Chris McCann’s Post

When you apply for a role with an organisation, how are internal Talent Acquisition teams accessing your application? Who better to answer this question than Matt Woodard. With over 16 years of TA experience across NZ and Australia in SMEs, large global corporates and rapidly scaling businesses. Matt has a wealth of knowledge to share and is passionate about candidate experience. There is a fair amount of misinformation floating around out there, especially on LinkedIn, and one area that comes up time and time again is around the use of technology for screening CV's. Watch the below video to see/hear Matt's take on this ⬇️ ⬇️ ⬇️ This clip is part of a much longer conversation where we talk about: ➡️ How is your application being assessed? ➡️ Does your CV need to be keyword optimised? ➡️ How do you give yourself the best chance of being successful? ➡️ What does a standout application look like? ➡️ Interview tips and advice If you'd like to listen to the full conversation the LINK IS THE COMMENTS.

Let's be honest... Finding good candidates these days feels like searching for a needle in a digital haystack! 😓 We're juggling a million candidate profiles, outdates tools and ever changing job descriptions!!! It's exhausting. Imagine a world where sourcing isn't a daily grind but an exciting puzzle. What if we could spend less time scrolling through endless CV's and more time connecting with amazing candidates? Let's share our frustrations, triumphs and secret sauce together, we're all in thus recruiting game together, so let's help each other to level up 📉 Find out more at our free roundtable discussion today! Register 👇 https://lnkd.in/ebmQ76kH #candidatesourcing #recruitment #trn 

💼 What Talent Acquisition Professionals Want from Candidates 💼 For job seekers, understanding what talent acquisition specialists are looking for can make all the difference. Here’s what every candidate should keep in mind when reaching out or interviewing: 1. A Tailored, ATS-Friendly Resume A resume tailored to the role with relevant keywords helps ensure it passes through Applicant Tracking Systems (ATS) and highlights the skills that matter most. 2. Clear, Relevant Experience Showcase relevant experience and achievements clearly. Instead of generic responsibilities, focus on measurable outcomes and specific accomplishments that set you apart. 3. Research and Role Fit Candidates who understand the role and company make a strong impression. Tailor your approach to align with the organization’s values, products, and recent news. 4. Responsiveness and Follow-Up Timely responses to emails, interview confirmations, and follow-up messages show commitment and professionalism. Stay engaged throughout the hiring process. 5. Enthusiasm and a Positive Attitude Beyond skills, enthusiasm matters. Show interest in the position and company to demonstrate that you’re invested in the opportunity. 6. Authenticity Be yourself. Authenticity helps recruiters see the person behind the resume and makes your application memorable. Remember, a strong application goes beyond qualifications—it’s about how you present yourself and align with the company’s goals. #JobSearchTips #TalentAcquisition #CareerAdvice #Recruitment #JobApplicationTips #Professionalism

Your recruitment process is flawless, right? (does sarcasm still translate on LinkedIn) Here are 7 common sticking points costing you talent: 1. Complicated application processes 2. Little to no interview preparation 3. Ignoring candidate experience 4. Rubbish job descriptions 5. Lack of personalisation 6. Slow response times 7. No follow-up Bonus Tip: No process is flawless. I review, tweak, add, and delete things constantly. If you aren't iterating and improving your candidate experience, you're losing top talent. P.S. when was the last time you audited your hiring process? #recruitment #candidateexperience #recruitmentautomation

Unlock the key to attracting top talent with compelling job descriptions! 🚀 In our latest article, we delve into essential tips for crafting professional job postings that resonate with the right candidates. Learn how to create clarity, emphasize inclusivity, and highlight your company culture. Discover the power of detailed responsibilities and the importance of showcasing growth opportunities. Elevate your hiring process and ensure your job descriptions stand out in a competitive market! Check out the full insights to transform your approach. Read the full article here : https://lnkd.in/eGw4HBP6 #RecruitFirstIndonesia #Recruitment #Companies

🚀 Elevate Your Recruitment Game: It's All About the Questionnaire 🚀 Have you ever wondered why some teams consistently outperform others, regardless of the industry? It often boils down to the recruitment strategy — specifically, the questions asked during the screening process. A traditional resume screening and a few generic interview questions are no longer enough. The key to unlocking a candidate's true potential lies in asking targeted, insightful questions that delve into their problem-solving capabilities, resilience, and ability to innovate. For instance, swapping Describe your responsibilities at your last job with Tell me about a time when you overcame a significant challenge at work can reveal volumes about a candidate's mindset and adaptability. In an era where adaptability, creativity, and strategic thinking are paramount, refining our questioning technique could be the game-changer in building powerhouse teams. Let’s not just fill positions; let’s invest in creating legacies.

💥 Recruiter to Recruiter-Let's talk applications 💥 As I've found myself pushing at least 100 applications to date, I've noticed a trend in applications that ask applicants to share a variety of things such as "why do you believe you're a good cultural fit for our organization?", "what would you do in your first 30, 60, 90 days here if selected for this opportunity?" or "what is the most interesting thing about our organization and why?". Mind you these tend to be mandatory questions that must be answered to submit your application. And while these are all great topics, albeit a better fit for the interview process but my questions to all recruiters who have these sorts of questions on their applications are: 1. Why? 2. Do you read these answers? I know TA professionals are being flooded with hundreds of applications. How do you have time? 3. Do these questions make a difference in who you select to interview? 4. What if you have a stellar candidate via resume but you don't care for their answers or the answers aren't well thought out? Do you reach out or nix them because of their answers? 5. Do these answers ever get shared with the hiring manager/team? 6. Have those who have answered these questions to your satisfaction proven to be quality hires? I'm curious as to what organizations are hoping to gain through this addition to the application process and if it's proving successful. As a job seeker investing time and effort into each application, it can be disheartening to receive no feedback or acknowledgment after that effort. Here's to shedding light on this aspect of the recruitment process. Just sharing my thoughts... #Recruitment #JobSeeker #ApplicationProcess #CandidateExperience

Issues you may be facing: "Our Internal Recruiters are hitting roadblocks and time to fill is too long..." "Our Hiring Managers have no idea how to interview, network, partner with TA..." "We are spending too much on external agency fees as opposed to upleveling our internal capabilities..." "We don't know why our candidates are choosing to drop out after their interviews..." "We are getting rejected offers..." "Our HRBPs and our TA Pros need better alignment in how they partner together" "We need someone external to come host a training, a webinar to teach us more about hiring..." These are some reasons you may need to call me. These are some of the calls I've gotten, and my solutions are always bespoke. Sometimes you need me to run the whole search for you. Sometimes you need me to coach your internal recruiter. Sometimes you need me on a consulting basis to help you audit and improve your hiring efforts. The HOW we get these issues fixed are customizable! But, if you're facing any/some of these (or others not listed)... stop waiting to fix them. The time is best BEFORE your hiring spree takes off. Put strategy in play. Learn. Improve. Unlearn. Elevate. I'm ready for you when you are. DMs, emails always open. #LearnWithLauraHR #Hiring #Recruitment #HRCommunity

Candidate references: do they actually matter? Here’s the reality. If you need a reference to decide whether to make an offer, it might be worth questioning if you’re ready to make that offer at all. In my 10+ years in recruitment, I’ve never had a reference reveal anything that changed a hiring decision. So, what’s their true value? Support - not selection. References are your one time chance to learn how to help your new hire succeed. How do they work best? What do they need to thrive? What can you do to help them transition seamlessly into your team? etc. That’s where references truly add value. Thoughts? #startuphiring #recruitmenttips #candidatereferences

So you decided to #recruit directly…. Remember that satisfying moment on Friday when you hit "publish" on your new job ad? A sigh of relief after a busy week, a pat on the back for getting that job done, and visions of a well-deserved drink on the horizon. Fast forward to Monday morning, you’re hopeful of a nice shortlist of quality applicants….. but you're greeted by a mountain of 212 CVs. Your initial excitement quickly turns into dread as you realise the sheer volume of applications means you’ve got hours, if not DAYS of sifting through applications and qualifying potential candidate’s suitability! Sound familiar? You're not alone. Many companies struggle with the overwhelming response to job postings. It's time-consuming, and frustrating, and leads to other more pressing tasks on your ‘to do’ list being pushed back. Plus you’re only getting the people ON the market, not IN the market. The best talent isn’t always actively applying! Ask yourself, what is the real cost of your time, and the opportunity cost with projects you should have been taking care of?! Let us take the stress out of your recruitment process, delivering you fully qualified candidate CVs, with a professional summary of our interview with them, outlining their ‘fit’ for the role. - No more drowning in a sea of CVs - No more pushing back other priority activities - No more delays in getting the right candidates into the business. Contact us today, and share what you’re looking for, and we’ll swiftly map the market and provide you with the right talent for your team. Synergy - #MatchingAmbitions delivering Recruitment, as it should be! #MatchingAmbitions #Recruitment #DoWhatYoureGoodAt