Tom Mumford’s Post

Yesterday was one of those days that really tested my resilience in recruitment. It felt like every corner I turned, there was a new challenge waiting for me. First off, there was a candidate who applied directly to a role back in January, completely forgetting about it when I approached them. Despite my best efforts to qualify and engage with them multiple times, the client's six-month introduction ownership policy threw a ball buster into the process, leaving us just two weeks short of their cut-off date. Even with screenshots as evidence of their previous application, it was a lost cause. Then there was the candidate who mysteriously received a better job offer out of the blue, despite claiming they weren't actively looking and had no other applications pending. It's moments like these that make you question the integrity of the process and wonder what else might be going on behind the scenes. And let's not forget the no-shows. Despite sending out email confirmations and updating calendar invites for our scheduled meetings, I found myself staring at empty screens and wondering where everyone had gone. It's understandable that life can throw curveballs, but the frequency of these occurrences was enough to make me question if I'd somehow stumbled into an alternate reality. Throughout it all, I couldn't help but wonder: what more could I have done? I pride myself on my thoroughness and attention to detail, yet it felt like no amount of preparation could shield me from the chaos of the day. But hey, that's recruitment for you. Some days you're riding high on success, and other days you're left scratching your head in bewilderment. All I can do is take a deep breath, learn from the challenges I faced, and approach each new day with renewed determination. After all, in this line of work, you never know what tomorrow might bring. #RecruitmentChallenges #Resilience #KeepPushingForward

🤨 “Are you sure you’re ok with me applying to the same job?”, a friend asked me recently. 🤗 "Of course!" I replied. "Our work history is very different. If they pick you, there was no way they would pick me, and vice versa." While my main motivation for sharing compelling roles is my belief in karma — she made me realize another benefit to your friends applying for the same role: YOU GET MORE DATA Suddenly, instead of wondering if it’s just YOU, you find out that… no one has heard from Company X in weeks, only the friend with Comms experience got an interview, both finalists withdrew so they’re restarting the process, etc. There’s so much unknown when you’re an applicant, it’s easy to spiral and think it’s all you. I'm quickly learning the best way to combat the shame spiral is to share with your people. Also worth it for employers to take note: Glassdoor isn't the only place folks are talking about how you treat candidates. #HiringProcess #Karma

I stole this post from a member of LinkedIn (Mansi Garg), but I liked the illustration and wanted to share it with everyone that decides to look up my LinkedIn to see my employment history. Here’s a lesson for ya; if you don’t hire people simply because they aren’t qualified enough or they don’t have enough professional experience, or you want someone that more perfectly aligns with your company mission, then read the following: Most people including myself don’t know how to navigate the career world in the beginning of professional life and by us continuously receiving rejections on interviews, you are actually doing more damage than good to someone that wants a job. How about giving people chances to try new things instead of limiting the pool of candidates to only the ones specifically aligned for the goals of your business. Everyone has something to add in a productive environment. Workplaces aren’t supposed to be like factories, they are where we spend time and energy and show commitment.

Lately, I've noticed that many companies are laser-focused on a candidate's job stability. But here's a thought: if we offer an awesome culture, an exciting role, and great perks, why would anyone want to leave? I think it's more about finding the right fit during the interview rather than dismissing CVs based on past job hopping. What do you think? Is previous stability overrated? Share your thoughts!

"What was your biggest surprise when you started work here?" If you spend more than a half hour with me, in a work setting, you can bet I'm going to ask this question, whether I'm being interviewed, you're a new hire at the company I work for, or we're peers getting to know one another. This question generally gives me significantly more context than you'd think. The answers help me understand the employment realities, good and bad, behind the applicant experience. And I get some insight into the person answering the question, as well - for instance, they may assume I'm only looking for complaints, or they may not have given their experience much thought, so far. But the question always leads to good dialogue. What are your favorite questions to ask when you're getting to know a new potential coworker or supervisor, or a new hire?

Have you ever left an interview feeling like the answers about company culture were too polished? You’re not alone. Companies often gloss over the realities of their workplace, leaving candidates with vague promises. In my next issue of the Launchpad, I'll explore how to ask the right questions, identify warning signs, and get an honest look at the environment behind the corporate buzzwords. Don’t be swayed by surface-level responses—learn how to dig deeper and uncover the true company culture before accepting your next role. Stay tuned (and if you're not subscribed, join for free by clicking the link in the comments). #recruiters #jobsearchtips #careeradvice #careers

Studies show that first impressions are formed within three seconds. After that, it becomes challenging to alter those initial perceptions. 😦 This principle also applies to hiring processes. Employees form impressions about companies at their first point of contact, which is often the job posting. Consider this: Does your job posting's tone match your company's culture? If fun and enthusiasm are part of your company culture, is this reflected in the job post? 🎉 Does a value for professionalism come across? 💼 If continual growth and learning are important, how is this conveyed? 📚 It's crucial to communicate these values not only in the job posting but also during the interview and onboarding processes. If the job post doesn't make the right impression, the rest of the hiring process may feel like an uphill battle. Make sure you nail the impression you want with your job posting, and you’ll save yourself a lot of headaches. 🚀 #workforcedevelopment #spokane #jobposting #companyculture #companyculturematters #firstimpressions

It can be overwhelming to summarize your entire life in a few sentences, but luckily that’s not what hiring managers are actually looking for. Instead try this: https://bit.ly/3U2VQdb

There's something truly special about an unexpected gesture of appreciation. 🌸 What a lovey surprise when I opened the door yesterday. Thank you again, you are going to be amazing! In recruitment, it's not just about filling a position but nurturing careers and, in the process, building lasting relationships. So here's a note to fellow recruiters: never underestimate the power of genuine care. It goes a long way and sometimes, it comes back to you in the most unexpectedly delightful ways. Go get em - you are going to rock this!🚀 🌍www.gillespieps.com #Recruitment #recruitmentjobs #recruitmentconsultants

Don’t put your job search off until the last minute – you’ll end up with less opportunities, and more competition!   Start having conversations early, as there’s nothing worse than finding yourself out of work longer than necessary   Rec2Rec isn’t like other recruitment markets, there aren’t specific start dates you need to work towards, or specific role titles to pigeonhole yourself into   You don’t need to wait until you see the PERFECT role advertised online, if you’re the right person, that role will be created for you - for when YOU want to start   If you’re interested in finding out more about what this could look like, get in touch to just start a conversation   Everything is non-committal and you might just want to put feelers out there for what kind of firms could create what kind of roles and responsibilities for you   All conversations are confidential – so what’s holding you back?