Job.com’s Post

𝗙𝗼𝗿 𝗺𝗼𝘀𝘁 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀, 𝗶𝘁’𝘀 𝘁𝗼𝘂𝗴𝗵. For some, so challenging that they have left the recruitment industry. So, it is time to reset and calibrate. 𝗙𝗶𝗿𝘀𝘁𝗹𝘆, 𝗻𝗲𝘃𝗲𝗿 𝗳𝗼𝗿 𝗮 𝗺𝗼𝗺𝗲𝗻𝘁 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘁𝗵𝗮𝘁 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘀𝘂𝗱𝗱𝗲𝗻𝗹𝘆 𝗯𝗲𝗰𝗼𝗺𝗲 𝗮 ,𝗯𝗮𝗱 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿,.  Don’t compare yourself to past results in different times and environments. Measure yourself against what is achievable now. 𝗦𝗲𝗰𝗼𝗻𝗱𝗹𝘆, 𝗱𝗼𝗻’𝘁 𝘂𝗻𝗱𝗲𝗿𝗲𝘀𝘁𝗶𝗺𝗮𝘁𝗲 𝗵𝗼𝘄 𝗺𝘂𝗰𝗵 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗮𝗰𝗵𝗶𝗲𝘃𝗶𝗻𝗴, even if it’s not paying off in placements and euros.The BD efforts, continued engagement, communication, and contact are leaving their mark, and the benefits will come in the weeks ahead. 𝗧𝗵𝗶𝗿𝗱𝗹𝘆, 𝗶𝘁’𝘀 𝗵𝗮𝗿𝗱 𝘁𝗼 𝘀𝗲𝗲 𝗶𝘁 𝗻𝗼𝘄, 𝗯𝘂𝘁 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝗮𝗻𝗱 𝗽𝗲𝗿𝘀𝗲𝘃𝗲𝗿𝗮𝗻𝗰𝗲 𝗮𝗿𝗲 𝗯𝘂𝗿𝗻𝗶𝘀𝗵𝗶𝗻𝗴 𝗮𝗻𝗱 𝗶𝗺𝗽𝗿𝗼𝘃𝗶𝗻𝗴 𝘆𝗼𝘂 𝗮𝘀 𝗮 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲r . You are learning new skills; you are hunting in new patches. 𝗙𝗶𝗻𝗮𝗹𝗹𝘆, 𝘁𝗵𝗲 𝘀𝘂𝗻 𝘄𝗶𝗹𝗹 𝘀𝗵𝗶𝗻𝗲 𝗼𝗻 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗴𝗮𝗶𝗻. The boom will return. The market always recovers is already is !! If you are looking to hire or make that next career move reach out to me today, #recruitment

I've found that the #1 reason that job seekers get frustrated with executive recruiters is because their expectations do not align with what executive recruiters actually do. We are in the business of finding the best and brightest talent anyone can find for our client companies - by that client's definition and by our own. We do not find people jobs just because they need one. We provide job opportunities to those candidates who are in line with the roles we are actively recruiting for, and interview the talent we feel confident we may have appropriate roles for in the future, based on historical data, and future business plans. Moral of the story - don't wait until you need to find a job to build relationships with recruiters. Your career progression is more likely to grow if you take control when you can, rather than when your employer has made the decision for you.

Navigating the Landscape For job seekers, understanding these dynamics is crucial. Here are a few strategies to navigate this landscape: 1. Tailor Your Resume: Customize your resume for each application, emphasizing relevant skills and experience to increase your chances of passing through automated systems. 2. Network: Leverage professional networks to get insights into the company and role. Sometimes, a referral can bypass automated systems and get your application in front of a hiring manager. 3. Follow Up: If you're genuinely interested in a position, consider following up with a polite email to express continued interest and inquire about the hiring timeline. 4. Stay Positive: Rejection is a natural part of the job search process. Stay positive and persistent, knowing that the right opportunity will come. In conclusion, while swift rejections and persistently open positions can be frustrating, understanding the underlying reasons can help job seekers better navigate the complexities of the hiring process. By tailoring applications, networking, and staying positive, candidates can improve their chances of finding the right job match.

Why go it alone when you can partner with a recruiter? With expert guidance and support, you’ll navigate the job market with confidence. Recruiters unlock hidden opportunities that aren’t always advertised, streamlining your application process and giving you an edge - all at no cost to you! Solo job searching can be time-consuming and challenging, often leaving you without market insights or feedback. Make the smart choice for your career and find your people with Frontline 🤝 #jobsearch #recruiterbenefits #careergrowth #jobhunt

🤔Wondering how to navigate your career during uncertain times? Choosing the right recruiter can make all the difference. Learn why forging a connection with a reliable recruiter is crucial for launching your next career move ✨confidently✨ Read more 👉 https://nsl.ink/dQ7i

I am tired of all these posts about how hard recruiters have it in this job market. Remember, you have a job. Today, a recruiter has more candidates than ever to choose from. Yet, countless candidates cannot get a job because so many look for the 200% match, three PhD rainbow-colored unicorns, only to blame hiring managers. Do your job and ensure that companies have realistic expectations, and learn to push back ensuring that you are not wasting the time of countless good people only to repost the job. So often, recruiters will try to gaslight the public and claim they are struggling to review thousands of candidates. No one reviews thousands of applicants; ATS platforms routinely screen out most candidates automatically. It's just more gaslighting. Do your job and hire for the position.

It is one call away.... In the competitive job market, persistence is a key trait for recruiters. It involves consistently following up with potential candidates, staying updated on industry trends, and continuously building a robust network. This relentless drive ensures that recruiters can find the best talent for their clients, even when the perfect candidate seems elusive. Persistence pays off by demonstrating dedication and commitment, ultimately leading to successful placements and long-term professional relationships. So, never underestimate the power of sticking with it – the right opportunity might just be one more call away!

Having been a recruiter for a hot minute, I realized that our jobs are basically as intermediaries. It could be internal or agency, we're just making connections between people with similar goals. Once job seekers figure out how to initiate those connections directly with their potential leaders, recruiters will be needed less and less. It's unfortunate, but that's the direction to which this profession is trending. Luckily, I can teach folks how to start avoiding the recruiters and go directly to the hiring team with messages that get a response most of the time. Would that be valuable to you? Send me a DM.

It appears that there is a growing trend of recruiters expressing frustration over job seekers who possess all the necessary qualifications for a position but are still being rejected. Despite this, the same recruiters continue to post the same job openings, indicating that the positions remain unfilled. It would be beneficial if recruiters demonstrated a greater level of trust and willingness to take chances on candidates who may not have extensive experience but possess the potential to excel in the role.

📈 The application flood: Boom or bust? 🤔 As application numbers soar, I can't help but ponder—are we investing time in the right places? 🕵️♀️ Wading through a sea of irrelevant applications might *seem* productive, but is it a false economy? The question is, how many of these applicants are truly fit for the role? Many candidates are often put off applying by the sheer amount of applications already on the job advert—they feel they won't be seen. Employers, especially SMEs, find themselves inundated with CVs, many of which don't match the job criteria. This can lead to wasted hours that could be better spent elsewhere. A recent study from the Chartered Institute of Personnel and Development (CIPD) found that UK employers spend an average of 2 days per hire on application reviews! 📚 Surely, there's a smarter way? The talent we seek might not even be scrolling through job boards right now. So, should we shift our focus from reactive hiring to proactive talent sourcing? Networking, employee referrals, and headhunting could unearth the perfect candidate. 🌟 I want to hear your thoughts on this? Comment below!! #TalentAcquisition #HiringStrategy #RecruitmentInsight