Kevin Nye’s Post

I'm about ready to call out the companies that do this. Do better! Your applicants took the time to apply for work at your firm. Some even built a resume specifically for you, spilling all their information, work history in the hope your organization will appreciate and use the skills, talents and experience gained over years of hard work, blood, sweat and tears. But no, instead we get canned rejections at all hours and Sunday's too. No care was put into this, no personality, no feedback, all machine driven. Why would someone want to work for an organization so intent on being impersonal, cold and calculated to not see the human behind the application. Not even on iota of humanness in the rejection process. Applicants deserve better. You're showing your true colors and they aren't very pleasant and even in most cases go against your core mission values posted for all the world to see. All I see are lies. If you have hundreds of applicants to pick through it ought to show the process is broken, from the ground up. Instead of making it better, these machine driven tactics make everything worse - on a human level. Heck, hire more talented HR and recruiters if need be, just so people aren't dismissed in what should be a people process! Please stop insulting your applicants. #opentowork #badhiringpractices #workday #recruiters #HR

👻 Ghost Jobs: A challenge to authentic and transparent hiring Many job seekers are encountering "ghost jobs"; roles that seem promising but are either non-existent or already filled. Companies often post these listings to gauge interest, build potential talent pools, or simply test the market. This practice can be misleading and frustrating for candidates who invest time applying without ever hearing back. As competition grows in the job market, transparency is becoming a crucial factor in maintaining trust between employers and potential hires. Probe recrutement is committed to ensure that every job we post is a genuine opportunity, reinforcing our dedication to building trust, maintaining transparency and authenticity in every interaction. Visit our website to learn more about our services!  https://bit.ly/4eLcBkV https://bit.ly/3BNLnLU #ghostjobs #recruitment #jobmarket #transparency

Why would a recruiter contact a passive job seeker if they are not fit from the start? Here is my story, I didn't plan to apply for this role initially, but I was convinced. We talked, and by the end of the call, the recruiter told me my profile was suitable and asked me to apply on their website. Not even 24 hours later, I received an instant rejection and eventually, I was ghosted. Why did they even contact me if I was not fit? Possible reasons - Hiring team misalignment: The recruiter found an irrelevant profile, contacted the person, and pitched the company to the wrong candidate, leading to an instant rejection by the hiring manager. All it says to me - they don't speak to each other and don't ask questions. - Human error: Simple mistakes or miscommunications could have occurred or somebody is just new to the process. What the hiring team could do better - Better communication: Ensure recruiters and hiring managers are aligned on role expectations. An intake call and proper documentation are key to optimizing the process. - Clear job descriptions: Provide detailed job descriptions to help candidates self-assess fit, preventing an overload of applications for vague descriptions. Pre-entry questions also help. - Streamlined applications: Simplify the application process to avoid additional frustration. - Feedback: Offer constructive feedback to rejected candidates. It is silly to say here "Don't ghost", I clearly understand why it could happen, but if you are already in touch with or had a call with a candidate, it's a shame to ghost in such a case. - Internal reviews: Regularly review recruitment processes for consistency and improvement. We all can be easily convinced by the idea it is an employer market but at the end of the day it's a two-way street, candidates have the same right to choose and deserve respect. While rejections are an essential part of job hunting, transparency, and respect can significantly change the game in candidate experience in the long run. 💫 Have you experienced such situations while job searching? Share what you think below 👇 #candidateexperience #jobseeker #opentowork

According to a recent survey conducted by MyPerfectResume, a whopping 81% of recruiters admit to having posted ghost jobs. What is a ghost job? It’s a job listing that looks like a bona fide open position but is really one the organization has already filled or never had any intention of filling in the first place. “Ghost job” is a polite term for “fake job.” “Fake job” is a polite term for “lie.” Why would recruiters post nonexistent jobs on LinkedIn, Indeed, or CareerBuilder? Turns out there are plenty of reasons that have nothing to do with hiring someone. #recruiter #recruiting #ghostjob #hiring #HR #jobseeker

In case you don't have time to read the article, here are the key points: ✔️Many #job seekers experience frustration when they #apply for numerous #positions and receive little to no response from #employers. Many #applicants send countless job #applications and receive little #feedback, often facing "radio silence" or #ghosting. ✔️The problem often lies with employers due to poorly written job requirements, misalignment between HR and #business, off-market pay bands, and even fake job #postings. Some employers post job openings without intending to #hire externally to comply with #legal and #equal opportunity #policies. Others may be unwilling to offer competitive #salaries, creating a disconnect between job seekers and employers. ✔️Applicants can verify the legitimacy of job postings by checking the company's official #career page and using personal #networks and #connections to gain insights into job opportunities. The #HiringManager is more likely to review an application through a #referral. ⭐ This is not as effective as it once was. ✔️Job seekers should focus on quality over quantity when applying for positions and target #roles they are genuinely interested in, #qualified for, and where they have connections. It also emphasizes the importance of #researching niche or specialty job boards and leveraging #industry associations to make meaningful connections in their job search. Do you agree or disagree with the points made in this article? Why or why not?

Are Job Postings Without Hiring Just a Scam? 🤔 Lately, I've noticed an increasing number of job postings with no actual hiring taking place. It's frustrating for job seekers who invest time and effort applying for roles, only to be met with silence or indefinite delays. Is this intentional? A scam? Not always. Here are some reasons why this could be happening: - Talent Pooling: Many companies post job openings to build a pool of candidates for future needs, even if they’re not hiring immediately. - Budget or Internal Approval Delays: Sometimes, positions are put on hold due to internal budget constraints or changing priorities, even after the recruitment process has started. - Market Research: In some cases, job postings are used to gauge market conditions, compensation trends, or the availability of talent without the intention to hire right away. While these reasons might be justifiable from a business perspective, companies must be transparent. Job seekers deserve clear communication and respect for their time. If you're a job seeker experiencing this, don't be discouraged. Keep pushing forward, stay proactive, and seek out companies with genuine hiring needs. Would love to hear your thoughts on this! 👇 #JobSearch #HiringTrends #JobSeekers #Recruitment #LinkedIn

Where Can I Find Legit HR Jobs in Southern California? Answers: https://lnkd.in/gRDabGRf #HRJobs #JobSearch #CareerAdvice Hey there, fellow job seekers! 🌟 So, I’ve been diving into the job market in Southern California, and I’ve hit a bit of a wall. After applying for more than 100 HR positions, I’ve only received a handful of callbacks and even fewer interviews. It’s frustrating, right? Here’s the kicker: many times, I feel like I’m just getting ghosted or finding out that my competition has been snatched up by other candidates. Plus, I’ve noticed the sneaky trend of fraudulent job postings—especially on platforms like Indeed and LinkedIn—where companies post jobs that don’t even appear on their own career pages. It’s mind-boggling! 🤯 Given all this, I’m on the hunt for fresh ideas and resources to discover HR job opportunities beyond the usual suspects like Indeed, LinkedIn, Glassdoor, or CareerBuilder. Here are some thoughts on why these pain points happen and how they can impact us: High Competition: The job market is saturated, making it tough to stand out. With so many applicants for each role, it’s easy to fly under the radar. Ghosting: It's not uncommon f...

*RESPONSIVE EMPLOYER Many job sites will list this beside a posting from certain companies. Why would this be necessary? Businesses looking to fill a vacant or new position should be actively responding to interested candidates, shouldn't they? Unfortunately very few do. My current (and past) experience as a job seeker has proven that responsive employers are the exception, not the norm. One of the things that impressed me when I initially applied for a position with my previous employer, Grover Gaming, were quick responses throughout the application process. After the automated "thanks for applying" email, what followed shortly after was a message asking if I was available for a brief phone screen. This demonstrated that the employer was interested in considering me and wasn't wasting time allowing applications to build up. Following the phone screen was a virtual interview, and not too long after, an on-site interview. I was offered the position days later and started working within a reasonable time. That experience was far beyond the norm, and one that was greatly appreciated. This led to a great working experience with Grover, as the Recruiters prided themselves on being responsive. It was one of the top remarks when candidates were asked for feedback, as they were amazed at how quickly the company responded to them. From Grover's perspective, there was an opening that needed to be filled, and it was their job to fill it with the best candidate in the most efficient manner. Keeping candidates in the dark, or "ghosting" them for an extended period of time always leads to a soured experience. I understand that every company is different. Many do not have an HR department with someone dedicated to recruiting efforts. Others may be relying on a third party to communicate with candidates. It's still important to find simple ways to keep candidates in the loop as to whether they are still under consideration, are no loner being considered, or if the job opening is no longer valid. As a job seeker, my preference is to work with a responsive employer, and if they face challenges in that area, will do my best to help improve the process and provide candidates with a timely, efficient experience. #responsiveemployer #recruiting #humanresources

RECRUITERS listen up 📢 Here's some feedback on the 20 job applications I've made in the last 8 weeks. 1 made it through to the final stage before missing out to someone with more direct industry experience (can't argue with that). 1 secured an initial interview but they had a number of candidates with a closer skill set (fair enough) and their rejection email was personalised and detailed. Great experience, thank you 🙌 10 rejections despite there being a clear synergy between their industry, product, and needs & my knowledge and background. 9 of those rejections were automated & templated 'thanks but no thanks' emails, leaving me feeling like no-one has read my CV or the cover letter I spent time researching and writing. An application I made last night took me 2 hours to refine. 2 hours! Let that sink in recruiters. So far 7 have completely ignored me. Nothing. Nada. This isn't good enough! I know that you're receiving high volumes of applications. But I'm applying for roles that I have 20+ years of experience in. Is this the problem? Have I reached the grand old age where I'm being discriminated against for no longer being a 30-something? I'm not suggesting that you can handwrite a personalised note to every applicant but there's never an excuse for ghosting candidates. And for those that are a good fit, let them know why you're rejecting them. Give them some feedback to take to the next application FGS. #JobSearch #OpenToWork #StopGhostingCandidates #Millenial

I have been seeing this all over my feed - Candidates being ghosted by hiring managers and recruiters. 💡 Unfortunately this is simply a sign of the times. It’s an employers market meaning there are more candidates looking for work than there are jobs right now. Every single job I look to apply to has 100+ applicants within just a few hours. 💡 Try this, flip the script. Put yourself in the hiring managers/recruiter’s shoes. Most likely they are understaffed and have more resumes and candidates than ever before. So have some compassion and send a gentle follow-up. You might be on their overwhelming to-do list but when you are at the top of their inbox they are much more likely to give you that update sooner rather than later. 💡 And to the companies who are ghosting - please do the same. Put yourself in the candidate’s shoes and send an update. As a recruiter there were plenty of times I sent a “no update update” to a candidate. I can’t tell you how much they appreciated just hearing from me even if it meant a waiting pattern. Article: https://lnkd.in/gGJUgQJa #jobhuntingseason #jobhunt #jobseekers #interviewtips #advice #ghosting #jobseekers