EK Recruiting的动态

Finding candidates for your open roles is hard Finding those candidates in an expedited manner is even harder. Why? Because not all candidates are surfing job boards and applying to your job postings. They may be in the market, but are passive. Which means you have to seek them out where they are. No, they’re not all hanging out on LinkedIn either. Where are they: ?? They could have their resume on Indeed. ?? They could be in our database. ?? We could’ve talked to them yesterday. Or in the recent past. ?? We may have text messages from them. Point is even we have to dig for candidates. Leave no stone unturned. However, that’s what we do. And what our business is built on. We have access to 100’s of specialized recruiting professionals across the U.S. to help us. In what industries? ?? Medical device manufacturing ?? Medical device sales & marketing ?? Medical contract manufacturing ?? Automotive manufacturing ?? Engineering ?? Finance & Accounting ?? Tax Let’s connect to see how we can help you. [email protected] #recruiting #recruitment #headhunter #candidates #jobopenings

Why use a recruiter when I can apply for the job myself? The question that gets asked on a regular basis. Here are key points to why you should use a recruiter... ??Skip the Line: When you apply directly, you're just one of many. Recruiters have established relationships with hiring managers, giving you a head start on the competition. ??Interview Prep: We've got the inside scoop on what to expect. You'll be able to go into the interview feeling confident and prepared. ??Streamline Your Job Search: Let us handle the administrative tasks, allowing you to focus on showcasing your skills and experience. ??Discover Hidden Gems: Many great opportunities never make it to 'LinkedIn Jobs'. Recruiters have access to exclusive roles and will call their candidates lists before advertising the role. ??Negotiate competitive salary and benefits: We'll help you secure the compensation you deserve without overshooting the mark. Don't price yourself out of an opportunity. #Recruiting #Techsales #Techrecruiting #sdr #bdr #AE

Here's what riding my motorcycle into work daily has taught me about filling corporate requisitions: ABSOLUTELY NOTHING! But I do love an excuse to post a pic of the bike. This being said- I see a lot of questions and complaints regarding recruiters and how much we know about the roles we recruit on. A good recruiter will always have a "qualifications call" with the Hiring Manager for a role where we find out as much about the position as possible, including the tools needed (software and otherwise) and what sort of cultural/soft skills the Hiring Manager would like to see. When you are a #jobseeker speaking with a recruiter- keep in mind they have been tasked to find very specific information- you may feel as though you aren't being asked meaningful questions- but the Hiring Manager needs certain information and doesn't want to take up time asking everyone. The recruiter is acting as a "screen" to protect the Hiring Manager's schedule. Do your best to trust the process. If you have what a hiring manager wants, they should move forward. If not- on to the next role! Good luck out there, folks.

Why should you work with a specialist recruitment partner? ?? I recently ran a poll around the biggest challenge when hiring, and 44% of votes cited 'Poor quality of candidates' as the biggest challenge! Here's what a specialist recruiter can offer to improve this... ?? Expert knowledge of the market ?? Targeted search skills to headhunt the best people ?? An existing network of on and off-market talent to reach out to immediately ?? Access to tech & job boards to improve outreach ? More time than you can dedicate to recruitment Working with a specialist recruiter, who understands what you're looking for is absolutely vital to ensure you make the right hire for your business! Making the wrong one can be costly! If you're looking for Sales, Marketing, Finance or Insurance talent, give me a shout and I can connect you with the best recruiter here to help! #Recruitment #Hiring #getrecruited

Hot take: recruiters don’t owe you a personalized email to say you aren’t being considered for a role. We often have thousands of people applying to roles and to do so would be a massive waste of time. It would literally eat up whole work days. 95% of people applying to roles don’t meet the requirements well enough and they can go back, read the job post, and figure out why they weren’t moved forward??♀? If you do meet the requirements, make sure your resume is polished and reach out directly to the hiring manager. It doesn’t guarantee anything, but people often have better luck with this method. Keep in mind too, when you apply to roles online posted by executive search agencies, our clients are paying big bucks to get them the best candidates. Those types of job postings are going to have more stringent requirements because the companies are paying for it! This is a harsh reality that I know won’t make everyone happy to read, but rather than be upset, adjust your expectations and apply to roles thoughtfully rather than sending your resume to every and any posting that looks vaguely interesting. A note too: this is referencing applicants who have not been contacted or interviewed at all. If you’re in an interview process, it’s a different story and communication is expected. #hiring #recruiting #jobapplicants #jobs

Here's 3 reasons why you might be struggling to fill your vacancies. 1. Your job descriptions are boring. I see the same job descriptions being posted time & time again, and they're boring. 10,000 bullet points on the 'key responsibilities' and no effort put into telling a story on: -> What your company's mission is? -> Why is this an exciting time to join the business? -> Why is this role important and a great career move for anyone qualified? -> How does it fit into the bigger picture of your company's plans? 2. You have no employer brand. You spend most of your marketing budget on bringing in leads for your business development team and completely forget about creating an effective strategy for adding leads (candidates in this case) to your pipeline (vacancy funnel). 3. Your recruitment strategy is still in 2010. Most prospective clients we talk to are stuck in the same cycle. Post job, send a few messages, wait two weeks, no return. Repeat. But, it’s hard to get out of it because you hope the results are different this time around. We’ve all been there before. But it doesn’t have to be this hard. Look around you. Talk to your peers about what they're doing or chat with a consultant/recruiter who can provide candid feedback. --- This space is candidate-driven, and your 'ideal candidate' has 7-8+ companies hiring for the same role. Is it time for you to understand how to move the needle? If this resonates with you and you'd like to discuss any of this, get in touch. #climatetech #smartbuildings #recruitmentstrategy

No. 6. What do Job seekers lose when they search by job websites and do not connect with Recruiters and Employment agencies? The Answer Below is a part (6 of 9 ) of complete Answers. 6. Feedback on Rejection Recruiters frequently provide feedback if a candidate isn’t selected, offering insights into areas of improvement. Job boards rarely offer any explanation or feedback after a rejection. When job seekers rely solely on job websites and do not connect with recruiters or employment agencies, they may miss out on several key opportunities and advantages Follow us - Connect us www.SunriseHiring.com #jobsearch #recruiting #healthcarejobs

Hey recruiters and hiring managers! ?? Let’s take some time this week to discuss why your job postings might not be hitting the mark. Here’s the first big issue: you’re not building from the right foundation. Most job postings come straight from an ATS—a document filled with role responsibilities and requirements. Sounds familiar, right? But here’s the thing: that’s a legal document, not a sales pitch! It’s designed to define the role, not excite top talent. Posting this directly won’t inspire anyone to apply. You’ve got to optimize if you want to attract the best. Let’s fix that! ?? #CarterGarvin #Hiring #Recruitment #JobSearching #Recruiting #TalentAcquisition #RecruitingTips #JobPostings #HiringBestPractices

Recruiters often post about why professionals??????????????answer their calls and DMs… But here's why you ??????????????'??. A recruiter doesn't deserve a reply if… > The opportunity is??????????????????????irrelevant e.g. you're a salesperson, and a tech recruiter reaches out about a Developer opportunity. > The message is??????????????????????impersonal and shows a??????????????????lack of effort. I like to always reciprocate the effort I receive through cold outreach. If somebody sends me a personalised, well-thought-out message about a solution or opportunity that's relevant to my job, I'll send them a reply. Even if it's not of interest right now. They put in some effort, so I will, too. But if they've clearly spent less than 2 minutes sending an unpersonalised bulk message about something a million miles away from my remit... I can sleep peacefully, having ignored them. As a recruiter, I don't think I'm entitled to anybody's time. I have to earn it. So, I always put in the effort to carefully read every profile and tailor my messaging before approaching people. That said, we all make mistakes. So, if you spot that a recruiter has messaged you about a somewhat relevant opportunity (but it's slightly off the mark or isn't the right time), it might be worth shooting them a quick reply to let them know what????????????be of interest. Do you agree? How do you decide whether or not to entertain a recruiter? #Recruitment #Recruiters #Hiring #Personalisation

Dr. Bryan K. Hickman ?? Email: [email protected] Attention HR Professionals, Marketing Teams, Recruiters, and Headhunters: The most efficient and professional way to connect with me regarding job offers or recruitment opportunities is to send a clear, concise message to my email at [email protected] or through a fully detailed LinkedIn message. My team and I prioritize clear communication and ensure responses within 24 hours when possible. Important Notes for Job Offers and Recruitment Requests: ?? Vague or poorly defined job offers will not be prioritized. ?? If you’re using AI-generated communications, I will know—and they will not be considered. Candidate Referrals: If you need assistance filling a position, I charge a minimum fee of $50 per candidate referral, payable upfront via email confirmation. ? This fee is non-refundable once I begin work. ? If you are unsatisfied with a candidate, any new referral will incur an additional $50 fee. ? My focus is on efficiency; I will not waste time revising candidate searches for unclear preferences. Research Referrals: If you require researchers, the referral fee is $100 per candidate under the same binding agreement. How to Proceed: ? Send your inquiry and payment directly to my email: [email protected]. ? Once payment is received, I will begin facilitating your request. I am currently inundated with requests but will prioritize serious offers backed by proper compensation. Please respect my time and professionalism, and I will ensure you receive quality results. Thank you for your cooperation. I look forward to collaborating with those who value clear communication and efficiency. Sincerely, Dr. Bryan K. Hickman #DrBryanKHickman #JobSearch #Recruitment #TalentAcquisition #HR #HumanResources #Research #Researchers #JobOffers #EngineeringJobs #AnalystJobs #MarketingJobs #JobOpportunities #Hiring #Headhunting #CareerDevelopment #WorkOpportunities #ProfessionalNetworking #LinkedInRecruiting #TechJobs #EngineeringRecruitment #AnalystRecruitment #MarketingRecruitment #JobReferrals #ProfessionalServices #RecruitmentServices #HRSupport #WorkforceSolutions #HiringNow