Pitch N Hire’s Post

I'm personally done with asking a candidate if we can do a 'screening call.' Why? It sounds like a very formulaic yes / no. It sounds like when you go to the doctors. That is no way to make someone comfortable. I always ask a promising candidate if they want to do an intro call. I always level set that this time is as much for me as it is for them. I only ask 10-15 min of questions and give them 10-15 min to do the same. Intro calls should really be about introducing ourselves to each other, as humans, and uncovering if we see that there could be a good potential opportunity here worth discussing further. I share clear expectations. I share salary. I share as much as possible about anything they ask. Being open not only helps the candidate self-select in or out but it helps me quickly assess how open they are too about what they are looking for. Hiring doesn't have to suck, on either side. While it goes both ways, and I think it is up to us in HR to start! #hr #recruitment #hiring

Recruiter: — “We offer a competitive salary” Candidate: — Great, how much is it? Recruiter: — “Don’t worry, it’s competitive. Anyways, tell me about your skills” Candidate: — Oh I have amazing skills. Recruiter: — “Can you tell me more about them?” Candidate: — Dont worry, they are amazing. ➖➖ I truly believe things would change if employers could provide at least an estimated salary range so everyone saves time from these typical conversations. → What do you think? #SalaryNegotiation #JobOffer #Candidates

Essential tips for making an offer to a new hire!

We’ve just had Christmas, but January is a Recruiter’s National Holiday.  If you haven’t heard from a recruiter yet, you’re probably one of the few. But if you’re reading this, you can count it as an interaction. 😂  But it’s the time of year where recruiters are fighting against the stereotype. Standing out against the crowd is hard when the recruitment market is 𝘀𝗼 saturated right now.   I just keep doing my thing and hope that people can see my genuineness. Even when it does screw me over. Being brutally honest is the only way I can do what I do.   I’ve had situations in the past, where it has lost me candidates (I’ve even helped them negotiate a higher salary at their current place). But I genuinely want what’s best for you.   If you’re 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝘁𝗼 𝗵𝗶𝗿𝗲 and want a hand, or are 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝘁𝗵𝗲 𝗻𝗲𝘄 𝗷𝗼𝗯 𝘂𝗿𝗴𝗲𝘀. Get in touch with me today, let’s have a conversation.   #Recruiter #Recruiting #Engineering

As I end my week, my mind generated the thought that, when an applicant’s skills and qualities perfectly match the job requirements, they are often offered a low salary—resulting in rejection. On the other hand, if an applicant has all but a few minor gaps, they are also rejected. This leaves us applicants wondering, where is the middle ground? An article about this will be published on Monday! 😊 #JobMarket #Recruitment #HiringPractices #SalaryNegotiation #JobSearch #CareerDevelopment #TalentAcquisition #JobApplicants #EmploymentTrends #HRInsights #WorkplaceEquity #HiringChallenges #CandidateExperience

If you're hiring a specialist, don't waste their time by having them go through a long interview process only to offer them a low salary. It's not only a waste of their time, but it's also insulting. Paying someone <$100k per year for a highly specialized role is not enough to attract and retain top talent. Remember, investing in your employees is investing in the success of your organization. #hiringtips #specialistroles #talentmanagement

It's the perennial recruiting question: How do I create a job description that attracts the right candidates? Let’s break it down: A description of the role: Keep it short (one paragraph or less) and easy to read. A list of responsibilities: Use active verbs and stick to essential duties. Qualifications and skills: Bullet pointed, from required to preferred. Compelling company info: Tell them why they should want to work for you. Stuck on getting those job descriptions just right, or need a hand with other recruitment steps? We’ve got you covered. Find out how we can help: https://lnkd.in/g32F2kBH #HR #JobDescriptions #Recruiting

BacktoBasics. The questions from the Recruiter, #HiringManager, or #Candidate during a #job discussion reflect the level of intellect and preparation on both sides. Consider a frequently asked question—whether it’s a mere formality or a significant inquiry—posed by the interviewer, along with an effective strategy for crafting your response. This approach is sure to facilitate a productive and mutually beneficial dialogue. #Recruiter: What is your expected #CTC? This question doesn't make sense if the recruiter wants a candidate to lower their current salary to fit their pay scale. It should only be used to align with the candidate's salary expectations, meaning any increase above their current pay. Hey #Recruiters/ #Hiring #Managers, Remember #Bargaining and #Negotiations are two different things !! - VIVEK JOSHI 🇮🇳

I had a one in a million conversation with Human Resources this week. Once again, I was not considered for a role I knew I could do. After submitting several applications every day for the past several weeks, I grew a bit irritated. I asked politely yet firmly: “Why didn’t I get even get an interview?” The HR rep responded back quickly with concise, actionable feedback. I simply asked for too much in salary. Fair enough, I am trying to support a family of four with this salary. But, she added that despite my salary expectations, I had “an impressive resume.” Talk about a boost of confidence! And, you know what? This will make me look for more opportunities with the company in the future. Human Resources is viewed these days as serving the company and not being, well, human. But it should be viewed as being honest with humans and helping them to grow in their career journey, even if it means you lose a good candidate. #humanresources #hr #openforwork #jobhunt2024

Let’s talk about declining an application because you determine they are “overqualified” Stop. There are few things that irk me more than hearing that phrase because it is fully loaded in assumptions based on a resume. And, who are we to decide what a person wants for themselves, their loved ones, and their career? They applied for that job for a reason and you don’t know what that is until you talk to them. In a “post-COVID” job market, I’m still seeing tons of candidates who are exhausted, burned out, and tired of being in a pressure cooker and they care more about finding a role that sustains them, lights their fire, and doesn’t force them to bring home stress, anxiety, and cortisol levels that are high enough to wipe out a T-rex. We don’t know people’s goals or circumstances so who are we to make decisions for them? I get it. Your time is valuable and interviewing somebody for a role that seems like a step back in their career (to you) can feel like a waste of time. Do it anyway. And if you want to save time you can always have candidate confirm salary range as part of their application. (Funny, it always seems to come back to salary transparency…) Still aren’t sure? Invite them to a 20 minute non-evaluative exploratory call where you learn more about them and their career aspirations. Who knows what you’ll learn! In a worst case scenario, you’ll expand your network and if you work in talent acquisition isn’t that always a good thing? #talentacquisition #humpday #hiring