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In the past two years, I've worked with hundreds of job seekers through Authentic Brand and listened to their frustrations with job postings. These postings are not just a formality but the first impression job seekers have when deciding if they want to work for a company. Does your business have a dedicated HR department or one that wears many hats—from job postings, recruiting, and interviewing to compliance, onboarding, and much more?? For businesses, particularly those with limited HR resources, it's crucial to ensure job postings are clear, accurate, and aligned with your company's mission and vision. However, it's often easier said than done. For example, labeling a position as "remote" when it's hybrid and then when the applicant receives the offer letter, it states onsite can lead to confusion, frustration, and time wasted for both the employer and potential candidates. With businesses, it's about smart financial options, and having a conversation about having an HR consultant can make a significant difference. A consultant can review your structure, align your processes with your mission and vision, and streamline job postings to attract the right talent. If you're a business that is about improvement and sees that your recruitment process needs to be enhanced due to recent job postings, let me schedule a call with Linda Michaels - PHR, SHRM-CP at AZ HR Hub. Despite the name, AZ HR Hub operates nationally and offers comprehensive services designed to boost your productivity and deliver a healthy ROI. Don't let HR challenges hold you back—get the support you need to thrive and feel supported in your efforts to improve your recruitment process and job postings! 𝐡𝐭𝐭𝐩𝐬://𝐰𝐰𝐰.𝐚𝐳𝐡𝐫𝐡𝐮𝐛.𝐜𝐨𝐦/𝐛𝐥𝐨𝐠/𝐭𝐡𝐞-𝐜𝐫𝐮𝐜𝐢𝐚𝐥-𝐫𝐨𝐥𝐞-𝐨𝐟-𝐮𝐩-𝐭𝐨-𝐝𝐚𝐭𝐞-𝐣𝐨𝐛-𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐇𝐞𝐫𝐞 𝐢𝐬 𝐚 𝐪𝐮𝐢𝐜𝐤 𝐩𝐨𝐝𝐜𝐚𝐬𝐭 𝐨𝐧 "𝐇𝐨𝐰 𝐭𝐨 𝐈𝐦𝐩𝐫𝐨𝐯𝐞 𝐲𝐨𝐮𝐫 𝐉𝐨𝐛 𝐏𝐨𝐬𝐭𝐢𝐧𝐠𝐬" "A job posting is the first impression for job applicants. It should inform why someone would want to work for your company, what distinguishes your workplace, your mission and vision, what's offered, and the job requirements." 🔗 𝐡𝐭𝐭𝐩𝐬://𝐬𝐩𝐨𝐭𝐢.𝐟𝐢/3𝐕𝐑𝐛𝐦𝐙1 A quick FREE call might provide you with information to examine your company from a new perspective.  #HRConsulting #Recruitment #JobPostings #SmallBusiness #HRSupport #AZHRHub

If you’re looking to hire a recruiter for your HR team, you may be wondering what to include in the recruiter job description. In this article, we explain how to write an effective recruiter job description ➕ tips & detailed examples of successful postings from different organizations 👉 https://aihr.ac/44SHdLJ #HR #HumanResources #Recruiting #Hiring

If you’re looking to hire a recruiter for your HR team, you may be wondering what to include in the recruiter job description. Writing a targeted and effective job posting is an important step when recruiting for any position, but it’s especially essential when hiring recruiters. A strong and comprehensive job description can help you attract qualified candidates with the knowledge and skills needed to excel in this vital role. AIHR | Academy to Innovate HR McKinsey & Company SHRM #recruiter ##recruiting #recruitment #hrcareers

If you’re looking to hire a recruiter for your HR team, you may be wondering what to include in the recruiter job description. In this article, we explain how to write an effective recruiter job description ➕ tips & detailed examples of successful postings from different organizations 👉 https://aihr.ac/43CIRjM #HR #HumanResources #Recruiting #Hiring

📍 This article, read as a recruiter, highlights the most common flaws of our communication. Interesting point of view. 🎯 When we are really interested in a resource, we should take the time to thoroughly assess its possible demands and to customise the first contact message more. #recruiting #careers #HR

Looking to get #hired, and fast? Check out these tips for finding success in your job search. #recruitment #employment

To my friends looking for new opportunities: I recently attended a former coworker networking event and was surprised to find that many of my peers were not familiar with Applicant Tracking Systems (ATS). As we navigate the ever-evolving job market, I wanted to share some insights on this game-changing technology to help. ATS is both your personal career assistant and a prospective company's HR assistant, streamlining the hiring process for both candidates and employers. It helps organizations manage job applications efficiently, ensuring a fair and organized selection process. LinkedIN Easy Apply, Workday, and iCIMS all have ATS baked in. If you don't participate, you are less likely to get noticed, even if you are a great fit for a role. Here are some key benefits of ATS for job seekers and hiring managers: - Visibility: ATS helps your resume reach the right eyes by optimizing keyword matches. - Efficiency: No more manual sorting! ATS automates the screening process, saving time for both recruiters and applicants. To navigate ATS successfully, consider these tips: - Keywords Are Key: Align your resume with job descriptions to boost visibility. - Formatting Matters: Keep it clean and simple. Your resume may have the right keywords for a Job Description but if it is not formatted correctly, they won't get picked up. - Tailor Your Resume: Customize your resume for each application to showcase your best fit based upon your experience. Pro Tip: Leverage online tools to analyze your resume's ATS compatibility and make necessary adjustments. I like JobScan and Skillsyncr the best. If you're tired of the 2AM automated rejection emails and just flat not getting responses, give ATS a try, keep pressing on, keep getting out and in front of people, networking is still the most important catalyst of placement. Wishing that you all find green grass again in your new job search! #JobSearch #CareerTips #ATS #LinkedInCommunity #CareerDevelopment

I am really sad that the reputable Korn Ferry put out this skewed-without-context article, "The New Unemployables': A Scary Future". KF is applying their formidable leading position as third party executive recruiters to an area where they don’t have experience—the reality that most people get hired outside of third party executive recruiting. For example, Dan Kaplan 🟦 makes the comment below where “having an ‘Open to Work Banner’ is the kiss of death.” 😞 Yes, it’s true that Dan will never be able to place a candidate with an Open to Work banner to receive a sizable fee, but that doesn’t mean it’s the kiss of death in every hiring scenario…just in Dan’s small world. How I came to learn about this article is an executive job seeker, who Dan will most likely never place, reached out to me after reading this article, asking, “Is this true?” I answered, “it’s about having a strategy. Saying ‘this is the magic elixir’ and ‘this is the kiss of death’ isn’t helpful. Mr. Kaplan says having the open to work banner is the ‘kiss of death’ because he gets paid high fees for finding talent that isn’t readily available in the market place. But given that only 10-15% of hires happen through third party recruiters, and other stats show that third party recruiting engagements are down 25%, it’s sounds like Mr. Kaplan is talking about a strategy for very narrow group of candidates. 60-65% of hires happen through networking — more than the hires happening through recruiters. Stats from SourceCon and other HR/recruiting conferences I’ve attended show that hiring managers and corporate recruiters like the “open to work” sign. It helps them find talent that is readily available and can start within 2 weeks… So it’s about having a strategy.” What Dan is saying is true in Dan’s niche world…gonna guess Dan makes 10-25 placements a year? Doing 10-25 placements a year doesn’t make one an expert on all the ways hiring can happens. So without that context of Dan saying, “In my tiny world, I could never place someone with that banner”, candidates who have that banner are thinking they are doomed when they read this KF article. The statements the authors, Dan, David Vied, David Ellis, PhD, and Adam Prager made without context hurt the majority of executive job seekers who KF will never place–but still read their blog. They need to stay in their lane. Just because you aren’t able to be placed by KF or a third party recruiter, doesn’t mean your career is over. 80-85% of hiring happens through all kinds of networking and job postings--outside of 3rd party recruiters. Also, keep in mind, the boom for fractional, interim, and contract CXO leaders shows work is still needing to be done. KF Consulting CEO Mark Arian and the Interim Talent Division at Korn Ferry I bet use the “Open to Work” phrase to find talent that can start immediately. 😉 Nothing is a “magic elixir” or “kiss of death” – it's about having an individualized strategy that suits you.

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 

The most question that we listen every day is "Does sending resume to HR really working in 2023?" As of 2023, sending a resume directly to HR can still be effective, but its success often depends on various factors and has evolved in the face of modern hiring practices. Here's a breakdown of the current landscape: 1. The Power of Networking: While sending a resume to HR can work, networking continues to be one of the most effective ways to land a job. Many positions are filled even before they are publicly advertised, thanks to internal references or networking connections. 2. Applicant Tracking Systems (ATS): Many large companies use ATS to filter out resumes before they even reach a human HR representative. This system screens resumes based on keywords and other criteria. 3. Personalized Approach: If you do send your resume to HR, it's crucial to tailor your cover letter and resume for the specific position and company. 4. Research and Direct Contact: Some job seekers have found success by researching and directly reaching out to hiring managers or department heads rather than HR. This approach can sometimes be more effective, especially if you can demonstrate how your skills would benefit their specific team or project. 5. Digital Portfolios and Presence: Depending on the industry, having a robust online presence on platforms like LinkedIn, personal blogs, or portfolio sites can attract recruiters or hiring managers to you, reducing the need to send out unsolicited resumes. 6. Recruitment Agencies: Many companies use recruitment agencies to find suitable candidates for their vacancies. Building a good relationship with these agencies can sometimes be more effective than sending a resume directly to a company's HR. 7. Company Culture and Size: In smaller companies or startups, sending a resume directly might still be a common and effective practice. However, in larger corporations or those with a more bureaucratic structure, it might be less effective. Conclusion: While sending a resume directly to HR can still yield results in 2023, job seekers should employ a multi-faceted approach. Networking, maintaining a strong online presence, utilizing recruitment agencies, and directly reaching out to relevant department heads can increase the chances of securing an interview and, ultimately, a job. #hiring #newjob #jobsin2023 #jobopportunity #careertransition #career #recruitelite #consulting