Sanika Sunil’s Post

🕵️♂️ The Unspoken Art of Correlation: A Recruiter's Secret Weapon 🎯 In the world of recruiting, we're like modern-day detectives. Our case? Uncovering the perfect candidate in a sea of resumes. But here’s the catch - the most crucial skill isn’t listed in any job description or taught in Recruitment 101. It’s the art of correlation. Imagine this: You’re looking at a resume, and there it is, hidden between the lines - the candidate who organized the office karaoke night has leadership potential. Or the one who blogs about medieval history? They've got the research skills your team lacks. It’s not just about connecting dots. It’s about seeing the constellation in a handful of stars. It's what separates the good recruiters from the great. So, the next time you find yourself deciphering a resume, remember: Sherlock Holmes has nothing on you. Your magnifying glass? Correlation. Your mystery? Finding the perfect fit. Your reward? The game-changing hire that was hiding in plain sight. Check out my two cents on Correlation in the context of Recruitment!!! A faculty when developed can transform your Recruiting Career.  An excerpt from my session on “A Rewarding Career in Talent Acquisition. Have you downloaded the e-book “A Rewarding Career in Talent Acquisition”? If not download it at https://lnkd.in/gcsHFS6c Our next session on A Rewarding Career on Talent Acquisition is on April 17, 2024 Interested, Register at https://lnkd.in/gBcr-a9i #RecruitmentSkills #TalentAcquisition #SherlockHolmesOfHR #FailSafeHiring #ProfessionalGrowth #CareerStart #Freshers #Graduates #RecruitmentTraining #TalentAcquisition

🕵️♂️ The Unspoken Art of Correlation: A Recruiter's Secret Weapon 🎯 In the world of recruiting, we're like modern-day detectives. Our case? Uncovering the perfect candidate in a sea of resumes. But here’s the catch - the most crucial skill isn’t listed in any job description or taught in recruitment 101. It’s the art of correlation. Imagine this: You’re looking at a resume, and there it is, hidden between the lines - the candidate who organized the office karaoke night has leadership potential. Or the one who blogs about medieval history? They've got the research skills your team lacks. It’s not just about connecting dots. It’s about seeing the constellation in a handful of stars. It's what separates the good recruiters from the great. So, the next time you find yourself deciphering a resume, remember: Sherlock Holmes has nothing on you. Your magnifying glass? Correlation. Your mystery? Finding the perfect fit. Your reward? The game-changing hire that was hiding in plain sight. Check out my two cents on Correlation in the context of Recruitment!!! A faculty when developed can transform your Recruiting Career.  An excerpt from my session on “A Rewarding Career in Talent Acquisition. Have you downloaded the e-book “A Rewarding Career in Talent Acquisition”? If not download it at https://lnkd.in/gcsHFS6c Our next session on A Rewarding Career on Talent Acquisition is on April 17, 2024 Interested, Register at https://lnkd.in/gBcr-a9i #RecruitmentSkills #TalentAcquisition #SherlockHolmesOfHR #FailSafeHiring #ProfessionalGrowth #CareerStart #Freshers #Graduates #RecruitmentTraining #TalentAcquisition

🕵️♂️ The Unspoken Art of Correlation: A Recruiter's Secret Weapon 🎯 In the world of recruiting, we're like modern-day detectives. Our case? Uncovering the perfect candidate in a sea of resumes. But here’s the catch - the most crucial skill isn’t listed in any job description or taught in recruitment 101. It’s the art of correlation. Imagine this: You’re looking at a resume, and there it is, hidden between the lines - the candidate who organized the office karaoke night has leadership potential. Or the one who blogs about medieval history? They've got the research skills your team lacks. It’s not just about connecting dots. It’s about seeing the constellation in a handful of stars. It's what separates the good recruiters from the great. So, the next time you find yourself deciphering a resume, remember: Sherlock Holmes has nothing on you. Your magnifying glass? Correlation. Your mystery? Finding the perfect fit. Your reward? The game-changing hire that was hiding in plain sight. Check out my two cents on Correlation in the context of Recruitment!!! A faculty when developed can transform your Recruiting Career.  An excerpt from my session on “A Rewarding Career in Talent Acquisition. Have you downloaded the e-book “A Rewarding Career in Talent Acquisition”? If not download it at https://lnkd.in/gcsHFS6c Our next session on A Rewarding Career on Talent Acquisition is on April 17, 2024 Interested, Register at https://lnkd.in/gBcr-a9i #RecruitmentSkills #TalentAcquisition #SherlockHolmesOfHR #FailSafeHiring #ProfessionalGrowth #CareerStart #Freshers #Graduates #RecruitmentTraining #TalentAcquisition

🔍 The Key to Successful Applicant Selection: Looking Beyond Qualifications 🔑 Attention, all recruiters! When it comes to selecting the perfect applicant for a position, it's crucial to broaden your perspective beyond qualifications alone. While qualifications certainly provide insights into a candidate's skills and knowledge, there's another important aspect that often gets overlooked – their unique experiences and the specific units they have been involved in. To truly excel in applicant selection, consider delving deeper into the candidate's background and exploring the specialized units they have been a part of. These units can range from previous job roles, volunteer work, or even extracurricular activities. By doing so, you gain a better understanding of their adaptability, teamwork abilities, leadership skills, and overall fit within your organization. Why is this important? Well, qualifications may provide a foundation, but it's the combination of skills and experiences gained in different units that truly sets individuals apart. These experiences shape their problem-solving capabilities, communication style, and ability to handle challenges – crucial attributes for success in any role. So, the next time you're evaluating applicants, remember to look beyond the qualifications on paper. Dive deeper into their background, explore the specialized units they have been a part of, and envision how their unique experiences can enrich your team. By doing so, you'll be able to identify the candidates who possess not only the necessary qualifications but also the intangible qualities that will drive your organization forward. ✨ Don't limit your search to qualifications alone – discover the untapped potential in the units applicants have been a part of! 🌟 #ApplicantSelection #RecruitmentStrategies #BeyondQualifications #SpecializedUnits #HiringTips

I saw this article earlier in the week and it took me a few days to process. First and foremost - if you’re bringing a parent to a job interview, stop equating people’s time. Hearing stories like this makes me very concerned about the future workforce. Ok, on to the rest of the article: On employer survey preferring seasoned professionals to entry level - does that make sense in most cases, probably? But if the company is trying to under pay seasoned professionals why not take an eager young person and develop them? Finally - the point of recent grads struggling to find roles in this market - yes, in the marketing and design fields we’ve been seeing this since early 2023. Those that graduated in 2022 and 2023 are not dealing with a candidate driven market like 2019, 2020, and 2021 grads. It will and has take. Them much longer to land roles. My advice to those recent grads in the marketing and design fields: 1. You most likely will not land a fully remote role and while it may be something you want, it’s limiting your search greatly - be open minded! 2. Marketing and Ad agencies typically hire entry level grads. It’s a fast paced grind of an environment, but do it for a few years and you’ll be able to move in-house quickly #dontbringyourparentstoaninterview #entrylevel #interviewtips

Are you gearing up to fill entry-level positions? You already know that hiring recent college graduates or other candidates new to the workforce is different than hiring experienced workers. But without a lengthy resume to review, how do you evaluate entry-level candidates? Our blog post answers that question step-by-step: https://lnkd.in/estdTnzu

Check out this article on evaluating entry-level candidates. The job market is changing - are you changing how you look at resumes and interviewing? Message me if you're looking for feedback or guidance in this area. I love helping guide my clients on hiring entry-level candidates and discussing the "pros" in doing so!

Are you a new graduate having difficulty finding a job right now? So, read below below the results of a recent article on Intelligent that polled hiring managers on the subject of hiring new graduates: In over 40 years of staffing I have never seen results like these below. Let me know if you agree or not? - 53% of employers polled said that the new graduates who actually interviewed for jobs with them this past year had trouble maintaining eye contact. - 50% of employers said that these new graduates asked for a very unreasonable compensation package. - 47% of employers said that the candidates were underdressed for their interview. - 27% of new graduates interviewing have used unprofessional language in the interview process. - 21% have refused to turn their camera on for virtual interviews. - 19% brought a parent to the interview with them. #interviewing #freshgrads #freshgraduates #jobseekers #communication

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.

Dear Employers, you are missing out on great talent. If you only hire what looks *good on paper* Quick scenario: A big-name employer is recruiting for their early career programmes. They sort through applications and identify two candidate types: Candidate A: Good on paper → Top-ranking university →Exemplary academic record →Multiple internship experience Candidate B: The total opposite →Average grades → Low-ranking university →Only retail experience Candidate A is deemed to be more qualified based on their profile. So they are automatically put through the recruitment process. Candidate B’s profile is average, and they are typically screened out. However, on this occasion, they are given the benefit of the doubt. In the practical exercise of the recruitment process, candidate B performs better. Therefore, they are given the opportunity and go on to be an asset within the firm. I’ve always identified as candidate B throughout my whole corporate career. Put through the recruitment process on a technicality and end up being good at the job. The truth of the matter is that I was lucky on every single occasion. Because the reality is that the majority of big-name employers mostly interview candidates who look good on paper according to arbitrary criteria like grades and educational status. This is not an inclusive way of recruiting candidates. I’ve recently engaged with many Talent Acquisition heads frustrated that their early career programmes result in the same *good on paper* hires year after year. Often, these hires are not diverse by way of background. The solution: Screen more candidates based on potential and less on arbitrary credentials. I am a *book appointment* button away if you want to discuss how to make your recruitment process more inclusive.