Snatch UP的动态

“Unfortunately, on this occasion, you have been unsuccessful, and we will not be taking you forward.” ?????????????????????????????????? This was the AUTOMATIC response a candidate I was assisting received after submitting their resume. Why do we tell anyone—especially a stranger—that they are “unsuccessful”? I understand the push for automation and efficiency, but we can do better. A rejection doesn’t have to feel like a personal failure. Crafting a thoughtful rejection template is not that difficult, especially with the tools available today. Candidates may not have the exact experience or skills for the role, and that’s perfectly okay. Job searching is tough, filled with uncertainty, and everyone deserves a respectful response. HR professionals and hiring managers: let’s lead by example. Let’s prioritize kindness and make the hiring process more considerate for everyone—not just for those we choose to interview. #Hiring #HR #JobSearch #KindnessInHiring

Are you finding these qualities when interviewing applicants? If not, you could be missing out. (more below) ?? 1. Strong communication skills - the ability to effectively convey ideas and information. 2. Adaptability - being able to thrive in a fast-paced and ever-changing work environment. 3. Problem-solving skills - the capability to think critically and find solutions to complex issues. 4. Team player - having the willingness to collaborate and work well with others. 5. Leadership potential - showing initiative and the ability to take charge when needed. 6. Attention to detail - being meticulous and thorough in their work. 7. Positive attitude - bringing enthusiasm and a can-do attitude to the workplace. These qualities are essential in identifying great job candidates who will excel in their roles and contribute positively to your team. If you struggle to find talent with these characteristics - it could be because you're rushing to screen candidates (i.e., you're someone who gets hundreds of applicants on 1 job posting). Or, maybe you're able to screen all yoru candidates, but its hard to know if they have these qualities just from their resume. This is where Wedge comes in! Wedge is built to make hiring easy, but also personable. You record video questions, applicants record video answers in response. It's that easy. So instead of guessing based off of a resume, or rushing to find people - you can use Wedge to truly identify who has the qualities you need, vs who might not be the best fit for your brand. Want to see this process in action? Setup a demo at: https://wedgehr.com/demo or learn more at https://wedgehr.com #interviewing #candidates #toptalent #qualities #timesaver #motivational #hiring #success #successstories #moneysaver #technology #software #hrtech #hr #recruiter #hiringmanager

Job Descriptions are crucial! Dear Applicants: If you're being headhunted or approached by the Recruiter or hiring manager, don't get carried away and forget to ask about a *written* JD. If you're provided with a JD or the job post already has one, make sure that you fully understand your scope and tasks. Believe me, being disappointed with the scope and tasks after joining may lead you to demotivation. Dear Recruiters: make Job descriptions easier to read. It's not an article nor an essay. Make it short and to the point. Be clear and realistic about the actual scope to avoid a future demotivated employee, who feels that he/she was manipulated to accept the job. You'll lose your employee. #jobdescription #employee #recruiter #hiring #headhunting #talentacquisition #employeeexperience

Job searching can often feel like being ghosted. We spend time perfecting our resumes, hoping to catch the attention of hiring managers. But what happens when we hear nothing back? As recruiters and hiring managers, taking a few minutes to send a simple email to let applicants know the status of their application can make all the difference. It's far better than leaving them guessing and feeling ignored. Each and every applicant is a human being with a whole story behind that job search, treating people with kindness, even in the hiring process, goes a long way. Conclusiveness can be quite relieving at times. #JobSearch #HiringTips #Recruiting

The hiring process is broken. And it’s time to fix it. If you’ve ever slogged through a job application, only to wonder if anyone even read it... you’re not alone. 20+ years in Talent Acquisition taught me this: Candidates are fed up with time-consuming, outdated hiring practices that treat them like data entries instead of people. ?? Name + Skills + Motivation. That’s it. Forget the fluff. ? Lengthy applications? No one has the time. ? Cover letters? Outdated. ? Complex forms? Unnecessary. Here’s a better way: 1. Respect candidates' time. Make applying easy. 2. Value real skills, not formalities. 3. Focus on human connections, not processes. Want to attract top talent? Make it simple for them to get in. ?? Have thoughts on this? Share them below. How would you improve the hiring process? ???Repost this if you agree ? Follow Michael Ginn for more posts like this #JobSeeker #HiringSimplified #Jobs #Careers

Much is made on LinkedIn about candidates being ghosted by recruiters, HR managers, and interview panels. When we’re ghosted, we are irritated, offended, angry, and/or feel rejected, disrespected, belittled. Emotions are data provided by our limbic system to our cognitive system. They tell us something we need to understand about ourselves, others or a situation. What are you actually trying to do when applying for a job? You’re trying to find a place in which you belong, a place where you can add-value, pay your bills, and have fun. When we’re ghosted we have been given our answer: you don’t want to work there. Full stop, period. Never apply again. Do you really belong at a place that treats people that way? Just like when you’re asked for a resume and then an application and then a cover letter and then a project file and then a pint of blood, being ghosted is a signal that the organization itself is disrespectful, chaotic, unorganized, understaffed, and not a good place to work. It is not you. It is them. Take the hint and keep running. #jobsearch #nowhiring

Which buzz words should you include in your resume? Hiring managers and human resources professionals pore through a lot of resumes. Reading countless applications from candidates who describe themselves as hard workers, team players, and strategic thinkers can take its toll, so it's not surprising there are certain words recruiters would rather not see. https://cb.com/3xdHkpE #JobSearch #ResumeHelp #BuzzWords #JobSeeker #VIP #Recruiting #CareerAdvice #InterviewTips #ResumeTips #Hiring #ProfessionalDevelopment

POV : You're recruiter and giving motivation to candidates is your 'Love Language'. To my dearest candidates, it is okay to make a mistakes but don't let the fear of failure hold you back, let it drives you forward. Embrace your mistakes as a stepping stone to success. Until then, we meet again, don't lose hope. ??? We are hiring, come join us! ???? #hasbulbrothers #hiring #linkedin #wearehiring #interviewtips #interview #consultant #recruiter #pov #hr #candidates #hrlovelanguage

Dear Hiring Managers, Every time you interview a candidate, please remember that they took off work and spent time away from family/friends for this. They prepared, practiced, and did research on your company. If you're going to break their heart and reject them, please give some concrete feedback. Let's put the human back in human resources. #hiringmanagers #recruiters #linkedin #jobsearch #jobseekers

Beyond the Resume: The Human Connection in Hiring Hello everyone! In a world where technology and automation are increasingly present in our hiring processes, I want to remind us of the importance of human connection in finding the right talent. Behind every resume, there's a person with stories, passions, and goals. Someone who wants to grow, learn, and contribute to an organization that shares their values. As hiring managers, we have the opportunity to look beyond skills and experience and connect with the essence of each candidate. What drives our candidates? What motivates them to get up every morning? What makes them proud of their work? By understanding the answers to these questions, we can build more cohesive, innovative, and committed teams. So, in our next interview, let's ask about dreams, fears, and aspirations - not just skills and experience. Let's find people who don't just fill a position, but enrich our culture and goals! #HumanConnection #HiringManagers #TalentAcquisition #HR #Leadership *Hashtags:* - #Recruitment - #Hiring - #TalentSearch - #HumanResources - #LeadershipDevelopment - #CompanyCulture