Focus Search LLC’s Post

If you’re a hiring manager does this sound familiar? 🤔 - You’re stretched thin - You have multiple internal pressures - You have mountains of resumes to sift through - You’re too busy to thoroughly vet candidates   We know that recruitment takes up a lot of time and it’s not your only job.   The interview process alone can take precious days on end.   We not only empathize with you; we can also help take the pressure off.   It’s possible to hire the best talent and be able to do your own job effectively, if you have the right help.   There’s no need for that kind of pressure.   Don’t you think? #hiringmanagers

Interviewing for your team can be really daunting… and making a decision is stressful!! 😩 If you’re a Manager/Business Owner/HR professional who has responsibility for hiring, but it all honestly doesn’t do it that often, recruitment can be a hassle and very nerve wracking. ❓How do you know you’re asking the right questions?! ❓How do you know that the candidates are the right fit?! ❓Do they have the technical skill set to do the job?! ❓Will they fit in with the rest of the team?! ❓How do I deliver a good candidate experience for them?! You get the idea… 🙈 That’s where I am here to help our clients. My background as an Internal Recruitment Manager means I have been there many times with hiring managers and I coach you through the process. We work out the best questions, look at interview techniques, understand how to get the best out of people at interview and ultimately make you feel really confident with who you’re making an offer to 👌 I love being a recruitment partner for my clients ❤️ #tueadaythoughts #valueadd #recruitmentpartner

🚀 Attention Recruiters! 🚀 Ever felt like your hiring process is slipping through the cracks? 🤔 Role requirements are changing faster than a chameleon! 🦎 Hiring speed feels like molasses in winter! ❄️ Interview workflows? More like a goose chase! 🦢 So, where does it all begin? You guessed it—INTAKE CALLS! 📞✨ Here’s how to supercharge your intake calls with Hiring Managers: 📚Go Prepared! Dive into the job description, highlight areas needing clarity, and understand the team structure. Check for that internal star performer to benchmark your search! 💰Comp and Job Level Alignment -Verify the budget and ensure the JD reflects the skills required for the proposed job level. No surprises here! 🎯Clarify Priorities & Set Expectations -Confirm what’s critical vs. nice-to-have, set clear hiring timelines, and establish a definite interview workflow. Plus, agree on a check-in cadence! 🔍Be Proactive! If you have a moment before the call, do a quick LinkedIn search based on the JD. Share talent pool insights with Hiring Managers to kick things off right! There’s so much more to cover, but I’ll save that for another post 😉. What strategies do you use to make your intake calls more effective? Share your tips below! ⬇️💬 #Recruitment #Hiring #IntakeCalls #TalentAcquisition #RecruitmentTips

#management #HumanResources #innovation #Careers #softskills #jobinterviews #recruiting Finding the perfect candidate to fill an open position is about so much more than choosing someone with the necessary skills and experience. While it's important to hire someone with the technical knowledge and expertise to get the job done well, it's equally as important to find someone who will fit into your company culture or be a positive influence on others.  When you're assessing candidates for a position, you can look for certain traits in addition to their level of experience that will help you make the right hire.

Of course we want to help you achieve your ideal job

Why a Simple “Thank You” Could Be Your Best Recruiting Strategy It’s no secret that specialty recruiters encourage candidates to send thank-you notes after interviews, but there’s real value when recruiters return the favor. Even if a passive candidate isn’t the perfect fit today, that could change in just a few weeks. The job board is constantly shifting, and a small gesture like expressing gratitude can keep the door open for future opportunities. We build trust by thanking candidates, sharing the next steps, and setting expectations. It lets candidates know they’re valued, regardless of the outcome and keeps them engaged when the right role pops up. Contrary to popular belief, recruiting is about much more than just filling positions and this simple gesture strengthens relationships, sets a tone of mutual respect. How often do you thank your candidates? It might just be the edge you need in your next big hire. Make it a great day!

Hiring Manager: We’d like to bring your candidate back in for a final interview. Just so you know, there are 2 other candidates interviewing after them. Recruiter: Really? This is the 4th interview. They will be there. Hiring Manager: Great. It went well. We would like to make your candidate an offer. Recruiter: Awesome. I’ll let them know. Hiring Manager: Do we have a deal? Recruiter: Unfortunately no. They have turned us down for another offer. Hiring Manager: Why? I thought they loved us.... Recruiter: While you were busy interviewing 2 other people they were busy interviewing with 2 other companies. Companies need to understand that they aren’t the only ones with options. Candidates are taking control of their own lives and making moves. If you want top talent, you need to move quickly. Lengthy interview processes can cost you the best candidates. They have choices and won’t wait around while you deliberate. Efficiency is key. Streamline your hiring process. Make decisions faster. Show candidates that you value their time and talents. The best ones are always in high demand, and they know it. Don’t lose out because you hesitated. Move with intention and urgency. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

𝐖𝐡𝐚𝐭’𝐬 𝐭𝐡𝐞 𝐍𝐔𝐌𝐁𝐄𝐑 𝟏 𝐭𝐫𝐚𝐢𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐥𝐨𝐨𝐤 𝐟𝐨𝐫 𝐢𝐧 𝐚𝐧 𝐚𝐩𝐩𝐥𝐢𝐜𝐚𝐧𝐭? Someone who is 𝐈𝐍𝐅𝐎𝐑𝐌𝐄𝐃. 88 percent of hiring managers say that an informed candidate is the top quality they want when interviewing, according to a recent survey from Glassdoor. Informed candidates are defined as well-researched, engaged and have the right qualifications, according to the survey. So how can you show an employer that you’re highly informed? Companies look for the following in prospective employees, according to Glassdoor: ✔️ They’re prepared for the interview and ask pertinent questions ✔️ They demonstrate having the right experience ✔️ They’re knowledgeable about the job role ✔️ They know about the organization’s culture and values ✔️ They have the right expectations about compensation and benefits Employers like when candidates show that they’re informed because it helps the company save valuable time throughout the hiring process, reduces costs for sourcing and recruiting, improves the overall interview experience and increases management satisfaction. So it’s good to be informed. It also makes a KILLER positive impression. Need help being the most informed possible for your next interview? DM me and let’s talk.😉 Thanks for following. 😎 - Follow me 👇 for TIPS to land your DREAM JOB - #hiringandpromotion #jobseekers #jobinterviews

Something about recruiters that you may not know: We are here to advocate for you. We know the system sometimes isn’t ideal, and that there is room for improvement in the recruitment world. But we’re here to help you get to where you want to be. We don’t make decisions on hiring, but we can influence the next steps by advocating for you. We are not hiring managers, we are recruiters. Our goal is to get to know you, share your skills with our hiring team and let them know how we feel you’d be a great fit for the role. At the end of the day, the hiring teams will make the decision on who they want to move forward with. Just be patient with us, we know sometimes interviews are lengthy, we know sometimes feedback is delayed because we simply don’t have some yet, we know that 5 rounds of interviews are not ideal, we know. We’re working hard on trying to make recruitment more efficient and we’re working hard on being the best recruiters. Sincerely, A recruiter who sees you, and understands you. #recruiting #recruitmentstrategy #interviews #hiring

🔍 CLIENTS: In today's competitive job market, the hiring process can sometimes feel like an uphill battle for both candidates and hiring companies. As candidates invest hours of their time in phone interviews, video calls, and in-person meetings, they often find themselves navigating requests for presentations, budget forecasts, business cases, and problem-solving exercises—essentially offering free consulting. But what happens next? Too often, the response is a cold, automated rejection email from a "no-reply" address. This begs the question: Hiring managers, what is the rationale behind this disconnect? Isn't it time we recognize that PEOPLE are the cornerstone of any organization's success? It's high time we reevaluate our approach to hiring and start treating candidates with the respect they deserve—as valued individuals, not mere checkboxes on a list. Let's cultivate a hiring process that honors the time, effort, and expertise candidates bring to the table. After all, nurturing a positive candidate experience not only strengthens your employer brand but also fosters a culture of mutual respect and appreciation. It's time to humanize hiring. Are you ready to join the movement? #Recruiting #Hiring #CandidateExperience #HumanizeHiring