IT Avalon’s Post

Here's another post in my 'punched in the face' series. This is another myth that needs to be... well, you get the idea. “𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝗹𝗶𝗸𝗲 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀.” This is another of those binary observations that masks the real truth. And the real truth is that Hiring Managers don’t like working with bad recruiters. But they do like working with good recruiters. Here's a few recruiter traits that hiring managers really like; Understand the sector and/or the job discipline. Ask the right questions, including the difficult ones. Do what they say they’re going to do. Know how to sell jobs, without bullshitting. If you can do all those 4 things, nobody’s disliking you.

Structure your answers like this to put yourself ahead of other candidates: S - Situation Start by providing the context. T - Task What was the goal? What was expected from you? A - Action Share what you actually did. R - Results What was the impact of your action? 🎇 Recruiters and hiring managers are trained to use the STAR model. 🎇 Pick wisely your examples. 🎇 Let me know how it goes 😉

When it comes to doing time-bound assessments presented by recruiters and hiring managers, do you think it's better to quickly answer every question during the alloted time, or do you think it's better to answer half of the questions with absolute confidence? I am referring to multiple choice options, not open ended questions.

If you are or will be a job-seeker at some point, it's worth spending 5 minutes on this. Summary: Interviews have an outsize influence on whether you land a job. That’s why you need to stand out. To prepare accordingly, be mindful of the three things recruiters are looking for. 📌 First, they want to know what you’re like to work with. Treat your interview as an opportunity to get to know the hiring manager and establish a rapport. 📌 Second, they want to know whether you can learn. That means if you don’t know the answer to a question, you shouldn’t fake it. Instead, ask the interviewer if you should think through it aloud to show how you handle challenges and demonstrate that you’re open to learning. 📌 Finally, they want to know that you can take initiative. The best way to prove this is to arrive prepared. Have a very clear idea of what the company does, its history, its strengths, and its weaknesses. https://lnkd.in/gfEcKtQu

Interviews are challenging. The next time you interview, make you do the following: • treat the interview like a conversation with trusted colleagues • prepare as best you can • display your ability to take on or learn new things. Once you do, you’ll find more success and less pressure in your interviews.

Three questions hiring managers want you to answer — but won't ask.

BAD NEWS…WHEN IT COMES TO HIRING YOUR “GUT INSTINCT” IS OVERRATED! 😮 Too many hiring Managers make snap judgements at interview and then look for further evidence to support it. ❌ Bias is rife. ❌ And most people have little better than a 50/50 hit rate and may as well flip a coin. 🪙 But there is a place in hiring for intuition at the end of the process rather than the start. Find out more on that here 👇

Three questions hiring managers want you to answer — but won't ask.

What are the top 3 insights that Job Seekers would like to know from Hiring Managers? Put your questions/ feedback in the comments. Dear Hiring Managers, Your thoughts and wisdom are highly appreciated.

Three great ways to get better candidates without spending any money! Train your Recruiters and Hiring Managers to; 1, Show a little more empathy 2, Be a little more curious 3, Be a little less judgemental