Gigstart’s Post

Are you looking to fill a position in your company? Don't rush the recruitment process! According to the Recruitment & Employment Confederation (REC), 1 in 3 hiring mistakes happen because businesses try to fill a position too quickly. As a hiring manager, I've seen this happen time and time again. We often jump to the job description without properly clarifying what success looks like in the role. As Abraham Lincoln once said, "If I had 6 hours to cut down a tree, I'd spend the first 4 sharpening my axe." Check out our pre-hiring checklist to ensure that you have a clear plan in place. Remember, a little extra time spent at the beginning of the process can save a lot of time and headaches in the long run. https://lnkd.in/e9_jsDXg

Food for thought... > I see employers/recruiters openly complaining that they can't find candidates. > I see an ocean of candidates lamenting they haven't been able to find a position for months, sometimes nearing a year! > I read senior-level job descriptions offering entry-level salaries with a list of responsibilities that could easily fill three roles. > I read entry-level positions asking for two years of experience. > Job seekers spend hours (and often $$) perfecting their resumes only to have to tweak them for each application they complete. > Applicants are then required to spend 45 minutes to an hour (or more) inputting the exact same info contained in their resumes into an online application. Next, four-plus interviews and recruiter ghosting. > I read both recruiters and applicants yelling that the system is broken. So...who fixes it? It seems that all of the technology we put into place to "simplify" connecting the workforce with the workplace has complicated the process to everyone's detriment. Real people with real lives are being impacted...devastated even...while we wait on the elusive "they" to fix something everyone seems to acknowledge is not working. Every problem has a solution. How do we begin to solve this?

How do candidates decide between staying put or moving to a new job, and how do they pick the best offer? To help them make a decision and set your business apart, consider these practical strategies: 🧠 Be clear and visible about your approach and values. Communicate training and development opportunities. Emphasise the impact of the role for them and you. Share pay, flexibility, or benefits offerings. For more hiring tips, visit: https://lnkd.in/ePSGPxH5 Need help with hiring? Check out: welovesalt.com/employer/ #hiringadvice #candidates #recruitmentlife

I discussed requirements with over 1,000+ companies. Placed 200+ candidates. If there are 5 things I can tell you about recruitment... 1. It's about understanding people, not just resumes. Finding the right fit means knowing the person behind the paper. 2. Listening is your ultimate superpower. Every company and every candidate has unique needs. Listen intently. 3. Building relationships beats quick hires. The best placements come from nurturing long-term trust. 4. Feedback is the fuel for future success. Every "not a fit" is a step closer to the perfect match. 5. It's a long game, but worth every minute. Those who play for the long term win big in recruitment. Remember, recruitment isn’t just filling positions. It's transforming careers and businesses. Keep connecting!!! P.S. What's the most insightful thing you've learned in your journey?

Some of the science behind recruiting. When people ask me what I do, they assume I shuffle through resumes, set up appointmemts and fill out new hire paperwork. Which is true, lol. But it’s only a small fraction of what true recruiters do, they research the market, universities to determine the type of candidates entering the market, they look at the cost of living in their areas to discuss in their screenings, they research their competition consistently, they research the most active social media groups to see where their industry talent base is and create relationships, we track trends in the industry and report when it’s a good time to hire or change comp plans based on the market. We look at turnover rates and partner with our hiring leaders to target specific needs. I could go on further but I hope this is enough. Please give me your feedback on what things you do as a recruiter that other people would be surprised what you do?

One key question I always ask employers during the hiring process: “How long have you been recruiting for this position?" If the answer is more than 2 months, it makes me wonder if the issue lies with the hiring process rather than the candidate pool. A lengthy hiring process can lead to great candidates being snapped up elsewhere, and reflects poorly on the employer. Food for thought! #hiring #recruiting #jobsearch #candidates #employers #Recruitment #TalentAcquisition #HR #HiringStrategy #Efficiency

My phone rang. An unfamiliar number lit up the screen. Normal for a recruiter. I put my best voice forward, energy with a dash of optimism, “This is Jennifer.” A lovely lady in HR at a manufacturing company introduced herself. She’d heard good things and needed help filling jobs. My first thought? How could I really add value here? I wasn't sure if I was the right person to help. After all, my experience and network lies in financial services technology. But I listened and asked questions. Then I reframed it. The jobs required both tech and business knowledge too. A test for my recruiting process. How would it stand up in an entirely different industry? Usual Frame: I help financial services firms hire specialists with business and tech knowledge. Reframe: I help companies hire people creating talent stacks with business and tech knowledge. Turns out, going beyond the job description and resume, understanding the “why” for each side, engaging people in conversation, prepping both sides for interviews, and creating a sense of urgency in the process works. We’ve placed seven people since that initial call, contributing to the firm’s record breaking growth last year. Feels good. Have you tried applying your core skills to another industry too? How did it go?

Most agencies never want to hire because of the lengthy process it entails They’ll spend 3-4 weeks looking to hire someone to only find bad candidates and just waste their time You mostly likely wonder how others are doing it and you can’t One simple word…. Reach Everyone else that you are looking at simply has more reach More reach comes from more volume or from more job postings are putting money behind the postings The only exception is having a strong personal brand, then you wont have to do much work to get people to flock to you So simply just put more volume out and you’ll get more candidates Instead of spending 3 weeks and getting horrible candidates You can spend 2 weeks and get 10 solid candidates to pick from Then you won’t be desperate when picking because you have plenty of option And it all starts with doing more volume

As recruiting processes restart post-Christmas/ New Year, here's a reminder that it's OK to be asking all your questions that you want and need answers to early in the process. Some recruiters will be more informative, some less. Some will spend 20 min on initial phone screen, some 1 hour (my average was circa 45 min) Interview styles will vary from individual to individual, even within one company and the same team. It's the same everywhere else you go. You will feel like a nurse you are dealing with is your bestie, while another one will be overly formal or unnecessarily pompous. So, in a recruiting process when you have your first recruiter call and the recruiter doesn't inform you, it's perfectly OK to ask ... why the role is open (new headcount or replacement) It's OK to ask about the projected length of the process/ how many stages, etc It's OK to ask what to expect/ what to prepare for following rounds It's OK to ask if you will receive further guidance or any prep materials It's OK to ask about the next person's interview style and/or their unique preferences, if any It's OK to ask for additional availability if the one option they give you clashes It's OK to ask about turnaround times and when/how you will hear back. It's OK to ask for a salary idea/range if the recruiter doesn't initiate that (they should) There's often this nervousness, tension, formality around the hiring process - it doesn't serve anyone. Hopefully you feel looked after and understand exactly where the process is heading and otherwise it's OK to look after yourself and to seek information that will reassure you, help you be prepared, give you necessary info. Good luck! #bestpractice #recruiting #hiring

Hiring Insight: Always conduct thorough reference checks before making a final decision. Speaking with previous employers can provide valuable insights into a candidate's work ethic, reliability, and overall performance. This step can help ensure you choose the right person for your team! #Hiring #recruitment #EmployeeSuccess