Ryan Consulting Group, LLC’s Post

🚀Need to find a Recruiter who can help you in your professional space?🚀 ➡ Here’s how you find a recruiter on LinkedIn ⬅ 1️⃣ Go to the LinkedIn search bar 2️⃣ Use Boolean searching in the below format Job/field/profession AND recruiter AND Location. Examples: Data Science AND recruiter AND Sydney Java Development AND recruiter AND Manchester 3️⃣ Connect with the appropriate recruiters 4️⃣ Send a concise and targeted message. Recruiters are busy so give them good information about your intentions and not just ‘Hey I need a job’ 5️⃣ Call to action for sending your CV and a short cover. Got more tips to share? Feel free to comment below!

**** Advise to all the JOB SEEKERS **** Based on the current market trends where companies are expecting that a candidate should know everything, now to fulfil this unreasonable expectation of such companies, what candidates does is that they start mentioning all the skills in their resume. For example, requirement of a Developer, Must have skills - .Net, SQL Good to have skills - Java, Python Now for this, what candidates does, they start mentioning all of these skills as their core competencies without even realizing that core skill can be just one but yes one may have some extra supporting skills. With above scenario, recruiter receives thousands of resumes and due to wrong mentioning of skills in resumes, a lot of resume are rejected. Now what happens, Candidate and Recruiter, both gets frustrated. - Candidate says, what the hell, I prepared the resume so well, I had mentioned all the skills mentioned in the JD but still my resume was rejected. - Recruiter says, what the hell, what these job seekers are doing, why they have mentioned all the skills if the required skills are not their core competency. With this frustration, at times, recruiters stops looking at further resume and some great candidates may become a victim of rejection. Solution :- 1. Job seekers should go through the JD carefully, update the resume with relevant skills/experience only. Just don't try to pretend that you are an expert in everything. 2. With point 1, recruiter will receive only valid resume and it will be easy for them also to finalize the candidates for further discussions. So a win-win situation for both, candidate and recruiter.

Online Recruitment tests have become an indispensable part of any recruitment drive. Evalground’s #recruitment tests help give quick and auto-evaluated results. Click on to know more: https://bit.ly/3eMGaDK #recruiting #recruiter #recruitmentsoftware #ats #applicanttrackingsystem #sms #studentmanagementsystem #onlinejavatest #evalground #onlineassessment 

Agree?? Such a spot-on reminder! It’s easy to throw everything but the kitchen sink into a resume, but that can really backfire. Instead of biting off more than you can chew, focus on the key skills that truly align with the job. Recruiters want to see what you’re genuinely good at, not just a laundry list of everything under the sun. By playing your cards right and tailoring your resume, you’re far more likely to catch a recruiter’s eye and land that interview!

Our newest blog post series highlights yet again the value of having actual detail-oriented humans managing your recruiting pipeline...

Every job seeker should know this. Before the recruiter sees a resume, there is an automated system for analyzing incoming resumes - ATS. Typically, these are rule based systems looking for simple keywords in the resume. Some can be more advanced with NLP/ML - but most ATS are still rule based. If resume is not optimized for specific keywords found in the Job Description, it will most likely get rejected by ATS and recruiter will never see it. E.g. If the JD is looking for Kafka and Redis in tech skills and I write "Expert in processing real time data streams, and efficient caching mechanism on server side" - ATS will most likely reject it, even though it might sound techy and fancy to me. Resume must be optimized for keywords before you apply. Not saying you fake-up things and add stuff you don't know - but optimize your resume to match your skills with the job - keyword by keyword.

Don't ❌ send your resume with unprofessional names like this- ➡️ Resume.pdf ➡️ Resume(2).pdf ➡️ Deepakkumar(1).pdf ➡️ Deepak kumar Software Developer(8).pdf etc.. Instead use either of this- ✅ FirstName_Profile.pdf Eg- Deepakkumar_Software_Developer.pdf ✅ FirstName_Profile_Company.pdf Eg-Deepakkumar_Software_Developer_Oppo_Mobiles.pdf These small things can create a huge impact in your resume selection, it somehow shows how much you are serious about the job you are looking for. Hope this helps you 🙂 #powerbi #sql #dataanalyst #resume #jobsearch #C++ #software_Developer

Calling tech recruiters! I understand we live in a world of fakery and the fakery is only amping up. Folks want to make sure people have the skills they say they do - heck they want to make sure people are even who they say they are. IT IS WILD OUT THERE. However, I believe requiring code samples prior to an interview is not the way to protect yourself from candidates who are masquerading as something they are not. It is not the way to make sure you get the best candidates to interview. This request is actually a limiting factor as many folks are not able to share code from their current or past employers - they are prohibited. Excellent dedicated developers may choose to do other things than code in their off hours. Why should we eliminate them as candidates because of that choice? Also I am not sure what folks expect to gain from being given a code sample without any context or proof of ownership. What is it you will learn? How is this knowledge used in the rubric of evaluation? I do not understand how this is helpful. Especially when LLMs are referenced as a causal factor for the request. Think about it. I am tired of this topic, but it remains a constant. I invite you to give me more reasons you think the practice of asking for code samples without context is silly. And I will entertain any reasons folks have for why this is an effective screening tool, but my earnest position is: It is't. Thanks in advance.

We've been applying to hundreds of jobs but are not getting interview calls. The truth is that most applications are not even being reviewed by recruiters. Below is the analytics for Java/Spring Boot, which I believe is one of the most in-demand skills in the market these days. Out of 6,750 applications, only 49 have been viewed, which is not even 1%. I wonder what will happen with other tech stacks. I've seen this issue with almost all companies. LinkedIn's quick apply feature is even worse, unless you're available for immediate joining. #Hiring #Recruitment #HR #Jobs #Careers #NowHiring #JobOpening #TalentAcquisition #RecruiterLife #HumanResources #JobSearch

Finding the right candidate for your data-focused role isn't just a numbers game (ie: "how fast can you get me the most resumes?") That's why we put way more time into screening our candidates up front, and it means you'll only see true contenders for your role. While it may take a little more time to see your first candidates with Dataspace, you'll personally spend 60 - 80% less time on search and screening, and you'll make better-informed hiring decisions. Learn more about our unique screening process: https://lnkd.in/gkugDdRF #datascience #dataanalytics #dataengineer #recruiting #techscreening #staffing