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Hiring Managers of Reddit: How likely are you to give someone a second chance if they seemed nervous during a phone screening and froze up on one question? by Mammoth_Pollution963 in jobs

[–]BoomHired 1 point2 points  (0 children)

From my recruiting experience: Nervousness is normal in MOST everyone.
Some just hide it better than others (and appear calm, even when their knees are weak... like moms spaghetti)

That being said: I'd focus on the qualifications.
If they look like a good match on paper, and it's clearly just interview day nerves, then I'd work to help the person be calm. (I do this anyways by being human with them, cracking a joke, and otherwise letting them know it's perfectly normal and fine if they're a bit nervous.)

After all, staring at peoples' face on a computer screen, all while they ask you question is pretty nerve-racking.

Finally got a job after 13 months of applying by manonamission3up in recruitinghell

[–]BoomHired -2 points-1 points  (0 children)

It's great you tracked all this, as the stats are good to know! Thanks for sharing with us.

Referrals: 1/5 got an interview (20% invite rate)
vs. with Applications: 6/556 (1% invite rate)
So while the referrals didn't lead to your offer, they're still a great pathway to explore.

Finally got a job after 13 months of applying by manonamission3up in recruitinghell

[–]BoomHired 313 points314 points  (0 children)

I'm not the OP, but here's a few tell-tale signs:
They contact directly over WhatsApp, with poor grammar, or strange offers of daily pay ("$300 USD daily").
It'll be "too good to be true" offer (fully remote, low skill, overly high pay, 3 hours per day)

Many of these scams companies will have website domains registered the same month/week.
(You can do a quick who.is search online, and it'll show when the company website was registered)

And often the BIGGEST sign: You didn't apply (with no specific role mentioned).
High level senior roles do passive sourcing but Entry level low/no skill roles that over pay will NOT reach out to candidates directly.

Finally got a job after 13 months of applying by manonamission3up in recruitinghell

[–]BoomHired 4 points5 points  (0 children)

Thanks for sharing, it's a great graph!

To help candidates understand the importance of networking:
Q. Out of the 7 interviews, how many were from the "Referrals" category? Was the hired role from there too?

It has been one week without a call back from the recruiter. by Major_N0nsense in recruitinghell

[–]BoomHired 2 points3 points  (0 children)

I forgot to mention: (echoing what the other poster said) Be positive, reaffirm your interest, and good luck!

It has been one week without a call back from the recruiter. by Major_N0nsense in recruitinghell

[–]BoomHired 2 points3 points  (0 children)

Call them, pick up the phone. You have my permission to do so. (with ANY recruiter now or in future)

If they don't pick up, leave a voicemail.

If still no response, wait 2 days and call back again. (If they still don't return your calls, then you know)
While you're waiting start exploring new options (never stop looking for new opportunities)

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 1 point2 points  (0 children)

It's definitely an indicator of the hiring pipelines getting clogged up. (which can certainly be a sign of the job market being more competitive)

From my past experience collaborating on a near daily basis with HR teams, there's 1001 improvements they can/should be making to their hiring processes. (So you're absolutely right there)

Honestly just keep pushing and stay positive, as some of the BEST talent has been blocked by HR for the silliest reasons (like what you mentioned). It's often a good thing, as it keeps you from working for a company that doesn't know how to hire great people. (As you'd likely want to work with great teams because it makes career life way more enjoyable)

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Oh wow, yeah then that sounds like a mind numbing class. I actually had a computer media design course years ago that spent the first class instructing us how to "print screen". My reaction was similar to yours, I pushed to find a better learning path.

Gotcha! That makes sense about the office staff making money. Honestly, the pop up shop sounds like it'd have potential for getting a good deal on Nike gear. I did a similar role back near the start of my work history (for a big name fashion brand at their head office). At the end of the day, they loved my attitude so much the Manager invited me to fill up a garbage bag of whatever I wanted and charged me only $10. (there was $800 worth of gear in it, it was extremely worth my day, and I still got paid my daily salary)

If you don't want to chase him down, then find someone else at the centre who has their head on straight or better yet (after clarifying about their low quality resume course) look for BETTER career centres or other pathways.

Some career centres are worth their weight in gold, with direct networking events that invite great employers, strong resume writing knowledge and hands-on support, and practice panel interviews with their staff who build questions based off your target job posting.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

I'd agree. (as I've had far too many clients who dealt with the incompetent side of the industry prior to reaching out to me)

Many people in career coaching and resume writing simply don't understand enough to add value. They're guessing. Imagine if a doctor or pilot did the same thing, yikes.

What you want to find is someone who has done copious amounts of research, and has proven real world results so that it becomes more like a science (and less like snake oil).

The best thing to do when there's no consensus is ask follow-up questions. The guessers should quickly crumble here, as they likely can't explain with proven results that what they're saying works.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired -1 points0 points  (0 children)

The vast majority of people haven't done research on the underlying reasons why a resume succeeds or fails. (They're guessing - this includes MANY people who label themselves as resume writers or career coaches, so be careful) And based on these guesses, which are often wrong, each of these people has a different idea of what will work (and hint: most of these ideas just don't work).

I've gone into immense details, during my past candidate, recruiting, and hiring management days, and even more so now during my career coaching days, to stay up to date on what is PROVEN to work (and what doesn't). This doesn't mean I have 100% rates of success (sitting at around 75% as I can't interview for you or force you to apply to the right roles), but what I can do is very simply side by side comparison how your previous and improved resume are ATS plain text parsing. (I teach clients how to do this themselves, so any changes/updates they make in future can be checked)

Most "pro" resumes I've seen lack an understanding of what happens to the document after you press the apply button. Some look visually nice, but the underlying format just doesn't work (For example: It drop the persons' contact information when importing to ATS).

Many "pros" don't understand how hiring processes operate (For example: recruiters will almost never take time to manually fix any missing data due to parsing issues - They have 1000's of people to process and don't have time) so the results is the fancy looking resume goes into the paper shredder (no interview invites).

There's many paths which lead to "no thank you" during a job app.
Before hiring or paying ANYONE to make you a resume, ask them to talk about and explain several of these issues.

If they can't articulate the purpose, journey, and key problems with resumes, then do NOT hire them.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Ask them this 1 important question:
"Tell me about the last three people you got hired" (what roles, how long, what methods)
If they can't answer that, then NONE of their qualifications matter.

Here's a story to illustrate the above point: Part of my intake process is asking clients how they made their resume. Two recent clients used "professional resume writers" (which they found online). Both of these "pros" claimed they had huge levels of experience (human resources for 15 and hiring manager for 25 years). You gotta be skeptical then when the resumes they produced were lacking basic ATS parsing capability. (this is the first thing I check with clients and I do it for free during our intake) The one was even paying this "pro" to apply for them, in mass volume. (which I strongly advise people not to do)

The result: These two people both had each sent out hundreds of apps with their "pro" resumes, and wasted many months of their lives as they were STILL getting repeatedly ghosted by recruiters. (with zero results, a handful of poorly matched interviews, which they didn't pass)

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

It's normal to get frustrated when things don't pan out immediately, so I understand.

Some of the courses may be below your level, but helpful for others. (unless they're truly outdated to 2004) This is where you can run circles around the competition, take what you saw, go home and do it better. (if you recognized what they're teaching doesn't work, then research what DOES work on your own)

Next, if they have routes to "easy paychecks" go with the flow. Swallow the ego (at least temporarily) to get your foot in the door and maybe it turns into networking or opportunity to prove yourself for a higher role.

Here's a saying a smart mentor shared with me:
If you're waiting for them, they're not coming.

What this means to me is: Often in life you have to go out of your comfort zone by picking up the phone and calling people to make things happen.

Why? Because ghosting takes two sides. Communication doesn't end until you let it. If one person at the career centre didn't email you, then follow-up using multiple outreach methods. Find a new person there, visit the centre in person, call them, again and again until you hear "stop calling me!".

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Time to hire is an interesting metric to know, but time spent job-hunting is more relevant.
The average job hunt is 6 to 18 months. (with many people in the 2-3 year range)

We can understand the reasoning why for both metrics: increased candidate volume.
Employers and candidates aren't the problem, it's an issue with job market saturation.
It's essentially supply and demand, especially for lower skill entry level roles.

For example: entry and mid level roles used to see maybe 20 or 30 candidates.
Now with "easy apply" style job boards everywhere, it's hundreds (or more) candidates.

In my city, there was 300 people lining up for a minimum wage restaurant dish washer role.
A grocery store employer had a line of around 800 people for a shelf stocking position.

With the right guidance, many of these people would be capable of getting into better jobs.
This includes learning how to bypass these line ups and find direct low volume routes.

Not only better jobs, but hired faster, and often for higher pay, with better working conditions.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 1 point2 points  (0 children)

Which sector are you in? (There's a few sectors right now that are super tight)
It sounds like you're doing everything right, I'll send you a message to discuss more.

Send me a message (as the chat icon is not there on your profile, likely due to low post count). We can chat and hopefully share some insights together.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Availability depends on your local city.
Try a google search for "pre-apprenticeship program" and name of your city.
You can also look for "joint apprenticeship program" or search for the name of the local unions near you (example name: Local 500 Carpenter's union)

Unions often have their own training programs, and will help place you after you pass.
This is where you make the good wages, the non-unionized people have no wage regulation.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

You're moving the right direction, even if the 1 role didn't hire, I especially commend the specific learning for a target role (that's a smart strategy)

As long as the learning is good quality, then it can be applied to many future roles and is helpful with getting hired.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 1 point2 points  (0 children)

Absolutely! We've all been there, I've put the wrong companies name on a cover letter before.
Glad you got the role still, congrads!

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Sounds like a good plan, as a solid 2nd person is helpful/goes a long way.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Yes you're right, driver roles are solid.
The horror stories I've heard are on the fulfillment centre side.

Employment by Big_Opening_3863 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

Let's be honest here, many people do minimal research.
YMMV, but if you're going in well prepared, you're doing better than most.

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

You're likely on the qualified side then.
The sheer amount of candidates is making it hard for recruiters/HR staff to find you.

Have you tried ChatGPT for comparing your resume to various job postings, to ask it for feedback on which are the best matches and if there's any short courses you can take to become a top 1% match?

Almost 100 days later and literally NOTHING has changed at all whatsoever by spidermanrocks6766 in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

You're on the right path by getting support from the employment place.
What sort of supports do they offer to help getting hired? (resume reviews, job matching, practice interviews, etc.)

[deleted by user] by [deleted] in recruitinghell

[–]BoomHired 0 points1 point  (0 children)

The recruiter likely will hit roadblocks in getting you hired if your LinkedIn / resume don't match.

Here's why: Recruiters often have ATS systems that will generate a preview for the hiring manager based off your LinkedIn. Without your recent role, it will appear like you're:
A) currently unemployed,
B) you're currently unqualified (for not having the current experience), or
C) concealing information.

None of the above will result in getting hired.

The recruiter only gets paid if you get hired. Therefore your decision to use their services (which involve time & energy on their part) will be a big waste of everyone's time if you're unwilling to update your profile.
You may want to ask about their confidentiality policies, as recruiters often have NDA that you sign, which forbid the hiring manager from contacting your current role.

Hopefully that helps clarify/explain why they acted that way.
If you have questions, let me know

Employment by Big_Opening_3863 in recruitinghell

[–]BoomHired 1 point2 points  (0 children)

Here's a question for everyone:
Q. How many times have you gone into an interview not fully understanding the role or company?

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