Lilita Alute-Cīrule

Dear Connections, 🌟 I wanted to share an important update regarding candidate availability during the recruitment process. Recently, we encountered a situation where a candidate who had initially confirmed their availability for all stages and met all requirements, unfortunately, became unavailable for the client round at the last minute.🤐 As a recruiter, ensuring a smooth and transparent hiring process is crucial for both candidates and clients. While unforeseen circumstances can arise, such instances highlight the importance of clear communication and commitment throughout the recruitment journey. In handling this situation, we promptly reached out to the candidate to understand their circumstances and explored options for rescheduling. We also communicated with the client to manage expectations and discuss potential alternatives. This experience serves as a reminder of the challenges recruiters may face and the need for proactive communication and contingency planning. I encourage fellow recruiters and hiring professionals to share their insights and best practices for navigating similar situations effectively. Let's continue to work together to foster a positive and professional recruitment experience for all parties involved.🤍 Thank you for your attention and support. Best regards, Neeraj Bhardwaj Talent Acquisition Specialist #hrrecruiter #talentacquisition

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As a recruiter, I know how important communication is with candidates and hiring managers! This is something I think can make or break cooperation with both parties (candidates and hiring manager). 🎯 So always take time to communicate, ask questions, and let know updates even if there are no updates. 🎯 You will gain more trust if you take time to communicate in the time frame you gave if you do not have any answer or there are delays just tell the candidate the situation. Communication is key in recruitment! 🙌 #communication #recruitment

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DISASTER OR BIG MISTAKE? Name it as you wish. I see that everyone is sharing opinions about something on LinkedIn, and I would like to complain about companies that ask for a motivational letter along with the CV, because it is well known that just sending a CV does not show that someone is motivated for work, it is necessary that someone should also write an essay about how he dreamed of working in that particular company from a young age and how he dreamed all his life about the moment when his wish would be fulfilled to communicate it to that company in a beautiful, emotional and, above all, touching motivational letter, which someone from that company requires because seven rounds of interviews and tests do not seem like enough harassment of job candidates. Should jobseekers be prepared for this, as we are seeing it happen more and more? Or, we should work more on taking this practice out? Why? The final slightly frustrating aspect of this, naturally, is that after all of those phases, ironically many of the job cob candidates are offered low salaries. I am afraid this has become a big issue.

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"How to maintain candidate engagement during the offer evaluation period?" When dealing with a situation where a candidate's offer is contingent upon a business's decision, it is important to maintain open and honest communication with the candidate. This not only fosters a positive relationship between the company and the individual, but also prevents any potential misconceptions or disappointments. As a recruiter, your primary objective should be to manage the candidate's expectations while keeping them informed about the progress of the offer evaluation process. This can be achieved through regular updates, phone calls, or even emails. Providing an estimated timeline for the decision-making process and keeping the candidate abreast of any developments will help them feel valued and engaged. It is also essential to acknowledge the candidate's efforts and contributions during the interview process. Showing appreciation for their interest in the company and the role will help maintain a positive relationship, even if the offer is not extended in the end. In such scenarios, it is important to remember that candidates are individuals who have taken time out of their lives to explore opportunities with your organization. As recruiters, it is our responsibility to ensure that their experience with us is a positive one, regardless of the eventual outcome.

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When going for a job interview, remember that the only person in the world willing you to get accepted for the position besides you, is the recruiter himself. A longer hiring process means more loss for the company, so they are willing to recruit the best available profile the soonest. So avoid being stressed, show that you are confident and try to impress them by storytelling. Be careful, exaggerating in showing confidence may turn the red flags on 🚩

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🚀 Exciting News! 🚀 I'm thrilled to announce that I have started my journey as a freelance recruiter! I'm here to help you find the right talent that matches the unique needs of your organization. If you're looking for dedicated support in your recruitment efforts, feel free to reach out. I am eager to serve your organization to the fullest and contribute to your success. 📩 DM me today to discuss how we can collaborate! #FreelanceRecruiter #Recruitment #HR #TalentAcquisition #OpenForOpportunities Looking forward to making impactful connections!

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🌟 Starting a New Job: Creating Your Own Onboarding Plan 🌟 Since I'm currently helping many people with job searches, and my clients receive offers after consultations, I'd like to emphasize that getting an offer, as many think, is not the end but just the beginning 😊 Starting a new job is always an exciting moment. I'd like to suggest an idea: after receiving an offer, create your own onboarding plan to help yourself integrate into the company, understand all the processes and handle tasks more effectively. Here is an example plan to help you adapt quickly and become part of the team. 🔹Getting to Know Key Influencers: Find out who the thought leaders in your company are and whom you can look up to. Schedule meetings with these people to get valuable advice and inspiration. 🔹Interacting with Departments: Identify the departments you will be closely collaborating with. Prepare for meetings with the heads of these departments to understand their expectations, needs, and priorities. 🔹Setting and Discussing Goals with Your Manager: Have a meeting with your manager to discuss short-term and long-term goals. Identify key performance indicators and plan your work to achieve these goals. Plan your goals for 3 months, discuss them, and check priorities with your manager. 🔹Familiarizing Yourself with Projects: Carefully study the projects you will be responsible for. Determine their current stage, what tasks have already been completed, and what needs to be done next. 🔹Procedures and Policies: Read all the internal procedures and policies of the company. This will help avoid misunderstandings and ensure compliance with all rules. 🔹Understanding Corporate Culture: Learn about the corporate values and traditions of the company. This will help you integrate into the team faster and understand how decisions are made. 🔹Training and Development Plan: Develop a personal training plan. Include courses and training sessions that will help you enhance your skills and adapt to new working conditions. Remember, successful onboarding is the key to your future success in the new company. Be proactive, open to new experiences, and always strive to reach new heights! 🚀💼

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Previously, I used to take the hiring process a bit seriously. Nowadays, the way the process has turned into a bit of a joke for many companies, with companies giving confirmed offer and then going back on their word, maybe it is time to relax a bit. Time and society do teach you a lot. Yes, obviously, in the interviews, show absolute seriousness but, maybe make better use of the time spent waiting for the interview which in some cases can be even 90 minutes…. Maybe just listening to music or some good stuff. If someone says you are shortlisted for the next round, remember to take it with a pinch of salt as the same recruiter can turn around and say… well we have closed this position internally, sorry. As candidates, the only thing in our control is to observe the work environment for visible red flags like too much time taken for an interview, entire department looking tense all the time, a yelling boss etc #interview #offer #unemployed #layoff #downsizing #helpajobseeker

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HR is only for females? Does a certain job position have a distinctive gender personality? When we think of HR what gender does instinctively come to remind? Probably female, right? Based on research that I did, it seems that gender and job position are significantly correlated. From over 200 pieces of data collected, I carried out a Chi-square (χ2) analysis considering Gender and job position as two variables. As expected, certain jobs are dominated by a particular gender. for instance, HR, CSD, are female dominated while jobs like finance, IT and logistics are dominated by male employees. Other facets of jobs like marketing administration do not have clear indication as to which gender dominates the market forces. Is it because of the prevailing dominance of a certain gender that leads them to want to pursue a certain career? Or is it the innate capability of a certain gender that makes them excel at it? As for my opinion, I think it's a mixture of both. I have seen females choose Human Resources just because of the wide number of females working in that sector. I have also seen certain genders generating exceptionally high productivity in other jobs. Does this mean that men should not pursue human resources, or that females should give up on finance? Definitely not. Just because that certain part of the job is heavily dominated in numbers by specific gender does not mean that the minority are not good at it. On the other hand, what this seems to suggest is that there are upper hand that one gender might have, capitalising on which can be extremely beneficial in the career #organisation #organisationcommitment #jobinterview #interview #culture #organisationculture #turnover #jobturnover #HR #humanresources #workculture #careerinhr #hrcareer #hrasacareer #jobgender #genderroles

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Dear Recruitment Team, With over 8 years of experience in the field, I have observed a common practice among recruiters that I feel needs addressing. Taking in profiles without confirming their status can lead to misunderstandings and false expectations. It is crucial not to collect profiles indiscriminately and instead inform candidates that they will be contacted when suitable roles become available. Feedback is paramount to every individual's growth. Failing to provide feedback can leave candidates feeling lost and unsure about their progress. Let us remember to be kind and offer constructive feedback to help them navigate their career paths effectively. Is this acceptable !! #Recruitment #Feedback #CareerGrowth #ProfessionalDevelopment

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FROM THE DESK OF YOUR PROFESSIONAL VIRTUAL ASSISTANT. In a world where time is precious and tasks never seem to end, imagine having a reliable companion who's always there to lend a helping hand. That's where I come in. Hello! My name is HOPE ODIMMA IGBINOSUN, and I'm your Certified professional virtual assistant. Designed with the latest advancements in AI technology, I am here to assist you with a myriad of tasks, making your day smoother and more productive. Whether you're scheduling an important meeting, searching for the latest news, or needing help drafting an email, I am equipped to handle it all. My abilities extend to research, content creation, administrative assistance, social assistance, brand management and even offering a friendly chat when you need a break. But my skills don't just stop there. I am designed to learn from our interactions. The more we work together, the better I understand your preferences, helping me to provide more personalized and efficient support. Imagine having an assistant who remembers your favorite topics, understands your work style, and anticipates your needs – that's me!😍🤗 Your privacy and security are of utmost importance to me. You can trust that our conversations are confidential and your data is protected. I am here to create a safe space where you can ask questions, seek assistance, and get things done without any worry. So, whether it's organizing your calendar, social media management, email management, Flight booking, finding the best recipe for dinner, or assisting with complex research, I am here 24/7 to make your life easier. Let's embark on this journey together and discover how I can help you achieve more every day. How can I assist you today? My nearest reach, odimmahope19@gmail.com #Yoursuccesscatalyst #Yourprofessionalvirtualassistant #socialmediamanagement #Emailmanagement #Administrativeassistant

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A few months ago, I joined my company as a recruiter to attract the most qualified candidates efficiently and provide maximum value. One of my teams first tasks was to look at our existing KPIs and establish ones that truly reflect our goals and challenges. The first thing we did was map out significant challenges we are facing. Those challenges are quite similar to most high-tech companies in the Israeli Market. Attracting and retaining top talent- The tech industry is competitive. Although many would think talent acquisition is easier since many companies are downsizing, the reality doesn’t reflect that. Many people find it hard to make changes during these uncertain times. Operating Swiftly- to secure candidates in a competitive landscape. Engaging Our Hiring Managers- in the hiring process as they are already overwhelmed with their workloads. While we can't change the market dynamics, we can still improve our conditions. I tried to think of #measurements that I could quantify, showing our ability to operate effectively. Eventually, we came up with these 4 KPI’s: 1: Time to Hire - We need a fast and efficient TA process so we don't lose qualified candidates. Measuring the time it takes to hire will help us face the challenge of a competitive market. This KPI also helps check hiring manager engagement. A long process could indicate the hiring team didn’t put in the time to recruit. 2: Offer Acceptance Rate - One way to measure our ability to attract candidates is to see how many accept our offer. This metric will give us insights into our attractiveness as an employer and help us refine our offers and negotiation strategies. 3: Quality of Hire Retrospective - Hiring fast is important, but hiring quality is essential. No point in hiring a candidate that will leave quickly. My suggestion -  X months after an employee starts, reviewing their process with the manager to identify any gaps between our expectations and reality. This retrospective will help us continuously improve our talent acquisition criteria and help us hire qualified candidates inthe future. 4: Time to Fill - From an organizational perspective, efficiency and budget management are key. We will measure how long it takes to fill an average role in the company. This KPI will help us optimize our processes and allocate resources more effectively. Unlike most organizations, we decided not to focus on the number of hires per month. Although very interesting , this number doesn’t provide any meaningful insight For recruiters looking to adjust your KPIs, start by mapping out your most significant challenges. What KPIs have you found most effective in your talent acquisition process? Share your thoughts and experiences in the comments below – let's learn from each other and continue to innovate in our field! #TalentAcquisitionMetrics #KPI #TalentAcquisition #HiringStrategies #EfficiencyIntalentAcquisition #TalentAcquisitionInnovation #HRAnalytics #DataDrivenTalentAcquisition

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Outstanding CV and Cover Letter: A Recruiter's Perspective Dear Job Seekers, As a recruiter, I've had the privilege of reviewing countless CVs and cover letters. Let me share some insights to help you stand out in the competitive job market: The Power of a Well-Written Cover Letter                                 i.           Your cover letter is your first handshake with a potential employer. It's where you introduce yourself beyond the bullet points of your CV.                               ii.           Tell Your Story: Use this space to share your journey, your passion, and what makes you uniquely qualified for the role.                              iii.           Customize: Tailor each cover letter to the specific job you're applying for. Show that you've done your homework and understand the company's needs.                              iv.           Be Concise: Keep it to one page, and make every word count. 2. The Art of Crafting a Winning CV   - Your CV is your professional autobiography. It should be clear, concise, and impactful.                                 i.           Contact Information: Start with your name, phone number, email, and LinkedIn profile.                               ii.           Professional Summary: Write a brief summary that highlights your expertise and career goals.                              iii.           Work Experience: List your relevant jobs in reverse chronological order. Focus on accomplishments, not just responsibilities.                              iv.           Education: Include your degrees, institutions, and graduation dates.                               v.           Skills: Highlight both hard skills (e.g., programming languages) and soft skills (e.g., communication).                              vi.           Quantify: Whenever possible, use numbers to showcase your achievements (e.g., "increased sales by 20%").                            vii.           Proofread: Typos and formatting errors can hurt your chances. Triple-check your CV. 3. LinkedIn Profile Enhancement:                                 i.           Your LinkedIn profile is your digital business card. Optimize it:                               ii.           Professional Photo: Use a high-quality, friendly headshot.                              iii.           Headline: Craft a compelling headline that reflects your expertise.                              iv.           Summary: Write a captivating summary that showcases your skills and aspirations.                               v.           Connections: Connect with industry professionals and engage in meaningful conversations. Remember, your CV and cover letter are your ambassadors. They open doors and create opportunities. Invest time in perfecting them, and you'll be well on your way to landing your dream job! Feel free to connect with me here on LinkedIn or through email; premium@novatalentgroup.africa —I'm always eager to support talented professionals like you.

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If you think that recruiters communicate with a lot of people, you are right! ✅ If you think that being a recruiter is only about sourcing, you are wrong!🚫 If you think that AI is popular now, you are right! ✅ If you think that AI is only about ChatGPT, you are wrong!🚫 If you think that an AI-recruiter is a specialist who uses AI tools, you are wrong!🚫 If you think that an AI-recruiter knows up-to-date information about AI, you are right! ✅ Two weeks ago, I started a new course at EvoTalents.School, and now I can confidently say that being a recruiter requires a mix of different skills. To excel in this role, one must embody qualities of a researcher, psychologist, marketer, technical expert, brand manager, and simply, a good individual 😉 Thank you, Dana Kondrevych, for sharing your knowledge with us during these interesting, although sometimes challenging, evenings!🙏🌟

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Why Is It Important to Update Your Status in the Interview Invitation? 🤔 From discussions with several HR leads and based on my experience, we've noticed that some candidates are unaware of the purpose and importance of accepting interview invitations when they receive the invitation. To address this, during the initial call itself, I explain to them the significance of accepting the invitation. Accepting the invitation allows interviewers to confirm your attendance, enabling them to plan their time effectively. It also demonstrates your readiness and other positive qualities, such as punctuality and professionalism. Don't forget, that this is not only applicable during the interview process but also in other situations as well during your day-to-day work. Remember, small details matter, so it's important to pay attention to these aspects. #jobinterview #careertips #interviewpreparation #careeradvice #interviewtips

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Hi! I'd like to add a few comments for job seekers regarding salaries. If you have serious doubts about yourself and have questions about the offer while at the final stage of an interview for that dream job, you should definitely ask them! Start by discussing them with the recruiter, and then with the hiring manager. Why should you start with the recruiter? Because this specialist may be able to address some of your questions directly and will advise you on how to best start discussions with the hiring manager or what else to pay attention to. And by the way, it's perfectly fine to make your own suggestions! The IT field is quite open and rapidly evolving, and companies, especially startups, are often willing to accept candidates' terms. But if negotiations reach a deadlock or it's challenging to find a win-win solution for both sides, it's perfectly normal to take a pause – to give yourself time to review the offer conditions, bonuses, clarify tax payments, or discuss the situation with the recruiter. As an experienced recruiter, I can say: learn to negotiate! It will really come in handy!

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Let's talk about green flags in the company that is hiring: ✔️ Add salary to a job ad ✔️ Explain the recruitment process and steps ✔️ Let you ask questions ✔️ Give more information about daily work ✔️ Explain their expectations ✔️ Ask a proper question ✔️ Do not take long to give any updates ✔️ Involve the team in the interview process ✔️ Do not ask not work-related questions ✔️ Treat you well in the interview process ✔️ Tell why they are hiring ✔️ Do not have unnecessary interviews ✔️ Are available to additional questions ✔️ Give updates as soon as possible My suggestion is to make notes about the interview with the company and make sure you add things about how you were treated in the interview! Seek green flags in companies and choose your next manager right, they can build you up! 🎯 ❓ Anything to add? What is your green flag in the company? #careeradvice #recruitment

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❗️Looking for a job?❗️ Hello community, I suggest you conduct an experiment! Write a message in the comments to this post in the following format: Name, Position, Experience, Location where you are looking for work. Example: Ksenia, #DesignOps, 15+, Whole world Elena, #Backend Developer, 7+, Remote Taras, #Android Developer, 2+, Ukraine After one week, I will collect all the information from the comments into one post and post it on my site with links to your LinkedIn profiles. I don’t know how useful this will be, but let’s check it out together! 😎 Be sure to give reactions and write comments if you think this format will be useful! It will be cool if you repost this experiment. #opentowork #lookingforjob #jobseeking

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