Maxonic Consulting - Close your Difficult to hire roles/ Get Impactful Leaders/ Heads/Mid Managers’ Post

Please share your resume with the given ID. I know a recruiter wrote to most of the people who approached them for help, but they were not able to reply to them. And then a candidate feels the job is fake, recruitment is a waste of time, the recruiter is not good enough for the job, or the company is not convinced to hire any candidate.   But to put it another way, recruitment is not a simple job, and there are several reasons why a recruiter is not able to reach you. 1. You have applied for a role where you are lacking key skills, but you still apply and expect feedback. 2. The recruiter is working on other active requirements that his manager is expecting to be delivered within the given time. 3. Your resume matches the requirements, but your expectations are high for the given budget. 4. He received almost 100 resumes, and processing every candidate is difficult. 5. He receives internal references that are more suitable for the company. 6. After interviewing a few candidates, the manager decided to tweak some points in the job description for which you might not be suitable. 7. Due to some structural changes, the position is no longer available. 8. If a recruiter is hiring for a client and the client holds the position for any given reason. And still, there are several reasons that recruiters face when they work for any role. So next time, if a recruiter doesn't reply to you over LinkedIn or via email, consider the above facts and give him sufficient time to come back to you. #Recruitment #TalentAcquisition

Resumes don’t define candidates 🚀 This job market has been very tough on everyone. Job postings are receiving 1K applications if not more in the first hour.Which makes it tough to stand out since everyone looks the same on paper…but one thing people can’t duplicate is you and your story. Any job that I ever had, I was automatically rejected based on what the hiring manager saw on paper. They judged my experience off a piece of paper, but never got to see the potential or get to know me as a person. My first job at the bank I was rejected constantly online so when I showed up and handed out my resume door to door at each location, and gave the hiring manager's reasons why they should hire me without the skills on paper. The hiring managers called the recruiters personally and after one interview I got the offer within one day and beat out applicants that had more experience than me. I partnered with Rapha, a company that is helping hiring managers, recruiters, and founders capture hard-skills and culture-fit from applicants without ever picking up the phone. They are now able to ask those burning questions up front where applicants can answer via audio. Resulting in applicants finally controlling the narrative while hiring teams are building consensus around it to do two things, either redefine what the first call means, or skip it entirely and accelerate the process. Rapha was built with the purpose to help every candidate be able to show their potential that never makes it past the resume. There are so many candidates that are looking for a chance and so many companies leaving talent on the table. Remember, resumes don’t define the candidate. The person behind the paper can be what you’re looking for if you give them a chance 🚀 #raphapartner

📢 In the current climate, many companies are struggling to get the best talent through the door, with many people either not actively looking at a move, or looking for better conditions that some companies don't want to offer. So when a recruitment company pops up in the inbox, saying they may have a great candidate and want to talk to you about your company....why reply with "Can you just send the CV?" A proper recruiter, wants to know more about you as business, what your culture is, what your views and principals are, what makes you tick!...so that they can MATCH the best possible candidate to your place of work, giving you value for the spend you're going to make, and also helping to ensure the longevity of the person you hire! Just "sending a CV" doesn't give you that assurance and doesn't give you the same results! Agencies who religiously practice pulling CV's from job boards and just firing them out, often haven't spoken to a candidate, and can mean you end up hiring someone who just doesn't fit the culture at your company!....and there goes your X amount of thousands of pounds, down the toilet as you need to hire AGAIN, for that role, when the candidate whose CV you just wanted forwarding, doesn't work out. SO! Moral of the story is......don't ask a recruiter to just "send a CV"....take the time to talk about your business, talk about what you're seeking.....GET THE RIGHT PERSON!....it'll be worth the effort and supposed pain of talking to the consultant! #SERLtd #Hiring #recruitment #water

📢 In the current climate, many companies are struggling to get the best talent through the door, with many people either not actively looking at a move, or looking for better conditions that some companies don't want to offer. 🤔 So when a recruitment company pops up in the inbox, saying they may have a great candidate and want to talk to you about your company....why reply with "Can you just send the CV?" ⭐ A proper recruiter, wants to know more about you as business, what your culture is, what your views and principals are, what makes you tick!...so that they can MATCH the best possible candidate to your place of work, giving you value for the spend you're going to make, and also helping to ensure the longevity of the person you hire! Just "sending a CV" doesn't give you that assurance and doesn't give you the same results! 😡 Agencies who religiously practice pulling CV's from job boards and just firing them out, often haven't spoken to a candidate, and can mean you end up hiring someone who just doesn't fit the culture at your company!....and there goes your X amount of thousands of pounds, down the toilet as you need to hire AGAIN, for that role, when the candidate whose CV you just wanted forwarding, doesn't work out. ❗ SO!.....don't ask a recruiter to just "send a CV"....take the time to talk about your business, talk about what you're seeking.....GET THE RIGHT PERSON!....it'll be worth the effort and supposed pain of talking to the consultant! #SERLtd #Hiring #recruitment

Are you disqualifying candidates who could potentially be strong contributors to your team? HIRING MANAGERS: REASONS TO CONSIDER CANDIDATES WHO ARE NOT 100% ON PAPER I’ve seen it happen a million times over the course of my career: the candidate who is a perfect match on paper gets passed over for a candidate who doesn't appear to be a match. How and why does this happen? Some reasons I’ve noticed about this phenomenon include: ***They got bad advice on their resume. Some candidates haven’t been in a position of seeking work and are out of step with current resume trends. It’s possible they hired someone and received poor direction, (perhaps by someone who has no idea about their profession) on how to present a solid resume and are now committed to a specific version of an inadequate resume. ***Their resume is incomplete. Just as some job descriptions don’t include every task or responsibility that will be expected in the role, a resume is not an all-inclusive, exhaustive list of every experience and qualification a candidate can bring to a role. Only in having a conversation is it possible to make a connection between what a candidate can bring to a role that might not be evident from the job description and/or resume. ***They aren’t skilled in sales techniques and struggle to “sell” themselves accordingly. Many people struggle with talking about themselves and quickly and articulately sharing their strengths, accomplishments and what they can bring to a role. This can be solved by simply asking the right question that will then prompt them to discuss a skill or qualification that wasn’t obvious on their resume. Of course, it’s important and a candidate's responsibility to present themselves as strongly as possible, but sometimes just one of these small mistakes can immediately eliminate the perfect match candidate from consideration. This is why it is important to work with an Account Manager / Recruiting team that you trust. I will never tell a client who to hire, but I will suggest and provide reasons why they should talk to and consider a candidate. That information often comes from my own experience in talking with clients and candidates about their experience and the specific requirements, saving you time and providing candidate options that may have slipped past your radar. If you are struggling to find the right fit for your open roles, please reach out! [email protected]

"Our candidates & clients are the ones most affected by our work." Recruiters… do you guys agree or disagree?   Recruitment is often (wrongly) seen as a selfish, money-grabbing industry where its employees will put themselves first all day, every day.   From my perspective it's almost completely the other way round.   The hours we put in to ensure candidates can actually start on their first day, is often a huge part of our jobs that no one sees.   That 'pit in the stomach' feeling of stress and disappointment when roles get pulled and candidates are left in the lurch is something that I will never get over.   & therefore, I will do everything in my power to make sure my clients & candidates get the result they're looking for.   A big part of the service we offer clients, is telling them exactly why/ how/ when a candidate is slipping away and what they need to do to keep them.   Flip it on its head to do the same with candidates, and you can see how sometimes (I'd argue a lot of times), we are the only thing successfully holding a job offer, a candidate & a client all together.   So next time you think you can go without recruiters, consider the 90% of background work that isn't just CV sifting, but is instead cultivating & maintaining relationships just to get you to Day 1.

Finding the 'right candidate' is something we love to challenge. Having been on both sides of the recruitment cycle - we have had our perspective changed. We understand that a CV won't tell you everything about; a candidate's character, their capabilities and simply their demeanor. What a CV will tell you, is the bullet point career history, skills they've developed (if they remember them all 😅 ) and well, 'wordy' things whilst they try present themselves in the best way possible through a page or two. Recruitment, or finding the best candidate is more than looking through CV's, its looking beyond what a candidate can do and shifting to look for what they could do. 💚 Why are we passionate/ different about recruiting? Well, recruiting well simply means there is a long term benefit for both parties. There is stability and growth for both the employee and the employer. Everyone deserves an opportunity. That's why if you're looking for a new hire, let us have a look around for you. We may just find the 'unicorn' you've been looking for. 🦄 Pop us a message and let's find your team. 💬 #recruitment #ConsultingHR #businessdevelopment

How many jobseekers do you have to review so you can find the the right ones to talk to? The number of jobseekers you need to review in order to find the right candidates to talk to can vary greatly depending on several factors including: 1. The specificity of the job requirements: If the job requires highly specialized skills or experience, you may need to review a smaller pool of candidates to find suitable matches. 2. The popularity of the job posting: Jobs that are in high demand may attract a larger number of applicants, requiring more thorough review to identify your qualified candidates. 3. The effectiveness of your job posting: A well-written and targeted job posting may attract more relevant applicants, reducing the number of unqualified candidates you need to review. 4. The screening criteria used: If you use specific screening criteria or filters to narrow down the candidate pool, you may need to review fewer candidates overall. So at the end of the day there really is no set number of jobseekers that you must review to find the right candidates. It ultimately really depends on the factors mentioned above as well as the specific requirements of the job and the preferences of the hiring team. However, it's common for recruiters such as First Search Inc. and hiring managers to review dozens or even hundreds of resumes and applications before identifying a shortlist of candidates to actually interview. We Send You People, Not Paper It’s NOT a matter of “getting candidates in 24 hours” as so many TV ads promise. It’s a matter of having the right candidate who has been properly vetted so you don’t waste time churning through a sea of paper and an ocean of silliness. Reach out for your free First Search Inc. Consultation by contacting Al, right now our Chief Employment Officer at [email protected] or 847-612-4676? #recruitment #staffing #hiring #management #ceo #cfo #humanresources