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Which part of the recruiting process trips you up the most? Vote below 👇 #AskLinkedIn

If you're wasting hours on recruiting reports that don't deliver, it's time to make a change. Our latest blog walks you through creating templates that are clear, concise, and (actually) useful. Link in comments.

Ever dropped the ball on candidate communication? It stings. A fantastic candidate, perfect for the role, excited to move forward. But in juggling multiple openings, you missed giving them a crucial update. Their emails went unanswered, and their enthusiasm waned. By the time you got back to them, they'd moved on. Here's how you can commit to communicating better: 👉 From day one, let candidates know what the process looks like and when they'll hear from you next. Even if there's no news, checking in shows you haven't forgotten them. 👉 If there's a delay, tell them. If the role requirements change, tell them. Candidates appreciate honesty, even if the news isn't great. 👉 Make regular updates a habit. A quick weekly touchpoint can make all the difference. It's a small effort but goes a long way in making candidates feel valued. So, here's a reminder for all recruiters: Over-communicate if you have to, but never leave a candidate hanging. Have you ever had a similar slip-up? Our comments are open!

Nobody will remember: - your salary - how "busy" you were - how many hours you worked People will remember: - that time you accidentally sent the offer letter to the wrong candidate - when you called a candidate by the wrong name throughout the interview - that moment you accidentally rejected a top prospect

The recruiting world is always evolving, and so is the vocab. Here’s a quick breakdown of some unique terms we found online. 1. Flexperiments: Trying out flexible work models to see what sticks. 2. Skill mapping: Strategically identifying skills needed for future roles. 3. Quiet quitting: Employees doing just 'enough' to get by without fully engaging. 4. Boomerang employee: Welcoming back former employees to the team. Vote and share any new lingo you’ve heard in the comments! 👇 #AskLinkedIn

Very demure, very mindful recruiting tips 💫 - Personalize outreach: Ditch the templates. Make each message count. - Screen smartly: Prioritize quality over quantity in your candidate pool. Focus on alignment, not just qualifications. - Optimize interview processes: Respect candidates’ time by streamlining steps. Keep it concise and relevant. 

A recent study by Resume Builder reveals some startling statistics about fake job postings. Here’s what’s happening and why it matters: 1. Market insights Did you know that 43% of hiring managers admit to posting fake job listings just to gauge market trends and skills? While it might seem strategic, it misleads job seekers. 2. Building a talent pool 37% of companies post these fake listings to build a talent pool for future needs. This practice wastes candidates' time and effort. 3. Creating an illusion 32% of firms admit to posting fake jobs to give the appearance of growth. This deceptive tactic can harm the company’s credibility. 4. Impact on job seekers Candidates spend an average of 4 hours customizing resumes and prepping for interviews for non-existent positions. This leads to frustration and distrust. 5. Reputational risks Engaging in this practice can severely damage a company's reputation. Transparency is essential for building a trustworthy brand. Commit to honesty and respect in your hiring processes. Post genuine opportunities and build trust with candidates.

Curious about what’s been happening in recruiting this year? We’ve rounded up all the 2024 highlights just for you. 🔗 in the comments!

Because 45+ players spread across 6 teams scoring 866 runs in total deserve a showreel that hits the ball out of the park! 🏏 ✨ feat. Facilio | Freightify | Kula | Rocketlane | SuperOps | Unstract ⚡ Powered by QED Corporate Advisors 🏟️ Venue: FC Madras #Chennai #Cricket #SaaS

Is your constant online presence hurting your career more than helping it? E-presenteeism, the pressure to be always online, is a silent challenge in recruitment. It can lead to burnout, affecting your mental health and productivity. Recruiters are particularly vulnerable, feeling the need to respond instantly to candidates and clients. The impacts are significant, with constant connectivity leading to decreased job satisfaction and higher stress levels. How can you mitigate this? Set clear boundaries. It's easier said than done, but we have an action plan for you. 1️⃣ Implement 'digital detox' hours where you disconnect completely and use apps that limit your screen time to reinforce this habit. 2️⃣ Make time for regular breaks by scheduling micro-breaks throughout your day. Use the Pomodoro technique to work in focused intervals, ensuring you step away and recharge regularly. 3️⃣ Communicate your availability with creative auto-reply messages that set expectations. Here's an example: 'Hi! I'm off exploring the real world for a bit. I'll be back at [time] to handle all your queries. Stay awesome!' 4️⃣ Streamline communication using collaborative platforms like Slack with specific channels for different topics. Encourage asynchronous communication where possible, allowing team members to respond at their convenience. 5️⃣ Leverage technology with project management tools like Trello, ClickUp, or Asana, which help organize tasks without constant check-ins. 6️⃣ Lastly, introduce 'focus hours,' where notifications are turned off to dive deep into important tasks. Share your calendar with colleagues to let them know when you’re in focus mode. This will foster a culture of respect for uninterrupted work time. If you have any strategies to combat e-presenteeism, we'd love to hear them in the comments!