Sterling Engineering’s Post

Recruiting & Hiring is an art, and we try to make it a science. Science is cold and data driven. Science is gathering data to predict trends and outcomes. Data has a place in recruiting, but at its core, recruiting is based on trust and relationships. As a recruiter, you're gathering gathering data to establish patterns and predict outcomes. You're using the data to establish trust and credibility with the people you're looking to hire. Good recruiters apply the science to the art.

Navigating hiring algorithms as a job candidate can feel like trying to crack a secret code. With companies increasingly relying on automated systems to filter through countless resumes, it’s crucial for candidates to understand how these algorithms work and how to optimize their applications to stand out. We explored strategies to tackle hiring algorithms effectively. Continue reading: https://bit.ly/43Im1J8 #candidate #hiring #hiringalgorithms #career

Is your hiring process your competitive advantage? When asked to think of their competitive advantage, not many businesses would instinctively list their hiring process as a competitive advantage. They may think it's great, but they would first list things like their product features, customer service or brand equity. While these differentiators are great, why do businesses not view an air-tight, uniform, transparent and effective hiring strategy as perhaps the greatest competitive advantage they could have? Many companies may think their hiring process is solid, but the host of candidates who interviewed without feedback says otherwise. Others may think it's good enough but don't realise a 5 stage process for a mid-level Data Engineer role, is turning candidates off and gifting them into the arms of their competitors who have a streamlined hiring process that has been built from the ground up. Hiring can be your greatest competitive advantage, is what I tell the businesses I consult with. It all starts with a mindset shift. But you need to be willing to invest in it, just like you would your product features, customer service team or speed to market. Reach out to see how other companies are designing a market leading hiring strategy and process from the ground up and the results and talent that have followed. #hiring #recruitment #competitiveadvantage

"We're hiring" doesn't really cut the mustard these days 🥱 Candidates want MORE. They want to be excited about a new opportunity and feel confident that it's worth: A - The effort of applying for B - The risk of leaving where they are currently You need to sell the opportunity to your ideal candidates otherwise you'll be stuck, scratching your head wondering why you're getting a load of CVs that aren't even close to what you had hoped when you first listed the role. Blanket statements like "We're hiring" won't help you to attract the candidates you need to drive your business forward. People seem surprised by this though. Surely it's just putting out what the job is and the right people will find it? Nope 👎🏼 With a vast majority of candidates only passively looking i.e. just keeping an eye out in case there's something more exciting, not desperate to move jobs You have to really sell the opportunity to them to get the best of the best in front of you in an interview. Check out the video for 3 more tips to make your job advert stand out to your perfect candidates 📹🌟 Want to start sourcing the best of the best instead of scraping the barrel? 🛢️ Book a quick call with me today to find out how I can help you to fill your next data science, machine learning or data engineering role. Link in the comments ⬇️

Explore the future of hiring! 🌟 Swipe to discover three pivotal trends in hiring for 2024: - Online Recruitment Platforms - Global Hiring - AI Powered Technology Stay informed with these essential insights! #hiring #recruitment #hiringtrends

I have known of several candidates over the last few weeks lose out on opportunities because of integrity issues. Integrity matters. If your dates on your resume don't match your Linkedin...you will get rejected. If you use AI to fake your references...you will get rejected. If you leave jobs off of your resume to hide a bad experience...you will get rejected. Integrity matters. Do the right thing. #hiring #recruiting #integritymatters

I had a fascinating conversation today with an individual who claimed to be submitting 100 job applications daily... Yes, you read that right—100 applications every single day! That said, his resume really caught my attention. He had an impressive background as a proven Data Leader, holding a strategic position for nearly a decade. Leading large Data-centric teams with huge success. His AI accomplishments at the highest level were truly remarkable, making him really stand out. Intrigued, I reached out to him to understand why, with such a distinguished career, he had applied for one of my Sr. BE Platform Engineer position 🤷♂️ Upon connecting with him, I asked, "Hey X I just received your resume for the Sr. Platform Engineer that just applied for and thought your background was really impressive. I have to ask though, was your application a mistake, or are you considering a significant shift back into an individual contributor role?" His response: "I'm not sure what role you are referring to... how much does it pay?" This left me confused because he applied to this position just 3 minutes prior to me calling him. He went on to tell me that he is applying to over 100 positions every day so he can't track of all his applications. DUDE... you just applied 3 minutes ago and I called you immediately... I mean come on!!!! The sheer volume of applications he was managing is almost impossible to track comprehensively. I understand that in times of desperation or uncertainty, individuals may cast a wide net in their job search just to land something, but there is no way that he would be considered for this position because of his tenured leadership background, so why bother?! This throws up a huge red flag for me. If you don't care enough to keep track of your applications and you are just applying to everything that you see online, even if I did place you, how long would it be before you jumped ship for the next best thing that actually aligns with your skill set?... This situation raises questions about the effectiveness of such an approach, especially for someone with a background as accomplished as his. While his pursuit of opportunities is commendable, there seems to be more to this narrative that I feel compelled to explore. So to those in my network who might be in a similar position, what are you doing to strike a balance between casting a wide net and aligning your skills and experiences to the right role? Share your thoughts below... #hiring #jobseekeing #helpneeded

Even the best recruiters can sometimes find themselves on the flip side of hiring... Many recruiters in my network find themselves in search of new roles. It's within our power to support them. In my experience, I've reviewed lots of recruiter resumes and I've noted a common oversight. Many recruiters include recruitment metrics like "Placed 150 machine learning engineers" but fail to connect this accomplishment to the subsequent business outcomes. Here's a solution: Validate your value by linking it to business impact. "Successfully recruited and placed over 150 certified machine learning engineers at XYZ Tech, which catalyzed their AI-centric product range, culminating in a 35% surge in revenue within one year." What's your ultimate piece of advice for recruiters aiming to get hired? What can job-seeking recruiters do to boost their chances?

Using advanced computer programs in #hiring has changed how one can find and remove hidden biases, especially when checking people’s abilities and skills. These smart algorithms help by focusing on qualifications and talents without getting influenced by unintentional prejudices. They’re designed to make sure everyone gets a fair chance based on their actual abilities. This new way of hiring helps to find the best people for the job without being unfair to anyone because of things like stereotypes or biases that might affect decisions. Read more on CHRO:  https://lnkd.in/daAgmzex