CareerFairy’s Post

Feeling overwhelmed with unqualified applicants, or worse, NO applicants at all? Your hiring process or job description might be the culprit! Several factors impact who applies (and stays!). ** Is your job description clear (you probably need more details than you think you do) and engaging?** ** Does your company culture resonate with your ideal candidate?** ** Are your hiring practices efficient and candidate-friendly?** These are just a few of the 9 KEY ATTRACTORS top talent look for. Ready to identify your weak spots? Take our FREE 5-minute survey and discover what's hindering your talent pool. https://buff.ly/3VLGURT Build a team that thrives! We help you craft a culture that attracts the perfect fit. #TalentAcquisition #HiringTips #DreamTeam

Another common hiring mistake founders make: (#3 in my series) Failing to build an employer brand. Every founder wants to attract “rockstar” talent. Few actually illustrate why someone should want to join their company. You need to sell candidates on your mission, product, and culture—not just the role. A basic “Careers” page or generic job description isn’t enough to hook passive candidates. Just as you highlight customer case studies and testimonials on your website... Share real employee stories that bring your team to life. Your team is what makes your company special. Feature their unique backgrounds and what motivates them. Employee blogs are a great way to do this (we help our customers write these). Show candidates how your team lives out your values encourages growth, autonomy, and impact. And that you invest in your people’s success. Getting this right attracts the right candidates. And every new person in the door brings with them a possible referrals network. Don’t leave it up to chance. P.S. This is post #3 in my series uncovering common founder hiring mistakes. Follow me to catch the rest… more on referrals coming up next.

I receive a lot of messages from people who want to work at Mindfield in a talent acquisition role. They want to know what we are looking for in a recruiter and what I would suggest for them to work on in terms of their skills. The answer to that question has certainly changed over time. When we think about today's talent acquisition specialist, they've got to have a great handle on technology. They're up to speed on on the key tools and maybe even testing new ideas and new concepts. Another thing that I've really started to value is when recruiters build their own personal brand. You've got incredible social media platforms like LinkedIn, where you can start sharing content and engaging. Being consistent with how you build your brand on these platforms can have a huge impact on your career and your effectiveness as a recruiter. We're also looking for individuals that really love the idea of helping people. That's what recruiters do — we get to impact people's lives substantially, and it's not something that we take lightly. Finally, a little bit of grit doesn’t hurt. Many of our greatest hires have come from people following up or reconnecting with us when they were ready to make a move to Mindfield. Those are things I look for, so take this advice on board if you want. And watch this space, because I expect that more jobs will be opening up this Spring, both with us and across the talent acquisition industry.

"This is a great place to work" statements no longer work. We need to dive deeper, to the WHY that drives today’s talent to choose us & the organizations we represent! 📢 Attention all talent leaders and recruiters, join a conversation that could redefine your approach to talent aquisition. 📢 The LinkedIn Audio Hour, 'Rise of the Recruiter,' is this Wednesday! Join me, & Tabitha Cavanagh, for a session with insights from none other than the Employer Brand Genius, James Ellis! 📅 Set a reminder: - When: Wednesday, April 10th at Noon EST - Frequency: Every second Wednesday of the month 🧠 We're unpacking some themes: - Transitioning from just posting jobs to creating a talent magnet - The "farming" approach to nurturing a consistent talent pipeline - Engaging with potential candidates before they're actively looking - Conveying the WHY to connect deeply with your future team members Prepare to walk away with actionable insights on: - The expansion of the WHY in your recruitment narrative - Aligning your company's ethos with the aspirations of prospective candidates - Sowing the seeds of your employer brand to reap a bountiful talent harvest 🤝 If you're ready to go beyond the surface and want to become an "employer brand thinker" - join us! __ Link to the event below; or in my featured section! #employerbranding #talent #recruitment #careerbff

I know a lot of people within my network have been impacted to #layoffs Come join our parent company Raise for the next #talenttuesday to leanr more about questions #hiringmanagers are discussing how to stand out among todays applicants!! #payitforward #interviews #neverstoplearning

The Glassdoor effect: Are you prepared? Today, candidates are smarter and savvier than ever. They leverage platforms like Glassdoor to learn about the true nature of your company before making a decision to even apply or not. This holds power. Think of it as your company's Yelp review but for potential employees. It can break or make your talent acquisition strategy. Smart companies don't just react to Glassdoor reviews; they build strategies around them. They take every feedback seriously, capitalize on positives and fix negatives. So here's a question: What strategies are you implementing to manage your company's online presence? Remember, an informed candidate is an empowered candidate - make sure they're getting the right information about you.