Ritwik Sahay’s Post

I tried something new this month when conducting interviews for a role Verisult was hiring for. See the interview structure we introduced. Duration: 45 mins 25 mins - Verisult interviews you 15 mins - You interview Verisult 5 mins - Wrap up and any questions We told the candidates to prepare to interview Verisult for 15 mins. I had so much fun and so did the interviewee. They all mentioned how they had never seen this concept at any interview and how it made the interview feel more comfortable and welcoming. Interestingly, we got to know the candidates more during that section because it helped us know what was important to them and see their curiosity/passion for the role and company. What do you think about this interview structure? Yay or Nay 😀 ---- P.S. Verisult is hiring :) It's a remote/hybrid role in St. John’s, NL. We're looking for recent graduates, unemployed, or underemployed individuals (bonus if you're an immigrant/newcomer). Check it out here: www.verisult.com/hiring

So, this is how you stand out on LinkedIn to land more job interviews. 👇 Recruiter's inboxes are overflowing with candidates, so try reaching out to people who make hiring decisions! ✅ Step by step instructions: -Find your desired job title on LinkedIn for the position you're eyeing. -Head to the company's LinkedIn page to locate the decision-makers. -Replace the job title with your desired role to identify the right contacts. -Google copy.ai and select workflow library. -Type in LinkedIn and select cold message template. -Input the LinkedIn connections profile URL + write the purpose of the message It generates a personalized message purposefully. How do you approach connecting with decision-makers in a crowded job market ❓ Share your strategies! ♻

Please Recruiters, stop Ghosting Candidates!! Candidates invest time and effort in applying for jobs as well as preparing for interviews. Some even have to travel long distances to come and attend those interviews. Its very frustrating and disheartening to be left in the dark, with no response from recruiters or employers. The fact that you were able to take some time to do that interview, Please spare a few minutes to give whatever form of feedback to the candidate than ignoring them. Lets try to be fair, lets be kind. The world is tough enough to the job seekers. 🙏

Applying to local companies: Not too hard to score an interview. I've been doing lots of interviews through the last few weeks. Applying to large corporations and remote jobs: Rejection email after rejection email even though I'm extremely qualified for the roles to which I'm applying. What's been your secret to landing the interview?

Should you be selected for an interview, it is important to actively listen to questions that are being posed so that you can respond with confidence and accuracy. https://loom.ly/SeSaw6I #hercjobs #highereducation #highered

We Asked Hiring Managers: What's Your Biggest Turn Off During Job Interviews? Interviews can be stressful enough without having to worry about putting your foot in your mouth. To help shed some light, we surveyed hiring managers across different industries and gathered their biggest pet peeves and turn offs when interviewing candidates. Here's what they had to say: 🚩 Being Unprepared A top complaint was candidates who clearly did no research on the company and couldn't answer even basic questions about the role or organization. Do your homework! 🚩 Arrogance/Entitlement No one wants to hire someone who comes across as arrogant, entitled or acts like they're doing the company a favor. Stay humble and focused on why you're a good fit. 🚩 Poor Body Language Lack of eye contact, fidgeting, weak handshakes, and disinterested body language can be big turn offs that suggest disengagement or dishonesty. 🚩 Badmouthing Past Employers Even if you had a terrible boss, trash-talking previous companies shows a lack of professionalism and raises concerns about your ability to be discreet. 🚩 Being Ill-Prepared with Questions When a candidate has no questions for the interviewer, it makes them seem apathetic. Come prepared with insightful questions that show you're highly interested. 🚩 Checking Phone/Lack of Focus Having your phone out, texting, or letting your mind wander during the interview is just plain rude and signals you don't care about the opportunity.

For those of you out there applying to endless job postings and wondering why you never get an interview, the sad reality may be that algorithms don't like the format of your resume. I figured this out a few years ago while hiring and wondering why I wasn't getting great candidates. I found out the system was hiding many great candidates because they weren't following some stupid rules that no one knows. I've tested and found the following format to help recruiting platforms parse the information more accurately. This does two things. It will help minimize the amount of re-keying you need to do when applying and it helps the system categorize you properly and will hopefully result in you being a match for that first interview more often. PROFESSIONAL EXPERIENCE <Role Title in Bold> <Date range in Bold> (example 06/2022 - Present) <A couple of paragraphs of role description content that focuses on results not bold> <Hard Return blank space> Repeat that for the rest of your experience. If you are an older candidate you might consider only showing the last 10 to 15 years of relevant experience to help avoid falling victim to ageism. While you are at it remove your graduation year from college if ageism is a concern. If you have a better method...please feel free to share since the aim of this post is to help candidates and hiring managers and I would love to learn more tricks as well.

How to measure trust when hiring new profiles? By asking for stories. In interviews, when someone presents their CV or resume, I ask them to talk me through it in terms of stories. Tell me when this occurred. Tell me about that. Show me how you demonstrated this. Maybe not that bluntly, but frame the questions in the conversations around those areas. The reason for stories is that if you ask me a question about my behavior, I know you're looking for an answer. I will give you the answer you want to hear because I want the job. Studies have shown that if you ask me to tell you a story, it becomes very difficult for me to fake the story the longer the story goes on or the more detail that's required. Stories tend to come from your memory, which tends to be the truth. So if you ask somebody enough stories across their entire resume, and you see enough examples of that behavior coming across constantly and consistently over an extended period of time, these can be strong signals. This person does have these values because these values are coming out in this person's behavior.

Our clients are usually some accomplished folks. They’re good at what they do… When we give them the resume, they use it as a vehicle to secure the interviews and showcase how awesome they are to more companies, usually securing job offers within a few weeks after we work together. Usually it’s multiple offers. We simply take all of their amazing accomplishments and tidy them up into a pretty package, like a professionally wrapped Xmas gift 🎁 and employees eat it up. Hiring a former recruiter to write your resume is the biggest kept secret to getting ahead. Today is the best time to get your resume fixed! Visit our website to get started at resumeology.com

One look at her resume I could see why she wasn't getting interviews: 𝗦𝗵𝗲 𝘄𝗮𝘀 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗼𝗳 𝗵𝗲𝗿 *𝗼𝗹𝗱 𝗷𝗼𝗯* As I read? 𝗧𝗢𝗡𝗦 𝗼𝗳 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗳𝗿𝗼𝗺 𝗺𝗲: What does this mean? What were your primary responsibilities? What do you want the reader to know here? I don't know what this means - explain? We spent 1 hour. Back and forth. Clarifying. Translating. If 'this' is like 'that, let's explain it this way Does that still sound accurate to you if we say it like this? Tell me more about how you did this. 𝗔𝗻𝗱 𝘁𝗵𝗲𝗻...𝘁𝗵𝗲 𝗳𝘂𝗻 𝗽𝗮𝗿𝘁: After no traction in 6 months, She has 2 phone screen calls 48 hours after the resume update. For the role she wants to pivot to. 𝗧𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝘄𝗮𝘀 𝗻𝗲𝘃𝗲𝗿 𝗵𝗲𝗿 𝗼𝗿 𝗵𝗲𝗿 '𝗹𝗮𝗰𝗸 𝗼𝗳 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲' (𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘴𝘩𝘦 𝘩𝘢𝘴 𝘵𝘰𝘯𝘴!) 𝗧𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝘄𝗮𝘀 𝘁𝗵𝗲 𝘄𝗮𝘆 𝘀𝗵𝗲 𝘄𝗮𝘀 𝘁𝗲𝗹𝗹𝗶𝗻𝗴 𝗵𝗲𝗿 𝘀𝘁𝗼𝗿𝘆. 𝗛𝗲𝗿 𝗮𝘂𝗱𝗶𝗲𝗻𝗰𝗲 𝗱𝗶𝗱𝗻'𝘁 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱. 𝗔𝗻𝗱 𝗻𝗼𝘄 𝘁𝗵𝗲𝘆 𝗱𝗼. 🧡 -------------------------- 𝗪𝗮𝗻𝘁 𝗠𝗼𝗿𝗲 𝗝𝗼𝗯 𝗦𝗲𝗮𝗿𝗰𝗵 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀? Find 'em all here ⬇️ linktr.ee/erinlewber