Roman Manuylov’s Post

"Interviews aren’t just about finding the right skills they’re about spotting the right mindset." When I’m hiring, I’m not just looking for a polished resume or a great portfolio. Those are important, but what sets a candidate apart are the green flags that signal they’ll be a strong, reliable team member. Here are a few green flags I always look out for in interviews: When hiring, I look for these green flags: ↳ Curiosity: They ask thoughtful questions. ↳ Adaptability: Can handle challenges and learn new things. ↳ Ownership: Takes responsibility for mistakes and learns from them. ↳ Passion: Enjoys the marketing industry. ↳ Team-oriented: Works well with others and aligns with company values. These qualities are more important than just a strong resume. A year ago I interviewed a candidate who didn’t have the strongest resume on paper, but the way they talked about problem-solving and the honest ownership they took of their past mistakes was an instant green flag And they’ve turned out to be one of the best hires we’ve made. "What green flags do you look for when interviewing? P.S. We are currently hiring as well ↳ Follow Suraj Jaiswal for more.

This is a question that I have for all recruiters, hiring managers, and talent coordinators etc. Does having the #opentowork banner on my profile hinder the possibility of getting an interview? Does it show that I am desperate? Does it make me seem less accountable? I'm just curious because I over 10 years of experience in management, leadership, business operations, project management, lead trainer, contact center management and security clearance. I've been ghosted so many times by recruiters, I've applied now for over 1,020 jobs since August of 2023 which sucks because it looks like I just took a hiatus from working and I have not!! I just haven't been hired yet! So, does that stop or will hinder someone from hiring me because of the gap? I've had a total of 7 interviews, and I have gotten the assurance of next steps only to get denials letters! These are some of the things that I have experienced: 1. Hiring Managers being late for interviews (phone interviews/virtual) 2. Hiring Managers giving me the body language like they aren't interested by their body language, tonality, making faces, and not even excited to interview me. 3. Hiring Managers tell me to turn my camera on but not have theirs on the entire interview (IMO that is unprofessional and disrespectful.) 4. Hiring Managers making me feel that I am overdressed for an interview when I thought you were supposed to dress how you want to be addressed aka professionalism. 5. Hiring Managers rushing the interview because they were already 7-8 mins late while I am on 8-10 mins before the time starts. 6. Hiring Managers not engaging, not prepared, and not even taking the time or due diligence to even look over my resume. I can tell based on the questions that if you would have just looked at the first line you would have seen that I have the experience. 7. Hiring Managers sending denials emails that have nothing to do with the job description or a general denial letter with no feedback. 8. My favorite - Hiring managers not taking down positions from the website when you know you aren't hiring for it! I want to speak on solutions because for a person whom updated their resume 8 times, networked, connect/follow individuals that work for the company including recruiters, searching for recruiters to post a job and reply under the post only to not get a reply back, changed resume format, apply through LinkedIn, direct company site (apply for more than 1 position on the website), craigslist, staffing firms, career builder, zip recruiter, indeed, and jopwell. The frustration level is at an all-time high. I have a family to take care of and I need to know what is going on or am I the only one experiencing this? Major Shoutout to those that have been trying to help me in this search. I'm forever grateful and still on the search. Please, keep me in your prayers? I just need answers because I've tried everything! #greenbanner #opentowork #opentochange #opentomakeadifference #jobsearch

It’s Friday! And time to share the red flags of a toxic company to look out for when interviewing for a new job. 🚩 Here are some things as an experienced recruiter that would make me either think twice about the opportunity or withdraw from the interview process altogether: 🚩Everyone you talk to in the recruitment process seems unhappy. Their words don’t match their energy. They might say that it’s a great place to work but the energy you feel when you talk to them says otherwise. 🚩They don’t respect your boundaries. (Some common examples are: You say you aren’t available at a certain time to talk about the job and they try to say that’s the only time they can talk. You tell them your salary requirements and they try to talk you down. You say you aren’t available to interview on a weekend and they try to book you for a weekend anyway.) 🚩You’re not quite sure why because the signs are subtle, but you always feel kind of bad/put down after talking to them. 🚩Doesn’t value you or your time. (Strings you along in the process, the process goes on for months with no end in sight, continues to add additional interviews or other pieces of work for you to do, they don’t show up on time to interviews and don’t apologize for being late, when you ask for updates you are ignored or put off) 🚩Asks you to do large amounts of work with no pay. 🚩The person you report to doesn’t seem happy you are coming onboard or your values and philosophies don’t align with each other. 🚩They never seem to be able to answer your questions and instead distract you with other information about the company or role. Agree? Disagree? What else would you add to the red flags list?

Yesterday, I had probably my shortest recruiter/screener interviews to-date, but here's the plot twist: . . . . . It left me feeling proud, confident, even dare I say, hopeful for the future. I can say with absolute certainty that it is in my TOP 5 interviews EVER! And I've been working since I was 16 (even earlier if you count babysitting), so that's a lot of interviews. So why did a conversation, lasting just under 14-minutes, leave such a positive impact? Especially when I was told I was up against other, more qualified candidates & likely wouldn't make the cut? First - communication. The recruiter was very clear with me about the expectations for this role. He didn't want to waste either of our time, but he also said that my resume/application left him wanting to know more about my story. Second - my experience, skills, and education weren't diminished simply because I was a teacher. The recruiter recognized I had possessed a skill set, point-of-view, and expertise that would be a valuable asset to any company. Third - validation that I'm on the right track when it comes to compensation. It has taken a long time and lots of work to undue the "martyr mentality" many teachers get sucked into. The pay range I have been putting on my applications or stating in interviews is not outlandish. It's a fairly appropriate range - I might start a the lower end of the range, but I can absolutely work my way up to the higher end. Even though a job didn't (immediately) come out of this interview, it left me feeling content. Despite the appearance of lack of progress, maybe I'm not as far off as I suspect. If nothing else, I now have a "recruiter in my corner" at an amazing organization! *Not the 1st recruiter in my corner, though. That distinction goes to the wonderful Marissa Hendrickson!

3 years ago, I was interviewing for my current role. At the time, I was between jobs, and interviewing was my sole focus. It took me 3 months to land my current position. During this period, I reached out to 15 companies. Among them, 3 never replied, 3 kept me hanging in the HR phase, 9 brought me onsite, resulting in 5 offers and 4 rejections. This was the most intense job search I had experienced. Today, the market may have shifted since then, but here are some tips that remain relevant for anyone currently interviewing: - I didn’t wait until I felt fully prepared to start reaching out to companies.  - I primarily reached out to recruiters on LinkedIn. - I revisited my emails to find contacts of recruiters who had previously reached out. - I brushed up on my algorithms and coding skills, and practiced on Leetcode. - I leveraged Glassdoor and my network to familiarize myself with the interview processes. - I worked on System Design, using mainly YouTube to explore all the design systems scenario. - During the technical interviews, I approached the interviewers as peers and I asked guidance when needed. - I documented an impactful project I had worked on in my previous role, detailing the challenges, impact, and scope, mainly focused on the role I played. This became my go-to project whenever I was asked about impactful work experiences. - I reflected on my experience and identified examples to use for situational or behavioral questions. If I encountered a scenario I hadn't experienced before, I was transparent but offered a perspective on how I would handle it. - I researched the core values of each company and identified instances in my career where I demonstrated them. - I created a set of questions to ask during interviews - When faced with a challenging question, I took a deep breath and ask myself “What do I need to know to be able to answer this question ?” - “What do they want me to demonstrate there?” - When I stumbled during one interview session, I regrouped myself to build back the energy and give my best for the remaining sessions. “If you drop 1 egg from a 12 eggs carton, are you going to drop all the remaining 11 eggs ?” - Before each interview, I boosted my confidence through positive self-talk and physical movements, akin to a boxer entering the ring. - I remained authentic, showing enthusiasm, energy, maintaining an open mind, and wearing a smile throughout. Initially, the process was incredibly challenging. My first offer came quickly and gave me more confidence. Interviewing truly is a skill. The more I interviewed, the better I became at it. I eventually began to enjoy interviewing as the stress, the pressure, the anxiety lessened over time. If you are on your interview journey, do not get discouraged. Find a way to renew your energy every day, reach out to your network and friends for support, and practice self-care. The road might be long and bumpy, but you'll get through this.

Understanding Ghosting in the Job Market Welcome to Ghost'd! We’re excited to launch our platform dedicated to addressing a common yet frustrating issue faced by job seekers: ghosting. If you’ve ever applied for a job, gone through interviews, and then heard nothing from the employer, you’re not alone. Ghosting has become an unfortunate reality in the hiring process, leaving candidates feeling undervalued and frustrated. What is Ghosting? In the context of job applications, ghosting refers to the abrupt cessation of communication from an employer after a candidate has invested time and effort into the application process. This can occur at various stages—whether it’s after submitting a resume, following an interview, or even after receiving positive feedback. Why Does It Happen? While ghosting can be attributed to various factors, including high application volumes and inadequate communication practices, it ultimately reflects a lack of respect for candidates. Many employers may not realize the negative impact that ghosting has on their reputation and on potential talent. How Can We Change This? At Ghost'd, we believe that transparency and communication are key to a positive hiring experience. By sharing our stories and insights, we can hold employers accountable and encourage them to adopt better practices. Our platform is designed to empower job seekers to voice their experiences and support one another through the ups and downs of the job search. Join the Conversation We invite you to share your experiences, offer advice, and engage with our community. Together, we can raise awareness about ghosting and advocate for a more respectful hiring process. Thank you for being part of Ghost'd. Let’s work together to create positive change in the job market! Stay tuned for more articles, resources, and updates as we build this community together.

I've had a few people say to me recently "How have you managed to find the people you find for your open positions?" It's really not that difficult- Yes, I am a hiring manager. I have my HR put out the JD that I put together after proofreading, I have them compare salary to the surrounding area and we post it with the JD ( yes, we're one of THOSE companies), I gather resume's, look through each one, target the one's I'm interested in, set up phone screens, find the ones I like, bring them in for onsites, then MAKE A DECISION. I don't put out JDs for non-existent jobs hoping that people will be there when I am looking. I don't put people through several rounds of interviews, and I don't drag things out. My plan is 6 to 8 weeks start to finish, if I find someone early who really shines, bring them in, and make the offer. While a LOT of other hiring managers are out there hunting their "golden unicorns", I will make an offer to the candidate that you might want to look at after 4 more interviews! The point is, get over yourselves, make the decision and make the hire, quit wasting people's time. Unfortunately, we have no positions open now, but you can guarantee that when I have them, I will beat 95% of hiring managers to the punch.

Are you preparing for an interview and wondering what questions to ask? Asking the right questions can make you stand out from other candidates, especially for roles that require creativity and management skills. Here are some powerful and quality questions that you can ask during an interview: 1. May I know the expectation from your side regarding this role so that I can prepare myself accordingly? 2. What is the area of improvement for your company that you are looking for, and how can I contribute to it? 3. What are the current challenges that your company is facing, and how can I help overcome them? 4. Is there a possibility for me to provide some insights on how to improve internal processes in this department? 5. Can you share the targets that you have for this role, so that I can prepare myself better before joining your company? Hiring managers appreciate candidates who show interest in contributing to the company even before joining. However, it's important to craft these questions based on your personality and the role you are applying for. So, prepare well and ask the right questions to make an impact during your interview. Share your thoughts or maybe example of questions to ask in the comments below! I will give you some feedbacks. ps: you can drop your resume to https://lnkd.in/g-5-BneX also and se available vacancies!

You DON’T have time to D£&K around. 📣 -Don’t delay CV feedback. -Don’t mess around with interviews. -Don’t elongate the process. -Don’t have unnecessary people involved. -Don’t Don’t Don’t under offer. It’s tough to attract talent. 👀 Candidates have options. Stop thinking you are the only employer hiring. Give the head a wobble. 👊🏼