Techaxis, Inc’s Post

Candidates can feel a little uncomfortable when I start to ask questions about their personal aspirations their goals. I want to know what makes you tick, your why, and your personal and professional goals. It's a hugely important part of the role/candidate matching process. I want to represent you to the best of my ability, to help you find purpose, and reach the milestones you want to achieve. After all, we don't have too many laps around the sun to you may as well be working on stuff which makes you feel good and helps you get to where you need to be. Opening up to recruiters who care about this is important. Aurora Search

Curious if any recruiters can explain the job market and hiring crisis we are experiencing. I’m seeing people with 10-15+ years of experience having trouble finding work. I’m also seeing people say companies won’t hire “overqualified” individuals out of fear of them not staying long? However, if you don’t meet certain qualifications there is no budget/time for training? Can any recruiters explain?

The job market remains challenging to navigate, with evolving industry and job seeker demands. So, hiring managers and recruiters could become lost in the chaos. You might come across potential hires with similar work experiences, skills, and academic qualifications. As a result, your hiring team could face overwhelming stress filling urgent roles with a tight deadline. That’s where a dynamic interviewing technique called the STAR recruitment method can be a tie-breaker. Article in comments for the ultimate guide on how to use the STAR recruitment method. #RNN #RecruitingNewsNetwork #Recruiting #HiringTips

🔄 Recruiting Reality Check! 🔄 When a candidate accepts an offer and then declines at the last minute, the struggle is real. 🙃 As recruiters, we’ve all been there, feeling like Jon Snow after a battle! But hey, that’s just part of the job—we rise again, stronger every time! 💪 #RecruitmentLife #TalentAcquisition #WednesdayMotivation #RecruiterStruggles

Good recruiters become great recruiters by doing the same boring things over and over again.    They get so good that they eventually don't suck at them.    Because everyone who starts something will most likely suck at it, and you don't get better until you do a lot of it.    So in order to get the end result, learn to embrace the setbacks and sucking in the beginning. 

Recruiters- stop recruiting people who have been with a company for a short time if you are going to ask them to explain why they’ve had roles that didn’t last long. You make no damn sense. You’re practically pulling a newly planted tree out of the ground and asking it why it hasn’t established roots.

Our recruiters are working with hiring managers and jobseekers day in and day out, so they know exactly what's working in the hiring market right now. Liza shares a few tips for jobseekers who are on the hunt for their next swoon-worthy role: #jobseekertips #jobsearch #recruiters

My candidate declined the job because the company doesn't have parking – Is it acceptable? However frustrating it might be for the recruiters and parking might seem like a small detail, but for some, it's a crucial factor in their job decision. Understanding candidate priorities helps tailor offers to attract the best talent. What's your take on this? #RecruitmentInsights #CandidatePriorities #JobOfferConsiderations

Calling all job seekers and hiring managers! 📢 As a recruiter, I'm always looking to improve our hiring process to better assist clients and candidates. So, here's a question for you: What's the one thing you wish recruiters knew or did differently during this process? We value brutal honesty, so don't hold back! Share your thoughts in the comments below! #RecruitmentInsights #JobSeekers #FeedbackFriday

Lately, I've noticed many job openings across the United States and have reached out to offer my assistance. However, most people do not respond, and the job positions remain unfilled for months. When I do get a response and set up an appointment to speak with the property, everything goes well and we are ready to start the search. But then I get one of these responses: 1. I am ghosted, and I never hear from them again. Then I see the job opening again two months later. Why did this happen? 2. The old excuse "We are currently using another recruiter" is given. If the position has been open for months, shouldn't they consider getting more help from another recruiter? Most recruiters work on a contingent basis, and it's free for them to look at other candidates! 3. I find it surprising when they say, "We have enlisted our Corporate Recruiter to help us with the position." My question is, why didn't they do that months ago when they were struggling to find candidates? Why did it take me to offer assistance for them to ENLIST their Corporate Recruiter? 4. The best thing is when they tell me that they are surprised that we have a steady flow of top-notch candidates, and it's hard for them to choose from. This is how it should be. For those of you who need help and are serious about hiring, you know what I am talking about. #hospitality #hospitalityrecruitment #hospitalityindustry #recruitinglife