Adame Services LLC’s Post

The power of "Follow-Up" in recruitment❗   If you had to select one action in the recruitment process that holds significant impact, what would it be? For me, it has always been "Follow-up." This simple yet crucial action distinguishes true consultants from transactional recruiters and applies to both clients and candidates.   Recruiters: ➡ After interviewing candidates, communicate your next steps and keep them informed of progress. ➡ Provide prompt feedback after candidates meet your clients, avoiding leaving them in limbo as their current personal or mental state might lead them to anxiously await your updates. ➡ Ensure rejected candidates are informed about the outcome. While many recruiters excel at updating candidates who progress in the process, they may neglect those who didn't make it this time. ➡ Even if there's no update, reassure candidates that you're actively working on their case and will provide news as soon as possible.   Clients: ➡ Maintain communication with your recruiter or directly applied candidates regarding application status. Prolonged waits can lead to negative candidate experiences during the application process, damaging your company's reputation, regardless of accolades like "Best Place to Work."   Candidates: ➡ Update your recruiter about any changes in your status. Your recruiter works tirelessly on your behalf, engaging in tough conversations with clients to secure the best offer. It's unfair to keep them unaware if your circumstances change, and you're no longer interested in the role.   There are more points to highlight for all parties, but it's essential to emphasize that this simple action will undoubtedly have a significant impact, whether positive or negative. So, let’s follow up and stay professional.   What other actions can you think of that can make a big impact on the recruitment process❓ #recruitmenttips #stayprofessional #followingup

How we execute a hiring funnel that filters through job candidates and has you interviewing the top 1% in just 2-3 hours of work. Hiring sales reps, patient liaisons, and marketers is like attracting patients to your practice. The same principles apply. This proven process has resulted in many great hires for our customers and ourselves. Here are the steps we've taken that have worked for us: Step 1: Identify the Ideal Employee Avatar - It all starts here. We're hyper-specific about who would make an IDEAL team member for the role. We identify who they are BEFORE and who they will become AFTER. We sell the transformation from who they are to who they will be in three years (our ideal employee retention period). Step 2: Sell the role to the Ideal Candidate - We write job descriptions like advertisements. Most prospects will read the headline first, then the rest. We are hyper-specific with the need (while mentioning that the job will NOT be easy) to attract the best candidates and repel the rest. Step 3: Weed out the passive appliers and bots. Application forms ask yes-and-no questions and short answer-type questions. We then sort, rank, and disqualify candidates by the answers to our questions first. Then, we look at their resume before moving on to the next stage. Step 4: We grade mercilessly. We've had over 300 people apply to the jobs we post, but only 15% tend to move on to the next step. This process, when done right, takes 1.5 hours. Step 5: Make them take the next step. We invite all applicants to shoot a 2-minute video introducing themselves. In the video, we want them to tell us why we should choose them. They should also say why they want to work for us and show how they've lived our company values. Step 6: Use a hiring scorecard. We use a hiring scorecard for every role we hire for. This scorecard tracks the candidate's performance against a minimum score on interviews. Everyone who interviews the candidate uses the scorecard. About 5% of the applicant set sends a video; we shortlist 1% and make at least 2 hiring offers. Hint: We tend to hire in pairs. At worst, one might wash out, and at best, they'll see each other as worthy rivals. We've now amortized our onboarding and training costs by 50%. Free free to use this framework. It works great for us; do what you like. #HiringSuccess #TopTalent #EfficientHiring #RecruitmentStrategy #JobHiringTips

Week 29 The Art of Selecting the Right Recruiter: Your Updated Guide to Career Success You’ve been contacted by a recruiter—exciting, right? Well, maybe. Before you celebrate, it's crucial to understand that not all recruiters are created equal. Here's how to choose the right recruiter to ensure your career success. 1. Industry Specialization Does the recruiter specialize in your industry and area of expertise? In 2024, niche specialization is more important than ever. Recruiters with deep knowledge of your field can provide better opportunities and more relevant advice. Check their LinkedIn profiles, company websites, and reviews to verify their specialization. 2. Track Record and Experience How successful and experienced are they in your field? Look for recruiters with a proven track record. The best recruiters will have testimonials, case studies, or a history of successful placements in your industry. Use platforms like Glassdoor and LinkedIn to research their history and client feedback. 3. Candidate Collaboration How do they collaborate with their candidates? Effective recruiters will work closely with you, offering personalized advice, helping with interview preparation, and providing constructive feedback. In 2024, many top recruiters use advanced collaboration tools like AI-driven platforms to match candidates with the best job openings accurately. 4. Communication and Feedback Do they give you timely information and feedback? The recruitment process can be stressful, and good communication is key. Recruiters should keep you informed at every stage, from interview prep to post-interview feedback. Ensure they use modern communication tools, such as Slack, Zoom, or Teams, for timely updates. 5. Client Load How many clients do they usually work with at once? A recruiter juggling too many clients might not give you the attention you deserve. Ask about their current workload and how they manage their time to ensure they can focus on your needs. 6. Company Partnerships Which companies do they typically work with? A recruiter’s connections can significantly impact your job search. In 2024, leading recruiters will have partnerships with top companies in your industry. Check their network and the types of roles they frequently fill to gauge their suitability. 7. Personal Branding Remember, you are in charge of your personal brand. Make sure it’s not diluted by a recruiter who might send your resume to irrelevant companies or roles. A good recruiter should enhance your brand by targeting the right opportunities. Don’t settle for anything less. Call to Action There’s no need to tolerate a mediocre recruiter experience. Connect with Job Seekers’ Edge to access personalized guidance, timely information, and feedback that can propel your career forward. Take charge of your professional journey today and ensure you partner with the best in the business.

There’s a troubling trend emerging: recruiters who rely solely on emails and Teams meetings for candidate interactions. Let me be clear—this is not recruitment. If you’re not picking up the phone or meeting candidates in person, you’re missing crucial elements of the process. Here’s why: Understanding:You can’t fully grasp a candidate’s motivations or concerns through email alone. Communication:It’s not just about what is said, but also how it’s said. Engagement:Candidates may dodge questions or delay responses when only communicating via email. While you might secure some placements this way, you’re likely losing many more opportunities. Recruitment is fundamentally about building relationships, and you simply can’t do that through email alone. Feel free to challenge me in the comments. I’ll stand by this position. I understand the power of a database and the reach to targets and speed to market aspect and also the challenge of organising times to chat about the roles in short time frames. Excited to hear ideas on how to juggle and balance time with candidates and job roles.

Navigating the recruitment landscape can be a daunting task, but engaging effectively with potential employers can set you apart from the competition. Here are some tips to help you stand out during the recruiting process: 1. Research Is Key 🕵️♂️ Before you even begin the conversation, take the time to research the company and the industry. Understand their challenges, culture, and recent achievements. This knowledge will allow you to tailor your communications and show genuine interest. 2. Personalise Your Approach ✍️ When reaching out, whether it's through a cover letter or a LinkedIn message, personalise your message. Reference specific details about the company or the job role that resonated with you. This demonstrates attention to detail and a strong interest in the position. 3. Be Responsive 📲 Quick responses to emails and messages show that you are serious about the opportunity. It also demonstrates good communication skills and respect for the recruiter's time. 4. Ask Insightful Questions ❓ Prepare thoughtful questions that go beyond the information available on the company's website. This can be about the team you'll be working with, the company's future plans, or the role's potential growth opportunities. 5. Showcase Your Skills and Achievements 🌟 Highlight your relevant experiences and achievements that align with the job role. Use specific examples and results to demonstrate your capabilities and how they can benefit the employer. 6. Follow Up, But Don't Pester 📨 After an interview or any significant interaction, send a thank you note expressing your appreciation for the opportunity to engage. A follow-up email after a week can show your continued interest, but respect the employer's process and avoid excessive contact. 7. Be Authentic 🤝 While professionalism is crucial, don't be afraid to let your personality shine through. Employers are looking for individuals who will fit into their team and company culture. 8. Embrace Feedback 🔄 If provided with feedback, whether positive or negative, embrace it. Show that you are willing to learn and improve. This can leave a positive impression even if you don't land the job. 9. Network Effectively 🔗 Utilise LinkedIn and other professional networks to connect with individuals in the company. Engaging with current employees can provide you with insider knowledge and potentially advocate for you. 10. Prepare for Interviews 📚 Preparation is vital for interviews. Practice your answers, understand the STAR (Situation, Task, Action, Result) technique for competency questions, and be ready to discuss your experiences in detail. Remember, the recruiting process is as much about finding the right fit for you as it is for the employer. Engage with confidence, clarity, and authenticity, and you'll make a lasting impression. #RecruitmentTips #JobSearch #CareerGrowth

Here are 10 slam dunks when partnering with an experienced recruiter: 🏀 Clear Communication: The recruiter communicates openly and promptly, providing clear information about job opportunities, requirements, and the recruitment process. 🏀 Understanding of Your Goals: The recruiter takes the time to understand your career goals, skills, and preferences, and aligns job opportunities accordingly. 🏀 Respectful Treatment: The recruiter treats you with respect, values your time, and listens attentively to your needs and concerns. 🏀 Transparency: The recruiter is transparent about the hiring company, job details, salary expectations, and any potential challenges or drawbacks. 🏀 Expertise in Industry: The recruiter demonstrates a deep understanding of the industry, market trends, and relevant job roles, providing valuable insights and guidance. 🏀 Professionalism: The recruiter conducts themselves professionally in all interactions, maintaining confidentiality and adhering to ethical standards. 🏀 Support Throughout the Process: The recruiter offers support and guidance at every stage of the recruitment process, from application and interview preparation to offer negotiation and onboarding. 🏀 Feedback and Updates:The recruiter provides timely feedback from hiring managers and keeps you informed about the status of your application. 🏀 Relationship Building: The recruiter fosters a positive and long-term relationship, offering continued support even after placement in a role. 🏀Successful Placements: The recruiter has a proven-track record of successful placements and positive outcomes for candidates, indicating their effectiveness and commitment to your success. PS: Who's in your bracket to make the climb up the ladder to cut down the net? __________ 👋🏼 Hello! I’m Noorah... 🔸Senior Executive Recruiter 🕵🏻♀️ 🔸Career Matchmaker 💼 🔸People & Culture Champion 👩🏽🤝👩🏼+🌎 = 📈 🔸Human-Centered Leader 💞 🔸Millennial Mom 👯♀️ 🔸Wanderluster 🗺️ I specialize in the following verticals, offering: Direct Hire, Consulting, Interim Solutions, and Fractional arrangements in the Kansas City metro. ❤️💛 🔸Accounting & Finance 🔸Human Resources 🔸Operational, Executive, and Administrative Support 🔸Professional Engineering 🔸Logistics & Supply Chain 𝑷𝒍𝒆𝒂𝒔𝒆 𝒏𝒐𝒕𝒆: though I strive to support as many individuals as possible, it's not always feasible. We all have our areas of expertise and specialties, and it's important to acknowledge what sets us apart and our strengths, both personally and professionally. __________ I’m here to empower YOU to face your fears and land a career you love. Follow and tap the 🔔 in my profile to receive more updates around candidate experience, hiring, inspiration, and personal development. ♻️ Found this helpful? Feel free to repost and help your network!

The Future of Hiring.. Interesting article to read about the frustration during recruitment processes with over a third of invididuals feeling the need for more streamlined processes. As a specialist to the recruitment industry this is quite alarming that this is still some feelings by candidates in the current marketplace. We need to improve this. 💡 Points of frustration include a lack of feedback (40%), the constraint of cvs rather than assessments based on potential and skills (30%), the need for more streamlined processes (37%), and the prevalence of inaccurate job descriptions (31%). As a recruitment leader think about your own processes, how you can review skills of potential applicants for your roles and ensure that your job profiles are true to the actual role you are recruiting for. Ask yourself are your internal recruitment processes slick and online processes easy to navigate? Let's ensure we work together and lead from the front within this marketplace that we are so proud and passionate to be a part of. 🚀 Happy Friday everyone! 😃 🌍www.gillespieps.com #recruitment #recruitmentnews #recruitmentjobs

✨ Dear Employers, Do You Keep Losing Candidates to Competitors?    In the fast-paced world of recruitment, one of the most frustrating challenges for employers is losing top candidates to competitors. It's a scenario that plays out all too often, leaving hiring managers scratching their heads and wondering what went wrong. But fear not, because in the world of recruiting, just like in sales, mastering the art of closing the deal is key. 💡 Your hiring strategy can be as simple as A-B-C: Always Be Closing.  ️ 📣 In today's competitive job market, where skilled candidates are in high demand, the recruitment process is akin to a sales pitch. You're not just evaluating candidates; you're selling your company as the employer of choice. And just like in sales, maintaining ongoing communication with your prospects is crucial. Candidates want to feel valued and engaged throughout the hiring process. They want to know that their time and effort are appreciated, and that they're not just another name on a resume. By keeping the lines of communication open and providing timely updates on their application status, you demonstrate that you value their interest in your company. ✨ Communication alone is not enough. To truly stand out from the competition, you need to showcase your company's unique selling points. What sets your organization apart from the rest? Is it your innovative culture, your commitment to employee development, or your track record of success? Whatever it is, make sure to highlight it throughout the recruitment process. ⏳ Think of it as your elevator pitch to potential candidates. You have a limited amount of time to make a lasting impression, so make it count. Paint a compelling picture of what it's like to work for your company, and why top talent should choose you over the competition. 🤝 Finally, don't underestimate the power of highlighting opportunities for growth and development. In today's job market, candidates are not just looking for a paycheck; they're looking for a career path. They want to know that there are opportunities for advancement and professional growth within your organization. 🛣 By showcasing your commitment to employee development and career progression, you not only attract top talent, but you also retain them in the long run. After all, no one wants to feel stuck in a dead-end job with limited opportunities for advancement. 🔑 So, the next time you find yourself losing candidates to competitors, remember the ABCs of hiring: Always Be Closing. Maintain ongoing communication, showcase your company's unique selling points, and highlight opportunities for growth and development. Master these principles, and you'll be well on your way to winning top talent. #alwaysbeclosing #recruitinginnovation #toptalent