Brandy Charland’s Post

Here is why when I am hiring anyone, I go for potential 😊 and not just a piece of paper which is the resume 📜 . Hiring for potential can be a great way to find talented people 🎓 who are eager to learn and grow. Some reasons include: Bigger talent pool: You're not limited to experienced candidates, opening doors 🚪 to fresh perspectives. Cost-effective: Less experienced hires often cost less 💰 and require less training 🧠 due to their adaptability. Long-term fit: Investing in potential fosters loyalty 🗝 and helps you build your future workforce 👩💼 . Innovation: New hires bring new ideas 💡, which can lead to creative solutions and growth. Resumes are important, but they don't tell the whole story 🗣. I have interviewed experienced individuals and non-experienced 😎 but the interview process was the real step that mattered...guess who got hired? The non-experienced candidate in this case. #Resumes #Hiring #Experience #Feedback

Skills Over Experience: Let’s Hire for Potential, Not Just Resumes!💡 In today’s rapidly evolving job market, is it time we rethink how we evaluate candidates? 🚀 Imagine hiring someone with a passion for problem-solving and a knack for creativity, even if their resume doesn’t match every job requirement. By focusing on what candidates can do, rather than what they’ve done, we’re not just filling roles—we’re shaping the future of work. What are your thoughts on skills-based hiring? Have you seen tangible benefits from hiring based on potential rather than experience? Or maybe you’ve hired someone who didn’t have the exact experience but turned out to be a superstar. Share your stories in the comments section! #TalentAcquisition #HireForPotential #SkillsBasedHiring #Innovation #Diversity #FutureOfWork

"Want to know what employers are looking for? Here’s how they set their hiring goals!" As an aspiring engineer or IT student, understanding how companies develop their hiring strategies can give you a significant edge. Here are some insights: 1️⃣ Set Clear Goals: Companies start by defining their hiring objectives. Knowing what skills and qualities employers are looking for can help you align your resume and interview responses to meet these needs. 2️⃣ Research Your Target Audience: Companies understand their target candidates deeply. You can mirror this by researching potential employers, understanding their values, and tailoring your applications accordingly. If you found these tips helpful, feel free to share your thoughts in the comments below. Let's connect and discuss more about preparing for successful job applications! #CareerTips #JobSearch #Engineering #ITStudents #TalentAcquisition #LinkedInTips

REPEAT AFTER ME: The most experienced candidate isn't always the best fit 🚫 ❌ Experience isn't everything! It's time to break free from the old mindset that the longest resume equals the best candidate. ✅ Employers, let's say "YES" a holistic approach to hiring. Look beyond experience alone and consider the broader set of skills, passion, and potential a candidate brings to the table. 🏆 Each company should have its own unique definition of success for a candidate. Let's find it together! Who's ready to embrace the future of work? 💪🏼 #futureofwork #hiring #recruiting #techrecruiting

#JobSearchReality 🚀 Applying for a job these days can feel like sending your resume into a black hole. You’ve got the skills, the experience, and the drive—but your application just seems to disappear, leaving you wondering if anyone even saw it. It shouldn’t be like that. Hiring teams should reach out and connect, especially with candidates who bring real experience and skills to the table. A quick conversation, a bit of feedback, or a few minutes to acknowledge their worth can make all the difference. Now more than ever, let’s put the human back in the hiring process. Every candidate deserves to feel valued, seen, and respected. Let’s make people feel they’re more than just a resume in a system. What’s been your experience? Let’s make hiring better for everyone. #jobsearch #recruitment #careerdevelopment #hiring

Imagine you're in charge of hiring for a company. You come across a candidate who has a 9-month employment gap, but they are talented and aced all the interview rounds and tests. You ask the candidate if they have any questions, and they surprise you by asking, "Why didn't you grill me more about my employment gap?" How would you respond? Well, the person in charge of hiring replied with some wise words that we could all learn from. They said, "Being on both sides of the interview process gave me a different perspective. LIFE is unpredictable. My primary focus is on your skills and attitude towards the job. Someone took a chance on me, so I am willing to take a chance on you." It's a great reminder that when you're hiring for a job, you don't have to look for the perfect candidate. In fact, perfection doesn't even exist! What you really need is people who have the right skills and attitude for the job. So, don't get too hung up on resumes. Remember, it's people who perform jobs, not resumes. Codility’s CodeLive feature helps recruiters gain deeper insights into candidates through real-time collaboration, communication, and problem-solving. This holistic approach enables a comprehensive evaluation. Do you agree that we should focus more on the people we hire rather than their resumes? Let me know! #hiring #jobs #corporate #humanresources #Codility #talenthunt #codelive #hiringInnovation

5 Reasons Why Your CV (Probably) Isn’t Getting You Interviews After a good chat with a developer and an HR manager, here are some things they’ve noticed during their careers. 1. It doesn’t meet basic qualifications At competitive companies, the bar for talent is high; managers are unlikely to take a risk on candidates who don’t meet the minimum qualifications. 2. It doesn’t highlight the right experiences Often, people have the correct title or level but fail to emphasise experiences that align with the job description, which is written by the hiring manager. You must showcase the right skills, experiences, and results to stand out from the competition. 3. Managers can’t find your accomplishments If it’s hard to understand the value you’ve delivered for your past employers, this is a red flag. 🚩 Simply having ‘experience’ isn’t enough to stand out for competitive roles at competitive companies. 4. There’s not enough experience or responsibility to qualify for the level the position is posted at This happens a lot. People with a few years of experience, even good experience, often try to be hired several levels above where they currently are. Sometimes exceptions can be made, but they are rare. 5. There are simply better individuals While this is a reality, people shouldn’t worry too much about it. Focus on what you can control. Most CVs are ‘average’ by definition, and managers can afford to be selective. They want great character, great results, and individuals who can make an impact quickly. Remain positive. Commit to betterment, go for it. 🙂 🤝hiring🤝 #hiring #developer #cvs

It's all magical thinking. ✅Looking for the perfect candidate. ✅Requiring experience for entry level jobs. ✅Expecting new hires to hit the ground running. ✅Ghosting candidates and thinking that's acceptable. ✅Not seeing the value in mature, more experienced candidates. ✅Lowballing candidates and believing they will accept your offer. ✅Treating candidates like crap without giving it a second thought. I Thinking it's ok requiring candidates to endure a ridiculous and disrespectful recruitment process. #jobsearch #jobseekers #jobinterviews #hiringandpromotion #linkedin #connection #copied

I HIRED a Candidate with 10 months EMPLOYMENT GAP. The candidate was talented and cleared all rounds of the interview and tests. → When I asked the candidate, do you have any questions? The candidate said, "Why didn't you grill me more about my employment gap?" → I simply replied, "Being on both sides of the interview process gave me a different perspective. LIFE is unpredictable. My primary focus is on your skills and attitude towards the job. Someone took a chance on me, so I am willing to take a chance on you. " I have learned over the years if you want the best talent, stop looking for PERFECTION. It doest not EXIST! Resumes don't perform jobs. It's PEOPLE - so hire PEOPLE not RESUMES. ✅ Agree? #hiring #jobs #corporate #humanresources

It's all magical thinking. ✅Looking for the perfect candidate. ✅Requiring experience for entry level jobs. ✅Expecting new hires to hit the ground running. ✅Ghosting candidates and thinking that's acceptable. ✅Not seeing the value in mature, more experienced candidates. ✅Lowballing candidates and believing they will accept your offer. ✅Treating candidates like crap without giving it a second thought. I Thinking it's ok requiring candidates to endure a ridiculous and disrespectful recruitment process. #jobsearch #jobseekers #jobinterviews #hiringandpromotion #linkedin #connection #copied