PeopleKeep’s Post

The way you are attracting candidates and taking candidates through an application process and interview process has changed! It is time to do things differently to make sure you are attracting and hiring the best people for your company! Let's chat today about how our Talent Acquisition team at StaffBuffalo, can help you navigate and improve your hiring process!

Have you wondered what makes a candidate say yes? Successful employers create a hiring process that identifies the best candidates and significantly increases the likelihood of those candidates saying yes to their job offers. Here, we explore various strategies that can be used throughout the hiring process to make a compelling case for joining your firm. https://lnkd.in/dTmVB-xe #interiordesign #hiring #hiringstrategies #hiringtips #hiringmanager #employer

Struggling to Find the Right Candidates? Let's Fix That—Fast and Efficiently. If your job ad has been up for months without results or hires aren’t sticking beyond 90 days, there’s likely a disconnect between what you’re offering and what candidates expect. I specialize in: ✅ Filling high-priority, fairly paying roles with the right long-term fit—fast. ✅ Providing consultative recruitment to help improve your hiring and retention. ✅ Saving you money on ad spend while delivering high-quality results. If you have 5-10 key roles a year and need personalized, efficient service, let's talk. #Recruitment #HiringSolutions #IndependentRecruiter #QualityHiring #LongTermFit

There’s some common myths about the hiring process, especially with talent agencies. At HireFor, we pride ourselves on being unique. I wanted to share some common misconceptions that you may or may not know: 💰Myth #1: There's liability working with a third-party recruiting partner. There is absolutely no liability to work with us - because we work on a contingency basis and offer a candidate guarantee.  We don't get paid AT ALL unless you hire someone we referred to you. 📓Myth #2: Recruiters just send a million resumes to their clients. This is definitely the case at a lot of places, but that’s not how we operate at HireFor.  We personally recommend candidates based on believing they’re a great culture fit and having strong experience VS. sending a high volume of candidates over without truly being selective (which just makes the hiring manager’s job harder).  🧑💻Myth #3: We take over your entire hiring process. We’re not one size fits all.  We follow our client's lead on how involved they would like us to be. Ideally we'd be as involved as possible so we make sure our candidate and client are on the same page throughout the whole process, and deliver an offer we know will be accepted. #recruitment #hiringprocess

With so many companies hiring, is the market slowing down? The last 6 months has had it’s ups and downs to say the least, but one thing I am certain of is the market hasn’t stopped for a second. I believe the perception of the market slowing down is the standards that clients are demanding are higher. Recruitment isn’t merely about matching resumes to job descriptions; it’s about understanding the complexity of a role, the company culture, and the nuanced skills that make a candidate the perfect fit. Qualified recruiters bring a wealth of knowledge, a strong network, and genuine passion for connection the right talent to the right company. We’re on a mission to change the perception, if you’re hiring or planning on to let us show you the way recruitment should be done. 🤝 🤝

Five recruiting and hiring trends we’re leaving in 2023: Screening applicants based upon where they’ve worked previously. Don’t overlook rockstar talent in favor of having a brand name on your roster. “They worked at [big tech name everyone would recognize], so…” So… what? Not listing the salary band in the job description. This one gives major pre-pandemic vibes. Be transparent and let candidates know what you’re able to provide them in terms of compensation. Long, drawn-out, overcomplicated hiring processes. Keep it simple. Is the candidate competent? Do they have relevant experience? Can they intelligently explain and demonstrate their accomplishments? Do they seem excited about the role? Do you WANT to work with them? Respect the time of the candidate, the recruiter, and the hiring team. Extensive assessments, essays, and word problems (e.g. “Tell me about a time when…”) during the application process. Many of these questions should be reserved for the actual interview and make no sense at this point in the candidate journey. If you’re asking a candidate to complete an assessment that typically takes longer than 10-15 minutes to complete (which I don’t recommend doing in the first place), offer some type of compensation for their time. Taking a candidate through several rounds of interviews, only to shoot off a canned email letting them know that you’re not going to continue onward with their candidacy. This is especially relevant if they’ve made it to the final round. A personal touch, including offering feedback, goes a long way if you value making the candidate experience a positive one. What are some other recruiting and hiring trends you’d like to see left behind? #recruiting #hiring #trends

If you are also TIRED— spending hours sifting through applications-- only to find that most candidates aren't the right fit? Many HR professionals face this—endless resumes Yet so few qualified applicants. It wastes time and can delay the entire hiring process. — Here’s how to cut down on low-quality applications: ⬇️⬇️⬇️ (Swipe) — 🔹 Need Help Attracting Quality Candidates? I specialize in helping HR professionals Build LinkedIn brands that attract well-suited candidates By positioning yourself and your company effectively You’ll spend LESS TIME sifting and more time interviewing the right fit. 👋 Let’s connect if you're ready to streamline your process. #hiring #hrteam #hr #hiringmanager

Despite a large number of recruiters in the market looking for a job, there's an even larger number of recruiters looking to get out of the industry. Why? Here are 3️⃣ reasons right off the top of my head based on conversations I have had with those in the industry since the beginning of the year. Here's the list: https://lnkd.in/egvCfXuK Do you agree? Did I miss a reason? If so, share it in the comments. This is a discussion that needs to be had! #Recruiting #Recruitment #HR #Recruiter #recruitingtrends #HRChat #Hiring

You find an amazing candidate, nail the phone screening and then... poof, they vanish without a trace. 🙃 Hello, square one, my old friend. 😅 It’s frustrating, but it happens more often than you think. Candidates go cold for all sorts of reasons, leaving hiring managers scrambling to pick up the pieces. That’s where we step in. Literally, we’re with you every step of the way, keeping candidates engaged, informed and excited about your company and the role. Our process doesn’t stop at just *finding* great talent; we help ensure they’re ready to take the leap when the offer comes their way. 💡 Let us help you make successful hires that stick: https://buff.ly/4eM2dt3 #NowHiring #Recruitment #Jobs #HR #Hiring

Are you tired of searching for the perfect candidate for your company? Look no further than Candidate Collective. Skip the job boards and recruiters and get connected with the right candidate for the job. With Candidate Collective, you can have the person you are looking for delivered to you on a "silver platter". Visit https://lnkd.in/ePh2xYR to simplify your hiring process. #hiringmadeeasy #recruitment #jobsearch