DJ Hernandez

Maybe, just maybe, the issue lies with the senior executive at a large, multinational company. You know, the one who is never challenged because only Executives / Directors are capable of making decisions. That senior executive is also the one who supports a culture that aspires to change, at least that’s what the company’s words claim, but who in reality does not willingly entertain alternate perspectives - why change something that is working brilliantly. Publicly traded companies answer to shareholders and shareholders demand results. The constituencies that drive results are (in this order) - employees, customers, suppliers, community and shareholders. Each constituency is part of a virtuous chain and is elemental in driving successful outcomes and company growth. Break one and the outcomes suffer. If a company’s literature and operation neglect any of these critical foundations, run away, don’t walk, because said company is clearly communicating its values. A person and a company’s Say-Do ratio really matters. Layoffs is hitting the Easy Button and is far too common in our results driven world toda. It lacks fundamental humanity and requires no strategy. Take care of your people and they will assuredly take care of you.

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Do you find interviewing difficult? Not really sure if your answer is what they’re looking for? Follow the strategy below to nail your next interview.

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I think the biggest mistake people can make in an interview is being too honest. Crazy right?! The thing I have seen a lot from interviewing. Is admitting "I don't know something" and leaving it at that. Killing the interview and your chances of obtaining the job. But, chances are that you do know! Many job seekers have experienced a scenario in a job that can properly answer the question given to them in an interview. Try this: Practice answering questions with how YOU would solve for something that "you don't know." Give them an example that you were a part of, use the STAR method to assist you. Tell them direct impact, what you learned from the example, what you would have done to optimize the result. Good hiring team is looking for candidates who can be coachable especially in lower level positions. Take ownership of the example to answer the question! Sometimes, being close to the example is as good experience as being the executor of the example. Smart people learn from their own mistakes, but wise people learn from the mistakes of others as well! This kind of approach could be terrible advice or, it might get you a job. Happy hunting Job seekers

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Facing Ageism or Something Else? Let’s Break It Down Before assuming ageism plays a role, job seekers should consider whether they are applying for positions that align with their experience or if high salary expectations are causing hesitance among employers. Please let me know if your demands match what employers can offer. Moreover, are you actively embracing new ideas and technologies? Employers highly value a growth mindset and enthusiasm for continuous learning. Outdated assumptions often paint older workers as less tech-savvy or adaptable, negatively affecting hiring decisions. Employers need to realize it to recognize older candidates despite valuing qualities like flexibility and innovation. Additionally, higher salary expectations associated with experience can be challenging for budget-conscious companies. To combat ageism, could you highlight how your experience translates into value for the company? Showcase your tech skills and adaptability. Keep your skills sharp by attending workshops, taking online courses, and staying ahead of industry trends. Use your professional network to find opportunities where your experience is valued and appreciated. Ageism is real, but it doesn’t have to hold you back. Some companies may prioritize younger candidates due to biases about energy and innovation. Make sure your resume and LinkedIn profile highlight your adaptability and continuous learning. Older employees might miss promotions due to assumptions about their willingness to embrace new responsibilities. Showcase your achievements and eagerness to take on new challenges. Engage in initiatives that promote diversity and inclusion. Be proactive in team activities and foster a collaborative spirit. Break the stereotype that older workers resist new technologies by staying informed about the latest industry tools and trends. Take the initiative to learn and master new technologies relevant to your field. Before attributing job search challenges to age discrimination, consider these factors. Position yourself as a lifelong learner who brings invaluable experience to the table. Let’s shatter stereotypes and show that age is just a number regarding capability and enthusiasm for the job. Feel free to share your thoughts or experiences on this topic! #Ageism #JobSearch #CareerGrowth #LifelongLearning #DiversityAndInclusion #TechSavvy #GrowthMindset #CareerDevelopment #InclusiveWorkplace #BreakingBarriers #CareerAdvice #OvercomingBias #ProfessionalDevelopment #NewOpportunities

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In the US, RPO providers are closely integrated into organizations. When it comes to contingent labor however, things are very different. Can we do some of the things we do with RPO, with contingent talent? Can we narrow the train tracks between contingent and full-time labor? Learn how to attract, engage and retain contingent workers, and explore the future of contingent hiring: https://lnkd.in/dnJZqhmN #Talent #HR #Hiring #Recruitment #Staffing #Contingent #ContingentHiring #Contractors #US hashtag #UnitedStates #UnitedStatesJobs #USAJobs

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This the last full work week before the inevitable holiday slow down. Some companies shut down completely, while others continue to run with a skeleton crew. It can be difficult for #jobseekers to know how to approach the end of year slow down, so here's some tips: 1) #Followup this week. Reach out to any hiring teams you've had conversations with to reiterate your interest and make sure you're top of mind. 2) If requested for interviews, provide availability throughout the next few weeks. Hopefully your interview can be scheduled before the holidays, but if not, it can be prudent to provide availability through the week of January 6th to ensure your interview can be locked in asap. 3) Keep up the pace! Just because companies may slow down, doesn't mean you have to. While I encourage everyone to take some time with family/friends to celebrate the holidays, you can continue to #network, practice your #interview skills, and #apply to any new roles you're interested in. This will help ensure you can hit the ground running the first week of the new year. I hope that #santa brings all of you a new #job before the end of 2024. And I hope 2025 is a better year for everyone with fewer layoffs, more #hiring, and more #kindness in the process. 🎅 🤶 🎄 🥳

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Great thoughts here. Joining a new organization often comes after an interview process that could possibly involves several hours at the most, with people on their (hopefully) best behavior. Some aspects of the organizational culture may take weeks or months to surface. Dig deeper into job tenure - does it make sense?

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Here's a quick #interviewtip Stop rambling! 🤐 Try to answer questions clearly, concisely, and to the point. If you're not sure you've answered the question fully (or have more to share), then pause and ask the interviewer if they'd like you to elaborate. This will help keep your interview on track and ensure there will be time to cover everything! #recruitingadvice #recruitertips #interviewing

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I always like to send my candidates an "interview preparation" email before we meet. Since the roles I work on are mostly in a leadership capacity, I want to make sure the information I need from them comes with ease. I share the topics that will be discussed (not the specific questions) because I want them the be ready and bring their "A" game. It works very well they are always appreciative. How do you prepare your candidates for their interviews?

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I don’t mean to let the cat out of the bag, but every recruiter has heard (or said) that you “can’t fit a square peg into a round hole”! Does this mean that we’re barking up the wrong tree? That we’re comparing apples to oranges? For that position, maybe – but that doesn’t mean you should give that candidate the cold shoulder. Too many recruiters treat their candidates as transactional – and so they burn bridges (often inadvertently) instead of building long term relationships. However, if you remember that you’ll catch more flies with honey than you can with vinegar, then you can let someone off the hook without adding fuel to the fire. After all, it takes two to tango. So, the next time you’re on a wild goose chase and find yourself talking to the wrong candidate, try to walk in the other’s shoes. Eventually, that candidate may be as right as rain. Don’t miss the boat by treating someone unfairly when you can have the best of both worlds. You may be asking if there’s a method to my madness? And yes, yes there is. Relationships really are the best thing since sliced bread. And when you build rapport with your candidates, they’ll trust you not to throw them from the frying pan into the fire. This is the best way to cut the mustard. Did I hit the nail on the head? #recruiting #relationships #idioms

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To my #jobseekers out there, pick up the phone! Many #recruiters still call candidates as the first contact and to provide updates throughout the hiring process. If you're available to take a call from an unknown number, you should do it. Worst case scenario? It's another spam call and you can quickly hang up. Best case scenario? It's your dream job! Ring ring! I hope that call comes for you today! ☎️ #recruitingtips #recruiteradvice #dreamjob

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A friend looking for a new job asked me for input on the process he’s in. He had a final interview and sent references to the company 3 weeks ago. He’s heard nothing since. He’s even followed up with members of the hiring team and received zero response. This is not okay! If you're a part of a hiring team, you owe your candidates updates. Proactive updates to inform someone of where they are in the process, timeline, and what to expect next are great. But it may not be possible to be proactive every time. And sometimes, your idea of a timely update may not align with the candidate’s idea of timely. But you know what you can do? Respond to candidates who explicitly ask for an update. And you should do this every single time! If you’re working with me and I’m not as proactive with my communication as you’d like me to be, please ask me for an update. I guarantee you’ll always receive a response. 📨 #jobsearch #communication #dobetter #recruiting

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I've got a best practice I feel the need to share with all those active job seekers and the sporadic passive job seekers out there: save a copy of the job description when you apply to roles. It takes 10 seconds to copy/paste into a word document. Once you get into the habit, you'll realize the time it saves you. I've been in your shoes before, I had a file on my desktop with a folder of job descriptions - titled by Company - Req # - Job title, and also a Excel file with the application date, company, job title, and outcome... so any time I was contacted about a role I had applied to, I immediately could reference the job description at my finger tips. You won't have to try to do google searches to track a similar position down, you won't have to ask the recruiter for a copy of the job description, etc. Plus, if you get hired, you have a copy of the job description and expectations that you were hired for. Hope you find some value in the tip! #bestpractice #jobsearch #payitforward

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A good recruiter should add value. 👀 Add value to candidates by providing additional knowledge beyond the job description. Add value to hiring managers by understanding the pain points they're trying to solve. Add value to the process by focusing on efficiency and transparent communication. It shocks me how often I'm complimented by adding value in my daily interactions when I consider this to be the bare minimum. #Recruiters, we can do better! Do your research, support the process, and add value rather than looking to check your boxes. #recruitingadvice #hiring

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Sometimes it is the little reminders as a recruiter that make you fall in love with recruiting all over again. Hiring managers have so much more going on, so it is our job to make the process as easy as possible to find that perfect fit for their role. A few small reminders for this Friday! ✈ Communicate throughout the ENTIRE process, and be one step ahead of them in the communication ✈ Be a trusted advisor and build the relationship where they know they can reach out for any questions they may have big or small ✈ Collaborate with them during the intake meeting to find what is most important to them in the candidate and align pre-screening questions to those, so they have a full picture of the candidate while reviewing resumes ✈ Most of all have fun and find the joy in finding the perfect fit the manager! No better feeling than when the candidate accepts the offer and is excited for their new opportunity!

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Join AMS experts as they explore the intersection of technology and human-centric recruitment and discuss how to lead your organization through a technology transformation: https://lnkd.in/djX8kkEq This webcast is also approved for 1 PDC toward SHRM-CP and SHRM-SCP recertification. #Talent #TalentAcquisition #HR #Hiring #Recruitment #Tech #Technology #AI

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