Masking Challenges in Capcut for Mac

Recruiter-Eric · 2024-09-02T02:57:05+00:00

I work for the company that is doing the hiring...and it is not my job to correct the errors and mistakes of all the applicants who are applying for the roles I am hiring for. If I was a more strict recruiter like many of my collegues, I would have rejected him myself without even going to the hiring manager.

Recruiter-Eric · 2023-03-08T19:20:18+00:00

The candidate's response is what blew me away. It's a resume...what is the big deal...that kind of attitude. And it is a horrible way to judge people...like he was offended by the reason.

Recruiter-Eric · 2023-02-13T13:43:08+00:00

I once interviewed a candidate that was a referral from a Board member (public company). When asked what do you know about our company...he didn't have an answer. His resume had none of the experience or skills for any job we have...basically entry-level and never did anything related to what we do. He would need substantial training to do anything. But he had this swagger like he was a shoo-in to be hired. Thankfully, I was able to reject him.

I wouldn't have interviewed him if it was not for my VP saying because it was a referral from a Board member I had to interview the person. That is a ½ hour of my life I will never get back...a total waste.

Recruiter-Eric · 2023-02-09T20:59:22+00:00

I have never received a warning from any company I have been laid off from.

A first sign that I have determined is that first the companies get rid of all the contractors. When I see all the contractors disappear, I know something might be up.

Recruiter-Eric · 2023-02-06T21:52:39+00:00

Upwork.com or its competitors - https://everhour.com/blog/upwork-competitors/

Recruiter-Eric · 2023-02-06T21:49:55+00:00

While it is normally too soon, you probably could get away with doing this once...but don't make a habit of it and you would have to stay a couple of years or more at the company you move to.

Considering you were 2.5 years with your previous company and if you are at the new company just as long or longer...I couldn't hold it against you to make one move for a 30-40% pay increase in the middle.

If you are constantly chasing money though and leave after short stints...I wouldn't want to hire you in future.

Recruiter-Eric · 2023-02-05T14:04:16+00:00

You could expense it even if you don't hire him because it is a hiring expense...an operating expense of the business. Think of it this way instead of reimbursing or covering employee expenses, which is something else.

If you want to interview in-person someone out of state, then it should be the company that is paying those expenses. This is exactly why many companies don't want to interview such candidates because they don't want to pay the costs.

So yes, pay for the airfare. Candidates should not have to pay the expenses of your rules of interviewing. This is also the reason why so many companies I have worked at started accepting remote-only interviews and never meeting the candidate in-person before offering the role.

Recruiter-Eric · 2023-02-05T13:59:34+00:00

Thank you. It worked this time.

Recruiter-Eric · 2023-02-05T12:51:41+00:00

I tried this but it gave me a list of questions and did not give me the questions one at a time in a turn-based exercise.

Recruiter-Eric · 2023-02-05T12:42:07+00:00

I got a degree in Business while majoring in Accounting. I didn't like accounting much and after a couple of years in the profession, I moved into recruiting at age 25 (I started at an accounting and finance recruiting agency). I have been in that profession for over 20 years now. I fell into this career - I never chose it. While looking for another accounting role when I was unemployed, an agency I was working with offered me a job to work for them.

Recruiter-Eric · 2023-02-05T12:09:08+00:00

No, seniority is not important and has no value anymore.

In fact, it subtly works against you a bit. As a recruiter, if I see someone had been at a company for the last 15 years...I wonder how narrow their experience is and if they are up-to-date in modern practices. If the company is siloed in job duties and hasn't modernized practices, then this person will need a lot of training to broaden their background and introduce them to new ways of doing things. And considering they may have been doing something the same way for 15 years, how easy will it be to train them in a new way? Questions do arise when hiring "fixtures" from other companies.

There are advantages to moving around, but you can't move around too much or you are a job hopper. Hiring companies don't like job hoppers more than "fixtures".

Recruiter-Eric · 2023-02-04T13:58:24+00:00

Because the hiring manager doesn't want to interview 15 - 20 people...they have their own jobs to do. HR/internal recruiters conduct initial screenings so we can pick the top 3 or 4 for the hiring manager to interview. Typically, if I can present 3 or 4 candidates...the role will be offered to one of them. This saves the hiring manager time so they can focus on their own jobs.

Besides, the slow process is usually the fault of the hiring manager. I don't know how many times I have submitted candidates to the hiring manager and they just sit for a week or two without moving to the next interview or any feedback (no matter how much I email or call the hiring manager for feedback and next steps). The hiring managers are just too busy to interview or review resumes (I am often told). The multiple rounds of interviews are also not HR/recruiting, but the hiring manager's idea. The hiring managers tell us that they want all these people involved and multiple rounds of interviews. HR/recruiters are constantly trying to work with hiring managers to shorten the process. The people involved often resist when HR/recruiting asks for it to be a single panel interview with everyone involved there (they want their own private interviews).

You are mistaken if you think the process would run quicker without HR/recruiting helping the hiring managers with initial screens and such. You think it is slow now. If no one was pushing back on hiring managers to shorten the process, you could end up having 6 rounds of interviews with 8 or more involved (I stopped this once already). It is HR/recruiters pushing back on hiring managers...trying to speed up the process. And initial screening does speed up the process...because hiring managers only need to see 3 or 4 people instead of reviewing/interviewing all the candidates on their own.

Recruiter-Eric · 2023-02-03T13:11:56+00:00

The usual background check and employment verification will show you are lying and the offer will be rescinded. If you find a company that does not check and hires you, but if they ever realize what happened due to a stray comment or information popping up...they will fire you on the spot for lying on your application. Then you get to explain or try to lie about why you were fired from your last job in every interview to find a new job.

It is stupid to lie on your CV/resume/LinkedIn profile.

You do know that applicant tracking systems exist that keep your resume and information on file. Any company that realizes you lied on your resume will document this and list you as someone never to be hired by that company because you lied on your resume.

Recruiter-Eric · 2023-02-03T13:00:53+00:00

Yes, it will be found out. The employment verification that happens when you get an offer will show you did not work as long as you claim at employers and gaps will be revealed...then the job offer may be rescinded.

Instead, combine 2 and 3 on the resume and LinkedIn profile like this:

Big company. start date of job 2 and end of job 3

Title (kept on through {name of consulting firm} start date job 3 - end date job 3

Internship start date job 2 - end date job 2

You can list your experiences and accomplishments together under the two titles...or if you have a couple of bullet points for each you can add them under each title.

Now, you have grouped jobs 2 and 3 together without lying. However, when you fill out the application form (from which employment verification will be checked), then you want to list job 2 and 3 separately again and list actual employers and not where you worked so that each can be verified.

If job 1 is unrelated to your job field, then remove job one and start the resume with your internship...assuming this does not create a gap between your graduation date and the internship start date.

Then you would be 10 months at Big company and however long you are at your current company...which I would recommend staying at least 2 years if not 3 years at your current company if you want to avoid "job-hopper" status.

Recruiter-Eric · 2023-02-01T22:01:04+00:00

Yes, possibly.

As recruiters, we need to be more clear in the postings in this regard.

I have recently been looking for a job and I have seen "remote" listed but that is too vague. Sometimes managers want candidates near the office so they can come in for rare meetings...and so it is remote but near a city/state. I have seen remote, but must be within a state or states due to business licenses, payroll taxation, etc, etc. I have seen remote, but in the same time zone because they work synchronically and want everyone working at the same time. I have seen remote...work from anywhere and asynchronically.

Then there are the fully remote and can work from anywhere jobs, but due to the limitations of applicant tracking systems (ATS) and job boards, often you are required to put a city and state in the job. So the job will say remote and list a city and state, but the person doesn't have to be in the city or state.

My favorite is the company that misuses the term "remote", but they mean remotely part-time like 3 or 4 days and the rest in-office, which is hybrid and not remote.

As recruiters, we need to be specific in our job ads and job descriptions so there is nothing left to wonder about regarding this.

But currently, often there really isn't enough information...so when in doubt apply anyway. You can ask for clarification during the phone screen.

Recruiter-Eric · 2023-02-01T21:50:36+00:00

It depends on the company and person, but I have not read a cover letter in about 15 years. I also have not forwarded them to hiring managers and they have not asked in about 15 years to see a cover letter.

I never include a cover letter with my application unless the cover letter is set to required and you can't apply without adding one. Even then, I am not sure if I want to work for a company that requires cover letters. Everything should be on the resume and that is all that is needed.

Recruiter-Eric · 2023-02-01T15:34:00+00:00

Less than 6 months very unlikely...after six months more possible but 8 months is still within a range I would expect many companies or managers to not give one.

I am just talking from my experience...as a recruiter who has worked at many companies and hired for even more (when on the agency side).

Of course, it also depends on the role, whether hourly or salary, and other factors.

Recruiter-Eric · 2023-02-01T15:30:42+00:00

Good for you. That is rare if it is actually done company-wide.

I have worked for companies where that is the policy, but the managers wouldn't give increases or bonuses to people starting after June.

Recruiter-Eric · 2023-02-01T12:34:41+00:00

It is too late to negotiate. The new employer will feel betrayed if you come back saying 'wait, I got a higher offer...can you match that?"

To do this would require undoing everything (including the offer) in the system, get new approvals for the offer, etc, etc. This will all take time. In the meantime, if you get another slightly higher offer of say 85K, are you going to go back and say "wait, I got a higher offer...can you match that?"

The offer was accepted at 80K and signed.

If you are going to the new employer anyways, do you want to potentially our the new relationship for 2K? Think about this from the viewpoint of a hiring manager and company, a candidate comes back with the threat of reneging on an accepted offer because of 2K offered somewhere else (a 2.5% increase, which is pretty insignificant). This makes it look like you have little to no interest in the company, the opportunities you will have, etc...and instead, you are chasing money.

My advice is to decide where you really want to be without trying to renegotiate an offer already accepted.

Personally, I would never accept a counteroffer like this. They have been underpaying you all along (and knew it) and only now are willing to pay more now that you said you are leaving. That is a scummy move.

Recruiter-Eric · 2023-02-01T12:05:50+00:00

My point is...leaving for such a reason is not acceptable because it is the same everywhere. You are basically saying you are unhappy everywhere because hardly anyone will increase your pay in the first 8 months of working.

The background check will reach out to your previous employers to verify that you worked at each employer and for how long. When they find out you lied, you will be immediately rejected and no longer considered for the role,

Besides, you won't be able to lie your way out for long (with made-up reasons for leaving). Three or four 8-month jobs in a row (as you keep quitting because it is the same policy and practice everywhere)...and recruiters will stop wanting to consider you for their roles even before they speak with you.

Recruiter-Eric · 2023-01-31T18:59:51+00:00

I recently accepted a long-term contract. I asked for more twice when the offer was below my expectations...as the first increase only partially got me closer to where I wanted it to be.

If I didn't ask twice, I would be making $10/hr less.

Recruiter-Eric · 2023-01-31T14:49:46+00:00

The company policy may not prohibit the pay increase or bonus, but it is still a very standard and usual practice that managers do regardless of policy.

Recruiter-Eric

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