Offor’s Post

This is so important - as recruiters we talk so much about the "candidate experience" and improvements that can be made. Getting your candidate's name right is step number 1.

Your name is one of your most treasured parts of your identity. If you don't believe me, you likely have a name that rarely gets mispronounced or misspelled. Don't take that for granted. It is disrespectful to not ask someone about their name, pronounce it incorrectly, or spell it incorrectly when it's right in front of you. Simple tip: if you come across a new name simply ask "Can you pronounce your name for me? It's important that I get it right" and then pronounce it properly.

⭐⭐⭐⭐⭐ A big well done to Dervla for receiving this glowing review from a candidate! 😁 Do you want to secure a new role with a company that offers fantastic communication and support? Click the link in the comments to find out more 👇 #GetRecruitedUK #FeedbackFriday #Recruitment

Sharing this post from Nicole because it's spot on! Often times candidates can get nasty about this topic & I do get it. However, with Express we'll literally put everything on a job post- location, hours, job duties, benefits, salary - again, everything except the company name. The reason being - 1. The company has hired us to provide them a service and it's our job to screen candidates for their position. We work to present the most qualified candidates possible! By us giving you a call - it's probably with good reason we feel you align with what they're looking for. 2. Sure you could go apply directly for the company, but you and many other candidates could be sitting in a pile of applications. That company may have an overwhelmed HR department that has other time sensitive tasks & doesn't have the time to sift through apps, call to screen, schedule/complete interviews, etc. I can get your resume presented to the top of the pile directly & share more in depth information regarding your experience directly to the decision maker! 3. Working in this industry - there's a lot of resumes even on the most professional side - that truly lack. The experience is there - which I learn more about during our interview😉, but it's simply just not reflected well on paper. I can offer you my expertise & help you to create the outright most competitive resume that highlights your experience in depth to land you the job! All company info can & will be shared during the interview. "Well what if I already applied there/worked there/don't want to work there?" No problem! You didn't waste 20 minutes telling me about you, your work experience and what you you're looking for in your next role all for nothing! The beauty of working with a staffing agency is that I'm not just hiring for one company and one position! You may have applied for one job, but in actuality you applied for several by talking with me! There's always more options to explore!

After I reach out to a candidate about a position, a lot of my responses look like this.... "What's the company name?" While we highly value transparency, there are a couple of reasons why we typically don't disclose the company name in the initial stages: 1️⃣ To avoid biases 2️⃣ So candidates don't apply directly to the company, cutting the recruiter out completely During a quick phone call, the recruiter will be able to share all of the information they have about the role and company. We will also be able to provide insight and guidance along the way. ⚡ We're good at what we do ⚡ We want you to get the job ⚡ Trust the process #recruiter #trusttheprocess #Interviewprocess #recruiting

This week's tip for inclusive hiring: Tell candidates how to address you and ask how they would like to be addressed. There are many ways to address someone: first name, nick name, Mr./Mrs./Ms./ Dr. with last name, Sr. / Ma’am, etc. What someone wants to be called can depend on culture, background, identity, and preferences. Rather than put the candidate in the position of guessing and having to be corrected – let them know up front how to address you. The simple “please call me…” will put the candidate at ease and give them a sense of familiarity. Even better, return the favor and ask them how they would like to be addressed, which shows respect and interest. By establishing this up front, neither you or the candidate will run the risk of mispronouncing names, inadvertently coming across as too formal, informal, or disrespectful, or assuming the wrong pronoun.  #NoBias #Hiringandpromotion #TalentAquisition

Ugh, message from a rejected candidate again. 'Hi Stewie, it's me again, just following up...' Look, buddy, if I want you, I'd ask for malfunctioning Christmas presents, not employees. Try again later after a couple of months, man! #RecruitingStruggles #recruiter #memes #recruitermemes #recruitment #candidateengagement #interview #funny #funnymeme #rejection #candidate #recruiting #staffingagency

In a casual conversation, a junior classmate expressed hesitancy about referring a friend for an open position due to concerns about potential consequences if the friend doesn't perform well. The colleague worried about the impact on his own career and the lack of clarity on the company's stance regarding employee indemnification in such cases. I reassured him that the hiring process is designed to identify the right candidates independently of referrals. However, I acknowledged that some individuals may be deterred from recommending qualified candidates due to the absence of explicit discussions on indemnification. It's crucial for recruiters to underscore that referrals are intended to support the hiring process and not to hold employees accountable for the performance of the referred candidates. Addressing these concerns could encourage more employees to recommend potentially excellent candidates who might otherwise be overlooked.

"🌟 If you resonate with this, give it a like! 🌐 In a realm where rejection emails are scarce, and there's often no follow-up for candidates not chosen, I had a refreshing encounter with a recruiter. They took the time to acknowledge me, share and communicate the situation. We could definitely need more of them! Cho Zin Wint 💼 #RecruitmentRespect #AcknowledgmentMatters #LindenWisdom"

PAPER TIGER: How's that saying go? "You can't judge a tiger by its stripes"? Or is it, "A tiger doesn't change its stripes"? Maybe it's, "A zebra never forgets to change its stripes"? Or perhaps it's, "Job candidates always lie on their resume"? #Recruitment #Recruiting #Recruiters #ExecutiveSearch #SearchConsultants