Rina Han’s Post

interesting read with the comments here. A LOT of companies need to do better.

🚨 A Common Job Search Frustration 🚨 Here’s a situation many candidates face: You’re upfront about your lack of experience when applying for a role. Despite this, the recruiter schedules an interview. You prepare, show up, and give it your all. Then, after the interview, you’re told: “You don’t have the experience we’re looking for, so we can’t move forward.” It’s frustrating and feels like a waste of time. If experience is a strict requirement, why schedule the interview at all? This could have been addressed upfront, saving both the candidate’s and recruiter’s time and effort. Recruiters, transparency is key: • If experience is non-negotiable, make it clear from the beginning. • If you’re open to considering candidates without direct experience, focus on their potential and transferable skills during the interview. Job seekers invest significant time and energy into the hiring process. Clear communication and realistic expectations can make this process more respectful and efficient for everyone involved. Have you faced a similar situation? #JobSearch #HiringProcess #Recruitment #CandidateExperience #Transparency

I have always been a firm believer that "no news is still news." All-too-often I hear about recruiters who do a terrible job of keeping candidates updated on a range of topics from the status of a job they were contacted about, to if they are being considered for the job or not, interview feedback, and even offer negotiations. While it's very easy to think, "I haven't heard anything since the last time we spoke, so there's no reason to reach out," I think this is a mindset recruiters need to get out of. Because "no news is STILL NEWS." For a candidate to hear, "I haven't heard anything new, but I expect to soon," or "I don't have anything new to report, but I'm confident things are still track," or simply, "I'm still waiting to hear more," they are always appreciative, and it puts the candidate at ease that you haven't forgotten about them. It also opens up a dialogue for the candidate to ask questions, voice concerns, or update you on their other interviewing activity. Job-seeking and interviewing are both stressful, anxiety-provoking activities, so a simple "no news" update can really go a long way...... #CEA #Hiring #Recruiting

As a recruiter myself, 5 mistakes I found candidates making during job interviews Recently I hired 2 employees at my company and it was not a fun process. I came across more than 60 candidates. Some were green flags and some were major red flags. So today I’ll share 5 things that made me reject a candidate: → People who were not punctual ↳ it shows your lack of dedication, time management and commitment right at the beginning → People who did not apologise if they were late or forgot to connect ↳ if there is some genuine reason, explain it to your recruiter instead of keeping them in the dark. They are human too, they’ll understand → People who did not show respect ↳ just because your recruiter is young doesn’t mean you forget basic corporate courtesy → People whose first question was salary amount ↳ a recruiter understands how important it is for you but bringing it up in the first 5 mins of conversation shows a self-centred mindset → People who only have a self-centred attitude ↳ this was one of the biggest reasons why I rejected candidates. All they were talking about was what they’ll get out of the company, but not even once talked about how they’ll contribute to the company’s success. Remember, it is a two-way road. There are more reasons, lemme know in the comment section if I should do a part 2! PS— Hope these tips help so that you dont make any of these unintentionally! Happy Sunday! #interview #interviewtips #jobsearch #hiring

As a recruiter, I try to keep up on best practices of other recruiters that I see crushing it. One such best practice I see consistently is "keep your candidates informed at every stage". Communicating often (even when there's no real update) is valued and appreciated even if they don't end up getting the job. You may have a future opening perfect for that person, but if you're inconsistent in your communication that candidate may not want to work with you. The same is true for candidates -- keep your recruiter in the loop and be respectful of their time. If you accept another offer, let the know. If you lose interest in the opportunity, let them know. Never 'no show' an interview or avoid communication. You never know how that recruiter can help you in the future. #recruiting #talentacquisition #bestpractice

When meeting with a recruiter, expect it to feel like an interview - because it is. Here are some tips to ensure you are ready when opportunity calls and you book that call with a recruiter: -> Have your resume updated. It doesn't have to be pretty, but it should explain your experience and metrics. -> Know your metrics and be able to speak to them. -> If at all possible, be in a quiet place. If you're driving while taking the call, roll your windows up... -> Don't waste the call by venting about who and what and why from your current/previous roles. -> Let the recruiter/interviewer lead. -> We are also interviewing how you interview. Are you using a dull tone? Are you rushed? Are you distracted? Are you excited? Do you sound tired and flustered? Do you sound annoyed? -> If it turns out you are not interested in the opportunity, pass it along to someone else! -> Booking a call with a recruiter is one thing. Agreeing to go into the interview process is another. If you are not truly ready to make a move, it's okay to take a pause and think about it. Better to do that than to waste time. Opportunities in Senior Living are plentiful, but not as abundant as they were post-Covid. Yes, candidates still hold most of the leverage, but not all. Don't take it for granted when one of us calls you up for an opportunity. #seniorliving #assistedliving #memorycare #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers #hiring #retention #executiverecruiting #frontlinehiring 

Sometimes when an interview doesn't go well, it's for the best. 3 months ago I went to an onsite interview arranged by a staffing agency. The interview was a strange experience - I felt that I was conducting the whole meeting, because the hiring manager showed zero engagement or interest in me as a candidate. I reported back to the recruiter. While I felt I had demonstrated my suitability for the job, the hiring manager was completely checked out. Not surprisingly, the company chose to go with another candidate. I was told they had prior experience in the industry. I was not sad about it, given the vibe that I got from the manager. One month later I received a contract offer from my current employer. It's been going great. After two months, I was converted to full time last week. I could not be happier with the job, my colleagues, the industry, the company, and my managers. This week I noticed on LinkedIn: the company with the bored hiring manager has already posted the position again, and the person who was hired into the role is back on the job market. I don't know the circumstances behind this, but it served as a good reminder that it's all for the best that it didn't work out for me. Jobseekers, if an interview doesn't work out, it could be for the best. Brush yourself off and go on to the next. #mindset #jobsearch #recruiter #interview #jobinterview

A humble note to all my candidates !! Let me start with short story.. Once upon a time there was a candidate. Who was a senior guy and came with good communication skills. He was from a big firm. We had a good 20 plus minute talk about the opportunity. All went well and I scheduled his interview with our technical panel. Unfortunately, On the day of interview no response to calls or messages. He was a no show. And I didn't hear from him till date. The End. Funny part is that he applied on my job posting again and ghosted me again when he heard my voice. I had a ROFL moment, like I am his abusive ex. 😂 Its disappointing to know that people with so much experience, who have studied in big colleges and working in big firms with big salaries fail to pick up a recruiter's call and say "can you please cancel this interview". A simple gesture. However, this post is not about them. . It's about celebrating candidates who value communication and professionalism. 🌟 There are plenty of candidates who are best of the best. Who pick up the phone and cancel the interview or who say that they are not interested in the opportunity because they found something else. To all those who cared to communicate their interview status and not ghost the recruiters. A big Thank you to each one of you from the bottom of my heart. You are awesome. 💟 Keep Shining :) #Recruitment #Communication #Professionalism #Candidates #HiringProcess

As a recruiter myself, 5 mistakes I found candidates making during job interviews Recently I hired 2 employees at my company and it was not a fun process. I came across more than 60 candidates. Some were green flags and some were major red flags. So today I’ll share 5 things that made me reject a candidate: → People who were not punctual ↳ it shows your lack of dedication, time management and commitment right at the beginning → People who did not apologise if they were late or forgot to connect ↳ if there is some genuine reason, explain it to your recruiter instead of keeping them in the dark. They are human too, they’ll understand → People who did not show respect ↳ just because your recruiter is young doesn’t mean you forget basic corporate courtesy → People whose first question was salary amount ↳ a recruiter understands how important it is for you but bringing it up in the first 5 mins of conversation shows a self-centred mindset → People who only have a self-centred attitude ↳ this was one of the biggest reasons why I rejected candidates. All they were talking about was what they’ll get out of the company, but not even once talked about how they’ll contribute to the company’s success. Remember, it is a two-way road. There are more reasons, lemme know in the comment section if I should do a part 2! PS— Hope these tips help so that you dont make any of these unintentionally! #interview #interviewtips #jobsearch #hiring

I was interviewing a candidate. She got rejected by the panel. But what is special about this? I didn't feel the decision was correct. It's because I have seen her earlier at a company applying for job; few years back I was in the same stage searching for opportunities. She isn't a good speaker and always stayed underconfident. So I decided to observe her work skills for atleast a week. And I gave her a chance to work at my company. What I observed left me in shock! She was very efficient and skillful. She did all the work effortlessly and has good knowledge about her position. The only problem was she couldn't express herself in the interview which was the main reason for her rejection. If I wouldn't have given a chance, I would have lost an amazing employee. Finally she got hired. And the panel members agreed with my decision seeing her performance during the observation period. So interviews should not always be based on question answers rounds and resumes. Sometimes practical work monitoring should also be done to know their true caliber. If the content is good then it should be posted.👍 #work #interview #job #interviewing