Nikhil Karulkar

One of my favorite parts of being an agent recruiter for one company, is seeing successes in real time. Not all recruiters get to witness it, and it’s been one of my favorite parts. Lot of them text me when something cool happens, and I get to see it in the emails internally too. Some highlights from this week: One agent is taking a flight this week to close a massive shipper. Another one just landed a big project. Another one, who Is one of the hardest working guys got a new opportunity for several hundred thousand of revenue a month. One had his first shipment as a agent deliver. I’d be lying if I said I don’t miss moving freight, but living vicariously through these guys and gals is fun too. #sales #agents #logistics #trucking

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I think I just had the WORST virtual interview in my career. I was the applicant. Holy Smokes! Please read: Meeting scheduled for 11am. I make sure I logged in on time with no software nor hardware issues. Host doesn't start until 11:05am. Their mic isn't functioning. After about a minute of trying to get it right, I can finally hear them since they dialed in via phone. Host didn't seem ready so in order to buy time and pull up my CV, asked for me to tell them about myself. [There was another person from their end on but never introduced themselves]. I probably rambled for too long since I went into my work experience from my first job to my most current. When the host spoke, I could hear an echo. It may have been because the other person on their end was sitting in the same office and neither could figure out this person had to mute their mic. (At least I believe that was the solution). The echo eventually became worse and I had to make out what the host was saying or asking. The host BARELY had any qualifying questions- "did you only recruit for retail?" I hadn't done strictly recruiting in retail, btw. But, I answered and informed them that my focus on recruitment came after I had left retail. Did they not read my resume prior to the meeting?! "what is the best method you have used for your recruiting?" - Answered that building rapport with current staff would lead to referrals. That's always the #1 recruiting method as employees tend to refer good people. The host then informs that our conversation is just a (preliminary? Initial?) conversation and if I was going to be invited in for an in-person meeting, I would hear from the person who called me originally. The host didn't even allow any questions, just wanted to get off the call asap. Very, very unprofessional in my opinion. Is this the type of experience companies are ok with candidates having as a first impression? REGARDLESS of the person being a fit or not. P.S- it was a software company based in Sunrise, FL. #NotInterested #DoBetter #TalentAcquisition

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I got a call from a random area code last week, and picked up. It was someone looking for advice for w2 sales roles. I had given him my number awhile back. We talked, and I was able to refer him to some good w2 recruiter friends of mine. He is currently a shipper, after being in broker sales for 5-10 years for some of the largest players. He asked if I knew anyone who specialized in a certain type of freight they were having some service issues. One of our agents who I recruited does that speciality and they were able to connect, and are moving freight come Monday. I didn’t think a recruiting call would ever lead to an agent of ours getting a shipper, but that’s why I always try to help people in my DMs even when they aren’t looking for agent jobs. W2 recruiters have sent me people, friends have sent me friends who are looking at the agent program. If I only took calls or had conversations with people who directly impacted “ my job” id miss a lot of opportunities. #sales #logistics #trucking #recruiting

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Employers often scrutinize the employment gaps listed on your resume. But here's the thing, trust goes both ways. Before committing to a company, do your own due diligence: ▪️ When was their last round of layoffs? ▪️ How many employees were affected? ▪️Which departments were impacted? Talk about trust issues… They doubt your abilities because you've been unemployed. But how are we supposed to trust them when they were passing out layoff notices like trick or treating candy last year? 🤔 #layoffs #employmentgaps

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Job seekers rightfully value their skills and expertise, recognizing them as vital assets in their professional journey. Just as hiring managers seek the best talent to drive their company's success, candidates are in pursuit of opportunities that acknowledge and reward their contributions fairly. Therefore, it is essential for employers to respect the time and aspirations of job seekers by extending offers that genuinely reflect the worth of their skills and the market standards. This mutual appreciation of value not only fosters a positive recruitment experience but also lays the foundation for a respectful and productive employer-employee relationship.

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I saved the photo because I liked it but hadn't read what Dr. Bada had written. When I glimpsed 'falling short', I did expand it. I've experienced or continue to experience 12 of the 15 situations on his list in my life/work life and could have/could still use better options as he lists and explains. We can do better... with recognition, reaction, action, understanding, support, care... full circle. Work policies/services don't match the current needs though, even if top level staff wanted to help. You can take time off for many of these situations but at no or reduced pay or no job. An at-work support is just as important as being allowed to take time off. If the workplace can't or won't provide that type of service so people can still work but get the support they need, we will always fail each other or fall short. I work with people every week that are going through one situation or another. If they open up to me about it, as a leader... no, as a PERSON, I make sure to ask them how they are when I see them. Ten minutes a night for them to express what is going on inside of them. Ensuring a support structure of leaders such as this is in place makes a difference. I'm certain there's much much more organizations can provide for those experiencing any of these issues even at the workplace. If you're willing to pay or not pay someone to stay at home, what would you be willing to provide to help those same people heal? They still come into work, same hours. same pay, some hrs spent working, some hrs spent healing. Cost benefit of providing a service they could use while on the clock would much out-weigh the cost loss of temp hires while they are out on leave or going through the rehire process. So why don't we already help people heal while at work? Seems like a win-win for the world... 🤔

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If you have been laid off or let go, be the CEO of your career! Approaching the last half of my working career as a project has been enlightening. To enhance ourselves, we must continually seek growth opportunities and challenges. Remember, if your talents are undervalued, another organization WILL recognize your worth; you just have to find that company. Embrace unplanned change and master the art of pivoting in times of adversity. If you aren't seen as a key player, find out why and then find a new playground. Key steps to being able to pivot well include building strong foundations, educating ourselves, expanding knowledge, and networking beyond familiar circles. #FindYourPlayground #EnjoyLifeandWork #LaughterIsKeyToGrowth #CareerDevelopment #ProfessionalGrowth #Pivot #Networking #CareerAdvice

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PUMP YOUR BRAKES.... Before you rush to submit your resignation letter after accepting a new job offer, consider this: 📌 Wait until you’ve completed the pre-boarding process, including background checks, drug screens, reference checks, and more. Here’s why: Delays can occur during this phase, potentially pushing back your start date and causing you to miss out on your coins. (the way my bank account is set up... Kevin Hart voice 🤣) But seriously, missing out on income is not ideal, especially when you didn't plan for it. For example: - The company might have difficulty verifying your education and require you to provide a copy of your diploma or transcript. - They might have trouble verifying your employment and ask for a pay stub, offer letter, or W-2. - The court handling your criminal background check might be backed up due to high volume. ⬆️All of these things can delay the hiring process. 📌 Don’t let the hiring manager or recruiter pressure you into giving a resignation letter to your employer before the pre-boarding process is complete, even if they’re short-staffed. If they’re serious about you joining their team, they will understand and accommodate the necessary 3-4 weeks for you to start. - 1-2 weeks for the background check - 2 weeks to provide a resignation notice to your current employer FYI: In my career, I’ve reviewed countless background checks and requested documentation from candidates. While the process often stays on track, there have been 𝐌𝐀𝐍𝐘 instances where the start date was delayed despite the candidate already giving notice to their current employer. #recruiter #opentowork #joboffer #hr

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A lot of agent recruiting, comes down to math. We have an agent who was doing 100k in GP a month as a w2. He texted me today he is going to be making more money as an agent doing 20k in GP a month. He’s a savage seller so he will get back up there soon, and when he hits 40k in GP he will be making about 350k a year. There is a lot of talk about pizza parties, culuture, ping pong, etc. Who has the best tech, etc. But most of the w2 reps I talk to who are wanting to become agents are focused on the money and the freedom to work from home and be their own boss. One of my favorite questions I get asked is “what are the kpi requirements”, or “ what hours do I have to be working” There is none, and whatever hours you want to work to make the money you want. The best analogy is it’s like being a real estate agent for Keller Williams. You get that back end support, but it’s your business. It’s not for everyone, but if you want to bet on yourself and get paid what you believe you are worth there is nothing better and I’d love to chat! #agents #recruiting #logistics #trucking

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Let’s talk about “applicants”. Over the course of my career I’ve heard plenty of business leaders, hiring managers, and cofounders say “applicants are not strong candidates”. They would spout out reasons like…. they are unemployed, they were laid off, good candidates are currently working, good candidates don’t get laid off, you can only find good candidates through sourcing, etc. We’ve all heard it before. I used to let these comments go, because it was easier to agree and just leverage my sourcing skills to appease this person. I wanted to impress them. The tough conversation seemed too risky for a new client. I knew they were wrong, but I wasn’t ready to die on that hill. As time went on and the economy did what the economy does, I learned that not only was this perspective extremely near-sited, but it also contributed to the creation of the infamous “black hole”; the place applications go to die and never be seen. Fast forward to this post-pandemic era of Recruiting, and that black hole has become a gaping abyss. But who’s fault is it? Is it the mid-level recruiter who was told by the cofounder that applicants are no good? Is it the recruiting or business leaders fault for not resourcing appropriately so their recruiters have time to view/process applicants? Or is it the Sr Recruiters fault who knows better, but choose to prioritize other tasks that are perceived by “leadership” to be more important? I’m not sure the correct answer here, but I do know that 20 years of experience in this space has taught me applicants can be VERY good candidates! Most applicants are not unemployed, and more often than not are gainfully employed, but lacking something in their current role (growth, remote, comp, benefits, culture, a likeable boss, etc). Applicants are interested in your company and position, which is going to make them much easier to close at the end of the process. Applicants have already seen the jobs requirements and salary range, and opted to continue moving forward. Often times they have researched your company and know details about products, services, company culture, and your online reputation. Don’t shy away from this difficult conversation; even if it means potentially losing that client. Instead, have the conversation. Explain these benefits. Teach & train your recruiters how to source through applications per requisition. ATS systems do NOT make this easy or efficient, and for that reason most recruiters and recruiting leaders just don’t do it. Lever, Greenhouse, Workday, Ashby, Taleo, (insert any other ATS). They are all different, and the workflow for this is wonky in all of them. However, rest assured that once you learn how to do it, you’ll be able to quickly find qualified applicants (IF they are there), create a positive candidate experience for all candidates, and NEVER AGAIN contribute to the growing “black hole” of recruiting.

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Hi, LinkedIn Family! As many of you know, navigating the job search after a layoff can be both challenging and emotionally taxing. However, I want to remind everyone that this journey is not just about finding a new position but also an opportunity for personal growth and resilience. 🔗 Here are a few things I've been focusing on that have helped me stay positive: 1. Maintaining a Positive Mindset: It’s easy to feel discouraged, but I firmly believe that every setback is a setup for a comeback. Staying positive not only helps us cope but also attracts the right opportunities. 2. Staying on Top of Your Résumé: I’ve been updating my résumé and cover letter, ensuring they reflect my skills and experiences accurately. Each small update feels like a step toward my next big win! 3. Networking: I've been actively engaging with my connections here on LinkedIn. Networking isn’t just about job leads; it’s about building relationships, sharing knowledge, and supporting one another. Let's lift each other up! 4. Trusting the Process: It’s crucial to have faith—trusting that God has a plan for us, even when we don’t see it right away. This belief allows me to approach each day with hope and motivation. So to anyone in a similar boat: Keep your heads up! Let’s support one another in this journey. Remember, the right job is out there for us, and we are exactly where we are meant to be. Let's continue to believe in ourselves and the journey ahead! 💪✨ #JobSearch #WellBeing #PositiveMindset #Networking #Faith #CareerJourney #Resilience

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To all my Recruiters out there, Please stop sending rejection emails at night 🙂 As someone that has a significant other trying find a new home during these tough times, I empathize that its super discouraging to receive bad news especially right before bed time. As someone who lives by the motto of "Recruit how you want to be recruited", if roles were reversed, when/how would you want bad news to be delivered? Thanks for attending my TedTalk! #recruiting #jobs

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I’d give anything to have a job right now That’s the phrase I hear over and over from job seekers. Each sharing their own version of: Frustration Desperation Hopelessness They are burned out on: Confusing application platforms Interviews that lead nowhere Automated rejection emails Applicant tracking systems Lengthy hiring processes Outdated job listings Salary discrepancies Getting ghosted They just want a chance. An opportunity to present their skills. To be part of a team. To earn a living. To add value. As we celebrate Labor Day, we champion the worker. But don’t forget about your friends and loved ones who desperately want to be working. Maybe you can: → Make an introduction → Provide a reference → Review their resume → Offer hope. Your small gesture could be the difference they’ve been waiting for. Raju khadka Chettri #jobs #Hire #pharmajobs

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Many times... What you leave off your resume, is just as important as what you include. Tip... Don't include your physical address on your resume. Reason is that we recruiters do what's called "recruiting in" or "recruiting out" (depending on your distance from the client's work site). Give yourself the rite of first refusal, by actually having a conversation (with the recruiter or hiring manager). If they are curious (where you reside)...they will reach out (phone or email).

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💼 On the Job Hunt? DM Me for a Helpful Link! If you’re actively searching for your next role, I have a link that might help you. Feel free to reach out, and I’ll send it over. Let’s help each other move forward! 🚀 #JobSearch #Opportunities #Networking #JobSeekers #CareerAdvice #JobHunt #Employment #ResumeTips #LinkedInCommunity #CareerGrowth #JobOpportunities

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Anyone else notice this? The companies that pay their sales people the best seem to always be hiring, don’t have layoffs, and don’t usually use outside recruiters. That’s not a knock on outside recruiters either, I have several of them as friends and there is a need for them. But when you are paying 25-40 percent to your sales reps you often don’t need help finding people. And the majority of companies that pay this way also don’t have non competes. Weird. You would think with such a down market we are in that the companies that are paying their sales staff the best would be the ones doing the layoffs, closing down etc. But that’s not the case, at least from what I’ve seen. Size doesn’t seem to matter either, I can think of 2 top 70 brokerages that pay this way, 2 mid size brokerages, and several smaller ones. Happy Monday, especially to all the companies that pay their sales people right! #sales #logistics #trucking #recruiting

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