Carolina Handling’s Post

Hiring Manager: We’d like to see your candidate the Monday after Thanksgiving? Recruiter: Awesome, they are very excited. Hiring Manager: First question, what is your biggest weakness? Candidate: My aunts stuffing. Had at least 3 servings and took home the leftovers. ——— Happy Thanksgiving to all my American friends. May your day be filled with great food, great football and time with friends or family. The job market is getting ready to heat up so when your crazy uncle asks what you do just tell them you’re doing your due deligence. #recruitment #thanksgiving #turkey #jobs #interviews #candidates #jobseeking

Entering the race for your next job? Let us help! With over 55 years of combined experience in recruiting, our team knows exactly what you need to do to prepare and begin your job search. Interested in learning more? Email molly@kestersearch.com to get started. #kestersearchgroup

Employers: Before you start interviewing for that job opening, fill in this blank: 'The person we want to hire should have pre-existing ambitions to become ______ as the next step in their career." #hiringstrategies #planforthefuture

When I started my first technical recruiter position years ago, I remember a colleague telling me within my first week, "How long will YOU be staying?" See, I wasn't the first person hired for the role. The person who was hired only stayed a month. (She wasn't a technical recruiter but rather a HR Generalist who didn't like recruiting - why she accepted the job in the first place was something I never understood.) I actually found out I was the 3rd person they'd hired for the SAME role. The first person, a colleague of mine, had accepted the job then rescinded it; she decided to accept a job in a different city with her significant other. The second person I've already mentioned above. Then there was me - yep, I was the 3rd choice for the role. Did that bother me? Nope. Why? Because I learned that if a job is meant for you, then it's meant for you. It doesn't matter how you got there, it's YOUR job. Realize that the rejection you just received is not the end of your story. You will be offered a role, the right one for you. It doesn't matter if you're the first person offered the role or if you're called back by the company 1, 2, or even 3 months later for the position. Trust that the right job will come your way. #jobsearchtips #careerjourney #jobsearch #perseverance

Punch above your weight. You apply for a promotion. You get an interview. Assume that they know--from your resume--that you are good at your job. Understand that they know you are good at your job. They want to hear if you are good at the job you're applying for. If you're in a site-level role, the interviewers are looking for proof that you can do(and have done) work or created results beyond your site. Ops level should talk about AGM/GM level work. Multiple shifts, not just yours. AGM/GM should talk about Division level work. Multiple sites, not just yours. Division level should talk about multiple networks. Not just your own. Use the interview to show that you can punch above your weight. Not that you are awesome at your level. #recruiter #walmart #supplychain #leadershipdevelopment

🔥🔥🔥 checkout these quick tips from our recruiter Mollie Stopher! #cintas #hiring #resume #career

Why do we do what we do? 1: For unsuccessful candidates, job search assistance can be incredibly beneficial. It gives them a renewed sense of hope and motivation, knowing that they have someone in their corner who believes in their potential. 2: Providing job search assistance to rejected candidates can significantly enhance a company's brand. It showcases the organisation's commitment to supporting individuals, even beyond the hiring process, and demonstrates a genuine concern for their professional growth and success.

The easiest part of recruitment is key word matching a CV to a job spec. Anyone can do that. Where the real skill lies? Truly understanding the ins and outs of a role and the business, going beyond the job description. Then it's going out to market and actually speaking with candidates, again going beyond what's written on their CV. You have to understand the skills they have, where their passion lies and what they truly want, matching this to the best possible client. You then have to convey this to the client and get them to look beyond the CV, showing your understanding of what they are looking for and not only how a candidate is right for the role, but how seamlessly they will fit in and how they will add value. The feedback below is a perfect example of what we do at Reed - Technology day in, day out. Getting this kind of feedback is only possible to get because our passion lies in understanding the clients needs and really getting to know our candidates. No round pegs in square holes here. If you are looking for your next role and want to be in a position to give feedback like below, give Zak Denton, Ryan Molloy or myself a call. Alternatively, if you are looking for your next hire and want a team who will go above and beyond just key word searching, we would love to help you. #lovemondays

What should you do when an executive recruiter ghosts you? A friend received a call from an executive recruiter about a senior role at a reputable private equity firm. The recruiter was enthusiastic, "You are perfect for this role, and this client." That was three weeks ago. What should you do if you are among the 60% of job candidates who have been ghosted by an executive recruiter? ↪️See if the job is posted online, and apply yourself ↪️Reach out to someone in your network at the company for insight on the role ↪️Look for similar roles at other companies And know the ghosting likely has *nothing* to do with you as a candidate.

Using the great candidate criteria to filter and screen people from consideration makes no sense and is counterproductive. Not only is it a poor predictor of success, but it also inadvertently eliminates outstanding candidates from consideration. In order to hire the best fit, you need to start by recognizing that the criteria used to filter prospects for consideration is one of the reasons you're not seeing enough talented people to even consider. Eliminating this bottleneck is difficult though, since it's part of very fabric of most hiring processes today. But breaking the bottleneck starts with this simple question when opening up a new job requisition: “𝑾𝒉𝒂𝒕 𝒅𝒐𝒆𝒔 𝒕𝒉𝒆 𝒑𝒆𝒓𝒔𝒐𝒏 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒅𝒐 𝒕𝒐 𝒃𝒆 𝒄𝒐𝒏𝒔𝒊𝒅𝒆𝒓𝒆𝒅 𝒔𝒖𝒄𝒄𝒆𝒔𝒔𝒇𝒖𝒍 𝒊𝒏 𝒕𝒉𝒆 𝒓𝒐𝒍𝒆 𝒐𝒗𝒆𝒓 𝒕𝒉𝒆 𝒄𝒐𝒖𝒓𝒔𝒆 𝒐𝒇 𝒕𝒉𝒆 𝒇𝒊𝒓𝒔𝒕 𝒚𝒆𝒂𝒓?”