Ever wondered how search firms like ours tailor our approach for different industries and job specs? It's all about understanding the unique landscape of each sector. For instance, the fast-paced world of semiconductors demands a different strategy compared to the precision of test & measurement. It's not just about filling a vacancy; it's about finding that perfect fit who can ride the wave of industry-specific challenges and opportunities. We dive deep into the industry we're recruiting for. This means staying abreast of the latest trends in AI or the newest advancements in sensing technologies. By doing so, we're not just recruiters; we become industry insiders, which allows us to connect with top-tier professionals, those who aren't necessarily scouring job boards but could be the ideal match for a role. Our approach is also underpinned by our four pillars: pace, quality, industry alignment, and ethics. This ensures we're not just quick, but also thorough and aligned with both the industry's and the client's values. It's about striking that delicate balance between speed and precision. So, whether you're a company in the advanced tech space or a professional looking to make your mark, we're here to facilitate that connection. Want to know more about how we can help you or your business? Drop a comment below or visit clarionchase.com. ✅ Pace ✅ Quality ✅ Industry Alignment ✅ Ethics #SearchFirm #AdvancedTech #RecruitmentExcellence
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While the demand for executive candidates is constant, we understand that the market can be challenging, and embarking on a job search can be daunting. Developments such as AI and current economic conditions have no doubt impacted talent acquisition for candidates and consultants alike. In this article, GRG Executive Search Partner Ben Lyons shares his advice for executives seeking their next senior role. https://bit.ly/3xGW9BI #Recruitment #JobSearch #GRGExecutiveSearch
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Dear Recruiters: DO BETTER! The job market is challenging enough for us with constant applications, ghosting, and rejections. If you're going to use AI to reject applicants, at least have the decency to delete placeholders from the message. Seeing [vacancy.jobtittle] in your rejection email is insulting. How to do better? 1. Transparent Communication: If you can’t provide personal feedback, inform candidates during the process that if they don’t hear from you within two weeks, it means they aren’t being considered. We understand that providing feedback to 100 applicants is not easy, but transparency is key. Please, do not send us AI-generated rejections. 2. Personalized Rejections: If we interview with you, the least you can do is send a personalized email for the rejection. Recently, I lost an opportunity at a place I would have loved to work for, but the recruiter called to explain why I wasn’t selected. I’m eternally grateful for that call and will definitely apply to that company again when they have other openings. Why is this important? Job seekers deal with stress, anxiety, and self-doubt during the job hunt. Being treated like humans and knowing that not being selected is not a reflection of our value is crucial for staying motivated. The candidate experience during interviewing will impact how candidates talk about your brand. Fellow job seekers: What else should recruiters do to help us out during the process? #JobSearch #JobMarket #AI #Recruiters #Rejections #ATS #CareerAdvice #HiringPractices #JobSeekerSupport #RecruitmentTips #CandidateExperience #JobHunting #Employment #JobSearchTips #HR #Hiring
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HOW DO YOU FIND "PASSIVE TALENT"? Talent, in executive search speak, is that special person with the x-factor who's got the right profile for the function you need to fill. How do you find them? Frankly, finding talent is the easy part these days. What's difficult is to catch their attention and get them interested. This is where DSC's "secret sauce" is. Over the years, we've built up our database to over 80,000 candidates -- and growing by the day. Beyond this, we find our talent via LinkedIn, Google, other AI tools (plug: my recent favorite is called QLU.ai), as well as of course referrals. We don't focus on searching job boards like Monster, CareerBuilder, Indeed, Dice, etc. Why? Because we focus on finding "Passive Talent" -- high-value persons who already have a job. We don't seek people actively looking for a job. In what sequence do I use the above resources to find top Passive Candidates? First, I go to my database to see what existing relationships I can leverage. I look for good candidates I can contact directly, and also networking contacts who may have referrals. Ultimately, referrals are the best! Next, I go both to LinkedIn, Google and the leadership pages of company websites. And I also use the AI tool mentioned earlier, QLU.ai, to scrape the web and presents me with a list of the topmost qualified matches against the keywords I requested. That's how I find Talent with a "T" for our clients. Call us to discuss your project. #executivesearch #recruitment #talent #hiring
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Ever felt lost in the complexities of today's job market? You're not alone. Many experienced professionals find themselves at a crossroads, struggling to secure new roles in a job market that has changed since their last search. Meanwhile, companies are overwhelmed with applications and rely on AI to filter them, yet 40% admit to making regrettable hires within a year. The irony? Top talent slips through the cracks due to slow hiring processes, leaving both employers and candidates frustrated. But here's the key: Effective interviewing techniques that focus on situational and behavioral questions can reveal how candidates handle real-world challenges. Our approach? We're on a mission to transform this process. We offer career transition support to help job seekers focus and secure roles faster. We also enhance recruitment efficiency for companies, ensuring they make timely, well-informed offers to attract top talent before it's too late. The job market may be challenging, but the right strategies make it manageable. Stay tuned for our in-depth look at how our services are transforming the experience for both employers and job seekers. Ready to redefine your approach to career success? Let's embark on this journey together. [email protected]
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𝘿𝙚𝙖𝙧𝙚𝙨𝙩 𝙂𝙚𝙣𝙩𝙡𝙚 𝙍𝙚𝙖𝙙𝙚𝙧! 📚 Greetings, esteemed friends! ☕️✨ Allow me to share a delightful read I stumbled upon this morning: "𝗛𝗼𝘄 𝘁𝗼 𝗥𝗲𝗮𝗰𝗵 𝗢𝘂𝘁 𝘁𝗼 𝗮 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿" by Marlo Lyons, PCC, SPHR, GPHR, ACTC, JD. 📖 This article tickled my fancy, offering me a fresh perspective both as a recruiter and an active job seeker. Shall we dive into a bit of my own tale? 🚀 So, in my quest for new opportunities, I’ve reached out to many recruiters, forging connections, seeking referrals, and inquiring about available positions. The response rate has been rather varied — only about 10% of my messages received replies. Understandably, recruiters lead bustling lives. I often follow up after some time, fully aware that instant responses are not guaranteed. Yet, I firmly believe that this persistent approach enhances the visibility of one’s application. ✨ Shall we view the scenario from both the candidate's and recruiter's perspectives? Understanding both sides helps us remain hopeful and positive. 🌈 𝗞𝗲𝘆 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗔𝗿𝘁𝗶𝗰𝗹𝗲: 👨🏻💻 𝗞𝗻𝗼𝘄 𝗛𝗼𝘄 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗪𝗼𝗿𝗸: Ah, the life of a recruiter — a delicate dance of juggling roles and candidates. They are part salesperson, part coach, and part therapist. Grasping the enormity of their workload aids in tailoring one’s approach. 🤹♂️ 🎯 𝗞𝗻𝗼𝘄 𝗪𝗵𝗮𝘁 𝗧𝘆𝗽𝗲 𝗼𝗳 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝗬𝗼𝘂’𝗿𝗲 𝗧𝗮𝗿𝗴𝗲𝘁𝗶𝗻𝗴: Be it internal, external, or executive, each recruiter has a distinct focus. Ensure your outreach aligns with the right type for your desired position. 🎯 🔗 𝗞𝗻𝗼𝘄 𝗛𝗼𝘄 𝘁𝗼 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝗮 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: – 𝙃𝙚𝙡𝙥 𝙏𝙝𝙚𝙢 𝙁𝙞𝙡𝙡 𝙖 𝘾𝙪𝙧𝙧𝙚𝙣𝙩 𝙊𝙥𝙚𝙣𝙞𝙣𝙜: Highlight specific roles and illustrate how you can add unparalleled value. – 𝙁𝙞𝙩 𝙛𝙤𝙧 𝙏𝙝𝙚𝙞𝙧 𝙎𝙥𝙚𝙘𝙞𝙖𝙡𝙩𝙮: If they specialize in your industry, send a clear, concise message with your resume and LinkedIn profile. 📄🔗 Do remember, dear readers, that recruiters are eager to fill positions swiftly with the right candidates. They are the gatekeepers, not the obstacles, to your next grand opportunity. Help them help you! 🌟 For an exhaustive exploration of these strategies, I highly recommend perusing the full article by Marlo Lyons. It brims with invaluable insights to aid you in navigating the emotional rollercoaster that is job searching. 🎢 Maintain your optimism, keep your motivation alight, and continue your noble pursuit. We are all in this together! 💪🌍 👉 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗮𝗿𝘁𝗶𝗰𝗹𝗲 𝗵𝗲𝗿𝗲: 𝗛𝗼𝘄 𝘁𝗼 𝗥𝗲𝗮𝗰𝗵 𝗢𝘂𝘁 𝘁𝗼 𝗮 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿: https://lnkd.in/e3acZyCu #JobSearch #RecruiterTips #CareerAdvice #StayPositive #LinkedInNetwork #JobHunt #OpentoWork #Recruiter #HumanResource
How to Reach Out to a Recruiter
hbr.org
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Marketing, Digital, Hiring and Recruiting * Luxury Travel Advisor and River Cruise Specialist * Chief Member
There are crucial points where the hiring process can falter, shedding light on a company's operations. The treatment applicants receive during this process speaks volumes about the organization. The surge in applicants amidst economic challenges adds complexity, often limiting actions to merely acknowledging receipt of resumes. The prevalence of applicant tracking systems further complicates resume evaluation, posing challenges in navigating these systems. As AI technologies advance, breaking through these systems may become more feasible. Despite uncertainties, the impact of regulations on hiring processes remains debatable, potentially burdening companies with compliance tasks while limiting their time to do what they do best - find and recruit talent. I'm not sure that regulation would move the needle in the right direction although I do think there should be some form of compensation for putting together presentations or similar. What are you thoughts? How have you handled this if you've been asked to make a presentation? And on the corporate side, what is your expectation of final candidates for mid to senior roles? #hiring #jobsearch #marketingroles #torchlighthire View the full article here: https://lnkd.in/em8S9pgD
Applying for a Job Shouldn’t Be Humiliating
bloomberg.com
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🚀 Unlocking the Mystery of Unfillable Jobs 🤔 Have you ever wondered if certain jobs are just impossible to fill? The answer might surprise you. Amy is someone who's spent a lifetime in recruiting, She's often claimed, "I can fill any job." But, the reality is a bit more complex. At my agency, Recruiting Experiences, we primarily handle retained work for start-ups and scale-ups. It's essential that we take on searches with confidence in their success, considering factors like skillset, location, compensation, and requirements. If the puzzle doesn't quite fit, we negotiate and share data to help our clients see the bigger picture. Our goal isn't to make it easy; it's to make it achievable and guide clients to find the best talent within their constraints. 📊💼 So, how can you tell if a job is a tough nut to crack or if recruiters might think twice? Click the link below to find out! Link to Blog: https://lnkd.in/g78cwzSm #RecruitmentMysteries #UnfillableJobs #TalentSearch
Are some jobs unfillable? Why would a Recruiter walk away from a client search request? - Recruiting Experiences
https://www.recruitingexperiences.com
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Thinking about working with an executive search firm on your next hire and beyond? Not all exec search companies are made equal! Executive search is all about building lasting relationships, to make sure that you make a choice that really aligns with your business needs, values and culture, there are some crucial questions you need to ask prospective search partners... "𝐖𝐡𝐚𝐭 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐝𝐨 𝐲𝐨𝐮 𝐡𝐚𝐯𝐞 𝐢𝐧 𝐨𝐮𝐫 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐬𝐞𝐜𝐭𝐨𝐫?" Look for a team with knowledge of your industry as they’ll better understand the required skills, qualifications, and nuances of the role. "𝐂𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐞𝐱𝐩𝐥𝐚𝐢𝐧 𝐢𝐧 𝐝𝐞𝐭𝐚𝐢𝐥 𝐭𝐡𝐞 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐲𝐨𝐮 𝐮𝐬𝐞 𝐭𝐨 𝐫𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐚𝐧𝐝 𝐟𝐢𝐧𝐝 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬?" Many search firms have developed their own methodology, when companies are transparent about this usually means they get great results from their way of doing things. This bodes well for your search! "𝐇𝐨𝐰 𝐰𝐢𝐥𝐥 𝐲𝐨𝐮 𝐞𝐧𝐬𝐮𝐫𝐞 𝐭𝐡𝐚𝐭 𝐚 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞'𝐬 𝐯𝐚𝐥𝐮𝐞𝐬 𝐚𝐧𝐝 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐚𝐥𝐢𝐠𝐧 𝐰𝐢𝐭𝐡 𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲?" A candidate who is a good cultural fit will likely perform better and stay with your company longer, so it’s important that your search partners have a strategy in place for this. "𝐃𝐨 𝐲𝐨𝐮 𝐢𝐧𝐜𝐥𝐮𝐝𝐞 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐮𝐫𝐚𝐥 𝐚𝐧𝐚𝐥𝐲𝐬𝐢𝐬 𝐨𝐫 𝐩𝐬𝐲𝐜𝐡𝐨𝐦𝐞𝐭𝐫𝐢𝐜 𝐭𝐞𝐬𝐭𝐢𝐧𝐠 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐩𝐫𝐨𝐜𝐞𝐬𝐬?" These kinds of methods are getting increasingly popular to provide crucial insights into a candidate's skills, behaviour, and personality. "𝐂𝐚𝐧 𝐲𝐨𝐮 𝐩𝐫𝐨𝐯𝐢𝐝𝐞 𝐫𝐞𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬 𝐟𝐫𝐨𝐦 𝐩𝐚𝐬𝐭 𝐜𝐥𝐢𝐞𝐧𝐭𝐬?" While most executive search firms have strict confidentiality agreements in place (particularly for senior assignments), they should be able to provide some references or testimonials from previous clients. It’s so important to take the opportunity to ask these questions before choosing your search partner, to make sure that you are finding the right people for you! #ExecutiveSearch #HiringTips #retainedsearch #asktheimportantquestions
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Going into the lateral market "through a mutual connection" is like having your friend fix your car... sure they might have a general idea of how to do it, but wouldn't you want a professional to handle it for you? So many times I've heard from associates "oh I gave my resume to my friend who works at that firm". It's great to have a connection at a firm that you are interested in joining, but are you really sure they are going to get your resume to the right people? It's probably not the best idea to put the fate of your process in their hands. Of those times that I've heard associates say they gave their resumes to a friend to handle it, many of those ended up not going anywhere. As legal recruiters, our job day in and day out is connecting associates and partners with law firms. We are constantly in contact with, not only the hiring managers at these firms, but also with the partners who lead these groups. Sure your friend MIGHT be able to get your resume into the right hands, but working with a recruiter guarantees you that you will be considered by the people the decision makers that are leading these searches. If you have a friend at one of the firms that you are interested in exploring and are planning on starting your process through them, think to yourself, "if my car broke down tomorrow and I took it to the shop, would I want that same friend standing there ready to fix it?" Or, would you want a mechanic there ready to help you with it?
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Recruiters often get a bad rap. Once a job seeker has applied to enough jobs, they start to feel ignored. They start to feel that recruiters just don’t view them as people. Some may even resent recruiters as a profession. I know this because I’ve interviewed over 200 people in the last 2 ½ months who are in that situation. But this view of recruiters doesn’t give us the whole picture. Recruiters have a job to do. They’re only successful in their role if they find candidates quickly. That means they’re in a rush. That means they often don’t find the time to respond to applicants. From a candidate’s perspective, recruiters are ignoring them. From personal experience, it isn’t possible to write custom replies to every person who has applied to a job posting when you have hundreds of candidates to review. That said, if someone has submitted a personalized application (not copy-paste or AI written), they deserve a response. If someone has written you a note via LinkedIn or email, they deserve a response. If someone has had a single interview with you, even if just a phone screen, they deserve a response. It doesn’t have to be fancy. Just a quick response, ideally with one piece of feedback so they know what they can improve on. These are people, and they deserve respect. Job seekers, what are your thoughts? Recruiters, what do you think? #jobseekers #recruiters #jobsearch
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