Coffee & Recruit 360

#CareerAdvice #JobTrial #RemoteWork Hey everyone! ?? I'm in a bit of a pickle and could really use your advice. So, I recently interviewed for a full-time remote position where the job listing mentioned it starts at 30 hours a week, with the potential to increase later. After a great chat with the manager, he let me know that the first month will be a “trial” period—thankfully, it's a paid trial! ?? Here's the catch: I just started another remote job where I’m clocking in 40 hours a week, but the pay is half of what this new opportunity offers. Now I'm weighing my options: Should I quit my current job and dive into the new one full-time (with the risk of the trial not working out)? ?? Or, should I try to juggle both jobs until I find out if I pass the trial? ??♂? I'm leaning toward the new position because it excites me more, but I can't shake the fear of ending up with no job at all. Staying at my current role might hinder my performance during the trial since I’d be stretche... Should I Accept a Paid 'Trial' Month for a New Remote Job? Answers: https://lnkd.in/gXuc24xT

#JobSearch #InterviewJourney #CareerConfusion So, here’s a crazy story that just happened to me and I could really use your thoughts! ?? I applied for a job last Wednesday and had an awesome in-person interview with the scheduling manager. It felt like a total win! After the interview, she talked about who I’d work with and even asked when I could start. She gave me a date and told me to come in for training on Sunday! I was ecstatic! ?? Then, things took a weird turn. On Friday, I got a voicemail from her saying not to come in on Sunday because corporate wanted the paperwork sorted first. Fair enough, right? But when I didn’t receive that email she promised, I decided to text her to see what was up. And that's when I got the shocker: “Hey! So, I no longer work there. Not sure if they decided to hire or not. I apologize.” ?? Wait, what?! After feeling totally blindsided, I called corporate. The manager at the location had no clue who I was! When I mentioned the former interviewer, sh... How Can You Navigate Job Offers When Managers Get Fired? Answers: https://lnkd.in/guthZ2u6

#WorkplaceEquality #UnionExperience #JobHiring #EqualOpportunityEmployer #WorkforceInclusion Hey everyone! I’ve been thinking about something that’s been happening at my workplace and I’d love to get your insights on it. ?? At my job, my boss often seems to have a bias against people based on their past experiences, particularly when it comes to union work. We sometimes bring in temporary workers through agencies, and if she finds out that they've had union experience, she automatically turns them down, even if they have documentation showing they’ve been released from the union. Why do you think that is? What’s the big deal about hiring someone who has been part of a union? ??♂? Here are some thoughts I have on this: Title History: Some employers fear that former union members might come with a strong sense of entitlement or expectation around benefits and rights. They might worry those employees could push for union-type negotiations, which could disrupt the workplace dynam... Why are Employers in TX Reluctant to Hire Those with Union Experience? Answers: https://lnkd.in/gvYXya6R

#JobSearchStruggles #RetailJobs #JobInterviewExperience #MentalHealthMatters Hey everyone! ??♂? I wanted to share something that’s been really weighing on me lately. So, I’ve been applying to what feels like a million retail jobs (like, seriously, it’s insane). Despite having years of experience and landing offers in the past, this time around, things have been rough. I find myself spiraling into self-doubt, questioning my worth, and just feeling frustrated overall. ?? Now, I had this one interview with a company I actually liked—things seemed to flow really well! They even asked me my age, which felt a bit odd (definitely a red flag), but I brushed it off thinking that maybe they just wanted to know me better. But then, two weeks went by, and surprise, surprise—nothing. I decided to call the shop to get an update because, honestly, sitting in the unknown is the worst! Instead of a simple “thank you for your interest,” I was met with laughter. Yup, you heard that right. The pers... Why Did I Get Laughed At After My Interview for Retail Job? Answers: https://lnkd.in/gzh3-QdN

#SHRMCP #StudyResources #SHRMCertification Hey there, fellow SHRM-CP candidates! ?? I wanted to reach out and see if anyone else has run into some of the same issues I’ve been facing with SHRM-CP resources, especially in California. So, I recently completed the SHRM learning system and felt pretty good about how I did with the material and quizzes. However, I decided to spice things up and started using apps like Pocket Prep and the official SHRM app. Here’s where it gets tricky: ?? The questions on these apps are totally different from what I encountered in the learning system. I also took a Momentix quiz, and let’s just say it was a bit of a nightmare – lots of questions I wasn’t prepared for! ?? Here are some of the pain points I’m facing: Different Question Styles: The format and style can be really varied, which makes it harder to feel confident. Content Gaps: It seems like some crucial topics are getting missed, leaving me feeling a bit lost. Limited Prep Time: With just over ... Which SHRM-CP Study Resources Are Best for Exam Success? [CA] Answers: https://lnkd.in/gs7KXsfi

#StaffingAgency #RecruitmentStrategies #CandidateSourcing Hey there, everyone! ?? I run a staffing agency that's primarily focused on placing school RNs, LPNs, and Aides. We get most of our candidates through Indeed ads (about 85%!), while Facebook, old resumes, and referrals help fill in the gaps. Right now, I have a pretty straightforward way of assigning candidates to recruiters based on their last names. For example, Recruiter A handles candidates with last names starting from A-G, and so on. This method works, but I can’t shake the feeling that there might be better ways to split candidates among our recruiters for more efficiency and effectiveness. ?? Here are a few pain points with the existing method: Limited Flexibility: As our candidate pool grows, this letter-based system might become rigid and cumbersome. Missing Opportunities: Certain recruiters might excel at specific roles, but the current division doesn’t consider their expertise in a given job order. Time Management:... How Can Staffing Agencies Effectively Divide Candidates Among Recruiters? Answers: https://lnkd.in/gXsp6Wfq

#ACA #MinorBenefits #EmployeeBenefits Hey there! ?? I’ve stumbled upon a bit of a puzzling situation and wanted to get your insight on it. So, here’s the scoop: We have a 17-year-old employee who’s racked up just over 30 hours, making them eligible for medical benefits under the ACA. The catch? They won’t turn 18 until April. Here's what I'm grappling with: Can we legally offer benefits to this minor before they hit 18? Or do we need to hold off until their birthday? ?? They’re working in a state where hours worked isn’t an issue, and they’ve been compliant with all labor laws. My main concern is keeping everything above board with the ACA. If we don't provide these benefits during open enrollment, we could be flagged for non-compliance, especially since they are already recorded as eligible. But, I’ve never navigated offering benefits directly to a minor before! Why This Matters: It’s crucial to maintain compliance with laws like the ACA. Missing out on providing benefits might ... Can We Legally Offer Medical Benefits to a 17-Year-Old Minor? Answers: https://lnkd.in/gTQB2v5R

#ATS #Recruitment #HiringSolutions Hey everyone! ?? I'm reaching out because my company is struggling with our outdated ATS (Applicant Tracking System). It just isn’t doing a great job of screening candidates the way we need it to. We’ve been losing out on some fantastic applicants because the current system often misses subtle issues hidden in resumes, which causes frustration all around. Here’s why this matters: **Time Wasted**: Interviewing candidates who don’t meet the requirements consumes valuable time and resources for everyone involved. **Talent Loss**: We could potentially overlook great candidates simply because their resumes are formatted differently or have minor discrepancies. **Team Morale**: Constantly dealing with unsuitable candidates can be demotivating for our hiring teams as well. So, I’m on the lookout for **recommendations on top-tier ATS screeners** that can help us identify the right talent while filtering out the not-so-great resumes. If you know of any s... Which ATS Solutions Accurately Screen Candidates and Resumes? Answers: https://lnkd.in/gY5q8BmY

#Competencies #EmployeeDevelopment #InvestmentIndustry Hey everyone! ?? I’m diving into the world of competency frameworks and I could really use your help. I’m on the lookout for a solid competency reference or matrix that covers both technical and behavioral competencies. This would serve as a great starting point for some round tables I want to set up with employees and managers. Since my focus is on the investment industry, it’s crucial that these competencies extend to our support departments as well. I’m open to the idea of purchasing a resource if it gets us what we need! So, why do I think this is important? Here are a few pain points I've noticed: ?? **Lack of Clarity**: Without a clear competency framework, employees may feel lost about their development paths. ?? **Communication Gaps**: Managers and employees might not be on the same page regarding expectations, which can lead to frustration. ?? **Reduced Engagement**: Employees who don't see a clear avenue for growth may b... Where Can I Find a Comprehensive Investment Competency Matrix? Answers: https://lnkd.in/gYgPeQHx

#RemoteWork #RTO #TalentAcquisition Hey everyone! I wanted to chat about something that’s been on my mind lately—the impact of return-to-office (RTO) mandates on attracting top talent. A little backstory: a few months ago, my HR team and I met some fantastic candidates for remote positions. But then, out of the blue, we were hit with an RTO mandate. As you might guess, chaos ensued. Employees were frustrated, some even decided to quit, and we ended up losing out on several top applicants. ?? Fortunately, that RTO rule was quickly rolled back, but it got me thinking... So here’s the question: Are you also facing challenges attracting top talent due to RTO policies in your company? Here are a few pain points we’ve experienced: Limited Talent Pool: Is it just me, or are we seeing fewer qualified applicants for onsite roles? In major cities like San Francisco, candidates have endless options, but even in smaller towns, it feels like we’re fishing in a drying pond. ?? Applicant Withdraw... Is Your RTO Policy Driving Away Top Talent and Their Leaders? Answers: https://lnkd.in/gFHBU49m