Camille Evangelista

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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I have seem a lot of comments on social media and LinkedIn on why recruiters fail to response to emailed applications. 1. how can 1 recruiter response to emails of 4000 or 7000 plus applications stating " what is wrong with their application and why they have not made the listing." 2. candidates can be foolish, as they NEVER follow INSTRUCTIONS. Read the requirements and check to see if you are qualified, before applying. Candidates apply for the sake of applying. A good example, an IT background with no experience in Human Resources or labor laws applying for HR Temp officer role, yet the candidate waiting for a response. So, candidates be smart when sending applications , make sure that your application match the job requirements ( experience and skills) . If you do not meet the requirements then best way to apply for a job, " is general expression of interest stating area of jobs you are interested and staying why you interested in the role."

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Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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PUMP YOUR BRAKES.... Before you rush to submit your resignation letter after accepting a new job offer, consider this: 📌 Wait until you’ve completed the pre-boarding process, including background checks, drug screens, reference checks, and more. Here’s why: Delays can occur during this phase, potentially pushing back your start date and causing you to miss out on your coins. (the way my bank account is set up... Kevin Hart voice 🤣) But seriously, missing out on income is not ideal, especially when you didn't plan for it. For example: - The company might have difficulty verifying your education and require you to provide a copy of your diploma or transcript. - They might have trouble verifying your employment and ask for a pay stub, offer letter, or W-2. - The court handling your criminal background check might be backed up due to high volume. ⬆️All of these things can delay the hiring process. 📌 Don’t let the hiring manager or recruiter pressure you into giving a resignation letter to your employer before the pre-boarding process is complete, even if they’re short-staffed. If they’re serious about you joining their team, they will understand and accommodate the necessary 3-4 weeks for you to start. - 1-2 weeks for the background check - 2 weeks to provide a resignation notice to your current employer FYI: In my career, I’ve reviewed countless background checks and requested documentation from candidates. While the process often stays on track, there have been 𝐌𝐀𝐍𝐘 instances where the start date was delayed despite the candidate already giving notice to their current employer. #recruiter #opentowork #joboffer #hr

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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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The unemployment rate remains low in Oregon and the United States. But many candidates who use the Mac's List job board say they are seeing more competition now for fewer jobs. When this happens you need strategies that give you an edge over your competitors. Yesterday Kareem Rogers, MHRIR, SHRM-CP joined me from Chicago to record a new episode of “Find Your Dream Job,” to talk about four extra steps you can take to stand out in a tough job market. He’s a recruiter, a career coach, and the owner of the HR Depot,LLC. Kareem’s company improves the quality of life of job seekers through resume and coaching services. We began our conversation by talking about what happens, especially for the most competitive jobs, if all you do is send applications and don’t network, arrange informational interviews, or ask others for help. We also talked about why many applicants don’t take these extra steps no matter what the state of a job market. Kareem then shared these four tips for standing out in a tough job market. In reviewing each recommendation, we discussed why it matters, how to do it, and the difference it can make  in your job search. -- Get your network on your side. It’s not the people you know, it’s the people you want to know and LinkedIn can help you meet them. -- Know (and share) what makes you stand out. It’s one thing to say what you’ve done, it’s another to show. Make sure you tell others in person and online about your awards, results, and other accomplishments. -- Do what other job seekers don’t do. Examples include creating a 30, 60, 90 day plan, writing custom cover letters, and reaching out to recruiters on LinkedIn. -- Be active on LinkedIn. When you publish regularly on LinkedIn you create a digital profile that gets the attention of employers. How does the current job market feel to you? What have you done to stand out from your competitors? Share your experience and suggestions in the comments below. And listen to Kareem Roger’s interview with me on “Find Your Dream Job” when it goes live September 11, 2024. In the meantime, check out the Mac's List website for more than 450 other “Find Your Dream Job” interviews with career experts like Kareem Rogers, MHRIR, SHRM-CP. Use the link in the comments below or go wherever you get your podcasts. #jobmarket #jobsearchtips #careerpodcasts Photo via SquadCast.fm by Descript.

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𝐃𝐄𝐔𝐂𝐄𝐒 to all the negative stereotypes about recruiters! Contrary to what people may believe, there's still a lot of great recruiters out here. 📌Order your "I Don't Ghost Candidates" tee today: https://lnkd.in/gXbWmKFm With your purchase, you're not just getting a stylish tee; you're joining a community of recruiters dedicated to advocating for candidates and creating exceptional experiences! #recruiters #recruiterlife #hr

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When companies post positions which have a range below what market shows for the role. When the hiring manager (whether it's an owner or just department head) thinks the person interviewing should want to work there and not just focus on the salary. They dang well know they are underpaying. How is that part of an effective hiring strategy!? Remember, you get what you pay for! With the exception of the one-off great hires who undervalue themselves.

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STAFFING MYTH BUSTED: there is no magic candidate pool! 🫢 (Nope, not even the one that 3rd rep of the week promised. 🫣) We are all sourcing from the same population impacted by: 👉🏼economic factors 👉🏼generational trends 👉🏼surplus availability of jobs Each agency navigates this differently. Look again if you notice they: 🔍 throw “bodies” at you to see what sticks ❌causes high turnover, mistrust and everyone ends up burnt out 🔍have high turnover internally ❌employees burn out quickly here, and won’t be organized and ready to handle your needs when it’s crunch time Consider them if you notice they: 🔍take the time to ask the right questions + set honest expectations ✅ they’re likely to send the right employees and deliver on their turnaround commitments 🔍have industry veterans with tenure working internally ✅ when people are taken care of and given proper resources/encouragement, they stick around and incorporate their knowledge + experience into YOUR experience 🔑 If you are ready to upgrade your staffing experience, it would be my honor to discuss a gameplan that will knock your 2024 out of the park. Let’s chat - contact info below ⬇️

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One thing that isn’t talked about a lot is speed of getting paid with agent programs. I always smile when I talk to w2 reps who act surprised about weekly pay on the agent side. The reality is many w2s pay monthly, I’ve even heard quartely or longer. Many of them also have to wait until the customer pays as well. Then when they move on, I’ve heard multiple horror stories of getting shorted or not paid at all on comisison. Just a gentle reminder if you are doing 40k in GP a month as an agent that’s normally 300-350k in your pocket a year. If you are interested in talking about becoming an agent I’d love to chat. #sales #recruiting #trucking #logistics

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👋 Send me your resume and let’s chat! Happy Friday! We made it to the end of another week! 🤹‍♀️ Are you actively seeking a new job? I have a couple of questions for you. 1. How many jobs did you apply for this week? 2. And how many recruiters responded to this week? Let me guess the answer to #1 is A ZILLION! And the answer to #2 is ZERO! (I have my theories on why this is but that’s a post for another day.) Let's face it, job hunting is vastly more complicated now, and the process of simply walking into a business and handing someone a resume or following up in person for your online application is a thing of the past. And likely to make a bad impression on today's recruiters. So, what is the answer? Something my dear friend Maria Healey shared with me while coaching me through my own recent job hunt. You must put yourself out there, be vulnerable, and use your network! Let Eckstein Trade & Transport "ET&T" Recruiting Services assist you in expanding your network and ensuring that your resume catches the eye of potential employers. We will diligently follow up on your applications and act as your advocate in a time when technology has made self-advocacy challenging. You can DM me here or email me at jenny@ecksteintrade.com

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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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So fellow LinkedIn, how do you feel about your employer keeping tabs on when you update your resume?   This is not new, for over a decade now ATS like Indeed will notify your employer when you update/ make changes to your resume. With all the new AI coming out, tracking has become very easy. My personal feelings on this are mixed. Instead of worrying about an employee updating their resume, your company should adopt an employee listening strategy that understands and highlights the feelings of employees. This can go a long way to understanding the positives and negatives employees feel about the company and allows leadership to take targeted action which can be measured and ultimately improve the employee experience, resulting in higher productivity levels and less turnover.   You should be acting vs. reacting. Begin by creating a “Culture of Inclusion,” which will give you more insight into WHY they are seeking other opportunities. Fix problems internally and create non-financial value for your employees. By focusing on WHO is applying elsewhere, you are ignoring the real problem and NEED to create value to eliminate the reason for seeking alternate options.   I think in the right hands it CAN offer some insight if you’re looking at patterns. If suddenly you have one team all updating their resumes, then there’s a problem somewhere. I don’t think under any circumstances should their managers be given that info (even if they do nothing with it they’re going to have an unconscious bias, or an overt bias, against that person) but this will allow you to start looking into the issues and hopefully rectify them.   What are your thoughts?  

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POV when a Recruiter or Hiring Manager beats around the bush about the salary like they work for the Secret Service. 😂😂 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: What's the salary for this role? 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫/𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫: That's classified information. We can discuss that if you make it to the 3rd round of interviews with us. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: You mean if you make it to the third round with me? This interview is over; thanks for your time, and thanks for wasting mine. Why is it so hard to get a straight answer on compensation? 📌𝐓𝐑𝐀𝐍𝐒𝐏𝐀𝐑𝐄𝐍𝐂𝐘 𝐈𝐒 𝐊𝐄𝐘!

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To all recruiters, talent acquisition specialists, headhunters,Staffing Coordinator’s, Hiring Managers, Recruitment Partners, Technical Recruiters, Executive Recruiters or whatever title that’s been bestowed upon you…Please keep one thing in mind when you reach out to potential candidates…they’re out here looking for a new career, a fresh start, a new beginning, they’re looking for something that gives them purpose. So don’t reach out to them unless you truly want to help them. There’s nothing worse than giving a potential candidate hope of finally landing their dream job by claiming “you’d be great fit, but just not this role, can I keep your name and résumé and I’ll keep you in mind when something comes across my desk”. I realize that you have a job to do, and I’m sure that there are quotas that you have to make, but at what cost? I don’t think you realize how heartbreaking it is when you send out that email saying “Hey XXX, I came across your resume and I’d love to connect about an opportunity” only for you to shatter their hopes and not doing your part by getting them in the door with an actual face to face interview. Your outreach means hope for them. Don't offer false promises; it's disheartening to lead them on without a genuine intent to assist. Your role holds significant power in shaping their journey, possibly their future. Don’t be “that person”. #Recruitment #CandidateExperience #CareerOpportunities #hr #humanresources #retention #engagement #newbeginnings #careergrowth #hrcommunity #humanresourcemanagement #talent #adreamisawishyourheartmakes #executives #HRM #Recruiters #allmagiccomeswithaprice

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As a Recruiter and a phenomenal one, it bothers me when I see posts or comments that bash recruiters. Someone recently commented under one of my posts, saying, "Recruiters are useless; they drag their feet to make hiring decisions and don't follow through." Having been both a RECRUITER and a CANDIDATE, I understand candidates' frustrations. However, seeing comments that say "Recruiters are useless," "Recruiters ghost candidates," or "Recruiters are terrible" is not true for ALL recruiters. Yes, some recruiters lack empathy and customer service skills and probably shouldn't be in this profession. 𝐇𝐎𝐖𝐄𝐕𝐄𝐑... 𝐭𝐡𝐞𝐫𝐞 𝐚𝐫𝐞 𝐦𝐚𝐧𝐲 𝐞𝐱𝐜𝐞𝐩𝐭𝐢𝐨𝐧𝐚𝐥 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐰𝐡𝐨: ➙ Don’t ghost candidates ➙ Provide exceptional candidate experiences ➙ Follow-up with candidates, providing status updates ➙ Advocate for their candidates 📌𝐏𝐋𝐄𝐀𝐒𝐄 𝐒𝐓𝐎𝐏 𝐂𝐀𝐓𝐄𝐆𝐎𝐑𝐈𝐙𝐈𝐍𝐆 𝐀𝐋𝐋 𝐑𝐄𝐂𝐑𝐔𝐈𝐓𝐄𝐑𝐒 𝐀𝐒 𝐓𝐄𝐑𝐑𝐈𝐁𝐋𝐄! These statements are false and unfair. P.S. As a recruiter, I've been ghosted by candidates more times than I can count, but I've NEVER ghosted a candidate! To all the AMAZING, NO-GHOSTING RECRUITERS out there, don’t forget to order your "𝐈 𝐃𝐨𝐧'𝐭 𝐆𝐡𝐨𝐬𝐭 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬" tee today! https://lnkd.in/gXbWmKFm Have a blessed weekend! #recruiterlife #recruiter #jobseekers

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One of my favorite parts of being a recruiter is hearing success from agents. I’ve only signed and hired a few agents so far, but it’s been fun hearing from them. I’ve recruited agents since the fall mostly part time, but it’s been a fun experience being in house as I am with them from the hiring process, the offer, and get to see them grow. That part will be even more fun as time goes on. Got an agent who is going to a trade show today, and meeting a customer for lunch. Another that is landing a Drayage project in New York. Another that is onboarding a enterprise shipper they are excited about and weren’t able to work with in the past. I miss moving freight, but it’s fun living vicariously through agents I’ve recruited. #sales #recruiting #trucking #logistics

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I consider myself a great recruiting leader and I don't think its hard to replicate. Heres 3 tips: 1. Do the job of the people that work for you, get in the trenches 2. Figure out the pain points for them that they can't or don't want to articulate 3. Solve their problems and improve the process with their feedback Too many leaders sit in their elevated positions and only look big picture and aren't willing to dig into what your team experiences. Things change over time, in over a decade of recruiting its changed a lot, don't rest on what worked and don't wait for feedback, use your time to help your team and then celebrate their success because you have the firsthand knowledge!

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