Brad McKnight

Just wrapped up Week 5 of my #jobhunt. Here's an update! - I got news that I wasn't selected after the final round panel interview. It was good to be able to knock the dust off to give myself clues for how I can show up better for the next one. - Had coffee with the president of a startup to chat about its need for a project lead. - (1) online application rejection - Had (2) additional screen/interviews with a large tech company. I have another meeting scheduled for Monday morning. - Referred to and made it through (2) consulting company phone screens - Had a handful of other conversations with potential leads that I'll share more about when/if they materialize into something more significant. This Week..... I won't grind as hard as I get back into more of a routine that involves eating better, exercising and relaxing my mind. A huge shout out to everyone out there looking for work. Especially my fellow scrum masters and project managers. 🎗 Please REPOST with #HireSenecaJ for reach! #jobsearch #hireme #jobseeker #hiring #recruitment #jobsearching #remotework #hybridwork #kanban #scrum #SAFe #agile #projectmanagement #recommendations #scrummaster #productowner #productmanagement #opentowork

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🌟 Very useful advice: You never know! 🚀 That CV you send via Indeed and then on the company website might be the one that lands your dream job! 🌈 #JobSearchTips #DreamJob #CVSuccess

I suspect this type of scenario is driven/maintained in part by some of the following factors: 1. [in my opinion, dumb if misused] business advice to "Hire slow, fire fast". Sure, you absolutely do need to find culture and skills fit for roles especially if you're growing rapidly and needs all hands on deck regularly, but if your idea of culture fit is "I want someone like me, but cheaper/younger/more easily persuaded to pull long hours for under-market comp", then...you have a problem!with unrealistic expectations. But go on with how people don't want to work, yeah? // 2. The perception that your company/brand can do no wrong and people should be happy to work here. This one usually comes loaded with language like "we hold ourselves and our staff to the highest standards", as if that's somehow justification for insisting on putting potential hires through an entire rigmarole. To be clear, companies of all sizes must have appropriate standards for hiring. I get that if you're a 5-person company, that new 6th person will absolutely need to bear a much larger proportion of the workload and be able to mesh well with the other 5. But if you're a 10,000 person strong company? Realistically you're hiring for a much smaller cog in a big machine. But what if that role you're hiring for absolutely cannot be filled from within? Then you have to acknowledge you have a talent shortage (for that functional area) and just accept the fact that you'll need to hire externally - which also means the role's stakeholders need to be able to adapt to the outsider's way of working, not just "We do it here this way and we absolutely won't accept any less". // 3. It's an "employers' market" and you hold the leverage. Well, this one is usually true, but brandishing that fact and bluntly forcing everyone to jump through hoops of your choosing "because we can" is likely going to just attract the kind of mercenary or desperate hire that don't have many other available options. Yes, I know exceptions exist. that does not disprove the rule.

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When asked if we can help fill the positions from our clients, I have one answer: Yes. Our pipeline is full of people, but for quality candidates, all I ask for is a timeframe for which you need them and if you’re willing to pay for that quality. ⏳💰 We have had no issues since. I enjoy networking with people that see the value in what you offer. #recruiting #leadership #candidatesourcing #hiring #clientmanagement #quality #staffing #networking

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🔍 **Job Seekers: Beware of Fake Check Scams!** 🚨 Navigating the job market can be challenging, and unfortunately, scammers are taking advantage of this. A rising scam that job seekers need to be aware of is the **Fake Check Scam**. Here's how it typically works: 1. **Too Good to Be True Job Offers**: You receive a job offer out of the blue, often with a high salary and minimal requirements. 2. **Check in the Mail**: Shortly after, you're sent a check with instructions to deposit it into your bank account. 3. **Urgent Requests**: You're then asked to use that money to purchase equipment, software, or even to forward part of the funds to a third party. 4. **Check Bounces**: Eventually, the check bounces, leaving you responsible for the entire amount, while the scammer disappears with your money. **Protect Yourself with These Tips:** - **Verify Employers**: Research the company and contact them directly using official contact information. - **Be Skeptical**: If an offer seems too good to be true, it probably is. - **Never Send Money**: Legitimate employers will never ask you to send money or use your funds for any company-related expenses upfront. - **Watch for Red Flags**: Poor grammar, high-pressure tactics, and generic job descriptions are common signs of a scam. Stay vigilant and always trust your instincts. If something feels off, take a step back and reassess. Your financial safety is paramount. #JobSearch #JobSeekerTips #ScamAlert #FakeCheckScam #StaySafe Feel free to share this post to spread awareness and help others avoid falling victim to these scams! 💡🔒

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I've done this for each job search period and it's been a huge help. Here's how: * The sheet provides easily accessible job application data. My sheet tells me how many jobs I've applied to, when I applied to them, what documents I attached in my application, whether or not I've spoken to the recruiter, and the status of my application. * Easily accessible data means I can track trends in my applications and address any application gaps, such as a lack of interview requests for positions applied to in a specific role or industry. * I can easily access each job description, resume submitted, and cover letter submitted to reference in job interviews. * I can see which applications I need to follow up on (especially important if you haven't heard back from someone in a while). * I can more easily set application goals for myself (ex: "I need to apply to at least 3 positions by EOD and speak to at least 5 recruiters to stay on track to submit 15 applications by Friday"). * Holding onto this data for the next time I'm on the job market could assist in my next job search. Before my current search, I reviewed data from the last time I was in the job market (winter 2019 - spring 2020). All current/previous application data is housed in the same easily-accessible private folder. Most importantly, I am a scatter-brained person with horrible memory. Documentation of my applications limits my worst professional trait by keeping me organized. It's the reason I have such detailed documentation both in my professional and personal life (ask me about my personal finance spreadsheets and bill reminders). Work smarter, not harder.

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I got stood up by a bot. Twice. I received a text message from "Virtual Recruiter Jamie" from Apex Systems about a job posting. Jamie had sent me an email with the job description and wanted to set up a time to discuss. At the bottom of the email, it says: "By replying to this email, you consent to receive a limited number of text messages, and automated artificial voice calls for job opportunities from Apex Systems and its partners.". I responded that 2:30 PM Thursday or 2:30 PM Friday was a good time. Jamie responded that she would call me at 2:30 PM EST on Thursday. Mind you, we're in Daylight Savings time, so it's EDT, but I've had people say EST maybe out of habit, so I try to be ready at both times. 2:30 EDT came and went, 2:30 EST came and went. I emailed Jamie and said she failed to call. I got a message this morning from Jamie that she apologized for missing the call and would call me today (Friday) at 2:30 PM EST. I replied back 2:30 PM EDT in case the bot handling the text recognition would be able to get that right. 2:30 PM EDT came and went, then I received a text message about 10 minutes later that Jamie had tried to call, but couldn't get through, and suggested I save her number in my phone (Which I had already done). I also turned off all of the spam and fraud detection software on my phone. I asked Jamie to call me right back and after a few minutes got a reply of "Okay, I will call you shortly". At this point I'm assuming it's a scam, but I was genuinely curious what an automated artificial voice call would be asking me. Jamie called, and sure enough, it's a bot. "Hi. This is Virtual Recruiter Jamie. Am I talking to Daniel?" "Yes. "I'm afraid I didn't get that" "Yes" "I'm afraid I didn't get that" Yes. "I'm afraid I didn't get that. I will try again later". Hangs up. It's frustrating enough to be job hunting in this market. To outsource the screening of candidates to a bot that can't even understand basic English is just lazy recruiting.

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I have a question for game testers. I've been in QA for almost 30 years. Through those years, I've occasionally considered working in the game industry, but every time I've mentioned it to someone, the response was nearly always "Game testing is miserable. You work long hours, get no appreciation, and the pay is crap." Of course, none of these thoughts ever came from an actual game tester, just people who have heard about it. So I am asking game testers ... Is it as bad as described, and you have to love the art of it to put yourself through the pain, or is it a realistic career with the usual highs and lows? #gaming #gametesting #gamingqa #gameqa

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The candidate experience isn't focused on enough. Came across this in a post for a Software Developer opening. If it takes 6 rounds to determine if a Software Developer is a fit then the people conducting the interviews shouldn't be interviewing. Round 1: Preliminary Interview  Round 2: Hiring Manager Interview Round 3: Take Home Assignment (Coding Challenge) Round 4: Behavioral Interview Round 5: Technical Interview Round 6: Executive Interview It should be no more than 3 for most positions.... The Two to Three Interview Rule: Many hiring professionals advocate for a structured hiring process that includes two to three interviews. The rationale behind this approach is to strike a balance between thorough evaluation and respecting the candidate's time and experience. Pros of 2-3 interviews: Efficient Use of Time Positive Candidate Experience Better Decision-Making Two to three interviews can provide a comprehensive assessment while preventing interview fatigue, which can lead to suboptimal decision-making. Cons of Excessive Interviews: Diminished Interest Negative Perception Missed Opportunities as they drop out / accept another offer The ideal number of interviews for assessing candidates is a delicate balance. While two to three interviews are generally considered sufficient to make an informed decision, exceeding this number can have adverse effects on the candidate experience and the organization's reputation.  6 rounds...No thank you

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1st: It's layoffs. 2nd: It's rehiring Recruiters. 3rd: As Recruiters get hired so does everyone else. 4) Multi year hiring sprint. The same cycle repeats every 5 to 10 years. I posted this originally back in December when we were in step 2 and now we're transitioning into step 3 and will be on our way to step 4 in the next~12 months. 2024: The Return of the Recruiter. 2025: The Return of the War for Talent.

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A resume trend I've noticed lately: Candidates are putting the job title for the role they're applying for at the top of their resume, but their actual job experience doesn't match that title. For example, calling themselves a "Senior Developer" when they have no experience in development. I suspect they're doing this to try to trick the Applicant Tracking Systems (ATS). However, ATSs don’t work this way! This trick doesn't help your resume. In reality, this makes the resume and the candidate seem dishonest. ATSs don’t automatically reject resumes based on keywords alone, but a human reviewer will likely be less interested in interviewing someone who appears to be exaggerating or lying about their experience. To clarify, this advice is specifically about people listing job titles they've never actually done. It’s perfectly fine (and encouraged) to highlight relevant and transferable skills in your work history. Just make sure your job titles accurately reflect your actual experience. #candidate #cv #experience #fresher #ats #resumewriting #hrcommunity

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Helpful Hint: If you see a job posting with a LOT of applicants already having applied to it, please don't let that stop you from applying IF you have read _and_ you meet the minimum qualifications. (My positions are with the government; you have to meet the minimum quals.) Lots of applicants ≠ lots of _qualified_ applicants.

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PSA: Candidates.... you're in big big trouble. If you keep continuing down this path of not quantifying the data on your resume or the coding environment you were in for each position, you will be passed over for those calls from the hiring managers that you're desperately seeking to impress. 💯 When I talk about the sub par resumes I have coming across my desk they include phrases like "helped achieve KPI's"... without explaining what those KPI's were or how they helped improve inefficiencies. Also, you're failing to include the coding environment in each company that you worked at. This doesn't mean listing 30 different languages and claiming that you worked with them at one point or another. If you haven't touched a language in a long while, don't even include it on your resume. Here are some examples of what you need to focus on that are actionable metrics: Focus on Impact: Go beyond just tasks. Instead, highlight how your work impacted the company's goals. Did you improve efficiency? Reduce costs? Increase revenue? Quantify these whenever possible. Identify Measurable Results: Look for metrics relevant to your role. Here are some examples for developers and IT managers: Developers: Lines of code written (if relevant), reduction in bug rates (%), improvement in application performance (%), features shipped on time. IT Managers: Increased team productivity (%), reduced downtime (%), projects delivered under budget (%), improved customer satisfaction scores. Be Specific and Honest: Use concrete numbers and percentages. Don't make claims you can't support. If you don't have hard data, estimate based on what you know. Here are some examples of how to quantify achievements on a resume: "Developed a new caching system that reduced page load times by 20%." "Led a team of engineers in implementing a new customer management system, resulting in a 15% increase in customer retention." "Reduced IT infrastructure costs by 10% through server virtualization." --------------------------------------------------------------------------- On your resume, speak to what the job description is trying to solve if you have experience with it in your past. Always ALWAYS customize your resume to each position, and don't forget to set yourself up for those Google/Glassdoor/Indeed Alerts because you don't need to be spending 8 hours a day applying for new positions.

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A note to recruiters and employment folks: Unless you specifically need to hire a person to “hit the ground running”, a lot of jobs can be taught in the space of a few months. If you hire a person with the right transferable skills, an inexperienced newbie can be equally as effective an employee as a seasoned veteran in the field. Sometimes it’s all about giving someone the opportunity to prove themselves and get the experience they need to be able to do the job.

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Just about 4.5 months and I still haven't been able to land another interview with the resumes I have put out that I customize for each role that I apply for. Recruiters that reach out to me for roles I may be qualified for end up ghosting me after I tell them that I am interested or the ones that I tee them up for to submit me, I am unsure if I even get submitted for the role because I hear nothing further. What is the deal with all of this? I am trying really hard to get noticed and get recruiters to submit me to positions. I have a recruiter that I got transitioned to through TekSystems and I haven't heard peep for a few weeks now. I am looking for roles here on LinkedIn, InDeed, Dice, CareerBuilder, etc. I have had to take a hospitality job to have some steady income and reduce the wear and tear on my vehicle from doing Uber/Lyft/DoorDash and it really hurts going back to a minimum wage job after working my butt off to make what I was making as a Senior Web Developer and being laid off so many times within the past year either due to Covid or contracts being shortened early. I need as much reach as I can get on this post to have anyone and everyone out there willing to take a look at my skills as a web developer. What the drawback from my resume is that it can't provide insight as my knowledge in frontend frameworks such as Angular, React, Vue, or NextJs because all of that knowledge is from me training myself to stay current with the latest technologies. None of my roles have used any sort of frontend framework and it has been a kick in the pants getting any sort of roles that require knowledge in these frameworks. I've mainly been hired for backend roles where it has been primarily PHP or NodeJS which is fine. I just know that PHP is dying (or at least it seems to be) and I know I'll not be able to get any roles in .NET because I don't have the skills, but am willing to learn as I pick things up quickly. When it comes to learning a programming language, it all comes down to learning the syntax and terminology. I am really at my wits-end and trying my hardest to get back to what I love doing. #People #PHP #NodeJS #Angular #React #VueJS #NextJS #API #APIDevelopment #OpenToWork #Recruiter #WebDeveloper #WebDevelopment #FrontEndDeveloper #BackEndDeveloper #FullStackDeveloper #WebDesign #HTML #CSS #JavaScript #Programming #Coding #SoftwareDevelopment #TechJobs #JobSearch #CareerDevelopment

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QUESTION 🙋‍♀️ Recruiter connections- has anyone heard of or sourced candidates from a platform called Frontend Mentor? Or even any of my software connections- have you used it? If so, what are your overall thoughts? Recruiters, have you ever hired anyone from it? I ask because my husband has started getting various certifications in coding. He found the Frontend Mentor website which seems to be a training platform that could also help recruiters see your portfolio. So just checking to see how successful or helpful it is. Thanks!

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