Blueprint Expansion的动态

Founders, here’s a fact: There is lots of fully employed talent: - incredibly proficient in their roles - so head’s down & hard working - in the office and/or on the road - extremely goal oriented & achieving Who WILL STILL talk to you about your start-up’s open roles if you know how to get their attention. - But they’re not going to fill out your job form - They’re not on the bench of your VCs - They’re not broadcasting any interest in job change - They’re not networking for your face time - And sorry, they don’t read your LinkedIn posts about “how to stand out in the crowded job market” You need to stand out for them. You have to go find them. They should be part of your hiring funnel This is called passive talent This is no slight on “open to work” talent. Your funnel should always be diverse. Need help finding passive talent? Reach out!

Job Boards vs. Referrals: Which Source Brings the Best Tech Talent? Let me ask you this: Would you rather hire someone from a job board or a referral from a trusted colleague? Many companies face this dilemma every day. Job boards offer quantity. Referrals? They offer quality. But here's a fun fact: According to studies, employees hired through referrals stay longer and perform better. ?? Why? ? Referred candidates are pre-vetted for culture fit. ? They come with a built-in endorsement. ? They’re more likely to feel a sense of loyalty right off the bat. But here’s the kicker: A mix of both might be your best bet. → Use job boards to cast a wide net. → Lean on referrals for critical, high-impact roles. What’s your strategy for hiring top talent? ??

LinkedIn: Not just for job seekers. Here’s how I use it to snag the best candidates. LinkedIn has always been my personal favorite recruitment tool. Here’s why: - Perfect for professional, B2B roles - Awesome for passive talent-hunting - Connect directly with potential candidates - Only platform you can get the skinny on a person through a connection It’s not the one-stop solution for every hiring scenario (like hourly roles), but it's unbeatable for scouting and engaging with professionals who are not actively job-hunting but are open to the right opportunities. That’s why I am always on the look for: - “Open to Work” banners - Transparent posts looking for a new opportunity - Who’s connected to whom to easily find the scoop Not just any platform can offer the nuanced approach needed for specific roles. What about you? Are you a fan of LinkedIn for recruiting?

A piece of advice I’d like to share with anyone keeping an eye on the market or looking for new opportunities: keep your LinkedIn profile up to date! ?? Make sure to: - Add the tech stack you’re currently using ??? - Update your profile if you’ve transitioned into a more senior role or a team leader position ?? - Change your company if you’ve moved on to a new opportunity ?? When I worked in recruitment and would look to headhunt strong professionals for my clients, I can't tell you how many people I missed out on because their LinkedIn profiles were outdated. It’s frustrating for both recruiters and candidates when you could be a perfect fit for a role but don’t show up in searches or are overlooked due to incomplete information. So, take a few minutes to update your profile—it could be the key to unlocking your next big opportunity! ??

Hiring Managers / Leaders take note of what not to do when rejecting someone. Positives: ? They got back to the candidate (yep that is a positive these days) ? They showed some level of empathy toward the end of the email. ? They informed the individual of why the response took some time. Needs Improving: ? Why were other candidates better suited? Help the individual learn, especially after you spoke with them. ? Do not confuse who is rejecting, is it the hiring manager or recruiter. ? The door is shut, no reference to following the company / careers page for future roles or request for the candidate to be placed into a talent pool - missing a BIG trick here. ? No recommendation of job boards / companies / contacts that might help the candidate - small steps like this will take the sting out of any rejection and flip it to a somewhat positive experience... ? It is not personal at all, screams template. Did I miss anything? Remember hiring managers and #talentacquisition teams - every rejection is still a representation of your company. ------------------------- My name is Eden, I am a Founding Partner at Peritus Partners, a next generation recruitment team. Interested to see how we can help find the best talent for your team? Reach out today ?? #opentowork #hiring #perituspartners

What Recruiters Won’t Tell You But... Desperately Want To What you want from a recruiter and what they want from you Often not the same They don't work for you... They work for their client who pays thes To vet the best of best For you, it feels like forever For them, they're juggling multiple roles Multiple candidates, and competing priorities All while serving their client, the decision maker Tomorrow on Career Blast In A Half ? Adam Posner, "the Poz" Founder of NHP Talent Group Shares what wins clients over? And what drives them nuts... mixing equal parts tough love and empathy Committed recruiters, like Adam do their dambest They're also not magicians Or turn rabbits into kangaroos Knowi how to help them to help you What's your hot tip for working with recruiters? ?? Found this useful? Repost or share it with someone you know in career transition I’m Loren On a mission to end career victimization by accelerating, elevating and celebrating one Executive at a time Find out more about how I can help you Check out my LinkedIn profile https://lnkd.in/gcb_H6fj

Great talent is like a great house. It is often sold before it hits the open market. Today I am finding headhunting more valuable than ever. There are a LOT of people open to new opportunities currently, for a number of reasons (finding it harder to hit quota, desire for fully remote, redundancy, 'grass is greener' etc). You probably see the posts 'we received 300 applicants for 1 job'. This is great for typically lower level or more repeatable roles. The reality is though that TOP performers, the top 2% (particularly in sales/performance or senior related roles) are not actively looking for a new job, they are busy making loads of money and smashing quota/targets. When they do look for work, they don't need to apply for jobs, through reputation they find their next gig. Networking and headhunting methodologies allow you to tap into this top performing and often passive talent. My fear is that when companies get a high volume of add response it is hard to know what you are missing out on, I fear the reality is in many cases you accidentally lower the bar. Thoughts?

Here's one huge mistake I see all the time in in businesses looking to expand. Case Studies - an important part of any business development plan right? They are a way of getting existing clients to refer your business to potential clients. You ask the them a set number of questions, they give you positive answers, you format it in a way that looks appealing and then share it on your website and social media. Simple right? So why are so many businesses not doing this when it comes to recruiting? It's the same thing. People trust other people, more so than a company. If they see positive comments from current or previous employees, they are way more likely to apply for that open role or accept that offer. We all know referrals are the most powerful way of generating new business. It's human nature that we trust the views of others when making informed decisions. We base so many decisions each day off of what others do. Why do you think so many people are probably reading this on an iPhone? So when it comes to attracting the best talent, why not use the same strategy? Your people are your greatest asset, so use them to attract more top talent.

It is the Hunger Games of job hunting right now (especially?for recruiters). 280 job applications. 182 applications ghosted. 79 rejections. 13 filled before I got a chance. 6 interviews, 3 of which closed headcount while interviewing. 0 offers. Despite being a top performer on my previous team and exceeding targets for seven consecutive quarters, a job that I loved was pulled from me like so many other talented people facing the layoffs sweeping the tech industry. Having to leave such an amazing team at Headspace was sad for many reasons, but mostly because my time there showed me how incredible it is to be part of a truly passionate group of people that love what they do. I can’t wait to find that again. That was ten months ago, before I realized how unbelievably challenging the job market would be. Ten months later, I’m baffled that unemployment can run out while I am wanting to work so badly, applying to jobs day in and day out - many of which I am 90-100% qualified for - with companies I am confident I could excel at if I was given one yes. “Have you tried referrals?” Yes. ? “Have you tried networking off Linkedin” Yes. ? “Have you sent your resume around for edits” Yes. ? “Have you considered switching lanes and applying to other types of roles?” Yes. ? “Have you tried posting on Linkedin” No… This is the one avenue that, for some reason, I kept pushing aside. Surely, one of the other routes would lead to?something?before I’d have to vulnerably air my struggles online… But one thing I’ve learned through this rollercoaster is that it’s much more courageous to lean on others for support than it is to try and do everything yourself. So here I am, taking an uncomfortable leap and making my search public in hopes I might get a step closer to finding my next role. I’m a seasoned talent partner, specialized in developing and executing recruitment and sourcing strategies for high-growth technical teams. But I’m also much more than that. I’m an empathetic people person. A hard worker. A fast learner. A dedicated team member. A skilled communicator and writer. A positive and adaptable employee. A massive psychology nerd and mental health advocate. With skills that transfer to broader HR, sales / account management, customer success, onboarding, and beyond. If you know anyone in your network that is hiring in one of these areas, I would appreciate any leads or connections. I’m open to work, eager to work, and ready to contribute everything I’ve got to my future team. To those who are looking, stuck, losing hope, or feeling under water: if there’s anyone in my network I can connect you to, please, send me a message. Or even if there’s not, I’m happy to connect and brainstorm how we can make it out of the Hunger Games together!

?? Are you open to new opportunities? Leverage the power, influence, and vast network recruiters have to your advantage! ?? Seeking a fantastic opportunity but hesitant to jump on a call without knowing the company name? It's like handing over my car keys, changing the number plate to an unknown one, and letting you drive off recklessly! I'm always- ? Curious about specific companies you prefer not to work for and why? ? Emphasizing the value of a conversation – even if this particular role isn't the right fit, I've got relationships with hundreds of decision-makers from companies that could pique your interest. ? Understanding your preferences, you gain a market expert actively scouting for ideal opportunities on your behalf. ?? The doors that can swing open in just 10 minutes with a seasoned recruiter are truly invaluable. Let's connect and explore the possibilities together! #passivetalent #hiring