Keith Plesha

Is this a legit company? - should be your first thought when responding to a job posting or a message from a recruiter/sourcer who has reached out to you on LinkedIn. Please please please do your research on the company before you respond or apply. They may be totally legit. It may be a completely valid reach out. Maybe the studio is a small startup Indi studio and doesn't have all the bells and whistles of those larger studios. But they may also be slime attempting to defraud you, praying on your desperation for employment. Please be wise as a serpent and gentle as a dove in your job search. Federal Trade Commission, Job Scams: https://lnkd.in/g6s4GtDJ CNBC Job Scams Surged 118% in 2023: https://lnkd.in/g2AsTKKn 17 Common Job Scams and How To Protect Yourself https://lnkd.in/gaz2dAjW 20 Common Job Search Scams and How to Protect Yourself https://lnkd.in/gXQ8QEW7 #jobsearch #unemployed #frustrated #wisdom

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RECRUITERS WITH NO BUDGETS: What are your favorite free and/or cheap recruiting tools that you've found useful when looking for candidates? I'm looking for email scrapers, mail merge tools, candidate discovery platforms, or AI tools that you've found success with. If I get enough information and traction on this, I promise to: a) do the research and test all of these out and b) share my findings and tips in an open, shareable google doc My goal is to help teach new founders and recruiters how to do this stuff when they may not have the means. RESHARES appreciated on this 🙌

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Staffing Fortune Cookie No. 50 TALENT or TECH STACK? 🧑‍💼 👩‍💼 🤖 Sure it would be nice if the candidate has your preferred tech profile. I mean they walk in hitting the ground running on Day 1, right?!? 🙌 But who might you MISS OUT on if you REQUIRE specific software? - An MBA who doesn't have your tech requirement is still in the top 8% of all education profiles. - A CPA who doesn't have your tech requirement is still in the top 30% of accountants. - The average IQ of a STEM Major is 120 whether they have your tech requirement or not. - A Senior Master Sergeant is in the top 2.5% of all enlisted personnel whether they have your tech requirement or not. - An Eagle Scout is in the Top 6% of anybody who ever joined the Scouts whether they have your tech requirement or not. - A D1 Athlete is in the Top 2% of anyone who played in high school whether they have your tech requirement or not. The list goes on... But there is NO WAY, I mean NO WAY AT ALL that these star performers could EVER POSSIBLY learn your required tech and become Superuser?!?! 🙃 You could hold out for SAP or hire an MVP. You decide. 🤷‍♂️

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All these new #AI recruiting tools seem focused on speeding up resume filtering and providing "recommended matches." It's reminiscent of how the assembly line revolutionized mass production but sacrificed craftsmanship. However, we're dealing with people, not products. What's missing is a focus on enhancing the candidate experience. While #recruiting aims for speed, quality, and cost efficiency, dehumanizing job applicants shouldn't be the price to pay.

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Reaching out to my fellow TA's! What platforms do you use for hiring outside LinkedIn? I've tried Hackajob, Hired, Cord, and Angel List, but I'm on the lookout for a platform that caters to all types of roles, not just Tech Jobs on a global scale. Has anyone here had experience with Amazing Hiring or similar? #TalentAcquisition #Recruitment #HRProfessionals #GlobalHiring

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Found an insightful podcast on sourcing hacks for #recruiters and #sourcers! Here are some key takeaways to share with my TA network: - LinkedIn isn't the sole source; Facebook boasts 3 billion users versus LinkedIn's 900 million. - Remember the Site Operator Search tip: -Site:facebook.com - Explore GitHub for tech talent sourcing. - For cold contact experts, check out Kendo and RocketReach. - Dive into the trending topic of AI and how ChatGPT can enhance personalized messaging across industries. Here you'll find the link: https://lnkd.in/eHbtBbMk Happy hunting! #TalentAcquisition #Sourcing #Recruitment #AI

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🚀 Lately, I’ve been seeing a flood of TA hires on my feed – let’s go! 💪 With 2025 around the corner, everyone’s talking about recruiting trends and predictions. 🔮 I’ve got a few ideas of my own, but I’d love to hear from my TA crew! What trends do you see coming, or what would you love to see next year? Drop your thoughts below and let’s make some noise! 👇 #TalentAcquisition #HiringTrends #Recruiting2025 

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BACKGROUND CHECK/DRUG SCREEN. BE OPEN ABOUT WHAT MAY BE FOUND As a recruiter I have conducted hundreds of background checks and drug screens. Most of them were pretty easy and most of them came back clear. However, there were a few that required attention.  When you are given an offer for employment, your recruiter will remind you that the company requires a background check and drug screen. Depending on the type of company it is, they may also require a financial check, drivers license check, social security check as well as a few others. I know that sometimes it is difficult to expose any difficulties you may have had in the past and you hope that maybe they won’t show up in the background check, or drug screen. A typical background check will go back 10 years, most companies will want to check at the federal, state, county and city level. Depending on how many places you have lived in the last 10 years the checks could go back even further. A drug screen will vary depending on the client, some clients will only require a 5 panel test, some a 7 panel and some a 10 panel test. If you have any past difficulties it is best to let your recruiter know about them before you accept a position. This shows that you are being open and trustworthy and allows the recruiter to explain any discrepancies to the client. Follow us on our LinkedIn company page For more informative blogs, check out our website at: www.axiomsearchco.com

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Avoid losing a great candidate or stretching your team too thin because your hiring cycle is too long. I'm here to help. #RHSalaryGuide

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✨ My 5 months of Funemployment is over ✨ The truth is it wasn't all that fun. 2024 is a tough market to be unemployed. Sometimes you go through long periods of SILENCE waiting for responses and any kind of communication. I tracked my application submittals & referral opportunities on a spreadsheet. I'm at line 651. I networked and applied to jobs on a daily basis. Oftentimes with no response. For every open position there are a lot of applicants. That's assuming the job is real and they are actively hiring for it. The interview process is very competitive with everyone on the market (often through no choice of their own). There are typically many rounds of interviews where you have to be patient throughout the process waiting for any feedback and/or next steps. Don't even get me started on applying for jobs using Workday, ADP, Paylocity or Taleo. *shudders* Shout out to Lever, Greenhouse Software and Ashby for providing simple, quick and straightforward application processes. With that said I interviewed with some fantastic companies. Nothing but love and appreciation for those that considered me as their next recruiter. 🙏 I'd like to thank some people in my network that supported me, offered advice, referred me or just offered some encouraging words during a tough time. 🙏 〰 Hayli Thornhill (amazing recruiter running her own recruiting business - Shipped Talent. Highly recommend her for recruiting help) 〰 Diane (Nikki) Woodworth 〰 Jason Rice 〰 Michael Hinrichsen 〰 Quinn Wigington MBA 〰 Chris Lee 〰 Vanu Pilimai 〰 Weidong (Dan) Liang 〰 Judy Soto 〰 Cade Garrett 〰 Brennan Biddle 〰 Erik Santos 〰 Peter Ludden 〰 Maksym Bychkov 〰 Tyler Bonilla 〰 Kevin Pursel 〰 Kyle Lake 〰 Kiran Thumma 〰 Alyssa Rhoda 〰 Aryah Fard 〰 Kristin Thompson 〰 Sandeep Niwas 〰 Rob Jones 〰 Winnie L. 〰 dallas sobotka If I missed you please accept my apology. Appreciate all the help, advice and support! I'm excited to start my next recruiting adventure. Update incoming 🚀 https://lnkd.in/gzy8WFHa

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Over the past few weeks, I have seen a major increase in #candidates not showing up to interviews. Some with valid reasons, which we would then reschedule for and the majority just not showing. 👻 While there is always compassion for life happening - a "no show" places such a negative view on you as a #candidate. It immediately makes the #recruiter hesitant to engage with you in a future commitment or even to present you to a stakeholder. If you are not interested in a role, please say so rather than booking an interview and not showing up for it. I promise the recruiter won't take it personally and will simply move on. Note: I know that someone will comment about how they have been ghosted by a recruiter, and that is equally terrible, it also has the exact same response. Respect the person you are dealing with's time and if you are not interested or cannot make a meeting just say so. Mutual respect costs nothing. I'll get off my soap box now. Kay, thanks, bye. #recruiterlife #jobhunt #newjob #jobsearch #interview #ghosting

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Posts that are purposely controversial get the most traction. Posts that are actually helpful get almost no traction on. What does this say about the platform? Before eliciting any advice from someone see what their background is. There are a ton of people out there that claim to be recruiters or have worked in TA offering advice that have almost no real experience. If anyone wants some real help ask me or I can direct you to some great people that aren't me. #opentowork I'll get an offer in about 60 seconds because this is my first hashtag #hiring2025 #jobseekeradvice #hottakes #recruiteradvice

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DIY Recruiting is antiquated, and for good reason. The opportunity cost of relying on the field to fill open positions is high. Not only does this represent a good deal of work, but it is a distraction from their day jobs. The time spent on posting jobs, reviewing applications, scheduling interviews and playing phone tag takes away from their core responsibilities, like operational excellence, taking care of their team, and growing the business. They are under pressure as it is, and short on time. DIY Recruiting only exacerbates the situation, as it often takes longer to fill an open job this way, and when you add up the costs to post on job boards and sponsor postings, it's quite expensive. And for what?   We source and hunt for the talent you need. We screen and vet. Then we coordinate hiring manager interviews with selected candidates. This is what we do, and we do it exceptionally well.     Whether it's hiring one employee or the entire staff for a grand opening, AMS is your partner. We become you so that working together we can go further, and faster. #Recruiting #FoodandBev #Hotel #Hospitality #Franchise #HiringManager #Field #FieldHR #GM

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There are typically three ways HMs view recruiters. 1/3 believe in and support TA operations 1/3 can be convinced of our value 1/3 will always think we're useless The golden window of opportunity is for the 1/3 that can be convinced. When skeptics are converted into advocates, it intensifies the partnership and the right people get hired faster! #TAoperations #Hiringmanagers #Partnerships

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