Cooper Kearns’ Post

"Recruiter should do this, recruiter should do that, Recruiter should be mindful"... What about the candidate's role? Everyone loves to say recruiters should do X or Y. But shouldn't candidates also take responsibility? I’ve seen countless applicants apply for roles they don’t meet the qualifications for, don’t have the required skills, or just aren’t a match. If your experience doesn't align with the role, applying “just because” won’t help you or the company. Candidates, do this before applying: 1. Read the JD carefully – Does your experience match? 2. Don’t apply blindly – Being passionate isn’t enough. 3. Be honest – Are you really a fit for the job? It’s not always the recruiter’s fault. Let’s be mindful. Thoughts? #Recruitment #JobCandidates #HiringProcess #CareerAdvice #CandidateResponsibility

𝗪𝗵𝘆 𝗮𝗿𝗲 𝘀𝗲𝗻𝗶𝗼𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗼𝗱𝗴𝗶𝗻𝗴 𝗱𝗶𝗿𝗲𝗰𝘁 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗹𝗶𝗸𝗲 𝘁𝗵𝗲 𝗽𝗹𝗮𝗴𝘂𝗲? I’ve noticed a growing trend among senior talent - especially those with years of experience, niche skillsets, and a proven track record of successful delivery. Instead of applying directly to roles, they’re reaching out to recruiters (like me) to get them in front of hiring managers. Why? Because they know the odds of getting a callback through a typical application process are slim to none. Let’s be real: the "black hole" of online applications is killing engagement with the best in class. These are the people who should be getting the attention, but they’re lost in the noise. The kicker? It's not about them needing help with their CV or interview skills. It’s that they know the system is flawed. 📢 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀: If you're serious about attracting the best candidates, your process needs a shake-up. Think about it - if your best candidates are bypassing your system altogether, maybe it’s time to ask why. Time to reconsider how you're engaging with the people you really want. #applications #jobseekers #hiring

Struggling to find qualified candidates? 🕵️♂️✨ Your job description (JD) might be the issue. Think of it as the first glimpse candidates get of your company's personality—not just a list of responsibilities and requirements. 1. **Showcase Your Personality:** Move away from the typical, dry JD format. Instead, let your company’s personality shine through. This is your chance to give candidates a taste of what it’s like to be part of your team. 2. **Tell Your Story:** Entice candidates with a compelling company story. Why should they choose your organization over others? A strong narrative makes candidates eager to join your team. 3. **Screen the Right Candidates:** Use your JD to screen in or out candidates. By infusing your work culture into the job description, you’ll attract those who align with your values and repel those who don’t. Refining your JD this way ensures that you’re not just filling a position, but finding someone who fits your team and culture perfectly. 🚀💼 Ready to level up your recruitment process? Follow @kempingtongroup for more! #executivesearch #jobdescription #talentaquisition #recruitmenttips #careerdevelopment #recruitmentstrategy #jobsearchtips #hiringtoptalent

Struggling to find qualified candidates? 🕵️♂️✨ Your job description (JD) might be the issue. Think of it as the first glimpse candidates get of your company's personality—not just a list of responsibilities and requirements. 1. **Showcase Your Personality:** Move away from the typical, dry JD format. Instead, let your company’s personality shine through. This is your chance to give candidates a taste of what it’s like to be part of your team. 2. **Tell Your Story:** Entice candidates with a compelling company story. Why should they choose your organization over others? A strong narrative makes candidates eager to join your team. 3. **Screen the Right Candidates:** Use your JD to screen in or out candidates. By infusing your work culture into the job description, you’ll attract those who align with your values and repel those who don’t. Refining your JD this way ensures that you’re not just filling a position, but finding someone who fits your team and culture perfectly. 🚀💼 Ready to level up your recruitment process? Follow @kempingtongroup for more! #executivesearch #jobdescription #talentaquisition #recruitmenttips #careerdevelopment #recruitmentstrategy #jobsearchtips #hiringtoptalent

Struggling to find qualified candidates? 🕵️♂️✨ Your job description (JD) might be the issue. Think of it as the first glimpse candidates get of your company's personality—not just a list of responsibilities and requirements. 1. **Showcase Your Personality:** Move away from the typical, dry JD format. Instead, let your company’s personality shine through. This is your chance to give candidates a taste of what it’s like to be part of your team. 2. **Tell Your Story:** Entice candidates with a compelling company story. Why should they choose your organization over others? A strong narrative makes candidates eager to join your team. 3. **Screen the Right Candidates:** Use your JD to screen in or out candidates. By infusing your work culture into the job description, you’ll attract those who align with your values and repel those who don’t. Refining your JD this way ensures that you’re not just filling a position, but finding someone who fits your team and culture perfectly. 🚀💼 Ready to level up your recruitment process? Follow @kempingtongroup for more! #executivesearch #jobdescription #talentaquisition #recruitmenttips #careerdevelopment #recruitmentstrategy #jobsearchtips #hiringtoptalent

🔍 Advice for Recruiters: Look Beyond the Resume 🔍 Recruiters often focus on matching keywords and job titles. But some of the best hires come from those who don’t just tick all the boxes on paper—they bring passion, adaptability, and fresh perspectives to the table. Here are a few things that are valuable and should be focused on in the hiring process: • Assess potential, not just past experience – skills can be taught, but mindset and motivation are game-changers. • Prioritize diversity – diversity of thought, background, and experience leads to stronger teams and better results. • Build relationships, not transactions – recruitment is about finding the right fit for both the company and the candidate. Finding the perfect candidate goes beyond qualifications. Sometimes, it’s about seeing the spark in someone who is eager to grow. #TalentAcquisition #HiringRight #PeopleFirst

Stop telling underqualified candidates to apply. We’ve all done it, thinking it’s supportive. But it causes more problems than you might think. 👉 The problem: Encouraging underqualified candidates sets them up for disappointment. Plus, it clogs up your applicant pool, making it harder to find the right fit. 👉 The solution: Be honest about what’s needed for the job. If someone is almost qualified, let them know what extra experience or skills they need. Give constructive feedback so they can improve and try again later. Why it matters: -For candidates: They focus on jobs they’re more likely to get. -For recruiters: You'll get fewer unqualified applications, making it easier to find the right person. -For your brand: Being upfront builds trust and shows that your company values honesty. Changing this approach helps everyone in the process. It’s about more than filling a role; it’s about building trust and long-term relationships. What do you think? Feel free to comment below!👇 #Recruiters #Hiring #CandidateExperience

The Frustration of Long Job Application Processes: A Barrier to Quality Candidates In today's fast-paced job market, lengthy job application processes have become a significant frustration for many professionals. As a recruiter with years of experience, I’ve witnessed firsthand how tedious and time-consuming procedures can deter highly qualified candidates from pursuing opportunities. When talented individuals, who are already balancing careers and personal lives, encounter drawn-out processes that require excessive documentation, multiple interview rounds, and long waiting periods for feedback, their interest wanes. This not only wastes their time but can also leave them feeling undervalued. Often, candidates opt out, choosing companies with quicker and more efficient hiring methods. For organizations, this could mean losing out on top-tier talent. A swift, streamlined recruitment process is essential in attracting and retaining the best candidates. . . . . . . . #jobapplication #jobs #employers #hiring #urgentlyhiring Gabriel Ochonogor Rehoboth Recruiters Toluwalope Rebecca Amojo Hillary Chifunanya Odiakose

Dear Recruiters Some of the hurdles in your recruiting process are unnecessary 😩. As a job seeker, I understand that every recruiter places so much importance in finding the best fit. However, subjecting job seekers to extensive hoops, knowing they won't be hired isn't just unproductive, it's disrespectful of their time and effort. Remember, each applicant is a professional with aspirations and dreams, just like you once were. So, please strive for a more empathetic approach to hiring. You can do better by; 1. Streamlining the process: Cut down on redundant steps and lengthy assessments that don't in the process value to the selection process. 2. Providing timely feedback: Even if it's a rejection, constructive feedback can help candidates improve and move forward positively. 3. Respecting their time: Avoid ghosting candidates or leaving them hanging. Communicate openly and transparently throughout the process. 4. Prioritizing inclusivity: Ensure your hiring practices are inclusive and accessible to all candidates, regardless of background or experience. Create a hiring experience that reflects empathy, professionalism, and respect for every individual who crosses your path. Remember YOU WERE ONCE A JOB SEEKER. Be like #MelissaGrabiner be kind to job seekers What do you think about this? I'd love to get your takes #recruiter #HiringBestPractices #EmpathyInHiring #RespectYourCandidates

Hiring Managers, are you making your job harder? In the last 3 weeks I have had two separate clients say no to a candidate I screened and presented for their shortlist. 🚫 Other candidates ✔️ more of the criteria boxes than these candidates, however I pitched and highlighted these candidates as "outside of box" for reasons x and x. In both cases they were in the final stage and one got hired. 💥 WIN, WIN, WIN! You engage and pay recruiters to give you key candidates and narrow them down from your job briefing. The amount of candidates and businesses a recruiter speaks to daily is exponential. We are experts at finding the gems, identifying motivators and understanding key skills, experience and capability. Massive shoutout to my fellow recruitment community, keep adding value, offering great opportunities and presenting candidates you back! Share below your cool "out of the box" story or tag a recruiter that stands out! ⬇️ #recruiting #hiring #jobs