Thabsheer O P’s Post

Job listings are often the only way for a candidate to identify suitable roles to apply for. But some are still a tad bit red flag (ish) especially in this time and world where people experience and culture are key to business success. What all have you seen?

When examining #joblistings, it's important to be vigilant for certain #redflags that could indicate potential issues with the position or the employer like: -Vague Job Descriptions: If the listing is not clear about the role's responsibilities or requirements, it could signal undefined roles or unrealistic expectations. -High Turnove: Repeatedly hiring for the same position may indicate a high turnover rate, which can be a sign of a problematic work environment. -Overpromising: Be cautious of listings that promise excessive benefits or career growth without clear evidence or details. -Unrealistic Requirements: A long list of qualifications that seem excessive for the position level might suggest unrealistic expectations from the employer. -No Mention of Salary or Benefits: If the listing does not specify salary range or benefits, it may be a sign that the compensation is not competitive. -Poor Online Presence: A lack of professional online presence or negative reviews from employees can be indicative of company issues. -Rushed Hiring Process: If the employer is pushing for a quick hire without proper interviews or discussions, it could be a sign of desperation or disorganization. -Lack of Diversity: A homogeneous team or lack of commitment to diversity can be a red flag for a non-inclusive workplace culture. -Strict Salary Range: A non-negotiable salary range might indicate inflexibility and a lack of room for growth. It's always a good idea to do thorough research and ask direct questions during the interview process to ensure that the job is a good fit for you. Trust your instincts—if something feels off, it might be worth investigating further or even walking away.

LinkedIn shares red flags 🚩 in JDs. Another red flag is “hit the ground running” = you won’t have much support or training. ❔ On the flip side, what are some green flags in JDs you’ve seen? Here are some green flags I've seen: ✅ compensation transparency ✅ realistic qualifications for the role ✅ clear interview process

The one complaint I hear the most from my clients is... "How do I get a company to notice me on my resume???" Think about the job and what the company is looking for.  Look over the job details, experience needed, and match your resume to the company.  Leave out unnecessary information that is irrelevant to the position.  And then... Add quantifying information.  How did you save a company money?  Make the company money?  Improve a policy/process/procedure that streamlined operations?  Keep it relevant to the position.  A company is looking for a "value-added" individual who will fit their culture and personify the company values.   It's the difference between having a job and targeting a career.  It's the difference between a shotgun and a rifle... a shotgun with birdshot may only travel 30 - 50 yards to effectively hit the target.  But what if the target is 100 yards away?  You'll never hit the target no matter how many times you shoot.  Instead, be a rifle... be "target specific."  Aim for what you want and don't allow yourself to be trapped in using the same resume over and over again, expecting better results. Remember, Insanity is doing the same thing over and over again, expecting a different result!

Want to increase your chances of hiring an absolute gun by 1000000000% Never ask an applicant to complete a selection criteria EVER again. You are being lazy and shooting yourself in the foot. Stop it, right now. Much love and gratitude. Rhyley #hiring #recruitment #recruiting #selectioncriteria

Teach your new hires how to throw a strike. Once they are continually throwing balls down the center of the lane, lower the guards and cut them loose. More on this in my latest blog. https://ow.ly/gXrw50TBrH3

💡"Not All Recruiters Are Created Equal"- Kicking this Monday off at StevenDouglas with a little "recruiting" comic relief ! In all seriousness, does the recruiter you are working with "truly" understand your skill set ? Does this video sound familiar ? As a passive job seeker, have you taken the time to research who you are entrusting your career search to ? As with any new Company you might be considering joining, you should be performing the same due diligence on the recruiter you are partnering with. Have they provided the following : ✔️References ✔️Examples of proven success in your vertical or area of expertise ✔️SME : Are they a subject matter expert in your market ? ✔️How they will be protecting the confidentiality of your search ✔️Thorough explanation of their process Follow StevenDouglas Follow Laurie Canepa Credit to Dry Bar Comedy

What a bad image we end up getting of #recruiters when we keep realizing that they point a shotgun at the sky, shoot blindly and hope that a duck will magically fall! Personally, I take the time to respond to each of the messages that I receive almost daily offering me opportunities. It is the festival of messages with prefabricated templates that try to convince you, with less and less effectiveness, that you are the best option. My advice to recruiters: "READ THE PROFILES." And as potential candidates, let's also do these guys and girls a favor, let's be clear if we are looking for work or not, some recruiters _do_ have the good habit of reading profiles before bombarding the universe with messages of opportunities. #Recruiter Do you want to make your work infinitely more effective? Aim for profiles that ARE looking for work, READ the profiles (believe me, no one puts up a profile that will take you more than 5 minutes to read). Do you want your message to stand out among the hundreds of others we receive? Convert your "#opportunity" into a possible "#offer", indicating a specific reference of the #salary they can offer for the position; Prevent all parties from wasting time with applications that fail due to the secrecy of their clients regarding #salary. Make the difference between an expert hunter/sniper vs a monkey with a machine gun. --- This was a required translation for my last post (thanks Google translate). hopefully reaching all "expert senior recruiters" out there.

Remember, while they are interviewing you, you are also interviewing them! Just because you get an offer doesn't mean it is a good fit for you. Too often we see red flags from the employers side... It is refreshing to see this graphic.

🎯 From Shotgun Scatter to Sniper Precision: Revolutionizing Recruitment 🎯 In the vast expanse of today's job market, the difference between finding a candidate and discovering the right candidate is vast. Imagine the job market as an immense field, with potential candidates scattered far and wide. The traditional recruitment strategy? The shotgun approach: blast an ad into the expanse and hope it reaches someone, anyone, who might fit the bill. It's hopeful, but it's as scattered as the approach itself. 🔍 Enter the Sniper Rifle Approach 🔍 This is where we, as dedicated direct placement recruiters, change the game. Instead of casting a wide net and hoping for the best, we take a deliberate, precise aim. We're not just looking; we're targeting. We navigate the vast field with a keen eye, identifying and engaging those exceptional candidates who aren't even actively seeking new opportunities. They're out there, often overlooked by traditional methods, yet they might be the perfect fit for your team. Our approach is strategic, focused, and above all, it's effective. We don't rely on chance. We make our own luck by understanding your unique needs and seeking out those who meet them, one precise engagement at a time. In a world where the right talent can transform an organization, why leave it to chance? Let's move beyond the scattergun approach. Let's target success together. 🌟 Your Vision, Our Precision 🌟 #RecruitmentRevolution #PrecisionHiring #DirectPlacement #TalentAcquisition