Anonymous wrote:My kid is about to graduate from college and has been job-hunting for months. Last week they were offered a position on Monday and given three days to respond. They are very excited about the opportunity and did accept the job last week. Two weeks ago they’d been asked to schedule an interview at another company— it was supposed to be tomorrow. On the one hand, they’d be really interested to still go through with the interview because it’d be good practice and they’d like to learn more about the company (it’s a place they’d be very happy to work someday). On the other hand, they don’t want to waste the interviewer’s time or burn bridges. They think they still want the position they’ve accepted, regardless of what happens with tomorrow’s interview if they go through with it. I advised them to cancel the interview—do you agree?

You don't interview unless you are serious about the opportunity and in a position to accept it. You could probably get away with doing the 1st round interview but if they ask you back for subsequent rounds and you withdraw it may look bad. The recruiter may not want to work with your kid again if they do this.

My kid is about to graduate from college and has been job-hunting for months. Last week they were offered a position on Monday and given three days to respond. They are very excited about the opportunity and did accept the job last week. Two weeks ago they’d been asked to schedule an interview at another company— it was supposed to be tomorrow. On the one hand, they’d be really interested to still go through with the interview because it’d be good practice and they’d like to learn more about the company (it’s a place they’d be very happy to work someday). On the other hand, they don’t want to waste the interviewer’s time or burn bridges. They think they still want the position they’ve accepted, regardless of what happens with tomorrow’s interview if they go through with it. I advised them to cancel the interview—do you agree?

Anonymous wrote:A recruiter reached out to me about a very interesting position and I had a first conversation with her yesterday. At the end of the call, she told me she thought I would be a great candidate for this role and encouraged me to submit my resume. She warned me that the process had just kicked off, so might be slower than I would anticipate since it is an external search firm. She asked me to let her know if I was moving forward with any other conversations so she could try to accelerate.

Do external recruiters say these kind of things in all/most of their conversations? Or can I take at face value that she really sees me as a strong candidate?

You only say this to viable candidates.

A recruiter reached out to me about a very interesting position and I had a first conversation with her yesterday. At the end of the call, she told me she thought I would be a great candidate for this role and encouraged me to submit my resume. She warned me that the process had just kicked off, so might be slower than I would anticipate since it is an external search firm. She asked me to let her know if I was moving forward with any other conversations so she could try to accelerate.

Do external recruiters say these kind of things in all/most of their conversations? Or can I take at face value that she really sees me as a strong candidate?

I don't *think* this has been asked yet, but basic question:
How does one find a good/reliable recruiter in the DMV?

Anonymous wrote:I’m interviewing for two jobs and both have similar processes (recruiter screen, hiring manager, 3 or 4 cross functional/peer interviews, 1 final round). I’ve completed the hiring manager interview at both and am being scheduled for the next set, but its clear that one of these companies is moving faster than the other as the dates offered to me by one are sooner. If i was so fortunate to be offered both, I’d much prefer the one that is moving slower, but I’m worried that the timing will mean I’d be offered the first before the second process is finished. As a recruiter what would you think about me reaching out to ask if there is any way to accelerate the process since I’m approaching the final stage of another process but I’d be more interested in progressing with your company?

Doesn’t hurt. If the company wants you in the finalist pipeline, I will know (though I won’t tell you outright) and I will try to accelerate your process. If the company does not want you or you are in the running but not the tip top candidate I will also know (and I still can’t divulge it to you) and I may give you good nosies but won’t accelerate you in our process. Just being honest. Hopefully they want you! So reach out and explain the situation!

Just a note - It is Spring Break season right now - multiple weeks of lots of leaders out of office - so even if a candidate is hungry and we do want him/her - the next stakeholder in line is skiing in Colorado. It is what it is.

Anonymous wrote:7:59 again. My question is do companies hire recruiters to pretend they have a job opening just to test someone's loyalty to the company? I've gotten a lot of calls and messages from people who can't tell me even what general area of the country a job is available or ask personal questions first without explaining the job. Its gotten to where I don't trust who the people say they are anymore.

I’ve never heard of that practice ever. Headhunters/Recruiters are expensive af. 30% of ee base salary. So say you make 150k middle management at a F500 if what you are imagining is true, your company is paying a recruiter 45k bucks to test your loyalty?? We will do a Silent Search to test who is Out There for an actual but rare role that we may have coming up. Like for example Head of AI Enablement (these are starting to pop up and who know what the jobs really are). It’s new. It’s rare. We don’t know what we want. We would toss money at a firm to see what capabilities are out there, what skills people have, who would jump ship, what it would take comp wise to make them jump. Etc. But that is different than your mild paranoia. Look, just like recruiters check you out, it’s pretty easy for you to vet a recruiter. LinkedIn. Then go to the firm website. Confirm their role. Don’t talk to just anybody who is ringing you up.

I’m interviewing for two jobs and both have similar processes (recruiter screen, hiring manager, 3 or 4 cross functional/peer interviews, 1 final round). I’ve completed the hiring manager interview at both and am being scheduled for the next set, but its clear that one of these companies is moving faster than the other as the dates offered to me by one are sooner. If i was so fortunate to be offered both, I’d much prefer the one that is moving slower, but I’m worried that the timing will mean I’d be offered the first before the second process is finished. As a recruiter what would you think about me reaching out to ask if there is any way to accelerate the process since I’m approaching the final stage of another process but I’d be more interested in progressing with your company?

7:59 again. My question is do companies hire recruiters to pretend they have a job opening just to test someone's loyalty to the company? I've gotten a lot of calls and messages from people who can't tell me even what general area of the country a job is available or ask personal questions first without explaining the job. Its gotten to where I don't trust who the people say they are anymore.

I've gotten weird messages from recruiters and weird phone calls that make me feel like they are phishing

Anonymous wrote:Do you ever just trash 50% of the applications randomly off the top? After all, who wants to work with someone that is unlucky.

Lol
No never. But will use a filter to search for a key word skill or capability which would be in our job posting. For example ‘Salesforce’. Not CRM. Not Hubspot. That narrows the pool from say 250 to 42 resumes. The others are indeed likely going to be trashed.

Do you ever just trash 50% of the applications randomly off the top? After all, who wants to work with someone that is unlucky.

Anonymous wrote:I work for a F500 in a senior mid management role (aka senior director, senior VP etc). I don't know what kind of employer you have but if you're at another major brand name company, do you tend to prefer hiring people who also came out of the F500s or there's no real preference or bias in the employment history? Does who you worked for stand out in a significant way? Just asking out of curiosity as I've always been in the F500s since leaving college.

Generally F500 wants to hire from F500 or F1000. It doesn’t mean total exclusion of those coming from other sectors or small startups but it matters.
Especially if you are coming from a company that is KNOWN for a thing - like Disney known for customer service, Amazon for Logistics, Pepsi for Marketing

Anonymous wrote:If you see a company you applied to checked your LinkedIn, are they checking all applicants’ LI pages? Or only a select few? Any tips of what to have/not have on LI profile when job-hunting?

It means they are interested or curious about you… When I do this I am usually checking for something or verifying something that is odd on a resume
I look at name, picture, education section, employment - if i don’t know your company name, I’m going to linkedin to verify the company is REAL
I Do Not like -
no picture, you could be a bot.
Listing your name as Adam B., again you could be a bot - I’m hiring a full person not half a person there’s too much ai these days and i need to verify who you are!
incomplete profiles where company and title is listed but the details are omitted
When what you have listed in your resume does not sync up with your LI content

Anonymous wrote:OP (or any recruiter) - what platforms do you use for finding new grads?

Handshake
12Twenty
LinkedIn