Talkr’s Post

A generally helpful post, Ali. But, we would question the point about 'title' of recruiter in their LI profile being an indicator of whether they are 'internal'/salaried or 'external'/commission-based. As far as we're aware, there are different types of recruiters, as you outline (internal versus external). But, the 'title' they use will be entirely dependent on what region/jurisdiction they are operating in (and how 'sales-focused'/vain they are about how they portray themselves). Thankfully, we're doing things very differently, and have built an infrastructure, community, and service solely for PhDs/Postdocs/Faculty (and other Postgrads). 'Traditional' commission-based bespoke services are a very small element of our work. It's also less popular with employers (in this economy) - hence why there is a growth in 'internal' (salaried) recruiters. Our 'model'/'approach' is entirely unique in the global recruitment and HE sectors. Check us out: https://lnkd.in/eGm-Ru-R You will not find any recruiter/organisation more equipped to support our PhD community in their job search/career development journey. Our 5 ⭐ reviews don't lie. 😊🦉

You've talked to 3 different recruiters for the same job. They spend 30 minutes interviewing you, and then you never hear back from them again. This is a common situation for many of you very talented scientists who are excellent job candidates and are frustrated with your experiences playing the hiring game. You often wonder, "What am I doing wrong?" The fact of the matter is sometimes you're not doing anything wrong and it's more about the experience of the recruiter. Here's how you can tell, so you quit wasting your time and energy on dead ends. 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝘃𝘀 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 Check the LinkedIn profile of the recruiter who wants to meet with you. Does their title say talent acquisition? If yes, then they are employees of the hiring company and you should definitely spend time talking to them. If their title doesn't say talent acquisition, they might be part of an external recruiting agency. Nothing inherently wrong with that, but there is high variability in the quality of the recruiters you work with from that angle. 𝗛𝗼𝘄 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝘄𝗼𝗿𝗸 They are incentivized to fill a role, so they pool as many potential candidates as they can, and pick the one that they think is most likely to fill the role. The rest generally get rejected with little feedback. The broken version of that model is “what can you do for me?” It’s especially problematic if they don’t know what they’re doing. Lot of ghosting and failure to communicate process/expectations. 𝗪𝗵𝗮𝘁 𝗮𝗿𝗲 𝘀𝗼𝗺𝗲 𝗿𝗲𝗱 𝗳𝗹𝗮𝗴𝘀 𝗳𝗼𝗿 𝗹𝗶𝗳𝗲 𝘀𝗰𝗶𝗲𝗻𝗰𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀? If the recruiter majored in business, graduated 1-2 years ago, and doesn't have a clear expertise in life sciences, pretty high chance they don’t know the industry and don’t know the difference between bioinformatics and cell culture. They’re just as lost as you used to be about science. They might become a total pro in the future, but today they might be wasting your time. 𝗠𝘆 𝗴𝗲𝗻𝗲𝗿𝗮𝗹 𝗿𝘂𝗹𝗲 𝗼𝗳 𝘁𝗵𝘂𝗺𝗯. If they’re talent acquisition, always talk to them. If they’re external recruiters, look at their track record and background in their LinkedIn profile. If you can’t immediately determine what they are good at or what they specialize in – move on. Not a good use of your time. ---------- Good luck out there 🤠 #biotech, #biotechjobs, #scientist

Mastering high-volume hiring is a challenge. However, here's how you can excel: 1️⃣ Build a Talent Pool: Get a steady stream of qualified candidates by actively engaging with potential hires, networking, and partnering with schools. 2️⃣ Smart Assessments: Use assessments and simulations to evaluate candidates efficiently. These tools reveal skills, abilities, and fit with your company culture. 3️⃣ Team Up: Encourage collaboration among recruiters, managers, and others involved. Clear communication and shared feedback streamline decisions. 4️⃣ Show Your Worth: Highlight what makes your company great—career growth, learning, and a positive environment—to attract quality candidates. 5️⃣ Use Data: Analyze data to spot trends, measure your strategy's success, and keep improving your high-volume hiring. With these moves, you can conquer the challenges of high-volume hiring and build a successful workforce. Let's win together! 💼 #VolumeHiring #RecruitmentStrategies #TalentPipeline #EmployerValueProposition #HiringProcessTips #RecruitmentBestPractices #JobRequirements #focuspeople

Market Specialists' Role in Shifting to Skills-First Hiring... We’re currently witnessing a global transformation in hiring methodology: more and more companies are switching to a skills-first hiring process. This approach puts greater emphasis on the value of the CV/resume’s terminology, along with potential transferable skills, both technical and soft; skills-first hiring doesn’t fixate on the academic merit of a job applicant, such as having a bachelor’s degree. We already know the benefits of this approach to hiring, such as increasing the female talent pool, diversifying generation demographics, and promoting occupational longevity. (LinkedIn Economic Graph, 2023). So, what can Market Specialists do? Skill-specific recruitment consultants are able to spot similarities and transferable skills in their learned markets, and can therefore be instrumental in unlocking existing talent in and outside of their network. Utilizing external knowledge in a consultative and laborious capacity is a fantastic way to promote this transition! Please get in touch if interested! #skillsfirst #hiring #lifesciences

Market Specialists' Role in Shifting to Skills-First Hiring... We’re currently witnessing a global transformation in hiring methodology: more and more companies are switching to a skills-first hiring process. This approach puts greater emphasis on the value of the CV/resume’s terminology, along with potential transferable skills, both technical and soft; skills-first hiring doesn’t fixate on the academic merit of a job applicant, such as having a bachelor’s degree. We already know the benefits of this approach to hiring, such as increasing the female talent pool, diversifying generation demographics, and promoting occupational longevity. (LinkedIn Economic Graph, 2023). So, what can Market Specialists do? Skill-specific recruitment consultants are able to spot similarities and transferable skills in their learned markets, and can therefore be instrumental in unlocking existing talent in and outside of their network. Utilizing external knowledge in a consultative and laborious capacity is a fantastic way to promote this transition! Please get in touch if interested! #skillsfirst #hiring #lifesciences

Market Specialists' Role in Shifting to Skills-First Hiring... We’re currently witnessing a global transformation in hiring methodology: more and more companies are switching to a skills-first hiring process. This approach puts greater emphasis on the value of the CV/resume’s terminology, along with potential transferable skills, both technical and soft; skills-first hiring doesn’t fixate on the academic merit of a job applicant, such as having a bachelor’s degree. We already know the benefits of this approach to hiring, such as increasing the female talent pool, diversifying generation demographics, and promoting occupational longevity. (LinkedIn Economic Graph, 2023). So, what can Market Specialists do? Skill-specific recruitment consultants are able to spot similarities and transferable skills in their learned markets, and can therefore be instrumental in unlocking existing talent in and outside of their network. Utilizing external knowledge in a consultative and laborious capacity is a fantastic way to promote this transition! Please get in touch if interested! #skillsfirst #hiring #lifesciences

Market Specialists' Role in Shifting to Skills-First Hiring... We’re currently witnessing a global transformation in hiring methodology: more and more companies are switching to a skills-first hiring process. This approach puts greater emphasis on the value of the CV/resume’s terminology, along with potential transferable skills, both technical and soft; skills-first hiring doesn’t fixate on the academic merit of a job applicant, such as having a bachelor’s degree. We already know the benefits of this approach to hiring, such as increasing the female talent pool, diversifying generation demographics, and promoting occupational longevity. (LinkedIn Economic Graph, 2023). So, what can Market Specialists do? Skill-specific recruitment consultants are able to spot similarities and transferable skills in their learned markets, and can therefore be instrumental in unlocking existing talent in and outside of their network. Utilizing external knowledge in a consultative and laborious capacity is a fantastic way to promote this transition! Please get in touch if interested! #skillsfirst #hiring #lifesciences

Market Specialists' Role in Shifting to Skills-First Hiring... We’re currently witnessing a global transformation in hiring methodology: more and more companies are switching to a skills-first hiring process. This approach puts greater emphasis on the value of the CV/resume’s terminology, along with potential transferable skills, both technical and soft; skills-first hiring doesn’t fixate on the academic merit of a job applicant, such as having a bachelor’s degree. We already know the benefits of this approach to hiring, such as increasing the female talent pool, diversifying generation demographics, and promoting occupational longevity. (LinkedIn Economic Graph, 2023). So, what can Market Specialists do? Skill-specific recruitment consultants are able to spot similarities and transferable skills in their learned markets, and can therefore be instrumental in unlocking existing talent in and outside of their network. Utilizing external knowledge in a consultative and laborious capacity is a fantastic way to promote this transition! Please get in touch if interested! #skillsfirst #hiring #lifesciences

Market Specialists' Role in Shifting to Skills-First Hiring... We’re currently witnessing a global transformation in hiring methodology: more and more companies are switching to a skills-first hiring process. This approach puts greater emphasis on the value of the CV/resume’s terminology, along with potential transferable skills, both technical and soft; skills-first hiring doesn’t fixate on the academic merit of a job applicant, such as having a bachelor’s degree. We already know the benefits of this approach to hiring, such as increasing the female talent pool, diversifying generation demographics, and promoting occupational longevity. (LinkedIn Economic Graph, 2023). So, what can Market Specialists do? Skill-specific recruitment consultants are able to spot similarities and transferable skills in their learned markets, and can therefore be instrumental in unlocking existing talent in and outside of their network. Utilizing external knowledge in a consultative and laborious capacity is a fantastic way to promote this transition! Please get in touch if interested! #skillsfirst #hiring #lifesciences

In today's competitive job market, finding the perfect candidate can feel like searching for a needle in a haystack. That's where YFJ steps in. We leverage the power of data-driven recruiting to connect top talent with the companies that need them most. 1. Uncovering Hidden Gems: YFJ goes beyond the surface by analyzing a wider range of data points, such as skills assessments and past project experience. This allows us to identify qualified candidates who might not have the traditional background but possess the skills and potential to excel in the role. 2. Predictive Analytics: We use historical data to predict candidate performance and identify patterns that lead to successful placements. This helps us match candidates not just based on their experience, but also on their suitability for the specific company culture and role requirements. 3. Streamlining the Process: Data helps us streamline the hiring process for both companies and candidates. By analyzing past interview data, we can identify the most effective interview questions for specific roles. This saves time for everyone involved and helps to ensure a positive candidate experience. 4. Building a Talent Pool: YFJ collects and analyzes data on a vast pool of candidates. This allows us to proactively identify potential matches even before a position is officially open. Companies can leverage this talent pool to fill critical positions quickly and efficiently. For more such updates join our channels on Telegram : https://lnkd.in/gGRJaBh4 and WhatsApp : https://lnkd.in/gdhZDDT2 #YourFirstJob #growth #innovation #hiring #EdTech #HR #DataDrivenRecruiting #Jobs #Students #Freshers #TalentPool