Nicki Massman’s Post

Ensuring that the application process is easy is imperative. We have put together a few pointers on this so that your candidates can have a great time when applying for a job with you! #happyhiring

When applying for a job/receiving an application to a job opening your company is offering, we are always formal, and super interested, attentive to detail; up until you come across the 1st no. What’s so wrong that Hiring Processes in 2024 can’t be delivered with transparency, compassion, empathy and respect? With that being said; Hiring Processes that after they’ve made the decision, either to hire you or not, but they don’t give you ANY feedback, RUN. (You’re probably safer outrunning them)

If you're Hiring Contact me and we can talk about the details later

Fantastic Feedback Kalinda Campbell - always helpful with your clients & candidates from the very first interaction right the way through the process! If you're in the Legal Profession seeking a new opportunity, or you have need to hire a new team member, please connect in with our dedicated Legal Team! #legalrecruitment #sydneylawfirms #legalprofession

Does it have value when applying for a new job?

There are people posting on this platform whose career function, by all indications, is posting on this platform

Hire the overqualified candidate. Yes, really. If they’re considering your offer, even if it’s below what they’ve earned before, it’s not because they don’t know better. It’s because they either need the role or want to ease off the gas a bit. Either way, you’re getting years of expertise, insight, and experience for a steal.

A little transparency goes a long way! We're not trying to catch you out, I promise... When you're speaking with a recruiter we are here to ask as many questions as possible to understand your motivations, expectations and skills so we can find you the best fit in your next role. You might think withholding information means you've still got a card to play at offer stage, but if we're working with half the picture it inevitably leads to nasty surprises and us scrambling to manage the process as best we can on your behalf, not a good look for anyone. Be transparent. Help us help you! Tribus Greg Ollie Joe Laura #sydneyhiring #softwarejobs #techrecruitment #careeradvice #twocents

So after a year, the DOJ has finally fined Arthur Grand Technologies $7,500 for a leaked job post that discriminated against non-white candidates. Arthur Grand Technologies also agreed to pay $31,000 to compensate those who filed complaints with the Department of Labor. Berkshire Hathaway and HTC Global were also incriminated in this fiasco, but they have not been fined. I don't know whether it was Berkshire Hathaway or HTC Global drafted the original job description. The truth is that Arthur Grand Technologies most likely did not draft the original job description, but one of their employees failed to edit certain parts of the job description to exclude the racist terminology before posting it online. At first, Arthur Grand blamed this on a junior recruiter, and then changed their statement to say that it was a disgruntled former employee (who somehow had access to internal systems, yeaaah right?). They covered for their client like true champs. My bet would be a junior recruiter working without proper oversight. Either way, Arthur Grand Technologies is to blame for even taking on a client after seeing their racist job descriptions. If ever there was a time to fire a client, this was it. The details are important, and we don't have all of them yet, but what's more important is to see this blatant example of the reality of systemic racism in action. https://lnkd.in/esVTZeJG

Melanie Conquest Technical Associates LLC Recruiting Wisdom from an Expert IT recruiter 25 + years of IT recruiting experience. I always ask this of a client from the first phone call. In order to manage a candidate's expectations how long do you anticipate it to take from the first interview to the last? How many interviews until a hiring decision can be made? When do you anticipate a hiring decision? Speaks volumes on the client side depending on their answers or lack of answering direct pertinent questions on the client and their process. It is my job to guide, facilitate and advise and share information on market conditions. You either like the candidate or you don't. You either you like their resume, or you don't. It doesn't take over a month to receive no resume feedback. It doesn't take a month to provide feedback on each interview. If it does, the problem lies with the client, who is not actively hiring. If they had a real need, it would not take that long. If it annoys that client, then you know where you stand. 😀 Does this resonate with you? Let's get the conversation started. What are you waiting for! Reach out to me 201 320 7282 cell or melanie@conquestassociates.com What I will provide is: I will listen to your needs and provide you a short list of targeted candidates who don't just have the technical savvy but have all those soft skills that are needed to fit into your unique environment. What I will not do is waste your time. Melanie Conquest Technical Associates LLC www.conquestassociates.com “Where your career is our business.” We don’t just match skill sets. We match people. We make connections. Melanie S. Yahm Director IT Recruiting at Conquest Technical Associates, LLC Mobile: 201-320-7282 Email: melanie@conquestassociates.com 1001 Avenue of the Americas, 11th Floor New York, NY 10018