Hunter Dunning Ltd’s Post

Failed Attempts(So far): 1 Remember, the challenge is not as easy as it looks. However, there is no upper limit on how many times you can try. Just go to step 6 once you are done rinsing your emotions after a failed attempt.

There are far too many talented people on the market today. Companies have lost their way when it comes to hiring. While it’s hard for hiring managers and their recruiters to scan 100’s of CV’s, we may be looking at the wrong things. Listing X years of experience is easy to scan for ( damn you ATS ) but how to these system scan for humility, for emotional IQ, for creativity, for collaboration skills, for the ability to learn. Hiring for skills will only get you so far, hiring for real talent may take you to a place you did not anticipate you could go to. In my 25+ years of hiring people, some of my best coworkers had little of the technical skills and most of the intangibles that made them great hires. So…hiring managers. Spend time on the CV’s that your recruiters ( who likely are just following directions ) ‘ have decided ‘ don’t match the qualifications. Look for the diamonds that are part of the shards of broken glass in those ‘ not qualified ‘ piles. Let’s remember that automation was written by humans. ps. Not bashing recruiters, but unless they have done the job they are hiring for, they have one hand tied behind their back.

LinkedIn should provide us with the ability to report scammers including unsolicited sales inmails. They are getting out of hand and they have no place on this platform. It should only be used for its original intent, networking, educational resources, group memberships and job postings. (I’ve likely forgotten a few) I also would like to know why has there been such an increase in recruiter ghosting? Only 2 years ago when I was looking for a job I really didn’t see it. But now it has become very prevalent. It is a departure from traditional ethics and professionalism which for some are no longer essential. AI or no AI, the human component is critical to the hiring process. I am not saying that AI isn’t a good tool, however like many things, companies are becoming to reliant on them in recruiting and are missing out in great candidates because they are eliminating them as a candidates because they failed to list all of the key words in their resumes. Until AI has the ability to read between the lines and infer comparable skill sets and aptitude from a candidate’s resume, companies that are heavily reliant on AI will miss out of exceptional talent.

It should be illegal to ask a candidate for a credit check. I mistakenly thought this was a popular opinion....but I've seen job posting after job posting requiring credit scores/credit checks as a condition of employment. That's an absolute joke and frankly, should be illegal. What the hell does someone's credit have to do with being hireable? First of all...the irony is WILD. You've been out of work for months, living on credit, and then FINALLY secure a job offer that would quite literally get you out of that situation and back on track. Until...they pull it after running your credit history. We're keeping people stuck in hard places over what exactly? "You can't afford to work with us" and "You're financial decisions don't align with our expectations of you" are the messages you're sending candidates. We should be destroying barriers to employment, not creating and upholding archaic and irrelevant requirements. Does this feel like elitist bs to anyone else? 🧐Please tell me I'm not alone in my concerns here. #jobmarket #candidates #hiring #employment

I had a candidate today ask whether my client compensates applicants for the time it takes to complete any required tests, as part of the job application process. I advised that we do not, but that the 2 x required tests take a maximum of 25 minutes to complete. I would be happy to compensate applicants, but only if candidates will compensate me, for the hours of time I waste every day, going over applications from candidates who clearly lack either the seniority, skillset or aptitude required for jobs they apply to. Fellow recruiters will likely agree that typically about 85% of job applications are utter junk. So, quid pro quo! I have to say also though, that if I were interested in a job, and had the opportunity to do a test to prove I would crush the role, I would leap at the opportunity! The last thing I would expect is to be compensated for my time. I assure you, if the tables were turned as I suggested above, I would make alot more money from junk applications, than I would ever have to pay out to people being asked to test as part of their application process! Not sure what anyone else thinks of this, especially fellow recruiters?

Job seekers! Keep an eye out for faux resume writers and fake jobs that reply immediately to your post. That's a sign of bots. The actual fraudsters will then reach out to you via InMail or a connection request. Stay vigilant and keep fighting the good fight! https://lnkd.in/gGvx6Kvh #layoffs2024 #layoffs #layoff #laidoff #metalayoffs #amazonlayoffs #linkedinlayoffs #resume #resumetips #interview #interviewtips #unemployed #funemployed #careercoaching #resumecoach 

Have you seen any of these lately? Doesn't it piss you off when you spent so much time going through the application process, and you get a 2 second generic email? I remember when I was looking for a job and I'd get these almost immediately upon applying. It was like, really, no breadth or depth behind it, no, we know you spent time going through our rigorous application process. But here's a quick email to let you know how much WE DON'T actually care that you are struggling to pay your mortgage or to buy milk. Dear Candidate's Name, Thank you for taking the time to interview for the [Job Title] position with [Company Name]. We appreciate your interest in our company and the opportunity to learn more about your skills and experiences. After careful consideration, we regret to inform you that we have decided to move forward with another candidate whose qualifications more closely match our current needs. This was a difficult decision, as we were impressed with your background and the insights you shared during your interview. We encourage you to apply for future openings that align with your skills and experiences. Please feel free to keep an eye on our careers page and stay in touch with us. Thank you again for your interest in [Company Name], and we wish you all the best in your job search and future endeavors. Best regards, Basically a big F.U. to you. Who is sick of this too?

I’ve been in the market for one month and three days… in that time I have… ✅ been scammed on Indeed and sent a fake cashiers check for $5,000 from Ontario ✅ been laughed at by a hiring manager and told I’m way overqualified for the role I’m applying for ✅ attended an interview by 3 Operations Manager panelists who wouldn’t turn on their camera ✅ spam bot called by dozens of “recruiters” who want me to sell insurance ✅ ghosted by recruiters ✅ asked directly by hiring managers “How much were you making in your last role?” ✅ received hundreds of declination emails because my CV didn’t make it through the ATS algorithm ✅ spent countless hours reading, re-reading job descriptions and qualifications to ensure I actually meet the requirements of the posting ✅ gone to bed knowing I’ll be doing the same thing over again tomorrow ✅ kept a smile on my face the whole time for the benefit of my family… The green banner is a plea for help, in some cases it’s a sign of desperation. I applaud everyone who’s posting the “I got the position” and taking down the green banner… for years I’ve right sized business units performance and output, managed P&Ls, projects, multi faceted initiatives, managed large and small LOBs across diverse industries in the BPO space and so much more… To all the green banners here on #linkedin, keep at it, the struggle is real, you’re not alone, and your time will come, just as mine will. #happysaturday

In this labor market, finding the right talent can be daunting. Traditional screening methods like resumes, interviews, and pre-hire tests often fall short in providing a complete picture of a candidate’s suitability for the role. This is where simulations step in. Well-designed job (scenario based) simulations offer a holistic approach, delivering powerful insights into a candidate’s overall match with an open position, measuring key areas like cognitive ability, personality traits, and job skills (a 3 in 1). A key advantage of simulations is that they measure these areas all in the context of the job. Simulations recreate the real-world tasks, issues, and interactions that employees face on the job every day. Whether it’s a restaurant crew position, restaurant manager, chat rep, retail clerk, customer service representative, retail banker, manager, collector, sales....whatever the position.....simulations effectively gauge a candidate’s potential for success in a way no other assessment can.   We offer the gold standard in pre-employment assessments. Experience the remarkable benefits and results firsthand. If you're ready for a positive change, don't hesitate to reach out to me today at at 407 865 6644 x268 and julia.c@employmenttechnologies.com