Seth Jackson

Pro tip for hiring managers: if you can’t offer the same salary and benefits as Google, don’t interview like them 🤷‍♂️ You’d think this one is pretty obvious, especially in 2024. Apparently it isn’t though 🥴🙃 I’m still hearing stories from candidates who are being put the ringer and a million interviews, and then not even getting feedback 🫣 Can we just, not? 🫠 #hiring #interviewadvice #data #technology #recruitment

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As a recruiter, I review hundreds of applications. One thing I've noticed is that most of y'all are doing the right things.   The reason why you got rejected is that other candidates were just a better match.   That's really it.   You might have required experience, but:   ➡ the other candidate has been in the same industry for 5 years ➡ the other candidate has the preferred software systems ➡ the other candidate has the preferred language   Rejection doesn't define you. Stay persistent. #hiring #corporate #recruitment #recruiting #hr #humanresources #rejection #persistence  

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How do recruiters and hiring managers work together anyway? I can't help but chuckle every time I see non-recruiters (and non-HMs for that matter) bemoan the fact that recruiters are even involved in the hiring process at all. To some I'm just someone to "avoid" or "get past". Perhaps I'm a necessary evil you sigh and tolerate on your way to the REAL decision makers. That's cool. I'm not mad about it. I'll even concede that not all recruiters care as deeply as I do (and really, most of the ones I know / have worked with). We go DEEP with our hiring teams to understand the problems we're trying to solve. More on that later. Bigger picture though - when recruiting is done right - 𝙞𝙩'𝙨 𝙖 𝙩𝙚𝙖𝙢 𝙚𝙛𝙛𝙤𝙧𝙩. I can't recruit by myself. I need to have roles to fill, and engaged hiring teams willing to work with me. That's everything from initial kick offs to resume reviews to interview processes and approving offers. My teams expect me to deliver the best possible pipeline of prospects, quickly and with the required data so they can make decisions to move forward and how. Oh, and I have to close our top picks too (I'm a pretty good closer). Oh, but HOW good a closer are you Ames? Well - the 𝗩𝗔𝗦𝗧 𝗠𝗔𝗝𝗢𝗥𝗜𝗧𝗬 of my current hiring managers were initially my candidate. They're here, hiring and leading teams themselves, because I made them an offer they liked enough to accept. It is an unbelievable privilege to be so close to my partner teams and to tag along with them from their own interviews to building their own teams. So what do I actually DO to help maintain and strengthen those relationships? I pulled together a 6 video Hiring Manager Playlist where I cover the following topics: - The Recruiter / Hiring Manager Relationship - Recruiter Accountability - Can a Recruiter OVERRULE a Hiring Manager? AND MORE! Check it out here - https://lnkd.in/gqxbCiPH Sometimes, if you're a very ok recruiter, your HM may get you a present 😊 Mike and Kayla - if you see this please know I have given this plant to my husband so I don't unalive it 😂 Oh and if I'm slow in responding to comments later today, it's because I'm enjoying a pre-holiday happy hour with one of my fave HMs. Happy 4th y'all!

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I've been recruiting for well over a decade. From staffing to startups to big tech like PayPal, Venmo, Braintree and LinkedIn. I've had some heavy workloads and some wild hiring goals but NEVER have I had the goals that GEICO is looking to get to. We're already moving into Tech (ask around, we're making our mark and paying accordingly 😉) SO, my friends at TikTok, Tesla, PayPal, LinkedIn, Google and SO many more. Reach out to me. I can help. I know I have plenty of connections with y'all at these companies and layoffs are hard. I've been there. I'm hiring. This message needs to go viral. Not for me, but for others. I repeat, I can help. So, please... like, comment for reach, and SHARE SHARE SHARE!!! GEICO is doing things you wouldn't have even imagined an "insurance" company to do. Share this for folks who have been impacted. Let's see how many people we can help. #hiring #geicotech #opensource #data #engineering

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As a recruiter, I never read cover letters. Don't get me wrong - it's not that I don't care. I find that a well-crafted resume and a detailed LinkedIn profile are enough to convince me to reach out to people. So, use your time wisely. Focus on enhancing your resume and LinkedIn profile. Stop stressing over cover letters. I hope companies take note of this as well. #humanresources #management #hiring #DeliaCaluser

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SPLISH....SPLASH.... Human Resources and Recruitment JobSeekers---> JOBS!! Lots of jobs are "Riding the Waves"🌊 here for everyone!! Here are some HR and Recruitment Jobs REMOTE and HYBRID..... These are across all of the USA. 🌊 👙 👕🌞👓 🌊 👙 👕 🌞 🏖Ethan and I are not the recruiters for these jobs. Please do not send us your resumes for review as we are not part of an employment agency. We are just passing leads on over to people because we care. 🌞 Click on the links 🔗 and apply directly to the job(s) please! 👙 If there is a match then the company recruiter will reach out to you to setup interviews!! 🏖 We do not personally know information on each of these jobs or about the companies, culture etc. * That is something you can find out from the company recruiters and of course you doing your research on the company anyways :) 🌞 Good Luck 🤞 to you all in your job searches!! 🔸 🔹🔸 🔹🔸 🔹🔸 🔹 (Keep us in mind please in your travels for helping us as we are helping you) ---> 🌊Ethan Krause Edwards is looking for strategy work either contract or employee opportunities in Marketing/Advertising.<--- ---> Tamara Swearingen is looking for a Senior Contract Recruiter opportunity- Technical/Non-Technical is fine either contract or employee opportunities.<--- 🔸 🔹 🔸 🔹🔸 🔹🔸 🔹 --->Connect with me here on LinkedIn to stay in touch with me Tamara Swearingen for all job posts across industries and then for motivational and educational content to share with you each week to keep you moving along in your job search like I am doing for myself while looking for my job! 🏖 TAG someone's name in the comment section below if you see a job for someone who is out of work and then they will be alerted and can apply! Show some Kindness to someone who is out of work too ❤️ 🌊 👙 👕🌞👓 🌊 👙 👕 🌞

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I know candidates hate hearing this, but the reality is a lot of companies have a no feedback policy after interview. This isn’t the case for all companies, but thinking about my time in FAANG, recruiters were not able to provide feedback even if they wanted to. Whether you agree or disagree with these policies, it’s important to understand that they exist and figure out other ways to get feedback after the interview process. Some recommendations 👇🏼 1. 𝙍𝙚𝙘𝙤𝙧𝙙 𝙮𝙤𝙪𝙧𝙨𝙚𝙡𝙛 𝙖𝙣𝙨𝙬𝙚𝙧𝙞𝙣𝙜 𝙞𝙣𝙩𝙚𝙧𝙫𝙞𝙚𝙬 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣𝙨: you may be able to pick up on some needed tweaks by watching yourself answer questions 2. 𝙈𝙤𝙘𝙠 𝙞𝙣𝙩𝙚𝙧𝙫𝙞𝙚𝙬𝙨: even better if you can get one with a recruiter but in general another person can usually catch some areas to improve 3. 𝙍𝙚𝙢𝙚𝙢𝙗𝙚𝙧 𝙞𝙩’𝙨 𝙣𝙤𝙩 𝙖𝙡𝙬𝙖𝙮𝙨 𝙖𝙗𝙤𝙪𝙩 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙘𝙤𝙪𝙡𝙙 𝙙𝙤 𝙗𝙚𝙩𝙩𝙚𝙧: Sometimes you interviewed perfectly and another candidate was just 1% more qualified for that specific role Not getting feedback is tough, but it’s not always available so you may need to get creative in ways to improve your interview skills during the job search. #JobHuntLikeARecruiter #hiring

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Agency Recruiter Tip - Following up with your recruiters...(hint a recruiters favorite thing to do is make an offer, followed with scheduling an interview) I've had this come up lately a lot and wanted to give a few tips and things to think about. I have submitted 1000's of people over the years and worked with many different types of hm's One thing is ALWAYS true. well almost.. The recruiter and candidate have a tremendously different sense of urgency than the HM and client manager. (a client manager is the recruiter in charge of handling the company and communication with that company and the recruiters working the job) Candidates REALLY want to know what's going on at all times. often I get a message a day from someone in process. Same with Recruiters. I have a few on my team that ask me multiple times a day on progress here's the thing I want to really drive home here. Even if I was a terrible sub par recruiter I would DEFINITELY always tell the recruiter and candidate if I had an update. It's my commission and livelihood too. Since I'm not a terrible recruiter and kind of annoying in general, I ask for updates as much as I think I can get away with. I had a client at the end of last year tell us on a conference call that I was her favorite and I thought she hated me because I ALWAYS feel like I'm bothering her for updates. So I must be hitting the top of the line of just being a slight nuisance. Its an art-form and also applicable to dating. You're welcome If you aren't hearing from your recruiter, they do not know anything GOOD. Chances are they don't know at all or it's bad news. here's the takeaway. Follow up as often as you think is necessary. If you have a recruiter that doesn't hate money, you will get the good news about that interview or offer seconds after they get it. If you're sending 2-3 emails/DM's without response, it's bad news. Move on. Bonus - If you're working with me i try to let people know to check in with me once a week on the off chance that I miss something, which I rarely do but it happens. I have a bunch of recruiters slacking me multiple times a day along with Amy and my candidates. I have an ATS and a spreadsheet to track progress and MOST of my clients are great about comms. Happy Friday. Expecting a good amount of offers today so I'm going to celebrate by sitting here and trying to get some new clients. Richie #recruiterlife

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🎊LET ME HELP TAKE THAT GREEN BANNER DOWN🎊 Let’s get some extra attention on your #opentowork posts! All you have to do is: 1)Link your #opentowork post below in the comments 2) I will personally comment on any of the posts linked below!! ...as well as whoever else participates! 3) Connect with each other 4) Pay it forward by commenting on other people's #opentowork posts too Don’t forget to pin to your profile so that people can continue engaging!! Your next offer will arrive soon!! #jobsearchtips #opentowork #greenbanner

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Agency recruiters duties, from my point of view, from beginning to end of the process... 1. Get the job description from your client manager, sales person etc. Study it and ask questions you need clarification on. Understand where you sit in the market in terms of comp. 2. research the company that you're going to be placing people at. Ask about day to day duties, the team and get an idea of culture. Look at other profiles of people working at the company. 2. look in your ATS for candidates you've talked to in the past. 3. Post a job with the minimum requirements very clearly stated and salary range. 4. Source passive candidates and green banner folks that fit your description through various tools and platforms 5. Call and screen candidates until you find your top 3(number varies but I do 3 per role) I also do this via video whenever i can. It gives a much better idea of how people will interview. talk about their experience and the job. Give an idea of the day to day, salary, the team they'll be on, etc. Discuss salary 6. Present said those candidates to the client or the client manager. 7. If they are not selected to interview, reject them when you know 8. if selected to interview, set a call with them to go over the job again, make sure salary expectations still align. 9. Get feedback from everyone directly after the interview. If the candidate is rejected, try to get a reason why. 10. Repeat until offer stage. Bonus - Talking about salary range and salary expectations early and often will prevent a LOT of turn downs at step 10. Happy Friday, recruiters follow up with your candidates today and your HM's. Happy Headhunting! Richie #recrutierlife

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At InCommon, I've seen this cycle play out firsthand. The key to navigating these shifts is to build resilient, globally distributed teams that can adapt to changing market conditions. With the right strategies in place, companies can thrive in any economic environment. At InCommon, we're helping growing companies build and manage teams worldwide, ensuring they have the talent and resources needed to succeed, no matter what the future holds. The war for talent is always on, but with a global mindset and the right partners, you can stay ahead of the curve.

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Avoid Embarrassing Typos: Why Spellcheck is Your LinkedIn Profile’s Best Friend I know I sound like a broken record, BUT… I want to chat about something I’ve noticed more often than I’d like while searching for candidates for some exciting new roles we're filling—yep, it’s the dreaded typo. Yesterday, I stumbled upon a profile that listed a "Bachelors in Marking." A little slip? Sure. They meant 'Marketing,' which was clear from other details on their page. But it got me thinking about how such errors could affect our professional image. Is that small slip-up enough for a hiring manager or a recruiter to move on to the next candidate? We all understand the importance of making a great first impression, and on LinkedIn, that often starts with our profile. While spellcheck is a handy tool, it's just the first step. Using a more comprehensive tool that reviews grammar, punctuation, and clarity can really polish your profile and make it shine. I’ve been using Grammarly for a few years and absolutely love how it offers real-time suggestions to improve my writing. It’s like having a tiny editor in my laptop, constantly giving me a nudge in the right direction. But I’m curious—what tools do you use? Are there other cloud-based typing assistants you’ve tried and would recommend? Let’s help each other avoid those awkward "Marking" moments by sharing our favorite tools in the comments below. Because in this digital age, a typo-free profile might just be what sets you apart in your next job opportunity! Happy typing! #LinkedInTips #ProfessionalDevelopment #Grammarly #Spellcheck

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Things recruiters should not do: Tell applicants they'll be too bored in a role. The only thing that should matter is if the applicant meets the qualifications and passes the interview process. Make promises about positions they cannot keep. If you reach out to an applicant about discussing other positions available, do not ask a candidate and then never respond if they say that yes they would like to discuss other roles. Ghost applicants for weeks despite the applicant responding in a timely manor. Even if a job listing is posted an error, reaching out to update the applicant will go a long way. Schedule an applicant for an interview, but hire someone before all applicants are interviewed. Doing any of these makes the job hunting process which is already hard enough, more stressful for applicant and will make them less likely to want to apply/accept employment offers from your company in the future. -signed Someone who is burnt out of dealing with recruiters

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Fee paid to Recruiter; you keep 100% of this amount > $7,000. Get paid to fill this open job - Respond if interested. Job Title – Process Engineer Location: Defiance, Ohio JOB #. 83219794 Base Salary - $90,000 0 $124,000 Industry: Building Materials Job Category: Engineering - Chemical SCREENING QUESTIONS: ·      Do you have experience working in a continuous process? ·      Did you have experience with continuous improvement/efficiencies? IDEAL CANDIDATE: ·      This position is critical to 2 high demand process units at plant 8. This role will keep the unit running as well as working on continuous improvement items.  ·      This Engineer needs to understand the role is not 9-5, its after hour calls, responsible for the whole line making sure its running efficiency, working with maintenance, eliminate downtime. Looking for someone who has the willingness to do what it takes – working as equals/working as a team. ·      One of the units is a specialty line for ceiling tiles/acoustic tiles, wraps for large water heaters.. this is the specialty line – boards & rolls. Raw ingredients added into the melter Job Description: ·      Process Engineer's role will be to provide technical leadership to operate a major asset (typical annual revenue of $50MM to $200MM) at target regarding output, usage of material and energy by meeting the product specifications. ·      To achieve that goal, the Process Engineer II needs to establish a process of data collection, auditing and preventive maintenance which allows the identification of deviations quickly and suggests the implementation of corrective measures. RCCA analysis, 5 time Why and the JM Solve-It method or Keppner / Tregoe, a 6 Sigma approach should be applied where needed. ·      Based on performance analysis, raw material specifications will be reviewed on a regular frequency and potentially adjusted to drive the expected performance improvement. Your Day to Day: ·      Perform continuous analysis identifying areas for improvement and corrective actions. ·      Develop standard control processes and standard operating procedures. ·      Defines the process set points for all different product types and creates the associated management tools (e.g., set up sheets in MII, SOP's…). ·      Actively support improvement of safety performance by encouraging safe behaviors of the team and engaging in the process to improve the JM safety culture. Qualification: ·      Bachelor's degree in engineering ·      3 years of experience in industrial continuous process manufacturing either as a process or manufacturing engineer and 2 years troubleshooting on manufacturing processes. ·      Continuous process experience ------------------------------------------------------------ Richard@UnitedCareerNetwork.com 516 526 2244 unitedcareernetwork.com

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Can I ask my #network for a tiny favor please. If you see ANY HR or recruiting job posts offering remote positions, please tag me. LinkedIn has been so weird and unhelpful lately, not showing me the posts in my feed I need to see with jobs or recruiters/HM's that do quick posts asking for resumes. Or resharing posts would be more helpful to everyone in your network. It would greatly help me. Liking the posts do not always allow visibility when LinkedIn algorithm doesn't work properly. I sometimes end up seeing job posts someone liked 5 days ago 😩. This market is so incredibly scary and tough. #HR #Recruitment #MentalHealth #JobSeeker #OpenToWork #DEI #MBA #StruggleBus

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Here are some quick points for why some positions might be put on hold, canceled, or given to an internal recruiter: Positions Put on Hold Budget Constraints: Unexpected financial issues can lead to a temporary hiring freeze. Strategic Changes: Company reorganization or shifts in priorities may require reevaluating the necessity of the role. Hiring Manager Availability: Unavailability of key decision-makers can delay the hiring process. Market Conditions: Economic downturns or market instability can cause companies to pause hiring. Candidate Pool: Difficulty finding qualified candidates might lead to a reevaluation of job requirements. Positions Canceled Budget Cuts: Permanent reductions in budget can eliminate the need for the position. Role Redundancy: Internal restructuring may make the position unnecessary. Business Changes: Mergers, acquisitions, or changes in business direction can eliminate the need for certain roles. Project Cancellations: If the project associated with the position is canceled, the role may no longer be needed. Internal Hire: Sometimes an internal candidate is identified who can fill the role, making external recruitment unnecessary. Internal Recruiter Assignments Cost Efficiency: Using an internal recruiter can be more cost-effective than external agencies. Faster Process: Internal recruiters are often more familiar with the company culture and processes, leading to quicker hires. Better Fit: Internal recruiters have a better understanding of company needs and can find candidates who fit well with the team. Confidentiality: For sensitive roles, internal recruitment ensures confidentiality. Engagement and Retention: Promoting internal candidates can improve employee morale and retention by demonstrating career growth opportunities. Some of things that maybe currently going on in this strange job market

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Seriously considering if New England has work for me anymore. I apply frequently to video production work only to receive rejection notices; some within 1 hour of submission. Additionally, I receive contacts from recruiters who don't seem to do their due diligence. They are trying to fill a position without even checking for applicant qualifications. If anyone thinks that I'm qualified for supervising hazardous waste disposal again, that recruiter definitely needs to be reevaluated or that algorithm needs to be removed. The only disadvantage I have are NDAs from previous employers. My last professional work was posted in 2020. Video portfolios aren't judged by other creatives but by paper pushers working in HR. I once applied for a video editing gig with a NC YouTube channel, was told my work is "too corporate", and this doesn't match the influencer's style. This HR recruiter couldn't see the hard work that went into each video sample. I have also been told that posting the badge #opentowork on your profile pic deters recruiters or future employers. I honestly don't understand the employment marketplace when you can't be direct with your words. I do understand myself to be earnest, hardworking, and tired of filling out job applications to work in video production again.

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Recruiters, you do NOT need same day answers when you roll out an offer. You spent 6+ weeks interviewing a candidate. You spent 3-6 months on hiring for a great candidate. You spent 10+ hours/week intervewing. You spent countless hours communicating and negotiating and closing the candidate. You told the candidate that THEY are valuable to the company and the company cares about it's employees. Do NOT tell them they have less than 24 hours, or worse by end of business, to accept the job. This is inconsiderate and a poor reflection on you and the company. They have also spent hundreds of hours having conversations, researching, interviewing, being ghosted, etc…They have other interview processes with possibly more competitive offers. It's a HUGE decision! If you’re the right fit they’ll choose you.

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As a Recruiter, I see a lot of resumes, and talk with a lot of Candidates. If nothing really stands out, and you're not great at selling yourself (or even if you are), references are HUGELY useful. (And let this also serve as a reminder that regardless of how fair it is (it's not), maintain good relationships with your bosses (or at least keep your side of the street clean)). ➡ Sometimes we don't realize that what comes so easy to us doesn't necessarily come so easily to other people. In other words, this is a huge STRENGTH of yours, and it's VALUABLE to others. References will usually point these things out. ➡ You can tell me how great you are, but if your bosses and colleagues don't back this up, it's kind of a moot point. In other words, you're only as good and valuable as others perceive you to be. ➡ Because I likely didn't personally work with you, I may not promote you with the conviction that someone who did work with you will promote you. That conviction is infectious, and when I'm sold on your gifts, it's much easier for me to sell employers on those as well. ➡ The people you list as a reference is also a tell. If you list someone who worked with you 3 jobs ago, or who was your peer, it makes me question what happened in your past 2 jobs, and why those bosses wouldn't provide a good reference. When I check references, I ask questions like, "Where does this person rank compared to all of the [Underwriters/ Processors/ Loan Officers] you've worked with in the past?" and "What is this person's greatest strength?" and "Is this person eligible for rehire?". (Sidenote: I'm not judging. I'm self-employed for a reason! I don't do well with managers and micro-managers. But if you don't want to work for yourself, they are part of your reality.). #references #recruiter #mortgagebanking #recruitingtips

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