HR Prompt Master的动态

?? Have you ever been ghosted? How did that make you feel? It leaves a sour taste in your mouth and as you can imagine, a feeling of uncertainty and lack of closure. Applicants wonder if you received the application, wonder if the process is taking longer than usual but are still waiting for acknowledgement, may even contact you to find out what is happening. This could all be managed through responding to applicants. Making sure there is an email that acknowledges receipt of the application and letting them know how long the process will take and what are the next steps. Candidates have taken time out to respond to your ad so it's courtesy to reply to them and let them know where they stand. https://lnkd.in/gVKTYsCD The recruitment process gives a person an indication of what your culture is like, so put your best foot forward and give the right impression.

What a timely and on-target article by Suzanne Lucas ('Evil HR Lady') for the US audience. Before you vote (hire), vet the candidates. Check references (which means fact-checking, which your favorite source will only do for one candidate, not the other). Use related experience and past performance as a key. When you have worked with both candidates before, which is true here in the US, under which did the corporation (country) and its customers (citizens and allies) thrive? Both have serious flaws as humans, as do all job candidates. But picking a candidate for any job just because you dislike the other one, or because of a single, local point in a multi-faceted, global role, or because of an immutable trait unrelated to performance, is childish and shortsighted. Regardless of your decision, though, vote. It is a right and privilege.

?? Looking to make your hiring process more inclusive? Here are some HR professional tips to consider: 1?? Promote job openings in diverse communities 2?? Use gender-neutral language in job descriptions 3?? Implement blind resume screening 4?? Include diverse interview panel members. Let's build a more equitable workplace together! ????

Hack: Develop Inclusive Job Descriptions The language used in job postings can significantly influence who applies, which is why writing descriptions that appeal to a diverse candidate pool is so important. Use gender-neutral language and avoid terms that may discourage certain groups from applying. Focus on essential qualifications rather than creating a lengthy "wish list" that may deter qualified candidates from underrepresented groups. Highlight your company's commitment to D&I and any relevant initiatives or employee resource groups. Include a statement welcoming applications from candidates of all backgrounds. Regularly review and update job descriptions to ensure they remain inclusive and aligned with your D&I goals. Creating more inclusive job postings will attract more talented candidates and signal your commitment to diversity. Want to learn more, read our blog https://lnkd.in/eveMTEww The Recruiting Office - Bringing Talent & Opportunity Together!

Behind every job application is a real person with hopes, dreams, and responsibilities. It’s time to bring empathy and humanity back to the hiring process and treat job seekers with the respect they deserve. ?? Ghosting is never acceptable ?? Value the time of job seekers ?? Don’t dismiss candidates due to lack of experience ?? Ageism doesn’t belong in the workplace ?? Be transparent—include salary ranges in job postings ?? Perfection isn’t real; focus on potential ?? If you’re hiring internally, don’t waste external candidates' time ?? Prioritize passion, work ethic, and character over “perfect” resumes ?? Pay candidates for assignments if they’re part of the hiring process We’ve all been on the job hunt at some point, and we might find ourselves there again. Let’s create a hiring process built on fairness, respect, and compassion. ?? Share this to spread the message of better hiring practices.

From emphasizing skills rather than traits, to reviewing job posts with an internal team, there are many strategies to help ensure your job postings are free from unconscious bias. #Recruitiment #Staffing #Equity

From emphasizing skills rather than traits, to reviewing job posts with an internal team, there are many strategies to help ensure your job postings are free from unconscious bias. #Recruitiment #Staffing #Equity

“Dear Sir” – A Love Letter to Misconceptions About Recruiters Let’s talk about a common assumption in job applications: the belief that the person behind the email or recruitment process is always a man. As a recruiter, it’s fascinating (and mildly entertaining) to see emails starting with “Dear Sir,” or messages that confidently declare, “Good evening, Sir!” Here’s the plot twist: I’m not a sir. Never have been. Never will be. The job market isn’t gendered, and neither are the roles we play in helping you find the right opportunities. So, why do so many people default to assuming that the power behind the pen must be male? A Few Gentle Reminders: 1. Recruitment is diverse: Women and men (and everyone in between) thrive in recruitment. It’s not about gender but about connecting the right talent to the right roles. 2. When in doubt, go neutral: Address your emails with “Dear Hiring Manager,” or “Dear Recruiter.” It’s professional, respectful, and ensures you don’t make gendered assumptions. 3. Assumptions speak louder than you think: Your tone, words, and approach matter. Take a moment to double-check your message—it might just reflect more about you than you realize. At the end of the day, we recruiters are here to help you, regardless of whether you address us as Sir, Ma, or the ever-classic To Whom It May Concern. But why not get it right? To all the job seekers out there: let’s ditch the outdated assumptions. A little thoughtfulness goes a long way in leaving the right impression. Signed, Recruiter, Definitely Not a Sir.

Hack: Develop Inclusive Job Descriptions The language used in job postings can significantly influence who applies, which is why writing descriptions that appeal to a diverse candidate pool is so important. Use gender-neutral language and avoid terms that may discourage certain groups from applying. Focus on essential qualifications rather than creating a lengthy "wish list" that may deter qualified candidates from underrepresented groups. Highlight your company's commitment to D&I and any relevant initiatives or employee resource groups. Include a statement welcoming applications from candidates of all backgrounds. Regularly review and update job descriptions to ensure they remain inclusive and aligned with your D&I goals. Creating more inclusive job postings will attract more talented candidates and signal your commitment to diversity. Want to learn more, read our blog https://lnkd.in/e4WhnUkz The Recruiting Office - Bringing Talent & Opportunity Together!

From emphasizing skills rather than traits, to reviewing job posts with an internal team, there are many strategies to help ensure your job postings are free from unconscious bias. #Recruitiment #Staffing #Equity