Geetha ---’s Post

EMPLOYERS OFTEN PREFERIR NOT TO BE CONTACTED DIRECTLY after a job application for several reasons: 1. **High Volume of Applications**: Large companies often receive hundreds of applications, and direct contact can overwhelm the recruitment team. Responding to each inquiry is time-consuming and disrupts their workflow. 2. **Standardized Processes**: Many employers use Applicant Tracking Systems (ATS) to streamline hiring processes. Contacting them directly might bypass these systems, which can be perceived as an attempt to circumvent the application process. 3. **Professional Boundaries**: Employers may interpret direct contact as overstepping professional boundaries, especially if it’s unsolicited. It might indicate that a candidate doesn't respect the company's preferred communication channels. 4. **Patience and Professionalism**: Employers often want to see if applicants can patiently wait through the hiring process. Repeated follow-ups or unnecessary contact can come across as pushy, signaling a lack of professionalism. 5. **Resource Constraints**: Smaller businesses, in particular, may lack the HR bandwidth to manage unsolicited follow-ups, which can be seen as disruptive rather than beneficial. Instead, many job postings indicate that only shortlisted candidates will be contacted. Following these instructions demonstrates that a candidate can follow directions, which is a valued trait in most work environments. IT IS A BIG MISTAKE TO DO SO!

ATTENTION HR AND RECRUITERS!!!!!! Below I am going to describe several scenarios, and I am curious to know, have we become so business casual and self-centered as a society that we no longer acknowledge others' time. I have experienced each of these scenarios multiple times over the years , so it's not just an isolated incident. Also, if it has happened to me multiple times, I'm sure it has happened to others as well. Why are these scenarios handled the way they are and how do we fix it? I understand that with job boards you can receive thousands of applications for a position these days, so I know it can get overwhelming with all the resumes. And I'm not saying that EVERY candidate should hear back, BUT those that you have made some form of contact with deserve more than just being ghosted. Scenario 1: Employment candidate has MULTIPLE points of contact(ie...phone/teams/on-site interview) with company. Is it no longer customary/proper ettiquette to let candidate know the company is moving in a different direction but thank you for your time and interest? Instead, just cutting all contact with said candidate and ignoring any communication candidate tries to make with company. Scenario 2: Employment candidate receives email or direct message on a job board site thanking candidate for interest in company. Company would like to set up quick phone interview to discuss position further and to go over candidates qualifications. Please advise availability for interview. Candidate: Thank you my availability is..... one of 2 scenarios that happens after initial contact: HR/Recruiter: thank you I will call you at this time. CALL NEVER RECEIVED OR No response at all. Scenario 3: Employment candidate receives email or direct message on job board site: Hey, I came across your resume on job board site and thought you may be a good candidate for my client. Please let me know if you are interested in this position. Candidate: Yes, I am interested in learning more about this positon. NEVER hears back . What was the point in contacting candidate if you're not going to follow up?

You know in my 14 years in the world of recruitment – I have been very fortunate to see a lot of offers made to people. Offers that have been very successful and genuinely improved people’s lives and grown businesses. Sadly though, there are offers that after a lengthy interview process and a lot of effort spent on the whole process – the candidate turns down the offer in favour for something else. The common factor with some offers that get turned down, believe it or not, isn’t just the salary. It goes a lot deeper. So, if you are struggling for offers to stick, here are my thoughts on what the situation could be, and how it could be changed.... Link below. https://lnkd.in/eHryZCrt

Dear HR, I started to wonder out of minor frustration... During applying for several jobs we (well I but I know that impacts mayor amount of people ) go through several stages of recruitment process. When we reach the final interview, we await for feedback for several weeks to know if we are considered at all for the position in the end. It stops decision making if the other offer is under the consideration (preferred company, possible salary etc.)... Could you please advise what is the actual factor why the feedback is not provided sooner or at all, when the application after last interview according to process is not accepted? It's hard to believe that after "final" meeting, management doesn't provide any feedback regarding candidate (if the possible future employment is considered). I am aware that there could be dozens applicants but usually only a few reach the last stage of recruitment yet for the job seeking person it's crucial to know if they have any chance to receive the offer for employment. Therefore, Dear LinkedIn network, could you please advise what are the factors that stop you from informing the candidate earlier that their position is no longer considered after several stages of the process (as if the resume is rejected on the first stage, 2 out of 5 times there is an automatic e-mail send that application was rejected). I know that this post won't have a far reach yet I kindly ask the network to provide feedback so the future applications could be more successful for all of us :)

What are my takeaways from being a recruiter? - **Coping with frequent rejections:** As a recruiter, it hones your ability to cope with rejections. Applicants can say no to you as a recruiter; you can be declined or rejected. - **Learning to be patient:** During the hiring process, applications sometimes seem too slow. There are days that you will visit the job sites several times to check if there’s a new candidate who pinned their resume. Sometimes, you need patience for the next step after the HR procedure—for example, management decisions or the next interviewer's schedule. - **Accepting disappointments:** Disappointments from candidates who are unsure, who did not join or attend interview appointments, or losing a good candidate to another job. - **Negotiation skills:** This is one of the advantages when you are on a recruitment team—you will excel in your negotiations after a while. But I have learned more things—it’s better not to negotiate unless that’s the last resort. It’s better to pay the necessary amount and whatever the candidate would ask rather than paying so low. In the end, good talent will feel demotivated, and you as a recruiter can have a problem when it comes to retention. It's a waste of time, and the truth is—it doesn't cut costs. Training, effort, and time have a cost too. **Communication and Interpersonal Skills**—there’s a joke: if you feel lonely, pursue and choose an HR role. In HR, you need to attend to employees’ concerns, deal with people, communicate, coach, and mentor. #recruiter #hr

You know in my 14 years in the world of recruitment – I have been very fortunate to see a lot of offers made to people. Offers that have been very successful and genuinely improved people’s lives and grown businesses. Sadly though, there are offers that after a lengthy interview process and a lot of effort spent on the whole process – the candidate turns down the offer in favour for something else. The common factor with some offers that get turned down, believe it or not, isn’t just the salary. It goes a lot deeper. So, if you are struggling for offers to stick, here are my thoughts on what the situation could be, and how it could be changed.... Link below. https://lnkd.in/ehk3sKg4

You know in my 14 years in the world of recruitment – I have been very fortunate to see a lot of offers made to people. Offers that have been very successful and genuinely improved people’s lives and grown businesses. Sadly though, there are offers that after a lengthy interview process and a lot of effort spent on the whole process – the candidate turns down the offer in favour for something else. The common factor with some offers that get turned down, believe it or not, isn’t just the salary. It goes a lot deeper. So, if you are struggling for offers to stick, here are my thoughts on what the situation could be, and how it could be changed.... Link below. https://lnkd.in/eHryZCrt

"Do you trust your recruiter? 🤔" Recently, my integrity as a recruiter has faced scrutiny. In a recent meeting, a client lauded us as the most successful company on site, yet noted we were the primary target of complaints from other recruiters. Initially, this was unsettling. However, the client attributed it to other recruiters feeling threatened and finding faults. Disparaging competitors is not the way to secure business. Trust and integrity are paramount in recruitment. It's essential that clients provide us with the necessary time to build effective and trustworthy partnerships, rather than feeling threatened and switching recruiters impulsively. In these uncertain times, mutual support is crucial. At CV Consulting, we are committed to fostering stability and growth within organisations through quality hires, not just filling positions. To learn more, feel free to send me a direct message. 🔹 #Recruitment #Trust #QualityHires

Your recruiter is there to help you, being honest with your recruiter is essential for your benefit and for ensuring a successful job placement. Here's why: 1. Building Trust - Recruiters serve as intermediaries between you and potential employers. Honesty helps build trust, which in turn makes your recruiter more likely to advocate for you strongly with hiring managers. 2. Ensuring a Good Fit - If you're not honest about your skills, experience, or career goals, the recruiter might recommend jobs that don't align with what you're looking for or what you're capable of handling. 3. Customising the Job Search - When you're transparent about your expectations, including salary, job preferences, work-life balance, and long-term goals, the recruiter can more effectively tailor their search to positions that suit your needs 4. Effective Negotiations - Honesty about your current salary, benefits, and job status allows the recruiter to negotiate on your behalf more effectively. If you're not upfront, they might negotiate for less or present offers that don't meet your needs. In summary, honesty fosters trust, creates a more effective partnership, and ensures that both you and the employer are set up for success in the long term. At GCA, our recruiters are both ethical and experienced, fostering open and transparent conversations with our candidates. We are committed to ensuring the best outcomes for everyone involved. 📞 01384 485274 📧 jobs@glencallum.co.uk #toptiptuesday #recruitment #behonest

This has been discussed a lot recently, but frustratingly, it needs saying again. 😠 🚩 Recruiters who send CVs without permission are destroying candidates' job chances and ruining the industry’s reputation. 🚩 This week, one of my candidates lost the chance to interview because another recruiter forwarded their CV to the same client - without permission. They'd even invented the candidate’s billing figures. 🤬 The candidate looked unprofessional, so the client didn’t want to meet with them. The conversation went along the lines of 'I'm not impressed that they don't know where their CV is going, so I'll give it a miss this time.' This was a credible, senior candidate who should have been interviewed. And the candidate couldn't have stopped this. They lost that interview because someone fired off their CV without asking. 🤬 Now the candidate is left wondering where else their CV has been sent and if their current employer will get wind of it. 😟 Trust is a massive part of hiring, and these unprofessional ‘spray and pray’ recruiters are damaging the process for everyone involved. Not to mention risking people's livelihoods. Confidentiality and discretion are key when considering a career move, so choose your Rec2Rec wisely. #Recruitment #JobSearch #Professionalism #Trust #Hiring #JobHunting #IndustryStandards #RecruitingEthics #Rec2Rec #JobSearch #CV #RecruitmentAdvice #JobHunt