Makenzie Wall, M.A.’s Post

Are you struggling to attract the right candidates for your open positions? It might be time to take a closer look at your job descriptions. Here are 5 tips to help you write better job descriptions that accurately describe the role, highlight the company's values, and showcase growth opportunities. 1. Be specific about what you're looking for. 2. Use clear language that describes skills. 3. Include your company's mission and values. 4. Detail opportunities for growth and advancement. 5. Update regularly to reach both passive and active candidates.

How successful candidates apply for jobs: 1. They can tell scam or shady jobs from the description and are aware of early red flags 2. They apply for a few new openings each day, rather than sending a bunch of applications for old openings 3. They know what they're looking for and what they're NOT looking for 4. They customize their resume, but spend no more than a couple minutes on it 5. They know that the only purpose of a resume is to get them an interview, so they prepare for the next steps

Slow hiring process? Say goodbye to hiring the best tech talent. The job search window for high quality candidates is short, it's typically 1 to 3 weeks. I call this the "Window of Opportunity" for companies trying to hire. If you're slow to respond or schedule interviews, chances are they've moved on. I've seen companies plan interviews 2 weeks in advance. What do you think someone who is actively looking around is going to do in those 2 weeks? Imagine this: you're just starting to talk, but they've already got another company's offer in hand. Not a good starting point. Claiming 'hiring is a priority' is one thing; you should act like it or watch the best talent join your competitors..

I'm sure you know how hard it is to find the perfect match for your open roles. It's not easy to sift through hundreds of resumes, reach out to candidates, conduct interviews, and close offers. 😓 But I'm also sure you know how rewarding it is when you succeed. When you see your hires making a positive impact on your company's goals, culture, and innovation. When you feel proud of yourself for helping someone land their dream job. 😊 That's why I love being a recruiter. And that's why I want to share some of the best practices and tips that I have learned. I hope that they will help you overcome the challenges and enjoy the benefits of this amazing career. 🙌 In my upcoming posts, I will cover topics such as: - How to craft catchy and clear job descriptions that attract the right talent 📝 - How to leverage social media and other platforms to source and engage with potential candidates 📱 - How to conduct effective interviews that assess the skills, fit, and potential of the candidates 🗣️ - How to negotiate and close offers that satisfy both the candidates and the hiring managers 💰 - How to build and maintain a strong relationship with the candidates throughout the hiring process and beyond 💯

Are you struggling to attract the right candidates for your open positions? It might be time to take a closer look at your job descriptions. Here are 5 tips to help you write better #jobdescriptions that accurately describe the role, highlight the company's values, and showcase growth #opportunities. 1. Be specific about what you're looking for. 2. Use clear language that describes skills. 3. Include your company's mission and values. 4. Detail opportunities for growth and advancement. 5. Update regularly to reach both passive and active candidates.

We’ve all had a broken heart at some point in our lives. The candidate we wanted, or thought we wanted, turned us down or accepted another job offer. It’s disappointing! But all it means is that a better candidate will come along! Read my latest blog for some tips on healing your broken hiring heart. https://ow.ly/WO4750R4LKQ

We’ve all had a broken heart at some point in our lives. The candidate we wanted, or thought we wanted, turned us down or accepted another job offer. It’s disappointing! But all it means is that a better candidate will come along! Read my latest blog for some tips on healing your broken hiring heart. https://ow.ly/tKJs50R4LKN

Struggling to find great candidates for your open roles? It could be how you're sourcing and interviewing them... Moving away from looking at education and experience and taking the view of assessing their skills, knowledge, ideas and innovation could hold the solution to your struggles! Skills-based hiring is something I’m seeing more and more across the industry, and those that do it well are: 🤔 Identifying the key skills needed from their candidates ✏️ Working these skills into engaging job ads and descriptions 👍 Assessing and measuring these skills effectively 💬 Redesigning their interview structures ✅ Making offers based on skills, competencies and future impact 🚀 Tweaking and improving things all the time Food for thought maybe if your current process isn’t working... Let me know if I can help get your recruitment process back on track: [email protected] | +44 (0)7814 529 411

Why do we do what we do? 1: For unsuccessful candidates, job search assistance can be incredibly beneficial. It gives them a renewed sense of hope and motivation, knowing that they have someone in their corner who believes in their potential. 2: Providing job search assistance to rejected candidates can significantly enhance a company's brand. It showcases the organisation's commitment to supporting individuals, even beyond the hiring process, and demonstrates a genuine concern for their professional growth and success.

I've had a few people say to me recently "How have you managed to find the people you find for your open positions?" It's really not that difficult- Yes, I am a hiring manager. I have my HR put out the JD that I put together after proofreading, I have them compare salary to the surrounding area and we post it with the JD ( yes, we're one of THOSE companies), I gather resume's, look through each one, target the one's I'm interested in, set up phone screens, find the ones I like, bring them in for onsites, then MAKE A DECISION. I don't put out JDs for non-existent jobs hoping that people will be there when I am looking. I don't put people through several rounds of interviews, and I don't drag things out. My plan is 6 to 8 weeks start to finish, if I find someone early who really shines, bring them in, and make the offer. While a LOT of other hiring managers are out there hunting their "golden unicorns", I will make an offer to the candidate that you might want to look at after 4 more interviews! The point is, get over yourselves, make the decision and make the hire, quit wasting people's time. Unfortunately, we have no positions open now, but you can guarantee that when I have them, I will beat 95% of hiring managers to the punch.