Stephanie Loewenstern’s Post

Ah, December... the inbox slows down, hiring freezes creep in, and suddenly, every conversation ends with, “Let’s pick this up in the new year.” But here’s the thing: January is only weeks away, and when it hits, the hiring frenzy will be in full swing. The companies that start planning now will be the ones ahead of the game. So, to my clients: 🎯 Use this “quiet” time to fine-tune your roles and hiring strategy. 🎯 Get those job descriptions polished and interview plans set. 🎯 Let’s have everything ready so we can hit the ground running in January. And to candidates: 💡 Now’s the time to update your CV, polish your LinkedIn, and get ready to stand out. December isn’t downtime, it’s prep time. The work we do now sets the tone for a successful start to the year. What’s your strategy for getting ahead of the January rush? #RecruitmentInDecember #JanuaryHiring #GetAhead #ScotlandTech #PlanningForSuccess

If you're #hiring, you know the challenges of finding the right candidates among the influx of online applications. Try something different. Try Jolo as a new way to source candidates. It's easy to start and easy to use. ⤵

👋 Hello recruiters and hiring managers. Jolo can help you find candidates who match your requirements and culture without having to sort through hundreds or thousands of applications. Too much process has been built around job search and candidate sourcing. We built a tool that matches jobs and candidates based on credentials, values, benefits, working preferences, salary, etc. All you have to do is answer some onboarding questions, post the job, and then start viewing and matching with candidates, one at a time. Tap to like a profile and chat peer-to-peer in the app. Faster to the point with Jolo. How do you try? It's easy. You can download the app from www.jolo.ai and get started for free, or you can take advantage of our automated service at https://lnkd.in/gQfbk8fs for a small fee of $99 per job. There's no software to install. Jolo is a free-standing sourcing tool that any recruiter or hiring manager can use. There are no long-term contracts. Pay for what you use. #recruiting #hiring #jobsearch

𝐇𝐨𝐰 𝐭𝐨 𝐠𝐞𝐭 𝐡𝐢𝐫𝐞𝐝 ? Recently, I was sitting with a group of senior developers—each with 15+ years of experience working at major tech companies. Out of curiosity, I asked, "Why did you choose to hire me?" Their response was eye-opening. They shared that many candidates, even from top universities, struggled to explain their Final Year Projects (FYP) and were unprepared for basic questions. On top of that, some had unrealistic salary expectations without backing it up with skills. 💡 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬: ✅ Prepare thoroughly. Know your projects inside out. ✅ Be realistic with your demands—don’t overestimate your value. ✅ Most importantly, be yourself. Authenticity stands out. Remember, the person interviewing you can see through pretenses. Be confident, not overconfident.

The Never-Ending Feast: A Hiring Conundrum. Wow, times are tough! Companies are taking forever to make a decision, and it's like they're feasting on a buffet of applicants. And let's be real, the hiring process has devolved into a game of personal whims. It's like, "I like you, you're hired!" or "Nah, I don't like your face, bye!" No matter how qualified you are, it's all about the vibe. You can tick all the boxes, answer questions like a pro, and still get rejected because... reasons. And on the other hand, some people get hired despite being utterly unqualified, and it's like, "What's going on here? Did they put a spell on the employer?" It's like a never-ending dinner party where the host can't make up their mind, and the table is groaning under the weight of all the options. Newsflash: it's exhausting! Can we just make a decision already?!

Hiring for multiple roles can be overwhelming. When applications pile up, it’s easy to lose sight of what really matters—connecting with the candidates who are the perfect fit for your team. At Speak_, we know time is your most valuable resource. That’s why our platform cuts through the noise, highlighting candidates that match your criteria in seconds. No more sifting through resumes. No more interview fatigue. Just Speak_ with top talent. Thank you, Maeve Kievit, for sharing your experience! We’re thrilled to be a part of your hiring success. 🚀

Last week real conversation: "Could you help me a tiny bit with tidying up my CV and see how to handle the gap year?" 📄 If you’ve ever felt overwhelmed about how to market your professional experience, unsure where to even start, you’re not alone. Here is the thing, after a decade of reviewing thousands of resumes and guiding professionals in digital to their dream roles, I’ve distilled 3 key strategies that actually work. 💥 That’s why I created a free guide to help you think like a recruiter (yes, 😅 I'm one of them and I know how the game works 🎮). Because here’s the truth: recruiters sift through resumes in seconds, and if yours doesn’t stand out immediately, it’s game over. This guide is packed with actionable, no-nonsense tips to help you shine in a crowded market—straight from my firsthand experience. 💡 Interested? Reply "Yes" below or send me a direct message and I'll send it your way.

Do you *own* your credit in your interview? My father tells this story from his hiring days that I think about often: As a CHRO, my dad interviewed a bright young man for a technical position He *knew* this man was going to be a slam dunk *Heard of him* before ever getting his resume >> work ethic >> far-and-away industry expert >> top-requested tech in Sacramento but >> all he talked about was his mentor << How his mentor rescued the team Had a great work ethic Was a leader ... And while edifying him was certainly kind and admirable, My father wanted to hire HIM (not his mentor) My guess? He had trouble owning his team accomplishments. and this is very VERY common _______________________ While it's true that 'it takes a village' and team wins are a group-effort there's no 'I' in team, and all that Hear me out: That company isn't looking to hire your TEAM they're looking to hire -YOU- _______________________ Have you experienced this? _______________________ If so, remember: The wins are YOURS, too. And while yes, many people can do what we do every day. ... we *are* replaceable ... Those wins won't have played out *exactly quite like they did* without you. _______________________ Open doors for yourself by owning your team wins That way, people can imagine the effect you'd have on their team when you're aboard. _______________________ And as for that gentleman -- my father hired him. Why? For his street cred and social proof (recommendations). ...though, not without teasing him a little first: "Well, your mentor sounds like an incredible professional -- is he available? We're hiring!" ;) Enjoy your Monday, Claire #medicalsalesresumewriters #medicalsalesresumes #medicaldevicejobs #resumewriters

Why the Fuss About Overqualified Candidates? It’s time we rethink what “overqualified” really means. When someone with decades of experience wants to work for you, don’t ask “WHY?” — think “WOW!” - Maybe they’re looking for less stress. - Maybe they want more balance or a chance to mentor. - Maybe they just want stability. Whatever the reason, you’re getting a powerhouse of skills, insights, and a fresh perspective. If you keep saying “No” to these candidates... You’re missing out. Next time you see “overqualified” on a resume —hire them. You’d be lucky to have them. ♻️ Repost if you agree and let’s change the narrative. P.S. Ever hired an “overqualified” candidate who turned out amazing? Comment below! 👇

Internal recruiter: “Mike we are canceling the search. Please stop sending candidates. If you have questions call me, DO NOT call the hiring manager I repeat DO NOT” What do you think I did? Immediately called my friend the hiring manager  “She said what? Ugh…sorry Mike, just ignore her…I’ll handle it. Please keep sending me candidates, I really need your help” Nice try! I have so many great relationships with good internal recruiters…there is just no need for this stuff. I get it…you’d prefer to fill the job yourself…OK THEN FILL IT YOURSELF! But until then these games are just wasting our candidates time…hurting your company by leaving the job open, and making yourself look bad to your hiring managers… NOT GOOD!