Derville Lowe, MBA, BSc. on LinkedIn: #employment #employers #jobsearch #jobapplication #recruitment #hr #jobads… (2024)

I've noticed discussions around HR professionals not always being able to respond to every job inquiry. Having been on the receiving end, I empathize with the volume of messages we handle. While I make it a practice to respond, the sheer volume sometimes makes it challenging.A key concern is receiving CVs without proper subjects or content. Job seekers, please ensure your CV includes the desired profile as the subject, and take the time to read the job description and desired candidate profile.Crafting a tailored CV is crucial, especially since your CV will be the first impression when you send the mail. Lately, I've come across many CVs that seem like copy-pastes from Google, with generic achievements like 'closed X deals in XX years.' My advice: double-check your CV before sending, as it plays a pivotal role in the hiring process. Let's work together to make the job application process more effective for everyone. #JobSearch #CareerAdvice #HRInsights

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Scanning applications for keywords is ableist! There, I said it. Why? Because keywords != actual skills. Keywords are just arbitrary things that allistic people have chosen to be the “correct” words to describe a skill a human holds or an experience they have had. Those of us who are autistic, those who write more expressively, all those who refuse to fold themselves neatly into the boxes recruiters have designed (because we can’t or because we don’t want to), they all inevitably fall through the cracks of the job search system because no one on the other side actually bothers to read our thoughtfully put together cover letters and CVs.Recruitment is inherently ableist, unless someone specifically makes the effort to counteract that ableism in their work.#recruitment #tech #career

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Next time you think how you write a job advert doesn't matter, consider-how bad CVs hide good candidatesAI written CVs look like all the restDid you ever give feedback to those candidates their CV was ineffective, while you are an employer of choice?Maybe you even decided 'no', without them ever knowing.Or how when you improved your own CV through helping readers understand why they should interview you, you got a better return?then think abouthow badverts hide good jobsAI written adverts look like all the restDo you think candidates of choice will give you feedback your advert was ineffective?How could you help the readers you don't know about understand why they should get in touch?It's the same because people are people, and words have impact, whether you use them intentionally, or without care.If you want a better return from your advertising, and you're a decent UK employer, maybe we can talk.

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Job Portals must prioritize validating Job Postings/Messages before they are delivered to the candidates.Please take a look at the message I recently received from a Recruiter regarding a HEAD HR Role through the Naukri portal (attached below)I was truly taken aback by the unprofessional approach displayed in their communication. See the CTC bracket !! कुछ भी !!Please pay attention to the highlighted "Circled" section.It is concerning that these individuals are representing companies and reaching out to potential Candidates with such poor writing skills.It's no wonder why individuals would hesitate to apply or respond to such messages.It's clear to see why the Job Market is suffering "Bleeding" when this is the standard of communication being used. #Recruiters #JobPortals #Communication #Communicationisthekey #Giveitathought #Notacceptable #Jobpostings

Are you an organisation that relies solely on a Seek advert to recruit your next employee? Here's some advice to help you get the most value out of your Seek advert:1. Don't make assumptions about candidates who have gaps in their experience or don't quite meet the brief. Give them a chance by calling them and discover information that isn't apparent on their CV.2. Move quickly to contact candidates before the closing date, as the market is still tight and good candidates will be interviewing elsewhere.3. Utilise the talent search function that comes with every Seek advert. With 1000 credits, you can reach relevant candidates who haven't applied directly, by downloading their CV, messaging or sending them the job advert directly to their email.4. Finally, follow up with all candidates you engage with. If you speak to or meet with a candidate and promise a follow-up, do it. It's important that the candidate leaves any interactions with a positive impression. They may not be right for you this time but may be in the future.Remember, your next star employee may not be the one who fits the brief perfectly on paper. Give everyone a chance.#recruitmenttips #jobsearch #talentsearch

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STOP APPLYING FOR JOBSNot because I don’t want you to land a new opportunity, but applying for a job in present day is ‘False Hope’ 😰 It feels like we’re accomplishing something, by hitting the submit button over & over again, and revising a cover letter, but the reality is….it’s just that.Most of us never hear back, ever, not even a poorly written auto-response.Why is that?It’s not because we suck, that’s not it at all. It’s because the intake process is broken at the core. Imagine someone on the other end having to go through 100s of resumes to find the right ones. It sounds straightforward, but it’s anything but.A job is launched and anyone from anywhere can apply, they don’t have to be qualified, they don’t even have to be living in the area (even though the JD calls for onsite) and yet they still get through to a recruiter’s inbox (filters stop very few and are very easy to game, if they even exist at all)Multiply the number of incoming resumes by the number of days a job is open on avg and that’s the total number of profiles a recruiter or stakeholder has to sift through.Now imagine how many recruiters it takes to sift through 100s upon 100s of resumes for a particular role (and after a certain point give up because they can’t bear to review another unqualified, ‘not even close’ resume that has come through. Now think about all of the times you hit the submit button (and the hundreds of thousands of others doing the same). It’s a broken, inefficient and nowadays ineffective process.The truth is, the best incoming resumes may never be seen.Curious to hear stories from recruiters who have the unfortunate task of having to review applicants from postings. How many do you review before calling it quits? #talentacquisition#talentstrategy#sourcingstrategy#recruiting

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'Unfortunately, we are unable to proceed with your application at this time' - this is the message a lot of applicants get when they apply for jobs. Many times it's not because you can't do the work but because your CV did not make it past the Application Tracking System (ATS).Here's sharing a few tips to writing a basic CV that would catch the attention of recruiters and move you to the next level of your job search. Please watch, like and give your comment. #recruitment#jobseeker#CVwriting #HRProfessional #application

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Hiring managers, do not waste candidates' time by not including in job descriptions the date the job was posted and the application deadline; making prospective hires re-structure what they've already spent more than sufficient time and attention to composing in their resumes into forms that are terrible at data extraction and jumble all of that work up; not taking down job descriptions from websites and ending advertisem*nt campaigns on social media as soon as the application deadline is closed; etc. Think about when you've had to--or will have to--apply for jobs and have some basic respect. I won't spend even 15 minutes on a cover letter for prospective employers that can't trouble themselves to take care of the basics from the beginning. It's like showing up to a first date and you're already looking sloppy.

I can list hundreds of occasions where I had to push back with employers when recruiting "Lucy their resume doesn't show X" "Lucy their resume says Y" "Lucy I can't see Z" I was paid to "get behind the resume" but still I was hit with reluctance. I'd often wonder what they were paying me for. Afterall…. A good recruiter will find candidates who are clearly a good fit. A great recruiter will find candidates who employers would otherwise overlook Do I think employers need to do better? Hell Yeah But that's also why I now coach job seekers so they can avoid being overlooked. Give this post a like if you agree Or… Drop me a DM if you'd like to learn more about the latter #jobseekers #cgatips #clinicalresearch #recruitment

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One thing that confuses me about applying to some companies is when they want applicants to fill out their job history in the application even though it has already been provided in their resume. I am happy to provide additional information and references, but I feel that typing (or, even worse, hand writing) information that has already been provided in a resume is an ineffective and inefficient use of time. Furthermore, what does it say about a company that they require such redundancy to even be considered for hire?Time is a valuable and limited resource. Let’s normalize a more streamlined process.