FIFTEEN WEST’s Post

Attention recruiters! Hiring for entry-level roles? Read this post! Unlocking the potential of entry-level hires begins with a strategic approach to identifying key skills and traits. From adaptability to teamwork, here’s how to spot the rising stars who will drive your team’s success! #recooty #EntryLevelHiring #RisingStars #TeamSuccess #RecruitmentTips

One of my recruiter friend had already sent 5 candidates for an Entry level role Months later the hiring manager is trying to find the “fit” for them Sure finding the right fit for a role depends on the position But one thing we forget as hiring managers is that we can spot a great candidate a mile away. Pretty much a great candidate for an entry level role is someone with: ↳Grit ↳Curiosity ↳A great attitude ↳And determination. If you find someone with these attributes, it’s possible you can teach them the things they need to know over someone who has experience but a lack of excitement and energy. #middleeastjobs #hiringtalent #humanresourcedevelopment

I’ve been interviewing a lot of entry-level talent for our open recruiter positions in Austin recently, I’ve noticed a few standout traits that really make a difference and make a candidate stand out: Proactive Follow-Up: Candidates who reach out after applying demonstrate a hustle mentality. It’s a great indicator of their drive and eagerness to engage. Thorough Preparation: It’s impressive when candidates view my LinkedIn profile before our call. Being well-prepared is crucial in our industry and shows they’re serious about the opportunity. In-Depth Research & Questions: I love seeing candidates who have done their homework on the role and come prepared with thoughtful questions. It’s a clear sign of dedication and interest. Polished LinkedIn Profiles: Even without extensive work experience, a well-built LinkedIn profile that highlights their desired focus and areas of interest speaks volumes. Remember, recruiters live on LinkedIn! Active Listening: You’d be surprised by how many candidates don’t actively listen during our conversations. Those who do stand out as truly engaged and capable of understanding the nuances of the role. #hiring #entrylevel #austin #texas #recruitment #staffing

Check out these roles below!

🚨 Let's Talk Job Titles and Experience Levels 🚨 I’ve noticed a troubling trend in job postings: many positions labeled as "entry-level" require 3-5 years of experience. This is not only misleading but also discouraging for those looking to start their careers. Unfortunately, this is not happening; instead, we often see hiring influenced by connections, relatives, and politics. Entry-level roles should truly be accessible to candidates with little to no experience, providing them the opportunity to learn, grow, and develop their skills. Here’s a quick breakdown of experience levels: Entry-Level: 0 years of experience Mid-Level: 3-5 years Senior Level: 5-7 years Director: 8-10 years VP and Above: 10+ years Let’s ensure job titles reflect actual requirements and support the career growth of aspiring professionals. The future workforce deserves clarity and opportunity! #CareerGrowth #JobMarket #EntryLevel #Recruitment

Recruiters just starting out in their careers often ask me about what is needed to hone their sourcing skills and here’s my top pieces of advice: Master the art of research! Build and maintain strong connections. Some of my best hires came from casual conversations at events. Align candidates’ career goals with company needs. Understanding motivations are key! Stay flexible and open to new strategies. Market changes have taught me valuable lessons and kept me ahead. If you’re looking to start a new career in recruiting, let’s connect. Nxt Level is hiring!

Dear Hiring Managers, Please stop asking for 3-5 years of experience for entry-level positions. This is the first contact of recent graduates with the job market. And they run into a brick wall! Remember: These are the leaders of tomorrow. #humanresources #careers #BestJobStrategy #linkedin #connection #copied

**Recruiters and Hiring Managers:** When you're hiring for key positions, what are the traits that stand out to you the most? Do you lean towards candidates with real-world solid experience, or does formal education play a more significant role in your decision-making? Have you ever taken a step back to analyze your top-performing employees' true qualities? Do you have a clear understanding of what sets them apart? Lately, I've been reviewing some new job specifications, and it got me thinking: Would I get hired at my own company if I were applying today? It's an interesting thought to consider how hiring criteria may evolve over time and what really defines success in a role. What are your thoughts? I'd love to hear your perspective! #Hiring #Recruitment #ExperienceVsEducation #CareerDevelopment

Reasons you should hire for skills…👇 💡You’ll identify candidates who are the perfect fit  💡You’ll save time  💡You’ll give all applicants an equal chance to succeed What are some other benefits of skills-based hiring? I’d love to hear your thoughts ✨ #skillsbasedhiring #ethicalhiring #hiringtips 

When it comes to hiring, I'm always curious about where candidates have been and what they're looking for. But honestly, I’m more interested in how they think and who they are as a person. I don’t focus much on specific past decisions since those were made in different situations with different variables. Asking how someone handled a situation at their previous company isn't all that revealing — they were bound by that company’s guidelines and circumstances. What truly matters to me is understanding a candidate’s thought process. Previous results give a glimpse of their capabilities, but seeing how they think provides a clear character profile. This helps us decide if there’s a match with the role and our experience requirements. What do you find important in the hiring process? #hiring