Aleksandra Markoska

🌟 Unlocking Talent: The Art of Recruitment in a Changing Landscape 🌟 Recruiters, are you ready to navigate the evolving talent landscape? Recent shifts in remote work dynamics, candidate expectations, and technological advancements require us to adapt our recruitment strategies. Here are some insights to enhance our approach: 🔍 Embrace a Candidate-Centric Approach: Today's job market demands more than just a paycheck. Highlight values, growth opportunities, and culture during the recruitment process. 🔍 Leverage Technology Effectively: AI-driven systems and virtual interviews streamline processes. Remember, authentic connections are key alongside automation. 🔍 Diversify Sourcing Channels: Expand your talent pool with diverse platforms like niche job boards, community events, and social media outreach. 🔍 Focus on Employer Branding: A strong brand attracts top talent. Showcase your culture, employee experiences, and success stories on social media to enhance your reputation. 🔍 Continuous Learning: Stay informed and agile in the ever-changing recruitment landscape through webinars, industry news, and professional networks. Let's connect and exchange experiences! What successful recruitment strategies have you implemented recently? 🤝💬 #Recruitment #TalentAcquisition #EmployerBranding #HumanResources #CareerDevelopment

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🚀 The 2025 Salary Guide has arrived. How much should you be paying your employees based on company size and revenue? How much should YOU be getting paid? #FutureofWork #HiringTrends #LHH #SalaryGuide2025 #Yourloyalrecruiter

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🎉 𝐖𝐞'𝐫𝐞 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐈𝐭𝐚𝐥𝐢𝐚𝐧-𝐒𝐩𝐞𝐚𝐤𝐢𝐧𝐠 𝐂𝐮𝐬𝐭𝐨𝐦𝐞𝐫 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐀𝐠𝐞𝐧𝐭! 🇮🇹💬 Do you love helping people and have a knack for problem-solving? Fluent in #Italian and ready to make an impact in the #financial world? 🌍 Join our client's team in sunny Malta and bring your energy, passion, and charm to the table! ☀️ 👇 More information is in the comment section.👇 #CustomerSupport #Hiring #ItalianSpeaking #JoinUs #Malta

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🌍 Why Relocation Could Be a Safer Option for Third-Country Nationals (TCNs) Residing in the EU 🌍 If you're a third-country national living in an EU country and considering remote work on a B2B contract, relocation to the country where the company is registered could be a safer and more practical choice for several reasons: 1️⃣ Simplified Legal & Tax Compliance: Relocating ensures you comply with local tax codes, social security contributions, and other legal requirements. Working remotely for a company registered in another EU country might create unnecessary complications with tax filings or legal documentation, leading to potential penalties. 2️⃣ Work Permits & Immigration: Your ability to work legally in an EU country might depend on where your employer is registered. Relocating to work for a company based in that country can simplify your immigration status and ensure that you meet all work permit requirements. 3️⃣ Clearer Social Security & Benefits: If you're a third-country national, social security contributions are often tied to your country of residence. Relocating to the country where your employer is based ensures that your social security system remains intact, and you avoid any gaps in contributions. 🔑 Key Takeaway: If you're facing complications working remotely on a B2B contract for a company in another EU country, relocation may be the safest option to navigate legal and regulatory complexities. 🛑 Always consult a local professional for advice tailored to your specific situation. It’s better to be proactive and informed! #Relocation #B2BContract #RemoteWork #CareerTips #TCN #EU #Recruitment

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As #Recruiters we reach out to many candidates, often headhunting for the perfect fit for various roles. To all #JobSeekers, here’s a piece of advice: ✅ Always take a moment to reply to job opportunities even if you’re not currently looking for a new opportunity, a polite response goes a long way. If the opportunity isn’t right for you, consider passing it along or referring someone who might be a good fit🙌🏻 You never know how our paths may cross in the future😊 #recruitment #recruiters #jobopportunity #jobseekers #refferal #workopportunity #HR #HRrecruiter

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Professional networking shouldn’t just happen on social media. Learn more from #Adecco about how in-person networking can boost your job search and confidence.

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The current hiring landscape is riddled with challenges, from skill shortages to salary expectations and eroding candidate trust. Discover effective solutions and how to overcome these hurdles in our article.

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Talent Sourcers aka Sourcing Recruiters use Boolean string searches daily. But anyone can Google like a pro! Here’s a handy cheat sheet to help you find just about anything online. *all credit to the original creator. #Google #FindAnything #Boolean #Sourcing

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As the job market shifts towards favoring hiring managers, professionals need to adapt to the changes. Layoffs are on the rise, making the job market more competitive than ever. To navigate this challenging landscape, consider these strategies: - **Develop a targeted plan:** Focus on specific companies rather than applying to numerous job postings. Quality over quantity is key in today's job search. - **Optimize your resume:** Ensure your resume is easily skimmable (resumes are skimmed within 6 to 8 seconds), scannable and searchable. Highlight your unique value proposition prominently and list essential skills on the first page. - **Stay active on LinkedIn:** Post relevant and professional content consistently to increase visibility. Engage with industry-related news and join active groups. - **Explore the hidden job market: ** Leverage networking and connections to tap into unadvertised job opportunities. Building relationships can often lead to job offers without the need to submit countless applications. In a competitive job market, strategic job search tactics are essential to secure interviews and land your dream job. Stay proactive and adaptable to stand out among the pool of candidates. #JobSearch #CareerAdvice #LinkedInTips

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Hello Everyone 🖖🏻 📞 Dos and Don’ts for recruiters When Speaking with a Candidate on a Phone Call 📞 ✅Dos: 1. Introduce Yourself: Start with your name and the company you represent. 2. Ask if it’s a Good Time to Talk: Ensure the candidate is available and in a suitable environment for the conversation. 3. Prepare in Advance: Review the candidate’s resume and the job description before the call. 4. Set the Tone: Start with a friendly greeting and make the candidate feel comfortable. 5. Provide Clear Information: Clearly explain the role, company culture, and next steps in the hiring process. 6. Follow Up: Send a thank-you email summarizing key points and next steps. ❌Don’ts: 1. Don’t Be Distracted: Give the candidate your full attention. Avoid multitasking during the call. 2. Don’t Rush: Allow the candidate enough time to answer questions thoroughly. 3. Don’t Make Assumptions: Ask for clarification if something is unclear rather than making assumptions. 4. Don’t Be Negative: Maintain a positive and professional tone throughout the conversation. 5. Don’t Forget to Ask for Questions: Allow the candidate time to ask their own questions about the role and company. If any additional points to be included drop out in comment section⬇️ #RecruitmentTips #HRAdvice #Interviewing #TalentAcquisition #Tips #learn #Recruitment #connections

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👤HM: I like this candidate; it's a 'strong yes' for me. 👤Recruiter: Act fast; he's in other interviews and could get an offer soon. 👤HM: Wait; I want to see other candidates to compare. 4 weeks later... 👤HM: Finally, I want to make an offer to the one that was a 'strong yes' for me. 👤Recruiter: Sorry, he accepted another offer. We weren't fast enough. 👤HM: I should have listened your advice; he was the best we had. LESSONS LEARNED💡 1. Speed is mandatory nowadays; strong candidates won't wait in a process that takes 7 stages and 2 months. If you don’t move fast, competitors will. 2. When you're impressed with someone, make an offer! Sometimes there's no need to compare. If they match all requirements and have the motivation and right attitude, hire them. 3. Unicorn candidates don't exist. If you need 2 months to hire someone, maybe you need to start looking at whether you're asking the right questions. 4. Having a long process creates a bad candidate experience, and you won't retain them motivated. Have you ever been through a process with more than 4 stages? How did it make you feel? 🤔 #hiringprocess #candidateexperience

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Negotiating a raise means highlighting your accomplishments, knowing your market value, and structuring the right proposal. Here’s how you can get started.

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Challenges in Recruitment? Meet Solutions! 1. Talent Scarcity : In a competitive market, finding the right talent can be tough. Solution: Leverage a diverse range of sourcing channels, including networking events, referrals, and niche job boards, to tap into hidden talent pools. 2. Lengthy Hiring Processes: Lengthy interview rounds and decision-making can deter top candidates. Solution: Streamline the hiring process by setting clear timelines, utilizing technology for efficient screening, and empowering hiring managers to make timely decisions. 3. Poor Communication: Lack of communication can leave candidates feeling undervalued. Solution: Maintain regular communication with candidates, providing updates on their application status and feedback post-interviews. Personalized and transparent communication builds trust and rapport. 4. Negative Candidate Experience: A poor candidate experience can damage the employer brand. Solution: Prioritize candidate experience by offering timely feedback, personalized interactions, and a smooth interview process. Even if a candidate isn't selected, leave them with a positive impression of the company. 5. Skill Misalignment: Misalignment between job requirements and candidate skills can prolong the hiring process. Solution: Clearly define job requirements and collaborate closely with hiring managers to ensure alignment. Utilize skills assessments and structured interviews to evaluate candidates accurately. By addressing these challenges head-on and implementing proactive solutions, recruiters can effectively close positions faster while providing candidates with a positive and memorable experience. Elevate your recruitment game! #RecruitmentWins #SpeedyHiring #TalentAcquisition #CandidateExperience #SolutionsDriven

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Job Title: Video Editor Location: Remote Job Type: Full-Time Experience: 1 to 2+ Years Salary: Depends Upon Interview IMPORTANT: WORK COMPOSER IS MANDATORY IN THE ORGANIZATION THAT WILL TRACK YOUR WORK PERFORMANCE AND ACCORDINGLY YOU WILL BE PROMOTED AND GET THE OPPORTUNITY TO SHOW YOUR SKILLS ACCORDING TO YOUR PERFORMANCE Job Description: As Video Editor, you will be responsible for assembling recorded footage into a finished project that matches the director’s vision and is suitable for broadcasting. The goal is to bring sight and sound together to tell a cohesive story. Key Responsibilities: Review shooting script and raw material to create a shot decision list based on scenes’ value and contribution to continuity.  Trim footage segments and put together the sequence of the film.  Input music, dialogues, graphics, and effects.  Create rough and final cuts.  Ensure logical sequencing and smooth running.  Consult with stakeholders from production to post-production process.  Continuously discover and implement new editing technologies and industry’s best practices to maximize efficiency. Qualifications: Proven work experience as a Video Editor.  Solid experience with digital technology and editing software packages (e.g., Avid Media Composer, Lightworks, Premiere, After Effects, and Final Cut).  Demonstrable video editing ability with a strong portfolio.  Thorough knowledge of timing, motivation, and continuity.  Familiarity with special effects, 3D, and compositing.  Creative mind and storytelling skills.  BS degree in film studies, cinematography, or related field is a plus. What We Offer: Competitive salary and benefits package.  Opportunities for professional growth and development.  A creative and collaborative work environment. How to Apply: Interested candidates are encouraged to send their resume, cover letter, and a link to their portfolio to [email protected] & [email protected] with the subject line “Video Editor Application – [Your Name].” ASSIGNMENT: Create a 30-60 seconds of promo video for https://attplems.com/ (IMP: WHEN YOU SUBMITT VIDEO PLEASE MENTION WHICH TOOL YOU USED WHILE CREATING VIDEO) Send Assignments to [email protected] , [email protected] Make the video interesting and engaging using visuals and copy (script).. explain in the video about the brand.  Follow the brand colors and guidelines as shown on the website.  Reference: https://lnkd.in/gxkbGhmj  Feel free to show your creativity and skills.  All the best 

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Yesterday I met some friends and over lunch we discussed a somewhat controversial topic: wages.    Although it may seem an uncomfortable topic, my advice is to talk about it naturally. That's why I bring you some tips that can help you in your salary negotiation during the job interview.   Currently, if we were to make a comparison between the existing demand for employment and its supply, we could see that there is a strong imbalance between the two. This helps us to understand that it is not only necessary to be well trained or to have experience, which are fundamental factors for accessing a job. It is also very important to make a good first impression, which is made in the first interview.    This interview is a first contact where candidate and interviewer get to know each other and discuss everything related to the position: tasks, working hours and also the salary. One of the key points in any recruitment process.   Keys to negotiating salary in a job interview:   👍 You must go to the interview 'well prepared': this requires prior research on the company in those aspects that can give you clues about the salary range it can offer (size, number of employees and clients, etc.). This information, once gathered, will allow you to negotiate and reach economic levels that, otherwise, you would not even consider avoiding being discarded at the first opportunity.    👍 You must always have an amount in mind: before going to the interview, you must also be clear about the minimum amount you are willing to accept. To do this, it is a good idea to check what is being paid to professionals in similar positions to the ones you are applying for. This information can be obtained by consulting studies on the subject.   👍 You should let the recruiter be the first to talk about it: they will usually do so in the first interview or, instead, ask you about the salary range in which you move. If this is the case, it is advisable to discuss minimum expectations or, instead, to offer a range that will give you room for further negotiation (if necessary). This will show that you have a certain financial flexibility and that you are interested in the offer beyond this aspect.   👍 You have to put yourself in value: in order to negotiate your salary, it is important that you emphasise all those virtues that you have and that are differential. It is advisable to highlight those aspects that have a direct impact on what the company is looking for, as this will make the interviewer understand how interested you are in working with them and the commitment you are willing to make in relation to the position offered. 👍 You have to think outside the box: it is a possibility that the company may not meet your salary targets. Indeed, it is still possible to cover the difference between amounts through incentives. This makes it advisable to ask the company whether it provides for them.

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You are at the final stages of your interview process. What do you do? There are three candidates left from the Netherlands, Bulgaria, and China. The hiring manager decides to request a background check only for the Chinese candidate. 👉🏽 Option 1: Proceed with the request, trusting the hiring manager’s judgment. 👉🏽 Option 2: Remove the candidate from the selection process. 👉🏽 Option 3: Conduct background checks on all three candidates to ensure a non-discriminatory and fair interview process. In this scenario, Option 3 is the ethical and correct choice. Treating all candidates equally is absolutely crucial to avoid discriminatory practices and uphold fairness in the hiring process. Next time you are hiring, ask yourself: ✅ Are we treating all candidates equally? ✅ Are our hiring practices free from discrimination? ✅ Are we upholding fairness throughout the entire process? hashtag #inclusivehiring Photo credit: people matters

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📈 The German technology industry experienced a 16% drop in new job postings in Q1 2024 compared with the previous quarter 📉 Last week, I came across an article commenting on recruitment signals in DE. I have to tell you that this drop in recruitment compared with previous quarters didn't really surprise me. All the clients I talked to are unanimous: 1️⃣ Now is the time to be cautious and the volume of recruitment (in tech and non-tech) is not what it was in 2021 - 2022 (no scoop so far). 🤓 By the way, as you can read in the article (the link is in the comments) that it's the big groups that are recruiting the most at the moment, because they're less sensitive to the ups and downs of the market. 2️⃣ With fewer job openings, there’s an influx of candidates applying to each position, increasing the workload for HR departments to filter through numerous applications. This heightened competition makes it crucial to find the right talent quickly and efficiently. 👆🏻I'm convinced that this is exactly where specialist recruitment services like talent.io can make a major difference. ⇒ We believe that by providing you with a curated pool of tech talent, you can save an incredible amount of time. Plus, we offer premium services tailored to fit even the tightest budgets, ensuring you get the best value for your recruitment investment. 👀 Do you have an opinion on the matter or do you share the feeling that you are drowning in the flow of incoming applications? — Hi! 👋 I'm Lilyana and you're +3,000 people who follow me for stories about how you can build the best tech teams in Germany. Let’s get in touch!

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✨ As a recruiter, I have reviewed hundreds of CVs! I want to share a few things that you should avoid doing when creating your CV ✨ 🚫 Avoid Generic Objectives: Tailor your CV with a specific summary that highlights your unique skills and career goals! Stay unique. 🚫 No Typos or Grammatical Errors: These small mistakes can undermine your professionalism. Proofread multiple times or have someone else review your CV to catch any errors! 🚫 Avoid Overloading with Jargon: Strive for a balance that shows both your knowledge and your ability to communicate clearly. 🚫 Unprofessional Email Address: Ensure your contact information reflects professionalism. Avoid using outdated or quirky email addresses. (I've seen some wild email addresses 🤣 ) Your CV is your personal marketing tool—make sure it represents you right! What other CV mistakes have you encountered or learned to avoid? Share your tips below! 👇 #CVTips #Careergrowth #Dubairealestate #DubaiProperty #Recruitment #Careerdevelopment #Dubaijobs #Realestateagent #Propertyconsultant #Dubaijobs

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