Jerry Bernhart’s Post

HIRE MINDS. Bernhart Associates Working Knowledge for Employers I'm still working with employers who don't have a realistic idea what kind of candidates might be available and the money it might take to hire them. That's understandable, as not all employers are in the labor market on a regular basis. My advice has never wavered: Don't go into a search thinking you will find the "perfect candidate." Don't go into a search thinking that just because your company is wonderful everyone wants to work there, and that there aren't 4 or 5 other employers trying to hire the same candidates. Better to go into it with this frame of mind: We will hire the absolute best person we can, and to do that we know this might take quite a few interviews in order to know what is available and the commensurate salary expected. Before you pull the trigger don't just know the candidate. Know the market. #bernhartworkingknowledge

HIRE MINDS. Bernhart Associates Working Knowledge for Employers. I'm still working with employers who don't have a realistic idea what kind of candidates might be available and the money it might take to hire them. That's understandable, as not all employers are in the labor market on a regular basis. My advice has never wavered: Don't go into a search thinking you will find the "perfect candidate." Go into a search thinking that just because your company is wonderful everyone wants to go to work there, and that there aren't 4 or 5 other employers trying to hire the same candidates. Better to go into it with this frame of mind: We will hire the absolute best person we can, and to do that, and we know this might take quite a interviews in order to know what is available and the commensurate salary expected. Before you pull the trigger don't just know the candidate. Know the market. #bernhartworkingknowledge

🌟 Do you often feel like you're only the second choice for your candidates?   Many believe that attracting top talent boils down to having a nice vacancy and offering competitive pay. However, securing the best candidates is far more nuanced. Let's shift our focus to something more pivotal than just the role or the salary - the journey 🚂 . For over 15 years, we've been guiding organizations through their Sales & Marketing talent acquisition journeys. Regardless of their size or industry, we've observed that those with the highest recruitment success were able to unveil the adventure awaiting their future team members.   This initial interaction allows candidates to envision themselves being part of something bigger. This "something" is a collective of individuals united by a common purpose, shared values, and similar work attitudes. Not everyone will resonate with your adventure, but you'll surely attract many of those you genuinely desire. 🌱 Easy Advice: 📌 1. Define Your Purpose: Articulate what sets your company apart, beyond just the salary. 🌈 2. Envision the Future: During interviews, discuss how a candidate can evolve with your organization, rather than focusing solely on the immediate role. 💖 3. Ensure a Positive Experience: Make certain that applicants have a favorable encounter when applying to your company. 🌟 4. Stay Current: Keep abreast of innovative attraction strategies to make your company appear as an attractive workplace. Winning the best talent today relies less on your brand name or the perks you offer, and more on fostering a culture where people aspire to work.    Wondering how can your company emerge as the preferred choice by providing meaningful employment? Let’s delve together into making your recruitment process to become more impactful.   📌 For additional insights on enhancing your hiring strategy, feel free to reach out via DM or drop a comment below. #HiringTheBest #MeaningfulJobs #HR #EmployerBrand #HiringTips #HRAdvice #RetainTalent #FutureOfWork

Most companies aren’t attracting good talent, they’re REPELLING it. Companies are failing to do the bare minimum… but then complain they can’t find the right candidates. As recruiters at BossJi, we’ve seen most companies: - Don’t write the salary budget in the JD… but then complain candidates drop out after receiving offers - Don’t update candidates promptly after each round… but then complain candidates ghost them - Don’t explain their selection process… but then complain candidates are too lazy to come to their office for a final “conversation” (after already doing 5 interviews and 2 projects) - Don’t communicate realistic job expectations… but then complain new hires don’t perform What do companies even expect to happen? In order to get, you have to give. The good thing for companies about the status quo is that it’s easier than ever to stand out. Just do the basics to give candidates a decent hiring experience. 🚩As a candidate, what red flags have you seen from companies?🚩

DID YOU INTERVIEW YOUR TOP CHOICE FOR YOUR OPEN ROLE? Don't blow it now... Attention Employers: Your Candidate Experience is Your Competitive Edge! Gone are the days when candidates patiently waited through long hiring processes with minimal communication. Today, top talent expects more — and if you’re not delivering a smooth, transparent, and engaging experience, they’ll find an employer who does. Here are some key tips to elevate your hiring process:  ✅ Build a Strong Employer Brand: Candidates care about more than salary. They want to know your values, culture, and why your company is a great place to thrive.   ✅ Be Transparent About Salary: Don’t keep them guessing. Sharing compensation ranges upfront sets a foundation of trust.   ✅ Streamline the Application Process: Make it easy for candidates to apply and stay engaged. Lengthy forms and slow responses could send them to your competitors.   ✅ Create a Positive Interview Experience: Clear expectations and flexibility go a long way in making candidates feel valued—even if they don’t get the role this time.  And don’t forget, onboarding matters too. A warm welcome and thoughtful first steps can make all the difference in retaining new hires. Looking to enhance your candidate experience and attract the best? Let’s talk! 🎯 #CandidateExperience #TalentAttraction #EmployerBranding #RecruitmentBestPractices #HRExcellence #HiringTopTalent #EmployeeEngagement #roberthalf #legalhiring

Top hack to reduce an overwhelming flood of resumes to your HR department: Every job applicant in the market is actively motivated to apply based on their perception of how much the role is paying. Not how much it IS paying, but how much they PERCEIVE it's paying based on a variety of factors. lf you want to cut the amount of unnecessary resumes, cut the amount of wasted interview times or candidate ghosting or having to negotiate with the hiring team about the next interview - whether or not your state requires it - post the salary range of the job. It's a time saver for every. single. person. involved. with. hiring. Like, follow, and share and check out The Job Applicant Perspective for more. Also give all the job applicants in your life a hug today. They may need a regular unprompted reminder that even if they world isn't choosing them for the team right now, that you continue to. #jobs #jobsearch #jobseeker #realtalkjobhunting #crowdsourcing

Top Recruitment Myths There is a heap of myths surrounding recruitment that I hear from the people candidates and clients I work with. Here are a few myths DEBUNKED: Employers have all the power in the hiring process 😞 The truth? You may think the employer ultimately holds all the power in the recruitment process as they have the job opening. But with an unemployment rate under 4%, it has become a candidate short market. This shift in power means that applicants can exercise more leverage. When employers are trying to fill more open positions with a smaller pool of talent, they need to be more flexible and ready to move quickly to make an offer once they find the right candidate. I have had candidates leave their first interview offered and have a start date. Businesses need to be prepared to offer higher salaries aligned with market standards this may increase your overall cost of hiring a new employee, but it will be worth it in the long run when you have the most talented individuals on your team! No one wants to work anymore 🙅♂️ Talented people are no longer willing to work themselves to death for companies that treat them as a disposable resource. Top candidates know their worth and demand that it be recognized through fair wages and benefits that support a high quality of life. They want bosses who care about their well-being, not just their bottom line. Job Boards are the best method for sourcing candidates 🖥 Job boards, actually, aren’t all that great when it comes to producing successful hires. At least one global survey found them dead last regarding effective recruitment channels. It’s not that you can’t find great candidates using job boards. The main problem is the accompanying noise. Since large audiences visit job boards, they tend to produce many applications. I speak with a lot of people who apply to every job opening available, regardless of their qualifications. For hiring managers, this means many unqualified candidates to weed through. It’s more work for less results. These are only a handful of the myths out there, which ones did I miss? #recruitment #recruitmenttips #hiring #insurance #insurancecareers

As recruiters, we come across many qualified candidates who possess relevant skills and knowledge but have gaps in their employment history. It can be really difficult to inform a candidate that their profile cannot be submitted to a client due to this gap, especially when the candidate has been open and honest about it during discussions. Recently, I spoke with a candidate and I was not aware about his recent gap. While discussing with the candidate, I got to know that there was a gap of around 6+ months and the candidate openly shared all the details during discussions. Though there was a valid reason of his gap and really I could not able to answer him that I cannot submit his profile. During discussion, the candidate was understanding my situation that I don't wanna hurt him by saying I can't submit, despite this, the candidate maintained a positive attitude and even said with a smile that "It's okay if you don't call me again". That really felt me hurted. It's important to remember that gaps in employment history do not define a candidate's worth or potential. As recruiters, we strive to find the best fit for our clients while also supporting and respecting our candidates. Let's continue to have open and honest conversations while keeping in mind the human aspect of the recruitment process. #hiring #recruitment #recruiter #recruiters #HR #Employee #humanresources

Expecting candidates to wait over 2 weeks for an offer is unrealistic... ❌ When you identify a standout candidate, don’t drag your feet! Delaying could mean losing them and gives the impression that recruitment isn’t a priority, which isn’t appealing to top talent. ✅ Streamline your hiring process to be transparent and efficient. Make offers swiftly and ensure salary expectations are met without lowballing at the last minute. Best way to hire the best talent for your team is to keep it simple, but remember: the basics matter! #recruitmentpartner #hiringtips #snoozeorlose #recruitment #engineering #manufacturing

Feedback is critical especially when the canidate and the person that interviewed hit it off. When you don’t provide feedback, it leaves the canidate to wonder. Applying for jobs are already time consuming and mentally taxing. Feedback also provides a way for the job seeker to improve on their approach in their job search. The hiring practices now are not very demure, not considerate or mindful of others. #notverydemure