Josh O'Brien’s Post

For those of you that use Reddit and want to dive into a convo with the Founder and President of one of the largest recruiting firm's in the US.....it's happening Thursday. Maybe you or someone you know might be looking for tips on how to make a resume stand out, job searching, growing a business, how to hire and retain, run a large company, etc. Alesya Flynn #liveqanda #askanexpert #recruitingfirm #hiring #reddit

An open letter to candidates. Please take at least 5 minutes to research the company that you're interviewing with. 5️⃣ 🙏 This isn't isolated to new-to-the-workforce candidates. 🤦♂️ Almost 10% of people, when asked, “Tell me what you know about Futurex,” their answer is, "I haven't looked into the company yet." 😮 How do you expect me to trust you'll do your job well when you don't take the time to learn anything about the company you applied to? - spam applying?? You don't have to be an expert on the first call; just have something and say that you're still learning about the company. I can teach you about the company, industry, and competition, but I can't teach you to care. #hiring #interviewtips

🔍 As ghost jobs become increasingly common, it's crucial for job seekers to recognize the signs of these misleading postings. Stay vigilant and ensure your time is invested in genuine opportunities! Be one of the first to experience it—join our Early Access list 👉👉 www.applitracker.app 👈👈 #Applitracker #JobSearch #Hiring #GhostJobs #Recruitment #CareerTips

I know this article is behind a paywall so let me call out this paragraph which highlights the problem we are solving at Jolo. After noting that job search has slipped back to who-you-know networking, The Wall Street Journal writes: "Behind the resurgence: frustration with the digital slog that bogs down U.S. hiring. Many hiring managers and applicants agree that the ease with which job hunters can respond to help-wanted postings has broken the online-application process by creating high volumes of candidates that hiring managers can’t hope to parse through. Meanwhile, applicants say automatic screening tools are shutting them out of opportunities." Yep. Online job boards have had their day. It's time for something new. It's time for Jolo. #HRTech #jobsearch #recruiting

In light of the recent layoffs, many talented professionals are finding it increasingly difficult to secure new job opportunities. The competition is fierce, and one of the biggest challenges is ensuring that your resume gets past the initial screening by Applicant Tracking Systems (ATS). To improve your chances, it’s crucial that your resume is ATS-friendly. This means optimizing it with the right keywords, formatting it correctly, and avoiding elements that could confuse the system. A simple yet effective step is to check your resume score using any reliable online tool. If your resume scores above 80 or ideally 85, you stand a much better chance of getting noticed by recruiters. Remember, you’re not just competing with other candidates; you’re also navigating the AI filters that could make or break your job search. Take the time to refine your resume, and you’ll increase your chances of landing that next opportunity.There are many free websites that help you check the ATS Score. Stay resilient and keep pushing forward. Better days are ahead!

Things that may disqualify your job application: -Your LinkedIn profile doesn’t match with your CV If there are too many discrepancies, your application may be disqualified. Make sure your LinkedIn is updated -Frequent job changes If you too many have short-term jobs, I suggest you add a line to explain a reason (e.g: company layoffs, contract-based role, etc) -Incomplete Application Failure to fill out key sections of the application may disqualify you as it may suggest carelessness or lack of attention to detail. (E.g: portfolio, examples of your work, etc) -Mismatch with Job Role This is an obvious one. You may be disqualified if your experience doesn’t align with the role you’re applying for. Sometimes all it takes is to adjust your CV to add the most relevant experience for that particular position. Remember that every piece in the application is evaluated.

You’ve likely heard the saying about finding people who will speak highly of you when you’re not in the room. The same can apply to companies. When I come across companies I love, I tell my friends and connections about them. I dont work there, I don’t get any referral bonus, I’m not a headhunter, but I actively encourage people to check out their vacancies. I can tell you honestly that I have lost track of the number of people I have told to apply to GitLab and PagerDuty in the past two years. I can also tell you I no longer tell people to apply to many other companies. Why? The recruiters and interviewers. Companies, where I applied and interviewed and was treated as a human, will always get my recommendation, while companies where I applied and interviewed and was treated as a number never will. How you treat your candidates matters. This isn’t only about recruiters but everyone who comes in contact with a candidate before, during, and after the process. #ThursdayThoughts #UnsolicitedAdvice #UnapologeticallyHuman

Companies continue spending exorbitant amounts of money on candidate application systems that do little other than frustrate those who - likely having already waded through MULTIPLE application websites - have to play the "retype your entire CV after attaching it, then get kicked out of our online system if you toggle between multiple screens whilst applying" game. Maybe we think that the "let's frustrate applicants" play is a "test" of people's patience, but it betrays the unspoken part about our attitude towards "outsiders" - i.e. that we think applicants should beg us for a look at their applications & accordingly, be grateful that we wasted their time and frustrated them. If we can't respect people enough to make their very first interaction with us, one that leaves them respected & valued for knocking on our doors, then we're very far from whatever our values say we uphold. Irrespective of what we say in our "regret" response emails. Let's do better. Honestly. People shouldn't be throwing the towel in at the beginning of their search, all because they got frustrated right at the start of their search. Our country has enough problems. This shouldn't be one of them.

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For a change instead of asking you to "think outside the box", we are asking you to get in th box! Candidate box is a great tool to find great candidates and a brilliant way to collaborate to #makeadentinunemployment Job Crystal #hiring #recruitment