Camila Laugé-White’s Post

You’ve advertised a job and been inundated with applicants: dozens of CVs to look at, and not sure where to start? This is perfectly normal! In order to make the task of processing them easier, we’ve broken it down into a few helpful ‘dos and don’ts’ right here, to help you find the stars you need to take through to the next stage! #OurBobsJobs #OurBobsBlogs

Respecting Confidentiality in Recruitment If my team reaches out to make a confidential introduction... Please refrain from requesting the candidate's resume (sanitized or not). My team prioritizes the confidentiality of our passive candidates who are not actively applying on job boards. Sharing resumes prematurely can compromise their current employment as a savvy recruiter can source a candidate's profile in just a few minutes. #Recruiter #Recruiting #Hiring

True fact - recruiters spend less than 10 seconds skim-reading CVs when first reviewing applications (plenty of research out there to back this up) Demoralising to know when applying for roles but listen to what you should do about it rather than pretend it’s not happening! #jobhuntingtips

Recruiters, let's talk about best practices when it comes to responding to prospective candidates who express interest in a job posting. As a job seeker, it can be incredibly frustrating to reach out about a role that a recruiter has described as "new and exciting," only to receive no response. If someone contacts you to express interest in a role, but hasn't formally applied yet, what's the best way to handle it? Do you respond promptly, or wait to see if they submit an application? And if you do respond, what's an appropriate timeframe? While it may not always be possible to respond to every inquiry, it's important to remember that a lack of response can reflect poorly on your organization and its commitment to professionalism. So, recruiters, let's set a standard for timely and courteous communication with prospective candidates. Whether it's a quick acknowledgement of their interest or a more detailed response, taking the time to respond to inquiries can go a long way in building a positive reputation for your company. #recruiter #recruitment

You’ve advertised a job and been inundated with applicants: dozens of CVs to look at, and not sure where to start? This is a perfectly normal response to being overwhelmed with job applications and you shouldn’t feel bad for feeling this way. Here are a few helpful 'dos' and 'don'ts' to help make the task of processing them easier! #OurBobsJobs #OurBobsBlogs

If you’ve ever posted on a public job board you’ll know to expect hundreds of unqualified applicants to share their resumes. At Media Staffing we search proactively at the candidate level to bring screened quality candidates to you quickly, so you can work on the work. If you’re feeling underwhelmed and overwhelmed with hiring, we should chat. . #recruitment #headhunter #talent #staffing #mediajobs #marketingjobs .

You've found the perfect candidate – stellar resume, impressive experience. But something feels off. 🤔 A Fama check can quickly, compliantly, and cost-effectively tell you if you're experiencing some unconscious bias, or if your gut is right. Our research explores how online candidate screening can use data to bridge the gap and improve quality of hire: https://hubs.ly/Q02wRRZW0

Stop ghosting candidates. It takes time to respond to job applicants. But it took them even longer to apply. A little communication goes a long way. ... #jobs #careers #humanresources

Frustrated by the lack of candidates applying to your job? Have you thought about your application form? Back in the day, candidates used to fill out a page-long, written form to apply for a job, but today long applications are just barriers. What do you really need from candidates beyond their contact info and resume (if anything)? Streamline your application form accordingly. Questions that require long or thought-out answers might give you more insight into candidates, but they will also cause busy candidates applying to multiple jobs to drop or deprioritize yours. Easy application = more candidates. Does your application process need to be revamped? #recruiting #talentacquisition #hiring

"If you have not heard from us within two weeks of the closing date assume you have been unsuccessful."   I still see some schools putting this on job adverts when they have an offline application process.   It baffles me.   'Assume' you have been unsuccessful? A recruitment crisis and you can't even be bothered to acknowledge applicants who did apply. Or at the very least let candidates know their application has been considered and they have been unsuccessful on this occassion.   There is NO excuse.   It can take hours to complete each school job application.   Do you really think a candidate is ever going to apply again if their first experience was to be ghosted? When schools start using the Applicant Tracking System at MyNewTerm, they can quickly let all unsuccessful applicants know with a personalised email in a couple of clicks.   While it may not be the answer candidates were hoping for, it is closure at the very least.   I think I speak for all candidates when I say it is the not knowing that is so frustrating.