Kristina Shershun

Stop Guessing, Start Winning: Why Data is the Secret Weapon of Smart Recruiters Gone are the days of relying on gut feeling in recruitment. Today's competitive talent landscape demands a data-driven approach to make informed hiring decisions. Here's why: - Objectivity over Intuition: Data removes bias and subjectivity from the process, focusing on candidate skills and experience. - Better Quality Hires: Data helps identify top performers by analyzing past hiring successes and failures. - Faster Time-to-Hire: Optimize your process by identifying the best channels and optimizing interview stages with data insights. -Reduced Cost-per-Hire: Data helps target resources effectively, avoiding wasted time and money on unqualified candidates. Ready to level up your recruitment game? #datadrivenrecruiting #hiring #hr #talentacquisition

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👀 Hey! Have you seen that Teamdash is included in the most recent Sifted HR tech briefing? We made the shortlist of early-stage HR tech startups to watch! We're among a list of great companies that help HR professionals manage and automate repetitive tasks, speed up the recruitment process with effective screening and interviewing solutions, remove bias from recruiting and make analytics less complex. And we don't stop here! P.S. Find the link to the full list in the comments. #HRtech #recruitmentsoftware #recruitmentsolutions

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Myth: Recruiters only care about filling quotas. Reality: At #GapRecruitment, our focus is on matching talent with opportunity. Your success is our priority, not numbers. Let's break free from misconceptions and find your dream job together!

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Friendly advice from a recruiter - A must read for your CV. Avoid putting these on your CV: 1. **Irrelevant personal information:** This includes details like your date of birth and marital status 2. **Negative language or remarks:** Avoid any negative comments about previous employers. 3. **Photos:** including a photo on your CV is unnecessary and may even lead to unconscious bias. Unless it's relevant to the job (e.g., modeling) 4. **Reasons for leaving previous jobs:** While it's important to be prepared to discuss reasons for leaving during interviews, your CV is not the place for this 5. **References' contact information:** Simply state "References available upon request." 6. **Health-related information:** Avoid disclosing health conditions or disabilities on your CV. Focus on your ability to perform the job. 7. **Long paragraphs or dense blocks of text:** Keep your CV concise and easy to read by using bullet points, short sentences, and clear formatting. Long paragraphs can be overwhelming for recruiters/hiring managers to read. 8. **Unprofessional email addresses or social media (Github):** Ensure your contact information is professional. Avoid inappropriate email addresses and make sure your social media profiles are clean and presentable. 9. **Spelling or grammatical errors:** Proofread your CV carefully to ensure there are no spelling or grammatical mistakes. Errors can create a negative impression and suggest a lack of attention to detail. such as '2022 - 3023' #thisisnoa.com #cvwriting #jobseekers #recruitment

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Eastern Europe's remote workforce is a hidden gem waiting to be discovered. Our CEO, Sergiu Matei, dives deep into this topic in a recent interview, revealing why businesses should look East for their next tech hires 📈 Why look East? - Exceptional skills & strong educational background of Eastern European developers - Cultural affinity with Western work styles and ethics - Adaptability to remote work and time zone differences Plus, he shares key insights on: - Retaining remote talent from Eastern Europe - Recruitment strategies to tap into this hidden pool - Tips for adopting a flexible work model Get the hacks you need to build a global, future-ready tech workforce. Read the full article here: https://lnkd.in/de8H9KUK #EasternEurope #TechTalent #RemoteWork

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💡 Did you know that traditional hiring methods can take up to 42 days to fill a position, with average costs skyrocketing into the thousands per hire? Now, imagine doubling your revenue without having to go through the usual time-consuming, costly recruitment processes. Sounds impossible? It’s not with Remotized, we’re making that a reality for companies across the UAE and KSA! At Remotized, we offer a fully managed solution for companies seeking top-tier remote talent at a fraction of the cost of in-house hires. Whether you’re a startup or an established SME, we understand that every penny and every hour counts. That’s why we take the entire hiring process off your hands, giving you access to the best talent in the region while cutting your costs in half. Here’s how we help you boost revenue without the headache of hiring: ✔️ No More Lengthy Recruitment Cycles: We eliminate the need for weeks of interviews, negotiations, and assessments. Instead, we provide you with pre-vetted, highly qualified remote professionals who can start delivering results almost immediately. ✔️ Top Talent for a Fraction of the Cost: You can get access to skilled talent from Egypt, an emerging hub of high-quality professionals while paying only a fraction of what it costs to hire and maintain in-house employees. ✔️ Scale Up or Down as Needed: With Remotized, scaling your team is easier than ever. You can onboard new employees as needed without worrying about long-term commitments, training costs, or overheads. Imagine what you could do with the extra time and resources you save by not dealing with the usual hiring hurdles! With Remotized, you can focus on increasing productivity and profitability while we handle the heavy lifting of employee management. Let’s talk about how we can help you cut costs, streamline your operations, and grow your revenue faster than ever. Reach out today! #CostEfficiency #RevenueGrowth #RemoteTalent #SME #HiringSimplified #ProductivityBoost #BusinessOptimization

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Many recruiters easily make 6-digits per year, some even going as far as 7-digits, how come you're not there yet? It can be a bit frustrating, right? Many recruiters have been there, feeling stuck in a rut despite years of experience. Here are a few things to remind yourself when you're feeling a bit down: Rome wasn't built in a day. Success takes time and effort. Don't get discouraged if you haven't reached your financial goals yet. Everyone's journey is different. Just because someone else is making six figures doesn't mean you have to be too. Focus on your own path and progress. Keep learning and growing. Stay updated on industry trends and continue to develop your skills. This will help you become more valuable to your clients and increase your earning potential. Network like crazy. Building strong relationships with other recruiters, clients, and candidates can open up new opportunities and lead to increased income. Believe in yourself. You've got what it takes to succeed. Keep pushing forward and don't give up on your dreams. The journey to six-figure income is marathon, not a sprint. Stay focused, stay positive, and keep working hard. You can get there.

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Stop trying to: 1. Find suitable candidates across various sectors 2. Streamline inefficient pre-screening processes 3. Pay high annual subscriptions to job boards Instead, just focus on staying ahead in the competitive recruitment market by leveraging technology and innovative sourcing strategies. The rest will take care of itself. In the future of recruitment, predictions and trends show that embracing AI, enhancing candidate experience, and utilizing data analytics will be key. Efficiently source quality candidates and streamline your processes with the right tools. Get your vacancies filled with our sourcing strategies. Share or comment if you found this helpful! For more information, contact us at +442081441287 or [email protected]. Visit https://source-mate.com/ #sourcemate #RPO #2024 #UK #US #CVsourcing #CVsearching #Talenthunting #Talentpool #CVs #Jobboards #Indeed #Totaljobs #REED #Monster #CVlibrary #ATS #CVdatabase #Ziprecruiter #Careerbuilder #Caterer #CWjobs #Efinancial #Jobs #Jobsinuk #JobsinUS #JobsinEU #Europe #Recruitment #CVformatting #BPO #Outsourcing #Contact #Hiring #Vacancy #Vacancies #Healthcare #IT #Hospitality #Banking

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HOW CAN NOA HELP WITH RECRUITING? The job market is a roller coaster and managing recruitment projects is a minefield. We can help you by taking out some of the pain from the process by filtering candidates and not passing you candidates who think a flute profile is something that you would find in an orchestra! Often our clients are using some of our other NOA services, so we know their business and company culture already and therefore can match candidates much more precisely to their needs. WHAT DOES THE NOA SERVICE ENTAIL? SEARCH-FIND-INTERVIEW-TEST-FILTER-PROPOSE We offer a broad range of supporting covering: Write or agree a job description and agree other parameters of the role (i.e. salary and benefits) Talk through the role with the hiring manager to understand the kind of candidates who will fit best into their team Advertise the role on social media and job websites Start the main recruitment drive: 🔸 Search – use our well-honed researching skills to seek out great candidates 🔸 Find – locate candidates using various tools and means 🔸 Interview – NOA undertake the first round of interviews 🔸 Propose – provide a shortlist of screened candidates 🔸 Interview – our customer undertakes interviews 🔸 Test – use “Everything DISC” profiling* 🔸 Filter – review interview and profiling results to score candidates Offer practical advice at the shortlist stage and help support the final choice of the successful applicant 🔸 DISC profiling can occur before the customer interview stage, but time-frames usually mean this happens after the customer interviews and then the results can be utilised in a final interview. OUR CHARGING STRUCTURES We don’t charge exorbitant “recruitment company starting salary” type fees (i.e. anything from 15% and into 20% or even upwards of 30% of starting salary) we simply charge a project fee that reflects our day rate and our professional efforts. We undertake the searching, advertising, communicating, interviewing and filtering of candidates and put forward suitable candidates to you. Even if you decide that these candidates are not suitable or don’t interview these candidates then our invoice would still be payable due to the time and work that has already gone before (however, our charges remain significantly less than if you used a recruitment agency). We know our customers’ businesses and their company culture very well, which helps us to have had a 90% success record so far! We work with many packaging companies due to our specialist market skills and knowledge. Our role in the paper packaging market is to uphold the highest standards of discretion and confidentiality in all the work that we do. If you would like to find out more about about NOA Ltd or the services we can provide please give us a call for an informal chat or follow this link to our website: https://bit.ly/3yfyaXr #recruitment #packagingindustry #packagingpeople #packagingindustryjobs #interviews #rightpeople #teambuilding #corrugated  

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💡Is your TA team truly ready to embrace AI? At Talent Connect, our co-founder Theodore Chestnut joined industry leaders to explore what it means to be AI-ready in today’s evolving landscape. The room was packed, the energy was high, and the message was clear: AI is transforming talent, and we all need to be ready to embrace it. That’s why we’re excited to share BrightHire’s AI-Readiness Guide! 💡 This is a practical tool for assessing and strengthening your team’s AI foundations across six key areas of your organization. What's inside the guide: 🌟Essential areas to prep for AI integration 🌟Clear examples of what it looks like to be AI-ready From optimizing processes to reshaping your tech stack, our guide equips you to lead confidently into an AI-powered future. Don’t get left behind. Get AI-ready today. BrightHire is here to help. Download our guide in the comments and get started! 👇👇 #talentconnect

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Active search is a concept of the past. 🙄 …Of course it is not.  It’s just Kasia Tang made me write a catchy intro to the post. In fact, we both (and probably many other fellow Recruiters) would agree that in the world of talent acquisition, the perfect candidate rarely just falls into our lap.   That’s where the magic of active search comes in! ☀ Whether you're hunting for that hard-to-find skill set or looking to bring fresh energy into your teams, there's nothing like diving into the talent pool and surfacing those hidden gems. 💎 The candidates you find through active search aren't just there to fill a gap —they're driven, curious, and ready for new challenges. The best part? They're often the ones who bring the most impact! This is why for the past two days we have been developing those search skills and experimenting with new strategies during an amazing workshop organized by Kasia Tang and Karolina Latus. And guess what. We’ve also just learnt to finish a post with a call to action.  So: apply and join our pack of hunters! ➡ (https://bit.ly/3SWqW59) ⬅ If you don’t, that’s ok. We’ll find you. 🕵‍♀️

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“You can warn people not to use AI, but they’ll use it anyway. You need to be prepared.” Sebastian Dettmers, Stepstone Group. Wise words from someone who is at the centre of the recruitment sector and another excellent piece by the Financial Times on the topic. This is the debate I am having on a daily basis - what to about the AI enabled candidate? ⚔ Telling candidates not to use AI is simply not effective. My discussion with 100 students a few weeks ago revealed the conscientious and the anxious (and quite often those from lower socio-economic status groups) follow the guidance while the chancers don't. We know the detection tools aren't effective, so this leaves the door wide open for wrong people to get an advantage. It also leads to a poor employer brand. 🤷‍♂️ Doing nothing is just as bad. Candidates don't know whether its acceptable or not, rumours take hold, and hiring managers take matters into their own hands. I've heard several times someone say "I'm getting pretty good at spotting the use of AI now". As Sebatian says - you have to be prepared. #arcticshores #recruitment #ai https://lnkd.in/eRyXN5p6

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Recruitment procedures often consume valuable time for recruiters.⏳😳 But fear not! According to Tidio, 44% of recruiters and a whopping 67% of hiring decision-makers highlight AI's primary benefit: it saves precious time With AI-powered talent audition tools like Getgeek, you can save both time and money. 🚀💸 Join our waiting list now to experience the magic of Getgeek: https://lnkd.in/d3gcM9wt #getgeek #artificialintelligence #hiring #airecruitment #aiinhiring

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Recruitment procedures often consume valuable time for recruiters.⏳😳 But fear not! According to Tidio, 44% of recruiters and a whopping 67% of hiring decision-makers highlight AI's primary benefit: it saves precious time With AI-powered talent audition tools like Getgeek, you can save both time and money. 🚀💸 Join our waiting list now to experience the magic of Getgeek: https://lnkd.in/d3gcM9wt #getgeek #artificialintelligence #hiring #airecruitment #aiinhiring

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How long does it usually take you to find the perfect candidate in a talent pool? 🔎 With Avenue Expand, it takes less than a second! Avenue Expand's AI Search tool allows you to simply type in exactly what you are looking for in a candidate and the results will be handed to you instantaneously, directly from your talent pool. Yes, it is that easy! 👉 Hire smart and fast with Avenue Expand. Talk to our specialists now: https://lnkd.in/dNJGHPNF #AvenueExpand #AvenueEco #AI #HR #HRManagement #HumanResources #TA #TAlentAcquisition #TalentPool #AISearch

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Preboarding. Essential Steps for New Hires In today’s job market, retaining talent starts before an employee’s first day—this is where preboarding plays a crucial role. Preboarding bridges the gap between signing an employment contract and the first official workday, ensuring new hires feel welcomed, informed, and excited. Below, we’ll explore the differences between preboarding and onboarding, its importance, and seven essential steps to make your preboarding process effective. Preboarding vs. Onboarding: Key Differences Preboarding happens before a new hire’s first working day, engaging them and preparing them for the role. Onboarding begins on day one and focuses on integrating the employee into the company culture and providing job-specific training. Preboarding aims to reduce anxiety and ensure new hires are ready to hit the ground running. Why is Preboarding Important for HR? A good preboarding process benefits both the employee and the company. Essential Steps for Preboarding New Hires: - Send a Welcome Message After signing the contract, send a personalized welcome email with key details like the start date, team introductions, and contact information. - Provide Access to Essential Resources Ensure new hires have access to necessary tools and materials, such as login credentials or the employee handbook. - Complete Administrative Tasks Early Handle paperwork—tax forms, benefits enrollment, etc.—before the first day, freeing up time for more engaging activities. - Share Company Information and Culture Share your company’s mission, values, and culture through videos, presentations, or documents to help new hires feel more connected. - Set Expectations for the First Day Provide a clear agenda for their first day to reduce uncertainty and help them prepare for tasks like office tours or training sessions. - Assign a Buddy or Mentor Assign a mentor to help the new hire navigate their first few weeks and provide guidance. - Encourage Early Engagement Invite new hires to join team chats or casual meetings before their start date to foster early connections. Conclusion Preboarding is a vital part of the employee lifecycle that sets the stage for long-term success. By engaging new hires early, HR teams can reduce anxiety, boost engagement, and strengthen the company’s brand, leading to higher retention and a more productive workforce.

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What truly sets the best campaigns apart? It's not all about flashy visuals or clever slogans. The most successful recruitment campaigns don’t just attract candidates but create memorable experiences that resonate long after the first impression Discover the key elements that take recruitment marketing from good to great: Targeted Messaging: based on a deep understanding of the target audience and their needs. Compelling Stories: narratives that connect with candidates on a personal level. Clear Branding: that accurately reflects the employer brand and values. Data-Driven Insights: to refine the strategy and improve engagement. Explore our latest blog to find out what makes top campaigns shine and how you can apply these insights to your own strategies. https://soamp.li/m03m #RecruitmentMarketing #EmployerBranding #ThriveInsights

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Every recruiter faces unique challenges, from sourcing niche skills to managing high-volume hiring. And recruiters deserve tools that make their jobs easier, not harder. That's why we made Rectxt: to simplify candidate communication and make recruiting easier with texting. ✅ Reduce steps with automated and scheduled text messages ✅ Save time with texting templates and texting campaigns ✅ Focus your time on building relationships with candidates For more features: https://lnkd.in/ggcEQrBC #candidateexperience #hrtech #recruitingtech #recruitmenttech #recruitingstrategy #recruitingtips #candidatetexting

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