Marissa Framarini

I've noticed many candidates expressing frustration about not getting job offers or feedback from HR. As someone actively hiring for multiple roles, here are some recurring issues I've observed: 1️⃣ Lack of Company Knowledge: When asked, "What do you know about our company?" 90% of candidates are blank, 5% make incorrect guesses or frantically Google for answers, and only 5% come prepared. 2️⃣ Understanding the Role: Similarly, when asked, "What do you know about the role?" most candidates haven't reviewed the job details, resulting in a similar ratio of unpreparedness. 3️⃣ Motivation for Joining: When asked, "Why do you want to join us?" the common response is "better growth," yet many can't articulate what growth means to them or how our company fits into that vision. Dear job seekers, before seeking feedback, please assess your own preparedness. HR professionals are more than willing to provide constructive feedback to candidates who may lack certain skills but come prepared. Coming unprepared, however, is a waste of both your time and theirs. Prepare, research, and show genuine interest – it will set you apart. We understand that it's frustrating when you don't get feedback, and it's equally frustrating for us when candidates come to interviews with no idea about the company, the scope of work, or why they want to join. #JobSeekers #Hiring #HR #JobSearch

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A lot of employees have trouble switching off. That means email, slack, etc, gets checked outside of their work hours or on the weekend far too often. I’m guilty myself. As a people leader, there is so much power in scheduling a send to align with regular hours whenever possible. Weekend panic about something you really can’t tackle until Monday is not fun. A late email may ruin someone’s dinner when it may have been handled more easefully if received the next day. It’s stressful. And a lot of times it’s unnecessary. Just like you re-read something before sending. Double check the clock and calendar and use the schedule function when it would better serve the person you’re sending the message to. #workplaceculture #peopleops #leadership

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If you’re in people ops, I’m sure you’ve experienced this struggle. I’ve been in operations for 10+ years, and that often includes people ops. I’ve built out structures from scratch for remote recruiting, onboarding, training, cultural initiatives, offsites/onsites, and offboarding. By far my least favorite of these is offboarding. Sometimes it’s on good terms, but often times it’s not what either party wanted. One of the necessary tasks is retrieving the employee’s computer. And if you’re used to working remotely, suddenly managing physical inventory and shipping can cause some real concern on how to do it right. I used to instruct employees to go to a local UPS or FedEx, buy a box, hope they packaged it properly, and have them send me the tracking information. Sometimes the store would package it, but sometimes they refused. After it was all done, I would have to reimburse them for whatever they paid. It made an already difficult situation harder on them, and concerned me that I wasn’t handling it right. Around 2020, I came across Retriever, a company that makes this process so much easier. They ship a box with labels and packing material, send automated emails to me and the employee, and include insurance in the price. They’ve continued to improve their packing material and instructions in the years I’ve used them, and the overall user experience keeps getting better. If you’re responsible for offboarding remote employees, I highly recommend checking them out! There’s no commitment, no membership or ongoing fee, so even if you only need to do it once, they’re the right fit for you. They also have an enterprise option.

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If any company leaders out there genuinely want to support the LGBTQIA+ community during Pride Month (and beyond), here's a solid suggestion: hire someone from our community this month! Why should you do it? Here are a couple of reasons. I am more than happy to share more. ✅Representation matters. Having LGBTQIA+ voices and perspectives in your workplace fosters a more inclusive and understanding environment. It's the right thing to do. Our community faces disproportionate discrimination and barriers when it comes to employment. By hiring us, you're being part of the solution. ✅We bring unique strengths. LGBTQIA+ individuals have often had to navigate adversity, develop resilience, and find creative ways to thrive. These are powerful assets for any team. The harsh reality is that many in our community, especially transgender folx, struggle with unemployment or underemployment. So please, take a good look at your team. How many LGB employees do you have? How about transgender employees? If the numbers are low, that's a sign you can do better. If you don't have any suitable openings right now, no worries! Reach out anyway and offer to mentor someone from the LGBTQIA+ community. Or make an introduction to someone you know who does have job openings. A little effort can go a long way. And, allies, I get that most of you mean well. But we need more than just empty celebrations this month. Take concrete actions that will have a lasting, positive impact on LGBTQIA+ lives long after Pride Month is over. Hire us, support us, amplify our voices. That's how you can truly show up for us. #LGBTQIA #PrideMonth #Employment #Hiring #Jobs #Employers #Employees #Inclusion #Belonging #Support #Allyship

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Hey, LinkedIn Team, I wanted to reach out and share some feedback regarding the reaction options available on the platform. While I appreciate the intention behind the "like" and "support" reactions, I've found myself increasingly uncomfortable with using them when it comes to posts discussing topics like suicide, racism, and discrimination. Reading about these issues already evokes a range of emotions—sadness, anger, frustration—but having to choose between "liking" or "supporting" them just feels wrong. I believe it's essential to express solidarity and empathy, especially on such important topics, but I also feel that a more nuanced range of reactions could better reflect the complexity of these emotions. Introducing options like a "sad" or "angry" reaction could provide users like myself with a more appropriate means of expressing our feelings without resorting to reactions that may seem incongruent with the content being discussed. I understand that implementing new features on a platform as large and diverse as LinkedIn is no small feat, but I believe that by providing users with a wider array of reaction options, we can foster a more empathetic and supportive community that acknowledges the gravity of these issues. #LinkedIn #LinkedInReactions #Emojis #Options #Feedback Thank you.

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Hiring manager: Do you tell the candidates what the interview will be about?     Me: Yes, of course.     Hiring manager: Do we tell the candidates we expect them to use the STAR method?     Me: Yes, of course.     Hiring manager: Ok, but surely, we don’t tell them what we will ask them?     Me: No, we do that as well. I’ll tell them the competency areas & culture/values focused areas you’ll ask them questions on.     Hiring manager: Ok, but why?     Me: We want to give every candidate the best possible chance to succeed and smash our interviews. If we help them be as prepared as possible, it only maximises the interview experience for both sides.      The best prepared candidates will be the best performing candidates. Talent Acquisition & Recruitment teams should be doing everything they cand to support their candidates.      A small amount of effort for talent acquisition, but a big effect on candidate experience 🚀 ---------------------------------------------------------------------------------- What extra information do you think should be provided to help candidates prep for interviews? 🤔 #talentacquisition #recruitment #interviewing

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Hiring - it doesn't have to be a game of Russian roulette. Yet, so many managers throw the dice, hoping to land that ideal hire. Truth? It's less about luck and more about strategy. Here's my hiring playbook: 1) Define the role - Be crystal clear about the responsibilities, necessary skills, and cultural fit. 2) Look beyond the resume - A resume tells you what they've done, not what they can do. 3) Behavioral questions are key - Past behavior is the best predictor of future performance. 4) Involve the team - They've got to work with the new hire, so their input is invaluable. 5) Trust your gut - Data is important, but never underestimate your instincts. 6) Utilize AI tools such as jobworx.ai - the Hiring Management Dashboard is a great help! Hire for potential, train for skill, and support with culture. And remember, a great hire can propel a team to new heights; a poor one can be a costly misstep. Choose wisely. Your team's success hinges on it. #hiringstrategy #teamgrowth #leadershiplessons

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I don't want to sound like a broken record...and I don't want pity. But... I just can't stop thinking about this. The weight of constantly worrying about potential discrimination in my job search, just because I'm proudly living as my authentic self, is really weighing me down. This job market is already hard enough. It's sad that simply being me adds another layer of difficulty. I try to stay positive and keep pushing forward, but it's just not right that I could be overlooked or have my skills and experience diminished simply for being an out and proud transgender man. I'm the same person I was before my transition - hard-working, dedicated, and passionate about my work. The only difference is that I'm finally being true to myself. It breaks my heart that there are still minds to open and barriers to break down when it comes to acceptance in the workplace. I deserve a fair shot based on my qualifications and merit, not pre-judged for being trans. No one should have to hide who they truly are out of fear. And I won't. I know my resilience and determination will eventually get me to the right company that celebrates all of me...but how long will that take? Months? Years? In the meantime, the emotional burden of wondering if the next hiring manager will see me or just my gender identity is exhausting. I'm hopeful but heartbroken that this is still a reality in 2024. I'll keep being my authentic, proud, outspoken self because that's the only way change will happen—by living authentically and unashamed. I just wish the world would catch up a little faster. #TransRights #WorkplaceEquality #TransEmployment #TransDiscrimination #BreakingBarriers #Jobs #Hiring #OpenToWork

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TA Leaders: When is the last time you looked at you application abandonment rates? Where in the application process is the job seeker tapping out and moving on? Who are the humans that dropped out; Is there an inequitable step? What are doing to make your application process more efficient? Why are your jobs getting 500 applications in under 24 hours?

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I read this over the weekend, and to say that it made me angry is an understatement. I'm going to be posting about this on my Instagram account: hiringhellscapes as well. FAKE JOB POSTINGS by companies across various industries If this is true (and I'm inclined to believe it, based on my own experience), this deceitful practice is disrespectful to job seekers and a gross violation of trust that should be considered unethical and potentially illegal. The reality is that the companies engaging in this deception do it for their own self-serving purposes. Some cite maintaining an illusion of growth and attracting top talent as reasons for posting non-existent positions. However, this rationalization is a thinly veiled attempt to manipulate public perception and prey on the hopes of eager candidates. The consequences of this deception are deeply personal and profoundly harmful. Job seekers, already navigating the challenging waters of unemployment, invest substantial time, effort, and resources into applying for these phantom roles. The emotional toll of repeated rejections or, worse, being led on by companies with no genuine intention to hire is immense, leading to feelings of frustration, hopelessness, and even depression. In addition, fake job postings distort labor market data, painting an inaccurate picture of employment opportunities. This deception not only misleads job seekers but also undermines the integrity of the entire job market ecosystem. From an ethical standpoint, this practice is reprehensible. Companies that engage in these tactics are effectively lying to potential employees. It is a form of exploitation that preys on the vulnerabilities of those seeking employment. Beyond the moral implications, there is a strong argument for legal intervention. False advertising and deceptive practices are already prohibited in various contexts, and it is high time that fake job postings are addressed through legislation. The practice of posting fake job openings should be universally condemned and eradicated. Companies that engage in such tactics are not only tarnishing their own reputations but also contributing to a toxic environment. It is incumbent upon policymakers, industry leaders, and the public to take a firm stand against this unethical behavior. Stricter regulations, coupled with increased awareness and public pressure, can help dismantle this disrespectful and disgusting practice. Only then can we restore integrity to the job market and create a level playing field where job seekers can pursue opportunities with confidence and dignity. #PutTheHumanityBackIntoTheJobMarket #FakeJobPostings #Employers #Jobs #JobSearch #ThisIsNotOkay

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🚀 Launching my free guide on salary benchmarking and pay transparency! 🚀 Compensation is never neat, and implementing a structured approach can be overwhelming, but speak to any business that’s been through it and out the other side, and they’ll tell you the results are worth it! When you get this right, it saves everyone time and lets you focus on what really matters – building a successful business. To help you on this journey, I’m excited to share my free guide outlining the steps and key decisions for designing a compensation system that’s fair, consistent, and transparent 💛 The guide draws on my experience working with over 70 global organisations over the last decade and I hope it becomes your go-to resource when creating a pay structure that fosters transparency and trust. Access the free guide here - https://lnkd.in/eJ-58ztN I’d love to hear your thoughts and please consider re-posting this to share with others in your network who might find it useful. #transparency #salarybenchmarking #compensation #payequity #paytransparency

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Hey, folx. I've got an update regarding GenderBend Consulting, LLC. As much as I'd love to overhaul the website and get operations firing on all cylinders again, I've made the difficult call to leave things on pause for now. The anti-trans rhetoric and policies sweeping across the US and other parts of the world have made navigating this space extremely challenging in recent years. In the current climate, I don't feel confident that restarting full-scale would be financially viable, as I've seen others with similar consulting businesses also struggling. I'm not shutting things down completely. I'm still totally open to paid gigs like: ✨ Public speaking (from tiny gatherings to huge crowds, I've done it all) ✨ Panel discussions ✨ Fireside chats ✨ Training and workshops ✨ Q&A sessions So if you're looking for an engaging speaker or facilitator, hit me up! #PrideMonth2024 is just around the corner! Holla at me. But, please, if you're a company just doing your once-a-year pride washing...you may want to contact someone else. For the actual GenderBend Consulting, LLC business, though, it's best to hold off until at least after the next presidential election. The current climate just isn't conducive to making this work sustainable. I appreciate everyone's understanding. It sucks, but I'm hopeful that better days are ahead for my business and the trans community as a whole. We'll get through this by staying resilient. #Transgender #Nobinary #GNC #GenderIdentity #Consulting #LLC #DEI #Facilitation #PublicSpeaking #Training #FiresideChats #PanelDiscussions #Keynotes #Storytelling

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I want to preface this by saying this post is not meant to be an unprofessional public callout or aimed at trashing a company. Instead, I'm using my experience to provide candid feedback that I hope can be constructive for the company and serve as an example for others on how the hiring process impacts candidates' perceptions...and, ultimately, a company's brand. When I came across the Training Consultant job posting at Cornerstone OnDemand in late February/early March, I was genuinely thrilled. The description seemed tailor-made for me, given my extensive experience in L&D (including roles as a Training Manager and Associate Director), familiarity with their Learning Management System, and a perfect match to my skill set. I applied with the expectation of at least an interview. But weeks went by, and...nothing. No response. I started contacting people at the company, but still - radio silence. Then, I got one of those dreaded auto-rejection emails. I was a little shocked, but I figured I'd move on. However, I was confused when the same role was reposted on LinkedIn. I sent InMails to the CEO, their Chief Learning Officer, a Manager of Talent Acquisition, and a couple of other employees, but received no response. To my surprise, the role was reposted a second time, and I even received a second auto-rejection email on May 10 (yes, just this weekend). This sequence of events has left me truly confused and frustrated. I'm not trying to rant or criticize Cornerstone unprofessionally. I wanted this job and was so eager to hear back after applying. But the lack of any response whatsoever, reassurance that my application was being considered, or closure on the role has been beyond frustrating. Experiences like this can negatively impact a company's brand from a candidate's perspective. One day, you're on someone's "top 10 list" of dream employers, and the next, you've fallen off just based on the hiring experience alone. I wish Cornerstone had handled this one better. #Hiring #Jobs #JobSeeker #JobSearch #CompanyBrand #CandidateExperience

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Good morning Monday Linkedin, There will be a lot of people waking up today trying to figure out both their job search and strategies for making it through. There have been lots about refining your job search, so this morning I'd like to run those of you in particular in this situation through a few options you might consider. With yet more layoffs as recently as last week, it's clear that the Tsunami of nightmares the Games Industry is experiencing won't end quickly. I'm not going to try to talk about a brand new day, or seeing the light at the end of the tunnel ahead either, because honestly? Much as I'd like to, I don't see a visible recovery at this time. So what can you do? I talked last week about reinventing your way of earning. Ways that you can do that could be: - Changing industry. Tech isn't so far away from what we do, and it's not the only way that games developers can branch outside of the industry. - Freelance contracts. It's hard, there's tons of people in the same place, but if you stand behind your portfolio, it's an option. - Fractional work. It might be that someone wants you, but can't spring for full time. - Start a company. Whether it's to sell your art in a small gallery or offer coding support on an hourly basis, it's another option. If you don't outlay much money, you can't lose much, also if it takes off, the only person laying you off in the future will be you. - Start a games studio. I believe now is the best time we've had in recent memory to assemble an incredible team. I haven't personally been able to get commitment from funders when I looked into it, but everyone has different goals, budgets and backgrounds. Maybe you'll have more luck. - Full Pivot. If you're young enough, and determined enough, start again. Especially if you're in a position of living with family or similar, go play to your strengths, do something you always wanted to: Teach scuba diving, be a zookeeper, learn to teach, start an apprenticeship. This is where those who are at the start of their career really have the advantage, it might not seem like it to those of you who just left Uni into the maelstrom today, but you can go anywhere and do anything. Do it while you can, mortgages, family and commitments will catch you up sooner than you'll ever believe. More dramatic options: - Relocate somewhere that the cost of living is a lot lower, any savings will stretch further. Maybe to a place where you hope to live and work so you can more easily network there or be available even if you have to go onsite. I'm considering this myself right now. -Travel. Liquidate your assets and use them to travel. Plan it first, budget it carefully and do all the things that job attachments might have prevented before. You'll have incredible memories and experiences, and might just find 'what's next' on the way. Necessity is, after all, the mother of invention. You've got this. #gamesindustry #layoffs #videogames #gamesjobs

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Hey there, GoFundMe! I've got a proposal that might be the perfect match for your DEIB Coordinator role. Now I know what you're thinking: "This person's résumé is impressive, but are they really a good fit?" My passion for DEIB initiatives is not just a line on my résumé; it's a driving force in my career. Well, let me put those doubts to rest. Imagine a world where DEIB training is so engaging that people actually look forward to it. Where inclusion initiatives are executed with the precision of a Swiss watch, and bias is mitigated with the grace of a ballet dancer. That's the kind of magic I can bring to the table. With over a decade of experience driving DEIB initiatives that have boosted employee engagement, ERG membership, and satisfaction scores through the roof, I'm the one you're looking for! From coordinating global training programs to managing ERG operations, I've got the skills to make your DEIB efforts shine bright! But let's be real. We all know that true inclusion isn't just about checking boxes—it's about creating an environment where every voice is heard and valued. And that's where my superpower lies: building cultural competence and fostering a sense of belonging that's as warm and inviting as a blanket fresh out of the dryer. So, what do you say, GoFundMe? Let's join forces and create a workplace where DEIB isn't just a buzzword, but a way of life. With my expertise and your mission to help people help each other, we could be an unstoppable duo, making the world a little bit better, one inclusive initiative at a time. #DEIB #Hiring #Jobs #JobSeeker #LetsDoThis #ImReady #AlreadyApplied #GoFundMe

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To be really, brutally honest, if I'm ghosted as a recruiter I'm really grateful for that 20 minutes of my day back to focus on other candidates. I figure you'll circle back if you want to reschedule (and please don't buy into the false urgency that a role will disappear by tomorrow if you don't seize on it today). And if I'm a candidate? It's more annoying to be ghosted, but also hey if that's what the company is like I can move on. Sometimes no answer IS an answer. #unpopularopinions #hiring #recruiting #ghosting #candidates #recruiters

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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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To be safe from layoffs when more intelligent, harder working members of the team you’ve helped build are being let go is painful and guilt-inducing. Made all the worse when you’re out of the business on paternity leave and can’t be around. Doesn’t feel right or just. I don’t have many words on the situation other than these of sincere praise and recommendation for the following: George Willard As confident with creative as the more process-driven side of brand, and a natural leader who’s been THE central cog in Modern Wolf’s marketing machine since he joined. One of the most adept marketeers I’ve worked with, whose skills don’t stop at marketing. Eric Duan, Ph.D. Fiercely intelligent and the most knowledgable person I’ve met on community and player experience. We barely scratched the surface of what Eric could achieve with the right resources and runway, and I know he’ll get those results elsewhere. Emma Begum Emma is funny, smart as a whip, and a huge asset to any comms department. A future leader in the communications space - wherever she ends up next will discover a depth of talent across multiple disciplines. Frederikke Frydenlund When I joined MW, I couldn’t believe the art output of the publisher was achieved by a two person team. Freddy is a power-house that at the very same time manages to be an annoying perfectionist with the highest of quality bars. The best combination of traits. Also: she draw good. Lottie Walker Lottie has already lined up the next thing, which is wholly unsurprising. The energy she can bring to a call or otherwise gloomy moment is infectious. Her knowledge of the ins and outs of each social platform, and how to get the most out of them creatively, is unrivalled. David Claesson Not on the marketing team, but whatever: David might be the smartest person I know? Leading the production on ZERO Sievert with big-picture vision and empathy-led decision making. Reads good books. Watches good TV. — Hire or work with all of them. MW’s loss is somebody else’s inevitable gain. I have no concerns that all of them will go onto do great things.

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