Camilla Fedi’s Post

I'd been killing it after about 2 years into a recruiting job. I was the employee favorite for being a straight shooter, advocate, and the go-to job search resource. My relationships with hiring managers were stronger than ever. This wasn't the best company to work for by any definition. I wasn't crazy about my new boss, but I worked my butt off anyway. After I'd closed about half of the openings on my plate one afternoon, my boss called a random meeting. The way my anxiety was set up, I was nervous AF about this popup invite. Fear of the unknown breaks me down to my brake pads. You hear me? She laid me off and reluctantly shared that an HR generalist role would open shortly. Then, she half-ass welcomed me to apply. I had a choice—leave in 45 days or stay until February of the next year to give them time to fill the new slot. Severance was included. I left early that day and immediately called my mom. Before my tears could fall, she quickly reminded me that I hated that job anyway. She wasn't completely wrong. I loved the job but had lost respect for the company and the politics involved. After praying and thanking God for my deliverance (I'd been job hunting already), I had an epiphany. They had no intention of hiring me for that HR generalist role. That interview was only to save face. It was rushed and very much surface-level at best. I didn't get the job. They'd already handpicked who they wanted. Most times, your layoff has less to do with YOU and is more about "business" decisions or whatever BS reason companies give. I didn't fit the mold. Although I didn't see it then, they were exactly right. I was (and still am) an honest recruiter who treats people right and cares about the candidate experience. I made it hard for them to screw people over. You won't always be everyone's cup of tea. Not everyone likes candy corn or black jelly beans, but business is still booming. Hang in there until you find your right-fit role. Stay true to your values and keep building a strong resume. My prayer is that you'll soon look back on your layoff, knowing full well that it was the company's loss. You were removed because you are destined for greater—better career opportunities, tighter bonds with peers, and a fatter paycheck. Chin up, and let's get to the money! #Layoffs2023 #WriteStepResumes

We put so much of ourselves into our job that it becomes a part of us. It makes it difficult to leave whether it is your choice or not. It is important to understand that as Ashley states that layoffs typically are not about the individual effected, but strictly a business decision (even if it isn't the right decision). As someone going through this process now it makes you evaluate what you are looking for in your next role, manager and company. I want to make sure it aligns with my goals and that is something I will truly enjoy doing. #openforwork #alwayslearning

There is a lot of discourse on "job hoppers". As a direct hire recruiter, it tends to be something that our clients do not like. However, I remember a lot of people getting 30%+ salary increases (especially women), for moving to other roles. And it can be a slipper slope, because if you show too much loyalty at a company then people may see you as non adaptable or a one trick pony. Can't win in corporate America sometimes! So I guess what I would say is if you are going to make a sudden or quick move then make the RIGHT move. Don't stay at a job that is going to rip your mental health to shreds, but don't move for anyone who dangles any old carrot in front of you. If you are going to make a move that could eventually come off as "hoppy" think about how it will benefit your career long-term (and how you would explain that in a future interview). Or just be an adult and ask your company for more money lol. Too many moves could eventually catch up to you. Do what you want, but make sure you think first about your career before the actual job.

#copied Hire People , Not Resumes ♥️ Changed a company every 2 years we consider them a "serial job-changer". Stayed with a company for 10 years we consider them "decade-dweller". Left a company without a job we consider them "Incompetent" Changed to a different industry we consider them "Industry Switcher". Worked in only local companies not MNCS we consider them "Non culture fit". Stayed with the company for an average of 3-5 years suitable but you consider them "Too Expensive". The perfect candidate doesn't exist. Instead, look for Personalities and Potential hire the right ones, and make them perfect

Crafting a job offer can be tricky at times.. Going in with steak 🥩 taste on a beer 🍺 budget can hurt you. We presented 7 candidates for a search one time... 4 of them had offers IN hand from competitors... We finally closed the deal, our candidate chose to relocate because they had local family near the job location. A win for them and the company. As a hiring manager its important to be realistic about who you can attract to your business. Sometimes a client will listen to our advice on comp, sometimes they need to learn the hard way with a failed offer. As a hiring manager, here are some thoughts on crafting your next offer letter: 🎯 Pre vet compensation with your talent partner, Ready Set Exec has the latest comp data based upon aggregate information as well as in house data for a realistic view of the market. 🎯 Don't lowball candidates. Shouldn't have to be said, but its true. 🎯 A bird in hand is worth more than 2 in the bush. If you have a good candidate available, eager and wanting to come work with you, don't lose them waiting on the perfect person who will check every box. Most likely you can't afford them anyways 😅 🎯 Consider the trimmings : benefits, perks, hybrid work options. Some will matter and others won't depending on your candidate. 🎯 Consider your brand, unless you are Fortune 100, people won't just come to work with you because of your branding. If you have a negative NPS or bad reputation, expect to pay more to attract someone to your firm. 🎯 Have you had recent layoffs? You may have to increase pay or offer a guaranteed severance to overcome perceived risk with employment at your company. Job seekers have faced many layoffs and are craving security. 🎯 Consider where you want your business to hire at, are you looking for top tier people, are you a 50/60/70th percentile employer? Having a discussion on the level of experience you need to hire at is important. This can sway salaries greatly. Working with a talent partner can help you craft a reasonable offer and create a win-win situation. A fair offer gives you the best chance at long term retention, saving you time, effort and resources in the long run. #ceo #founders #management #hiring #recruiting #humanresources #hr #startups

When I see someone with multiple short tenures on their resume (not talking about layoffs or contract work), one immediate thought comes to mind: Perhaps they simply haven't found their right fit yet. It’s not that they are job hopping, not performing well, not learning anything, or that they will leave their next role just the same. The question I want to ask them is not, “Why are you leaving so quickly?” but rather, “What will make you want to stay?” Assume positive intent and ASK. Don’t write someone’s story for them. #hr #hrcommunity #careerbreak #jobswitch #positive

I’ve seen a few posts this morning doing the “job hopping is bad” thing again, so… It is not your workers job to stick around when they don’t feel it’s working out so that their resume isn’t scary to a recruiter two years from now. It is your job to motivate and inspire your workers to *want* to stick around because they feel it *is* working out. If you are a recruiter right now, here’s the facts you’re facing: ✅ Job hopping often leads to hire YOY pay raises vs. sticking it out with a company. This extends to benefits, culture, etc. Regardless of the particular metric, it’s extremely common for the QoL of a worker to increase upon a job switch. ✅ Employers are less motivated than ever to retain talent. Take a look around LinkedIn at the posts, or check out your favorite news website and see how CEOs are making their names today (spoiler: it’s usually by screwing their employees). It seems extremely silly to me to be a recruiter or hiring manager, who *has* to at least be aware of these trends, and still villainize people for job hopping. I’ve said it before and I’ll happily say it again: You choosing to be an employee for a company is a pure business decision. And just like the company will constantly be seeking out the best deals and the best way to operate their business as cheaply as possible, you are entitled to keep your options open and find the best deal for yourself as possible. Will some recruiters down the road look at this unkindly? Absolutely. Just like all the other equally silly reasons recruiters will be biased against you at times. Is that a reason to not look after yourself first? Not in my opinion. If the only thing your company can do to retain you is say “this will look bad on your resume”, then I think it’s safe to say that you looking for other opportunities is probably a good idea for you.

In these uncertain times the stability that employment offers is not guaranteed. As we navigate a fluctuating employment market it can become discouraging as technology plays a bigger role in the sorting out of talent and the ability to be seen as a worthwhile candidate. I've had my own fair share of challenges finding work. Adapting to learn about ATS systems and the on going editing process needed to ensure your viability as a worthwhile candidate. Many of us have people close to us or within our network that have been impacted by downsizing and lay offs. To have a support system helping to providing support, connections, or even an extra set of eyes to scan your resume means so much when you are anxious about finding work. During the pandemic I had a post that someone in my network liked pop up in my feed talking about recognizing and celebrating peoples announcements about landing new roles. Since then I've made it a point to like or react to these posts in order to recognize these wins. When you're trying your best to keep your head above water it means a great deal to have something go your way let alone to have a stranger show support of such an announcement. I encourage you all to celebrate these wins and to help share positive energy where ever you can. In these uncertain times you never know when you'll be the one in need of such support.

Do resume gaps and "jumping around" mean as much as they used to? When I started my career, I remember being told to hammer candidates on their gaps in employment or why they left multiple jobs in short succession. "Always be suspicious. There's got to be some nefarious reason for someone leaving a job too early." It always seemed a little unfair. Sure, some people may just be perpetual "grass is greener" types but with layoff cycles accelerating and more and more people being forced to navigate a very complex job market, should recruiters really be judging gaps and "hopping" as much as we used to? Good candidates should feel safe to speak openly about their reasons for leaving roles. And good recruiters should recognize that context matters

Despite the strong numbers in the labor market, many hopeful job seekers are facing a tough reality. With unemployment rates low and job openings high, why does the path to a new job feel more challenging than before? 🤔?   Stories of layoffs fill our LinkedIn feeds and Glassdoor is buzzing with talk of recruiters vanishing mid-process. Have you experienced a tougher job hunt recently? Share your stories and tips with others navigating this perplexing job market.  #JobSearch #CareerOpportunities