One if the stupidest thing is...The employer won't give a 10% increase on somebody doing a great job and has been with the company for over 5 years...But they're willing to pay someone new a salary that's 20%-40%, higher for that current position.
That’s the position I find myself in currently as well. It seems like when the conversation turns to “equal pay for equal work “ the more tenured employees are not included even though they are the most likely to be paid less than their co-workers for doing the same work.
@lisak6279 yep..I see it all the time. Kinda sad actually. And most times, they're the ones holding down, overworked and keeping the company afloat and training the newer ees while people quit left and right.
@scmsean for the employer, yes. Not for the employee..company always comes first. Better to not be loyal and leave for better pay and hope the next company does better.
The best thing I did for myself was leave a toxic workplace with toxic/narcissistic micromanager. She was horrible. Thanks for these videos. They are truly helpful.
I love your videos, Brian! You've helped me tremendously in my job interview preparation. Recently, I decided to change my career path - after almost two years of software engineering school and unemployment I have successfully secured my first position as a junior software engineer. Your work truly makes a difference! Lots of love from Bulgaria!
@@rogerbartlet5720 yeah most recruiters I encounter have horrible communication and I didn't know more of the behind the scenes I feel like most times I'm left guessing or they're scared to let me know the feedback.
@@tercial Back in the day recruiters worked in a limited geographic area. Their value was connections and familiarity with businesses in their area. This paradigm didn't scale well with the internet as anyone with a search engine and an email account can call themself "recruiter", usually a side gig. Personally I reach out to hiring managers directly, this has better results for me.
Recruiter here too. All that is true, at least in large company. In smaller company the process is usually less convoluted at least. One part you ought to mention in the video cause it's surprisingly common is external hiring. When the company pay an hiring and placement company a fixed amount of money to find them someone with X and Y abilities. Int his case, the recruiter has an incentive to low ball you cause those companies pocket the difference between your wage and what the final user pay
That would only hold true for temporary placements. For full-time/permanent positions, employers pay a percentage of the starting salary to the recruiter. In that instance, the recruiter is incentivized to quote a higher salary to the employer. For context - I've been on both sides - as an external recruiter and a corporate recruiter.
Thanks for doing something this introvert feels like he could never do. The corporate world is already anathema to me, so dealing with so many people in your career has me on edge just thinking about it. A small part of the reason I enjoy my government job, I suppose
Corporate recruiter with 20 years of experience Here. I've recruited several Fortune 500 companies in the manufacturing and tech space. I have had req loads up to 70 to 100 at a time. That's a lot more common than people think. So for those of you who wonder why recruiters take so long to get back to you or don't at all that's the reason. So I apologize on behalf of my fellow recruiters if you had a negative experience. Most recruiters hate the hiring process too and wish we could focus on the candidate experience. Very few companies want to invest in a quality process.
The metrics that you mentioned makes sense because I think a lot recruiters reach out to me just to fill their numbers when in fact I'm not a top candidate for that role. For instance, I've had Amazon reach out to me 3 times in the past and I've never made it past the 2nd round with the manager because they want someone in Seattle.
BTW for recruiters who don't know 13% is the threshold that gets you into jail. Pretty easy to stay above that. Make sure you are targeting Open to work candidates and active candidate buckets. Greatly increases the response rate. And if you're a candidate turn on your opentowork flag so your not filtered out of recruiter's campaigns.
Excellent summary; the biggest misconception is candidates think recruiters work for them rather than the subject companies. Another thing is you learn the most about the recruiter's true motivations when you ask for more money. Usually, they just want a sealed deal, not any delay for what's best for you.
I'm so glad I just watched your video. I won't be applying for any corporate recruiter positions after watching this. I'm currently an HR Generalist and I do a lot of recruiting but I never have that many reqs to work on at one time nor am I measured on my time to fill. That just isn't the culture where I am. I don't work for a very corporate company and your video was a reminder that I don't want to. I think you just saved me! ☺
Thanks for the explanation. Last year I went through several interviews for one large multinational company got to the final interview, thought I did well only to be told, sorry we have re-scoped the JD so will start again. At another company I had a really good final interview only to be completely ghosted.
Going through similar issues now. Interviews appear to go great then no final call, or Sorry we’ve decided to go in another direction. Translation: we picked someone younger, etc.
It can be hit or miss for most people. I do really enjoy my current recruiter role there can be some days where stress can be a lot. But the days fly by being so busy and I get a lot fulfillment doing so.
@@ALifeAfterLayoffI am sure there are a lot of people who still think and thank you. I personally still keep in touch with the recruiter who changed my life and when we were still at our old job, his IT issues were always my priority!
Recently, I had gotten through 3 interviews without knowing the payrate. In all respects, I was THE perfect candidate The kept promising that it was going to be very competitive. When it came time to give me a rate, they offered me something that was MUCH lower than the industry standard. I was asked to 1. Research 2. Write 3. Format (using HTML or a WYSWYG) 4. Provide artwork from copywright free sources at $500 per 10 individual pages. Yes, I understand that things take as long as they do. But unless I could "write off the cuff," that payrate wasn't appropriate. TL;DR: recruiters, *please* have an understanding of the payrate before going through multiple interviews with candidates,
As Brian said, it's not always the recruiter doing the lowballing. They'd rather get the higher rate to get a candidate into a spot so that they can move on with fulfilling other roles.
Or when applying online, they have page long test assessment..I wrote them- you asking too much questions better tell me what you're offering to a minimum wage worker?
25:37 Brian is not kidding about recruiters bumping up what you asked for. Verbatim, that's what my current employer's corporate recruiter did for me. I gave her a number that was $5K higher than the other company I was passed the final round interview with, three days later she came $5K higher than what I asked her for, so in the end I took their offer that was $10K more than where the other job's recruiter offered And Brian is right also, it did make me happy, happy enough to not go back to the other company and try to negotiate up or something. I felt like this place wanted me and I agreed to her offer on the spot. That recruiter wanted my butt in the seat for sure 😁
Thanks for the inside perspective! Your videos helped me leave my current job for a 40% raise doing something I love! Your counter offer tips were especially great as I was able to get an extra 6% salary increase!
Thanks Brian, Your perspective is powerful. Essentially it sounds like recruiters are magicians! I have been the candidate who was flown across the country for a day of back to back interviews (an absolute lovefest) with the HM ending it with 'when can you start' only to get the recruiter email two days later stating they are going in a different direction (no detail). You have to simply move on.. I appreciate your reminder of background dynamics and the endless recruiter pressure.
I did Recruitment for the Financial and Banking industries between 2011-2014 before I got into tech in 2015! About 4 years of very difficult and stressful work for me! I feel for all the recruiters on here because it's a beaurocratic, slow, wasteful and very annoying process getting a candidate through each stage almost all of the time! It sucks for the candidate as well as for the recruiter, and the hiring managers don't really give a damn about candidate experience at all! They would give less than 2 pieces of poop about candidates, which is one of the reasons why I left the recruitment business almost 8 years ago!
You have to be in the “in” crowd to get a good corporate job. You NEED to know someone that already works there that is in the same social pecking order. The recruiter is just there to go through the motions to interview more people “they” NEVER intend to hire.
Scary to hear that recruiters are usually so overloaded to the point of becoming an obstacle, instead of a helper, for both the company and the candidate.
@@ALifeAfterLayoff Not surprised by that reqload. I interviewed for a job at a hospital once and the reqload was 100...i passed. Medical staffing is one of the hardest jobs in TA
@@ALifeAfterLayoff about 30 of them are duplicates. Like I have 3 Clinical Coordinators, 2 surgical techs, 6 PACU RNs, 3 Wound RNs, and 10 medical assistants with a duplicate for a new hospital opening later this year. Then typical attrition as expected for other service lines I support. I bounce between 65 - 82 at a given time.
Wow sounds much more stressful than I expected. Now I see why recruiters don’t have time or mental bandwidth or ability to hire for potential (which is something I did as a regular hiring manager). I thought your job would be more glamorous
I couldn't do that job. I'll stay in the mental health field, even when I have to deal with suicidal ideation. And sometimes a client dies by suicide. Rarely do I experience second hand trauma, but it has happened.
Did it happen to you that the hiring manager hires on his/her own BUT you are bypassed even you did all the good work finding, questionnaire-ing, bringing candidates to interview?
@@ALifeAfterLayoff Oh no. So, if I pound on a recruiter for not following with updates, could very well be for this reason, then is not the recruiter? Budy-budy-ism? Then why they need a recruiter if they hire their buddies?
This is a great advise , have you ever seen a system that combines resume through ATS, job description, and hiring manager data? Some how creating persona that can create it via AI?
Wow, you'd think companies would try harder to source great candidates, by having more recruiters like yourself, I see so many ops for the right person to fall through the gaps. It's more like a game of luck.
How does the KPI metric work with time-to-fill if you have difficult managers that keep changing the job need or let’s say role goes on hold for a moment, does the clock restart?
Corporate Recruiting is stressful if you work with a horrible toxic director over the team. There is a tremendous amount of sabotage and bias in the industry. You will most likely end up spinning your wheels most days finding amazing candidates, getting them through the process, only to be shot down. Trust me it’s a stab in our hearts when we are up against bad managers. We are trying our hardest to convince and get you through. It’s evil! 👿
Are there really any entry level or Junior jobs that accept a college degree instead of 5 years job experience. I've been applying for months, but keep getting a denial letter.
😅Gday Brian, Found your channel after viewing Brannigan Robert’s channel. Individually you’re a Huge Resources Asset Together Batman and Robin combo. Thank you for the information. Q. After HR interview following up on a Protected Class Complaint letter n HR has not contacted you as promised What can that signal if anything? Thank you for commenting❤
Hi! your videos are very helpful for me! I also have a question and was wondering if you do not already have a video on this; I've accepted a job offer already I do not regret it, but what if I received other job opportunities? Should I just turn them down or give them a chance? Thanks for all the advice it's brought me thus far!
If anyone can answer my question here, I would greatly appreciate it: Why would a candidate get ghosted or not hired, if they meet 95%-99% of the job description posted? Thank You!
There are a lot of variables here. This isn't a comprehensive list but are some things I've seen. 1. The hiring manager ghosts the recruiter. 2. The role lost funding and is "washed" by the client or hiring manager 3. Recruiter got busy and just didn't follow up with you after they got rejected by the hiring manager. Again there are a lot of variables.
This sounds like what recruitment agencies or firms work like. If you are an in-house recruiter, things function much more leisurely pace specially at a large company as you are usually part of hr. So really you come in and kill time. Maybe respond to external recruiters once a week.
I always wonder why they never layoff HR or recruiters they literally look for things to waste time, like this guy worked at a huge company and only had to hire 8 people at most a YEAR
I don't see how recruiters can expect a high response rate from candidates toward prior recruiters or recruiters in the same company if those recruiters sent nonrelevant roles. I work in technology, yet I'm getting people asking me to be a surgeon. Nothing in my background should give off healthcare or anything medical-related experience. I say on every site not interested in relocation and I get sent relocation roles nonstop.
It’s about response rates. I wouldn’t contact someone who didn’t respond at all (positive or negative) to the past 5 recruiters on my team. It hurts my metrics.
Shouldn't the most important thing be to catch good fish in the shortest amount of time? recruiting is costly to a company, but a recruiter should be valued by the quality of candidates they manage to get on board. The way you describe the workload and the juggling of candidates for the sake of API appears anti-quality and more focused on quantity. A company should not punish recruiters for being good and reducing their workload for getting good candidates early on in their current pipelines.
People who do this kind of work sound like real flatliners. Good God! Edited: excluding of course the guy who made this video. He seems like a good 1 helping society. A+
Sounds like a cushy job, play /bs on LinkedIn all day cal it work, call a buddy after 90 days to time to fill, 9-12 month long interview process per 5-8 recs a year
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One if the stupidest thing is...The employer won't give a 10% increase on somebody doing a great job and has been with the company for over 5 years...But they're willing to pay someone new a salary that's 20%-40%, higher for that current position.
It’s totally dumb. I agree.
That’s the position I find myself in currently as well. It seems like when the conversation turns to “equal pay for equal work “ the more tenured employees are not included even though they are the most likely to be paid less than their co-workers for doing the same work.
@lisak6279 yep..I see it all the time. Kinda sad actually. And most times, they're the ones holding down, overworked and keeping the company afloat and training the newer ees while people quit left and right.
A lot of people will stay anyway. Enough that they come out ahead.
@scmsean for the employer, yes. Not for the employee..company always comes first. Better to not be loyal and leave for better pay and hope the next company does better.
The best thing I did for myself was leave a toxic workplace with toxic/narcissistic micromanager. She was horrible. Thanks for these videos. They are truly helpful.
I love your videos, Brian! You've helped me tremendously in my job interview preparation. Recently, I decided to change my career path - after almost two years of software engineering school and unemployment I have successfully secured my first position as a junior software engineer. Your work truly makes a difference! Lots of love from Bulgaria!
Love it!
Being a corporate recruiter who has to deal with a clueless hiring manager isn't glamorous.
I never thought about the hiring managers being the problem most of the time it's usually because the recruiter doesn't communicate that with me
@@tercial And there's that side of it too.
@@rogerbartlet5720 yeah most recruiters I encounter have horrible communication and I didn't know more of the behind the scenes I feel like most times I'm left guessing or they're scared to let me know the feedback.
@@tercial Back in the day recruiters worked in a limited geographic area. Their value was connections and familiarity with businesses in their area. This paradigm didn't scale well with the internet as anyone with a search engine and an email account can call themself "recruiter", usually a side gig.
Personally I reach out to hiring managers directly, this has better results for me.
Recruiter here too. All that is true, at least in large company. In smaller company the process is usually less convoluted at least. One part you ought to mention in the video cause it's surprisingly common is external hiring. When the company pay an hiring and placement company a fixed amount of money to find them someone with X and Y abilities. Int his case, the recruiter has an incentive to low ball you cause those companies pocket the difference between your wage and what the final user pay
That would only hold true for temporary placements. For full-time/permanent positions, employers pay a percentage of the starting salary to the recruiter. In that instance, the recruiter is incentivized to quote a higher salary to the employer. For context - I've been on both sides - as an external recruiter and a corporate recruiter.
@@RunnerNinja True, I was indeed talking about temporary placement, it's a precision I should've added.
Thanks for doing something this introvert feels like he could never do. The corporate world is already anathema to me, so dealing with so many people in your career has me on edge just thinking about it. A small part of the reason I enjoy my government job, I suppose
I consider myself an introvert as well, but it's doable if you like that type of work.
Did this successfully as an introvert for 3 years as well, couldn't stand it though
Corporate recruiter with 20 years of experience Here. I've recruited several Fortune 500 companies in the manufacturing and tech space. I have had req loads up to 70 to 100 at a time. That's a lot more common than people think. So for those of you who wonder why recruiters take so long to get back to you or don't at all that's the reason. So I apologize on behalf of my fellow recruiters if you had a negative experience. Most recruiters hate the hiring process too and wish we could focus on the candidate experience. Very few companies want to invest in a quality process.
Although they'll be first to say they value candidate experience and talent acquisition.
@@ALifeAfterLayoff Yep spot on!
I like your honesty, this channel is of great worth to me. Best!
I appreciate that!
The metrics that you mentioned makes sense because I think a lot recruiters reach out to me just to fill their numbers when in fact I'm not a top candidate for that role. For instance, I've had Amazon reach out to me 3 times in the past and I've never made it past the 2nd round with the manager because they want someone in Seattle.
BTW for recruiters who don't know 13% is the threshold that gets you into jail. Pretty easy to stay above that. Make sure you are targeting Open to work candidates and active candidate buckets. Greatly increases the response rate. And if you're a candidate turn on your opentowork flag so your not filtered out of recruiter's campaigns.
Excellent summary; the biggest misconception is candidates think recruiters work for them rather than the subject companies. Another thing is you learn the most about the recruiter's true motivations when you ask for more money. Usually, they just want a sealed deal, not any delay for what's best for you.
I'm so glad I just watched your video. I won't be applying for any corporate recruiter positions after watching this. I'm currently an HR Generalist and I do a lot of recruiting but I never have that many reqs to work on at one time nor am I measured on my time to fill. That just isn't the culture where I am. I don't work for a very corporate company and your video was a reminder that I don't want to. I think you just saved me! ☺
Thanks for the explanation. Last year I went through several interviews for one large multinational company got to the final interview, thought I did well only to be told, sorry we have re-scoped the JD so will start again.
At another company I had a really good final interview only to be completely ghosted.
Going through similar issues now. Interviews appear to go great then no final call, or Sorry we’ve decided to go in another direction. Translation: we picked someone younger, etc.
Why do you assume age was the reason?
This job sounds pretty stressful
It can be hit or miss for most people. I do really enjoy my current recruiter role there can be some days where stress can be a lot. But the days fly by being so busy and I get a lot fulfillment doing so.
It's great to help change people's lives, but it's mostly thankless.
Yup, I am a corporate recruiter. I want to get out the feild espically with bad management, if you have a good manager it will make a difference
@@ALifeAfterLayoffI am sure there are a lot of people who still think and thank you.
I personally still keep in touch with the recruiter who changed my life and when we were still at our old job, his IT issues were always my priority!
I guess this kinda explains why recruiters will contact me and then immediately ghost me despite being the ones to reach out to me
Recently, I had gotten through 3 interviews without knowing the payrate. In all respects, I was THE perfect candidate The kept promising that it was going to be very competitive. When it came time to give me a rate, they offered me something that was MUCH lower than the industry standard. I was asked to
1. Research
2. Write
3. Format (using HTML or a WYSWYG)
4. Provide artwork from copywright free sources
at $500 per 10 individual pages.
Yes, I understand that things take as long as they do. But unless I could "write off the cuff," that payrate wasn't appropriate.
TL;DR: recruiters, *please* have an understanding of the payrate before going through multiple interviews with candidates,
As Brian said, it's not always the recruiter doing the lowballing. They'd rather get the higher rate to get a candidate into a spot so that they can move on with fulfilling other roles.
Or when applying online, they have page long test assessment..I wrote them- you asking too much questions better tell me what you're offering to a minimum wage worker?
Fantastic breakdown, Brian! Your in-depth insight into the world of corporate recruiting is extremely valuable :)
25:37 Brian is not kidding about recruiters bumping up what you asked for. Verbatim, that's what my current employer's corporate recruiter did for me. I gave her a number that was $5K higher than the other company I was passed the final round interview with, three days later she came $5K higher than what I asked her for, so in the end I took their offer that was $10K more than where the other job's recruiter offered
And Brian is right also, it did make me happy, happy enough to not go back to the other company and try to negotiate up or something. I felt like this place wanted me and I agreed to her offer on the spot. That recruiter wanted my butt in the seat for sure 😁
Thanks for the inside perspective! Your videos helped me leave my current job for a 40% raise doing something I love! Your counter offer tips were especially great as I was able to get an extra 6% salary increase!
I normally ask recruiters "Are there any internal candidates already interested in this position" and they get upset, LOL
This is great information, thanks for sharing this with us!
Glad it was helpful!
That sounds like a terrible job man, I feel for you. Glad you have TH-cam now.
Thanks Brian, Your perspective is powerful. Essentially it sounds like recruiters are magicians!
I have been the candidate who was flown across the country for a day of back to back interviews (an absolute lovefest) with the HM ending it with 'when can you start' only to get the recruiter email two days later stating they are going in a different direction (no detail). You have to simply move on..
I appreciate your reminder of background dynamics and the endless recruiter pressure.
It was good to hear the process
I did Recruitment for the Financial and Banking industries between 2011-2014 before I got into tech in 2015! About 4 years of very difficult and stressful work for me! I feel for all the recruiters on here because it's a beaurocratic, slow, wasteful and very annoying process getting a candidate through each stage almost all of the time! It sucks for the candidate as well as for the recruiter, and the hiring managers don't really give a damn about candidate experience at all! They would give less than 2 pieces of poop about candidates, which is one of the reasons why I left the recruitment business almost 8 years ago!
What you shared can be true. But, I'm more focused on how you get into tech space and what kind of tech positions you are holding now?
Very insightful, good to know hiring managers aren't as cynical as i was thinking 😅
This was informative. Sometimes I feel like the recruiter is a cruel spiteful person that gets off on rejecting applicants.
gread vid. Would love a follow up about the "bad" recruiters' to finish the saga
You have to be in the “in” crowd to get a good corporate job. You NEED to know someone that already works there that is in the same social pecking order. The recruiter is just there to go through the motions to interview more people “they” NEVER intend to hire.
No you don’t
I couldn't even get halfway through this video without feeling exhausted.
I am exhausted just listening. Must be mentally exhaustinf
It was interesting to hear about what it's like on the other side. Thanks for that
Scary to hear that recruiters are usually so overloaded to the point of becoming an obstacle, instead of a helper, for both the company and the candidate.
O god I'm not in LinkedIn jail I'm in LinkedIn Alcatraz
We must all forgive recruiters right now, after watching this. I’ve had many bad experiences with recruiters in tech.
Excellent insight. Thank you Bryan.
I feel I've been attacking recruiters but this video broaden my view... Now I know I have to attack the hiring managers. I apologize.
I enjoy your channel. Thanks for posting this video.
Thanks for watching!
Great video. Thank you, sir.
Very welcome
Your req load is low. Mine is at 75 right now for a major hospital chain. It’s really not as bad as it sounds and the days fly by. 😂
Curious, how many of them are duplicate reqs?
@@ALifeAfterLayoff Not surprised by that reqload. I interviewed for a job at a hospital once and the reqload was 100...i passed. Medical staffing is one of the hardest jobs in TA
@@ALifeAfterLayoff about 30 of them are duplicates. Like I have 3 Clinical Coordinators, 2 surgical techs, 6 PACU RNs, 3 Wound RNs, and 10 medical assistants with a duplicate for a new hospital opening later this year. Then typical attrition as expected for other service lines I support. I bounce between 65 - 82 at a given time.
Why am I not surprised that companies can't get quality candidates with those, seems to me to be, an unreasonable expectations for recruiters?!
If recruiters have 25 recs to fill, it makes sense why they ghost candidates. That doesn't mean they should justify doing it.
I’d agree. It’s likely to get worse with all the recruiter layoffs recently.
Wow sounds much more stressful than I expected. Now I see why recruiters don’t have time or mental bandwidth or ability to hire for potential (which is something I did as a regular hiring manager). I thought your job would be more glamorous
Brian, thank you, brother.
I couldn't do that job. I'll stay in the mental health field, even when I have to deal with suicidal ideation. And sometimes a client dies by suicide. Rarely do I experience second hand trauma, but it has happened.
My LinkedIn Bio used to say "NO RECRUITERS PLEASE". Yet they would still hit me up for something that is not listed as a skill anywhere on my profile.
I like working with staffing agencies. At least in my experience it is less waiting, and getting to yes/no is fast.
Did it happen to you that the hiring manager hires on his/her own BUT you are bypassed even you did all the good work finding, questionnaire-ing, bringing candidates to interview?
Yes all the time. But we still get “credit” for the hire. It’s the req we own, not the candidates.
@@ALifeAfterLayoff Oh no. So, if I pound on a recruiter for not following with updates, could very well be for this reason, then is not the recruiter? Budy-budy-ism? Then why they need a recruiter if they hire their buddies?
This is a great advise , have you ever seen a system that combines resume through ATS, job description, and hiring manager data? Some how creating persona that can create it via AI?
Wow, you'd think companies would try harder to source great candidates, by having more recruiters like yourself, I see so many ops for the right person to fall through the gaps. It's more like a game of luck.
Don't envy you... :)
Astronaut > Actor > Corporate Recruiter
What about internal candidates?
How does the KPI metric work with time-to-fill if you have difficult managers that keep changing the job need or let’s say role goes on hold for a moment, does the clock restart?
You get screwed.
Corporate Recruiting is stressful if you work with a horrible toxic director over the team. There is a tremendous amount of sabotage and bias in the industry. You will most likely end up spinning your wheels most days finding amazing candidates, getting them through the process, only to be shot down. Trust me it’s a stab in our hearts when we are up against bad managers. We are trying our hardest to convince and get you through. It’s evil! 👿
Dang your job sucks, you should really get in touch with a recruiter to discuss better employment opportunities
Lol...truth.
Thank you Brian for this helpful video, can you tell me how to get ready for a Recruiter position job interview?
Check out the 48 Hour Interview Crash Course. 😉
Most recruiters I deal with have bad communication and are incompetent.
Say it how it is dude !
Are recruiters supposed to ask for the user name and password to your ID me account, your social security, or drivers license before you’re hired ??
No. Beware of scams.
What are some things to keep in mind if working from home but the company is in a different state?
Ouch!
Senior manager cancelling/changing the req.
Are there really any entry level or Junior jobs that accept a college degree instead of 5 years job experience. I've been applying for months, but keep getting a denial letter.
Im a recruiter and had no clue that LinkedIn recruiter measures how many replies you get.
😅Gday Brian, Found your channel after viewing Brannigan Robert’s channel. Individually you’re a Huge Resources Asset Together Batman and Robin combo. Thank you for the information. Q. After HR interview following up on a Protected Class Complaint letter n HR has not contacted you as promised What can that signal if anything? Thank you for commenting❤
Hi! your videos are very helpful for me! I also have a question and was wondering if you do not already have a video on this; I've accepted a job offer already I do not regret it, but what if I received other job opportunities? Should I just turn them down or give them a chance? Thanks for all the advice it's brought me thus far!
If anyone can answer my question here, I would greatly appreciate it: Why would a candidate get ghosted or not hired, if they meet 95%-99% of the job description posted? Thank You!
There are a lot of variables here. This isn't a comprehensive list but are some things I've seen.
1. The hiring manager ghosts the recruiter.
2. The role lost funding and is "washed" by the client or hiring manager
3. Recruiter got busy and just didn't follow up with you after they got rejected by the hiring manager.
Again there are a lot of variables.
Sometimes too the hiring manger doesn’t like something on the resume or likes someone else’s resume better. There can be a ton of reasons.
Could also be their personal bias.
This sounds like what recruitment agencies or firms work like. If you are an in-house recruiter, things function much more leisurely pace specially at a large company as you are usually part of hr. So really you come in and kill time. Maybe respond to external recruiters once a week.
I always wonder why they never layoff HR or recruiters they literally look for things to waste time, like this guy worked at a huge company and only had to hire 8 people at most a YEAR
@quickdiy8127 sure in house recruiter are usually part of hr. So that means they have some other duties
I don't see how recruiters can expect a high response rate from candidates toward prior recruiters or recruiters in the same company if those recruiters sent nonrelevant roles. I work in technology, yet I'm getting people asking me to be a surgeon. Nothing in my background should give off healthcare or anything medical-related experience. I say on every site not interested in relocation and I get sent relocation roles nonstop.
It’s about response rates. I wouldn’t contact someone who didn’t respond at all (positive or negative) to the past 5 recruiters on my team. It hurts my metrics.
Shouldn't the most important thing be to catch good fish in the shortest amount of time? recruiting is costly to a company, but a recruiter should be valued by the quality of candidates they manage to get on board. The way you describe the workload and the juggling of candidates for the sake of API appears anti-quality and more focused on quantity. A company should not punish recruiters for being good and reducing their workload for getting good candidates early on in their current pipelines.
Woooot🎉🎉🎉
Who the hell assumed it was?
People who do this kind of work sound like real flatliners. Good God!
Edited: excluding of course the guy who made this video. He seems like a good 1 helping society. A+
I choked when you said 5-7 years experience is senior. Idk it made me feel old and obsolete!!
Good stuff. I have 73 reqs right now. lol
That’s…not sustainable.
I can't sell anything to save my life
Sounds like a cushy job, play /bs on LinkedIn all day cal it work, call a buddy after 90 days to time to fill, 9-12 month long interview process per 5-8 recs a year
😧😧😧😲😲😲😦😦😦🫣🫣🫣🤯🤯🤯. I’m getting an ulcer just hearing this.
I had no idea LinkedIn jail was even a thing! 🫠