Auto Recruitment’s Post

Candidates, don't come at me! 🏃♀️ I’ve posted many times before how crucial the candidate experience is for organizations and hiring managers to be mindful of and improve upon, but today I want to flip the script and focus on you—the candidate. We all know that when you’re interviewing, you’re assessing the company just as much as they’re assessing you. And it’s OK if, after going through the process, you decide the role isn’t the right fit for you. It’s your career and your life—you have to be 100% in when you receive an offer. But here’s the thing: how you handle that decision matters. If you’re not going to accept the offer, be upfront about it. Don’t drag it out or leave people hanging—it’s about showing respect to the people who have invested time in the process. Just like candidates expect timely feedback from employers, companies appreciate clarity and decisiveness from candidates too. I understand that offers can be complicated—sometimes you’re weighing multiple opportunities or even a counteroffer (and don’t get me started on counteroffers!). But if you’ve had a change of heart, communicate it respectfully. Two years down the line, you might cross paths with that same hiring manager or company again. And if you’re interviewing for a leadership role, how you handle these moments is a reflection of your leadership style—it’s a snapshot of what it would be like to work with you. So my advice: handle every step of the process like a champion. Your future self will thank you. What are your thoughts on this? Let’s discuss! For more tips follow: Angelica Chadwick #interviewing #stevendouglas #executivesearch

With over two decades in the recruitment industry, I've learned one key thing...   Over 90% of my retained recruitment projects, the best candidate — or candidates — did not apply for the role.   ❓ Why? Because they are already in a great organisation, feeling understood, supported, and developed. They’re not looking for change just for the sake of it.   So, if you’re relying solely on applicants responding to your adverts, you’re likely missing out on the top talent. That’s where you need a recruiter with an established network, a strong reputation built over the years, and a proven track record — someone who can sell your opportunity to those hidden candidates.   Morgan Hunt's approach focuses on leveraging our network and relationships to truly understand each candidate’s motivations. This allows us to connect the dots and help them see why your opportunity could be their best next move.   In other words, while the top candidates might not come to you, I make it my mission to actively find and engage with them.   Let me reintroduce myself... 👋

Why a recruiter does more than just introduce you to people--- When I put someone forward for a role, I take everything into consideration, and I have detailed some below, My approach is not just based on opinion but on a deep understanding of people—their motivations, attitudes, and how to manage their expectations through a sometimes nerve-wracking hiring process. It's not just about whether you can do the job. It's about how you fit into the bigger picture of my client's needs. My goal is to align you with an employer or project that truly satisfies the goals and values you've communicated to me from the outset. Check my recent poll which I have linked below on how you found about your current role, keen to hear if it was through someone like myself, referral, or direct with the company. https://lnkd.in/eh7iTftV max.billington@itworksrec.co.uk

When the interviewer asks, you don’t overthink—you just take action. Imagine the manager's face when they realized they were negotiating with the new hire before the job offer was even on the table. Sometimes, confidence and quick thinking are the ultimate skills—because selling isn’t just about pitching; it’s about sealing the deal. Moral of the story: Always be ready to adapt, but maybe don't literally walk away with company property (unless you can close the sale, of course). Would this get you hired… or escorted out? Let me know your take in the comments! If you need help with your job search: https://bit.ly/48LTFhY #JustJerry #Wonsulting

The hidden struggle of consulting recruiting: You never know if you’re doing it right. At the end of the day, It doesn’t matter how strong of a candidate you are… It’s all about the strength of your candidacy 𝗥𝗘𝗟𝗔𝗧𝗜𝗩𝗘 to your competition. Coffee chats, Case prep, Resume tweaks… All the way through, This question lingers: “𝗔𝗿𝗲 𝗼𝘁𝗵𝗲𝗿𝘀 𝗱𝗼𝗶𝗻𝗴 𝗶𝘁 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝘆𝗼𝘂?” 😵💫 The uncertainty can drive you crazy. ...It certainly drove me crazy when I was recruiting. That’s why guidance is so crucial. Successful candidates know the secrets. They’ve been in your shoes before, 🏔️ And made it to the top of that mountain. Learn from their wins and mistakes. Copy the actions they took. Trust the process. Get clear on the right daily steps. Then take them, Rain or shine. Consistency beats perfection. Small wins add up over time. Victory comes to those who persist, And those who learn from those who’ve won before. If ever you need any support with your consulting recruiting journey, You know I’m always just a DM away 🤝🏼

There are two sides to recruiting: the client and the candidate, and my job is to help both sides. For my clients, I'm determined to find the perfect match for your team. This means I carefully pick top candidates (usually 3-5) that fit your needs and send them over to you. It saves you time and makes sure you get the right person for the job, fast. Having me do this also allows your in-house team to spend more time on other important roles. For my candidates, I'm here to help you throughout the entire process, from updating your resume all the way to the offer stage. You can lean on me for support and help. I know looking for a job can be so tough, but having a recruiter in your corner advocating for you throughout it all can make a world of difference.

There are some candidates that you just want to see win. - You can tell they prepared for every interview - They said all the right things - Their personality is a fit for your culture But for whatever reason, they're just not the right person for the job. Instead of ghosting them to avoid that tough conversation... Tell them the truth, and help them however you can. It might mean referring them for another role within your company. Might even mean recommending them for a role with another company. In some cases, I've seen companies create brand new positions for certain candidates. But far too often, I see one of two extremes: 1. Hiring manager brings them on because they liked X candidate the most. Knowing they're not the best person for the job. 2. Hiring manager/recruiter ghosts the candidate to avoid the conversation. Neither one of these outcomes are helpful.

Struggling to find "The One"? You're not alone. In today’s job market, finding the right candidate and one that sticks can be like looking for a needle in a haystack. Where to start or change up your recruiting process: 🦁 Define your needs, but clearly: A precise job description will attract the right people. Not just a JD that's full of those "fluffy" words. 🦁 Speed up your hiring process: Measure how long it's taking from application to interview. The best do not hang around. 🦁 Consider just the cultural fit: Skills can be taught, but the culture fit can hold the key to long-term success. 🦁 Leverage your network: Reach out to clients, colleagues, friends for referrals. Sometimes the best hires come from trusted connections. Or.. Speak to me and Matthew Olivers will do it for you 😁 #findingtalent

Recruiter: "The candidate took another offer." Manager: "I thought we were their top pick?" Recruiter: "You were." Manager: "So what happened?" Recruiter: "While we dragged out a 6-week process, someone else closed in 2 weeks." The harsh truth about hiring: • Speed matters • Top talent has options • Long processes kill deals • Decisiveness wins 5 ways to speed up your hiring: 1. Streamline your interview stages 2. Set clear decision timelines 3. Empower your team to act fast 4. Prepare offers in advance 5. Overcommunicate with candidates Remember: In today's market, slow hiring = no hiring. Move with urgency. Be thorough, not sluggish. Your team's success depends on it. Agree? Disagree? Let's discuss 👇

You are probably wondering why you did not get that job or the one before. Here is the major reason: 𝗡𝗼𝘁𝗵𝗶𝗻𝗴. 𝗘𝘅𝗮𝗰𝘁𝗹𝘆. 𝗜𝘁 𝗵𝗮𝗱 𝗻𝗼𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗱𝗼 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂. You probably heard it is because of your CV font style or the format or the keywords you used, etc. We all want to attribute it to something so we can tweak it and fix it. Sometimes, it is just it. Nothing more. The hiring process is a complex mix of ↳Bias ↳Timing ↳Circumstance ↳Who knows you ↳Applicant volume ↳Budget constraints ↳Interview performance variability Oh, and did I mention unconscious bias? So, here's the thing: your light isn't dimmer just because it wasn't chosen this time. This is not your life, it is just a moment in your life. You are a complex and evolving being of potential, experiences, and dreams. The right opportunity is out there and will come.