rs are like any other specific tool..useful in specific times and situations, but we aren't a swiss army knife.
It also helps to have a year or two of experience before you even approach a recruiter..why would a company pay one of us to deliver them an entry level person..they can get 'em for free anywhere.
Question two: Hell yeah I read cover letters, so make it a good one. tell me what you want and how much money you make.,.,don't waste time telling me how good you are, that should be on the resume, expressed in terms of deals you've closed, problems you've solved, and revenue generated.
You mention intangibles..those aren't important in the initial stages...If the tangibles meet the specifications of our clients, you'll have plenty of opportunity to bring out the intangibles during the interview process.
Question Four: If anyone is bothered about being approached thru linkedin, they shouldn't be on there in the first place. that's what it's there for.…
I've promoted rather passively as part of my resume/career consulting biz, but have recently become more aggressive about it. Instead of writing a cover letter template as part of my standard package, I'm now offering LI setup in its place. To my further astonishment, sometimes even after I set up the LI profile, clients aren't activating it. And I'm talking high-level execs who ought to know better. Conclusion? Job seekers are suffering from TMI.
discussed to captivate jobseekers. Even on platforms such as LinkedIn, we have seen an increase in job applications/interest to ads that aren't automated.
I will always stick by the thought that quality job descriptions will bring in quality candidates...but maybe I'm just an exercised copywriter!-Charlotte, AFhttps://www.linkedin.com/company/austin-fraserhttps://twitter.com/AustinFraserLtd…
quotes from a wildly successful team builder, Mr. Musk. And, according to some impressive organic traffic and social sharing stats, I grazed over something worthwhile.
2. EM company recruiters aren't the topic of this post. The reason I chose to cover Elon Musk is that he has remained intimately involved in his company's recruiting processes despite his highest-of-high-level roles. In fact, speaking with SpaceX or Tesla recruiters would have been irrelevant to this post, unless of course they had worked side-by-side with Elon in the recruiting process.
3. Here's where my defense of Elon Musk ends ;)
using the tool to their advantage for years, many aren't sure where to begin and how to build their strategy.
This session will cover:
How to setup and optimize your page
The importance of defining your target audience
Three categories of content that can be used on Facebook
Some basic ways to recruit and build a Facebook community
How to manage your community and your time efficiently
ong those lines. They are, in many cases, pure academics who have no idea what to tell them aside from an article they might have recently read on cover letters. Now there are a few exceptions, I know a couple former recruiters that have found their way into these roles, but seems few and far between.
How do we change it...? Now that's a heavy lift...
Robin Eads said:AMEN! One of my biggest frustrations as a recruiter is people that apply to a job they OBVIOUSLY aren't qualified for. I would much rather have someone approach me and say "This is what I want to do, do you have a place for me?". I'm much more likely to try to help them with that approach. Unfortunately, college grads are being guided by career counselors that know ABSOLUTELY NOTHING about today's corporate environment and structure.
How do we fix it?