Cory O'Brien

Let’s talk about the “September Surge” – a potential game-changer for those impacted by recent layoffs and those seeking fresh opportunities. What is the September Surge? It’s the period when hiring spikes after the summer slowdown, and companies look to fill roles quickly before the year's end. How does it impact the job market? 📈 A 15-20% increase in job postings across various sectors 📞 More responsive hiring managers as they aim to close roles before Q4 🚀 Faster hiring processes with reduced time-to-hire In recent months, major companies like Google, Meta , Microsoft, and Amazon have laid off thousands of employees. For those affected, the September Surge presents a unique opportunity to get back into the job market with renewed energy. Here's how to capitalize on it: 🔗 Optimize Your LinkedIn: Ensure your profile highlights your most recent skills and achievements. Tools like Socialsonic can help you craft an influential presence on LinkedIn. 🤝 Network Aggressively: Attend industry events and reconnect with industry professionals and hiring managers. Building and leveraging your network is more crucial than ever during this time. 💡 Leverage AI in Your Job Search: Tools like Jobscan, Zety: Resume Builder & Career Website etc can help optimize your resume, analyze job descriptions, and find tailored job matches to increase your chances of success. 📚 Upskill: Use this time to learn new technologies, especially AI tools that are reshaping industries. Remember, the job market is cyclical. The September Surge is your chance to ride the wave of opportunity 😉 P.S. At Writesonic we’re actively seeking top talent in Marketing, SEO, Content, and Engineering. If you're passionate about making an impact, we’d love to hear from you! Check out our careers page and apply for exciting opportunities today: https://lnkd.in/gHtxrJ62 #SeptemberSurge #JobSearch #CareerAdvice #AIinRecruitment #HiringTrends #AIInHR

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I wasn't thinking Resume Reviews would hit the way it has! 🤯🫢 So many folks have gotten instant success, just like Tori after having me thoroughly review their resume. Tori's comment in one of my YouTube Lives is just some of the amazing feedback I've gotten (pictured here). Many ask me to revamp and recreate their resume. Totally something I CAN do but I prefer not to do. Folks have said that by me giving them a thorough video recorded resume review, they have: 🥸 Laarned out to speak to their skills better and seen that reflected in their interviewing skills ‼️ Gotten clarity on which roles their skills best fit for 👉🏾 Identified exactly what their transferrable skills are 👏🏾 Gotten interviews immediately after using their updated resume 👀 Been introduced to tools and resum writing techniques to help them elevate their resume These are the top reasons that I no longer recreate resumes. I prefer to "teach a person how to fish so they can eat for their rest of their lives". Ok, I'm going to be real transparent here because I know HR, not marketing. 🤷🏽‍♀️ So here goes.... Client testimonials and feedbacks have given ME clarity on pain points and how to share how MY resume reviews can propel others' careers. Yep, I'm just a transparent HR leader and entrepreneur that doesn't mind telling you that I started this service and initally got little interest because I simply didn't know how to "market" this service. Resume Reviews have even given me clarity how Resume Reviews helps others AND on how to improve Heyyy HR's career mentoring programs. 👉🏾 Click the link below to get started with having your resume reviewed. #Resume #JobSearch #HR #Interviews #HeyyyHR

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Recruitment is an art that leads the science. In order to effectively "market" an employer to potential candidates, the recruiter must be wholeheartedly investing time, convinced and committed to doing so. Half-heartedness simply doesn't cut it. Recruitment is, at its core, a matchmaking business. When I decide to enlist the help of a headhunter, I can provide them with the science (company culture, remuneration, job description, etc.), but it's their artistry in searching and the art of conviction that captures a candidate's interest. This principle holds true for internal recruiters as well, should I decide to hire on my own. The art and the science of recruitment work harmoniously, each complementing the other in the pursuit of the perfect candidate.

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I've been on the market for a new TA role for 2 full weeks now and one thing I can say for sure is that...… The Talent Acquisition job market is COMPLETELY BROKEN. We have a situation where on one hand there are tons of really good Talent acquisition professionals out of work (myself included), and immediately available, and then on the other hand you have a lot of companies at the moment who are advertising for Talent Acquisition jobs at different levels of seniority. The problem with that, is that each job is getting between 400 - 1000 applications, and the internal talent team absolutely cannot review that many CV's, and therefore 95% of applicants get rejected without their profile/CV even being reviewed. This seems like a massive waste of time & energy to me personally, and something that could be easily fixed with really strong proactive headhunting from an internal TA team to identify 4/5 good relevant TA professionals out of work, and create a strong shortlist from there. I genuinely think if a company asked me to find them a new member for their talent team I could give them a shortlist in a few hours! I totally understand WHY business's advertise roles, but at the same time I do think the talent industry as a whole could help each other here. Most of the people out of work, are due to circumstances completely out of their control, it doesn't mean they are no longer valuable to a business. I've personally removed the green banner from my LinkedIn profile, because I don't like how people treat you with it vs without. If anyone reads this who is hiring for a senior TA professional or knows of someone who is, then please have a look at my profile & read my recommendations and the comments on my redundancy post 2 weeks ago. You'll be getting someone who can add a lot of value to your business, I promise :). #Talentacquisition #TAJobmarket #Broken #isitjustme

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[for my very close recruiting network] EQ Engine is *thoughtfully* looking for two full-desk Technical Recruiters (who excel at sourcing) to join our small, tight-knit team on a consulting basis. About EQ Engine the Opportunity: We have curated a portfolio of extremely high-quality startup opportunities that are simply not available to the average job-seeker, and require truly gifted candidates. Candidates and clients alike see the difference in our approach, commitment, and results. In order to keep the quality of our partnership high, we are keeping the bar on our recruiting team extremely high, so please know I will only be responding to people I personally know and have worked with. Location: Remote from USA **We strongly prefer tenured recruiters with a network of engineers to offer our search portfolio on Day 1, not just a hired gun. So, a few years of experience working in SF, NYC, SEA, Austin or any major tech hub is strongly preferred. Ideal Recruiter Profile ✅ You are a proactive, trustworthy owner ✅ 5 years of technical experience in sink/swim recruiting environments - a mix of agency, startup during hyper-scale or very early stage startup experience is ideal ✅ As a recruiter, you dig in on candidate motivations, and can speak engineering, software, product, ML and system architecture ✅ You know what is going on in AI, which GPT was most recently released, how many AI companies are in SF vs NYC...things like that :) ✅ You can source anything, and iterate quickly on a new profile until you are calibrated...then you hit the target over and over, because it is fun! ✅ You are a passionate seller who can embody the ethos of a company with your communication, and truly be a partner to me, clients, candidates and our team ✅ You have experience managing clients 1:1 in tough situations, and would be comfortable partnering to co-manage clients with me, at times ✅ You take your craft seriously, and think strategically as well as creatively, always looking for competitive advantages and experimenting with new ways to do things ✅ You have opinions, but know when to push back, when to give, and when to drop what you are doing to focus on something more important ✅ You have experience working on highly specific Engineering/Technical searches, and placing candidates 💰Compensation: I take very seriously the opportunity to own EQ Engine - which to me, is an opportunity to not only build the future, but along the way to help good recruiters who are great people to build the type of life they'd like for themselves. There is real potential for financial skillset gains, if you want to focus. I'm happy to share revenue figures with you 1:1, they are quite compelling. Thank you for reading! As a reminder, I will only respond to people I actually know, so call/text if you'd like to be considered quickly - thank you. Thank you! - Ryan

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It’s here! Calendly's 2024 State of Meetings Report just landed, and WOW was I surprised by some of this data. The main takeaway:  Workers crave more productivity from their meeting time. I was especially interested to find out that 81% of respondents said more meetings would help them in some way—if they’re good ones, of course. 💡 But no more spoilers! Check out the report, then let me know in the comments what surprised you: https://bit.ly/3U9ebEG

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CRO = everyone knows Conversion Rate Optimization not many know: TRO = Talent Recruitment Optimization Have you optimized your Talent recruitment yet for 2024? If you're looking to avoid seeing hundreds of unqualified candidates for an opening and only see the best candidates on the market, then book an appointment. While you're enjoying your long weekend I'll be networking your open opportunities.

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The quickest way to destroy a high-performing team? Burn it out. Recruiting teams have been decimated by layoffs over the last few years. As a result, the remaining colleagues are being tasked with doing more with less (while carrying a mixture of survivor guilt and job security concerns). Your people are going to burn out at a faster rate than ever before. Be on the lookout for these indicators that your team may be approaching that point: - Cynicism. I have yet to meet an experienced Recruiter who lacks a healthy dose of cynicism. But when it becomes a recurring theme as to how your people approach clients, candidates, or their own goals, you may have a problem on your hands. - Emotional Exhaustion. “Drained, worn out, run-down, overwhelmed.” If you’re hearing these frequently in 1:1’s, your antenna should be up. - Decreased Productivity. Team productivity is going to dip when you lose people. But if you see the numbers stay low, or begin to see other signs such as missed deadlines or a lack of initiative, your people may be reaching (or exceeding) their limits. - Increased Conflict. High-performing typically communicate at a high level. If your team is burning out, they can struggle to resolve differences and reach an agreement. - Social Withdrawal. Are team meetings getting quiet? Do people stop showing up for non-mandatory events? Are wins not being celebrated the way they used to be? Are people clamming up in 1:1’s? All red flags that you should investigate. If your team is headed towards burnout, do everything you can to support your people. - Keep the lines of communication open and check in regularly. Just like it’s easy for a college kid to tell his or her parents “everything’s fine” in a monthly catch-up call, it’s hard to keep that facade up if you’re talking once or twice a week. - Create a safe space for your people to vent. Sometimes, all that’s needed is dropping a few f-bombs about how screwed up a situation is. Good leaders listen, empathize, and encourage. - Offer support. At times, your teammates just need a little bit of help. Offer some assistance - whether it’s picking up a screen or contributing to a sourcing project, they’ll remember who was there when times were tough. It’s not an exact science, but by making yourself accessible and helping where you can, you increase the chances of keeping the band together.

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