Kristen Fife she/her的动态

Time To Fill (#TTF), An Important #Recruiting #Metric There are a few different starting points that you could pick when using time to fill, such as when the human resources department creates the job opening or when they advertise the job. You could also make it when the hiring manager submits the job requisition for acceptance. The end date is typically when the candidate accepts the?job offer?or sometimes when they start their first day. ??? How to measure TTF? Time to fill is the number of days between the start and end date, which you can simply count. We can use the below method - For example, if you filled four positions and they took 10 (Job A), 20 (Job B), 20 (Job C) and 30 (Job D) days to fill, you would add those numbers and divide that number by four. The equation looks like this: (10 + 20 + 20 + 30) / 4 = 20 days The company's average time to fill a position is 20 days. How to reduce time to fill? 1. Create a #Referral #Program Consider creating a referral program that motivates your colleagues to refer a candidate to the company. Choose incentives that give employees a valuable reason to refer someone, like a bonus. A referral program can help distribute the job posts, which can quicken the hiring process. 2. Develop a Database Develop a database or spreadsheet of potential job candidates. This can include past candidates that applied after you hired someone else or candidates who progressed to the last few stages of the hiring process. You could even ask a #recruiter to search for candidates on job-seeking websites. This database allows you to skip looking for new candidates when posting an open position. You may know some or most of these candidates' credentials, which can make choosing a candidate take less time. 3. Analyze the Processes This means looking at the #hiring process to see how long each component takes. You may find that a certain process takes much longer than other aspects. For example, if the interviewing process takes twice as long as the other hiring processes, you might try to analyze what's making it take longer. Once you determine what is taking so long, you can devise solutions to shorten that phase, such as allocating more employees to interview candidates and shortening the interview process. 4. Use #technology You can also use recruitment technology to search for candidates. Recruitment technology or programs let you publish open job posts on different social media platforms. This may make it easier to distribute these materials to a large audience. You could also use other pieces of technology to digitize the hiring process. For example, you could perform digital interviews or onboarding. Try to research different programs you can use to help improve your employer's hiring processes. #TimeToFill #StrategicHiring #RecruitmentProcessImprovement #AI #SaaS #TalentAcquisition #Hiring #Recruitment #Talentacquisitionjobs #ExecutiveHiring #ExecutiveSearch #BGV #TA #TechHiring #ProductManagerJobs

?? Streamlining Your Job Search: Tips for Candidates in any Industry ?? I hope my connections get something from this because we will all be on the hunt for a new role at some point. There is something I have seen recently which has made me consider ways to make a candidates job search more streamline and effective. In the Fire and security industry, everyone with a phone thinks they can recruit in it. I speak to candidates who are hounded with calls from agencies who end up working with 10-20 agencies at once. This is not streamline or effective. Below are some tips for attacking your job search. 1. When you speak to recruiters, question them on roles they currently have. If they don't have anything specific, They will be using your CV to win jobs and business, this could work but isn't a guarantee anything will even come from it, keep that in mind. 2. Speak to 1-3 consultants and let them get to work, give them a few days and if nothing comes of it, go through your emails and voicemails and contact others. In certain locations we will all be speaking to the same companies and the last thing companies want to see is your CV come into their inbox 10+ times. 3. If they mention a job they are working for a company, ask them if they've placed with said company. If they have, you know further down the line they will have an understanding of the offer and the on-boarding process and there won't be any horrible surprises. 4. Make sure you are clear on what are your non-negotiables and make sure they are letting the company know from the start. Do you need to work around school drops offs? Tell them. If you wouldn't consider a role which covers the country, tell them. If they come back to you with options not fitting to what you want, they aren't genuinely finding what you want and are just fishing for roles. 5. MAKE NOTES OF WHO YOU ARE SPEAKING TO. I can not stress this enough, if you are a mad man/woman and speaking to 10+ companies, make notes of who you are speaking to and what they offer. I have had two candidates recently who nearly turned down a role they got confused with another! The recruiter should be giving you all the details you need but if you are using multiple agencies, it is your job to keep track of it so you don't miss out on a role you really want. I hope this helps some of you streamline your job search and get better results. Remember, less is more! Quality over quantity when it comes to working with recruiters. Have any tips to add? Let me know in the comments! #JobSearch #FireAndSecurity #RecruitmentTips #CareerAdvice #Hiring

Recruiters have been known to trash talk job boards. Even though I am biased toward direct recruiting, I recognize that countless great hires have resulted from posting jobs. This is the best approach for many companies, especially those with limited recruiting budgets. So, let me offer some tips from a headhunter's perspective. First and foremost, to attract the attention of top talent, treat potential candidates as though they are buyers rather than sellers. Unless you have a well-respected employer brand, your job post may need to go the extra distance to entice a highly desirable candidate to take the time to apply. I’ve read job posts where most of the content is dedicated to describing what the company wants from the applicant rather than what the company or job has to offer. To me, this is like having a company website with the homepage dedicated to what is required to become a customer. (Surprisingly, not even Ferrari does this.) When you post a job, you already have a limited audience. Why narrow it further by not maximizing the opportunity to capture attention? Instead of a list of requirements or duties, begin with a description of what makes this a great opportunity. Before you write a job posting, consider these questions: - What does our company offer to someone who would be the right type of candidate? - Why would someone want this job? What makes it a great opportunity? - What aspirations, motivations and values do we want to appeal to? Brevity is usually an asset. Sometimes, long detailed job postings are an attempt to deter unqualified applicants. Trust me, you’ll get those applications regardless. Long lists may instead deter the right candidate from reading the entire post. The applicant you want to attract might be someone casually browsing a job board. A lengthy, uninspiring list of qualifications and duties won’t catch their eye. Additionally, you might miss referrals from job seekers who find your post uninteresting. Rather than expecting the job posting to screen applicants for you, use it as an invitation to start conversations with potential candidates intrigued by the opportunity. Yes, you will have applicants that aren't even remotely a fit, but you can't really avoid this, no matter how well you craft the post. Let your applicant review and screening process winnow the list to the ones you want to meet. +++++++++++++++++++++++++++ Reach out if you could use help refining your job posts and applicant screening process.

This one goes out to recent college grads (if you've given yourself the luxury of "one last summer") and those starting their last year of university. Your future is here - it's time to launch your career! While in school, you probably visited your university’s career services department. They helped you write your resume and made you set up a basic LinkedIn profile. Maybe they connected you with some on-campus interviews. But you’ve been sending those resumes out, and getting no response. Your cover letters have a desperate subtext. You'll take anything, if only someone would give you an opportunity! Hang in there; it'll happen. While you’re waiting, here are 8 things you can do to be sure you’re well-positioned to jump when the right opportunity arrives: ???????????? ????????????????. Have you done this? Prospective employers will. Any photos of you partying (no matter how cute you looked) questionable posts that happen to be public, will probably resurface. Find them before a hiring manager does, and remove them. ??????????/???????? ???????? ?????? ???????? ???????????? ?????????? ????????????????. Go all the way back to the beginning. Any photos or videos you wouldn’t want Meemaw to see, change the privacy settings or remove altogether. ?????????? ???????? ?????????? ??????????. And respond to messages promptly. I know, everyone texts now. But it’s still the primary way employers will reach out to you about job opportunities. ?????????? ??????????????????, ??????. Who uses a phone to talk to anyone? Recruiters do! So be sure your voicemail greeting has been updated since you first set it up in middle school, and clear out your deleted voicemails so that recruiters can leave you a message. ???? ???????? ???????????????? ????????. LinkedIn is a critical tool for your job search. Recruiters search LinkedIn for candidates all the time and many use its professional recruitment tool. Be easy to find! ???????????????? ???? ?????? ????????????????, ??????: Check out prospective employers, read what industry leaders have to say, and follow topics of interest. Interact with people who work at your target companies. Set your status to “open to finding a new job. Tell your story in the About section. Ask for some recommendations. ?????????? ???????????????? ????????????????. Frequently. Do it when you check your email. ??????????????. Use LinkedIn to facilitate (but do it IRL, too). Connect with everyone you know. Tell everyone you’re looking for work. Don't tell them you’ll do “anything” – tell them what you really want to do, and ask if they know anyone who can help you find a job in that area. You are far more likely to land a job through a personal connection than you are by sending out your resume blind. These activities should keep you busy and on the right track as your job search is in process. What other tips do you have for first-time job seekers? Drop them in the comments!

?? 5 Steps to Get the Job You've Always Wanted ?? Dream jobs don’t just land in your lap—you have to go after them! Here's how: 1. Know What You Want Before jumping into the job search, take time to define your dream role. What excites you? What kind of company culture are you looking for? Do you need flexibility or growth opportunities? Knowing your non-negotiables makes it easier to narrow your search and focus on the jobs that fit you. The clearer your goals, the faster you’ll spot the right opportunities. 2. Build a Standout Resume Your resume is your first impression, so make it count. Customize it for each job, highlighting the skills and experiences that match the role. Use specific achievements and measurable results (like “increased sales by 20%”) to show the impact you made. Employers want to see how you can bring value, not just a list of job duties. Tailoring your resume to each application helps you stand out and increases your chances of landing an interview. 3. Leverage LinkedIn LinkedIn is essential in today’s job search. It’s where recruiters find talent and where you can showcase your expertise. Keep your profile updated with a professional photo, clear headline, and well-crafted summary. Make sure to include keywords related to your industry and list relevant accomplishments. Engage with posts, comment on industry news, and grow your network. You can also activate the “Open to Work” feature to let recruiters know you’re available for opportunities. 4. Ace the Interview Interviews are your chance to show how you’re the perfect fit. Start by researching the company’s culture, values, and recent news to show your interest. Practice answering common interview questions like “Why should we hire you?” and “Tell me about a time you solved a problem.” Use real-life examples to show your experience in action. Make sure you’re ready to highlight your key strengths while addressing how you can solve the company’s pain points. Don’t forget to ask your own questions to show you’re invested in finding the right fit. 5. Partner with a Professional Recruiter A recruiter can be your secret weapon, helping you access roles that aren’t publicly advertised and getting your resume in front of decision-makers. At Wholesale Recruiting Solutions, we specialize in creating anonymous, personalized profiles based on your skills, career goals, and compensation needs. We work directly with employers to connect you to the right opportunities without the stress of a traditional job search. ?? Ready to take the next step in your career? Send us your resume, and let Wholesale Recruiting Solutions help you land the job you’ve been dreaming of! #JobSearchTips #DreamJob #CareerGoals #ResumeTips #LinkedInProfile #InterviewPrep #ProfessionalRecruiter #WholesaleRecruitingSolutions #GetHired #CareerSuccess #WholesaleDistribution #ElectricalDistribution #ExecutiveRecruiters #Recruiting #TalentAcquisition #WRS2024

Let's discuss some common recruiter terms and why they matter to your job search. "???????????????? ????????????????????" This phrase is defined as (a recruiter) identifying a candidate for a target job. It emphasizes searching for qualified people over waiting for them to apply for a position. Want to be "sourced"? You need to make it EASY for the recruiter to find you! - Make sure that you are using the right keywords. ?? AI tools can be?used to find relevant keywords in job descriptions. Huntr(io) has a new tool that color-codes the keywords to make them stand out more noticeably. ??Don't waste precious headline space with irrelevant phrases. - Thousands of people are wasting precious headline space with phrases like "Coffee Lover," "Girl Dad" & most popular-- "Dog Lover." Recruiters also source candidates in industry-relevant groups. Ten years ago, it was common for a recruiter to post a job description on an industry association job board when sourcing for a niche position, but in the digital age, a recruiter is more likely to find candidates in the "dark social" (Slack channels, Reddit feeds, LinkedIn comments, etc.). ?? If you're niche-- be known.?? ?????????? ?????????????????? in hiring, a fairly new concept, omits candidate identifiers like name & gender to mitigate bias. ATS platforms such as Greenhouse Software support this practice, aiming to foster fairer hiring processes. "??????" refers to the job posting. Corporate recruiters often handle 25-60 reqs concurrently, each attracting 100+ candidates, totaling a portfolio of 250-600+ applicants. (Glassdoor data). *This is why they don't get back to you with individualized feedback "???????? ???? ????????" is a KPI (Key performance indicator) for recruiters that measures the number of days between the publication of a job & getting an offer accepted. The average time to fill for new graduate roles is approximately 43 days. Typically, when a position is posted, the recruiter spends the first 2-4 weeks publicizing the job and screening candidates. The next 3-5 weeks are spent interviewing candidates, and in the final 6-7 weeks, the recruiter checks references, performs a background check, and administers any assessments before making an offer. 43 days is the AVERAGE for a new graduate hire. For harder-to-fill or managerial positions, that number can be much higher (& not as much of a factor) Why does this number matter? If you are being rejected from positions, consider the timing of your application. If you applied 37 days after the position was posted, it’s likely they are well into the interview process. If the organization is still actively recruiting after the average time to fill KPI, as a candidate, you may want to question if the organization is being unrealistic or if there are internal red flags. What other "recruitment" words have you heard but aren't sure what they mean?

Job Market Transformation through Technology: Are You Ready to Keep Up? If you’re navigating the job market today, you’ve probably noticed a big change – and no, it’s not just about more remote roles. Technology has fundamentally altered how we search, apply, and connect in our job searches. From AI-powered resume scanners and LinkedIn’s recommendation algorithms to the rise of networking platforms tailored to every industry, technology is setting new rules for job seekers and career changers alike. Here’s the reality of today’s job search landscape: ?? 95% of large companies now rely on Applicant Tracking Systems (ATS) to filter resumes. That means an algorithm might screen your resume before a human ever sees it. A key insight: resumes with specific keywords are 4x more likely to reach recruiters. LinkedIn’s research shows that nearly 70% of job applications now go through a social media review. It’s no longer enough to have a static resume; your digital presence needs to tell a cohesive story. Job boards, networking platforms, and professional communities like LinkedIn allow us to connect more easily, yet many people don’t realize how to leverage them effectively. For instance, did you know that simply engaging with content on LinkedIn can boost your visibility to recruiters? One of my clients, a mid-level manager looking to break into the tech industry, was struggling to get noticed despite a strong background. After assessing his resume’s ATS compatibility, we rephrased sections and integrated strategic keywords that aligned with his target roles. He also optimized his LinkedIn profile with skills relevant to his new industry and followed targeted companies. In just one month, he saw a 300% increase in interview invitations. Eventually, he transitioned into tech with a huge salary increase. The truth is, today’s job market is competitive, and navigating it might feel overwhelming. Still, technology is both a challenge and an opportunity. It can be a powerful ally if you know how to leverage it. If you’re ready to fine-tune your resume, improve your online presence, or strategize for long-term growth, now is the time to act. Connect with me now, and let’s ensure that your job search strategies are working for you and not against you. Wishing you a productive and successful November! #JobSearchTips #CareerGrowth #ATSResilience #DigitalResume #ExecutiveCareerPath #JobSearch #CareerTransition #ATSOptimization #ResumeTips #LinkedInPresence

Absolutely spot on! So many people fall into the trap of thinking the market is against them, when in reality, it’s about how you’re positioning yourself in the race. Companies are still hiring, but the strategy has evolved, and the people getting the opportunities are the ones who are adapting. We’ve seen firsthand that tailored resumes, leveraging referrals, and building genuine relationships make all the difference. It’s not just about putting in the hours; it’s about putting in the right effort. For anyone feeling stuck, it’s time to rethink your approach—stop relying on old methods and start running the race smarter. The opportunities are out there for those who go after them the right way. #CareerGrowth #Networking #Referrals #JobSearchStrategy #GrowthStreet

Job posting versus Recruiter I was thinking about the recruiter I talked to who is burning out as they are responsible for screening candidates that apply to their company’s job postings. I got to thinking, what is the difference between candidates that apply to a job posting versus those discovered by a recruiter? If you’re in the hiring space, this one’s for you. Candidate Quality Job Post Applications: Often times, when you post a position, you get a flood of candidates. And many are not even remotely qualified. There may be a few gems in the flood, but you’re spending a lot of time going through resumes. Found by a Recruiter: When you work with a highly experienced recruiter, you will be presented with candidates that have gone through a significant vetting process. The skills, experience and cultural fit of the candidate will be a match. Engagement Level Job Post Applications: When people apply to job postings, often times they are just “testing the market” to see what is out there. They may not be fully invested in a job search and you have to figure that out when you interview them. Found by a Recruiter: Recruiters present candidates that are interested in your position. The candidate wants to learn more about your company and are open to making a change. Time and Efficiency Job Post Applications: You may spend many, many hours sifting through the resumes you’ve received. You then shortlist the candidates, schedule interviews, 2nd interviews, and weeks, if not months later, you make an offer. And hope the person is still available and interested. ? Found by a Recruiter: Recruiters cut through all that and present qualified candidates. You get to focus on interviewing candidates that are great fits. ? Passive candidates Job Post Applications: Passive candidates people who are not actively looking, but will make a change for the right opportunity. People who are actively looking to make a change make up the majority of the people who will apply to your post. This is fine, but you may be missing passive talent that are great fits for your company. Found by a Recruiter: Recruiters know the passive talent pool. These candidates are often the talent you need but never saw your job posting. ? Job postings can be useful when looking for candidates, but they can also impose a significant drain on your time. ? If you find yourself burning too much time looking for your next great hire, consider working with a recruiter. We can help you save you your most valuable commodity, time.? ?? My name's Dan ?? I help companies find awesome talent. ?? If you want more info, have any questions, DM or email me! #ITSales #MSP?#MSSP?#Sales?#Managedservices

Feeling stuck in a rut in your search for physical product design and development opportunities? You’re not alone. Most of the job seekers I speak to are struggling to find relevant listings, let alone secure interviews for suitable roles. When we drill down into their search strategies, many people are only scratching the surface. And it’s no surprise. There’s little support for job seekers these days, and let’s face it—who really aspires to be an expert job seeker? In this post, I want to focus on one often-overlooked area:?job boards. You’ve searched LinkedIn and spent hours trying different job titles, sifting through all the digital roles just to find a handful of “relevant” vacancies. Maybe you’ve done the same on Indeed. But this is where many people stop. Don’t get me wrong—these are both great platforms. But are you covering the entire job market? And is your profile visible to?relevant recruiters? Different recruiters (both internal and agency) subscribe to different platforms. Many of these platforms offer saved search and alert functions. Just like you can set up job alerts on LinkedIn and Indeed, many job boards allow recruiters to set up candidate alerts. When a CV meeting their saved search criteria is uploaded, they get an alert. In my experience, agency recruiters often prioritize searching databases and receiving candidate alerts over screening applications. This means more relevant profiles are identified quicker—leading to?more calls?for you. LinkedIn and Indeed have this feature too, but they prioritize messaging over phone calls, which can put off some recruiters who prefer the instant feedback that comes with a call. So, what’s next? I recommend expanding your job search by adding a few more job boards to your list. In my experience, the following are widely used in the UK: ???Jobsite ???Totaljobs ???CV-Library ???Reed ???Monster Of course, there are hundreds of other boards.?Where do you start? I’d suggest?Google. Simply search for the job you want, and click through to see more. One great thing about Google for Jobs is that it identifies when a job has been posted in multiple places and combines those into one listing. It even shows you where the ad is posted—pro tip:?this can give you a targeted list of places to upload your CV. (Check the image below.) Give this a go and let me know how you get on. PS – Be a legend and share this post to help someone in your network! ?