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Things that don't pass the snifftest, that a recruiter that doesn't suck should do. How many open positions in a particular department? more than 5 or an equivalent threshold percentage? RUN Previous employees interviewed: Do some digging, how were previous employees treated? A simple DM takes 10 minutes out of your day. why does the position exist? I shoudl have asked this. The position being brand new or being vacant are identicle however, adding positions may be a strategy for laziness from management. I'll add to this but that's what I have in mind so far.

Hiring Managers, ever wished you could decode resumes and uncover the real story behind each candidate? Wondering why they left their last job, how their promotions unfolded, or what they're truly seeking in their next role? That's where we come in. With a recruiter on your side, you'll not only get the inside scoop but also connect with top-tier talent and save valuable time.

In todays job market, with a high number of job seekers, instead of posting for single positions where you are looking to hire ONE person, I recommend that recruiters and hiring managers actually consider internal candidates for those positions and leave the public postings to focus on mass hiring. This can save time and show consideration for people desperately seeking employment and wishing on a star for a career!

Last week, an interesting article titled "Landing a Job Is All About Who You Know (Again)" was published in the Wall Street Journal. The article mentioned a case where a company received 983 job applications for a position, but did not hire anyone from those applications. Similar situations have been observed by us before, none as extreme as this. In one instance, a person applied for a position along with 611 other applicants and received a call for an interview within 4 hours. She was eventually hired and will start working on June 8th, but it's evident that she was lucky. It's hard to believe that the company's HR team could review 611 resumes and select hers within just 4 hours. Can you count on being that lucky in your job search, or in looking for talent? Can your HR Department successfully sort through hundreds of resumes and find those that have the skills and experience needed? Feel free to reach out to us, and we can discuss strategies for connecting qualified candidates directly with the engineering teams to ensure that they receive proper consideration. https://lnkd.in/gsgVm5Yb

With multiple open positions on our team, Hayley Russell and I have spent the last couple months meeting candidates and conducting interviews. During roughly the same timeframe, my wife has been interviewing for a new job. Despite different industries (I work in Tech , my wife = Healthcare), it's been fascinating to share & compare our experiences from both sides of the hiring equation. This isn't your typical LI post, I am not here to share any insight, revelations or best practices 😁 I just want to say THANK YOU to all the candidates who applied & interviewed with us. -THANK YOU for taking the time out of your lives to learn about our company and team. -THANK YOU for being up for a challenge with our 'role play' style interview -THANK YOU for your vulnerability to share about yourselves personally & professionally. -THANK YOU for your patience and understanding as we navigate the sometimes unclear waters of corporate hiring & recruiting!! And finally, DO NOT GIVE UP!! We met so many incredible candidates we couldn't hire... when one door closes another opens. Best of luck and solidarity to parties on BOTH sides of the hiring equation🤝

I recently read that if you're struggling to hire. It's likely down to 1 of these 4 reasons ⬇️ 1️⃣ Not being clear on what skills are needed 2️⃣ Not seeing enough relevant candidates 3️⃣ Not having confidence to pick the right candidate from a group of similar looking candidates. 4️⃣ You lost a candidate you really wanted to join the team. The most common mistake companies make is seeing a great candidate and waiting too long to make a decision. When they finally do, the candidate has accepted another offer and the cycle restarts ♻️ If you're struggling to hire a technical position let's connect!

Are you feeling frustrated and overwhelmed in your job search? It's time to consider a game-changing approach: hiring a Reverse Recruiter. Our innovative service turns the traditional recruitment process on its head, putting you, the job seeker, at the center of our efforts. Here's how we can revolutionize your job search and help you land your dream position:

This Week's Top Job Openings and Career Advice 👇 Ross Stevenson gives advice on what to do post-interview to ensure you stand out from the crowd! 💡 Read a wonderful review for Leanne Garrett on how she listened to her candidate and ensured she secured them with the right role for them. ⭐ Follow VANRATH for more! 📲 For all the latest jobs across NI, click here: https://lnkd.in/eRRjdYUF #VANRATH #topJobs #accountancyJobs #techJobs #review #careerAdvice #interviewAdvice

➡️Yesterday, I screened a candidate. ➡️This morning, they interviewed with the hiring manager. ➡️This afternoon, I'M EXTENDING AN OFFER! I'm grateful to work with great hiring managers! 📌The hiring process doesn't have to be difficult. Make it simple: know what you're looking for in a candidate and don't be indecisive. If you delay making an offer, trust me, another employer is waiting in the cut like a BandAid waiting to scoop your candidate up! #recruiterlife