Kapil Pamnani’s Post

Universal Truths in the hiring process: - We can’t get a job without experience, and we can’t get experience without a job. - We lay people off and don’t want to hire people laid off by others. - We don’t want to hire experienced people over 40 years, but we want to hire 30-year-olds with 15 years of experience. - We only hire people who've done the same job for years but want someone who's "going places" - We would rather keep a job open for eight months than hire someone without industry experience that can be learned in 1 month. - We say we value flexibility but force everyone back to an office. - We repeatedly keep trying the same things as job seekers with the same poor results and never adjust our approach. Maybe it's time to change our truths. #HiringTruths #JobSeekers #RecruitmentInsights #CareerRealities #ExperienceDilemma #AgeBias #IndustryExperience #FlexibleWork #OfficeCulture #RecruitmentChallenges #AdaptOrPerish #ChangeIsNeeded #InnovateRecruitment #NewApproaches #HiringStrategies #EmploymentTrends #CareerDevelopment #WorkplaceEquality #DiversityAndInclusion #FutureOfWork #JobMarketTrends #Copied

📣 Attention all job seekers and professionals 📣 I've been noticing a curious trend in the hiring landscape lately and I simply had to share my thoughts with LinkedIn network. It appears that some companies have adopted a innovative approach to recruitment. They're hiring for ALL roles from interns to Jr and mid executives and here's the best part - they're doing it completely FREE OF CHARGE 💰 That's right, folks...no need to worry about pesky things like salaries, benefits, or even a simple 'THANK YOU' for your hard work. These forward-thinking organizations have realized that the true essence of work lies in the experience itself. Who needs compensation when you're gaining invaluable skills and knowledge, right? 😃 And let's not forget the latest buzzword in HR - Ghost Hiring It's like ghosting, but for recruitment. Apply for a job, go through the rigorous interview process, and then... silence 🤐. No feedback, no updates, just the sweet sound of crickets chirping in the background. It's a thrilling game of Guess Why I Didn't Get the Job 🎭 Now, I don't know about you, but I find this approach absolutely revolutionary... It's a bold new world of employment, where job seekers get to experience the thrill of uncertainty and the joy of unpaid labor. Who wouldn't want to be a part of this exciting journey? 🚀 So, next time you see a job posting from one of these trailblazing companies, remember - it's not about the money, it's about the experience. And as for the ghost hiring, well, consider it a lesson in patience and resilience. After all, isn't that what the job market is all about? 🤔 #Linkedin #GhostHiring #JobMarket #UnpaidLabor #jobalert #nowhiring #recruiting, #jobopening #hiring #jobhiring #remotework #jobsearching #linkedintips #jobsearchtips #LinkedIn #humanresources #hr #jobinterviews #HiringNow #opentowork #recruiting #jobopening #HiringAlert #jobhunt #mondayblues #mondaythoughts

I've hired employees with years of relevant work experience that only lasted for 2 weeks. I've hired employees with little-to-no work experience that became some of the best employees l've ever worked with. If you still think years of relevant work experience is the criteria for the perfect employee: Think again. The perfect employee doesn't exist. But GREAT employees are all around if you would just give them a chance. They are the ones who show up, deliver on their promises, and consistently push beyond their comfort zone. They might not have a decade of experience, but they have a hunger to learn, a passion for their work, and the resilience to keep striving when things get tough. I've observed that these qualities are not confined to those with an impressive CV. On the contrary, they often reside in people who've been overlooked because they didn't fit the conventional mold. So, next time you're looking to hire, don't just evaluate on the basis of work experience. Look for integrity, drive, and the willingness to grow. Because these traits make an employee GREAT, not just good. #hr #humanresources #people #employeeexperience #hiring #talent #jobs #jobseekers #careers #interviews #employees #employers #branding #work #team #teamwork #culture #linkedin #linkedinconnections

I've hired employees with years of relevant work experience that only lasted for 2 weeks. I've hired employees with little-to-no work experience that became some of the best employees I've ever worked with. If you still think years of relevant work experience is the criteria for the perfect employee: Think again. The perfect employee doesn't exist. But GREAT employees are all around if you would just give them a chance. They are the ones who show up, deliver on their promises, and consistently push beyond their comfort zone. They might not have a decade of experience, but they have a hunger to learn, a passion for their work, and the resilience to keep striving when things get tough. I've observed that these qualities are not confined to those with an impressive CV. On the contrary, they often reside in people who've been overlooked because they didn't fit the conventional mold. So, next time you're looking to hire, don't just evaluate on the basis of work experience. Look for integrity, drive, and the willingness to grow. Because these traits make an employee GREAT, not just good. #hr #humanresources #people #employeeexperience #hiring #talent #jobs #jobseekers #careers #interviews #employees #employers #branding #work #team #teamwork #culture #linkedin #linkedinconnections #aach

Universal Truths in the hiring process: - We can’t get a job without experience, and we can’t get experience without a job. - We lay people off and don’t want to hire people laid off by others. - We don’t want to hire experienced people over 40 years, but we want to hire 30-year-olds with 15 years of experience. - We only hire people who've done the same job for years but want someone who's "going places" - We would rather keep a job open for eight months than hire someone without industry experience that can be learned in 1 month. - We say we value flexibility but force everyone back to an office. - We repeatedly keep trying the same things as job seekers with the same poor results and never adjust our approach. Maybe it's time to change our truths. Thoughts?

Job Hopper Alert! 🚨 Someone who switches jobs frequently is often called a 'job hopper.' While it can bring diverse skills, it might raise concerns about commitment from employers. Examples: - 2 Companies w/in 1 Year - 2 Companies w/in 2 Years - 3 Companies w/in 3 Years - 4 Companies w/in 4 Years How do you view job hopping—positive or negative? Share your thoughts! -- #CareerTalk #JobHopping

Is It Ethical for Me to Send My Spouse a Job Offer (TX)? Answers: https://lnkd.in/gnqsrwGv #HiringMySpouse #HRManager #JobOffers Hey everyone! 😊 I’m new to the HR scene, and I've recently taken on a role as an HR manager. It’s an exciting journey, but I’m still getting the hang of a lot of the nuances in the hiring process. Here's a situation I'm grappling with: My husband has been working as a contractor at our company, collaborating directly with a C-suite executive on data analytics. Leadership has decided they want to extend a full-time job offer to him. Awesome, right? But here’s where I’m feeling a bit stuck 🤔: Usually, I’d be the one drafting and signing job offers for new hires. However, I’m wondering if it’s ethical for me to oversee my husband’s offer letter. It feels like a conflict of interest, and I don't want to cross any lines. 🔍 **Why does this matter?** This situation highlights the complexities of hiring family members. It’s crucial to maintain professionalism and transparency in HR practices. If not handled correctly, it could lead to perceptions of favoritism or bias, which can affect team dynamics and morale. ✨ **Possible S...

Recruiting for a new hire is a delicate task, one that takes experience, precision and perseverance. Candidates in 2024 however, are tired of putting up with the same, painful behaviours that leave them frustrated and contemplating an early sabbatical.   🖊️ Badly written job ads Rambling, ambiguous job ads are out, concise, well-written job ads are in. Candidates want to understand who you are, what the role requirements are and what sets your business apart. Steer clear of ‘fluff’ language and opt to bring some personality to the page while still being informative. This includes using clear job titles (what is a ‘Digital Dynamo’?). ⚙️ Painful processes Poor communication and bad hiring processes can make an exciting opportunity into an unpleasant experience. Although it may not be realistic for hiring managers to reply to every applicant, clear lines of communication should be established for at least short-listed applicants. After all, a hiring process is a reflection of the business and a negative experience could deter a top talent from joining the team. 🫠 Unrealistic expectations Picture this: you’ve navigated the interview process, impressed the right people and sealed the deal. Only to start work and realise the job description and the reality of the role are night and day. It may have been the norm for employees of past decades to devote their lives to work, but work-life balance, flexibility and transparency are top of mind for today’s workforce. Businesses that fail to recognise this risk suffer low retention rates and other long-term impacts. Did we miss any "cancelled work conditions"? Let us know which ones you're seeing in the sector below! #recruitmentmistakes #recruitment #hiring

Universal Truths in the hiring process: - We can’t get a job without experience, and we can’t get experience without a job. - We lay people off and don’t want to hire people laid off by others. - We don’t want to hire experienced people over 40 years, but we want to hire 30-year-olds with 15 years of experience. - We only hire people who've done the same job for years but want someone who's "going places" - We would rather keep a job open for eight months than hire someone without industry experience that can be learned in 1 month. - We say we value flexibility but force everyone back to an office. - We repeatedly keep trying the same things as job seekers with the same poor results and never adjust our approach. Maybe it's time to change our truths, what you think?!

In the fast-paced world of business, taking six months to fill a position seems like an eternity. Imagine the talent you could secure in that timeframe! Every day, the job market swells with eager professionals ready to bring their skills to the table. They have responsibilities, aspirations, and, yes, bills to pay. It's time we implement stricter hiring timelines. This benefits not just the candidates waiting in the wings but also the companies seeking to drive forward. While the quest for the 'perfect' candidate continues, let's not overlook the eager talent who may not tick every box but brings passion and a drive for growth. Hire for potential, train for skills, and nurture for growth. The right candidate is not just about matching a job description; it's about complementing the team and evolving with the company. Please make hiring efficient, thoughtful, and value-driven—for everyone's sake. #Hiring #Recruitment #TalentAcquisition #HR #BusinessGrowth #CareerDevelopment