Micheal Pearson Ed.S’ Post

We communicate with hiring leaders and TA in organizations every day. When they post a new job opening they are receiving an abundance of applicants. Many of these applicants are a mismatch for the opening. The time it takes to review applicants is growing for these organizations. I think back to high school accounting and I can hear my teacher saying: "Time is Money" Staffing partners streamline this entire process. We source, shortlist, & send the 2-3 top qualified candidates for your opening. We handle all of the salary discussion and we partner with you and the candidate to bring you together. We are here to partner & save you time! The best part is that we have great candidates in our pipeline. Many of these candidates are getting overlooked with the current response to openings.

Unfortunately whether we like it or not career gaps hurt you when looking for new opportunities and as the research shows it also negatively influences your future pay. Therefore it is important to prepare for the dreaded question and come up with well thought through answers including in your response what you learned and what skills you picked up during this period.

I find it perplexing when in an interview, and say the posted pay range is 50k to 100k, and the interviewer asks me how much I'd like to be paid. - Is this a trick question? - Am I supposed to shoot low so I am more desirable as a candidate? - If I say 60k, will I be underpaid when the offer package comes, when they would have initially done 100k if I had asked? Realistically, you and I both know, I want the top of the available pay scale. The DOD does a semi - decent approach to this dilemma by listing jobs with different pay grades. For example: If there is an instructor position open in the DOD, their pay range for this job is from "Level 5 - Level 9" (not official terms). Each level has an equivalent salary attached. Your determination on how much you get paid is "Do you possess the qualifications of Level 5? Great, next step. Do you possess the qualifications of Level 6? Great, next step. Do you possess the qualifications of Level 7? No. Okay your pay will be at Level 6s equivalent salary" This takes the guessing game from your candidates so we can quantifiably measure our standing from the beginning.

I have been a HR throughout these few years. So I have to tell you, this might be true sometimes. I have seen hiring managers that are too busy, and they got no time to review all those resumes. But they HAVE TO HIRE, so they just roughly go through the resume, checked through the experience background, the education level and etc. If you failed to impress them within these few seconds/minutes, you failed to get the job. So don't be sad if you didn't get the job, it might not be your problem. It might be just some wrong timing, or wrong person, wrong company. Don't give up and keep trying! 😇 Drop your resume to get the free Salary Career Guide 2024 now! >> https://lnkd.in/gjBMZN4M

Passing on candidates because they are "overqualified". Thoughts? **Argument in favor of: - Candidates that have way more qualifications than the job requires are likely to be priced out of the role and not interested anyway. - Candidates that present with way more qualifications than the role requires are clearly just applying without a lot of strategy, which is concerning. - These candidates won't be interested in the job for long and they may not stick around. **Argument about why not to: - Your goal as a hiring manager is to identify the best value for the price point (salary). Hiring a candidate that can clearly do the job for the salary value of the job you are hiring for is a great deal. Weigh in. I want to hear your thoughts.

Employers, here's a suggestion to make your job postings more effective! When posting a job opening, consider adding the rate or salary. Not only will this help candidates decide if they want to apply for the position, but it can also help you identify which candidates are most interested in the role. Many of us wants the hiring process more transparent and efficient. #hiringtips #recruiting #jobpostings

A Message to Recruiters: As I embark on my job search, I’ve encountered a range of opportunities, but there’s something I need to address. If you’re considering reaching out to me with an offer, please ensure that the salary reflects the value and expertise I bring to the table. Offering $22 per hour is not just unreasonable—it’s insulting. I understand that every industry has its challenges, but this trend of lowball offers needs to stop. We must recognize and compensate professionals fairly for their skills and contributions. It’s disheartening to have to start every conversation by asking about the rate, but in today’s market, it’s become necessary. I can’t help but wonder: are engineers or other highly skilled professionals being subjected to these kinds of offers? I doubt it. We should all stand firm against these tactics that diminish our worth. To the companies offering such rates: you get what you pay for. Let’s keep the standards high and ensure that talent is valued appropriately.

For Career-seekers out there that are airing their grievances with simmering uneasiness – start with assuming others have good intentions. ✅ All job posters are not posting to hoodwink applicants ✅ All recruiters are not ignoring you ✅ All positions without a salary doesn't mean they don't value you ✅ All interview delays are not to purposely keep you pacing the floor ✅ All offers are not written to take advantage of those looking People who go into the hiring space do so because they genuinely want to connect people and make a difference in the lives of others – while carrying a passion to find the best people. Often, a heavy process in place can get in the way and limit their span of control. The hiring team is on your side. They want to hire you. For each position you view, apply, or interview for – assume good intent. Not as blind optimism cheerleading in a sometimes frustrating process, but because the alternative assumptions benefit no one, including yourself. Signed, Well-intended hiring teams everywhere

The federal hiring process upsets you. In the Healthcare or IT sector, you probably didn't need to write a hyper competitive resume. This is because in high demand fields, having the right credentials is all you need to get jobs somewhat quickly. This isn't how the federal hiring process works, especially with administrative jobs. No assumptions can ever be made. It doesn’t matter what college degree or certification you may have. It’s not going to send the message that you have the right experience unless you literally spell it out on your resume. You need to understand the best way to communicate your experience within your resume. ➼1st way you can do this is to ask a current federal employee for their resume or to review yours. You can do that with friends and family or with people on LinkedIn. ➼2nd way you can do this is to open the OPM Job Series Handbook (2018) and research the job series you are focusing on, and it will tell you how HR classifies that position. That's the language you should first try to meet. Focus on your achievements, not responsbilities. #usajobs #govtjobs #governmentjobs

📝 Are your job descriptions attracting top talent or turning them away? In today's competitive job market, crafting compelling job descriptions is crucial for attracting a diverse pool of qualified candidates. 🧲 Research by Indeed reveals that a staggering 83% of job seekers consider a clear job description as the most important factor in their search, while 61% would not apply for a position with a poorly written one. So, how can you ensure your job descriptions stand out? Start by using clear, concise, and inclusive language that resonates with a broad audience. 🗣️ Avoid jargon and gendered terms, and focus on the skills and qualifications essential for the role. 🎯 Highlight your company's commitment to diversity, equity, and inclusion (DE&I) to attract candidates who value an inclusive work environment. 🌎 Transparency is key – 74% of job seekers want to see the potential salary range upfront. By providing this information, you demonstrate fairness and attract candidates whose expectations align with your compensation structure. 🤝 After all, your job description is often the first impression candidates have of your company. 👀