The Sterling Choice’s Post

The Frustration of Long Job Application Processes: A Barrier to Quality Candidates In today's fast-paced job market, lengthy job application processes have become a significant frustration for many professionals. As a recruiter with years of experience, I’ve witnessed firsthand how tedious and time-consuming procedures can deter highly qualified candidates from pursuing opportunities. When talented individuals, who are already balancing careers and personal lives, encounter drawn-out processes that require excessive documentation, multiple interview rounds, and long waiting periods for feedback, their interest wanes. This not only wastes their time but can also leave them feeling undervalued. Often, candidates opt out, choosing companies with quicker and more efficient hiring methods. For organizations, this could mean losing out on top-tier talent. A swift, streamlined recruitment process is essential in attracting and retaining the best candidates. . . . . . . . #jobapplication #jobs #employers #hiring #urgentlyhiring Gabriel Ochonogor Rehoboth Recruiters Toluwalope Rebecca Amojo Hillary Chifunanya Odiakose

As a recruiter, one of the most challenging aspects of my job is having to deliver disappointing news to a candidate. It can be disheartening to inform them that we won't be moving forward in the process. Especially when we’ve both invested a lot of time & effort. I understand how frustrating and discouraging it can be to receive this kind of news. It can feel like a reflection of their worth, rather than a result of specific requirements for the job. I had to deliver bad news to 2 candidates yesterday. They both took it well. We agreed to stay in touch for future opportunities. Ultimately, delivering bad news is never easy, but it's crucial to approach it with empathy, understanding, and transparency. Candidates expect it, and recruiters owe them that. #recruiting #jobsearch #hiring #noghosting

Have you had enough of sifting through job applications from individuals who don’t have relevant experience? Work with us, and this will be a thing of the past. We do the hard work and source suitable candidates for your vacancy because we recognise that a lot of hiring managers just don’t have the time, and sometimes the expertise to spot a great candidate. We won’t bombard you with lots of CVs; we send no more than 5 candidates that match their requirements so there is no need to stress about taking up your precious time sifting through applicants who are sadly not suitable for your role. If you want more time to focus on your day job, then leave this to us and save yourself a headache 😊 Our services await savvy and smart hiring managers who want to stand out from the competition by having the best talent on board to transform their business. To book a no-obligation FREE discovery call, then call: 01392 344924 or email: info@kmerecruitment.com #recruitment #hiring #business #hiringmanager #vacancies

Hiring Managers! We’re here to help you build an amazing team, but let’s be real, one of the biggest headaches for us recruiters is getting unclear job descriptions. Imagine this, so we’re all set to fill your vacancy, but the job description is a bit... vague. And that just makes it harder to find the right people. Here’s why it matters: 💡 A clear job description means we can find the right candidates faster. When we know exactly what you're after, we can focus on bringing you top quality talent. 💡 The little details count, things like qualifications, specific skills and even the company vibe help us zero in on the perfect match. 💡 Makes the process smoother, when we’re on the same page, there’s less back and forth, the interviews move quicker and candidates get a better idea of what they’re walking into. Let’s avoid the hassle. Next time you’re recruiting, take an extra 10 minutes to double check your job specification. It could be the difference between a good hire and a GREAT one! #Recruitmentrealtalk #Recruitment #Hiringsuccess  #Hiring #writingjobs  #hrjobs #Job #humanresources

Hiring Managers! We’re here to help you build an amazing team, but let’s be real, one of the biggest headaches for us recruiters is getting unclear job descriptions. Imagine this, so we’re all set to fill your vacancy, but the job description is a bit... vague. And that just makes it harder to find the right people. Here’s why it matters: 💡 A clear job description means we can find the right candidates faster. When we know exactly what you're after, we can focus on bringing you top quality talent. 💡 The little details count, things like qualifications, specific skills and even the company vibe help us zero in on the perfect match. 💡 Makes the process smoother, when we’re on the same page, there’s less back and forth, the interviews move quicker and candidates get a better idea of what they’re walking into. Let’s avoid the hassle. Next time you’re recruiting, take an extra 10 minutes to double check your job specification. It could be the difference between a good hire and a GREAT one! #Recruitmentrealtalk #Recruitment #Hiringsuccess  #Hiring #writingjobs  #hrjobs #Job #humanresources

I AGREE!!!! 📣📣📣 Although this topic may Not be frequently discussed, it is the harsh reality in the Philippines. Companies, including the HR department and talent acquisition professionals, often have exceptionally high standards when screening candidates. While we cannot blame them entirely, it is important to consider both perspectives and provide equal opportunities to all. It is painful to acknowledge, but this truth is highlighted in recent posts and discussions. The unfairness of certain recruitment processes is a prevalent issue that needs to be addressed, Even during the initial screening process, fresh graduates from lesser-known universities or colleges, particularly those from the province, often face challenges. They may not even be given the opportunity to proceed to the interview stage, especially when there is competition from fresh graduates of big four universities. It's disheartening that these individuals are not given a fair chance to express themselves and showcase their skills. Consider this scenario: a fresh graduate from a state university or a lesser-known college versus a candidate from one of the big four universities in the Philippines. The fresh graduate from the province or a Non-famous college is already at a disadvantage. They typically gain experience through project-based work, often obtained through agencies. This lack of equal opportunities hinders the growth and development of talented individuals from the province or non-famous universities. It is crucial for talent acquisition specialists and big companies to recognize the potential and capabilities of fresh graduates from diverse backgrounds. By providing them with equal opportunities, companies can tap into a wider pool of talent and contribute to a more inclusive and diverse workforce. Let's give these individuals a fair chance to prove themselves, not solely based on their alma mater or resume qualifications. Let's look beyond the surface and consider the skills and abilities they possess. By doing so, we can create a more equitable and inclusive hiring process that benefits both the candidates and the organizations they join.

🧀 Be the cheese not the trap 🪤 What’s with the growing trend amongst hiring managers setting additional hurdles and booby-traps for candidates? Normally hidden in job ads like a "little game" for candidates. An easter egg hunt deciding on whether you look at someone's CV and if they remain unemployed or stuck in a role they don't like or that doesn't cover the bills. Instead of saving time, you've saved yourself the opportunity of hiring someone competent, skilled and qualified. And your ruling out… 🧀 Time strapped parents, carers, and candidates with other responsibilities. 🧀Neuro diverse candidates who might not feel comfortable completing specific tasks. 🧀Candidates who have been jaded by months of job searching, let down by a system which doesn’t work (because of all the terrible recruitment processes) who just want to offer value to companies who genuinely need it. So if you’re writing a job ad, be aware it is actually to ATTRACT potential future employees. Lay the crumbs, tempt them into conversation and give them something to nibble on. Don’t trip them up, toss them out, or disregard completely before they’ve had a chance to showcase their actual skills. Sure, you need to evaluate and shortlist the most appropriate candidates. But checking whether they’ve read through the whole, probably quite generic advert, will only tell you that they read the whole, probably quite generic advert. Maybe that’s the bar you want to set. But you might also want to remove the notion of attracting that “top talent” you’ve mentioned previously in that very same #jobad. Hiring is challenging. And time consuming. There isn’t a #hiringhack to fix that (unless you’ve got me as your recruiter). Don’t fall into the trap of thinking you’ve “completed” hiring. Be the cheese instead 🧀 #hiring #newjobs #dobetter #talentrants

Totally agree! It’s essential to look beyond these surface details and focus on the skills and potential each candidate brings. An open-minded approach not only helps discover exceptional talent but also ensures we’re making the best hiring decisions for our teams. The BEST talent isn’t immediately obvious. #OpenMindset #FairHiring #InclusiveHiring #TalentManagement #BeingHuman

Adding: only having foreign experieces, especially when you're hiring for a entry-level position. If it's a learning job, it will be easier to point out what needs to be molded to the local business than teaching from scratch. Consider someone who knows what they're doing! Consider all of these before tossing a resume aside, instead call them for interviews, and give people chances to show up for themselves. I'd love to see more people thinking like this in such a brutal job market.

I recently came across a post from a recruiter discussing the hiring process. They mentioned that, in the end, they aim to narrow it down to "4 to 7 strong candidates, of which 3 to 4 might receive an offer." *Key Takeaway for Job Seekers: For any single job opening, only one person will ultimately be hired. Even if you're the most qualified candidate, with exceptional skills, extensive experience, and a stellar education, remember this: "One job, one hire." If you aren't the one chosen, it won't help to criticize the employer or recruiter, or to lament that the system is flawed. The Bottom Line: - Many applicants - Multiple strong candidates - One position - One hire Stay positive and professional, and keep striving for your next opportunity. For more: https://lnkd.in/ghKRyX6e #JobSearch #HiringProcess #CareerAdvice #JobSeekers #Recruitment #ProfessionalGrowth #HRTips #StayPositive #JobHunt #CareerDevelopment