Susan Staff MBA’s Post

Tuesday Career Move Tip for the Day! To help you stand out from other candidates, find a position you are interested in and identify all the keywords and qualifications listed within the posting. It’s a good idea to tailor your resume in a way that highlights how your experience and education qualify you to meet the specific job qualifications and keywords listed within that specific posting. Repeat this process for each position you are applying for, as HR staff, Software or Hiring Managers tend to filter qualified candidates by the same, or similar keywords to those stated in the original posting. Finally, don’t forget to follow up your resume and/or application with a personal email note to HR or the Hiring Manager(s) expressing your continued interest and fit for this position. This small gesture will help you to stand out from other applicants and distinguish you from the rest in the field, as the hiring authority sorts through all the job applicants and related paperwork. #careertips, #jobtips, #careerchange, #careerswitch

Tuesday Career Move Tip for the Day! To help you stand out from other candidates, find a job position you are interested in and identify all the keywords and qualifications listed within the posting. It’s a good idea to tailor your resume in a way that highlights how your experience and education qualify you to meet the specific job qualifications and keywords listed within that specific posting. Repeat this process for each position you are applying for, as HR staff, Software or Hiring Managers tend to filter qualified candidates for a position by the same, or similar keywords to those stated in the original posting. Finally, don’t forget to follow up your resume and/or application with a personal email message to HR or the Hiring Manager(s) expressing your continued interest and fit for this position. This small gesture will help you to stand out from other applicants and distinguish you from the rest in the field, as the hiring authority sorts through all the job applicants and related paperwork. #careertips, #jobtips, #careerchange, #careerswitch

Tuesday Career Move Tip for the Day! To help you stand out from other candidates, find a position you are interested in and identify all the keywords and qualifications listed within the posting. It’s a good idea to tailor your resume in a way that highlights how your experience and education qualify you to meet the specific job qualifications and keywords listed within that specific posting. Repeat this process for each position you are applying for, as HR staff, Software or Hiring Managers tend to filter qualified candidates by the same, or similar keywords to those stated in the original posting. Finally, don’t forget to follow up your resume and/or application with a personal email note to HR or the Hiring Manager(s) expressing your continued interest and fit for this position. This small gesture will help you to stand out from other applicants and distinguish you from the rest in the field, as the hiring authority sorts through all the job applicants and related paperwork. #careertips, #jobtips, #careerchange, #careerswitch

I recently received a job offer from a human resources specialist, who first asked if the role suited me and if I was interested in moving forward. Naturally, I expressed interest, but I also had some clarifying questions. For example, the job description mentioned ‘Leading and guiding the development and implementation team.’ When I inquired about the size of the team, the response was quite surprising: ‘It’s just a typical job description, it’s not actually a leadership role.’ This got me thinking: * If the job description is copy-paste, why are you asking if it aligns with me? * How can candidates trust the direction of a role when it lacks a clear, tailored description? * Is it fair to get upset with candidates for sending AI-generated resumes when you present copy-paste job descriptions? * Are we truly doing justice to the recruiting process with this approach? * How can you expect creativity and originality from employees when the hiring process itself is copy-paste? Just some food for thought. #recruitment #jobdescriptions #trust #creativity #careers

Tuesday Career Move Tip for the Day! To help you stand out from other candidates, find a job position you are interested in and identify all the keywords and qualifications listed within the posting. It’s a good idea to tailor your resume in a way that highlights how your experience and education qualify you to meet the specific job qualifications and keywords listed within that specific posting. Repeat this process for each position you are applying for, as HR staff, Software or Hiring Managers tend to filter qualified candidates for a position by the same, or similar keywords to those stated in the original posting. Finally, don’t forget to follow up your resume and/or application with a personal email message to HR or the Hiring Manager(s) expressing your continued interest and fit for this position. This small gesture will help you to stand out from other applicants and distinguish you from the rest in the field, as the hiring authority sorts through all the job applicants and related paperwork. #careertips, #jobtips, #careerchange, #careerswitch

The reason for this is very simple. Some call it the "spaghetti approach", which is common practice not only for employers, but unfortunately for many "professional" recruiters as well. The spaghetti approach: ❌ throwing a bunch of spaghetti at the wall and see what sticks; ❌ doing more of the same and hoping that volume alone will do it; That's the lazy way to do it, even if on the surface it might seem that you are putting a lot of effort. Lazy to: ✅ set clear definitions on your own (that brings the copy-paste); ✅ have a plan; ✅ apply quality and logic in your process; ✅ change (to look for improvement, experiment and optimise); ✅ figure it out; and most importantly lazy to BE SERIOUS about recruitment. What most companies do, can't qualify for being serious: ❌ believing that recruitment is some tiny subtask of general HR; ❌ believing that everything HR is a single profession; ❌ throwing ALL HR responsibilities to a single person; ❌ trusting that a SINGLE JOB AD would do the job; ❌ thinking that a SINGLE TOOL can do magic; ❌ looking for quick solutions (some "tricks", "loopholes", "hidden databases", etc); ❌ outsourcing the responsibility; this list can go on for a while. The reality that most people avoid talking about.

🔍 Why Specifics Matter In A Job Ad 🔍 In the competitive landscape of talent acquisition, crafting a compelling job advertisement is paramount. But here's the catch: generic job descriptions just don't cut it anymore. 🚫 Why? Because specificity matters. 🎯 When you're vague about the role, responsibilities, and expectations, you risk attracting the wrong candidates and wasting valuable time sorting through irrelevant applications. Specificity, on the other hand, not only attracts the right talent but also sets clear expectations from the get-go. So, what makes a job ad specific? 1️⃣ Clear Role Definition: Define the role's purpose, objectives, and key responsibilities. Ambiguity leads to confusion, while clarity ensures alignment from the start. 2️⃣ Skills and Qualifications: Outline the essential skills, qualifications, and experience required to excel in the role. This filters out unqualified candidates and saves everyone time. 3️⃣ Company Culture and Values: Highlight your company's culture, values, and mission. Cultural fit is as important as skills fit for long-term success and employee satisfaction. 4️⃣ Compensation and Benefits: Be transparent about compensation packages, benefits, and perks. This fosters trust and shows that you value your employees' contributions. 5️⃣ Application Process: Provide clear instructions on how to apply, including any required documents or assessments. A smooth application process reflects positively on your employer brand. Remember, a job ad is not just about filling a position—it's about attracting the right talent who will thrive in your organization and drive its success. Specificity is the key to unlocking that potential. 🔑 Ready to level up your recruitment game? Let's get specific and find the perfect fit for your team! 💼✨ #Recruitment #Hiring #JobAds #TalentAcquisition #HR #EmployerBranding #SpecificityMatters workwhale.net

A Job description can tell you so much about who is hiring. For example, you can get hints about the company culture from a JD. Even the tone of a JD can have clues. If you’re hoping to have fun at work, look for conversational language, exclamation marks, and descriptions of team-building events to confirm that they take office morale seriously. If it includes a lot of information about their commitment to diversity and inclusion, you can be sure they take those issues very seriously. Or look for required skills and desired skills. This can indicate how flexible the company is and whether they're open to candidates who may need some on-the-job training. All career experts agree that thorough preparation is critical to getting the job you want. Decoding a job description is only one part of that preparation. if you get this right, you can find a potential fit for your career goals before even applying or interviewing for the position. #recruitment #career #hiring

A well-crafted job description is more than just a list of duties—it's your first interaction with potential candidates and a crucial tool for attracting the right talent. Start by clearly defining the role and responsibilities, ensuring they reflect the actual tasks, necessary skills, and impact on the organisation. Use inclusive language to encourage a diverse pool of applicants and be specific about the skills and qualifications needed, balancing essentials with nice-to-haves. Highlight what sets your company apart, such as unique benefits, career development opportunities, and your company culture. #HiringTips #JobDescription #RecruitmentStrategy

I was filling in with HR Team at CITS for a week. Because we were hiring multiple candidates for different positions for different offices, I helped them conduct several interviews, filled sheets, cracked jokes, talked to everyone, even served snacks, but it took me just a second to realize that this role wasn’t for me. I interviewed a 23 years old fresh graduate; White shirt, strong perfume, nervous smile, excited eyes. He had prepared extensively for the interview and had a spark that resonated with all of us. I had to call him today. "I wanted to personally thank you for your time and the effort you put into the interview process." There was a pause. I could hear the anticipation in his silence. "We had a large number of highly qualified applicants for this position, and it was a tough decision. Unfortunately, we have decided to move forward with another candidate for this role." The line was silent for a moment. I could almost feel the disappointment on the other end. "I understand this might be disappointing, but please don't be disheartened. Your skills and enthusiasm were impressive, and we would love to keep your resume for future opportunities." He didn’t say a word, just hung up. Now I sit back in my chair, a lump in my throat, thinking, is there an other way? #hrchallenges #corporatelife #idealcandidates #dreamjobs