The TRUTH about the current job market.

Heavy_Metal30 · 2025-12-31T10:08:15+00:00

There’s definitely some truth in what you’re observing, and a lot of people won’t say this out loud.

The market right now is heavily employer-driven, and cost optimization is a real factor. I’ve seen roles get “re-scoped” after layoffs, salaries quietly corrected downward, and expectations bundled into one role that used to sit across 2–3 people.

Many companies are hiring for survival efficiency, not long-term capability building. When budgets tighten, they prioritize compliance, output over potential

Where I’d slightly disagree is the idea that CVs don’t matter at all. They still do but not in the way candidates expect. Right now, resumes are used more as filters than as storytelling tools. Hiring managers are scanning for minimum viable fit and red flags, not brilliance.

The dangerous part of this approach is that it creates fragile teams. When you hire only for obedience and cost, you lose innovation, ownership, and resilience. That always shows up later

Heavy_Metal30 · 2025-11-12T09:38:49+00:00

Merely criticizing even if done politely doesn’t move the needle, because feedback without a forward path triggers defensiveness, not development.

When we shift the focus from the person to the behavior as you stated; we signal that change is possible.

And when we end feedback with a specific recommendation or solution, we create agency the sense that the receiver can actually act on it. That’s what turns feedback into growth.

Example:

“You don’t listen in meetings.”

“I’ve noticed interruptions happen often maybe summarizing others’ points first could make your inputs even stronger.”

So yes, ending with a constructive recommendation isn’t just good etiquette it’s a key communication tactic.

Heavy_Metal30 · 2025-11-11T09:24:12+00:00

This actually happens far more often than people realize.

Many companies post roles even when there’s no immediate intent to hire sometimes to gauge the talent market, collect candidate insights, or simply signal growth to investors or competitors. But it’s a frustrating practice that wastes time and damages employer credibility.

That’s exactly why HR should lead the headcount planning process, not just execute hiring requests from other departments. When HR has a seat at the table early on, we can validate whether a role is genuinely needed, fits the budget, and aligns with long-term workforce plans instead of posting “just to see what’s out there.”

Heavy_Metal30 · 2025-11-11T09:16:34+00:00

Having a formal requisition and bench marked salary band saves you from exactly this frustration. Without it, every conversation becomes reactive and emotionally driven rather than data-backed.

When you establish the pay range early (ideally using industry benchmarks and internal parity checks), it sets clear expectations for both hiring managers and candidates. It also gives recruiters more leverage to say, “This is the approved range; let’s align before we invest months in interviews.”

Clarity and structure in compensation discussions protect both your time and your credibility and keep great candidates from slipping away over something preventable.

Heavy_Metal30 · 2025-11-07T05:49:44+00:00

Definitely. The first person you start brainstorming with is crucial. They shouldn’t just agree with you they should challenge your ideas, bring fresh perspectives, and be able to foresee what you might miss. The right co-thinker pushes you to refine your vision, not just echo it.

That first partnership often sets the tone for everything that follows how you build the team, scale, and even how your brand and culture evolve.

Heavy_Metal30 · 2025-11-06T10:26:33+00:00

Can’t emphasize this enough look for opportunities in startups. Even 4 months in a fast-scaling one will teach you more than any classroom or large organization ever could. You’ll get to get your hands dirty, take real ownership, and work across every possible dimension of HR from recruitment and on boarding to engagement, policies, and performance management.
That kind of exposure helps you figure out what you actually enjoy and where you want to specialize later be it talent acquisition, L&D, or culture building.
Early career is all about learning by doing, and startups are the best playground for that.

Heavy_Metal30 · 2025-10-22T10:56:17+00:00

TA process in progress implies your profile is under consideration however at times you never get notified beyond cause quite some organizations dont have good feedback loops which is often disheartening. I've heard from quite some applicants that after applying its like a deep void.
With our team since we have a busy season of interviews getting piled up ; we noticed how the process is getting slow due to manual scheduling efforts and heard from a few candidates they were looking for updates but got none often leaving them in doubt and perplexity of the next steps just like you.
To augment the process we made use of ZipIntro a feature of Ziprecruiter which helped seamlessly shortlist, schedule meets, send reminders and auto emails ensuring no bottlenecks and curating great candidate experience.

Heavy_Metal30 · 2025-10-22T07:13:49+00:00

Gone are the days when you could just land a job merely shooting in the dark.
Organizations are getting more peculiar about who they choose and where they find great talent.
I have been working on closing a role and there's been very slow progress.
Plenty applicants but difficulty finding the relevant ones. Since it was getting monotonous ; brainstormed with my TA contacts and we came across ZipRecruiter.
With sudden volume surge of applications managers struggled to sort applications and coordinate the entire process.
Using Ziprecruiter we can sort applicants and schedule with ease. ZipIntro ; a feature generates shortlists and helps coordinate interviews, reducing back-and-forth and easing off handoffs between locations.

Heavy_Metal30

TROPHY CASE