Anastacia Lebedeva’s Post

👉🏻 International professionals in Finland often report applying for hundreds of jobs without even getting to the second phase of the interviewing process. 👋🏻 If that's the case for you, chances are: ❌ Your online application has not even been seen by human eyes. A few years ago, a job offer would attract about 20 applicants. Even if you weren’t the perfect match, you could still apply, and would still have a good chance at reaching the second phase of the recruitment process. 🙌🏻 When everyone started applying for jobs they weren’t a match for, hiring managers ended up with hundreds of irrelavant CVs. 😥 They started using automatic filters on CVs, to optimise their process.🔎 ❓Why are we sharing this this you today? The point of this post isn’t to deter you from applying to jobs that aren’t a perfect match, but rather to encourage you to: ✨Find jobs that already align with your experience. ✨Make your cover letter about the company’s expectations and needs.    ✨Do your research about the company and get familiar with what they do and what’s important to them. ✨Follow their social platforms to stay up to date on what’s currently happening at the company. ✨Edit your CV using keywords from the job posting and other keywords relevant to the position. 𝙈𝙖𝙠𝙚 𝙮𝙤𝙪𝙧 𝙖𝙥𝙥𝙡𝙞𝙘𝙖𝙩𝙞𝙤𝙣 𝙨𝙩𝙖𝙣𝙙 𝙤𝙪𝙩. 𝙎𝙝𝙤𝙬 𝙩𝙝𝙚𝙢 𝙮𝙤𝙪 𝙩𝙤𝙤𝙠 𝙮𝙤𝙪𝙧 𝙩𝙞𝙢𝙚 𝙬𝙞𝙩𝙝 𝙞𝙩. ℹ The #Job_Hunting_Series is based on the real-life experiences of international professionals that are part of the InterProFinland community. Please feel free to request advice on specific topics, and to share your stories in the comments below to contribute to this thread. #Job_search #jobhunt #jobseeker

The questions I think every job candidate should ask during the hiring process are... #GetHiredEurope #LinkedInNewsEurope An interview really is a 2 way conversation for both parties to find out as much as possible about each other. Some of the questions I always recommend candidates ask are: Ø What will my day-to-day responsibilities be? A job description is not the day to day reality candidates need to know. They want to know how a typical day will look.   Ø Who will I report to, and how will I be evaluated? Maybe the first meeting is with HR or the Recruiter. Good to know at an early stage who is responsible for your career at the company and how your performance will be judged. Ø How do you see the company growing and changing in the next five years? This is a great question to ask someone who is asking you the 'big picture' question......Where do you see yourself in the next 5 years?   Ø Is there a typical career path for someone in this position? Great to see potential progression later down the line. Ø What do you think makes people successful in this company? Great ammunition for next steps in the recruitment process.   Ø What is the most important skill or skills to have in this position? This allows you to focus your answers based on those skills. Hopefully you have them. Remember, most skills can be taught/learned.   Ø How would you describe the corporate culture? It's not always what you read on the corporate website. Maybe your first interview is a video one. Difficult to get a sense.   Ø Reason for the vacancy? Is it growth? Is it a replacement? How long open?

𝑻𝒓𝒂𝒏𝒔𝒇𝒐𝒓𝒎𝒊𝒏𝒈 𝑭𝒓𝒖𝒔𝒕𝒓𝒂𝒕𝒊𝒐𝒏𝒔 𝒊𝒏𝒕𝒐 𝑨𝒇𝒇𝒊𝒓𝒎𝒂𝒕𝒊𝒐𝒏𝒔: 𝑾𝒉𝒂𝒕 𝑾𝒆 𝑫𝒐 𝒂𝒕 𝑳𝒆𝒂𝒅𝒆𝒓𝒔 𝒊𝒏 𝑪𝒂𝒓𝒆 😀 After a challenging Monday morning 😭 , I want to take a moment to reiterate the value we provide at Leaders in Care for our clients and candidates. Instead of dwelling on frustrations, let's focus on the positive impact we make. 🙋♀️ As consultants, our dedication to thoroughness sets us apart. Here’s a glimpse into our meticulous process: 1. 𝐃𝐞𝐭𝐚𝐢𝐥𝐞𝐝 𝐏𝐫𝐞-𝐬𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠: We don’t just glance at CVs. We delve deep into candidates' histories, understanding their aspirations, motivations, and passions. This ensures we match not just skills, but personalities and cultural fits too. 2. 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐚𝐧𝐝 𝐑𝐞𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬: We rigorously verify candidates' eligibility to work in the UK and obtain thorough references. 3. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬: Honesty is our policy. We provide clear feedback on whether a candidate aligns with the job spec and their career goals. If they are a good fit, we walk them through the role and company details. 4. 𝐂𝐨𝐧𝐬𝐞𝐧𝐭 𝐚𝐧𝐝 𝐆𝐃𝐏𝐑: We never forward a CV without the candidate’s explicit permission. Confidentiality and respect for personal data are paramount. 5. 𝐂𝐥𝐢𝐞𝐧𝐭-𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐃𝐢𝐚𝐥𝐨𝐠𝐮𝐞: We discuss candidates confidently and knowledgeably with clients, ensuring we provide more than just CVs – we offer insights into the candidate's suitability for the role. 6. 𝐎𝐩𝐭𝐢𝐦𝐢𝐬𝐞𝐝 𝐂𝐕𝐬: We tailor and brand CVs to highlight the most relevant information, making it easier for clients to see the value a candidate brings to the table. 7. 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐏𝐫𝐞𝐩𝐚𝐫𝐚𝐭𝐢𝐨𝐧: We thoroughly prep candidates, ensuring they have all the necessary information and support to excel in interviews. 8. 𝐍𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐢𝐨𝐧 𝐒𝐮𝐩𝐩𝐨𝐫𝐭: We facilitate negotiations between clients and candidates, ensuring fair and satisfying outcomes for both parties. Recruitment agencies often face criticism, but we pride ourselves on being different. Our integrity, honesty, and dedication to building genuine relationships set us apart. We prioritise doing what’s right. I am incredibly proud of the work we do and the standards we uphold. At Leaders in Care, we build relationships based on trust and excellence, and I am honored to be a part of this journey. #leadersincare #recruitment #healthcare #socialcare #childrensresidential #ofsted #saferrecruitment #mondaymotivation

Candidates trying to stand out from the competition... Considering the heightened competition, here are our expert tips for candidates applying for jobs in January: 🕒 Be among the first to apply. Early applicants often stand out in the initial screening process. 📄 Tailor your CV to the specific job. Highlight key skills and achievements to make a strong first impression. Download our free CV template: https://lnkd.in/enUAF7-E 🤝 Reach out to connections within your industry. Networking can open doors and provide valuable insights. 📹 Practice virtual interviews to ensure you're comfortable and convey professionalism. Pay attention to lighting, background, and audio. 🧐 Thoroughly research companies before applying. Demonstrating knowledge about the organisation sets you apart. 💼 Emphasise soft skills like adaptability, teamwork, and communication. Employers value these qualities in high-demand situations. 📝 Write a compelling cover letter. Clearly articulate why you're an ideal fit for the role and the company. 🚀 Use any downtime for skill enhancement. Online courses and certifications can add value to your profile. 🌐 Ensure your LinkedIn profile is up-to-date and showcases your achievements. Many recruiters use social media for candidate research. 🎯 Apply for roles that align with your skills and experience. Setting realistic expectations increases your chances of success. 📧 After applying or interviewing, send a thoughtful follow-up email expressing your continued interest in the position. 🌐 Consider remote opportunities or positions in different locations. Flexibility can broaden your options. We have loads of live jobs, check them out and apply today: https://lnkd.in/eAP2Trzv #candidates #applications #january #newjob #januaryjobsearch #jobsearch #meme #candidatessearching #jobs #applynow (Meme image was downloaded from GIPHY)

Dear Recruiters, I'm writing you this open letter to ask that you look beyond just credentials when placing candidates. While it's vital to find applicants that check all the boxes on paper, that doesn't guarantee they will thrive in a company's unique culture. I encourage you to take some time to get to know people as individuals - their passions, work styles, personalities - and assess whether they align with an organization before presenting them. Look beyond their current job title and responsibilities. Someone eager to learn could pick up new skills quickly in the right environment. Peruse a candidate's LinkedIn presence and social channels. Reach out in a friendly, conversational way. Discover what motivates them and what they hope to gain from their next role. Consider strengths that go deeper than what's on their resume. The reward will be higher retention and more successful long term placements. When you match people and companies based on cultural fit, you plant the seed for a trusting relationship that blooms over time. Companies will come to rely on your keen judgement in presenting candidates that shine - not just on paper but in adapting seamlessly into their culture. You become a strategic talent advisor. Getting to know people takes more effort but delivers exponentially more value. Seek the human behind the resume. Curate connections between personalities and values. The results will speak for themselves. I welcome your perspectives on this! How do you balance skills fit with cultural compatibility when placing talent? What questions or assessments help uncover fit beyond the credentials? I believe strongly there is room for an emphasis on relationship-building in the recruiting process. I wish you all the best, Janovia Brooks Culture Transformation Expert #HireForCultureFit #TheRightFit #PeopleBehindTheResume #ChemistryOverQualifications #CultureAdd #PerfectMatch #ConversationOverCredentials #RelationshipsInRecruiting #companyculture #networking #recruitment #talentacquisition #candidates

Remembering the Human in Human Resources In the bustling world of recruitment, amidst the flurry of resumes, interviews, and decision-making, it’s easy to overlook the human element that lies at the heart of every interaction. Today, I want to shed light on a matter that often goes unnoticed but carries significant weight in shaping individual experiences: the communication gap that emerges once an interview is completed. We've all been there, eagerly awaiting a response following an interview, only to find ourselves met with silence. The emails go unanswered, the calls unreturned, and the frustration begins to simmer. It's a scenario that unfortunately plays out all too often, leaving candidates feeling disregarded, disheartened, and ultimately undervalued. But let's pause for a moment and consider the perspective of those on the other side of the table – the HR professionals tasked with managing a multitude of responsibilities, often under tight deadlines and competing priorities. It's not a lack of care or consideration that leads to these communication lapses, but rather the sheer volume of tasks and the constraints of time and resources. Yet, in acknowledging these challenges, we must also recognize the profound impact of our actions – or inactions – on the individuals involved. Each candidate who walks through our doors brings with them dreams, aspirations, and a sense of hope for the future. And while we may not be able to offer every candidate a position, we can certainly offer them the dignity and respect they deserve by keeping the lines of communication open. Communication is more than just a transactional exchange of information; it's a reflection of our values, our empathy, and our commitment to treating others with kindness and integrity. By extending a simple courtesy of a response – even if it's to deliver unwelcome news – we acknowledge the worth of every individual and honor the time and effort they've invested in the process. Together, let us bridge the gap between silence and connection, transforming each interaction into an opportunity for empathy, understanding, and genuine human connection. Let us remember that behind every resume is a person with a story to tell, and behind every interview is an opportunity to make a meaningful connection. And let us never lose sight of the fact that in the realm of Human Resources, the most valuable resource of all is the human spirit. #jobs #linkedin #india

🌟 Break free from the CV shackles! In the age of innovation and digital disruption, relying solely on CVs for recruitment feels like using a typewriter in a world of laptops. Traditional, yes, but not the most efficient or effective method. 👉 Consider this. 🌟 CVs only tell us about a candidate's past, but what about their potential? Their ability to adapt, to innovate, to fit into your unique company culture? Enter the strategy my team and I have adopted for many years. 👉 ...Recruitment without heavy emphasis on the CV. You don't need a stack of papers to identify talent. Instead, let's dive into the ocean of untapped resources. ✨ 1. Skill-based assessments: Evaluate the candidate's ability to perform specific tasks related to the job. ✨ 2. Behavioural interviews: Understand who they are, their values, and how they handle different situations. ✨ 3. Portfolio reviews: For creative roles, a candidate's work speaks louder than their CV. ✨ 4. Job trials: Let them show, not tell, how they can contribute to your team. ✨ 5. Networking events: Casual, yet effective way to spot potential hires. Remember, the goal is to discover hidden gems who can grow with your company, not just fill a position temporarily. Small companies cannot have a 'bums on seats' approach to their hiring. ❓ So, ready to reinvent your recruitment process? Start today, unshackle from the CV, and embrace the future of hiring. 😍 Your company's success depends on it.

Some common scenarios that I have heard within my circle ⭕ : HR/ Recruiters: Candidates do not ✖ answer calls 📱 and they don't reply to WhatsApp text/ emails 📧 . Candidates: I don't get a reply/ response from the recruiters/HR personnel 👨💼 👩💼 after applying/ sending my CV 📃 . They have ghosted 👻 me. It is interesting to observe these parallel sentiments from both candidates and HR/recruiters. This communication gap not only leads to frustration but also hinder the overall recruitment experience, which can lead to an organization being viewed negatively. There's a need for more transparent and effective communication channels between both sides. On top of that, it's a simple "respect the other party's time". If a recruiter/ company expects a jobseeker to put in effort in sharing an updated CV/ present a case study/ etc., it is only right for the recruiter/ hiring manager to also "sell the role/ company" to the jobseeker(s). This can start by ensuring good experience for every jobseeker(s) that had applied for a role or taken an interview with the organization. And vice versa. Have you encountered similar experiences in your professional network? How do you think this issue can be addressed and resolved? Share your thoughts and let's foster a more positive recruitment experience for all! 👥💼✨ #stellarthinks #midweekrambling #happyhumpday #almosttheweekend

Kick-starting the week with a new round of #MeetYourRecruiter and today's prompt is individuality. ⭐ The Oxford Dictionary states individuality is 'the qualities that make someone or something different from other people or things.' So, looking at this from a recruitment perspective, how can candidates, clients and recruiters show and support individuality? Here are some examples below: 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬: 🔴 Write a cover letter and CV that reflects your skills/personality, perhaps you could change the format away from the 'traditional' look? 🔴 Highlight any volunteering experiences that demonstrate your passions and leadership skills 🔴 Stand out on social media. Engage with the company you are interviewing with on LinkedIn and also look at what content you are sharing/posting that could showcase your own expertise 𝐂𝐥𝐢𝐞𝐧𝐭𝐬: ⚫ Why not utilise or introduce skill-based or cultural fit assessments to help you create a shortlist of candidates? ⚫ Ask a variety of open ended interview questions, this encourages candidates to elaborate more and help with more detailed answers ⚫ Could you change your interview format/style? A more relaxed and informal approach can help candidates communicate better and get their personality across 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬: 🔵 Change how and where you find candidates. Rather than the typical job boards, get creative with social media, look at groups and pages where certain candidates might be 🔵 Be personal with outreach to candidates and clients, whether this is over email or LinkedIn. Highlight something you like on their CV or profile or share a similar interest 🔵 Social Media! Have an active presence on social media and become a thought leader in the industry. Be informative, create discussions but also be yourself Any other ideas welcome, just comment below 👇 #MeetYourRecruiter #Individuality #Recruiter #Recruitment

Does your company view CV gaps as the biggest red flag? Here's why employees leave their jobs and take career breaks: 📌 For childcare or to care for a family member  📌 To pursue academic goals  📌 For personal wellbeing  📌 To fulfil their life goals Most employers forget that there’s life outside of work. Making a big deal out of CV gaps isn’t going to get you the best talent. Being open-minded and embracing the experience that comes with career breaks will. Here's how you can adapt and shift your perspective: ☑ Focus on Skills and Achievements Emphasise more on what the candidate can do for your business. Talk about their skills and achievements. ☑ Encourage Open Conversations Allow candidates to openly discuss their gap periods (If they’re comfortable doing so) ☑ Embrace Diversity Recognise that candidates with diverse experiences bring fresh perspectives and creativity to your team. ❌️ CV gaps are not red flags. They’re part of the journey. It’s on you to empower candidates and value their unique career paths.