Normalize ?? not ?? rejecting ?? applicants ?? on ?? holidays ?? 1. Good news or bad news? 2. If good news, send email. 3. If bad news, check calendar. 4. Holiday or not holiday? 5. If holiday, delay send 24hrs. 6. If not holiday, send email. Are there downsides I’m overlooking?

Just two weeks before the winter break arrives! Today’s gift? We’ve included a job description template that we use at Charlie to make your life easier in the new year!?? ?? Open today’s door and get a job description template that gives all the details your candidates need to apply – what your company is about, the qualifications needed for the roles, expectations as well as benefits and salary range. Download it in the comments. #SmallBusiness #AdventCalendar #HRAdventCalendar

Assignment writing today, gathering data from Skills for Care and Norfolk Insights webpages. There is such a wide range of valuable data to draw upon, well worth a look - although it's hard to know when to stop! Top tip - maybe set a timer! One interesting statIstic I noted is that over half of people in Norfolk drive to work... ?? Given the rural nature of our beautiful county this isn't surprising. But the significant high costs, drain upon time and environmental impacts of doing so, opens up a conversation - there are fulfilling careers in adult social care that are right up your street, literally! Take a look on https://lnkd.in/gk-4NSr or make contact directly with local employers. We must continuously challenge ourselves in our approaches to candidate attraction. Evidence-based decision making underpins effective recruitment practices... Now back to the assignment...

Last weeks poll results are in ?? We asked: Have you ever received a counteroffer from your employer after announcing you were leaving? The results: 66% of people got a counteroffer, but here’s the kicker: 42% still left. That means money or perks weren't enough to fix the real problem - job satisfaction, career growth, or culture. Only 24% stayed. So, while counteroffers work sometimes, they're not a guaranteed strategy. And with 34% never receiving one, some employers don’t even bother. What are your thoughts?

Over 500,000 people have seen this video about the ageism that older job seekers face today. Finding a job is tough... even tougher when you're an older adult and you're experiencing subtle or hidden ageism. (and these days even 45+ is considered an older job seeker) In this video, I share with you examples of subtle ageism, why it happens, and what the coded language means... AND WHAT YOU CAN DO ABOUT IT and turn the tables to make your case. https://lnkd.in/gvbpdDjy IMPORTANT | The ?? starts at 4:00 - 12:00 min and some people are going to have their minds blown ?? about what REALLY happens and why. IMPORTANT !!!! Around min. 10:00 I suggest what older job seekers can say or do to make their care... AND tell employers why they should get off autopilot, break the mold, and get REAL about how people and the world work today... and of course why older job seekers can be such a great find. Here is the real deal. ?? Think of it like a job search version of Anthony Bourdaine's "Kitchen Confidential"... where he blew the lid off what really happens in restaurants. This is what really happens and why... and how you can call BS when you experience it. ??Some employers and virtue-signaling HR people and career coaches may not like what I have to say.... but that doesn't make it wrong. ??♂????? This is a conversation | and presentation I had with a group of my Advanced Adulting Community at one of our weekly calls. It's pretty raw and real. This advice isn't textbook.. it IS REAL and works. Forget playing by the old rules... you have to take care of yourself... and I'll show you how. Let me hear from you. Leave a comment or share it with your friends. HOW DO I KNOW ALL THIS? I’ve created recruiting programs for some of the biggest companies in America. For over 15 years, I was one of the country's top headhunters | and executive recruiters and was a managing partner at one of the largest recruiting firms in the nation. My work has been featured in the Wall Street Journal, Fast Company, and more. My book CAREER COMEBACK 8 Steps to Getting Back On Your Feet When You’re Fired or Laid Off was a best-seller published in 11 countries. I’ve placed over 1,000 people and worked with job seekers ranging from senior executives to hourly, blue-collar, tech, and more. Bottom line… I KNOW MY ??, and if you're a job seeker I'd like to help YOU get noticed, regain control, and get ahead in your job search AND if you're an employer, I'm happy to SPEAK TO YOUR teams THIS, and how you can turn it into an advantage. Love to hear your thoughts... Lyndsey Simpson Adrion Porter Simon Long Jacynth Bassett Bonnie Marcus John Kraski #ageism #olderemployees #over50 #advancedadulting #genx

?? NOT ALL LABOR IS PAID LABOR! ?? It does not matter if you took time off of paid work for your mental or physical health, to take care of someone else or you were just vibing. Not only do employers need to understand this but candidates need to be confident about it in the interview process. You can answer the interviewer's questions without mentioning that you had a break without paid labor. You can also mention it with the confidence that you were doing what was best for you at the time. It's up to you! Don't know how to answer specific questions? Just ask! #ISaidWhatISaid #EndTheStigma #ResumeGaps

Let's help you out with these 5 essential checks before accepting your dream job offer!" ?? Salary and Benefits: Make sure the offered salary meets your expectations and industry standards. Review benefits like health insurance, retirement plans, vacation time, and other perks. ?? Job Title and Responsibilities: Check if the job title and responsibilities match what was discussed during your interviews. Ensure they align with your skills and career objectives. ?? Start Date and Location: Confirm the proposed start date and work location. Ensure they fit your schedule and are feasible logistically, especially if relocation is required. ?? Terms and Conditions: Pay attention to terms like probationary periods, non-compete clauses, confidentiality agreements, and termination clauses. Understand their implications and seek clarification if necessary. ?? Legal and Compliance: Ensure the offer letter follows relevant employment laws. Look for any discrepancies and consider consulting a legal professional if you have concerns. Follow us Skilmax for more job opportunities! Visit our website: https://skilmax.com/ Book a free consultation now Live chat now on WhatsApp?? https://lnkd.in/d5HrVpfn #DreamJob #CareerTips #JobSearch #OfferLetter #CareerAdvice #SkilmaxOpportunities #JobSeekers #EmploymentTips #JobSearchTips

Unemployment Story of the Week...................... Received an email from a recruiter that my resume was passed on to them from another recruiter due to a job he was sourcing for and that he would love to set-up a time to discuss. I sent him 5 different dates/times that I was available and then................crickets Checked back in a couple days later to them know I was still interested and even gave some additional times that I was available...................crickets Sent one more email a couple days later..................a week later I hear back that all those dates/times have passed, do I have current dates/times available. Sent another list of dates/times...............crickets Sent one more final email two days later with dates/times.................he finally gets back and says "lets tentative plan for Tuesday @10am MST, please call me at this number" Call the number, he asks who I was, tells me he doesn't have my resume handy and was hoping I could email it to him along with my LinkedIN link. Get my laptop all ready and send it over. Then he states "oh right I remember who you are, the VP of HR wants to speak with you at XX company, are you interested???" "Do you have a job description I can review so I know what the job is? Is this a job I applied for? Or is this a cold call?" Recruiter "Your resume was sent to me, I thought you were a good fit, are you interested" "Please send the job description over and I will review and let you know" Recruiter "I will send over later today, thanks" No email was received...............emailed recruiter again, asking for follow-up.................crickets One week later, job description is sent over and the recruiter states "VP of HR wants to meet with you tomorrow at 11am are you free?" I let him know I am and would love to interview with her. No further information from the recruiter.................I googled the company to get the address and the name of the VP Of HR, showed up for the interview and it was wonderful. She was a delight to speak with and the job sounds fantastic. Let the VP of HR know that she may want to work with a different firm in the future as my experience with them has not been the best..........her response "you are about the 10th person to tell me that, they just must be busy"

Is anybody in there to pick up the phone? It's the recruiter calling to say hello. Don't worry—I don't bite, and you won't have to make a commitment right then and there—unless you want to. If your business is amongst those who responded affirmatively that you intend to hire this fall or certainly before the holiday season then perhaps there is all the more reason to take my call even though we both know it's you who has to initiate the call since I don't know who you are but you now know who I am. Oh by the way afterhours for me is midnight. #professionallytrainedandhighlyrecomended #wellover10yearsstaffingagencyandcorporaterecruitingexperience #multistatecapability #mortgagestaffing #insurancestaffing #ITstaffing #financialstaffing #salesstaffing #budgetbasedfees #officepolicy #compensationandbenefits

???? ???????? ???????????????????????? ???????????? ???????? ???? ??????????? So, you had an interview at a great new company, they are offering you everything you're looking for in your next career move. You are SO excited. ??????????????... You go to hand in your notice to your current employer and they hit you with a very-tempting counter-offer Amazing, right? ... ?????????? ?????????? ???????? ?????????? ?????????? ?????????? ??????????????????, ???????????????? ?????????? ?????? ?????????? ???????????? ?????????????? ???? ?????? ???????????? ????????: ?? Your reasons for leaving likely haven't vanished. Was it lack of progression, bad culture, or a recipe for burnout? A counteroffer rarely fixes these. ?? They signal employer desperation. Employers are throwing money at a problem to avoid the hassle of replacing you. Counteroffers are often temporary fixes, not solutions - like when you were at school, the nurse giving you a wet paper towel to put on your broken arm???? Before accepting that counter offer, ask yourself: Does this truly address WHY I wanted to leave? #careeradvice #newopportunities #worklifebalance