Apploi’s Post

Three things that "gotta go" in recruitment 2024 🤔 1️⃣ Anonymous job ads: I've always wondered who would apply for a position at an anonymous company? Job advertisements should provide transparent information about the role and workplace. There are rarely legitimate reasons for anonymity, and it often serves only the interests of the recruiting agency rather than offering transparency to potential candidates. 2️⃣ Being unaware of unconscious bias: Like it or not, you are not as objective as you may believe. It's important to work towards understanding and minimising the impact of bias actively. By recognising our biases, we can make better decisions and ensure fairness in the hiring process. 3️⃣ Ghosting: Have you ever been left hanging by a recruiter? Unfortunately, this scenario is all too common. Recruiters sometimes fail to follow up as promised, leaving candidates in the dark (it happened to me just yesterday). While human errors occur, it's inexcusable to not respond at all.

Being a recruiter be like... Being a recruiter is not as easy as you might think. We're constantly chasing deadlines to find new employees, even though: • More than 40% of applicants don't meet the qualifications or just apply randomly. • Over 5% of applicants are overqualified. • Sending interview invitations, but many did not respond. • Giving tasks after interviews that end up untouched. • Finding candidates with the right skills and experience, but they expect a salary twice our budget. • They ace the skills, salary expectations, and the first interview, but disappear when it's time for the second interview. • When everything seems perfect, they can only join in three months (even though we're under tight deadlines 😁). The situations I mentioned are based on my personal experience. Have any recruiters through the same? For my recruiter friends, I recommend having some tools in place to minimize these situations from happening. You can get fresh passive candidates every day without waiting for them to apply > https://lnkd.in/gKE7qFcv

Being a recruiter be like... Being a recruiter is not as easy as you might think. We're constantly chasing deadlines to find new employees, even though: • More than 40% of applicants don't meet the qualifications or just apply randomly. • Over 5% of applicants are overqualified. • Sending interview invitations, but many did not respond. • Giving tasks after interviews that end up untouched. • Finding candidates with the right skills and experience, but they expect a salary twice our budget. • They ace the skills, salary expectations, and the first interview, but disappear when it's time for the second interview. • When everything seems perfect, they can only join in three months (even though we're under tight deadlines 😁). The situations I mentioned are based on my personal experience. Have any recruiters through the same? For my recruiter friends, I recommend having some tools in place to minimize these situations from happening. You can get fresh passive candidates every day without waiting for them to apply > https://lnkd.in/gKE7qFcv

Its not easy

Anonymizing job applicants leads to interesting results. When you deanonymize your applicants, you may be surprised by how people in and out of your networks compare. Doing this will surface how accessible or inaccessible (and in what ways) your application process is. And it will show you just how much or how little your application process allows applicants to share who they are and what they do well

seems like recruiters are in as much pain as we are. jajajajajaja 🤣😂🤣😂🤣😂 those of you who choose to do it for living: what's wrong with you???🤪🤪🤪 jajaja we appreciate the pain you choose to put yourselves through jajaja. #recruiters #jobsearching #job #jobhumor

Candidate experience covers every single interaction between a job seeker and a company, starting from the very first application to the ultimate hiring decision. Tip: On the career portal give clear instructions so candidates know how to fill the details and the documents to submit. Do not ask for login, as too many websites ask for user id and password which is difficult to remember. Instead allow LinkedIn parsing (which is apply with LinkedIn profile), or allow reading of data from resume upload option. Keep the application page short and mobile friendly. Do not limit the page to accept a typical file type or size. Mark fields mandatory when you need information from a candidate, it is too much for a candidate to keep typing when they see something not so important as a mandatory field. Send a confirmation email to your candidate that you have received all their details and will get in touch.

As a professional resume writer, I am frequently asked how to make a resume ATS-friendly, and yet rarely asked how to make a resume human-friendly. As a recruiter with decades of experience, I understand first-hand its not just about ATS - the system employers use to upload and store your resume - resumes need to be human-friendly.

🌟 Did You Know the Number of Applicants Isn't Always as It Seems? 🌟 This figure here is actually the number of times the "apply" button has been clicked, not the number of people that have followed through with an application. Often people will click through to see what the application process looks like, get more information, or simply by accident when scrolling. Not every click is a fresh CV in the hands of the recruiter/manager. I could do a whole series of posts about 1-click applications and the surrounding data, but the main message on all of those posts would be to not let big numbers put you off from applying. If you are a good fit (7/10 fit or above), then it is worth applying. On the flip side, making 100 1-click applications in a session is not an effective use of time either - a surgical and measured approach to the job search will always beat a scatter-gun approach! #jobseeking #tips #careerconfident

Let's talk: Fake Applicants! Ever seen a resume that seemed too good to be true? 🧐 That's because sometimes, they are. Fraudulent applicants are out there, and sorting them out is key. Here's a quick video I put together with four must-know tips to spot these red flags before they hit your team. But here's the kicker: I've got an extra tip that's a game-changer: partner with a specialist in clinical operations recruitment - someone like me who knows the ropes and can ensure you get only the cream of the crop on board. Let's make sure your hires are just as genuine as your mission. #ClinicalOperations #RecruitmentStrategies #HiringTips