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🚩Assertive vs. Aggressive Follow-Up: Understanding the Fine Line 🚩 Jobseekers, listen up, especially leaders. I know, I know. Ghosting is at an all-time high. Jobseeker stress is at an all-time high. Things are pretty messy in the market right now... The job search is an emotional process that can push us to the edge and shake us to our core. Given that, I thought it might be a good time to discuss the crucial difference between assertiveness and what might be perceived as aggression when following up with employers. Trust me, getting this right can make or break your chances. Imagine this: a small company with a part-time recruiter posts a job and receives over 500 applications. The company sets a goal to move quickly, but as a lean organization, the recruiter has to wait for input from others before moving the candidates forward. Here's what happens next: You... a) don't hear back when the recruiter said he/she said they would or worse b) you never hear back... Neither is ideal. But there is no benefit to drawing attention to failures or appearing frustrated or even irritated when following up with an employer. At BossmakeHer, we're in the trenches daily, supporting women through this journey. We are advocates who understand the new stress level you face today in a saturated market. But remember, employers are (hopefully) doing their best. Maybe it's not enough; it often isn't. But patience with employers, just as you seek transparency, demonstrates empathy, EQ, and business acumen. How do you handle a disappointment? How do you communicate when things don't go your way? Your response says a great deal about how you communicate during conflict. Now, about that "blackhole" feeling when you haven't heard back from an employer? Consider this: it might just be a delay. Best-intentioned recruiters may unintentionally ghost candidates due to overwhelming workloads or communication lapses; it's not personal. It's not great, but it's not about you. But you know what is about you? How you respond to a potential employer or recruiter who hasn't followed up seems obvious... Politely check in and see where they are. If they ghost you, move on, but don't burn a bridge. And here's a golden nugget of advice: never put other opportunities on hold just because you've reached out to a company. Keep those doors open until you have a written offer in hand. So, how do you rephrase your follow-ups to strike the right balance? Here are a few tips: ✅ Replace demands with inquiries, asking for updates politely. ✅ Express gratitude for the opportunity and understanding of their busy schedules. ✅ Maintain professionalism and positivity throughout your communication. ✅ Be patient but persistent, showing your genuine interest in the role. Remember, it's not just about landing a job; it's about building relationships and leaving a positive impression. Stay assertive, not aggressive to keep those doors open! 💼✨ #bestadvice #jobsearch

📣 If you work in Human Resources, this is for you...... I was in the job hunt in 2020. I had just left my last role after 8 years at the company on medical grounds and wanted a change. So I did what most people do – I actively applied for roles, got shortlisted, attended interviews and followed up. Some companies called me for another round. One put me through 4 interview rounds. Then – NOTHING. Silence. Actually, dead silence. A quick search on the internet confirms that I am not the only one who has faced this. I wondered what had happened. Especially after feeling like I was the best choice – I mean, 4 interviews in, I must be in the top 3, right? I never got to find out. Let me highlight the mental health cost of being ghosted by a job you thought you had. 🔔 Confusion – Feeling Lost Was it my attitude? Or Resume? Was it too long or too short? Should I call them? Should I email? 🔔 Anger – Feeling Used Why did they make me go through so many interviews? Some questions were repetitive. Were they necessary? How many of us were interviewing? 🔔 Feeling unworthy/not good enough Have I lost the 'touch'? I'm not skilled enough now? Do I need to go back to school? What new thing do I need to learn? 🔔 Fear Will this happen again? I'm I too old or too young? Did I do too much or too little? Were my references not picking up their phones? Or did one of them say something I don't expect? Ghosting doesn’t make anyone look good. Not the hiring team, HR or organization. While it may be brushed off as a usual happening, ghosting destroys morale and places undue pressure on people so they become something they are not. The changes people make to twist themselves into becoming the perfect candidate, only to fail to secure their desired roles, is disheartening. Worse still - if they get the job, who exactly will you be dealing with? By the time this person starts working somewhere else, they are resentful, unmotivated, maybe even vengeful. You may have not hired them but you have now contributed to a person’s workplace trauma. And that will eventually circle back to you. They will become a colleague in the future, supervise you or even work with people you end up hiring. And the collective negativity will have gathered back to your organization, leading to a toxic workplace and unhealthy environment that you will have to deal with. Take the time to tell someone they did get the job so they stop waiting in vain. And if they went through more than one interview, you owe it to them to give them the exact reason why they weren’t hired. A generic regret letter will not do. Seriously. #hiringalert #humanresources #ghosting #jobseekers #thursday #workplacetrauma #interview #postinterview #mindsetcoach #lifecoach ----- Want to heal workplace or job search trauma? Book your free call here https://lnkd.in/dVTv68ta

The Deafening Silence From an Employer as a Job Seeker. Personally, the job-seeking journey can be a rollercoaster of emotions, especially when you're eagerly awaiting feedback from a potential employer. However, the reality is that sometimes you encounter the deafening silence of no response. Together, let's explore the reasons behind this lack of feedback, how it affects job seekers, and what we can do to navigate this challenging situation, speaking from past experiences. THE SILENCE SPEAKS VOLUMES • Why Employers Don't Always Provide Feedback: Employers have several reasons for not offering feedback to job seekers. They may be overwhelmed with applications, and providing feedback to each applicant can be time-consuming. Additionally, some companies fear potential legal issues and prefer not to give detailed feedback. • The Emotional Toll on Job Seekers: The silence from employers can be emotionally draining for job seekers. It can lead to feelings of frustration, self-doubt, and anxiety. Not knowing why you didn't get the job can be particularly distressing. • Navigating the Silence: While it's challenging, there are ways to navigate the silence. First, remember that it's not a reflection of your worth or capabilities. Stay proactive by continuing your job search, networking, and seeking out professional development opportunities. • Requesting Feedback: If you feel brave enough, you can politely request feedback from the employer. Keep your message respectful and professional. While not all employers will respond, some may provide valuable insights. • Seeking Third-Party Guidance: Reach out to mentors, career counselors, or industry peers for feedback on your application and interview performance. They can provide constructive criticism and help you improve for future opportunities. • Reflect and Adapt: Use the silence as an opportunity for self-reflection. Review your application, interview performance, and overall job-seeking strategy. Identify areas for improvement and make necessary adjustments. CONCLUSION The silence from employers during the job-seeking process can be disheartening, but it's an unfortunate reality in the world of employment. It's important to remember that it's not a reflection of your worth or capabilities. Keep pushing forward, seek support from your network, and continually refine your approach. Ultimately, resilience and adaptability are key when facing the challenges of job seeking.

Recruiter's Life is soo Easy..... Well if you think so Please wake up to reality Recruiters have one of the most dynamic and challenging jobs out there, often requiring a mix of detective work, psychology, and a good sense of humor. Despite the serious nature of their work, recruiters often encounter some hilariously unexpected obstacles. 1. The Unreliable Candidate Candidates sometimes cancel interviews at the last minute or fail to show up altogether. This not only wastes the recruiter’s time but also can reflect poorly on the candidate pool when reported to hiring managers. 2. The Skill Set Mismatch A frequent issue is encountering candidates whose actual skills do not match their resumes. This can be due to exaggeration or misunderstanding of the job requirements, leading to wasted time and resources. 3. The Vanishing Act Candidates who accept a job offer but then disappear without a trace, known as “offer ghosting,” create significant problems for recruiters, who then have to restart the hiring process from scratch. 4. The Counteroffer Dilemma After going through the entire hiring process, a candidate might receive a counteroffer from their current employer and decide to stay put. This puts the recruiter back at square one, having invested time and effort into a now-lost candidate. 5. The Relocation Challenge Candidates willing to relocate often back out when they realize the practical and emotional challenges involved. This is especially tricky for roles requiring a physical presence in a new city or country. 6. The Overly Specific Requirements Some hiring managers have unrealistically specific requirements that make finding the right candidate akin to finding a needle in a haystack. This can significantly lengthen the recruitment process. 7. The Slow Decision-Maker Some companies have slow decision-making processes, causing delays that can result in losing top candidates who accept other offers while waiting for a response. 8. The Passive Candidate Chase Convincing passive candidates (those not actively looking for a job) to consider a new opportunity can be particularly challenging and time-consuming, often requiring delicate and persistent persuasion. Recruiting is like a box of chocolates – you never know what you’re going to get. From resumes listing "ninja skills" to interviewees showing up in superhero costumes, recruiters encounter all kinds of surprises. Cheers to the recruiters who navigate these quirks with a smile and a sense of humor! Meghanand Patankar Preksha Shanbhag Kranti Londhe Riddhi Juthani Maitreyee Pimputkar Priti Tripathi

This article sheds light on a common phenomenon known as "love-bombing" that extends beyond dating and can also be seen in the working world, especially during a tight labor market. As a career-oriented platform, it's crucial for us to be aware of these dynamics and be cautious when encountering such behaviors. Recruiters and companies may sometimes come on strong to attract candidates, showering them with praise and promises of an ideal situation. While it's essential to feel valued during the hiring process, it's equally crucial to be vigilant for red flags. Transparent communication and authenticity play a key role in building strong employer-employee relationships. At Jobvious, we believe in creating meaningful connections and fostering an open environment where candidates can make informed decisions about their career paths. Our aim is to empower job seekers by providing them with accurate job descriptions, genuine insights into company culture, and the resources they need to succeed. Let's remember that the hiring process is a two-way street, and both employers and candidates have a responsibility to be respectful and considerate of each other's time and expectations. Trust your instincts, ask questions, and choose a career path that aligns with your values and aspirations. #HiringProcess #CandidateExperience #JobSearch #Transparency #Authenticity #CareerPath #Jobvious #EmpoweringTalent #CareerDevelopment

Lately I am really concerned about the changing behavior of some people. There is a general reputation that calls from a headhunter are rather negative. Most headhunters are good at dealing with such prejudices, as they can be dispelled by argument. However, it is worrying what not only a negative attitude but even hostile tension arises with some of the people called. I can understand that some calls disrupt the flow of work or are happy to admit that there are black sheep in our industry who don't keep their promises or refuse to give feedback and you never hear anything again, but you shouldn't lump everyone together. People often pretend to be at work, but everyone should be aware that they are not allowed to contact you outside of working hours and that you will be called at work for this reason. Many people do not realize that we only want to present an option to the person called (which is always completely non-binding). The main topic in the lunch break/canteen is usually dissatisfaction about the lack of appreciation, resentment against the supervisor or the employer, but when the headhunter calls it's just annoying?????? It is perfectly OK if you say in a short sentence that you feel comfortable with your employer, that you are valued and that you have prospects for the future. Many people make the argument that you should go looking for a job yourself if you want to change or that you don't think it's okay that we want to poach people. With regard to the first argument, I can only say that you should be aware that a large proportion of specialist and management staff are recruited through recruitment agencies and consultancies. I find the second argument amusing, as many callers are apparently not aware that their own employer also uses recruitment agencies to recruit specialists and managers. I often tell my interviewees that they should look to the colleague to their left or right or to their line manager and ask themselves whether this person has applied or has been placed. An honest answer would surprise many people. I didn't just want to take up the cudgels for our colleagues, but to point out in general that we are just doing our job and not doing it to irritate anyone, but to offer you a career option that could possibly show that you are more important to an unknown future employer than to the current one. I also understand the reasoning of many candidates and believe you that you have had negative experiences, I would only appeal that the interaction with each other should be more constructive and friendly. I look forward to pleasant conversations with nice people in the future and wish everyone a successful end to the week.

An apology … I made 2 mistakes this week that massively opened my eyes to how people are feeling at the moment. I work at a pace that can be a real advantage but on occasions I miss things or can be disorganised. This week I rejected 2 candidates applications that were worth a conversation.. I accidentally sent them the wrong feedback email. I fucked up. I’m not ashamed to admit that. I am the founder but I still make mistakes. The candidates were out of work, my rejection really didn’t help the situation and the reactions showed me that people are really hurting… really hurting. It’s so hard out there, especially for a generation who have given so much to the industry, and some maybe feeling they are encountering discrimination because of their age. I hear this so often. Candidates are at their wits end and some are worried they may never work again. The situation is bad. So. I made 2 big mistakes and I apologised, I am human, not perfect, it happens occasionally. As recruiters and hiring companies let’s make a real effort to do more. Let’s make time to help, let’s get back to applicants (with the right feedback) as much as possible and most importantly let’s be inclusive in the way we recruit. My mistakes were a real eye opener. Cheers 🫡

As a hiring manager and business owner, I’ve been watching the posts of several “Open to work” job seekers for many months now. One trend is troubling. In some cases, the job seekers are allowing their frustration and/or anger with the situation to really come through in their posts. I understand and empathize, I really do. But I urge caution. How do you think potential employers will take that rant against a “misleading” job post because the income listed included salary, commissions, and bonuses? What about the public criticisms of interview processes which are longer than you’d like? The (sometimes) thinly veiled insults of interviewers or other cynical remarks about recruiters, managers or businesses? Please remember that no matter how upset you are or how angry or scared you may become, you are interviewing every time you post. Some employers might not want to risk being in your sights if it doesn’t work out. Not naming those who offend you won’t help. Posts could paint you as a negative, angry person and possibly bad for a carefully cultivated culture. If you’re displaced I’m sorry for your ordeal and I’d be happy to try and help however I can; I’ve been there and it sucks. But keeping situationally induced fear and anger out of your posts will let your prospective employers see the real you- not the current, short-term you of today. I wish you all the best in your endeavors.

The trait that separates high-performing Recruiters from their second-rate peers? Their mindset. You can directly equate someone’s success to the amount they complain about the things that happen to them. Mediocre Recruiters always have a gripe or an excuse at the ready. Elite Recruiters focus on what they can control. Three simple ways that successful Recruiters think about their work: ▪️ They embrace the grind. In the 20-22 working days we have a month, Recruiters are lucky to have 3 great days. The rest of the work - sourcing and messaging people who won’t respond, talking to candidates who don’t fit what we need, dealing with stakeholders who reject candidates for trivial reasons, investing time in relationships that won’t bear immediate fruit - is all table stakes for being successful. Are they the fun parts of the job? No. Do we do them anyway? Every day. ▪️ They approach every call with a sense of optimism. Picture this: it’s your 8th call of the day and you’re looking at the “B-profile” you’re scheduled to talk to next. You have two choices - nitpick the profile to death and question why you even scheduled the conversation, or prepare for the call as if you’re about to meet the person who’s going to be a great fit for the team. Give candidates the space to surprise you, and they occasionally will. ▪️ They eat rejection for breakfast (and lunch, and sometimes dinner, too). I’m a big fan of Jocko Willink’s simple but powerful reframing technique: “Good.” - Your perfect withdraws as you’re preparing to make an offer? Good - you avoided hiring someone who wasn’t all-in on the role. - Your stakeholders changed the requirements mid-flight? Good - you have more clarity about what the team needs the most. - You sent out dozens of messages with no replies? Good - you can diagnose what is making your messages ineffective, and send out a fresh batch tomorrow. The great Roman emperor Marcus Aurelius said it best: “Choose not to feel harmed - and you won’t feel harmed. Don’t feel harmed - and you haven’t been.” Focus on matters within your sphere of influence and let the rest work itself out - it always does anyway, regardless of the amount of inner turmoil you choose to endure.