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Technology Recruiting Executive. People bring products and services to life. That's my Business! Helping with what matters most, hiring great people.
Are your Job Ads' working? Are online applicants translating to filled jobs? #taleneracademy #recruiting
We asked hiring managers and #TA members to give us their snap judgement about #job seekers using the #OpenToWork options on LinkedIn. Now, we turn to job seekers - do you use the Open to Work options available to you? If not, why?
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There has been a lot of discussion around how candidates should present themselves online to employers. LinkedIn offers users the ability to display a public #OpentoWork badge. How do you perceive this badge? Is it a positive way of using your network? Do you scroll on by? Or is it off-putting because that person is likely out of work? Let us know in the comments if you have any experience with this.
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Employer expectations for new hires are at a all time high. Realistically, these expectations don't match the current #tech hiring market where the #unemployment rate has remained under 3% for several months. The talent pool is limited.
Hiring: Senior #Salesforce Developer for a digital rights company. Hybrid (#NYC) - $150k-$160k. You will develop Salesforce solutions addressing business workflow and analytics requirements. 10 years of web app dev experience is required, including expertise in #JSON, #XML, #HTML, #JavaScript, #CSS. Likewise, you will lead collaborative development - designing, estimating, and delivering software solutions. You will also maintain a system of documentation and adhere to #SFDC policies. For more info, contact Jalissa Ecxford or apply: https://lnkd.in/eCRmYzhh
Bridging the Information Gap between your #VMS and your #Staffing agency - Companies are using VMS in their hiring process. It's advantageous as it provides a centralized location for #HR or #TA teams to post #job descriptions and receive resumes from recruiters and allows for blind #resume screening. Yet, using a VMS does not ensure that your recruiters will send you the right resumes. Job descriptions provide a foundation to begin the search process, but largely lack critical information that set up your recruiters for success. https://lnkd.in/ejRGrGNB
#Hiring: #Remote UI Developer (#VUEjs). This is a 12 month contract. Pay is competitive based on experience - $50-$80/hr W2. You must have at least three years of experience building database-drive apps and websites. Contact Brian Samela or apply: https://lnkd.in/eHBXS92W
Let's talk about the #candidate experience. Andrew Zaloom discusses the importance of setting expectations, being transparent, communication, and building relationships. Plus, he addresses the elephant in the room -- how do we serve our candidates' best interests when companies are paying the fee? #Hiring #staffing #techstaffing
#Hiring: #Microsoft Security Architect. This is a #hybrid position in either #Tampa, FL or #Chicago, IL. $100k-$125k, based on experience. The right person for this job has experience working for an enterprise company and has 3-5 years of Microsoft Security Suite Experience. For more info, contact Alexis Sickels at asickels@talener.com or apply: https://lnkd.in/ea3yra5m #M365 #CISSP #CCSP #Security
Well said HB. LinkedIn is especially tough to navigate these days in terms of finding candidates as we get swamped and filtering is impossible. In my current role we also use Slack to communicate internally which leads to many (dozens daily when we are busy) of internal candidates pinging me on Slack about open roles, and it's impossible to get back to all of them let alone screen all of them. Imagine how frustrating that must be - to not be able to get the attention of an internal recruiter for a role at your current firm! I do think we will have to go back in time a bit to grass roots referral based recruiting as laborious, inefficient and dated as that might seem. Either way thanks for he post.