Xyon Global’s Post

Job Seekers: Don’t Apply To Jobs You’re Not Qualified For! Applying for jobs you are not qualified for is an exercise in futility that can harm your job search. Here are four key reasons you should avoid this practice: 1.    You will not get the role - you're not qualified! When a job listing states required qualifications, those are generally challenging requirements. No amount of great interviewing will override a lack of required skills, education, or experience. Save yourself the time and focus your efforts on roles you are eligible for. 2.    You are showing poor judgment. Sending in applications despite lacking qualifications shows poor judgment and time management. It also wastes the hiring manager's time, damaging your reputation. Be realistic about your qualifications. You cannot bluff your way into a role you are underqualified for. 3.    You risk clogging the inbox of someone who may hire you for another job. Hiring managers move between companies. The person you sent an unqualified application to today may be hiring for a perfect role for you down the line. Make an excellent first impression by showing you can read and follow application instructions. 4.    You make the hiring manager's job more difficult. Sifting through unqualified applicants takes significant time. Empathize with hiring managers, and don't add to the haystack of irrelevant applicants. You want to present a great impression, not a bad one. 5.    Specific industries have legal sponsorship requirements. Applying despite requiring sponsorship wastes your time and the company's. Read the requirements closely and do not bother applying if you need immigration/work sponsorship, they cannot provide. In summary, avoid applying for jobs you lack the qualifications for. Not only will you not get the position, but you also risk damaging your reputation and hindering hiring managers. Show good judgment and focus your efforts where they belong - on finding and applying for roles you are qualified for. My next article will provide tips on making your qualified applications stand out from the crowd.

Things Recruiters say all the time.. I'm waiting on a big commission check With majority of my searches being focused on the senior end of the market, this is very common. My response... with all of my searches being retained and, most often searches for senior/partnership level, guarantees, sign on bonus' or even an extended start date are all things that are expected by my clients. We can work closely together to find how to make things happen. Most of the time everyone involved in a process wants to make the move possible! Why would I move just before the end of the year? Why wouldn't you? Just because it is approaching the end of the year why would you delay your search? We all know after Thanksgiving business is pretty quiet until the New Year so why not use this period to settle into a new business and get ready to hit the ground running in 2024! I don't want to waste anyone's time Exploratory chats aren't a waste of anyone's time! I would always encourage anyone to expand their network and make introductions! Even if now isn't the time to make a move, there is no harm in making connections to other top performing recruiters or business owners! My current business sponsor my visa, I can't make a move I have some much experience when it comes to placing candidates that need to transfer a Visa. My clients also have vast experience in providing visas as well as their own legal teams etc. It's never an issue! My job is to be a consultant and I know my market space inside out! If you feel there are barriers I mostly likely have had experience dealing with similar situations and can offer advice!

#jobsearchtips 71. Who pays the bill? As a candidate it's easy to forget this basic fact when you are desperately (or not so desperately) searching for a new job. I often get approached by candidates asking me to help them find a new job. In some ways a recruiter is often the worst person to ask for help in this way. Yes we may spend all day filling vacancies with candidates. Yes (some of us) may spend a lot of time speculatively sending CVs (I don't - I'll explain why in another post) Yes we may know a bit about #recruiting, have good networks, and be able to give advice (and I am happy to do so). But who pays for what we do? The end client. Therefore, whilst a good recruiter will try to ensure the candidate experience is good, (if for no other reason than to ensure the placement happens), their focus will be on delivering for the company who have hired them to fill the role. If a recruiter doesn't fill jobs, then they don't hit their revenue targets. If they don't hit their revenue targets, they lose their jobs. There have been several times in my career where I have known that if I didn't make a placement within the next month or so then my job, (and so my mortgage, paying the bills, feeding the kids etc), would be at risk. When starting a new job if a recruiter doesn't get some revenue in place within 3 months then their job is at risk. It's pretty brutal. This is not to elicit any kind of sympathy. But if you are approaching recruiters for help, to see if they can open doors for you, particularly if they don't specialise in your area of expertise, or if it isn't going to be easy on their part (e.g. if there isn't a significant shortage of people with your skills, or you want to relocate to the UK and need visa sponsorship), then please don't expect it to be your best way of finding a new job. Sometimes you get lucky. But don't rely on it. Most recruiters are focusing on finding candidates for the jobs they have to fill, or on picking up new clients they can work with. It's always a client driven market - even when there's a shortage of candidates - because the client pays the bill.

Job Search Tip for my non- U.S.-based peeps: Please DO NOT indicate on LinkedIn nor on your resume that you're based in the United States when you're not in fact here in an effort to get an interview. When- not if- you're asked during the interview if you're authorized to work in the US and your response is, "No" or "Not yet, I would need a company to sponsor me", you'll not only come across as disingenuous, you'll still get rejected and the recruiter's not going to look too kindly at having had their time wasted. In 99% of cases, there isn't any wiggle room for visa sponsorship. If a company is open to sponsoring your work visa, they'll say so right in the job posting or on their career page. Also, if you're trying to land a job in the U.S., unless you're Einstein or O-visa-level or in an industry that has a shortage of talent (like nursing, for instance), your chances of being offered a job over someone who's already here are little to none. Why? Because (and what I enumerate below are from having worked at a placement agency that collaborated closely with immigration law firms as well as a time when I had a side job helping an immigration lawyer's clients fill out their forms, compose their letters)... 1) a company has to prove that they couldn't find a U.S.-based worker to do the work that they're offering you (and just a quick glance through LinkedIn open-to-work posts will tell you that U.S.-based job searchers are also fighting for those jobs you're aiming for 2) the work visa sponsorship process takes a ridiculously long time (there are limited number of H1-B's, E's per year) 3) the sponsoring company has to not only fork out a lot of money and fill out tons of paperwork for the sponsorship application and pay an immigration lawyer for those services, but they also have to qualify and prove that they're offering someone a just living wage, not slave wages. Rather than throwing job application spaghetti on the wall in the hope that something sticks, focus your efforts on niche job boards that embrace remote work and global companies that have team members all over the world. It's totally fine to dream, but you also have to be realistic. Otherwise, you're just spinning your wheels and you're going to end up frustrated. #jobsearchtips #jobsearch #remotework

Recruiters ought to be more helpful to candidates. Yesterday someone told me I’d been 10 times more helpful than the 20 other recruiters they’ve spoken to. I didn’t do much. He’s a highly skilled migrant with a Master's in Mechanical Engineering and a good foundation in quality engineering now looking for a different challenge. The problem he’s got is that he needs the next employer to transfer his sponsorship visa. Two years ago when the demand was very high, his employer was willing to go through the process and the expense. It still might be possible to find an employer willing to sponsor but it’s certainly more challenging for him now. All of the previous recruiters he’d spoken to said they’d find out if their client would sponsor and would get back to him. None of them have. Not a single one. I don’t have anything for him at the moment but wanted to make contact to understand his situation, experience and ideal job profile. He comes across well, he’s flexible, driven, enthusiastic, and has excellent communication skills. The future is bright for this guy but it’s not going to be easy. So I gave him some advice. The other recruiters won't say this but I think he’s better off applying directly to employers. I showed him how he could conduct a search for companies and how to improve his profile and CV. In addition, I coached him on how to structure a cover letter and showed him how to set up job alerts. I hope to have a role for him soon but otherwise, I’d be very pleased to hear if he’s secured another position. To be honest, I was surprised to hear that I was much more helpful than anyone else. A few minutes to give some practical guidance, that’s all.

Just found what is probably the most short-sighted (and expensive) recruitment strategy I've ever seen. It's an advert via a recruiter for a software engineer with 3 years of experience offering $70k + super. It's targeting people from overseas and promising a 482 visa. ✅ Take advantage of people overseas who don't understand the cost of living in Australia and underpay them - $78k (incl super) ✅ Pay a recruitment fee, let's assume it's on the cheap end and it's a $12k fee ✅ Pay an immigration agent to process the 482 visa, let's be conservative and say $10k All up, it's around $100k in direct-first-year costs. But the reality is whoever they hire will quickly discover how underpaid they are. They'll find a better-paid job or go back home because they can't afford the lifestyle. Then you need to do this again year 2, in what will likely be a more competitive market. Rinse and repeat. Whilst you're spinning wheels on recruitment, your project is likely going backward. Which is bonkers when for just $10k more, you could secure someone decent that will stay with you. Times are tough, budgets are stretched, but if you're not realistic with yourself you're going nowhere. And if you don't have a recruiter that challenges your thinking and lets you run with these shortsighted, harebrained schemes, change your recruiter to someone a bit more data-driven.

Hiring nuisances that should become extinct: 1. Cold calling candidates during office hours. If someone is currently working, it's unlikely they will be able to take a call about their future workplace in the office 2. Asking for your home address just for the application. I'm concerned for my safety, why would I give you such personal information? 3. Application requires candidates to create logins. Let them create one if you intend on interviewing them. Does anyone really need that? 4. DM on Linkedin in a language that I don't speak. Languages are clearly mentioned there, why not take the 2 seconds and check. 5. Offering an entry level job to a person with 10+ leadership experience. If you don't know - sure, but if it's a reply to their CV or reaching out on LI, there's no reason. 6 Asking people why they are changing jobs every 1-2 years. Tell me, what is the correct answer to this one? 7. Sending you a e-mail verification link, saying it lasts 24h, when it actually expires in less than 10min 8. Mandatory fields in applications that make no sense and where you can't continue without filling out. Asking if you have a US visa when the job is in France. 9. Mandatory Cover letters that no one reads. Anything else? I'm aware that candidates can also act in a way that's a nuisance. However, bear in mind it's not their job, while recruiters are professionals who's job is take care of the hiring process.

Need your opinion! (Long post alert!) I recently had an HR screening, and after 45 mins of a good conversation, I was told how I bring such an amazing experience and I have so much to offer for the role. The only problem is the visa status, but the HR personnel would try to push the hiring team to meet me once. Moreover, the said personnel liked my profile so much that they are recruiting for 2 teams and would push my resume for the other team too, despite knowing I am already rejected (most probably because of my visa status requirements- their words not mine), but they will share a feedback in the next 48 hours! In addition, in case I am interviewing for other positions elsewhere, I should keep them informed about the progress there, so they can expedite the process. After this splendid conversation, I wrote a thank you mail and informed them of the warm and empathetic call meant a lot. 48 hours go by... no response. 72 hours later, I dropped a follow up email, no response. 1 week later, still no response! 14 days later, I casually drop another follow up (trying my luck of course).... I get an email saying how the leadership has been busy for the past 2 weeks and that another candidate was already in the pipeline, and this is in no reflection to my capabilities or skills, just that the person was already ahead in the process and that the hiring manager would likely make an offer to them, but if things change they will get back. In addition, they would share a feedback with me by EoD. Guess what... no response! I have always read how one should always be polite, but I really don't know how to react! Side note: I have been in the market for about a year and I can share I have had my fair share of ghosting or being rejected for my visa status.

5 New Ways To Deal With Job Search Rejection -👇 If you have been looking for jobs offering Australian Visa sponsorship for a while, there is a good chance that you have faced a fair amount of rejection. Either to your initial job enquiry or (if you were lucky) a job interview. Feedback from members of our community in the past has highlighted the frequency of being rejected for roles, however, the primary reason was that the employer wasn’t willing to entertain overseas candidates. Here at 482jobs, we look to reduce the frequency of this happening by advertising jobs where we’ve confirmed that the employer is willing to sponsor overseas candidates. With all that being said, are you getting fed up with all the setbacks? How are you coping with rejection? Don’t worry. It may seem like it, but you are not the only one! Rejection happens to all of us. There are two ways of facing rejection – you either address the problem itself (difficult when you’re the job seeker rather than the job giver) or you can alter your attitude to be able to deal with it. If you are able to deal with rejection correctly it will enhance your confidence. Deal with it incorrectly and it can do some serious damage to your self-esteem which will limit the likelihood of success in your job search... #applyingforjobs #attendinganinterview #CareerAdvice #motivation #rejection #unemployment #australia #australiavisa