Amanda Rassi’s Post

When you have an HR job open for 4 months... ...have you thought about the negative repercussions? Here is what likely happens: ⚡ Your Internal Talent Acquisition team nears burn-out/fatigue ⚡ Your Hiring Manager is frustrated, disenchanted and discouraged ⚡ Candidates are confused and disinterested by the lack of inefficient decision-making ⚡ "the market" starts talking (applicants/referrals/those perusing new opportunities) about how odd it is that "this role is STILL open" ⚡ Your current team members face overwhelm because they've spent 4 months on an understaffed team and likely doing the job of more than one person This is one of the many reasons to set up a hiring strategy. A plan. The proper support. I often say 'slow down to speed up' because if you get the right system in place at the start, hiring WILL move quickly! Just consider this the next time you try to hire haphazardly and are frustrated by the lengthy timeframe. It doesn't have to be this way. I'm here to help. #LearnWithLauraHR #Hiring #Recruitment

Hiring Manager: The candidate we hired left us after only 4 months. Recruiter: I know. Hiring Manager: Do you know what happened? We were very surprised. Recruiter: I wasn’t. You low balled them when I told you not too. Now you’re out our fee, an employee and you need a replacement. Hiring Manager: What should we do? Recruiter: Pay people what they ask for or don’t interview them. Indeed. Always remember, a satisfied employee is a productive employee. Fair pay is a small price for loyalty and dedication. It's time to rethink your strategy. #hr #humanresources #people #employeeexperience #culture #work #workplace #team #leaders #recruitment #hiringnow #candidates #talent #strategy #business #linkedin #linkedinconnections #aach

A nice post Abbey Phillips, hence the share. The really sad bit though, and it is a function of this market, is that recruiters and hiring managers are basically just matching 'job titles' and a few 'keywords'. They're not looking at job content, or technicals, or even achievements. They're just looking at the title. So wrong..... and usually not a guide to much either. I've trained researchers and deliverers and the first rule is, 'look past the title'. In Search (and it should hold for the wider recruitment community), we're looking for what they 'do', not what they're 'called' and as you rightly point out, one person's 'recruiter', is another person's 'resourcing specialist', is another person's 'advisor'. The even sadder bit, is that 'hiring for skills', which I'm told is the 'new mantra', should also rise above the 'title'. Clearly that's not happening either. This is just one aspect of how 'broken' TA really is at the moment. If recruiters can't see the 'wood for the trees', what hope is there for the candidates. Thanks for reading and have a nice day. (For the record I have held many titles, such as, Consultant, Researcher, Head of Research, Operations Director, Recruitment Manager and Senior Recruiter, to name some of them. But you need to actually read my CV to work out what I did where! 😀 Thanks again)

Hiring Manager: The candidate we hired left us after only 4 months. Recruiter: I know. Hiring Manager: Do you know what happened? We were very surprised. Recruiter: I wasn’t. You low balled them when I told you not too. Now you’re out our fee, an employee and you need a replacement. Hiring Manager: What should we do? Recruiter: Pay people what they ask for or don’t interview them. Indeed. Always remember, a satisfied employee is a productive employee. Fair pay is a small price for loyalty and dedication. It's time to rethink your strategy. #hr #humanresources #people #employeeexperience #culture #work #workplace #team #leaders #recruitment #hiringnow #candidates #talent #strategy #business #linkedin #linkedinconnections

🌟 Calling all HR Professionals and Jobseekers! I'm reaching out to gather your insights on an intriguing topic that impacts us all. We have an tweet that speaks about the current hiring scenario. Whether you're on the hiring side or the job-seeking side, your perspective is incredibly valuable. 👉 What do you think about the below tweet? 👉How do you feel it reflects on our industry's current state or your personal experiences? Please share your thoughts and let's start a conversation! Your feedback is crucial as we navigate these dynamic times together.Looking forward to your opinions and insights! #HRCommunity #JobSeekers #IndustryTrends #ProfessionalNetworking #hiring #jobs

🌟 From Recruiter to Connector: Building Relationships that Matter 🌟 In my 3.6 years as a recruiter and HR generalist, I’ve learned that hiring isn’t just about filling positions—it’s about connecting people to opportunities that inspire growth. 🤝 It’s about matching the right talent to the right culture. 💡 It’s about creating human-centered workplaces where people can thrive. 🌱 And it’s about building relationships that go beyond the resume. Every day, I feel privileged to connect talented individuals with opportunities that can shape their careers and futures. How has your journey in talent management or recruiting transformed the way you see relationships in the workplace? #Recruitment #HR #TalentManagement #Hiring #Careers #HumanResources #FutureOfWork #Networking

“It’s easy to look sharp when you haven’t done any work.” This image perfectly reflects a reality in HR and recruitment. The pencil on the right looks sharp and perfect, but it hasn’t been used. The one on the left is worn out, yet it’s the one that has put in the effort and created results. In talent acquisition and HR, I’ve seen candidates with impressive resumes but little real-world experience. At the same time, there are professionals who may not have the most polished profiles but have put in the hard work, solved real challenges, and made an impact. When hiring, looking beyond just appearances is key. Real contributions, effort, and resilience are what truly make a difference. #HR #TalentAcquisition #Hiring #WorkEthic #Growth

🔍 Repeated Hiring Posts: What’s Really Going On? 🔍 We’ve all seen it: the same companies posting job openings repeatedly, only to do it all over again a few weeks later. This raises a critical question: Are these companies genuinely hiring, or is there something else at play? What’s your take on this? Have you experienced this cycle? Share your thoughts, especially HR professionals, to understand the reality behind these practices. Kindly share with honesty and let’s work towards a better, more transparent hiring ecosystem! 🌟 #HiringPractices #JobSearch #Transparency #Recruitment #HR #CareerGrowth

Labeling someone a "Job hopper" for changing companies every two years, Deeming those who remain with a company for a decade as "Stagnated," Branding individuals who leave a position without another lined up as "Incompetent," Dismissing those who transition to a different industry as "Not Specialized'—these judgments reflect outdated notions. Similarly, overlooking candidates who have solely worked in local companies instead of multinational corporations as 'not fitting the culture' demonstrates a narrow perspective. Seeking candidates who have maintained an average tenure of 3-5 years is seen as ideal, but even they may be deemed "Too expensive." Recruiters and managers, what exactly are you searching for? Instead of waiting for an elusive 'perfect' candidate, focus on identifying individuals with the right personality and potential. Nurture and develop them to achieve excellence. #HR #jobseekers #jobs #managers #recruiters

HR to Hiring Manager: Can we have more realistic job requirements? I’m literally on my knees here. 🙏 The other day, I came across a job ad that said, 'Must be an UNDERGRADUATE with FIVE YEARS of experience.' I had to blink a few times to ensure it wasn’t some kind of optical illusion. I was this close🤏 to emailing the hiring team to ask if everything was okay. How, please? Were candidates expected to start their careers in the womb? I’ve seen this trend way too often. Over the years, I’ve seen hiring managers (yes, you, though HR always gets the blame 🙄) demand heaven, earth, and a sprinkle of fairy dust from candidates for roles that don’t even need half those requirements. And don’t even get me started on the budget for these "dream candidates." Spoiler: more often than not, it doesn’t match. Dear Hiring Managers, Employers, and Business Leaders, It’s 2025. Let’s make this the year we start asking for what’s reasonable—and, dare I say, necessary. Add 'realistic job requirements' to your New Year’s resolutions. Your HR team (and candidates everywhere) will thank you. Yours Truly 💜 #TNA #HRBP #StartupGrowthStrategist #Recruitment #DearEmployers #HiringManagers #HRlife #JobRequirements #RealisticExpectations #NewYearNewGoals #TGIF