Rosey Pullmann’s Post

🟠 Referrals in Companies: A Game-Changer? 🧐 Did you know that employee referrals are often one of the most effective ways to hire top talent? 🧐 Whether you're building a small team or scaling a global workforce, referrals bring immense value to hiring processes. 🟠 Why referrals matter? 💡 Cultural Fit: Referred candidates often align better with a company’s values and work environment. 💡 Efficiency: Referrals tend to reduce hiring time and costs compared to traditional methods. 💡 Performance: Studies show referred employees typically perform better and stay longer. 🟤 At Deloitte, we work successfully with Firstbird's #1 Referral Technology (now Radancy's Employee Referrals). 🟤 Does your company have a structured referral program? #Hiring #Referrals #Networking

The Job Search Experience : A Call for Change in Recruitment Practices. Having been unemployed for the past nine months, I've gained valuable insights into the recruitment landscape, particularly through my interactions on LinkedIn. While I appreciate the numerous connection requests from HR professionals and talent acquisition specialists, I’ve noticed a recurring issue : a lack of responses to my direct messages. This has led me to believe that some may prioritize follower counts over meaningful engagement. Here are a few observations I've gathered during my job search journey: 1. Misalignment of Purpose : Many professionals appear to use LinkedIn as a platform for building their online presence rather than fostering genuine connections. This can detract from the platform's primary purpose—job seeking and professional networking. 2. Disheartening Recruitment Practices : It’s concerning that some candidates may secure positions through inflated experiences or internal referrals, which undermines the integrity of the hiring process. When organizations conduct interviews without a fair chance for all candidates, it diminishes hope and trust in the recruitment system. 3. Impact on Candidates : Each interview represents a crucial opportunity for job seekers, and when candidates are strung along without genuine consideration, it can severely affect their self-confidence and motivation. This not only impacts individuals but can also create a negative perception of the organization. 4. Efforts vs Outcomes : Throughout my search, I have applied to over 1,100 jobs, in tha span of 9 months tailored my resume more than 80 times, and successfully passed numerous interviews. However, many opportunities fell through due to budget constraints or internal selections that were made prior to the interview process. 5. The Value of Hope : The job search is a journey fueled by hope. Candidates invest significant time and effort into understanding job descriptions, tailoring applications, and preparing for interviews. This process is exhaustive and emotionally taxing. In light of these challenges, I respectfully urge organizations and recruiters to reconsider their approach to the hiring process. If a candidate has already been chosen internally, please refrain from conducting interviews. This small change could greatly enhance the experience for countless job seekers. Thank you for your understanding and consideration this post is not to offend anyone I've collected these feedbacks and based on true experiences from my fellow colleagues and friends including myself. #HR'S, #Recruiter's ,#Talentacquisition #bpo #IT Concentrix Capegemini Consulting India Private Limited Accenture Amazon Tata Consultancy Services Cognizant Conduent #Unemployment #MNC BPO Information Technology Multinational Company

𝙉𝙚𝙬 𝙈𝙤𝙣𝙩𝙝, 𝙉𝙚𝙬 𝘽𝙚𝙜𝙞𝙣𝙣𝙞𝙣𝙜𝙨 🍂🐿️🧣☕ November often reminds us of transition and change – the perfect moment to reset goals and embrace fresh opportunities. For recruiters, it’s a chance to help both candidates and companies prepare for the new year. The final stretch of the year is when many businesses reflect on their talent needs and prepare for growth, while candidates often reflect on their career paths and goals. Whether it's supporting clients in finding those final key hires or helping candidates make the move they've been considering, November is the time to plant seeds of change and opportunity. 🌱 Here's to making this month count – for candidates, for clients and for ourselves. Let’s embrace change and create a lasting impact as we close out 2024 on a high. 💫 #November #NewMonth #Recruitment #Hiring

Story time! It was 2021 when I accepted my first talent acquisition role. (I had some past recruitment experience in previous roles, but it was only a small part of broader operations management responsibilities). That first recruiting job was not only in the middle of a pandemic, but also in an industry that was hurting as a whole for candidates. Competition between companies was very high, because EMTs and Paramedics could pretty much have their choice of offers if they interviewed well. Sometimes people would comment to me about how difficult my job must be, due to the current economy and state of the industry and general shortage of healthcare workers across industries. "You're a recruiter at an ambulance company? That must be a really difficult job right now." "Wow, you got into recruiting at a rough time." I was never sure how to comment on that. I always responded that I really liked my job and as for the difficulty level....I didn't have anything to compare it to, so it didn't bother me. 🤷♀️ Now that I am recruiting in a different economic climate and in a different industry, I can see what those people were referring to. In my current role I work my butt off, and actually have something to show for it at the end of the day: candidates scheduled, offers accepted, roles filled. I can see how someone who was used to this might have been frustrated trying to recruit healthcare/EMS workers in the COVID-19 era. Since I had nothing to compare it to at the time, I didn't experience that frustration. I have different problems now. My biggest problem this week is "I talked to so many candidates who are qualified for this one role this week. How will the hiring manager possibly choose who they want to interview out of such a qualified pool? Also it will be such a shame to tell some of these very qualified candidates that they weren't selected for an interview this time or they weren't the last candidate standing, because I only have one position to offer." Anyway, time to get on another call so I don't have time to wrap this up eloquently. Takeaway: perspective and past experience can make the present very different for different people, I guess? How's that sound? #talentacquisiton #recruiter #recruiting

💔 Today Was Tough, But I’m Not Giving Up 💔 I just made a call to a candidate I believed in with my whole heart, only to share the news that she wasn’t selected for the role. It was heartbreaking—I know how hard she worked and how much she wanted this opportunity. But while this door didn’t open, it doesn’t mean the right one isn’t just ahead. I’m staying focused on helping her find what’s next, because I know she has incredible potential. At ATHENA HR Talent, we don’t stop at a “no.” We keep pushing, keep searching, and keep supporting our candidates. Because recruiting is about people, and their dreams don’t end with one missed opportunity. To every candidate who’s ever gotten that call: we see you, we believe in you, and we’re here for the long haul. #RecruitingWithHeart #ATHENAHRTalent #NeverGivingUp #EmpathyInRecruiting