Talnt

View Our Open Jobs! https://lnkd.in/erGZacjU

🚨 The No Call No Show Nightmare 🚨 Imagine this. You work tirelessly to help a candidate land their dream job. ✅ You guide them through every step ✅ You help them perfect their resume ✅ You coach them for interviews, hype them up, and prep them for success ✅ You even help them resign from their old job the right way ✅ You negotiate an amazing offer for them And then. Radio silence. Yesterday, my candidate was supposed to start their new job. But they did not show. No call. No text. No explanation. Just gone. And to top it off, they blocked my number. Here is the harsh truth. This does not just affect me. It affects everyone involved. ❌ The company now has an empty seat and lost productivity ❌ The hiring manager looks bad for pushing this hire forward ❌ The team has to scramble to cover the work ❌ The recruiter, me, has to rebuild trust with the client And the worst part. The candidate burned bridges they did not need to. If something changed, a simple conversation would have been enough. Hiring managers get it. Recruiters get it. But ghosting is a career killer. 💡 Have you ever had a candidate disappear at the last second? How did you handle it? 🔁 Know a hiring manager who needs to hear this? Repost to spread the word. #recruitingfail #hiring #candidateexperience #careeradvice #jobsearch

Your job post isn’t the problem. Your hiring process is! Companies say they’re struggling to find talent. But let’s be real. Talent is out there. The real issue? Your hiring process is pushing them away. Here’s why candidates are walking: 🚩 Your interview process drags on for weeks. Top candidates move fast. If you have more than three rounds, ask yourself: Are we testing for skills or just hesitating to make a decision? 🚩 Your salary isn’t competitive. Good people won’t take a pay cut “for the opportunity.” They know their worth. Have you updated your comp strategy recently? Because your competitors have. 🚩 Your job descriptions are vague or unrealistic. “Rockstar needed! Must have ten plus years of AI experience” (for a tech that’s existed for five). Candidates can see through the fluff. Clarity attracts the right talent. 🚩 You ghost candidates. No updates. No feedback. Just silence. Candidates notice, and they don’t forget. A bad experience costs you more than a simple rejection email ever will. 🚩 Your employer brand is invisible. No one just knows your company is a great place to work. Are you showcasing your culture? Your team? Why people should choose you? If not, someone else is. Recruiting isn’t just about filling seats. It’s about creating a process that makes great candidates want to say yes. 💡 Have you ever lost an amazing candidate because your process took too long? Let’s hear your stories! 🔁 Know a hiring manager who needs to hear this? Repost to spread the word. #hiring #recruiting #talentacquisition #candidateexperience #jobsearch

🔥 The #1 hiring mistake I see over and over again? Waiting for the "perfect" candidate. Let me paint a picture: You’ve got a role to fill. You’re scanning resumes, interviewing, and then—bam—you find someone who’s almost there. They’ve got 90% of what you need, but they’re missing one specific skill. So you hesitate. "Let’s keep looking. Maybe someone better will come along." Weeks go by. No one stronger appears. The market moves fast, and that almost-perfect candidate? They’ve already joined another company—one that saw their potential instead of their gaps. 🚨 Perfect doesn’t exist. Strong potential does. 🚨 The best hires aren’t the ones who check every box on Day 1. They’re the ones who: ✅ Have the right attitude and adaptability. ✅ Can learn and grow into the role. ✅ Align with your company’s values and mission. Hiring isn’t about filling a job. It’s about investing in people who will drive your business forward. 💡 Have you ever passed on a candidate and later regretted it? Let’s hear your stories! 🔁 Know a hiring manager who needs to hear this? Repost to spread the word. #Hiring #Recruiting #TalentAcquisition #HR #HiringMistakes

🚨 STOP GHOSTING CANDIDATES. IT IS COSTING YOU MORE THAN YOU THINK. 🚨 You have been there. A candidate pours their time and energy into your interview process, only to be met with radio silence at the end. But here is what most hiring teams do not realize: Ghosting is not just rude, it is expensive. Here is how: - Reputation Damage Candidates talk. Sites like Glassdoor and LinkedIn amplify bad experiences. One ignored email can cost you top-tier applicants down the road. - Lower Offer Acceptance Rates If your process is disorganized, candidates will assume your company is too. They will take an offer from a company that respects their time. - Lost Revenue A poor candidate experience equals fewer referrals, slower hiring, and lost productivity. It is a ripple effect that impacts your bottom line. So what is the fix? Simple. Close the loop. ✅ Automate rejection emails with a personal touch. ✅ Provide feedback even if it is just a short note. ✅ Set expectations upfront. “If you do not hear from us by [date], reach out.” The best recruiters know this. Every candidate is a potential future hire, customer, or advocate. Treat them that way. 💡 Have you ever been ghosted in a hiring process? What was your takeaway? 🔁 Know a recruiter or hiring manager who needs to hear this? Repost this to spread the message. #CandidateExperience #HiringBestPractices #RecruitingTips #EmployerBranding #TalentAcquisition

Most Recruiters Are Wasting Their Time on the Wrong Things If you spent today reacting instead of executing, you are already behind. Recruiting is about speed, precision, and momentum. The best recruiters know exactly where their time goes. The rest? They get buried in low-impact tasks that do nothing to drive hires. 🚨 Time Wasters That Kill Productivity: ✖ Checking emails all morning with no plan ✖ Endless back-and-forth scheduling ✖ Sitting in meetings that add zero value ✖ Posting a job and waiting for applicants 🔥 Where Elite Recruiters Focus Instead: ✅ Start the day with outbound engagement, not emails: The first move of the day should be reaching out to top candidates before they get flooded with offers from competitors. The best talent is not waiting around. ✅ Run a priority pipeline check before anything else: Before you take another meeting or check another email, know where every open role stands. The fastest recruiters are the ones who can course-correct in real-time instead of realizing too late that a role is stalled. ✅ Send targeted check-ins that spark action: A quick, well-placed follow-up to a hiring manager or candidate can move the process forward faster than any system update ever will. If you are not getting responses, your message is too generic. ✅ Leverage automation the right way: If you are still manually scheduling calls, updating spreadsheets, or sending the same email multiple times a day, you are losing hours every week. The best recruiters build workflows that do the heavy lifting, so they can focus on closing deals. Recruiters who control their time, control their results. The ones who wait? They lose the best candidates before the week even starts. 💡 What is the biggest time-waster you have eliminated from your workflow? 🔁 Repost to help recruiters focus on what actually moves the needle. #RecruitingTips #EfficiencyMatters #HiringSuccess #TalentStrategy

How to Crush Your Phone Screen in 5 Steps ☎️ First impressions matter, even on the phone. A strong phone screen sets the stage for the rest of the hiring process. Here’s how to make sure you stand out: 1️⃣ Answer in a quiet place. Background noise is distracting and can make it harder for the recruiter to focus on what you’re saying. 2️⃣ Have your resume in front of you. Be ready to discuss your experience, skills, and accomplishments without scrambling. 3️⃣ Research the company beforehand. A little prep goes a long way—know what they do, their values, and any recent news. 4️⃣ Keep answers concise and focused. Avoid rambling. Stick to clear, direct responses that highlight your strengths. 5️⃣ Ask a question at the end. It shows you’re engaged and thinking critically about the role and company. 💡 What’s your favorite tip for phone screens? Drop it in the comments! 🔁 Repost to help more job seekers ace their interviews. #InterviewPrep #PhoneInterview #JobSearchJourney #RecruitmentTips

Hiring Is Expensive. Losing Employees Costs Even More. Companies focus so much on hiring that they overlook the real money drain, employee turnover. Replacing an employee isn’t just about finding a new hire, it’s a costly, time-consuming process that impacts productivity, morale, and the bottom line. Here’s what turnover actually costs: 💸 Replacing an employee costs up to 2x their annual salary, factoring in hiring, onboarding, lost productivity, and training. For high-level roles, that number is even higher. ⏳ It takes an average of 42 days to fill a role, leaving teams short-staffed and putting extra strain on existing employees. 📉 New hires take 6+ months to reach full productivity, meaning every departure slows down momentum and affects long-term business goals. 🚪 Over 70% of turnover is preventable when companies invest in engagement, leadership development, and a strong workplace culture. Retention isn’t just about keeping employees happy, it’s a cost-saving strategy that directly impacts business success. Keeping great employees will always be cheaper than replacing them. What’s your #1 strategy for retention? Let’s discuss. 🔁 Repost to remind companies that retention is the best hiring strategy. #EmployeeRetention #HiringStrategy #WorkplaceCulture #TalentManagement

Salary & Negotiation: Finding Common Ground Salary discussions don’t have to feel like a battle. When candidates and hiring managers approach negotiations with transparency and preparation, both sides walk away with a better outcome. Here are the pros and cons of common negotiation strategies: ✅ The Case for Salary Transparency ↳ Builds trust between candidates and employers ↳ Saves time by aligning expectations early ↳ Reduces pay gaps and promotes fair compensation ❌ The Risk of Avoiding Salary Conversations ↳ Wasted interviews if expectations don’t align ↳ Candidates may lose trust in the company’s process ↳ Can lead to higher turnover if employees feel underpaid ✅ The Power of Market Research ↳ Helps candidates advocate for their worth ↳ Gives hiring managers insight into competitive salaries ↳ Creates a fair, data-driven starting point for discussions ❌ The Problem With Rigid Salary Ranges ↳ Might deter strong candidates who could bring high value ↳ Can limit flexibility for negotiation ↳ May not account for experience levels and unique skill sets Negotiation should be collaborative, not confrontational. When both sides come prepared with data and realistic expectations, it leads to better hiring experiences and long-term satisfaction. 💰 Have you had a great (or terrible) salary negotiation experience? Let’s discuss. 🔁 Repost to help others navigate salary conversations with confidence. #SalaryNegotiation #CareerGrowth #HiringTips #FairPay

Did you know 80% of candidates say one bad recruiting experience can sour them on a company forever? Let’s make sure your first touchpoint keeps them hooked, not chased away. Quick Tips for Recruiters: Improving Candidate Experience From Day One The candidate experience starts the moment someone applies for a job. A smooth, transparent process not only helps fill roles faster but also builds a company’s reputation. Here are a few small changes that make a big difference: 1. Respond Quickly ↳ Candidates appreciate updates, even if it’s just a quick acknowledgment that their application was received. Delays lead to lost talent. 2. Use Plain Language ↳ Drop the corporate buzzwords. Clear, simple communication builds trust and helps candidates understand the process. 3. Set Clear Timelines ↳ Let candidates know what to expect at each stage. A simple “We’ll follow up by Friday” keeps them engaged and reduces unnecessary follow-ups. 4. Personalize the Process ↳ Small gestures make a big impact. Use their name, reference something from their experience, and if they mention a pet, ask about it. People appreciate when recruiters see them as more than just a resume. 5. Close the Loop ↳ Whether it’s a yes or a no, always send a final response. Leaving candidates in the dark is one of the quickest ways to damage employer branding. A great candidate experience doesn’t take much extra effort, but it makes all the difference in attracting and retaining top talent. 💡 What’s one small tweak you made that improved candidate satisfaction? Let’s hear it. 🔁 Repost to help recruiters create better hiring experiences. Here is a picture of my puppy, Bee. #RecruitingTips #HiringBestPractices #CandidateExperience #TalentAcquisition