Keeyora’s Post

“The recruiter didn’t get back to me…” Spread the word—this is more common than you might think. We’re living in strange times, especially in recruitment. With thousands of applicants vying for a single role, it’s a blessing—unless you’re trying to keep everyone in the loop. First off, recruiters don’t dislike people, and we certainly don’t dislike B-Players who may stretch the truth on their CVs (back me up here, fellow recruiters!). But the truth is, there are limits to what we can and can’t do. One of those key limits? Deliverability. ⚠️ [Here’s why this matters]: We send a lot of emails to candidates, and the last thing we want is for those emails to end up in the dreaded spam folder. A-Players are already hard to reach, and when our IP address gets flagged for sending too many emails, it becomes even harder to engage with them. This is one of the reasons why we can’t always keep everyone updated as much as we’d like. The reality is, we have only so much capacity to send emails each day without risking deliverability issues. It’s not about slacking (trust me, successful recruiters don’t slack). The last thing we want is to hurt anyone by not responding, but we’re constantly pushing the limits of what’s possible. I hope this brings some clarity, and thanks for your understanding! #Recruiters #RecruitmentChallenges #EmailDeliverability #TalentAcquisition #RecruitmentEmails

🚀 14,000 applicants for a single role – sounds incredible, right? Well, that’s the number of applicants we received for one of our clients. For some, this number seems like a dream (imagine the potential with even just 1% being A-Players!). But for others, it’s overwhelming. How do you efficiently process thousands of candidates while ensuring you’re still “doing the right things”? It all comes down to having the right strategy and systems in place. Here are a few key factors to consider: 💡 What technology are you using to manage your applicants? 🔄 How many steps are in your hiring process? 📬 How well do you communicate with candidates? (without damaging the deliverability of your emails—check my post on that - https://bit.ly/3MURX5F) And what else do you think is important when managing a huge talent pool? Let’s discuss in the comments! In this case, after setting up what I believed was the most effective process for this talent pool, I narrowed it down to just 17 top-tier candidates. Ironically, the first one didn’t even accept the offer! While building large talent pools is both a blessing and a challenge, the key is having the right systems in place to handle the volume without compromising quality. We strive to use cutting-edge technology, but let’s be honest—our industry is still playing catch-up. A recent glitch in one of the most widely-used ATS platforms led to a large chunk of applications slipping through the cracks. So, I’m curious: 👉 What ATS are you using, and what makes it stand out? Share your thoughts in the comments! #Recruitment #HRTech #TalentAcquisition #ATS #HiringStrategies #TalentPools

The results are in! 📊 Last week, we asked how you prefer to hear from a recruiter, and here’s what you told us: - 📞 Phone Call:48% prefer the personal touch of a phone conversation. - 📧 Email: 34% like the convenience of email communication. - 💼 LinkedIn Message: 14% are comfortable connecting on LinkedIn. - 📲 Text Message: 3% prefer a quick text. It’s clear that a phone call remains the preferred method, with email close behind & this to us reinforces the importance of tailoring our approach to meet each candidate’s preferences, making sure we connect in a way that feels right for them💡 At Engage, we’re always listening and adapting to make the hiring process smoother and more personalised for everyone 🤝 Thank you to everyone who voted! 🙌 Let us know in the comments if you prefer other methods of recruitment ⬇️ #pollresults #recruiting #recruitmentagency #recruitmentindustry #jobadvertisement #hiring

Frustrated with automated rejection emails? As an ex-recruiter, I used to hate setting them up in Applicant Tracking Systems (ATS). This is how you can get past the bots: 👇🏾 1. Keyword Customization: Tailor your resume with keywords from the job description. 2. Skip the Graphics: ATS can't read text inside images, textboxes, tables or shapes. Stick to plain text. 3. Simple Formatting: Avoid tables or columns; they confuse ATS. 4. Show, Don't Just Tell: Use quantifiable achievements to prove your skills. A client switched and saw 70% increase in interview calls. Beat the bots to get your resume seen! Tired of LinkedIn profiles/resumes that don’t open doors? DM me ‘Career’ to get the opportunities you deserve.

This is Linkedin’s ‘Candidate Ghosting Button’.......crazy! 👻 In the backend, recruiters can toggle a button across so they can reject someone without any notification! Presumably this is there to save them time? Want to fix the recruitment industry? Stop platforms like LinkedIn from giving recruiters this horrible functionality.   Look, it takes seconds to send a rejection email. It’s never nice to be in receipt of a rejection, but wouldn't you rather have bad news than no news? Come on Linkedin, we must do better than this! #candidateexperience

How can you consistently post when you don’t know what to say & who to? 🤷🏼♀️ Here’s how: 🧠 Don’t overthink it. Too much proscrastination = less posting 🎯 Your target audience is you! Write something you’d like to read rather than what you think people want. 😨 Push past fear. If you’re worried you’ll be judged, you don’t want those people anyway! ❓What do clients/candidates ask? Make your posts the answers they seek 🙌🏻 Have a great Thursday recruiters! #recruitment #rec2rec #r2r #recruiters #linkedinposts

Best automated email I have ever received from a job application: "Thank you for your interest in joining the xxx team. We have received your application.... Although we would like to speak to every applicant, only those selected to move forward will be contacted within 3 business days." There is also a link to learn more about the company (which I had already reviewed!), and an (actual) inspirational quote from the CEO. I appreciated the brevity, the inspiration, and the specificity. I am sharing this in appreciation as an applicant. #recruiters #AutomatedEmails #recruitinghack #applyingforjobssucks #hireme #transparencyinhiring

I think this might be news to some of y'all but the recruitment process at big tech companies is still run by humans. What that means is that it's NOT like an http request or an SQS message where all you can do is fire and forget. When you apply somewhere, the second you get an email back with a human's email address, grab a hold of them. Add them on linkedin. Just be nice, exchange some pleasantries. Follow up. Respond to the recruiter's requests as fast as possible. Having been on the other side many times, waiting for a req to be filled for my team, it's frustrating how many people are in the funnel and don't seem to move themselves forward. Someone won't take the silly automated assessment for 3 weeks. Someone else won't take the recruiter screen for 2 weeks. Someone else doesn't wanna schedule the on-site any time other than Fridays, so it takes a month. It's as if they don't understand that they're basically racing each other and once we fill the req, we're gonna drop them from the process and the recruiter is probably gonna ghost them. So, folks, when you're in the funnel for a good job you're interested in, act like it. Move yourself through the funnel fast.

#RecruitmentStruggles #WorkplaceCommunication #JobSearchFrustration Hey everyone! 🙋♂️ Today, I received an email from a recruiter that left me shaking my head in disbelief. It got me thinking about the audacity some recruiters can have! 🤦♀️ Let's dive into this a bit. Here's a quick breakdown: Overly Generic Messages: It’s frustrating when recruiters send out cookie-cutter emails. They often lack personalization, making you feel like just another name on a list. A little research goes a long way! Misalignment with Roles: It’s a huge pain when recruiters pitch roles that don't match your skills or experience. This often indicates they're not paying enough attention to your background. High-Pressure Tactics: Some recruiters push for instant replies, which can feel overwhelming. We all have busy lives, and a little patience goes a long way! So, what can we do about it? Here are a few potential solutions: Personalization is Key: Recruiters should spend just a few extra minu... How Should I Respond to Audacious Recruiters' Emails Today? Answers: https://lnkd.in/ejMvY-av

Imagine you sending highly personalized emails to the candidates based on their RESUMES. Talking about past projects, diving deep into their roles... Recruiters often have numerous resumes to go through. Each resume could lead to finding great talent, but reaching out to candidates one by one felt REALLY HARD. So, imagine if there was a way to make this process easier... That's where our new Resume to Email Generator comes in! → It's like a helpful assistant that ↳ simplifies the task of sending personalized emails to candidates. → With just a few clicks ↳ you can reach out to potential hires in a way that feels genuine and thoughtful. → Letting you focus more on building relationships with candidates ↳ and less on typing repetitive messages. → Allowing recruiters to efficiently connect with candidates ↳ without sacrificing personalization. After all, finding the right talent is not just about resumes and emails; it's about building relationships that last. If you find it USEFUL -Follow for more updates and tips -Repost, to spread the word for the benefit of all. Check out the video to learn more about it 👇 #resume #email #recruiting #hiring