PrincePerelson and Associates’ Post

Do this if you want to bypass spam applications and stop bots from bombarding you within 30 seconds of posting a new job opening: Reel in a specialised hiring partner. I'm serious. One of our biggest value-adds is that we manage the entire hiring process from crafting the job description to advertising, candidate sourcing, screening and vetting. You only interview the best of the best and make the final call. No spam. More time. Choose sanity over chaos!

"Absolutely nailed it! 🙌 The best candidates aren't just trying to impress; they're evaluating their potential future workplace too. It’s all about transparency and authenticity on both sides. If you're prepared to ask the tough questions, make sure you're ready to answer them as well. 💡 After all, the goal is to build a lasting and mutually beneficial relationship. Let’s keep those conversations real and meaningful! 🚀 #HiringTips #InterviewSuccess"

So I have to ask... am I the only one who checks out the company people joined ? I do it to check and see what other positions might be available. At least I know the company is hiring. If you do this please type "Yes I do" in the comment section.

This is so Accurate 🤣

Winstone K. Nnko Our biggest challenge is that interview panelists/employers structure their interview questions in a way that they aim to test if the interview candidate knows what they want to know instead of eagerly seeking to understand what the candidate knows! Anyway, the genesis of this starts in our examinations; they are structured in a way that covers a very small portion of what is taught in class, yet they are used to test our capacity and grade us. I wish that one day, students will enter the exam room for Biology and find only one question: "What have you learned in Biology?" Here is where we will discover how genius people are!

FAQ: Why work with a recruiter over just applying to a job? We are... 👍 Advocating for your best interests from the initial point of contact with an employer you're excited about 👍Providing visibility to additional jobs you weren't aware of 👍 Ensuring transparency on pay range and expectations of a potential employer 👍 Leveraging strong relationships with hiring managers so that your resume gets eyes on it (instead of wondering if/when your resume was viewed and if/when you'll hear back) 👍 Understanding your search extends beyond just matching a job description! In my candidate calls, we'll discuss what's important to YOU (team culture, room for growth, commute parameters, etc) so that you can pursue roles that are a holistic match for you. ...the list goes on but I'll stop rambling 😊 Ready to start a conversation? LSEIPEL@VACO.COM

Stop Hiring the Resume , Start Hiring the Attitude 😊

When trying to fill an open position, it can be tempting to hold off hope for the "perfect candidate." 🍀 We discuss the concept of "perfect candidates" in our latest blog; check it out! ⤵️ https://nsl.ink/dE5A

Attention HR Directors Hiring for Remote Jobs: I'm curious to get your insights on a couple of questions: 1. What do you prioritize when reviewing the hundreds of resumes and applications you receive? 2. How do you determine which candidates to contact for interviews? Is it about connections, references, the quality of the cover letter, extensive experience, or perhaps a strong desire to learn?

Once, I hired someone who had a typo on their resume. Once, I hired someone who came from a completely different industry. Once, I hired someone right out of college. Once, I hired someone at a higher salary than me. Once, I hired my boss's brother. Once, I hired someone from a colleague's team to give them another chance. Once, I hired someone my mother's age. Once, I hired someone my son's age. Once, I hired someone who challenged my thinking. And it all worked out. Hiring managers and executive recruiters - Be open minded. People are not robots. The job description and requirements are not necessarily exact. Don't be so rigid you miss an opportunity to find and develop great talent.