Bradley Rice’s Post

"70% of the applicants aren't in the right country or have the correct skills for that job" ^ This is awesome insight. I'd add too in my experience at least, I've found that those who even do apply for the job do it often times in a very cookie cutter way. "I'm interested 🤚" Taking a few extra steps to go to the linkedin profile for the company, looking up the recruiter and or salesforce team, sending them a DM as to why you'd like to work there and best steps on how to find the right person to help get you to the interview -- will blow out a lot of the competition as well Many apply, few are chosen. Why? Bluntly: They try hard enough.

Helpful as always, BR. Thanks for dismantling this roadblock. #jobsearch #talentstacker #salesforceadmin #awesomeadmins

That was something new for me. Thank you, Bradley!👍🏻

Not qualified for the position I can understand. But if using the same job posting from 6 months ago it keeps the original 500 number on there, that is misleading. LinkedIn should fix that.

Bradley, interesting points. Sometimes recruiting uses an "evergreen" strategy and maintains open job reqs to help maintain pipeline for positions with high attrition and or high manpower. Not good or bad, but to your point that shouldn't deter someone from applying. Job hunters should never count themselves out.

I think Linked-In should remove that stat all together. It adds no value to the applicant other than a deterrent from actually applying. It should be accessible to the job poster to see what kind of traction their post is getting etc. To the applicant though...0 value in my opinion.

Interesting facts that I did not know but now that I do....I'm going to apply for more jobs now. :-)

Thank you for sharing this Bradley Rice. It changes my perspective on applying for jobs.

Thanks for the relevant insights 🙌💡

🙌🙌🙌🙌🙌