The Power of the Follow-Up: How to Stand Out in a Sea of 500+ Applicants Let’s be real, biotech’s new norm is wild. Every job posting? 300-500 applicants. So how do you rise above the noise? ------ Follow up! ------- We’re the first to admit it—stuff slips through the cracks. With hundreds of applications for each role (and thousands in the mix), it's easy to miss a standout. In short: we’re drowning! ??♂? If you know you're a perfect fit, let HR/TA know! If you check 10/10 boxes and feel like the role was written for you, don’t be shy—give a nudge! However, if you’re checking off 2/10 boxes and applied to 6 different roles at the same company… well, there might be a reason you haven’t heard back. ?? Pro Tip: Be a specialist! Applying to every job on the board is like throwing spaghetti at the wall—HR (or our friend, the AI bot) will just toss your profile into the mystery pile. Be precise in your application. Be concise in your follow-up. And most importantly, Be nice—if you don’t hear back right away, it’s not personal. We promise we’re not ghosting you! Follow these steps, and you’ll have a much better shot at standing out in this packed market.
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The art of the follow up takes time to master!
The Power of the Follow-Up: How to Stand Out in a Sea of 500+ Applicants Let’s be real, biotech’s new norm is wild. Every job posting? 300-500 applicants. So how do you rise above the noise? ------ Follow up! ------- We’re the first to admit it—stuff slips through the cracks. With hundreds of applications for each role (and thousands in the mix), it's easy to miss a standout. In short: we’re drowning! ??♂? If you know you're a perfect fit, let HR/TA know! If you check 10/10 boxes and feel like the role was written for you, don’t be shy—give a nudge! However, if you’re checking off 2/10 boxes and applied to 6 different roles at the same company… well, there might be a reason you haven’t heard back. ?? Pro Tip: Be a specialist! Applying to every job on the board is like throwing spaghetti at the wall—HR (or our friend, the AI bot) will just toss your profile into the mystery pile. Be precise in your application. Be concise in your follow-up. And most importantly, Be nice—if you don’t hear back right away, it’s not personal. We promise we’re not ghosting you! Follow these steps, and you’ll have a much better shot at standing out in this packed market.
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Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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Ahh, the face of not real canidates. I always ask three pre-screening questions, not because I'm looking for specific answers but because I want to gauge the candidate's ability to communicate effectively. This approach helps filter out applicants who auto-apply without considering the job requirements or qualifications. -Kent #Recruitment #HiringProcess #CommunicationSkills
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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Student at Swiss Hotel Management School; Interning at Kempinski Hotel & Residences Palm Jumeirah
Came across this post, and this is a good reminder to self not to be too reliant on AI in the current AI-driven world. We need to continuously improve and empower ourselves. AI is useful but use it to assist you, not to replace you.
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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Here we have a status showing that problem with the job market currently. Not the candidates and their ‘shocking’ answers back. The HR/recruitment style is the problem. People don’t care about whose behind a CV, chemistry, values or the person anymore. For any recruiters out there, spend a few minutes calling your candidate, ask them questions but also let them ask you questions, and even better, have some of the answers they are looking to find out. If you want exceptional people, you need to also spend time investing in them. Oh and don’t even get me started on the salary. Companies have dropped the money they are prepared to pay someone, and then wonder why people don’t apply, leave quickly, or you get someone who’s ‘average’ applying rather than someone who will make an impact on the business. It all stems on lack on respect.
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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For Companies and Businesses who don't embrace and take advantage of AI Software and Technology will be smoked and left behind "in the dust" by those who do.
What is the difference of someone replying with AI generated content, and universities, and schools giving out participation trophies in contest? That is where people get the idea of it. Anyways what better way to demonstrate that the person is up on the times with using technology? If we don't do something people will one day own a robot that utilizes AI to mimic their own personality and send that robot out to do their work in place of themselves. Most of all jobs will be replaced by robots since they make design robots to do the job efficiently and without pay. However that presents another problem, if all companies that make stuff have a robot do the work, without pay where is the money gonna come from to buy the products or services that the robots do since nobody has a job to have money to buy the products and or services?
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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Here for the comment section ????
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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I get it—putting in the effort at every stage of the hiring process is crucial. But let’s flip the script for a moment. From a candidate's perspective, the process is often just as frustrating. Imagine applying for senior-level roles and investing hours (if not days) crafting answers, building case studies, designing detailed presentations, only to be met with radio silence or a generic rejection after weeks of waiting. It's no wonder some candidates feel like the whole system is broken. For many, it’s a cycle of endless pre-screening questionnaires, assessments, and interviews that rarely lead anywhere. So, yes, some might resort to shortcuts like AI-generated responses—especially when the effort they put into other applications goes unnoticed. It’s not about right or wrong behavior, but about a system that’s starting to lose balance on both ends. Candidates are just as fed up with processes that seem to waste their time as much as companies are with one-word answers. It’s time to rethink hiring. Both sides deserve a process that’s efficient, respectful of time, and focused on real, meaningful interactions.
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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Sec+ | CC | SC-900 | AZ-900 | DP-900 | AI-900 | ITILV3F | IP | 1D0-541 | CNSP | CAP | C-VA | C-SWAPTT | C-JWAPT | C-JMAP | Alison (IAM)
?? ?? ?? ?? ?? ?? ?? This is just another one of those illogical, click-bait posts, hoping to get more engagement. For one, senior roles do not get paid with just 100K. Secondly, the hiring process should be a two-way street - TA and the hiring manager should do leg work on their prospective candidates, not just the usual "one-sided company look-up and research" by job applicants. Lastly, ATS systems coupled with such "3 pre-screening questions", will not always get you the best talent for the job. ?? ?? ?? ?? ?? ?? ?? ?? ?? ?? ?? ?? ?? ?? Congratulations, you did it, Jamie Smith! You are now very famous. (Seriously though, you need to reconsider your perspective.) ?? ?? ?? ?? ?? ?? ?? #LinkedIn #ClickBaitPost #BackFired #September2024
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
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Global HR Leader | CHRO | HR Expert | Strategic Business Partner | DE&I Innovator| HR Mentor
I’m very confused ?? as to why he didn’t pick up the phone and ask the questions in a phone interview. You will NOT get the same answers from written responses vs hearing the answers over the phone, zoom or in person. Stop putting up all these obstacles to get the right person for your company. Hiring is not that hard it’s called MAKE AN INFORMED DECISION QUICKLY! People are traumatized, tired, and fed up with the hiring shenanigans!!! #1hrexpert #hiringpractices #hireonthespot #hr #opentowork #hiring #recruitersdobetter
Last week, I rejected 3 candidates on the spot. (The role was paying 100K)? On paper, they looked great… I had 3 candidates lined up for a 100K position. But then I sent them 3 pre-screening questions to get the ball rolling… What I got back was, honestly, shocking: One-word answers Generic, copy-paste responses (using AI)? Answers that barely scratched the surface This wasn’t for some junior role. This was a senior-level role with serious responsibilities. To those who need a reminder: In this market, you need to put effort into every single stage of the hiring process… not just the interview. If you’re not willing to put in the effort during these early stages - someone else will. And guess what? They will get seen and hired…?
