Involvi HR’s Post

The current job market is what it is. From what I've seen, many employers are looking for candidates who have relevant, detailed and quantifiable professional experience that I don't have... at the level being sought. Even for an early career position, it's the investment of a candidate who needs training vs a candidate who doesn't need (as much) training. Not much to be done about the state of the competition aside from looking for online job skill boosts.

Last month, we were hiring for a senior position and received numerous applications. One candidate caught my eye. Despite having only 4 years of experience for a role that required 7, his resume demonstrated remarkable achievements and a strong skill set. I decided to bring his application to the attention of the hiring team. The initial reaction was skeptical—why consider someone with less experience when we had plenty of candidates meeting the requirement? I argued that skills and potential often outweigh years on paper. We decided to give him a chance and scheduled an interview. During the interview, this candidate exceeded all expectations. His innovative approach and deep understanding of the field stood out, even among more experienced candidates. By the end of the process, he emerged as one of the top contenders. Ultimately, we offered him the position. He was ecstatic and grateful for the opportunity, admitting he was hesitant to apply due to the experience gap. The hiring team realized that experience, while important, isn't the only measure of a candidate's potential. Sometimes, passion, skills, and a fresh perspective can bring invaluable contributions to the team. Moral of the story: Never self-reject before applying for a job. If you feel like the job is almost aligned with your profile, but your experience might be less than required, still apply because you never know when the right doors will open for you. And for recruiters: Look beyond the numbers. A candidate’s potential and capabilities can often bring more to the table than years of experience alone. Remember: You will only know your worth if you get a chance to prove it. “Opportunities don’t often come along. So when they do, you have to grab them.” #careers #recruiting #Interviewing #humanresources #hr

My clients have received 23 interview/AC invites (+ we're only 15 days into May!! 🤯) How have we achieved that? ⤵️ WARNING ⚠️: it's not from... ❌ having a 1st class degree ❌ going to a Russell Group uni ❌ having tons of prior experience These are EVERYDAY student & grad candidates, just with new skills, knowledge and confidence to deliver... 1️⃣ STRONG AF APPLICATIONS ✅ ATS-friendly CVs: all 75%+ on Jobscan ✅ Cover letters: extremely well-written (never skipped!) ✅ Early candidate: applying within 1st 24-48hrs 2️⃣ SOLID NETWORKING ✅ Ex-client intel: connecting them to my alumni network who are in the roles/schemes they're now interviewing for ✅ Hiring managers/interviewers: DMing directly to either build rapport or hop on full networking calls ✅ Linkedin Profile Upgrades: auditing their profiles for maximum return on cold outreach 3️⃣ EXCEPTIONAL INTERVIEWS ✅ Super preparation: brainstorming all possible Qs & planning killer responses using CARL + other winning frameworks ✅ Candidate Qs: ALWAYS bringing 2-3 smart Qs 95% of candidates won't be asking to stay memorable ✅ All-time high confidence: tackling their biggest concerns/fears in a safe space & receiving lots of reassurance before the big day! Ready to turn around rejection & land your next interview? 🤩 DM me for details - I have 4 spaces left to start in June! 🥳 #graduates #students #interviewtips #graduatejobs #earlycareers #graduation  

I want to shed light on the current job application experience, showcasing the challenging reality of the hiring process today. After applying for an entry-level role, my application was swiftly rejected without an interview, despite being marked as "under consideration." It's disheartening to see relevant experience overlooked without a second glance. Furthermore, receiving a rejection email within 4 hours of applying, with no feedback, underscores the impersonal and inefficient nature of the process. It fails to acknowledge the time and effort applicants invest in each application. The worst part? After a well-executed second interview with a hiring manager, I followed up multiple times over a week via email and phone, asking for feedback and even congratulating the manager if the position had been filled. The result? I was ghosted completely. This level of unprofessionalism and disrespect is unacceptable. It's essential to address these challenges to ensure a more transparent, respectful, and efficient recruitment process for all applicants. #HiringProcess #JobApplication #RecruitmentInsights

A recruiter who has worked at some of the top tech companies is dropping some fantastic free advice here! If you are a Masters student/grad it should resonate with the advice your career advisor gave you at that first resume review. Some actionable takeaways: Make it readable by humans, not AI- as she states in her comment below the post, your resume IS being read by a human. ATS isn't everything. Make it scannable- recruiters are averaging about 6 seconds per resume (WSJ: https://lnkd.in/ebSmCcPk) Make sure your accomplishments line up with your desired title. Not having the title already is LESS important than having done relevant work! Don't sweat each rejections, competition is out of your control. What you can control is being the best candidate possible by: customizing your resume, working your network, and relentlessly practicing interviewing!

I've always believed that the traditional job 'interview' isn’t enough to judge a candidate. (Why? Because talking about what you can do isn’t the same as actually demonstrating it.) That’s why, in our hiring process, you won’t see requests for: - A college degree - 5 years of industry-specific experience - A beautifully designed CV Instead, what we value most are: - A genuine eagerness to grow in all aspects of life - A personality that vibes with our team - A readiness to be coached toward excellence The old-school hiring methods just don't cut it anymore. It's time to challenge the status quo of hiring.

Recruiter: I regret to inform you that the candidate has accepted a different job offer. Manager: But you mentioned we were his top choice. Recruiter: Indeed, you were. Manager: So, how did we miss out on him? Recruiter: While you subjected him to a 6-week interview process, another company made a swift decision and secured him within 2 weeks. Exceptional candidates are snapped up promptly. If you don't act swiftly, another company will. A word of advice 💡: Streamlining your hiring process can be crucial in securing top-tier talent. Swift decisions and a concise interview process can make a significant difference in attracting and retaining strong candidates.

How to recognize the ideal candidate? You've crafted a clear and concise job posting, attracting top professionals. But now, how do you identify "the one" amidst all the applicants? Let's dive in! ▫️ Does the candidate match the defined profile? ▫️ Look at cultural fit. How well does the candidate align with your company's values and mission? ▫️ Check references. Feedback from previous employers can provide valuable insights. ▫️ Offer a test assignment that mirrors future responsibilities. This will reveal the candidate's true skill level. By following these basic guidelines, you'll increase your chances of not only successful hiring but also ensuring long-term collaboration with the candidate in your company.