“Aaron goes beyond the checklist. His skillful ability to source, screen and close hard to find technical candidates is commendable. I admire and appreciate his commitment to providing diverse, qualified candidates.”
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Sacramento, California, United States
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6K followers
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Experience & Education
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Human Interest
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Volunteer Experience
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Educator
Pierce County AIDS Foundation
Health
Distribute Safer Sex materials to target at risk demographics around the Pierce County area.
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Teen Council
Planned Parenthood of the Great Northwest
- 1 year 11 months
Health
I was involved with delivering Safer Sex, HIV/AIDS, Domestic Violence, and Tobacco Cessation education and materials to local youth in High Schools throughout Pierce County.
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Educator
Oasis Youth Center
- 4 years 9 months
Human Rights
I was involved with delivering Safer Sex, HIV/AIDS, Domestic Violence, and Tobacco Cessation education to LGBTQ Youth ages 14-24.
Recommendations received
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LinkedIn User
“Aaron is a great human and colleague who I deeply admire. Although we did not work on the same team, I learned a lot about the goals and processes for the recruiting team through Aaron's superior cross-collaboration skills. Due to Aaron's creative ideas, I learned that some of the processes and tooling for marketing can also be carried over to recruiting teams. Aaron's strong social media presence also makes him an employer branding champion. He does a great job at positioning himself as a thought leader in recruiting and DEI, which makes him a huge asset to any company he joins. People will WANT to join your company knowing that Aaron is there because he genuinely looks out for people and wants the best for everyone.”
10 people have recommended Aaron
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Explore more posts
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Gary Hebding Jr.
I'm a big fan of transparency and empathy in the hiring process like this. It's something we don't see nearly as much as we should in this market. In just a couple of paragraphs you can: 1) Let the hundreds of applicants to your role know that one way or another, they'll receive a response. Applications take both time and effort, so acknowledging you'll be seen is such a positive thing to know as an applicant considering the majority of the time folks receive no response whatsoever to the roles they apply to. 2) Show the thousands of people who will see this post that your company values you as an applicant. One can assume if they value you as an applicant, they'll also value you as an employee and as a customer of theirs too! A little can go a very long way here when it comes to helping you stand out as a company. Well done Jim Turbek and Box!
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1 Comment -
Matt Dahl
Let talk quiet hiring. I ve seen several posts about layoffs, and also several people getting hired this week. A few people I saw get roles this week I know werent from public job postings. Right now I know some companies who are hiring and actively looking for talent in certain areas. Are the role posted though? No. Are they putting it out to the world? No, but they may be putting it out to a small group of friends. I think this is why networking is imporant, and people don’t realize it. It’s also much easier to get a “quiet” job, then it is a public job. Because generally you aren’t competing against 100 other people. Sometimes the interview process isn’t even very formal depending on the prior relationship. It’s more of a discussion and negotiation. My current role was a quiet hire. Several people in logistics I know were quiet hires. Develop a network now you don’t know when you’ll need it, or what you could be missing out on. #kidfreight #sales #logistics #recruiting
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25 Comments -
Ashley Cox, SPHR, SHRM-SCP
Seeing as I have been a TA Recruiting Partner for over 20 years, I have seen my share of ATS systems and application processes. How in the world of technology that we live in has there not been a more effective system created to parse resumes? Two, why, why do you still have to parse resumes when you literally can just review the resume alone (what I have done for years). Three, why are companies mandating dates for not only graduation from college, but also start dates at said college? Next, remote, hybrid and onsite…. Let’s be honest, one day from home is not really hybrid, just state your role is onsite and surprise them by saying you can work one day a week from home! Also remote is not remote if you require someone to be in a specific city and within certain miles of said city. Let’s call that one hybrid. Finally salary. Post your ranges whether the law tells you to or not. And if you are not posting salary ranges on your job descriptions/postings, don’t make it required we tell you one number on salary requirements in order to apply only to then reject said applicant because they asked for too much than you are willing to pay. I don’t even approach the salary conversation when I’m recruiting until the very end of the interview. I want to know all about the KSAs before diving into that discussion. Then just be up front and honest with your candidate. If you want the applicant’s range, return the favor and also allow us to give a range not just one hard and fast number. As I have recently reentered the job search market, these are things that have pained me and have me wanting to pull my hair out this last week. I love processes that are quick easy and done vs I finally have to just stop after 10 minutes because my kids need dinner or homework help and I’m still only 1/4 of the way through your company’s application process. TA leaders need to do better setting up their process. Put yourself in the applicant’s shoes. Let’s all do better to make it easier for applications to flow into our systems. #remote #hybrid #jobsearch #TA #recruting #ATS #processimprovement #salarydisclosure #jobpostings #applications #jobs #recruiters #talentacquisition
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12 Comments -
Ingrid Johnson
This is going to sound controversial and opposite of what I generally do and post here, which is meant to inspire, encourage, and grow your career. PLEASE STOP DOING THIS FOR THE LOVE OF GOD. Why? Well. 50k or so recruiters have been laid off. There’s a ton of competition in the market for every role. That’s not the problem here. The problem here is on the other end. Say you have one recruiter. That recruiter runs 15 jobs. One of which is a TA job opening. Within one hour of posting this job, there are over 1000 candidates. Do you think this person will ever see the “right fit” resume? NO. Why? Because people who are looking for work will apply to jobs they are not qualified for. Which only hurts the people who are qualified for that particular job. Recruiters are not just “recruiters.” We are all specialized. Especially the highly skilled recruiters and talent sourcers who were laid off first (because we got paid more and became an east target for the hatchet.) You guys—Tech itself easily has 10-15 different recruiting specializations. Not to mention sales, design, construction, high volume, rpo, accounting, legal, finance, healthcare, and the list goes on and on and on. I would never blame someone for sending in an application that they might in some small way have a tiny chance of qualifying for, but this stuff? It’s hurting all of us. Bigtime. And someone needs to say it. If, over the last 18 months, 18 recruiters comment that they got a job from one of these spam posts I’ll eat my foot on a live. Stop the insanity. Let us apply to what we are qualified for. Ps no this is not about me or my career. I’ve never applied to any jobs listed on a spam post like below. Because I know it’s the definition of insanity.
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24 Comments -
Lori Golden
If you've distilled all the challenges with this job market, down to "recruiters are cold and lack empathy" it's time for a head check. There are so many moving parts lending to the challenges right now. 🥨 Recruiters have been disproportionately impacted by layoffs. 🥨 Internal recruiter bandwidth is at an all time low. 🥨 Applicant volume is at an all time high. 🥨 New technologies (many very bad) are being introduced to the process (both sides.) Many of these are barely in Beta. 🥨 There is a plethora of mis and disinformation on this and other platforms. 🥨 There are people and industries benefiting from the state of the market exactly as it is right now. 🥨 Companies are leveraging layoffs to pad profits and stock value. 🥨 The economy is uncertain. 🥨 Supply / Demand in the job market is extremely out of balance If you consider all of that...and still chalk it all up to "recruiters are cold and lack empathy" I don't really know what to say. Pretzel Logic 🥨 🤷🏻♀️ #recruiters #jobseekers #jobmarket #empathy #GoldensNuggets
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29 Comments -
Adam Goff, MBA
Filling positions quickly is crucial for revenue, yet it can lead to turnover or bad hires. To succeed, Talent Acquisition (TA) leaders must consider key factors: 1. **Recruiting Capacity**: TA leaders must discuss their company's hiring capacity with executives upfront to avoid unmet promises and potential job loss. Open communication is essential for success. 2. **Quality of Applicants**: It's vital for recruiters to send only top candidates for interviews, emphasizing trust and suitability. Focus on sending candidates that hiring managers must interview, rather than overwhelming them with unnecessary options. Success in recruitment lies in balancing speed and quality. Effective communication and strategic candidate selection are key to optimizing hiring processes. #TalentAcquisition #RecruitmentStrategies #HRInsights Mister Jobs
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Josh Machado
Hello again LinkedIn What's becoming increasingly more pleasurable is reaching out to recruiters with job postings in California where SB1162 requires every employer to provide the salary range in their job postings. Also reporting the job post as spam/scam has been quite the pleasurable move. "California’s Pay Transparency Act (SB 1162) is a new law that requires employers with 15 or more employees to include a pay scale for job postings, including internal and external postings and job postings through third parties. In addition, SB 1162 also establishes new annual pay data reporting requirements for employers with 100 or more employees." What is more obviously devious is that many of these potential employers are actively engaging in breaking the law. A law which helps to provide equity across the board but more importantly to the large number of disadvantaged and disenfranchised brown and black community members. Quit posting jobs without the base salary range. OTE is not a way for y'all to still get away with deceiving talented individuals into your organization. It's 2024 pay your people their worth! #jobs #linkedin #careers #pay #equity #diversity #inclusion #talent #newtork #technology #innovation #management #humanresources #digitalmarketing #future
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Chandy Tucker
This is post is for Dave Mendoza. Please send him Contract Sourcer and Contract Recruiter jobs ASAP! Thank you! You're the best! #CEO #hireme Hi everyone - I am looking to START ASAP. Thank you in advance for any connections, advice, or opportunities you can offer. hashtag #OpenToWork CAN WE START THIS WEEK? hashtag #ContractSourcer hashtag #ContractRecruiter hashtag #AIML * 71 Linkedin Recommendations: (https://lnkd.in/ejAFNWp ) Open to contract/perm and Leadership or IC as a remote It’s the most stressful situation in my twenty-plus-year career. It’s make or break in this downturn to ensure I can cover my daughter's freshman university year in 3 weeks and keep afloat I have twenty+ years of experience. I have also mentored and led sourcing teams for 14 of my 20 plus years experience domestically, as well as in Europe and Asia. I have received global recognition for innovation and establishing best practices, with 10 awards and recognitions for sourcing innovation. I have been published in 22 publications, two white papers, and presented as a speaker at over 50 conferences, webinars, and senior research labs. I can demonstrate an immediate impact on the business with contributions of my entire passive talent leads of Artificial Intelligence/ML/Robotics applied scientists (70,000), Cybersecurity, DevOp, and full stack (40,000). Above all I have developed a large-scale talent pipeline of multimillion-dollar billers (Account Executives, Sales Development Representatives, Business Development Managers) in SaaS sales (60,000); identifying the top 9,000 performers globally. I am an expert in Boolean search queries and X-Ray in LinkedIn, ChatGPT Competitor Intelligence, Conference presentations, Google Scholar (Specialties & Dissertations), Arxiv.org, CrunchBase, DBLP, DeepAI.org, Github, Hackathons, IEEE, Kaggle, Papers With Code, ResearchGate, Semantic Scholar, Stack Overflow. Advanced Search Across key social platforms and Diversity & inclusion Sourcing, Location, Language & Top-Level Domain Search. Please hashtag #CFBR and Repost. Please forward my Profile/CV to your hiring leadership hashtag #recruiter hashtag #sourcer hashtag #sourcecon hashtag #talentacquisition hashtag #VPTalent hashtag #TalentManage
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Daniel Space
We really do not prioritize the right things for layoffs. As someone who has had to help execute way too many, and been the lucky recipient twice of layoff news - it really is devastating and I've seen people carry the pain/loss of a layoff for YEARS afterwards. In addition to all of the fun financial stress - there are deep feelings of rejection, anger, loneliness and lack of confidence that comes with this. Additionally trauma exposure is such a big thing because people who are impacted have to go on LinkedIn to restart their next life but they've likely connected with everyone from their company - and they'll either see C-suites indicating how unfortunate it was - or fellow employees post how hard it is for them to be a survivor, or other employees who were impacted, putting them into that mindset I can't stress enough - when I help companies with their post-layoff and outplacement services, the focus has to be on mental, the emotional and the deep rooted impact something like this can cause. Some people can just shake it off and are ready to move on to the next, but to others - who wrapped their identity into their work, making sure they have these resources and this time/space/community is just as important as resume reviewing If you're part of a layoff, it's important for you to know you are never alone, your feelings are valid, and you will get past this
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28 Comments -
Ryan Flannelly
Looking for a Director of Product to lead your team?? Look no further than Jonathan!! Let's set up a time for you two to talk! Jonathan - Director of Product - Redwood City, CA Resume Notes: 💠 Proven Leadership in Product Lifecycle Management 💠 🔹 Experience: 11+ years directing product development from conception to launch. 🔹 Achievements: Consistently exceeded client expectations with user-centric design and innovative features. 💠 Strategic Market Positioning💠 🔹 Track Record: Pioneered market-leading features and strategic marketing initiatives. 🔹 Impact: Built brand awareness, attracted new clients, and increased market competitiveness. 💠 Efficiency and Performance Optimization 💠 🔹 Results: Reduced time-to-market by 30%. 🔹 Skills: Improved usability and scalability, effectively streamlined product development and release cycles. 💠 Cross-Functional Collaboration 💠 🔹 Collaboration: Fostered synergy within cross-functional teams. 🔹 Integration: Worked closely with engineering, development, and legal teams to drive product innovation and ensure compliance with industry regulations. 💠 Data-Driven Decision Making 💠 🔹 Expertise: Utilized advanced data analytics to refine product strategies. 🔹 Outcomes: Improved customer satisfaction and drove innovation, ensuring products met and anticipated market demands. FlanStaff #ProductManagement #Leadership #Innovation #CareerOpportunity #ProductDevelopment #Hiring #JobOpening #ProductStrategy #TechIndustry #DataDriven
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Michael Goldberg
The day and meeting: May 30th All TA Team Meeting on a zoom call. I was reporting on our teams success sharing that after a year of building out the first COE where recruiters and sources were working as a team - communicating and partnering like Sourcers and Recruiters should be. I felt a huge sense of pride and then...waterworks. while on camera letting every recruiter, my boss, and my peer that I was extremely proud of our teams. I got myself together and started talking again until I couldn't...b/c the tears came back. No one said anything except my peer who knew what I wanted to say and continued for me. For me that is when I knew, the team understood. I have never in my many years as an employee cry in front of others. It was a first. There were so many emotions going through my head. But, I knew it was OK as I was comfortable doing what I did. I was like a proud parent and I couldn't help it. Did I mention how proud I am of my team? #recruiting #meetings #talentacquisition #hr
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22 Comments -
Hannah Barrow-Kohring
TA TIPS TUESDAY : Unlocking the Secrets to Successful Recruiting! 🚀 In the ever-evolving world of talent acquisition, staying ahead of the curve is key to attracting and securing top talent. After years of experience and countless successful hires, I’ve gathered some invaluable recruiting insights that I’m excited to share with my network! 🔍 Tip #1: Candidate Experience is King - In today’s competitive job market, the way candidates perceive their interaction with your company can make or break a deal. Ensuring a smooth, respectful, and communicative process is paramount. 💡 Tip #2: Leverage Technology, But Keep the Human Touch - Automation tools and AI can streamline the process, but nothing replaces the personal connection. Use technology to enhance, not replace, human interaction. 🌟 Tip #3: Build Your Employer Brand - Candidates are not just looking for jobs; they’re looking for the right culture fit. Showcase what makes your company unique and a great place to work. 🔄 Tip #4: Engage Passive Candidates - Sometimes the best talent isn’t actively looking. Engaging passive candidates can unveil hidden gems who might be open to the right opportunity. 🤝 Tip #5: Foster Internal Referrals - Your current employees can be your best recruiters. A strong internal referral program can bring in high-quality candidates. ✨ Recruiting is both an art and a science, and sharing knowledge helps us all grow. If you have a recruiting tip or insight you’ve found particularly effective, I’d love to hear it! Let’s make talent acquisition better for everyone. #RecruitingTips #TalentAcquisition #HRInsights #LinkedInNetworking
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Timeka Green , MBA-HRM, SHRM-SCP
I don't need proof that God exists. I AM PROOF‼️🙌🏾 The only reason I started my YouTube Channel is because throughout my HR career I witness so many disparities, microagressions and inequities that I felt compelled to help others in some type of way. I just KNEW that if someone had educated me, then my career would not have been sooooo difficult to navigate. 😩 Starting my channel was a 2020 goal. December 28, 2020 my first video went live. At that moment, I was hoping for at east 70 subscribers. Now, here we are at 17,000 subscribers! 🤯 👉🏾 👉🏾 Click the link in the comments to get the inside scoop on how to manage your Human Resources Career. #HRCareer #HumanResources #ContentCreator #Career #HeyyyHR
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31 Comments -
Tim Wilkins
Are you a bathtub full of water but lacking severely in rubberducks? Is your "bathtub" a company and your "rubberducks" the employees you need to hire to get your businesses bathing experience to the next level? Is this metaphor tracking? Are you slightly uncomfortable while reading this? Is this tone hurting my personal brand? Then look no further because I can assure you, my recruiting skills exceed my marketing capabilities, and I'd like to help you fill your tub full of great candidates. Please reach out to me with any and all hiring needs, or if you happen to see this post and think to yourself "who is this cringey guy writing weird stuff on LinkedIn?" then please connect with me and we can share in the cringe together. #hiring rubberduckrecruiting.com
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1 Comment -
Scott McCale
Recruiting talent is hard work. During this crazy jobs market, recruiters are in the headlights of much of the frustration, disappointment and anger from folks desperately seeking their next gig. In most cases, it is the recruiting strategy, not the recruiters that need an over hall. I know a number of great recruiters out there that run a tight ship. They have great follow through, care about their candidates, and never ghost. However, they are at the mercy of the recruiting process. Don't forget, recruiters are juggling candidates and hiring managers. Many hiring managers are either rogue or completely disengaged. Recruiters quickly become babysitters for many managers. Or, my favorite, the last-minute curveball from the CFO not approving the offer for an approved position. 🤯 Not all recruiters are created equal, but most are trying their very best to get positions filled quickly with respect and care for their candidates. To all the amazing recruiters out there, keep it up. We thank you for staying in the grind.
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1 Comment -
Timeka Green , MBA-HRM, SHRM-SCP
I wasn't thinking Resume Reviews would hit the way it has! 🤯🫢 So many folks have gotten instant success, just like Tori after having me thoroughly review their resume. Tori's comment in one of my YouTube Lives is just some of the amazing feedback I've gotten (pictured here). Many ask me to revamp and recreate their resume. Totally something I CAN do but I prefer not to do. Folks have said that by me giving them a thorough video recorded resume review, they have: 🥸 Laarned out to speak to their skills better and seen that reflected in their interviewing skills ‼️ Gotten clarity on which roles their skills best fit for 👉🏾 Identified exactly what their transferrable skills are 👏🏾 Gotten interviews immediately after using their updated resume 👀 Been introduced to tools and resum writing techniques to help them elevate their resume These are the top reasons that I no longer recreate resumes. I prefer to "teach a person how to fish so they can eat for their rest of their lives". Ok, I'm going to be real transparent here because I know HR, not marketing. 🤷🏽♀️ So here goes.... Client testimonials and feedbacks have given ME clarity on pain points and how to share how MY resume reviews can propel others' careers. Yep, I'm just a transparent HR leader and entrepreneur that doesn't mind telling you that I started this service and initally got little interest because I simply didn't know how to "market" this service. Resume Reviews have even given me clarity how Resume Reviews helps others AND on how to improve Heyyy HR's career mentoring programs. 👉🏾 Click the link below to get started with having your resume reviewed. #Resume #JobSearch #HR #Interviews #HeyyyHR
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6 Comments -
Christopher Baxter
The Wells Fargo Veteran Employment Transition (VET) Program Fall 2024 roles are almost here! Hopefully you joined our role review yesterday to learn about the different positions and eligible locations, and you're getting your resume ready to apply on Monday, June 24. I wanted to offer a series of resume tips over the weekend for my #Veteran applicants to help you better position yourself for the VET roles - TIP 1 - Position your Professional Summary to show clear alignment with the career area of the role you are applying to. Use those 3-4 sentences at the top to (1) match/exceed the REQUIRED years of experience, and (2) give that recruiter a preview of what they will see below in terms of matching skillsets. For our VET roles, we also might be grouping multiple positions in the same job posting. There might be multiple options that are in similar career areas, so you want to MAKE IT PAINFULLY CLEAR which role, and which locations, you are interested in by adding that to your last summary sentence. If you are looking to be considered for all roles in that group, and are willing to relocate, mention that. TIP 2 - Tailor your RELEVANT resume experience specifically to the qualifications. What does this mean? Our recruiters are scanning your resume to see (1) Do you show matching years of experience? (2) How many of the Desired Qualifications do you show specific, impactful bullets with accomplishments that match the technical skills and competencies of the role? Take the job description, line for line, to include the initial description bullets (in this role you will) and qualifications, AND consider - "How have I done this exact thing or a similar process using the skills this role calls for?" Front-load the most relevant experience. Even if that is in an educational or certification setting, treat those experiences just like a work section, showing relevant coursework, project work and impact. More tips to follow. Reach out to me with any questions, and be sure to search #VETProgram on our careers site on Monday to find the roles. They will also be posted on our VET home page - https://lnkd.in/eZGXDqGx.
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10 Comments -
Lauren Cassen
🚨 Recruiting Tech Spotlight ➡ BrightHire!!! I wanted to shoutout one of my fave tech partnerships on our recruiting team - BrightHire. We've been using their platform for awhile now and can truly attest to the impact it's made on our org (and how much easier it's made MY life 😅 ) Here are a few things it's helped me out with: ⭐ Sharing RPS recordings with new hires or ramping a new recruiter on a role ⭐ Sharing recordings with stakeholders who we need buy in for INSTEAD of adding another interview step to the process (major 🔑 ) ⭐ Driving alignment across the interviewing team at kick-off and throughout process There are SO many more ways to leverage this tool for optimizing efficiency, and as recruiters we all know there just aren't enough hours in the day 🤓 🙃 DM me if you are thinking about adding BH to your tech stack so I can tell you how much I love them 💖
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2 Comments -
Scott Williams
Fellow TA Pro’s & Hiring managers, anyone starting to notice an uptick in offers here in 🇺🇸? I’m seeing a lot more recruiters getting hired & candidates that I’ve engaged with getting multiple offers…. Not quite 2021 War on Talent vibes but a noticeable uptick! 🔥 #Talent #Jobs #Hiring #TalentAcquisition #Labormarket #WaronTalent
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