Workrz’s Post

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Hey Talent Acquisition pros and hiring managers! 🚨 Part 3 of WHY YOUR JOB POSTINGS STRUGGLE is here! Let’s flip the script today and focus on the candidate side of the talent equation. When crafting your job postings, ask yourself: what’s in it for them? 🤔 Why should someone leave their current role to apply for yours? It’s not just about advertising the job and listing requirements—you need to highlight your Employee Value Proposition (EVP). What makes this opportunity special? If you can’t answer that, your posting won’t stand out, and you’re not recruiting the right way. Time to step it up! 💼✨ "Success in hiring is less about filling a position and more about attracting a future teammate." #CarterGarvin #RecruitmentTips #HiringSmart #JobPostingHacks #TalentAcquisition #LeadershipInRecruiting #TAExcellence #HiringStrategy #TopTalentAcquisition #RecruitingLeadership #HRLeadership #GrowthThroughTalent

🚀 Top Talent is Out There - Are You Getting Their Attention? 🚀 The best candidates aren't just sitting around waiting for your job posting - they’re already in high demand, making moves. So, how do you stand out in a competitive market? To attract top-tier professionals, you need to be proactive, not reactive. 🏃♀️💨 It's not enough to post a job and hope for the best. You need to position your company as the place where the brightest minds want to work. This means: ✔️ Crafting irresistible job descriptions that speak to top talent's aspirations ✔️ Building a strong employer brand that highlights your culture, values, and impact ✔️ Focusing on an exceptional candidate experience from start to finish ✔️ Offering flexibility, growth, and meaningful work Every part of your hiring process should be designed to attract exceptional candidates. 🌟 Let’s discuss how to elevate your hiring strategy and make your company a magnet for the talent you need. #TopTalent #EmployerBranding #HiringStrategy #Recruitment #TalentAttraction #Leadership #HiringSuccess #WorkCulture #JobPostings #RecruitmentTips

Posting and praying is NOT a hiring strategy. Let me explain… Think back to when you were looking for your last job. Did you find a job posting online and immediately apply? Or, did you do some research before applying? 🔎Visited the company’s website to see what they were all about? 🧐Scoured their social media to see the kind of work they were doing and the people you’d potentially be doing it with? 🤨Ran to your LinkedIn to see what people you knew that were connected to the organization? 👩🏾💻Peeked at their Glassdoor ratings to see what current and past employees said about them? Chances are, you did. So why would you expect potential jobseekers to do anything less when considering your company? In this competitive market, to attract top talent to join your organization it takes a solid strategy - with a proactive approach. It’s time to rethink your hiring strategy… And you don’t have to do it alone. My team and I are here to help you develop a strategy that gets results - dozens of qualified candidates excited to join your company. So, if you need help refining your hiring strategy? Let's connect! Book your free Discovery Call by clicking the link in my bio or visit yourhrstrategist.com. #hiringstrategy #HRstrategist #toptalent #Recruitment #smallbusinesstips

The hiring market is broken. I have the solution** Transparent Glassdoor reviews. **I don’t think it's really a full solution, but maybe a start. If you are applying to jobs, review every single company you apply to. Even the ones who ghost you. Especially the ones who ghost you. Imo, if you don’t hear anything back from a company in 3 weeks, thats a 1 star review. I’m not a hiring manager, but it’s 2024: it’s very easy to set up an automated system to send out mass rejection emails (which suck, but are better than hearing nothing). Applicants have virtually 0 leverage in changing hiring practices, especially in this market. Highlighting poor experiences publicly is about the only option.

🚀 Documenting My Job Application Journey: A Transparent Approach to Talent Acquisition The job search process is often a black box, candidates apply, hope, and wait. But what if we flipped the script and openly documented the experience? Starting today, I’m committing to applying to 5 roles per day and tracking key metrics to bring transparency to the process. I’ll evaluate factors like: ✅ Ease of application ✅ Confirmation emails ✅ Follow-ups from employers ✅ Etc Here’s the plan: Each week, I’ll group my applications by FY week (we’re currently in Week 2) and share aggregated feedback after one month. I’ll tag the company, CEO, and Director of Talent Acquisition in my posts to highlight standout experiences, and call out areas for improvement. This initiative isn’t about pointing fingers; it’s about creating a dialogue. By documenting my journey, I hope to: 📢 Shed light on candidate experiences 💡 Inspire recruiters and employers to optimize their hiring processes 🤝 Foster connections among job seekers, TA professionals, and companies I understand this approach might ruffle some feathers, but meaningful change often does. If you’re in Talent Acquisition, HR, or the job market, I’d love to connect! Together, let’s make the hiring process more human, efficient, and effective for everyone. #JobSearch #TalentAcquisition #HiringTransparency #CareerGrowth

You’re stuck in another dead end hiring cycle, and I know why. You’re frustrated with the same old candidate pool and endless searches for the 'right fit.' Here’s what you’re seeing: - Candidates changing jobs every couple of years - Challenges finding top-notch talent - Navigating Gen Z’s expectations - Salary asks that don’t add up Wondering why you’re not attracting or keeping top talent? Because you’re relying on outdated hiring methods that just don’t work anymore. Your job postings and referrals are not tapping into the entire candidate market. And it shouldn’t take 6-12 months to fill a role. Ever. For years we’ve been consistently filling 100% of our roles (that haven’t been canceled/changed by clients), mostly within 6-10 weeks. And it’s no different in 2024. Our difference maker? Tapping into the ‘hidden talent market’. You’re just one smart move away from transforming your hiring results. Interested in finding out more? Book a call with me now! -------------------------- I guide careers in the Commercial Real Estate & Development industry Like + follow me for career development, leadership, and industry insights

🎤 Let’s Talk About the Job Market Madness 🎤 This isn't my normal type of post but I felt compelled to start the conversation after a fabulous discussion with a friend yesterday! She’s been navigating the job market for 5 months. She’s experienced—radio, sales, business development, fundraising—you name it. Confident, successful, and highly skilled. But what she shared left me flabbergasted. She recently applied for a role and went through not 1, not 2, but 6 interviews. Each step introduced her to another “manager’s manager,” climbing six layers of leadership. SIX!!!! INTERVIEWS!!!!!! To make it worse, the questions focused on skill sets never even mentioned in the job posting. 👀 Here’s my take: After 30+ years in corporate leadership, I’ve never put anyone through that many interviews. Why? Because: 1️⃣ It’s unnecessary. 2️⃣ It’s wasteful. 3️⃣ It erodes trust. And let’s not forget the ripple effect on the team when positions stay unfilled. Every day without a candidate in place impacts productivity in the department. The longer the wait, the more pressure on the current team to cover the role, leading to burnout and frustration. What happened to trusting the team you hired to make hiring decisions? Why has the process become so convoluted? Are organizations looking for a golden goose, a jack-of-all-trades, or a mythical phoenix? 💡 My Insights for Hiring Teams: 👉Write a clear job description. Stick to it. 👉Limit interviews to three. Ensure the hiring manager is present every time. 👉Be upfront with candidates about what you’re looking for and what they’ll be accountable for. 👉Trust your team. If you hired them to lead, let them make the call. 👉Quit wasting time and money. Long processes create poor candidate experiences, tarnish your reputation, and pile pressure on your current team. 💬 To job seekers: What’s been your experience in today’s market? 💬 To hiring leaders: How do you streamline hiring while maintaining quality? Let’s open up this conversation—because frankly, the current state of hiring needs some serious rethinking. #JobMarket #Leadership #HiringInsights #CareerJourney #AreYouOpenToWork #

This week, we’re focusing on the R in the DREAM Framework: Reach—the art of attracting the right candidates to your business. Hiring is more than just posting a job and hoping for the best. To find top talent in service industries like retail, food service, and spas, you need a targeted approach. It’s about reaching the people who will thrive in your business. One Tip for Better Reach: Create a Standout Job Posting Instead of just listing tasks, focus on outcomes! Highlight the results you expect within the first 90 days, and make it personal by showing what makes your company culture unique. This attracts candidates who align with your vision and values. Stay tuned for more tips on how to level up your hiring strategy with the DREAM Framework. Have you caught my article series where I dive into the DREAM Framework? Check out my profile and subscribe to my newsletter. #HiringStrategy #TeamGrowth #DREAMFramework #TalentAcquisition #Hiring #JobPosting

Had a reflective moment after I read a colleague's post celebrating 19 years as a recruiter. It dawned on me; once a recruiter, always a recruiter – it's not just a title, it's who I am at my core. 🎯 Throughout my career, I've worn many hats, but my heart remains in talent acquisition. Why? Because nothing brings me more joy than: - Watching someone's eyes light up when they land their dream role - Being that voice of encouragement when a candidate needs an extra push - Connecting passionate people with opportunities where they'll truly thrive - Helping professionals secure positions that enable them to provide for their families. But the most rewarding part? The authentic relationships I've built along the way. These connections have outlasted job titles, company changes, and industry shifts. They've transformed from professional interactions into genuine friendships that I cherish. 💕 So while my business card may change over time, I'll always be a recruiter at heart – because it's not about filling positions, it's about transforming lives and building lasting connections. #Recruiting #CareerDevelopment #ProfessionalGrowth #Relationships #TalentAcquisition #HRCommunity