Out of Architecture’s Post

Put those numbers on your resume! 🚀 Find out Helen's resume tips for transitioning from traditional architecture. 📊💼 --- #resumetip #resume #architecture #architect #careerdevelopment #careergrowth #career #outofarchitecture

This article title is utter trash! "Difficult candidate" is a term I HATE - It's used by lazy recruiters as an excuse for not taking the time to properly understand a candidate. Labelling someone as "difficult" is a convenient excuse rather than taking accountability that the candidate's motivations/preferences haven't been properly understood. Easier just to call them difficult. I think the title of the article would be better if it was "What can recruiters do better, to understand a candidate with complex requirements and motivations?" I hope the next LinkedIn article I am invited to contribute to has more emphasis on how to improve recruitment best practices, rather than blaming candidates for not complying with the needs of the recruiter. #recruiting #hiring #architecturejobs #interiordesignjobs #architecture

Peter Drucker said, "The ability to make good decisions about people is a last reliable source of competitive advantage." This is particularly true in today's market. Yes, recruiting matters, because hiring the right people gets you some competitive edge. And, great recruiting delivers the people that make things happen. The job isn't just about posting jobs or filling a seat. It's about finding the one who will move you forward, who will turn effort into progress. As you likely know, it can be challenging, so here are some key activities to keep in mind: 1) Understand Your Needs: Convert job postings into outcome-driven job descriptions. Know what you're looking for. 2) Evaluate Skills Fairly: Take the time to create the right interview questions and processes. Ensure you're assessing the skills that matter. 3) Expand Your Reach: Aim to reach a large pool of candidates. On average, for most roles we engage with around 150 candidates per search to ensure we're hiring the best. Remember that the true cost of hiring sometimes exceeds the obvious, time and cycles spent. Think of lost potential and missed opportunities. Every hire is a chance to drive your company forward. Make it count. In a world where everyone is competing for talent, your ability to spot and secure the right person quickly becomes your greatest advantage. And hey, if this all seems like a lot, remember you can always reach out to me – anytime :) #hirethebest #techtalent #competitiveadvantage

Navigating the job application process can be incredibly frustrating, especially when encountering websites that fail to accurately parse resumes. This issue forces everyone to manually input their information, consuming valuable time and increasing the potential for errors. It's time for a shift towards more intuitive and efficient application systems that respect candidates' efforts and streamline the hiring process. Let's advocate for technology that works for us, making job applications less daunting and more accessible. As time is precious when we are aleady spending months trying to find a job and sometimes waiting 3/4/5+ weeks to hear back after an inteview.

Am I the only one experiencing candidates not reading job posts and simply hitting the 'apply' button and it is clear that they have zero experience and no connection to any of the skill sets and attributes prescribed? I am truly at a loss on how complacent job applicants are these days and it is extremely unfortunate that a culture of 'roulette' style applications is becoming the norm. To all prospective job applicants, please take this advice: 1. The clue to the requirement is within the role title 'E.g. Design Manager' 2. If you match the above, read the JD fully and assess which of the prescribed requirements match your skills and experience. 3. Do not reply with "interested" or "read my profile" 4. Take the time to write a covering letter/email 5. Ensure that your CV is updated Good luck and keep it professional @jobseekers @jobapplications @readtheJD @recruitmentprofessionalism

Farewell to text-based resumes! 80% of hiring managers predict their extinction within 5 years. level up your profile with visuals, interactivity, and showcase your story in a way that leaves a lasting impression. 🚀 #remotejobsearch #remotedevelopers #hiringmanager #interviewtips

We got 1,993 applications for the chief of staff role at Section. Our hiring agency, Dover, eliminated about 1,200 based on qualifications, but that still left 750. Even if you only spent a minute reviewing each one, that’s still 12 hours of work. Not possible. 3 people in that pile did something different – they sent a written POV on their job role, and how it should be done in 2024. They all got interviews. To stand out in the hiring process, answer this question: How has the role of [insert role] changed recently, and what do successful [insert role]s accomplish for their organization? Write it down – in a Word doc, on LinkedIn, on your portfolio website, or on Substack – and send it to your hiring manager. We sent a whole post on this to our subscribers yesterday. Read it in the comments.

Can someone outline for me the exact timeframe, day of the week, hour of the day, and which time zone we’re operating on, to send disposition (#rejection) emails? It’s a really damned if you do, damned if you don’t…kind of ordeal. 🫠 Ideally, I like to get candidates through the process ASAP. Whether that’s progressing, or rejecting. ⏰ Reviewing resumes is a MINOR part of a full cycle #recruiting job, that has turned into a MAJOR part of the role (with the modern volume of applications). Where I used to spend about an hour a day on application review. Not no mo’. It’s really a get it in when I can fit it in, kind of thing now. That could be at: ⛪️ 10 PM on a Sunday. 🦃 6:30 PM the Wednesday before Thanksgiving. 🥱 7:30 AM EST (4:30 AM PST) on a Monday. 🎂 It could very well fall on your birthday (or mine). I’m just doing my job, trying to be considerate in giving candidates timely communication about the status of their #application. Simultaneously juggling 27 other plates. Trying not to get tagged or blasted on an interwebs post about how I’m the WORST. 🤸🏼♀️🥴 Your clarification on this matter is appreciated. (Maybe)

Some of your frustration in hiring great technical and managerial talent make be of your own design, and not too hard to fix. Most of these mistakes are inadvertent, which is the whole point. Click to read. https://lnkd.in/eDAtwFBb

🚀 Still using that job description from 2010? Unless you're aiming to hire an expert in Windows Vista, it's definitely time for an update! Studies from the Society of Human Resource Management at Morgan State University show that crystal-clear job descriptions can improve the quality of your applicants by an impressive 50%. There is however more to it because updating job descriptions is more than just a bureaucratic necessity—it's a strategic move that enables your organisation to: 1. Communicate hiring intentions effectively within your team. 2. Design targeted interviews that pinpoint ideal candidates. 3. Make informed hiring decisions that align with your business's current needs. 🔗 Ready to revamp your hiring strategy? Connect with me to learn how precise job descriptions can transform your recruitment process and fuel your company's growth. Let’s ensure your roles are crafted to not only attract the very best talent but also communicate clearly to your hiring team what your definition of "right for the job" is. #Leadership #HiringStrategy #BusinessGrowth #HumanResources #TalentAcquisition