Tova Angsuwat’s Post

𝙏𝙝𝙚 𝙖𝙧𝙩 𝙤𝙛 𝙛𝙞𝙣𝙙𝙞𝙣𝙜 𝙩𝙝𝙚 𝙧𝙞𝙜𝙝𝙩 𝙛𝙞𝙩 𝙛𝙤𝙧 𝙮𝙤𝙪𝙧 𝙗𝙪𝙨𝙞𝙣𝙚𝙨𝙨 Making a great hire goes way beyond matching a resume with a job description. When I recruit, I’m not just skimming through qualifications. I’m looking deeper - what drives this candidate? What’s their vision for their career? Will they mesh with the company’s culture, not just today but in the long run? Recruiters aren’t just "connectors", we’re strategists. Skills can be taught, but cultural fit, passion, and drive are what fuel long-term success. When a candidate’s aspirations align with a company’s vision, that’s when I see the magic happen....✨🤩 And this is exactly why recruiters are more relevant than ever. With the complexity of today’s job market, it’s not enough to fill roles with people who can just “do the job.” Businesses need people who want to be there, who believe in the mission and will push boundaries to help the company grow. Recruitment isn’t just about ticking off boxes, it’s about identifying the individuals who will excel and propel the business forward. That’s the real value recruiters bring to the table. 🎯 If you're looking for someone who sees beyond the resume, let’s chat. It’s time to find your perfect fit ☺️ #salesrecruitment #strategichiring #beyondtheresume #recruitmentstrategy #whyrecruitersmatter

Looking to connect with candidates who are the perfect fit for your company? Here are 3 tips for better career matching. 👇 As a hiring manager, it's crucial to align candidates with positions that fit their goals, interests, and aspirations. But what does this look like in practice? ➡️ Rethink the interview process Allow candidates to choose their interview format—whether it’s a presentation, workshop, creative task, or traditional interview. This approach helps both candidates and employers understand each other on a deeper level. Your team will gain insights into how a candidate operates best, while the candidate can gauge if your company aligns with their personality and working style. ️➡️ Lifestyle matching From the outset, provide a comprehensive picture of your company culture. This will attract candidates who are a good fit and help avoid time and resource wastage on mismatched candidates. To support values-based hiring, clearly state your company’s stance on key issues such as diversity, sustainability, and social impact, and outline how the successful candidate can contribute to these goals. ➡️ Be adaptable A one-size-fits-all recruitment process doesn’t work for every role or candidate. While some may prioritize a high salary and benefits, others might be more interested in a role that allows them to make a meaningful impact. Being flexible and adaptable ensures a tailored recruitment experience for every candidate. How do you ensure a good career match for your hires? Read more here: https://lnkd.in/gVHj7CX6 #Hiring #CompanyCulture #TopTalent

Calling All Gen Z Recent research suggests over a quarter of Gen Z actively avoid phone calls! Is the art of conversation fading away? As a Talent Manager, I rely on my phone to shortlist and find active talent, I call people to: Discuss the role Talk about Robert Dyas, share our culture and expectations Arrange interviews Pre screen Talk about salary and benefits and what we can offer Any much more I am constantly amazed at the number of people actively looking for a new job who don’t pick up the phone, so this research doesn’t surprise me! I think we need to keep the art of conversation live, so as a Gen X- answer the phone please!

As an employer and hiring manager you need to be aware that it's a difficult market now as there is still a shortage of good quality candidates. Please REMEMBER that you should be selling yourself, the job and the company if you want them to work for you instead of your competition. The interview is a two way process!!! Of course you want to ask the candidate questions and see if they are the right fit for your team, but you should also think about how you are coming across to the the candidate. You don’t get a second chance to make a good first impression. Are you interogating them? If the shoe was on the other foot, Would you want to work for you? If you love the first person you have met, please dont waste time ghosting them until you’ve ‘seen enough people’. Just offer the one you want otherwise you will lose them to someone else. You have one job for one person. It can only take one interview to know that you like someone. Offer the candidate a package that is relevant to them, don't send out lower offers to see if you can get them cheaper. What does that say about you and your business and the value you place on your people? If you want the BEST candidates, you need to understand that they will only be joining great employers. Thoughts? #recruitment #hiringtips #culture

Hey everyone, I usually don't post something like this, but I think it's important to address a few things. First off, it's good to remember that HR and recruiters are people too. They're not just machines doing a job; they're humans, like you, doing their best. If you don't get a job you applied for, it's not helpful to get mad at HR. Actually they're the ones who look at your resume and try their best to find the right match for you in the company. When HR doesn't get back to you right away, it doesn't mean they're bad at their job. They have a ton of stuff to deal with, like LinkedIn messages and emails, every day, and sometimes they just haven't gotten to your message yet. Additionally, sometimes interviewers struggle to make decisions about candidates, like whether they want to proceed or not, which isn't solely HR's fault. Also, if you get turned down for a job, try not to think of it as a waste of time. You're looking for the right fit, and so is the company. Sometimes it just doesn't work out, and that's okay. If you see rejection as a waste of time, maybe think about if you really want to keep applying for jobs. In the end, we're all just trying to do our jobs. Let's make things easier for each other by treating everyone with respect and understanding. 🤗 #copied

As recruiters, our job is to find candidates a job. However, what truly sets us apart is showing genuine care for all parties involved. Recently, I had a chat with a former candidate who neither wanted nor needed anything. Despite the company I was hiring for not moving forward with him, we stayed in touch. What was truly amazing was the mutual respect that came from our communication. In the bustle of the hiring process, it's easy to forget that showing your humanity can have a profound ripple effect. His message to me, just checking on me, came at a moment of apathy and reminded me of the influence we exert on our candidates and clients. Let's strive to be more than just recruiters - let's be people who genuinely care about the well-being of those we work with. #recruiting #humanity #communication

Recruiters want you to get hired. We want you to do well. If we recommend a candidate who is not a good match for the role, that reflects poorly on us. If a candidate feels unprepared and has a terrible experience in the interview, that reflects poorly on us. If a candidate declines an offer because the hiring process was so awful or we aren't able to make a strong offer, that reflects poorly on us. AND it creates more work for us, more work for hiring managers, more lost time, and therefore money, for the business. So it is absolutely in our best interest to engage with candidates, to run efficient hiring processes, and to support them every step of the way. What might prevent us from doing this as well as we'd like? -we might be working on a high volume of roles with a high volume of applicants. -we might have crappy systems that make it really hard to manage our work. -we may be new to our jobs and still learning the ropes. -we may be building our skills in organization, communication, etc. So as a jobseeker, it's OK to be the squeaky wheel and you should NOT feel bad about advocating for yourself: -No response to your application? Email/DM the recruiter or company page! Pro tip: many companies use jobs@ or recruiting@ + the company domain name as a general inbox for the talent team. -No update a few days after an interview? Email and check in. The recruiter may have forgotten. -No overview of who you're interviewing with or what to expect in the interview? Ask. Often the recruiter will be excited to share more about what to expect in the process! -Unreasonable ask on an applicant activity? Let the team know! They may be able to advocate for a change in the process if they're getting the same feedback from lots of people. It is the recruiting team's job to deliver a great and efficient hiring process that helps teams hire the best talent possible. If that's not happening, let us know. We want to help! ~Anonymous #recruiting #talenthunting #talentacquisition #hirings #hiringprocess #jobseekers

𝐇𝐨𝐰 𝐨𝐟𝐭𝐞𝐧 𝐝𝐨 𝐲𝐨𝐮 𝐬𝐚𝐲 𝐧𝐨 𝐭𝐨 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐂𝐥𝐢𝐞𝐧𝐭𝐬? 𝐄𝐚𝐫𝐥𝐲 𝐢𝐧 𝐦𝐲 𝐜𝐚𝐫𝐞𝐞𝐫, I really struggled to say no to a list of additional vacancies from a new Client. 𝐖𝐡𝐨 𝐝𝐨𝐞𝐬𝐧'𝐭 𝐥𝐢𝐤𝐞 𝐛𝐞𝐢𝐧𝐠 𝐚𝐛𝐥𝐞 𝐭𝐨 𝐨𝐟𝐟𝐞𝐫 𝐦𝐨𝐫𝐞 𝐰𝐨𝐫𝐤 𝐭𝐨 𝐩𝐞𝐨𝐩𝐥𝐞? 𝐁𝐔𝐓... Throughout my nearly 10 years in the industry, I've realised it's much more important to 𝐰𝐨𝐫𝐤 𝐰𝐢𝐭𝐡 𝐂𝐥𝐢𝐞𝐧𝐭𝐬 𝐰𝐡𝐨𝐬𝐞 𝐯𝐚𝐥𝐮𝐞𝐬 𝐚𝐥𝐢𝐠𝐧 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫𝐬. Don't be afraid to say no. You're doing yourself and your candidates a disservice by offering them work with a Client you don't believe in. 𝐇𝐨𝐰 𝐜𝐨𝐦𝐟𝐨𝐫𝐭𝐚𝐛𝐥𝐞 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐬𝐚𝐲𝐢𝐧𝐠 𝐧𝐨 𝐭𝐨 𝐧𝐞𝐰 𝐂𝐥𝐢𝐞𝐧𝐭𝐬? #recruitment #recruitmentindustry #recruiter

Dear Recruiters Some of the hurdles in your recruiting process are unnecessary 😩. As a job seeker, I understand that every recruiter places so much importance in finding the best fit. However, subjecting job seekers to extensive hoops, knowing they won't be hired isn't just unproductive, it's disrespectful of their time and effort. Remember, each applicant is a professional with aspirations and dreams, just like you once were. So, please strive for a more empathetic approach to hiring. You can do better by; 1. Streamlining the process: Cut down on redundant steps and lengthy assessments that don't in the process value to the selection process. 2. Providing timely feedback: Even if it's a rejection, constructive feedback can help candidates improve and move forward positively. 3. Respecting their time: Avoid ghosting candidates or leaving them hanging. Communicate openly and transparently throughout the process. 4. Prioritizing inclusivity: Ensure your hiring practices are inclusive and accessible to all candidates, regardless of background or experience. Create a hiring experience that reflects empathy, professionalism, and respect for every individual who crosses your path. Remember YOU WERE ONCE A JOB SEEKER. Be like #MelissaGrabiner be kind to job seekers What do you think about this? I'd love to get your takes #recruiter #HiringBestPractices #EmpathyInHiring #RespectYourCandidates