DivIHN Integration Inc’s Post

As a #recruiter I have an interesting insight into hiring and candidate behavior. I've got a few tips that may help the #jobseekers as they #apply and #interview. These are all tips based on activity I've witnessed in the last week. 1️⃣ Make sure there is a working phone number on your resume. 2️⃣ Make sure your email address is correct, both on your resume and application. 3️⃣ If you change your mind about the role, notify the recruiter to cancel your interview. Don't burn a bridge! You don't know if your situation will change in a year or two and you'll be interested in that role or company in the future. 4️⃣ If you're actively applying, don't send all unknown phone numbers to voicemail; the person calling may be the job you applied for. 5️⃣ If you're running late for an interview, notify the interviewer. 6️⃣ If you are late for an interview, acknowledge it. Apologize for being tardy and thank the person for their flexibility and understanding. 7️⃣ If you skip a phone screen and re-schedule, thank the recruiter for being flexible and apologize for missing the initial screen. I know it's a difficult job market. Hopefully these tips will help push you ahead of those who are also applying for the job you want. Courtesy isn't common - stand out!

I do not ask people that I interview why they decided to apply for the job I’m hiring for. I think that question is completely disingenuous. I’ve always thought of it as some weird litmus test to convince potential #employers that I did not apply because of the pay and benefits, but because I researched them and recognized how much our “values aligned”. That’s almost never the case. Most people don’t research my company until they have an interview scheduled. They didn’t do it before submitting an application because…they were busy…applying to jobs. 9 times out of 10 a person applied because whatever they were doing before was not meeting their needs— financially, professionally, emotionally…etc. There is no need to discuss that or to make them pretend like my company and our mission or core values just “spoke to them” during their application process. This is a job. People need jobs. That’s why they applied. Instead, what I do is read our mission statement and give a breakdown of our vision and objectives before asking them how working at an organization like mine aligns with their future goals. It’s led to more authentic #interviews with authentic #people who I’ve been able to bring on board with genuine enthusiasm.

"I've applied to so many roles but I don't hear back from recruiters!" I hear this all the time from 100s of people on a regular basis but do you know what hearing back means? 🧐 It means getting a call from the hiring manager for the next stage of your application process, i.e. first round of interview. Let's unpack this more, what triggered them to make the call? 👉 They liked your application, which has your RESUME and Cover Letter, and these documents have your skills and experience clearly articulated, your ATS score was high and you matched their job description. 👉 You had researched the role, the company and the culture and mapped your profile to them. Essentially becoming a perfect fit. 👉 Along with this, you had implemented the right networking strategy and built a digital brand of yourself which attracted the hiring manager to you. All these points are called 'pre-interview' strategies that you utilized to get a call from the recruiter. Then you go on to do each of the following interview rounds. After that you need a 'post-interview' strategy to get the job letter and finally land your target role. TODAY, I want to make things simple and help you get your foot in the door 🚪 because so many of you are stuck in the 'pre-interview' stage. I am opening a valuable resource at $0 cost to people who want to hear back from recruiter because its honestly time consuming, stressful and demotivating to be in this position. I mean its time to implement a new strategy! Comment "INTERVIEW" and I will personally DM you the link of this resource. #jobsearch #jobhunting #preinterview #jobapplication #careeropportunities #findingajob #recruiter #hiringmanager #careercoach

"Liene, I just got asked to interview a candidate for our company, but I have never interviewed anyone before. What questions do I ask?" I got you covered and it will be easier than you think 😉 Here is how I would do it if asked to interview someone whose technical background I am not familiar with. 🟡 Start with a small talk. 🟡 Ask why the person is looking for a new role. 🟡 What is that they are looking for in the future employer in terms of work environment, values, and technology? ➡️ They will open up about their wishes and needs which will help you to evaluate it towards the work culture your company has. 🟡 Ask to tell about their typical work-life right now. ➡️ The answer will deliver you many insights in terms of team size/budget/clients/work environment. It will help you to understand their daily business and compare it to the way your company does things. Write down the similarities and talk about them. 🟡 Which tasks do they enjoy doing the most? ➡️ This question always makes people smile and opens them up about things they enjoy doing the most. It will show you their true selves. Super valuable! 🟡 Ask them about their goals in terms of career and personally. ➡️ Especially, the personal part delivers valuable information about their dreams. 🟡 What frustrates them? ➡️ This question is a game changer. No technical questions, as you can see, but tons of valuable information that will surely help you to get to know the person on a professional level 🧡 What was your first interviewing experience? #jobinterview #bewerbungsgespräch #jobsearch #jobsuche #bewerbungstipps #smartistone #interviewquestions

Sometimes when an interview doesn't go well, it's for the best. 3 months ago I went to an onsite interview arranged by a staffing agency. The interview was a strange experience - I felt that I was conducting the whole meeting, because the hiring manager showed zero engagement or interest in me as a candidate. I reported back to the recruiter. While I felt I had demonstrated my suitability for the job, the hiring manager was completely checked out. Not surprisingly, the company chose to go with another candidate. I was told they had prior experience in the industry. I was not sad about it, given the vibe that I got from the manager. One month later I received a contract offer from my current employer. It's been going great. After two months, I was converted to full time last week. I could not be happier with the job, my colleagues, the industry, the company, and my managers. This week I noticed on LinkedIn: the company with the bored hiring manager has already posted the position again, and the person who was hired into the role is back on the job market. I don't know the circumstances behind this, but it served as a good reminder that it's all for the best that it didn't work out for me. Jobseekers, if an interview doesn't work out, it could be for the best. Brush yourself off and go on to the next. #mindset #jobsearch #recruiter #interview #jobinterview

Here are 3 universal tips that will make you win the Interview with a Recruiter and guarantee you a job 👇 1. 2. 3. Yeah, they don't exist. Instead of thinking how to cheat and shortcut to win Recruiter's attention ➡ focus on showing the best in you. Make this about you as a candidate! Practice your pitch, find your strengths, show your assets, justify the fit, highlight how can you contribute to the role/team/company's success. 🔆 But remember to keep YOU in the focus. 🔆 Because.... that's my goal as well! My role as a Recruiter is to adapt, flex and adjust to the ongoing process. I tailor it by matching both company's/manager's and candidate's expectations. Sometimes it can be a pure experiment. I'm working over 7 years in Recruitment; I have not yet seen it all but definitely seen enough. Listen actively and note the tips, guidelines but please be careful about the "hacks", "winning strategy" and "shortcuts". Upcoming Interview this week and you struggle? You don't have to interview at my company so we can chat about it. DM me or share your struggles in the comments me & my network will support 💪 #interview #jobsearch #candidateexperience #recruitment #career

Gentle reminder - no matter how passionate you are about your opinions, how loud you are about you opinions, or how angry you get defending your opinions - you do not speak for everyone. "It's unempathetic to send decline messages on the weekends - recruiters need to stop doing this!" "Getting rejected after an interview needs to be done by phone only - email is too impersonal - recruiters need to stop being lazy" "I submitted 120 applications this month and was ghosted on 90% of them - this is ridiculous!" These are the types of posts we see every single day on LinkedIn. The issue with these types of posts is that the poster assumes that they are speaking for ALL job seekers. They assume that their thoughts, desires and needs are the same as every job seeker. Often, they will even put "- all job seekers" at the end of the post to reflect that they believe they are representing all job seekers. The thing is though, no one speaks for all job seekers. Every single job seeker has different preferences, views and expectations. Please don't present your views as if it is an overall best practice. Let me give some insight. I have done poles (on LI) and asked so many job seekers (during the interview process) their preferences on the above situations and there were completely different viewpoints across the board. ❓ QUESTION PRESENTED TO JOB SEEKER❓ If you are going to be declined/rejected, when would you prefer to get the rejection message? ✅ RESULTS: 17% DURING WORK HOURS ONLY, 49% ASAP-EVEN OUTSIDE OR WORK HOURS, 34% NO PREFERENCE  ❓ QUESTION PRESENTED TO JOB SEEKER❓ If you are being declined for a position that you have interviewed for (not just applied to), how do you prefer to be notified? ✅ RESULTS - 39% EMAIL, 51% PHONE SCREEN, 11% NO PREFERENCE  ❓ QUESTION PRESENTED TO JOB SEEKER❓ Do you consider it ghosting if you apply (not interview) for a job and do not receive a response? ✅ RESULTS - 39% YES, 61% NO See the dilemma? There is no one-size fits all process. #recruiterlife #agencyrecruiting #jobseekers #interviewing #interviewprocess

"We'll know it when we see it"!!   Really??!!   A client said that during a post-interview review session, after he rejected all three shortlisted final-round candidates without providing convincing reasons (at least to me).   Let's be real for a second—relying on the age-old mantra of "We'll know it when we see it" in hiring isn't exactly a stellar strategy. It's a bit like searching for buried treasure without a map and hoping to stumble upon a chest of gold. In reality, you need a plan!   So, what's the plan, you ask? It's all about defining that dream candidate profile. Picture it like creating a shopping list. You've got your must-haves (like toilet paper during a pandemic) and your nice-to-haves (maybe some fancy cheese to treat yourself). Jot them down, and voilà! You've got your roadmap for the ideal hire.   Now, here's the kicker: you might not have a crystal-clear image of this dream candidate. And that's totally okay! In the world of hiring, it's perfectly fine not to have all the answers. Think of your job description as a 'choose your adventure' book – it can evolve as you go along.   But tackling this hiring challenge without a game plan is like trying to win a game of Monopoly in a pitch-black room. It's dark, you're disoriented, and the odds of finding the ideal candidate are really, really slim. So, let's switch on the lights and craft that perfect profile!   So how do I deal with the client? I’ve arranged a meeting this Friday. Wish me luck! #interviews #employers #headhunters  

Being a Recruiter is not very easy. I helped one candidate to find a job 15 days before and fixed his interview with my client's company. Interview done everything done. Actually this candidate is not new to me. The previous time he contacted me and asked for a job. i helped him that time as well and at interview time he ghosted. After 1 Month He approached me again and i asked him, "You ghosted previously so now you are really in need of a job or you are doing window shopping for the offers? He said, "No ma'am i am badly in need of a job" i believed him again and shared his profile further for the interview process. When the interview date came he said I was busy in my brother's marriage and he ghosted again. After 8-9 months he came again to me And this is the present time only. He said, "Pooja, "i know you don't trust me but i don't have any job, Please help me"🙏🏻 As i verified that he was not working for the last 6 months So i helped him again. This time he attended all 3 rounds of interview and got selected and got offered. He said ,"Thanks for helping me again". This is not a motivational and Happy ending scene. Now the story started from here:- Joining date came and he joined that job and left that company in the next 2 days. And give excuses like:- Sorry Pooja, i can't continue this job due to some personal issues you helped me a lot, Thanks for your support. From now i will never trust any candidate, who once backed out during the interview. The moral of the story is nothing but the truth of the challenges that every recruiter faces everyday. So before making fun of a recruiter know their side's story as well. These are the only reasons they don't believe you easily and verify your profile first. Every Recruiter can relate with this. #recruiter #hrs

Read this story some where. This need to be shared ! I was interviewing a candidate. She got rejected by the panel. But what is special about this? I didn't feel the decision was correct. It's because I have seen her earlier at a company applying for job; few years back I was in the same stage searching for opportunities. She isn't a good speaker and always stayed underconfident. So I decided to observe her work skills for atleast a week. And I gave her a chance to work at my company. What I observed left me in shock! She was very efficient and skillful. She did all the work effortlessly and has good knowledge about her position. The only problem was she couldn't express herself in the interview which was the main reason for her rejection. If I wouldn't have given a chance, I would have lost an amazing employee. Finally, she got hired. And the panel members agreed with my decision seeing her performance during the observation period. So interviews should not always be based on question answers rounds and resumes. Sometimes practical work monitoring should also be done to know their true caliber. #work #interview #job #interviewing