Larry Silver’s Post

This is what its all about, right here! I had this text exchange with a client heading into last weekend. Genuinely asking how things were going. He went right into a hire we sourced and placed for him a year ago. It hit all the points that I love to see. It's a great feeling and reminder for why I do what I do. 1. One year later, candidate, now Employee is "crushing it" 2. Calls the Employee his "MVP" 3. Identifies the Employee as someone who will be around for a while Every day, we look for Qualified and Motivated Candidates who are looking for Amazing Career Opportunities with Great Organizations. The Goal is to support our clients and not only deliver to them the right prospects that can interview well, but those who have strong cultural alignment and will contribute at a high level for many years to come. It's a matter of pride that every Candidate is a reflection of our commitment and that every Organization embodies the culture and opportunity for a successful career. I often say, our number one job is not to recruit future employees (thats table stakes) , its to save our clients time. Saving Time screening and evaluating candidates, Saving Time coordinating and navigating the interview process, and most importantly Saving Time from having to replace an incompatible fit a year or two down the road. We would much rather hire their replacement when they get promoted. When the Right Candidate is in the Right Position with the Right Company, Everyone Wins! Please share and DM me to learn how we can partner together! #SuperusCareers #MortgageCareerExchange #Recruitment #Recruitment2025

In today’s competitive job market, both hiring managers and candidates face unique challenges. Hiring managers are under pressure to find the ideal candidate, while job seekers are navigating the complexities of securing the right opportunity. 🔹 For Hiring Managers: The recruitment process can often feel overwhelming, with endless CV reviews, interview coordination, and the challenge of ensuring the right cultural fit—all while managing business as usual. 🔹 For Candidates: On the other side, candidates are trying to stand out in a crowded market, facing pressure to make a strong impression during interviews, and finding roles that align with their long-term career goals. An experienced recruiter plays a crucial role in bridging this gap, making the process smoother for both sides. 💡 How an Experienced Recruiter Can Help: 1️⃣ For Hiring Managers: Recruiters can significantly streamline the hiring process by thoroughly pre-screening candidates, ensuring they meet the job requirements and fit the company culture. This reduces the time spent on unsuitable candidates and enhances the efficiency of the entire process, leading to better long-term hiring decisions. 2️⃣ For Candidates: Recruiters support candidates by refining their CVs, preparing them for interviews, and matching them with roles that not only utilise their skills but also align with their career aspirations. This guidance improves the candidate’s chances of success and satisfaction. ✨ The Value of a Skilled Recruiter: A professional recruiter acts as a bridge, ensuring that both hiring managers and candidates enjoy a seamless, time-efficient experience. By taking a personalised and hands-on approach, they help businesses secure the right talent and candidates find the right opportunities. If you’re looking to improve your hiring process or take the next step in your career, partnering with a trusted recruiter could be the key to success. #recruitment #hiring #jobsearch #talentmanagement #careerdevelopment Blackbirds Recruitment & Consultancy

🌟 Being a Recruiter: Beyond the Job Description 🌟 Recruiting isn’t just about filling positions; it’s about building futures, both for candidates and organizations. Over my years in recruitment, I’ve learned that it’s a role filled with nuances, challenges, and immense rewards. Here are a few insights: ❤️ People-Centric Approach: At the heart of recruitment is a genuine passion for people. Every resume represents a person’s career journey, aspirations, and potential. Our job is to connect those dreams with opportunities, and that requires empathy, understanding, and effective communication. 📖 Storytellers and Matchmakers: We are the storytellers of our organizations, crafting compelling narratives that attract top talent. Equally, we are matchmakers, ensuring the right fit between the candidate’s skills, culture, and career goals with the company’s needs and values. 🔎 Navigating Complexity: The recruitment landscape is constantly evolving. From leveraging advanced tech tools to understanding complex labor market trends, a recruiter’s ability to adapt and innovate is key. Staying ahead means continuous learning and embracing change. 🤝 Building Relationships: Long-lasting relationships with candidates and hiring managers are the backbone of effective recruitment. Trust, transparency, and consistent communication turn these interactions into partnerships. 🌟 Resilience and Positivity: The recruitment process is often unpredictable, and it requires a whole lot of resilience. From the excitement of extending an offer to the disappointment of a declined one, staying positive and motivated is crucial. 🎉 Celebrating Successes: Every successful placement is a win, not just for the company and the candidate but also for us as recruiters. It’s a moment of pride and a testament to our hard work and dedication. Being a recruiter is more than a job; it’s a commitment to making a positive impact on people’s lives and contributing to the growth of organizations. Here’s to all the fellow recruiters out there—keep inspiring, keep connecting, and keep making a difference! 💼✨ If you’re a job seeker looking for guidance or opportunities, feel free to connect with me. I’d love to help where I can and support you on your career journey! #Recruitment #CareerGrowth #PeopleFirst #HR #TalentAcquisition

3 Things I Didn’t Understand About Recruiting (Before I Became a Recruiter...) Now that I’m immersed in the field, I want to share three key insights that changed my understanding of what recruiting truly involves—and how they can enhance our approach as talent acquisition professionals. 1: Recruiting Is About Relationships, Not Transactions. I used to think recruiting was all about filling open positions as quickly as possible. The reality? It’s about building genuine relationships. Success in recruiting hinges on understanding candidates as individuals, fostering trust, and maintaining connections that last well beyond the hiring process. Candidates remember how we made them feel—let’s make it count! 2: The Best Candidates Aren’t Always Actively Looking. I used to believe people who applied to jobs were highly qualified for THAT specific job. This is often not the case. Most candidates who are the *perfect* fit for a job...are already in that job somewhere else. What I’ve learned is that many of the best candidates are passive job seekers—content in their current positions but open to the right opportunity. The idea is not to steal them from a company they enjoy working for; The idea is to present an opportunity they may have never come across on their own and let them make their own decision from there. Insight 3: Feedback Is Gold. Whether it’s from candidates about their interview experience or from hiring managers about the selection process, feedback is invaluable. It not only helps us refine our strategies but also demonstrates our commitment to continuous improvement. Creating a culture where feedback is welcomed can elevate our recruiting efforts significantly. #TalentAcquisition #Recruiting #ContinuousImprovement

Learning from Good and Bad Examples of Recruiters in the Industry Introduction: Recruiters play a pivotal role in connecting employers with potential candidates. While many recruiters excel in their profession, others fall short, leading to frustration for both employers and job seekers. Let's explore some examples of both good and bad practices in recruiting. Good Example: Transparent Communication: A good recruiter maintains open and transparent communication throughout the hiring process. They keep candidates informed about the status of their application, provide feedback after interviews, and address any concerns promptly. Personalized Approach: Effective recruiters take the time to understand the unique needs and preferences of both employers and candidates. They tailor their approach to match candidates with roles that align with their skills, experience, and career aspirations. Building Relationships: Successful recruiters focus on building long-term relationships with candidates and clients. They invest time in understanding their needs, preferences, and career goals, leading to more successful placements and satisfied clients. Bad Example: Lack of Communication: A bad recruiter fails to communicate effectively with candidates, leaving them in the dark about the status of their application or changes in the hiring process. This lack of communication can lead to frustration and a negative candidate experience. Pushy or Inattentive Behavior: Some recruiters adopt a pushy or inattentive approach, focusing solely on meeting their own targets rather than finding the right fit for candidates and clients. This can result in mismatched placements and damage to the recruiter's reputation. Ignoring Diversity and Inclusion: In today's diverse workplace, it's essential for recruiters to prioritize diversity and inclusion. Ignoring these factors can lead to biased hiring practices and exclusion of qualified candidates from underrepresented groups. Conclusion: By learning from both good and bad examples of recruiters, we can identify key practices that contribute to successful hiring outcomes. Effective communication, personalized approach, and relationship-building are essential for recruiters to excel in their role and make meaningful connections between employers and candidates. #Recruitment #Hiring #HR #TalentAcquisition #JobSearch #CareerDevelopment #Employment #JobSeekers #RecruitingTips #CandidateExperience #DiversityandInclusion #EmployerBranding #JobMarket #Staffing #RecruitmentStrategy #RecruiterLife #HumanResources #Interviewing #RecruitmentFailures #BestPractices

🌊 Recruiting is like an Iceberg! 🌊 It's tempting to think that finding top talent is as simple as reaching out and having them jump on board immediately. However, just like an iceberg, there's so much more beneath the surface when it comes to recruitment. Sure, we have an extensive network of industry-specific talent, but that's just the tip of the iceberg. The real challenge lies in navigating the depths to find the BEST of the BEST who not only meet the criteria but also align perfectly with your company's culture, values, and goals. The recruiting journey starts with a thorough intake conversation to understand exactly what you're seeking. From there, it's a multi-step process: 🧐 Sourcing Candidates: Scouring our networks, databases, and platforms to identify potential candidates. 📞 Making Contact: Reaching out and initiating conversations to gauge interest and fit. 🫱🏼🫲🏽 Screening Potential Candidates: Assessing skills, experience, and cultural alignment. 💡 Submitting Candidates for Review: Presenting only the most qualified candidates for your consideration. 📝 Prepping Candidates for Interviews: Ensuring they're fully prepared for each stage of the interview process. But here's the reality check – the journey doesn't always end smoothly. Sometimes candidates withdraw, or the client's needs evolve. This means going back to the drawing board and repeating the entire process until we find the perfect match. So, the next time you think recruiting is a straightforward task, remember the iceberg analogy. It's the unseen efforts beneath the surface that make all the difference in finding the right talent for your team. #Recruitment #FindingTheBest #IcebergTheory #HRInsights #seniorliving #assistedliving #homecare #hospice #hospitality #hotels #eldercare #hiring #jobs #talentacquisition #recruiterlife

Hiring the right talent is crucial for any company's success. Here's a strong approach to follow: 1. Define Your Needs: Job Analysis: Identify the role's duties, responsibilities, and required skills (technical and soft) Prioritize Skills: Not all skills are equal. Decide which are most critical for success in the role and company culture 2. Attract Talent: Craft a Compelling Job Description: Be clear about the role, company culture, and what you offer candidates Target the Right Channels: Advertise on platforms frequented by qualified candidates (industry-specific job boards, professional networks) Employee Referrals: Leverage your existing network. Happy employees often know great potential hires 3. Evaluate Candidates: Structured Interviews: Develop a set of interview questions that target the essential skills and assess for cultural fit Skills Assessments: Consider using standardized tests or practical exercises to objectively measure abilities Reference Checks: Verify past employment experiences and get insights into the candidate's work ethic 4. Make the Choice: Go Beyond Resumes: Don't rely solely on qualifications. Look for a candidate who demonstrates the desire and ability to thrive in your specific environment Candidate Experience: Make the interview process positive and informative. Top talent has options, so showcase your company as a great place to work 5. Continuously Improve: Track Your Results: Monitor the effectiveness of your recruitment strategies. Analyze what works and what doesn't Candidate Feedback: Gather feedback from interviewed candidates to understand their experience and identify areas for improvement. By following these proven steps apart from refining your approach over time, you'll be well on your way to hiring the right talent and building a successful team. #HiringRight #ITStaffing #TalentStaffing

Hiring the right talent is crucial for any company's success. Here's a strong approach to follow: 1. Define Your Needs: Job Analysis: Identify the role's duties, responsibilities, and required skills (technical and soft) Prioritize Skills: Not all skills are equal. Decide which are most critical for success in the role and company culture 2. Attract Talent: Craft a Compelling Job Description: Be clear about the role, company culture, and what you offer candidates Target the Right Channels: Advertise on platforms frequented by qualified candidates (industry-specific job boards, professional networks) Employee Referrals: Leverage your existing network. Happy employees often know great potential hires 3. Evaluate Candidates: Structured Interviews: Develop a set of interview questions that target the essential skills and assess for cultural fit Skills Assessments: Consider using standardized tests or practical exercises to objectively measure abilities Reference Checks: Verify past employment experiences and get insights into the candidate's work ethic 4. Make the Choice: Go Beyond Resumes: Don't rely solely on qualifications. Look for a candidate who demonstrates the desire and ability to thrive in your specific environment Candidate Experience: Make the interview process positive and informative. Top talent has options, so showcase your company as a great place to work 5. Continuously Improve: Track Your Results: Monitor the effectiveness of your recruitment strategies. Analyze what works and what doesn't Candidate Feedback: Gather feedback from interviewed candidates to understand their experience and identify areas for improvement. By following these proven steps apart from refining your approach over time, you'll be well on your way to hiring the right talent and building a successful team. #HiringRight #ITStaffing #TalentStaffing

Hiring the right talent is crucial for any company's success. Here's a strong approach to follow: 1. Define Your Needs: Job Analysis: Identify the role's duties, responsibilities, and required skills (technical and soft) Prioritize Skills: Not all skills are equal. Decide which are most critical for success in the role and company culture 2. Attract Talent: Craft a Compelling Job Description: Be clear about the role, company culture, and what you offer candidates Target the Right Channels: Advertise on platforms frequented by qualified candidates (industry-specific job boards, professional networks) Employee Referrals: Leverage your existing network. Happy employees often know great potential hires 3. Evaluate Candidates: Structured Interviews: Develop a set of interview questions that target the essential skills and assess for cultural fit Skills Assessments: Consider using standardized tests or practical exercises to objectively measure abilities Reference Checks: Verify past employment experiences and get insights into the candidate's work ethic 4. Make the Choice: Go Beyond Resumes: Don't rely solely on qualifications. Look for a candidate who demonstrates the desire and ability to thrive in your specific environment Candidate Experience: Make the interview process positive and informative. Top talent has options, so showcase your company as a great place to work 5. Continuously Improve: Track Your Results: Monitor the effectiveness of your recruitment strategies. Analyze what works and what doesn't Candidate Feedback: Gather feedback from interviewed candidates to understand their experience and identify areas for improvement. By following these proven steps apart from refining your approach over time, you'll be well on your way to hiring the right talent and building a successful team. #HiringRight #ITStaffing #TalentStaffing

Hiring the right talent is crucial for any company's success. Here's a strong approach to follow: 1. Define Your Needs: Job Analysis: Identify the role's duties, responsibilities, and required skills (technical and soft) Prioritize Skills: Not all skills are equal. Decide which are most critical for success in the role and company culture 2. Attract Talent: Craft a Compelling Job Description: Be clear about the role, company culture, and what you offer candidates Target the Right Channels: Advertise on platforms frequented by qualified candidates (industry-specific job boards, professional networks) Employee Referrals: Leverage your existing network. Happy employees often know great potential hires 3. Evaluate Candidates: Structured Interviews: Develop a set of interview questions that target the essential skills and assess for cultural fit Skills Assessments: Consider using standardized tests or practical exercises to objectively measure abilities Reference Checks: Verify past employment experiences and get insights into the candidate's work ethic 4. Make the Choice: Go Beyond Resumes: Don't rely solely on qualifications. Look for a candidate who demonstrates the desire and ability to thrive in your specific environment Candidate Experience: Make the interview process positive and informative. Top talent has options, so showcase your company as a great place to work 5. Continuously Improve: Track Your Results: Monitor the effectiveness of your recruitment strategies. Analyze what works and what doesn't Candidate Feedback: Gather feedback from interviewed candidates to understand their experience and identify areas for improvement. By following these proven steps apart from refining your approach over time, you'll be well on your way to hiring the right talent and building a successful team. #HiringRight #ITStaffing #TalentStaffing