Andrew Lee’s Post

"200 people have already applied for that job, what's the point?!" Well actually... 💡It was more like 100...the counts on job boards are notoriously inaccurate and do not have access to read what is actually happening with the applicant pool. 💡20 of those folks were in the wrong location and aren't eligible to be hired. 💡 70 of those people weren't well qualified, and the company won't be able to consider them for the role. 💡2 of those folks ignored the invite to the recruiter screen 💡1 accepted another job (congrats friend!) 💡1 didn't show up to the recruiter screen (hope you're OK!) 💡3 of them turned out not to be a strong match once the recruiter talked to them. And now our friendly recruiter has just 4 candidates left and is scrambling to find a few more people to meet with the hiring manager because we know that a few of them will drop out along the way to anoffer. Ignore those big scary numbers, and apply for that job!!

Never ignore the Recruiter... This is something I mention to tons of candidates. Even if the Recruiter is trying to prospect you as a potential candidate or a client. Maybe they crafted a lame inmail, or didn't position the role in an attractive way. Or maybe you just don't care... Either way... ...Kindly response. Not for me, no thanks. Appreciate the message You never know when you might need them! Tomorrow you lose your job and you start replying, but feel super awkward, so it normally goes something like this Hey man I see I never responded, I'm actually available now for a new role. Or the best one I have seen... replying on that prev msg with, yeah I'm interested, is the role still avail? (mind you, the time stamp reads Sept 19th 2019) This is a two way street, so to All Recruiters out there. Respond to Candidates messaging you!!!! Happy hump day all 🐪 #wednesday #recruitmenttalk

Too many applicants or too few? 🤔 For most of my career, I have helped companies fill their challenging security roles due to a lack of applicants and difficulty in finding good candidates. More recently, these companies are receiving 100's of applications for their roles so where can a Recruiter add value? Last week, I started working with a new client who had received 400+ applicants from their advert. This took them almost a full week to go through only to find 3 relevant candidates (who turned out not to be quite right). That is a whole week of your time (and money), a whole week where you aren't doing the job you are paid to do and all for minimal results. What is the cost associated to that? I took a briefing for the role on Monday, had 4 well-qualified candidates sent over by Friday and 3 of those are interviewing this week. The Hiring Manager only had to review 4 profiles with notes against key requirements - this took less than an hour. 👍 If you are suffering with application-overload and want your time back - get in touch and let's see how I could help.

Things that don't pass the snifftest, that a recruiter that doesn't suck should do. How many open positions in a particular department? more than 5 or an equivalent threshold percentage? RUN Previous employees interviewed: Do some digging, how were previous employees treated? A simple DM takes 10 minutes out of your day. why does the position exist? I shoudl have asked this. The position being brand new or being vacant are identicle however, adding positions may be a strategy for laziness from management. I'll add to this but that's what I have in mind so far.

Seems like Friday (this week) is job search advice week here on LinkedIn. I’ve heard in 2 posts almost juxtaposed … 1. Don’t ever hit “Apply now”. You’ll always be rejected. 2. Don’t ever reach out to hiring managers, it’s not worth it. 🤷🏻♂️ So I thought I’d share my log of active job opportunities I’m working on this week. This means recruiter screen forward. Recruiter screens: 3 Recruiter screens scheduled: (next week): 2 HM or 1st round: 2 HM scheduled: 1 2nd round scheduled: 1 (prob will be 2) Rejection after HM round: 2 Rejection after Recruiter round: 1 Ghosted after recruiter round: 2 Ghosted after 1st round: 2 Ghosted after 2nd round: 1 # from cold applications: 15 # from network: 0 # from cold reaching out recruiter or HM: 1 I realize this report isn’t quite right yet. I’ll figure out by next week how to make it better. I’m usually tracking 20-30 roles each week. Vast majority never go into a second week. I’m usually submitting 50-100 applications each week. No more than 3-5 positive responses.

In todays job market, with a high number of job seekers, instead of posting for single positions where you are looking to hire ONE person, I recommend that recruiters and hiring managers actually consider internal candidates for those positions and leave the public postings to focus on mass hiring. This can save time and show consideration for people desperately seeking employment and wishing on a star for a career!

😧 I received over 80 applications for one VA role... When I'm expanding my team, I pop an ad into my network, it generates ALOT of applications. Because I believe in treating people fairly and with decency, here's what I did: 👉🏼 Advertised the hourly rate on the form, full transparency about what you'd be paid 👉🏼 Closed the form early, so I'd realistically be able to review them all 👉🏼 Reviewed every single application 👉🏼 Interviewed a bunch of them, found SO many stars! 👉🏼 Recorded the interviews and saved the good ones so I could remember to come back to them for other roles in the future The most important thing I did, despite it how long it all took and I was tired? 💌 Responded to every single one of them so they knew what happened to their application. I see so so many people on Linkedin say how long they've spent on applications, interviews or a job role only to get ghosted. It's not okay. If it were you, how would you want to be treated? Okay, so do that. The very basic decent thing we can all do is let our candidates know what happened 😊 ...Even if you've seen my recent post and saw someone didn't take it well 🫣 I'll always let my candidates know, I hope you do with yours too.

Tired of applying to countless jobs and never hearing back? It's a frustrating experience, and is all too common in today's job market. Many PTs and OTs are left wondering about the status of their applications, unsure if they're even being considered. But there's a "peace of mind" solution: working with a recruiter. We have established relationships with clinics and insights into their hiring processes. We can provide an expected hiring timeline, reducing uncertainty and anxiety. Think of us as middle-men between you and hiring managers, Facilitating communication and sharing feedback. So, next time you're in the job market, consider reaching out to a recruiter. We're here to help!

Recruiters get most of their applications in the first week of posting a job. A report from Brazen found that 43% of job openings are filled during the first 30 days. And job postings at top tech companies often get hundreds of applicants on the first day of posting! These figures don't factor in the thousands of "ghost job" postings on sites like LinkedIn and Indeed. These "ghost" job posts were never intended to be filled... or they have already been filled but the recruiter is keeping the job post active just in case the new hire doesn't work out or to source new talent for future roles. Ghost jobs can linger on job boards for months, wasting applicants's valuable time. We recommend applying to job postings no older than 1-2 weeks. The newer, the better. Your odds of hearing back are exponentially higher if you apply in the first week.

Let’s talk recruiter red flags! 🚨 Ghosting You: If they’re not getting back to you, it’s a sign they’re not invested. Communication is everything—don’t settle for less! 📞 Pushing You Into a Job: Feeling rushed to accept an offer? That’s a no-go. The right fit matters, and a good recruiter knows that. 🛑 Vague Job Details: If they’re being cagey about the job or salary, that’s a red flag. You deserve to know what you’re getting into. 🕵️♂️ One-Size-Fits-All Approach: If they’re not taking the time to get to know you, they’re probably just looking to fill a spot. You’re not just another candidate, you’re the main event! 🎯 Stay savvy out there! The right recruiter will have your back and help you shine. 🌟✨   Make sure to share and follow @kempingtongroup for more and share you recruiter stories and experiences in the comments. #redflags  #careeradvice  #recruitmentagency  #careerdevelopment  #careergrowth  #careertips   #insightunplugged