Steven Liang’s Post

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!

Here’s the reason why companies expect too much from entry level candidates: Bringing an entry level candidate onto your team has its challenges. With that lower price tag, you’re getting an employee who requires more training and guidance. Well, most managers don’t want to have to train an employee that much. Truly, if you’ve ever hired an entry level employee, you know that you’re not only training them on the job tasks, but also professionalism, communication skills, and how a business operates. So what do they do? Instead of opening up a higher level role, they put together an entry level opening… …But up the years of experience. The truth is though, you can still land an entry level position without hitting the total years requirement if you show the hiring manager in your resume that you have a decent understanding of the job (even if you don’t have the exact experience). If you want a higher converting resume, watch the Resume Revamp Masterclass in the comments. It'll help you polish your resume so you really stand out. Have you ever come across these types of job ads? How did you overcome the unrealistic requirements when applying?

Yes, you read that right. - Companies often hold over 5 rounds of interviews but still struggle to find the right talent. - They avoid hiring fresh graduates. - They lack clear salary scales and budgets. - They view gaps in CVs as major red flags. - Many hiring managers don’t know how to effectively conduct interviews. - Many companies don’t know how to create a proper job description. - They don’t understand the importance of having a recruiter. - They see the most qualified candidates as too expensive, ignoring the hard work that justifies their salary. - They avoid recruiting agencies or external recruiters because of the fees. Our hiring system has serious flaws that need urgent attention. We need skilled hiring professionals because hiring is an art and the most crucial function in any company. We must rethink how we identify and nurture talent, valuing diversity, potential, and passion over just resumes.

Let’s talk about the best time to apply for a job. Hint, it’s quick! Researchers suggest being quick to apply. Hiring managers look to gather candidates within the first 72 HOURS. That’s right. You have THREE days to identify a new job listing and fill out the application. Are you ready to apply to your dream role today? Follow for more tips on how to best prepare for your next dream role. Is your resume ready? #careertips #careercoach

I’ve noticed a growing trend that is both concerning and frustrating: so many jobs advertised as "entry-level" are requiring various types of experience. How can these positions be genuinely considered entry-level if they demand prior experience? And why is the offered salary often set at the minimum possible? As an educated, highly experienced professional, I find it challenging to secure even an interview or a basic CV review for these roles. This raises a critical question: shouldn't the terminologies and criteria for job postings be evolving? When will employers start valuing transferable skills and potential? It’s high time we reconsider how we define and fill entry-level positions. What are your thoughts on this issue? How can we drive change in this area? #JobSearch #EntryLevelJobs #CareerDevelopment #HiringTrends #JobMarket #Employment #Recruitment #Skills #JobHunt #CareerGrowth

Let's talk about the "Skills" section. I've chatted with lots of hiring managers, and they really care about your experience in the role you are applying for. Here's the thing: When hiring managers look at your resume and see certain skills listed but not tied to your past jobs, they might think you haven't used those skills recently if not the past years. This could make them pass on your application at times which unfortunately has happened. I always tell my candidates that it's not just about listing skills; it's about showing how you've used them. So, when you apply for a job, make sure to match your skills with the job requirements and show where you've used them before. This helps the hiring manager see when you last used those skills and what you can do. In short, listing skills on your resume isn't enough. You've got to show how you've put them into action in your work. What do you think about this? Let me know your thoughts! #recruiting #resumetips #resume

🎓 As a Graduating Student, Enough with the Broken Hiring Process The current state of hiring systems is beyond frustrating. Countless job postings seem like mere formalities, with hiring managers already having their ideal candidate in mind. It's insulting to spend hours crafting a resume, only for it to be dismissed in seconds because of arbitrary experience requirements. We invest years of study, money, and energy to reach where we are, yet our applications are swiftly rejected without even entering the arena of interviews. To add insult to injury, I recently had a conversation with one of the HR members in a firm and discovered that even they struggle to understand the very data points meant to highlight our experience. What's the motive behind this hiring process if those responsible for selecting candidates can't comprehend the criteria laid out before them? Are we being unfairly pigeonholed into rigid categories that hiring teams can't see beyond? Or worse, are our experiences and qualifications being dismissed simply because they don't fit neatly into a predefined box? It's time for hiring teams to reassess their approach and ensure that the process is inclusive, transparent, and ultimately focused on finding the best fit for both candidates and companies. One remedy could be the implementation of more holistic evaluation methods that take into account a candidate's potential and ability to learn, rather than solely focusing on past experience. Recruiters, could we not spare just a fraction of the time we spend building our resumes to provide us with constructive feedback? A simple review of our applications, highlighting where we fell short or why we weren't given a chance, would go a long way in easing the frustration and uncertainty of the job search process. As aspiring professionals, we crave transparency and guidance. We understand that not every application will lead to a job offer, but the least we ask for is the opportunity to learn and improve from each experience. Additionally, increased transparency in job postings regarding the actual requirements and expectations for a role could help mitigate confusion and frustration among applicants. Finally, fostering open communication between hiring teams and candidates throughout the process can promote a more collaborative and respectful hiring experience for all involved. Anything less is a disservice to all involved. As I prepare to embark on my career journey, I yearn for a hiring process that values transparency, fairness, and genuine consideration of candidates' abilities and aspirations. It's time to overhaul the system and create a more equitable and respectful experience for graduating students like myself. #GraduationFrustrations #ReimagineHiring

Let's be honest, searching for a job is WORK! As a Talent Acquisition professional, I understand that your resume is EVERYTHING if you are applying for a role! 🚀 Unlocking Success: Tailoring Your Resume for Job Applications! 📝💼 Searching for the perfect job? Your resume is your ticket to getting noticed in a sea of applicants. Here's how to stand out by customizing your resume to fit the role: 1️⃣ Research, Research, Research: Dive deep into the job description and company culture. Understand the skills, qualifications, and values they're looking for. This insight will guide you in crafting a tailored resume that speaks directly to the employer's needs. 2️⃣ Highlight Relevant Experience: Identify the key responsibilities and requirements of the job, then showcase your relevant experience front and center. Whether it's previous roles, projects, or achievements, emphasize the aspects that align most closely with the position you're applying for. 3️⃣ Quantify Your Achievements: Numbers speak volumes. Where possible, quantify your accomplishments to demonstrate your impact. Whether it's increasing revenue, driving efficiencies, or exceeding targets, tangible results grab attention and showcase your value. 4️⃣ Customize Your Skills Section: Tailor your skills section to match the job's requirements. Highlight the skills that are most relevant to the role and emphasize your proficiency in those areas. This signals to employers that you possess the specific competencies they're seeking. 5️⃣ Use Keywords Wisely: Many companies use applicant tracking systems (ATS) to filter resumes. Incorporate relevant keywords from the job description naturally throughout your resume to ensure it gets past the ATS and into the hands of hiring managers. 6️⃣ Craft a Compelling Summary or Objective: Your resume's summary or objective is your elevator pitch. Tailor it to reflect your interest in the role and how your background uniquely qualifies you for it. Make it engaging and compelling to capture the reader's attention from the get-go. Remember, a one-size-fits-all approach won't cut it in today's competitive job market. Customizing your resume shows employers that you're invested and serious about the opportunity. Ready to land your dream job? Let's tailor that resume and make it shine! ✨ #JobSearch #ResumeTips #CareerAdvice

Most hiring managers only spend between 13-15 seconds scanning your #resume before making an initial determination. ... scary but true! 😥 Here's a few tips to stand out: Take the 5 minutes and Tailor Your Resume for Each Job You can customize your resume for each position you apply to by aligning your skills and experiences with the specific job requirements using keywords from the job description. Make Sure to Highlight Achievements and Impact - And Quantify Them! Instead of simply listing job duties, emphasize your achievements by quantifying them with numbers or percentages to provide concrete evidence of your contributions. Incorporate Industry Keywords Research industry-specific keywords and incorporate them into your resume. This can improve your visibility in ATS and show that you are familiar with the industry terminology. Include Relevant Certifications and Training If you have relevant certifications or completed training programs, highlight them prominently. Certifications can enhance your qualifications and set you apart from other candidates. Provide a Link to Your LinkedIn Profile: Include a link to your LinkedIn profile. Ensure that your profile is up-to-date and complements the information on your resume. And last but not least....Check.For.Spelling.Errors. I cannot tell you how many times I've seen someone rejected for one little spelling error. Before spending hours completing applications - take 15 minutes to proofread. You can thank me later 😄 Never forget - the overall goal is to present a clear and compelling snapshot of your qualifications, making it easy for recruiters and hiring managers to see why you're an ideal candidate for the job. #jobsearch #resumetips #jobhunt #careeradvice