Monica Williams’ Post

I am realising a lot of job roles and specifications are already what we are currently doing or have done. Just that everything has these new names and buzzwords and recruiters,organisations and applicant tracking systems (ATS) are adapting to stay relevant and up to date. However it really creates an environment in the job market where candidates and organisations are missing each other somehow. There is a gap. CV writing has become more technical, having to capture the parameters set by ATS, the concentration span of recruiters and talent acquisition and not just that but constantly articulating the work that you have done or are doing in a way that appeals to them and that is subjective as human beings are naunced and nothing is absolute. Because background and context plays a role in how people interpret information. Basically what I am saying is, we are getting rejected for things we are already doing and transferable skills we already have from past work experiences. In the same breath all while studying and constantly developing ourselves because of semantics. I can’t help but think if we who are employed and looking for opportunities are facing these challenges with experience and education, what happens to the person who is unemployed or seeking employment for the 1st time. Is work experience relevant? Is education relevant? What is a clear definition of entry level job and the scope? What is a clear definition Junior or associate role and the scope? Because I am also seeing roles advertised as entry, associate or junior level where there are senior role requirements, not even mid level or intermediate. I can’t help but look at patterns pertaining careers and job market and ask myself “what are we in?”🙆🏽♀️ I get the 4th industrial revolution and the upcoming 5th industrial revolution developments but, “what are we in?”🙆🏽♀️🤷🏽♀️ #hiring #humanresources #technology #innovation #management #solutions #jobs #careers

1. “In a statistical analysis, Applied found that 60% of the about 25,000 hires made through its platform would have been overlooked based on their résumés." 2. “A resume creates an employer bias which directly impacts their decision to hire,” says Joel Wolfe, founder and president of HiredSupport, an outsourcing customer service agency. “Solely relying on the interview can help fill vacancies in your company because you are not only relying on the candidate’s previous experiences but on the skill set required in the position you are hiring for.” 3. “Our work is grounded in the belief that a well-crafted resume is a vital tool for job seekers,” says Stephen Greet, co-founder at BeamJobs, a company dedicated to optimizing job search strategies and resume enhancement for job seekers across various industries. “However, I also recognize the value of innovative hiring practices. “By focusing on skills assessments or task-based evaluations, employers can tap into a broader talent pool, potentially uncovering candidates who might need to be noticed due to non-traditional backgrounds or gaps in employment. This method champions competence over credentials, aligning more closely with the actual demands of the job.” 4. “This philosophy has gained traction as industries evolve rapidly, with new roles prioritizing specific skills over traditional educational pathways or work histories. "Additionally, there's a growing recognition of the bias inherent in conventional hiring practices. By adopting more direct measures of a candidate's ability to perform specific tasks, companies aim to create a more equitable hiring process.” Many more insights in the article: Skills Tests Impress More Than a Résumé ---So says one CEO and professionals with who Communication Intelligence spoke https://lnkd.in/gzWCxP2C #KhyatiSundaram @Applied Applied #resume #skillstests #hiringprocess #jobhunt #jobseekers #CEO #founder #businessconversation #conversationsaboutcommunication #hiringintelligence #hiringdebate #processexamination #hiringinnovation Joel Wolfe Stephen Greet

Honesty goes a long way in the job-seeking process. It may feel like you need to lie since there are job seekers who lie about their qualifications, but I find that the opposite is true. Since there are so many dishonest applicants out there, being an honest applicant makes you stand out. It also makes it much easier to talk to recruiters since instead of looking for the 'right' answer, you simply answer their questions. #softwareengineer #machinelearningengineer #recruiters #hiringmanagers

Recruitment is a Competition, and Job Search is a Complex System. Sometimes I know I state the obvious, but I still believe we forget this all the time! Because it's hard to remember when you're all alone applying for the role on a Sunday afternoon, and you want it so badly you feel you deserve it. But in today's job market, recruitment is a fierce competition where only the most prepared candidates stand out. And job search isn't just about sending resumes; it's a complex system that requires strategy, resilience, and continuous learning. Navigating this system successfully means understanding the rules, staying informed, and being proactive in refining your approach. Are you ready to take on the challenge? 👉Learn more on my website: https://lnkd.in/fvnc6sg 👉Sign up for my newsletter: https://lnkd.in/gDheDdBR #JobSearch #CareerStrategy #Recruitment #ProfessionalDevelopment #CareerAdvancement

This is not just for jobseekers, it can further help recruiters & hiring managers. The #3C’s of Hiring Beyond Credentials... There’s no exact science to hiring, so when you set out to hire a new employee for your company with knowledge of the sort of candidate you are looking for, it’s natural to decide based on the applicants’ resumes. However, to find a good fit, you’ll have to look at more than just a piece of document. From the point of view of a headhunter who often deals with urgency but also upholds quality at all times, here are the three C’s you should pay attention to, things that should actually weigh more than a superficial file filled with an applicant’s claims, to help in your search for the right-fit candidate. The #COMPETENCE. Candidate's bring & should focus on his/her core competencies. Core competencies can go a long way. Hiring a candidate for their basic and universal attributes regardless of his or her previous job ensures that they will be able to contribute to your company in various ways. Everybody has this especially those with ultimate experience and can attributes more learnings to the company. It may seem such a leap, but then again, hiring is never not risky. Besides, if you’re having a hard time filling a specific role, then you might be looking at the wrong things. The #CHARACTER. The second C you’ll want to pay value even more than skills & background to avoid a bad hire is Character, which includes non-negotiables like Compassion, Honesty, Integrity, Optimism, and Respect. Employing someone who has many years of experience can be a double-edged sword. Remember, you will encounter numerous candidates and executives who are very much qualified based on their skills or competencies but are not fit for its core values & vision. So, as you look for the best candidate, don’t forget to look for character hand in hand with competence. After all, a hire that has less experience but shows curiosity and eagerness to learn is easier to work with than an experienced professional with a know-it-all or high-and-mighty attitude. The last is #CAPABILITY TO DELIVER RESULT. The first two Cs are not enough and will never be if you intend to ensure you hire the right person,. You'll need more than just credentials, more than just a document, more than just tenure, a name, or educational background. What you'll need is someone with the capability to deliver results, a professional who cannot only hit the ground running but also consistently follow through. It’s not enough to have someone with the skills to do the job how you want them to do it if, at the end of the day, there are barely results. So, You're hiring for the long term; make it a one-time thing & make it count. Again, there’s no exact science to hiring, but with these 3C’s considered, I hope you find the right candidates who will help you & your company reach greater heights. Job Hunting & Wider Search Actual Facts... Good luck To All Of Us! #Da3Cs

In 2018, I was given the opportunity to work in recruitment. At first, I was excited about the prospect of being able to help people find jobs. My experience was different from what I had expected. I declined more applicants than I accepted and I began to question whether my job was truly helpful. Despite this, I was determined to make the career change work. So, I decided to think about how I could help job seekers even when I couldn't offer them a job. Here are some things that I did: 🙂 Offer feedback - I provided candidates with feedback that could help them improve their chances of getting hired in the future. 🌟 Be transparent - I shared any potential concerns early on, so that there was clear communication throughout the process. 📎 Provide CV tips - I gave candidates suggestions on how to improve their CVs. 🤝Offer interview prep - I helped guide candidates to show their best selves during interviews. 💸 Give salary negotiation tips - I had conversations with candidates early on in the process and let them know when they could be earning more or when their salary expectations were unrealistic in terms of the budget for the role. Although nothing beats the feeling of making a job offer, helping someone increase their chances of success in the future is a close second.

Have you ever seen the perfect job listed online, but feel utterly dismayed that the recruiter is looking for staff with experience you don't have, even for low-level unskilled jobs? Ever wondered why this is a common issue and worked out what your application should say to overcome it? No? Then read on! #OurBobsJobs #OurBobsBlogs

For the #jobseekers As a recruiter I ask that you please exercise some caution when signing up for random services from people where you have to pay upfront with no guarantee. TSG highlights some great points here and something we have been seeing more frequently. #recruiterlife

Recruitment is a Competition, and Job Search is a Complex System. Sometimes I know I state the obvious, but I still believe we forget this all the time! Because it's hard to remember when you're all alone applying for the role on a Sunday afternoon, and you want it so badly you feel you deserve it. But in today's job market, recruitment is a fierce competition where only the most prepared candidates stand out. And job search isn't just about sending resumes; it's a complex system that requires strategy, resilience, and continuous learning. Navigating this system successfully means understanding the rules, staying informed, and being proactive in refining your approach. Are you ready to take on the challenge? 👉Learn more on my website: https://lnkd.in/fFFJESE 👉Sign up for my newsletter: https://lnkd.in/gmHJA853 #JobSearch #CareerStrategy #Recruitment #ProfessionalDevelopment #CareerAdvancement

I always tell jobseekers that even if the job was advertised a week ago, they should still apply. I posted a job over 17 hours ago and have already received 200 applications. The number of applications received does not guarantee that they are all qualified. Of the 200, only 10 to 12 matched the job requirements and qualified for the next stage. The CV review process has significantly increased our workload as #recruiters, so we want to take the time to review all these CVs. So, be patient through the review proces. If you think you meet the requirements, don't hold back even if you're already seeing hundreds of applications. Keep working and improving your process.