Rafi Chowdhury

5 Stats & Tips to Land Your Dream Job. Resume Review — Recruiters spend ~5-8 seconds on an initial resume review. — You only have a handful of seconds to grab their attention. Screening Round — Job openings typically receive around 250 applications. — With only 2 - 6% advancing to the first interview stage. Compelling Career Story — Over 80% of Resumes Lack a Compelling Career Story. — Showcase your journey and impact, not just duties. Achievements VS Responsibilities — Recruiters Crave Achievements, Not Responsibilities. — Highlight quantifiable results that demonstrate your value. Applicant Tracking System — Applicant Tracking System (ATS) Often Scan Resumes First. — Tailor keywords and format for these systems to get past the initial screening. ♻️ Repost this if you found it helpful. #resumeoptimization, #jobsearchstrategy, #careeradvice, #hireableresume, #landyourdreamJob

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*Certify before the end of 2024!* Prepare for the final CPTD (Certified Professional in Talent Development) exam openings of 2024, which are in October and December. (Note: November is a blackout month.) Who Can Join? You do not need to be a member of the ATD Houston chapter. We welcome members from other ATD chapters and individuals not currently ATD members. What to Expect? Comprehensive Review: Our study group covers all 24 capabilities of the ATD Capability Model to prepare you thoroughly for the certification exam. Curated Assets: Each topic is accompanied by carefully curated study materials, which participants can retain access to even after the study group ends. Recorded Sessions: Weekly meetings are recorded and available for review at your convenience. Flexibility: Participants can go through the study group multiple times if needed. No Exam Registration Required: You do not need to have registered for the exam to join the study group. Information Sessions: Three information sessions are provided to help you determine if the study group is right for you. Interactive Learning: The study group offers ample opportunities to ask questions and learn from peers. Register here: https://buff.ly/3RsDikL #atdhou #cptd #aptd

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Hiring for the below role:: Job Title: Content writer/ Rater Location: Austin, TX. (onsite)   Job Description: ·        Raters compare two responses and highlight areas to improve AI generated responses, adhering to the following safety categories: o   Offensive query premise o   Polarizing politics o   Mentions or descriptions of violent crime o   Queries/inputs heavily focused on real life weapons, like guns. o   However, in some cases the query type lends itself to descriptions of weapons, and unless the description is particularly violent or gory, it's okay in that context (e.g. video game queries often mention different types of weapons). See more about this below. o   Profanity o   Sexual content or descriptions o   Health-related content that may be considered graphic or highly private/personal o   Queries/inputs heavily focused on drugs or alcohol (e.g. cocktail recipes) ·        Topics that may be triggering based on personal experiences or sensitivity (e.g. death) ·        Able to compare different responses, identify errors or guideline deviations, and provide recommendations to rectify such errors or deviations ·        Able to use the specific guidelines for factuality, style, and formatting. ·        Synthesizing information to perform the task and to incorporate editorial review when applicable ·        Ensure adherence to QA framework and participate in the QA process when applicable. Please share your resume with govind.s@e-solutionsinc.com.

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Agency recruiters duties, from my point of view, from beginning to end of the process... 1. Get the job description from your client manager, sales person etc. Study it and ask questions you need clarification on. Understand where you sit in the market in terms of comp. 2. research the company that you're going to be placing people at. Ask about day to day duties, the team and get an idea of culture. Look at other profiles of people working at the company. 2. look in your ATS for candidates you've talked to in the past. 3. Post a job with the minimum requirements very clearly stated and salary range. 4. Source passive candidates and green banner folks that fit your description through various tools and platforms 5. Call and screen candidates until you find your top 3(number varies but I do 3 per role) I also do this via video whenever i can. It gives a much better idea of how people will interview. talk about their experience and the job. Give an idea of the day to day, salary, the team they'll be on, etc. Discuss salary 6. Present said those candidates to the client or the client manager. 7. If they are not selected to interview, reject them when you know 8. if selected to interview, set a call with them to go over the job again, make sure salary expectations still align. 9. Get feedback from everyone directly after the interview. If the candidate is rejected, try to get a reason why. 10. Repeat until offer stage. Bonus - Talking about salary range and salary expectations early and often will prevent a LOT of turn downs at step 10. Happy Friday, recruiters follow up with your candidates today and your HM's. Happy Headhunting! Richie #recrutierlife

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𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐕𝐀 𝐯𝐬 𝐆𝐞𝐧𝐞𝐫𝐚𝐥 𝐕𝐀 Why hire a virtual assistant who specializes in working with recruiting and staffing agencies rather than a general VA? Here's why 1. 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐊𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞: A specialized VA understands the unique dynamics, terminology, and challenges of the recruiting and staffing industry. This knowledge enables them to understand client needs better, effectively communicate with candidates, and navigate specialized platforms and tools commonly used in the industry. 2. 𝐒𝐨𝐮𝐫𝐜𝐢𝐧𝐠 𝐄𝐱𝐩𝐞𝐫𝐭𝐢𝐬𝐞: VAs specializing in recruiting and staffing often possess advanced sourcing skills tailored to the industry's requirements. They excel in candidate research, talent mapping, and utilizing niche job boards or platforms to identify top talent, which can significantly improve recruitment outcomes. 3. 𝐀𝐝𝐦𝐢𝐧𝐢𝐬𝐭𝐫𝐚𝐭𝐢𝐯𝐞 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲: Specialized VAs are well-versed in the administrative tasks of recruiting and staffing agencies, such as managing candidate databases, scheduling interviews, and coordinating candidate communications. Their familiarity with industry-specific processes allows for smoother operations and increased productivity. 4. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭: Specialized VAs prioritize providing exceptional candidate experiences, and understanding the critical role positive interactions play in attracting and retaining talent. They can personalize communications, streamline interview processes, and ensure timely follow-ups, enhancing candidate satisfaction and strengthening the agency's reputation. 5. 𝐒𝐜𝐚𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲:VAs specializing in recruiting and staffing agencies offer scalable solutions tailored to the industry's fluctuating demands. Whether it's handling peak hiring seasons or managing multiple client projects simultaneously, specialized VAs can adapt quickly and efficiently to evolving needs, ensuring seamless support without compromising quality. 6. 𝐂𝐨𝐬𝐭-𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬: While specialized VAs may command slightly higher rates than general VAs, their industry expertise and efficiency often result in cost savings in the long run. By maximizing productivity, minimizing recruitment errors, and improving candidate outcomes, specialized VAs contribute to the agency's bottom line and overall success. Overall, hiring a Virtual Assistant who specializes in assisting recruiting and staffing agencies provides recruiters with a strategic advantage by leveraging industry-specific expertise, enhancing operational efficiency, and ultimately giving better recruitment outcomes. #RecruitingSupport #RecruitmentEfficiency #RecruitingVA #hustletoelite #elitetalentservices

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RECRUITERS.... How are you? 😇 Let's make some noise. 🔊 Comment below if you are still looking for a job in today's market. Post where you are, what type of recruiting (agency or in-house), and anything else this LinkedIn world should know about you. I know how scary the market still is and want you to feel seen. I read so many posts from recruiters looking to throw in the towel or facing serious personal hardship due to being out of work...I want you to know you are thought about and being rooted for!! #recruiting #2024jobs #recruiter #recruiterjobs #keepfighting

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Here are some ways a recruiter can verify that the skills listed on a candidate's resume are genuine: 1. **Skills Assessment Tests**: Recruiters may ask candidates to complete skills assessments or take online tests to objectively evaluate their proficiency in certain areas. This provides more concrete evidence of a candidate's abilities. 2. **Behavioral Interviews**: Behavioral interview questions that ask candidates to provide specific examples of how they've applied their skills in the past can help assess the depth of their expertise. 3. **Reference Checks**: Reaching out to previous employers, colleagues, or other references can give insight into a candidate's real-world performance and competencies. 4. **Portfolio or Work Samples**: Requesting that candidates provide work samples, projects, or a portfolio can demonstrate their practical skills and capabilities. 5. **Skills-Based Exercises**: During the interview process, recruiters may have candidates complete short skills-based exercises or simulations to evaluate their hands-on abilities. 6. **Skills Certifications**: Looking for relevant certifications, licenses, or training that validate a candidate's skills can provide additional proof of their expertise. 7. **Online Profiles**: Reviewing a candidate's online presence, such as their LinkedIn profile or professional website, may reveal more context around their skills and experience. 8. **Checking Employment History**: Scrutinizing a candidate's work history can help confirm that the skills they claim to have match the roles and responsibilities they've held. The key is using a combination of these techniques to thoroughly vet a candidate's skills and qualifications. This helps ensure the recruiter has an accurate understanding of what the person can actually do. #ResumeSkills #CandidateAssessment #HiringProcess #SkillsEvaluation #InterviewTechniques #ReferenceChecks #PortfolioReview #SkillsCertification #OnlineProfileReview #EmploymentHistoryVerification #HiringBestPractices #RecruitmentStrategies #CandidateScreening #SkillsValidation #HiringInsights

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#TipTuesday: Finding the right job might be a daunting and stressful task. Here are 4 major things you should consider before accepting that job offer. 1. Company Culture 2. Coworkers and Superiors 3. Opportunity for Advancement 4. Salary and Benefits #cybercoders #jobsearch #hiring #jobs #recruitment #recruiting #careers #nowhiring #jobopening

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It's that time again! If you’re job searching, I want to help you get noticed! Comment below with what job you are looking for. If you're hiring for work. Please comment and introduce yourself. Let's help each other find jobs!

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Cognitive interviews are a powerful interview technique that can help interviewers get to know you on a deeper level. https://lnkd.in/gTMSaNbN #cybercoders #jobsearch #hiring #jobs #recruitment #recruiting #careers #nowhiring #jobopening #interview #interviewtips

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Follow for more tricks & ideas!! 💡

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I get frustrated for Job Seekers in this market… A friend of mine was called by a recruiter to tell her the position she applied to was filled (no problem). Then she went on to tell her about another role she thought she’d be great for (even better), but then… -never shared a job description -never shared a salary range -wanted her to drive over an hour for an in person interview (without ever sharing the job description or salary) -schedules a zoom interview instead (okay, at least it’s something) My friend then sat on a cattle-call type of zoom meeting that was supposed to be an interview, with tons of other job seekers while this company tried to sell them on becoming some sort of insurance agent! From an integrity perspective… why would she want to work for a company that couldn’t tell her the truth to begin with? The recruiter had to KNOW what the call was about when she scheduled her. Why not be honest about it? This job market is hard enough on job seekers without the added stress of fake jobs, jobs completely misrepresented from what the recruiter & hiring team told you, or companies literally trying to scam job seekers in some of the most vulnerable-heart-wrenching time of their lives! All she had to say was, “this job is filled, and I know you didn’t apply to a sales role but we are hiring for this position if you’d like to jump on a call to at least keep an open mind and learn more.” Job seekers are exhausted, burnt out, frustrated, overwhelmed, and down right feel like they are drowning in this market… DO BETTER! You’ve got jobs to fill, and there’s tons of incredibly talented people ready to fill those jobs today! Your Coach, AK

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Very important! The more spam applications everyone sends, the less time recruiters have to get back to candidates. Be intentional In all your applications and you’ll receive far fewer rejection emails and more feedback! #recruitment #jobsearching #remotejobs

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✨Free Resume Reviews open for this week✨ • If you're interested, you have to DM me via LinkedIn or email with your resume prior to getting scheduled. I can't help everyone so I need to narrow down to folks I think I can truly support based on my experience (largely security and software). If you're in marketing or literally anything not technical, I cannot help. • There are only x4 15 minute slots with a lot of demand. I can't get back to everyone, and this is on a first come first serve basis. I do try to prioritize folks who have have been following up with me consistently. • Folks who are laid off, going to be laid off, or in more urgent circumstances will take priority over candidates who are passively looking or currently are employed with stability. • I will cancel the slot and reschedule with someone else if I do not get a resume from you 24 hours before the slot. I don't want to chase down folks for a resume when this is a free service I'm providing. • If you're selected, I will DM you a Calendly link! HMU! ruby.murphy@hamptonnorth.com

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Another great list of HR remote jobs from Daniel Hines — Check out more than 180 remote and hybrid HR jobs on HRJobsRemote.com #humanresources #hrjobs

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The results are in! Did you vote? 79% of Jobtrees users have a good sense of their chances of getting an interview after applying. Where do you land? Yes, I got this, or no chance at all. Do yourself a favor, and be prepared BEFORE you apply, so you are the best candidate possible. We have all the tools you need to set you up for success. 💼 See more poll results and participate in our weekly poll: https://lnkd.in/dJs4mXFB On the Job Hunt? 💼 https://lnkd.in/gAFuGJyh #jobtrees #polloftheweek #job #jobsearch

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Curious about what drives professionals to switch jobs? According to our recent poll: 📈 33% prioritize higher salary ⚖️ 29% seek better work-life balance 🎯 18% are motivated by more career advancement opportunities 👎 20% are unhappy with their current workplace culture. What motivates you? #CareerInsights #JobMotivation #pollresults #poll #careerchange #jobhunt #salaryinsights #polloftheday #questionoftheday

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