewing with you, have they successfully discussed relevant examples that help you understand their approach to the work? 3️⃣ Do you feel a sense that they're aligned to your company mission? This is becoming more and more important to candidates from their perspective. 4️⃣ After you've interviewed them... are YOU excited at the prospect of bringing them on? There might not be a perfect candidate but the right ones usually leave you energized around their potential impact. Did I miss anything? Feel free to share how you know or an example of when you've known you were talking to the right person in the comments #Hiring #TalentAcquisition #SearchForTheRightCandidate #AlgoMasHRTips

In some parts of the market at the moment, there are a lot of candidates. And therefore a lot of noise. If you've got an interview, how can you prepare to help you cut through it all? Obviously there isn't a silver bullet but there is one thing that I think gets overlooked and will really help you prepare and perform well: People hire to solve a problem. Hiring is risky and hard work. Nobody hires for fun. People hire because there's something in their business that needs fixing, and they need someone new to sort it. It might just be that the existing team is overworked. They might have spotted an opportunity in the market. It might be that they need someone who knows a specific product or market, or who can handle a customer. It might be something else. But whatever it is, if you can work it out, then you can show them how you can solve it. And that is powerful. Because if you meet someone you believe can make your life easier, you'll want to get them on board. So work out what the problem is that's prompting the hire. And work out how to show them you can solve it. If there's a decent recruiter in the mix (👋) they should be telling you the answer in advance, because this is exactly the work we are there to do. Help a company identify and shape the problem, and provide the person who can solve it. That's my top tip. Good luck! Vocative #artofrecruitment #hiring #interview #toptip

Too many hiring managers get stuck in their heads about missing out on a 'better' candidate or making the wrong hiring decision. So they interview a handful of people. And the process takes weeks, if not months. They put candidates through the ringer by having them interview with everyone under the sun. Multiple interviews greatly increase the risk a candidate will go somewhere else or drop out of the hiring process altogether. Great talent goes fast....and rightfully so. If a hiring manager is paralyzed in making a decision... He/she shouldn't be hiring in the first place. #jobs #careers #jobsearch #jobseekers #hiring

I don't know who needs to hear this today; it's not you...it's harder than ever to land a new role right now. I talk to dozens of jobseekers week after week who are struggling to even get an interview. All while, simultaneously, so many companies are struggling to hire people for their open roles. The math isn't adding up I've recruited for several years, and I've never seen a job market like this. Any of us can only speculate as to why this is happening. A lot of the go-to things jobseekers have done in the past just aren't working anymore. Recruiters are being pickier. Hiring managers are being more selective. It's a weird space to be in right now. Candidates: -Be flexible, expand your searches beyond what you're doing now. Hiring Managers: -Think of why you should hire this person, not why you shouldn't. Your perfect candidate doesn't exist, and people are wildly capable when given the opportunity. #goodwinrecruiting