Scarlett Plavocos Burney

Opportunity in Bedford, MA

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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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📊 Did You Know? Across the spectrum of engineering, professional, and technical careers, experts are sharing what truly matters to them. Want to see where you fit in? Contribute to our 2024 "What Candidates Want" Survey and compare your work priorities with others in your field.  Take the survey today and ensure your voice is heard! https://lnkd.in/gmVsuYzx  #2024WCW #IndustryTrends #ProfessionalVoices #BartechSurvey

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Skills-based hiring is a proven solution to expand access to talent and improve business outcomes. But what does it entail, what are the benefits and how do you get started? Find out here.

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Grateful—that’s the word of the day as I reflect on 13 years at Praxis Engineering. Who would have thought? Over my career as a recruiter, I’ve met countless professionals who’ve stayed with a company for over a decade, and I always ask: *Did they grow, or did they simply stay comfortable?* For me, I can confidently say it’s been about growth. Sure, there were times I considered looking elsewhere for new challenges, but Praxis always managed to deliver opportunities that kept me engaged and growing as a Talent Advisor, Manager, and Marketer. When I started, I was a recruiter for our VA sector—a small team, mostly supporting sub work while MD side was thriving with the majority of Praxis contracts to include Primes & Subs. Over the years in VA, we won Prime contracts, grew our VA team. We even navigated two acquisitions in one year that brought us into the GDIT family. Change like that could have been overwhelming, but Praxis leadership worked hard to ensure our culture and mission stayed intact. In those pivotal moments, I stepped into a leadership role to lead the Recruitment Team at Praxis and faced the challenge of rebuilding our recruitment processes from the ground up. From redesigning workflows to fully leveraging our ATS and CRM tools, it was a whirlwind of learning and growth that shaped who I am today. With the continued support and encouragement of Praxis and GDIT’s leadership, I look forward to the next chapter—maybe even another decade! Here’s to growth, resilience, and the opportunities that come when you lean into change. Thank you, Praxis, for the last 13 years. Here’s to what’s next! #grateful #13yrs #workanniversary #thankyouallforthecongratulations #praxisengineering #gdit #greatcompanies #bestpeopletoworkwith #bestteam

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11 Comments

Title: The Hidden Impact of Backing Out: A Message to My dear friends Introduction: Start with an empathetic tone. Acknowledge that candidates may have valid reasons to reconsider job offers, but also explain the ripple effect their decisions have on others. Explain the recruitment process briefly, including the significant time, effort, and resources invested in making a job offer. Understanding the Effort Behind an Offer: Explain the steps taken by recruiters and stakeholders in the company to release an offer. Mention the coordination between various teams like hiring managers, HR, and sometimes even senior management, who review and approve offers. Highlight the hard work that goes into finding the right candidate, from screening to scheduling interviews and negotiating salaries. The Last-Minute Backout: Detail the consequences of a candidate backing out after the offer is extended. It leaves positions vacant, delays projects, and can lead to frustration for hiring managers.  - Mention the additional costs involved, both in time and finances, as the entire hiring process may need to restart from scratch. Transparency and Communication:  - Encourage candidates to communicate openly. If they are unsure about the offer, it’s better to discuss concerns early on rather than back out at the last minute.  - Suggest that candidates ask themselves critical questions about the role, company, and long-term fit before accepting. Professional Courtesy and Reputation:  - Explain how backing out can affect a candidate’s professional reputation, especially within niche industries. Recruiters talk, and candidates who often back out may gain a negative reputation.  - Encourage candidates to think long-term about how they want to be perceived in their field. Balancing Personal Needs with Professionalism:  - Acknowledge that sometimes backing out is the right decision if there’s a personal or professional conflict. However, it should be done thoughtfully and with respect to all parties involved.  - Advise candidates to maintain good relations by informing recruiters at the earliest and thanking them for their time and efforts. Conclusion: End with a respectful reminder that the recruitment process is a partnership. Both sides need to respect each other’s time and effort. Thank candidates who act professionally and understand the impact of their decisions on the organization. Thanks my dear future friends

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4 Comments

Are your external recruiting partners doing anything different to find candidates? I launched a "Talent Network" on Twitter recently. With over 7,000 followers - I have the opportunity to interact with a lot of awesome people. Who has joined so far? Here are specific examples: - Corporate Controller in Boston - President in Cleveland - CFO in Indianapolis - Director of FP&A in Atlanta - VP of Logistics in South Carolina - Finance Director in Ohio - CFO in Nashville - VP of Finance in Denver - VP of IT in Dallas Hundreds have joined from over 30 states. And we just started. Are there critical openings on your team? Maybe an exploratory conversation would be helpful. #Cheers #Careers

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5 Comments

If you are in or around Philly, go see Cliff Jurkiewicz speak RecruitPhilly, a wealth of knowledge and insight into the industry and how AI is changing the game in Talent Acquisition and Talent Management in all industries. #Phenom #hrtech #recruit #talentacquisition #talentmanagement

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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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1 Comment

There's a large community of talented individuals who've been on the market for much longer than they expected. I was in that situation last year and I understand how scary it is, but it's important to keep a few things in mind as you apply and interview for positions. 1) Know your value. Don't allow the recent turbulence in the market to drive your value down. 2) Interview confidently. Try your best to interview from a place of confidence rather than desperation. If you remember the value you add to organizations and believe in yourself, you'll do better in interviews. 3) Bridge the gap. You might need to take a position to re-enter the workforce or to bridge the gap as you try to make ends meet. This doesn't have to be your forever position. It's okay to take a step back in order to take a future step forward. 4) Culture is important. Never sacrifice your happiness for a company/position in the long term. If you find yourself in a culture of toxicity, it's okay to pivot to a new company that aligns better with your values. I believe the tide is turning and more opportunities will be available soon. Until then, hang in there; I know you've got this! #recruitingtips #recruiteradvice #jobseeking #value #interviews #culture

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5 Comments

📊 Did You Know? Across the spectrum of engineering, professional, and technical careers, experts are sharing what truly matters to them. Want to see where you fit in? Contribute to our 2024 "What Candidates Want" Survey and compare your work priorities with others in your field.  Take the survey today and ensure your voice is heard! https://lnkd.in/gcu9gCsv  #2024WCW #IndustryTrends #ProfessionalVoices #BartechSurvey

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🚀 Ready to excel at your next interview on Microsoft Teams? Whether it's your first virtual interview or you're a seasoned pro, here are 10 game-changing tips to ensure you shine brightly: 1️⃣ Test your tech setup in advance—mic, camera, and speakers should be in top form. 3️⃣ Smooth sailing requires a stable internet connection. Ensure your signal's strong. 4️⃣ Noise-Free Zone: Find a serene space with minimal distractions. A clutter-free, well-lit environment is your interview stage. 5️⃣ Dress to Impress: Suit up for success! Dress professionally, reflecting your commitment and respect for the opportunity. 6️⃣ Picture-Perfect: Polish your background for a professional vibe. Opt for virtual backgrounds if your space needs a quick makeover. 7️⃣ Research Ramp-Up: Dive into company details—culture, recent news, and products/services. Tailor your pitch to align seamlessly with their vision. 8️⃣ Q&A Ready: Practice common interview questions, showcasing your skills and experiences tailored to the role. 9️⃣ Document Drill: Keep essential documents handy—resume, portfolio, and more—for quick reference and sharing. 🔟 Pro Mode: Maintain top-tier professionalism. Keep eye contact, speak clearly, and exude enthusiasm throughout the interview. Follow these interview tips and set yourself up for success! 🌟 To view our current vacancies FST Technical Services visit https://lnkd.in/esPe9ExU #InterviewTips #MicrosoftTeams #CareerDevelopment #JobSearchTips

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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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5 Comments

“We’re always scrambling to fill urgent roles.” Here’s how I helped a client solve this problem. After speaking with the hiring manager… I asked one question. What does an A-player look like for your team? Once we clarified their ideal candidate profile… My sourcing team got to work. We began targeting top talent at their competitors. Specifically, from companies that refused to do business with us because they “had an internal team.” Then, the unexpected happened… The hiring manager let us know they were letting someone go. Most companies would scramble in this situation. But, because we’d already mapped the talent landscape… We had a qualified, passive candidate ready to step in immediately. That’s what proactive recruitment looks like. The Difference? Reactive Hiring: 1. Happens when teams wait for openings to occur. 2. Leads to rushed decisions and poor fits. 3. Relies too heavily on job boards and hope. Proactive Recruitment: 1. Builds pipelines of pre-qualified candidates from competitors. 2. Plans ahead for attrition and sudden changes. 3. Targets talent others miss—people not actively applying. This client went from playing catch-up to seamlessly filling an urgent role on their team in less than 2 weeks! Specialized candidates won’t just show up when you need them. But with the right strategy… You’ll always be ready. No matter the circumstances. #Aerospace #Defense #Aviation #Recruiter #Recruiting

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Thanks, Adrian Munoz for being GENUINE in your approach! What does this mean for those of us who are seeking to not only GROW out network, but to create personal relationships? MORE CALLS! STOP calling them "coffee chats" and engage your audience with something a little more authentic, like the conversation I had with Emily Brown over the past couple of days. We talked 'goth looks', green hair (mine), our thoughts on the challenges in finding 'the right fit' and 'the right job', how to talk to owners of start up companies, and even help them find success through looking for what's failing in their own small org, and of course, MORE. Networking is such a generic word! Enhance every conversation by NOT selling your shiny shit and getting to know your target audience FIRST! Then, when the time comes, they will come to you every time. ~Cass

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TA/HR Coordinators are the backbone of the interview process and the unsung heroes of recruiting. For starters, scheduling can be a nightmare. Getting availabilities from candidates and interviewers can be like pulling teeth. Aligning schedules, attaching resumes, and including links is easy to mess up, especially with multiple invites at once. Speed is crucial in recruiting. Candidates appreciate a fast, organized process, and hiring teams need things to move quickly, especially with competing offers or other time-sensitive situations where every moment counts. A great coordinator keeps everything running smoothly, saving time and reducing stress. And when coordination is seamless, candidates stay engaged and excited, reflecting well on the company. To all the coordinators - your work is invaluable, and we appreciate you. #TalentAcquisition #Recruiting #CoordinatorAppreciation

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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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