Chief of Staff KC’s Post

Dear Hiring Managers, A resume doesn’t do the job—people do. Let’s stop rejecting candidates for reasons like: - Career gaps - Age - Being overqualified - Changing jobs often - Working in small companies - Lower past salaries Everyone deserves a fair chance to prove themselves. Some just need the right opportunity to show their potential. Hire for skills, passion, and attitude—not just what’s on paper. Your next great hire might be someone you’re overlooking. #CorporateHiring #HireForSkills

Don’t Judge a Resume by Short Stints Alone! As recruiters and hiring managers, it's easy to see multiple short-term roles on a candidate's resume and have concerns. But sometimes, there’s more to the story. I recently spoke to a candidate who made a switch only to have the plant close just 10 months later. The next company laid off hundreds including this candidate after just 6 months at the company. Situations like this are beyond the candidate's control and are not a reflection of their loyalty or abilities. Before discounting the candidate, take the time to understand the why behind their moves. #recruiting #hiring #careeradvice #talentacquisition #leadership

"Oh, you wanted feedback on those CV's you sent through last week Craig?" 😂 "We are super busy at the moment, we will come back to you when we can" This is becoming more common practice at the moment. It is important that when you are hiring for a role, that you actually take a moment to assess whether it is a priority to you and your business to hire this role right now. 🧐 💡Do you have a NEED to hire? 💡Is it a PRIORITY hire? 💡What is the IMPACT if you don't hire? #hiring #cvfeedback #process #efficiency #ripchadwickboseman

How many incredible hires have we missed out on because of resume 'red flags'? Gaps, career pivots, or a non-linear path shouldn't be deal-breakers. Skills and adaptability don't fit neatly on a page, so why do we expect them to? Are we ready to stop hiring based on 'perfect' resumes? #Recruiting #TalentAcquisition

How many incredible hires have we missed out on because of resume 'red flags'? Gaps, career pivots, or a non-linear path shouldn't be deal-breakers. Skills and adaptability don't fit neatly on a page, so why do we expect them to? Are we ready to stop hiring based on 'perfect' resumes? #Recruiting #TalentAcquisition

How many incredible hires have we missed out on because of resume 'red flags'? Gaps, career pivots, or a non-linear path shouldn't be deal-breakers. Skills and adaptability don't fit neatly on a page, so why do we expect them to? Are we ready to stop hiring based on 'perfect' resumes? #Recruiting #TalentAcquisition

If after reviewing over 1000 candidates, you still haven't found the right fit, the issue might lie within your criteria. I've encountered strange reasons like disliking someone's socks or accent, which indicates a lack of readiness to fill the position. Remember, hiring is about finding the best match for the role and the team. #RecruitmentTips #HiringProcess

"It's disappointing to see companies decline a CV without even giving the candidate an opportunity to be interviewed! It's crucial to remember that a piece of paper can only tell so much about a person's skills, experience, and potential. By not giving candidates a chance to showcase their abilities and passion, companies might be missing out on top talent. Let's strive to create a more inclusive and fair hiring process, where everyone gets a chance to shine! #HiringReform #GiveCandidatesAChance #InterviewOpportunities #DontJudgeACVByItsCover #TalentMightBeMissed #FairHiringPractices #InclusiveHiring #JobSearchStruggles

The consensus seems to be that hiring someone with potential would be best. However, how does one measure potential? I'm a firm believer in making data driven decisions. What data does one use to show if candidate A has more potential than candidate B or C? Also, it appears that there is a large percentage of us that could be considered SME's for the roles we are applying for. Why, not choose an SME? (Let's say the Salary meets expectations for the SME) I actually agree with this post. Unfortunately, right now there are just as many folks that could be a great fit/ perfect for the role but they are being rejected just like everyone else. There is more of an issue with the current hiring process than just the search for the "perfect candidate".

The job market for the corporate world is broken since the following: Seeing those individuals with 5/10/15 years of experience being offered positions $5K-$25K less than what they should be deserving of Seeing entry level applicants being required to go through interview processes that a Mid or Upper level management had to experience Companies proclaiming records profits but then also justifying laying off hundreds or thousands of employees for crucial roles while forcing the work load on those remaining. To anyone who is experiencing this, I feel for you in every capacity. If you are going through any of the above, lets get a beer or coffee, and see what can be done to move forward. We should be supporting each other from the bottom up, not relying on those at the top who wouldn't look down. #thursdaythoughts #reachout #hiring #jobmarket