Christy Howard🦋’s Post

Is the Human Resources (HR) department truly the final stop for job seekers? Many individuals believe so, but there's more to uncover! Here are seven hidden truths about HR departments that can assist you in navigating the hiring process more effectively: 1. Dual Hiring Approach: 🚀Companies often employ separate procedures for internal referrals and external candidates. Networking can propel you to the top of the list for consideration! Tip: Engage in networking activities and connect with professionals in your field to increase your chances of being recommended for job opportunities 2. Impact of Application Quantity:📝Applying for many positions can appear desperate. Focus on quality over quantity to enhance your prospects. Advice: Concentrate on applying for positions that closely match your skills, experience & career goals. Customize each application to showcase your fit for the role & company instead of using a broad approach 3. Automated Resume Screening:🤖Applicant tracking systems may filter your resume before human review. Tailor your application to match job descriptions! Suggestion: Incorporate keywords from the job posting into your resume & cover letter to enhance your chances of passing through automated screening. Opt for simple formatting & avoid graphics or intricate layouts that may confuse the system 4. Social Media Evaluation:🕵️♂️HR may assess your social media presence. Polish your online profiles to present a professional image! Tip: Review your social media accounts from an employer's perspective & adjust privacy settings to restrict access to personal information 5. Overburdened HR Teams:📉HR departments face a high volume of applications. Show empathy & professionalism to stand out! Advice: Craft a focused & tailored application highlighting your pertinent skills & experiences. Ensure to meet deadlines & carefully follow application instructions to ease HR's workload & make a favorable impression 6. Influence of Hiring Managers:🤝The hiring manager often has the final say, not just HR. Connect with both to boost your candidacy! Approach: Research the hiring manager & customize your application to match their priorities. Connect with them on platforms like LinkedIn to show your interest. Building a professional relationship can boost your visibility 7. Hidden Reference Checks:📞Be aware that HR may contact your professional contacts discreetly. Maintain a positive reputation! Strategy: Cultivate strong relationships with former colleagues, supervisors, & mentors who can attest to your work ethic & character. Maintain open lines of communication & proactively seek endorsements to ensure favorable feedback during reference check Understanding these insights & implementing these strategies can empower you in your job search journey. Have you encountered these HR revelations before? Share your experience below #JobSearch #HRInsights #CareerAdvice #receuitment #Recruiter #RecruitmentAgency #VitalSolution

🌟 FAQ #2 for recruiting agencies to present that they are subject-matter experts and what to expect with deliverables to your client as you educate them on the talent acquisition process.🌟 Q: How come you put our role on pause? (after receiving a message that 3 candidates have been submitted, and no action has been taken, or all 3 were rejected, or the salary is too low based upon industry standards and best practices). A: The decision to pause the role stems from various considerations within our recruitment process. One primary factor is the necessity to update the job description, a critical tool for communicating expectations and responsibilities. An outdated or inaccurate description can hinder attracting suitable candidates, justifying the pause for necessary updates. Additionally, maintaining fairness to future candidates and preserving your company's brand integrity guide our decision not to proceed with more submissions during this period. We recognize that maybe there are changes in stakeholder requirements, a key aspect of effective recruitment, that may contribute to a pause. This involves aligning expectations and preferences with hiring managers and other stakeholders, ensuring a harmonious process. Internal factors, such as budget constraints, the emergence of an internal candidate, or the workload of the line manager, also play a role in this decision-making. Furthermore, pausing the recruitment process might offer an opportunity to extend an offer to another candidate, warranting a temporary hold. Open communication remains paramount, and we commit to providing regular updates on the role's status and reasons for any delays. Your understanding is appreciated, and we encourage you to schedule with us [calendar link of recruiting manager] to expedite the reactivation of your role. 🤝📈🎯🔄📝📢💡 #RecruitmentProcess #HiringDecisions #TalentAcquisition #JobSearchStrategies #EmployerBranding #CareerDevelopment #JobMarketInsights #StakeholderAlignment #BrandIntegrity #CommunicationIsKey

😤Applicant Tracking Systems, aren’t an excuse for treating candidates like 💩! 😱3 interviews and an automated rejection response is NOT OK! (Especially at senior HR level!) ☕️I’ve had an early morning chat with one of my candidates this morning - who I’ve previously placed and recruited for over the years; so they speak pretty honestly with me! 👌🏻They are an EXTREMELY talented and experienced HR Generalist and always put everything they have into preparing for an interview! 1️⃣1st interview (half a day’s annual leave) - 1.5 hours with the TA guy 2️⃣2nd interview (half a day’s annual leave) - 2 hours with the HR Consultant 3️⃣3rd interview (half a day’s annual leave) - 1.5 hours with the CEO 😳In total, 1.5 days annual leave taken - plus hours of research and prep…. 😱Resulting in…an automated rejection email from their ATS!!! 😩Come on! Is this really the candidate experience businesses want to offer? It’s happening way too much! 👉🏻The whole reason I setup Hearts Recruit was because people, deserve to be treated - like people! Not a number, not an application, not a CV, not a name on a database. 🧍♀️These “applicants” are mothers, fathers, brothers, sisters, aunties and uncles! Human beings with lives outside of the recruitment process they are on. ❤️Be kind! Even if you aren’t offering a candidate a role, the most powerful thing is for them to still talk positively about their experience with you and your business! 🤔Some of my longest standing relationships started with candidates and clients I COULDN’T help at the time - and I’ll always be really proud of that 👉🏻If you want some support with your recruitment process or to work with a Recruiter who will mirror your positive ethos when it comes to candidate experience - I’d love to have a chat with you! 🤣If you’re also looking for a phenomenal HR Manager - then this candidate is ready and waiting! #recruitment #candidateexperience #HR #ats #recruitmentlife

Let's delve into the heart of effective talent acquisition: the job brief. In my experience, this arguably the most important part of the hiring process. Both for internal and external recruiters. Unfortunately, it's a pivotal step often rushed or, worse, entirely skipped. The recruiter or talent leader, who should be leading this meeting either accepts a standard template job description and goes on the hunt or just quickly goes through some stock questions from a template without really digging into the details of the crucial elements of a job brief. 🔍 What is a job brief for? The job brief is a document that should be filled out at the beginning of every new role that is launch within a company. It is a document that is created and filled out with the entire hiring team involved in said role. 📋 What should be in a job brief? Basic Info: Define the essentials - job title, salary range, and working arrangement (remote, hybrid, onsite). About the Job: These are the responsibilities the person in this role will have and the impact they will have. This can include short-term objectives and long-term objectives. About the candidate A list of the traits, skills and experience that will make a candidate successful in the role. This can include both essential skills and nice-to-haves. Company Offerings: Beyond a salary range, showcase both monetary and non-monetary perks, like flexible working hours and team off-sites. Hiring Budget: Allocate a budget for job post promotion, tailored to the unique demands of the role. Hiring Process Steps: Strategize the candidate journey - from application to interviews and assignments. Define questions, interview formats, and the team's involvement at each stage. ✨ Critical Elements: Nailing each component is paramount. It ensures clarity, attracting the right candidates and minimizing the need for process restarts due to unclear requirements. Consistency is key; apply this approach diligently to every role. 🔍 Anything Missing? Is there a gem in your job brief template that I might be overlooking? Share your insights! What does your job brief template look like? Share it with us - you never know whose hiring process it might transform! #TalentAcquisition #RecruitmentTips #HiringProcess #JobBriefing

Do you think time-to-hire and time-to-fill are the same? 🤔 Well, clearly not. They might seem similar, as they serve the same purpose. But to gain deeper insights into your recruitment process, you need to have separate metrics to assess both. Businesses rely on various metrics to assess the efficiency and effectiveness of their hiring processes, which allows them to plan better strategies. Let’s understand how they are different from each other. ➡️Time to Fill refers to the duration taken to fill a job vacancy from the moment it is opened until the candidate has accepted the offer. ➡️Time to Hire is a metric used to measure the time taken from the job posting to the new hire's actual start date, including all stages of the hiring process, such as interviewing, background checks, and negotiations. The distinction between time-to-hire and time-to-fill may seem subtle, but it carries significant implications. Time-to-hire evaluates the effectiveness of your organization's hiring procedures, commencing from the initial publication of the job advertisement. Time-to-fill is initiated when a hiring manager formally submits the job request to the HR department. Both of these metrics are crucial for gauging one’s recruitment process. By assessing and optimizing, you can ensure that your organization can attract and retain top talent in a competitive job market.💼 . . #HR #recruitment #hrdepartment #recruiters #incruiter

Here is the standard workflow in hiring and recruitment. Take a Quick Look at the check list: 1. Job Description: Clearly define the role. 2. Approval and Budget: Get the green light and allocate resources. 3. Requisition Form: Initiate the hiring request. 4. Recruitment Plan: Strategize your approach. 5. Application/Resume: Collect candidate information. 6. Legal Compliance: Ensure adherence to labor laws. 7. Background Check Consent: Obtain candidate consent. 8. Interview & Reference Questions: Prepare thorough assessments. 9. Offer Letter Template: Standardize your offer. 10. Employee Handbook: Share policies and expectations. 11. New Hire Forms: Prepare administrative documents. 12. Onboarding Plan: Facilitate a smooth transition. 13. Internal Communication: Coordinate with relevant teams. 14. Training Materials: Gather resources for onboarding. 15. Job Offer Approval: Secure necessary approvals. 16. Job Posting: Advertise the position effectively. 17. Tracking System: Utilize an ATS for efficient management. Would love to know how many of these points have you considered in your hiring process and which one is often overlooked 🤔 Share your thoughts and tips below! #HiringProcess #RecruitmentTips #HRInsights ✨#Recruitnepal

In this day and age, everyone is looking for transparency especially in job descriptions. By being honest and direct from the get go, potential candidates know what to expect and how to address any concerns they may have. Being clear and transparent about the role in the job description fosters trust with the jobseekers. Build that trust with transparency and you’ll be attracting top candidates in no time! See more here: https://bit.ly/4b5RrMr #RecruitmentMarketing #Transparency #Clarity #JobPostings

Sharing Life of a Recruiter nowadays. Recruiter to consultant: I have an opening with one of our client, Are you looking for a job change ? Consultant to Recruiter: Yes, I am whats the Role, location and compensation? Who is the client ? Recruiter to consultant: I have a contract Role with XYZ Company and location is Dearborn, MI and its a hybrid role in a week. Consultant to Recruiter: i am fine with the all, kindly submit my profile for this Role Recruiter to consultant: I have submitted your profile to the client very soon i will get back to you with an update. Consultant to Recruiter: Thanks a lot Recruiter to consultant: Hi, got an interview request for you for this date and time. Finally after completing the interview provess he/she got confirmed for this Role. while dropping an offer letter to candidate he/she started negotiating the salary, asking for Remote options and many more things. Can anyone help me that why US market candidates are doing such things, why they can’t see the hardwork of a Recruiters ? I think its better to tell frankly with a Recruiter about the things before submitting the profile to the client so that there is no wastage of time. #hardworkofarecruiter #aboutusmarketcandidates #backoutthings #looksunprofessional

Key Takeaway: The article highlights the importance of understanding what candidates value in the recruitment process, emphasizing that base salary and career progression are key factors. It advises recruiters to tailor their communication and engagement strategies accordingly, avoiding common pitfalls such as impersonal interactions, lack of follow-up, forgetting important details like birthdays, and being unprepared during interviews. By building trust, providing value, and respecting candidates' time and feedback, recruiters can create positive experiences and maintain warm relationships, ultimately improving their success in placing candidates and enhancing their reputation in the industry. 10 Things Your Candidates Hate About You - https://lnkd.in/gD5YgMyZ #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment 

Don't let your candidate experience be a first-date fail! 💔🙅♂️ Why a positive pre-hire experience matters? 🌟 Employer Branding Boost: A seamless and informative process showcases your company culture and attracts top talent to your doorstep. ⏰ Reduced Time-to-Hire: Impress candidates swiftly and keep their interest piqued throughout the journey. 🤝 Higher Candidate Acceptance Rates: Happy candidates are more inclined to say "Yes!" to your offer, setting the stage for success. How to revamp your pre-hire experience? 🎨 Craft Compelling Job Postings: Paint a vivid picture of your company's uniqueness with clear, concise descriptions. 🚀 Streamline Applications: Make applying a breeze by offering mobile-friendly platforms that are as easy as 1-2-3. 📲 Communicate Regularly: Keep candidates in the loop every step of the way, even if they don't make the final cut. A simple "thank you" email can work wonders. Let's transform your pre-hire process from a bumpy road to a smooth ride! What hurdles do you face in attracting top talent? Spill the beans in the comments below! #PreHireExperience #CandidateExperience #TalentAcquisition #HR #EmployerBranding #EmployeeExperience #HR #Hiring #EmployeeEngagement #PeopleExperience #CompanyCulture #HRConsulting 🌟🔍