👀 One thing that’s standing out more recently is seeing the same job ad reposted over and over. If you’re not finding the right hire—or worse, the “right” hire pulls out late in the process, it’s time to rethink your strategy. Ask yourself: 👉 How many hours have you spent sifting through applications instead of focusing on your main responsibilities? 👉 What’s the cost of leaving this role unfilled, or worse, starting the hiring process all over again? 👉 How much longer can this role stay unfilled without impacting your team’s performance? At Odin Careers, we understand that hiring isn’t your core focus—but it is ours. ✅ Pre-screened, quality candidates – We bring you only those who are truly right for the role. No more wasted time on unsuitable applications. ✅ A partner you can trust – We know your business and your needs, ensuring that only the best candidates make it to your desk. ✅ Stay focused – While we work on finding you the right fit, you can focus on what matters most. When it's a business-critical role, you need someone you can trust to get it right the first time. Reposting isn’t a strategy; partnering with a recruitment expert is. 💼 #RecruitmentPartner #BusinessGrowth #HiringStrategy #OdinCareers #HR #TalentAcquisition

Providing a good candidate experience costs money. Because time is money. Too many companies are running their recruiting teams so lean that they are juggling dozens of open positions without administrative support. Candidate experience suffers as a result. It may seem easy to provide feedback and follow up, but it is time consuming. Companies, you need to invest in your recruiting team, so they can do their jobs correctly. Your brand depends on it. #candidateexperience #recruiting

"What's the comp range for X role these days?" Naturally, I get this question a lot. And the truth is - it’s complicated. Comp ranges shift fast and vary by region. My top tips on how to set a strong range: ✅ Don’t rely solely on pricey comp reports - they’re often outdated and lack regional specifics. ✅ Comp ranges in similar job postings? Helpful, but you have no insight into what's actually happening behind the scenes. ✅ Talk to hiring managers who’ve recently filled similar roles. Ask about challenges, candidate expectations, and the best comp to attract top talent. ✅Speak with recruiters like me who hire for these roles daily. We’re usually open to sharing insights. Recently made a great hire? What tips would you add? #compensationtrends #recruitmenttips #startuphiring

🚀 Attracting top talent shouldn’t feel like finding a needle in a haystack! With over 76% of HR managers spending too much time sifting through unqualified candidates, it’s time to rethink our approach. Creating engaging, bias-free job descriptions is key to drawing in the right talent. Say goodbye to outdated jargon and hello to clarity! 💡✨ Leverage innovative hiring platforms like EVA-REC to streamline your process. Just input the job title, and let the platform suggest the essential skill sets. It’s that simple! Let’s make job descriptions relatable and appealing—because top talent deserves to feel excited about applying! 🌟 #Hiring #HR #TalentAcquisition #JobDescriptions #EVA_REC

Providing a good candidate experience costs money. Because time is money. Too many companies are running their recruiting teams so lean that they are juggling dozens of open positions without administrative support. Candidate experience suffers as a result. It may seem easy to provide feedback and follow up, but it is time consuming. Companies, you need to invest in your recruiting team, so they can do their jobs correctly. Your brand depends on it. #candidateexperience #recruiting

Employers: Don’t overlook internal hires when addressing staffing needs! When looking to fill open positions, many employers overlook the potential of their own employees. Two of the biggest upsides to promoting existing staff members are efficiency and cost-effectiveness. Internal candidates tend to be easier to identify and schedule interviews with. You also save on the costs of finding, recruiting and hiring new employees. There may be lower risk, too, because you should already have documented records of internal candidates’ performance histories. However, bear in mind that not every employee is suited for a more “high stakes” role. And internal promotions can create unhealthy competition and resentment. Bottom line: Be flexible when hiring. #employer #internalhire #promotion

Do you think employee experience begins during recruiting? According to Starred, candidate experience has real impact. On the flip side, studies show that 41% of candidates won’t buy from a company after a bad candidate experience, and 72% will share their negative experience with friends and family. When designing hiring experiences, remember that every candidate is a prospective team member, and perhaps a customer. Aim for experiences that demonstrate the importance of excellent communication at your company, inside and out. Our recruiters provide outstanding communication throughout hiring on your behalf. We help you manage expectations and follow up when you promise. We also provide feedback and closure to candidates who are no longer being considered, which results in a better overall brand experience. Learn more about the impact we make! Sign up for a complimentary consultation here: https://lnkd.in/dvfH_r5 #Careers, #HumanResources, #TalentAcquisition, #Recruiting, #EmployeeExperience

I’ve read 75+ articles on hiring so you don’t have to. A list of the top articles, forums, tweets, and LinkedIn posts on hiring (for you to save): 1/ Your Approach to Hiring Is All Wrong on Harvard Business Review by Peter Cappelli: https://lnkd.in/ePm9amjn 2/ The SignalFire State of Talent Report: 2023 tech employee trends on the SignalFire Blog by Heather Doshay & Asher Bantock: https://lnkd.in/eDjrqt-G 3/ Are Job Boards Dead? A Look Into The Future of Recruitment Advertising on Recruiter.com by Matt Charney: https://lnkd.in/enbikayb 4/ Don’t Hire Based on Job Title — Hire Based on Business Strategy on Recruiter.com by Brad Schneider: https://lnkd.in/ezYnnrhZ 5/ How to Cut Through Employer Branding Noise and Stand Out on Undercover Recruiter: https://lnkd.in/eMGcGe5q 6/ New Employee Benefits Transparency Rules: What HR Needs to Know on HR BarTender by Sharlyn Lauby: https://lnkd.in/e2pBCFhZ 7/ Noncompete Agreements: How the Latest Rule Impacts Your Company on HR BarTender by Sharlyn Lauby: https://lnkd.in/erk3ScsR 8/ Forward Thinking on talent, state capacity, and being hopeful with Tyler Cowen on McKinsey & Company by Janet Bush and Michael Chui: https://lnkd.in/e-fUBdUV 9/ How to Hire by Sam Altman (a classic): https://lnkd.in/etdNGMAJ 10/ A refreshing tweet by Greg Isenberg: https://lnkd.in/ezrTBzXs Have any other readings or resources on hiring you believe have been incredibly helpful for you? Would love to always learn more! If you're looking to build and scale your hiring process, or make it better comment or message me for a free demo of Parallel as well! #hiring #hiringmanagers #howtohire #list #readings

Dear Hiring Managers, New trends are running, After applying to many positions, got a call from company and got confirmation over call as well they asked for documents and then they don’t replied. After multiple followup gets answer that we will let you know or profile is on hold, or owner is out of station, we will update you after that. Candidates put in a lot of time and effort, and it's frustrating to feel like our applications are dismissed without consideration or some internal changes, it's clear something is wrong.  The hiring process should be more transparent and respectful of the effort we put in. Change it. #linkedin #hr #recruitment

Great article, and I'd like to add my two cents: First, engage and complete your internal hiring process BEFORE posting to the external world. Don't waste your, and external candidates, time meeting external candidates if the goal is to hire internally. Second, know how to gracefully handle turning down an internal employee for a role as it can stress the existing work/personal relationship. When an employee expresses interest in a role and you know they aren't ideal for it, speak to them and tell them why, versus going through the motions. And lastly, call me for the backfill as we are here to help!