Taylor Smith

💡Hiring Tip of The Day Accentuin hires for companies that value top performers. Employers value skilled, honest candidates, just as job seekers should prioritize these traits in companies. We view hiring as a chance to understand each other’s stories, finding ideal roles for each candidate. Our companies genuinely value each hire, so honesty is key! 🙌🏼🔑

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Always keep this in mind mind…

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Happy Monday all, with so much going on in this world of ours I wanted to remind everyone to start their week with kindness. Recruiters- respond to candidates you haven't gotten back to or try and give feedback to those who have not received them. Companies- please focus on candidate and employee experience, I promise we do not take this lightly and we all appreciate it more than you know. Job seekers- if it has not worked yet, your application process or your current resume, then please do something different. It makes all the difference in the world to have resumes specific to industry or seniority of a role as long as it is still representative of work you've done. Those employed- if you know someone with a green banner posting, please share their posts! If you know someone who can benefit from you referring them, please refer them. If your company is hiring and you see the job posting, share it on your feed! But all of us, let's be good people and continue to progress together. Have a great week ahead! Cheers! #kindness

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Applying for jobs can feel like being a contestant on 'Blind Date' with Cilla Black. You present your best self, hoping to be picked, but don't let one thing stop you from getting a chance to speak. When you apply for jobs, please make sure you don’t still have your old email address from when you were 25 – 'Wacky_Caz54' just isn't cutting it anymore! One simple but crucial step you can take is to update your email address. Here’s why it matters 👇🏻: 📧 Employers might pass over a CV with an unprofessional email address. It’s the first thing they see and can influence their perception of you. Bonus Point: If you are conscious of age bias, then don't have your date of birth in your email. 📧 Personally, I would set up a new email address just for job applications. Use your name or a variation of it to keep it professional. 📧 Avoid using nicknames, numbers, or anything that doesn’t look professional. A good example is: "firstname.lastname@example.com" Remember, your email address is part of your professional brand. Don’t let an outdated or unprofessional email hold you back from landing your dream job. How seriously would you consider an application from "PartyAnimal123@example.com"? #LinkedIn #JobAdvice #Networking #Hiring #Careers

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You're right! Entry-level should be just that: a launching pad for new careers. Here's hoping companies recognize the value of fresh perspectives and invest in training the next generation of leaders.

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As a hiring manager, one of the most important things you can offer to a laid-off employee is support in their job search. One way to do this is by helping with interview prep. Former employees can bring you mock interview questions based on the roles they are applying for, and you can give honest feedback on how to improve their responses. This is a gift that can be hard to come by, as family and friends may be biased and do not have the same understanding of the business. As a hiring manager, you have a better understanding of what your peers at other companies may be looking for in a response. While it does take time and is a sacrifice, it's a small yet significant gift you can give to those who sacrificed for your success as a manager.

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I just wanted to weigh in on those who believe cover letters make no difference. I have been directly contacted every single time I wrote a cover letter. That is not to say I always do. rarely. But my observation has been that they increase odds of an interview- when requested. I've seen HR people who have to weed out applicants do it by playing games, but I've also seen them use cover letters as the gatekeeper. Its a test of following directions to weed out undesirable applicants. But thats me. I wouldnt always write them. I understand what purpose a cover letter serves-me. I also write well. I use one to convey exactly who I am and what I am seeking. I use it as 'take it or leave it' rather than a plea for a moment of anyones time, but a jumping off point to start a negotiation. A well written cover letter might make looking at your resume unecessary. Because some employers, while they want you at a certain competence- must hire based on personality. reading these comments it isnt difficult to see why that might have become a priority in these trying times

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As a recruiter, transparency has always been key for me and my candidates. I still remember the curveball question I was asked during my very first interview at 22 years old. It was for a telephonic customer service job, and the question was, "Do you consider yourself a maverick?" I had no clue what that meant or why they were asking me. I ended up getting the job, but I hated the guessing game. That experience has taught me to always prepare honest and transparent questions for my candidates. I want to give them the opportunity to tell me about their prior experience without any ambiguity. What about you? Have you ever been asked a curveball question during an interview? Let's share our experiences in the comments below. #interviewquestions #transparency #recruiting

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Me when I make it to the final rounds of interviews and they send me a generic rejection email and THEN ignore my email asking for feedback🧍🏾‍♀️💀 : #recruiters #jobsearch #marketing #opentowork #opentoconnect #interviews #socialmedia #socialmediamarketing #hireme

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Recruiters, you do NOT need same day answers when you roll out an offer. You spent 6+ weeks interviewing a candidate. You spent 3-6 months on hiring for a great candidate. You spent 10+ hours/week intervewing. You spent countless hours communicating and negotiating and closing the candidate. You told the candidate that THEY are valuable to the company and the company cares about it's employees. Do NOT tell them they have less than 24 hours, or worse by end of business, to accept the job. This is inconsiderate and a poor reflection on you and the company. They have also spent hundreds of hours having conversations, researching, interviewing, being ghosted, etc…They have other interview processes with possibly more competitive offers. It's a HUGE decision! If you’re the right fit they’ll choose you.

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How I got an interview the NEXT DAY on a role that had 3K+ applicants. 🔥 No, I didn’t have a referral. No, I didn’t apply online. This is EXACTLY what I did: ➔ I decided to say “goodbye” to most online applications. ➔ I focused on roles I was interested in instead of applying everywhere. There are so many roles out there that you need a focus! ➔ I made sure my resume IMMEDIATELY (top 3rd of the page) let them know I was 𝗲𝘅𝗮𝗰𝘁𝗹𝘆 what they were looking for. ➔ I created other materials to back up my resume that also screamed the fact I was THE ONE for them (this is called positioning and you have to do this throughout the entire process including interviewing) ➔ Some of these materials showed them that I was truly interested in working for them. Companies want people who truly want to work for them and have done their research. ➔ I crafted a powerful email that again positioned me as “the one” ➔ Sent email to the entire hiring team. RESULT: I was 𝗶𝗻𝘃𝗶𝘁𝗲𝗱 𝘁𝗼 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗶𝗻 𝗹𝗲𝘀𝘀 𝘁𝗵𝗮𝗻 𝟮𝟰 𝗵𝗼𝘂𝗿𝘀 𝗯𝘆𝗽𝗮𝘀𝘀𝗶𝗻𝗴 𝟯𝗞 𝗽𝗲𝗼𝗽𝗹𝗲 who thought their online application was enough 🔥 It wasn’t. Unfortunately, when it comes to job searching in this market where there is so much competition, you have to find a way to STAND OUT. Some do it with networking. Others with LinkedIn. I did it by going straight to the hiring team. The point is, what are YOU doing to stand out amongst the competition? P.S. If you want some real help standing out, going so much faster than going at it alone and getting that offer, you can start by DMing me for an honest conversation about what you need and how you can get it.

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If you meet 70% of the job requirements then apply. The perfect candidate does not exist. Companies design their job descriptions to describe their dream hire, but that doesn't mean they expect to find them. Instead, they hope to attract someone who's quick to learn, adaptable and can grow with the role. The focus should be on being a 100% effort candidate rather than a 100% match candidate. So, stop waiting, start applying. Your skills, experience, and dedication are what truly matter in showing that you can do the job. You've got this. #Agree? #hiring #jobs #careers #talent #hr #humanresources #people #culture #values #growth #business #strategy #hrstrategy #team #branding #leaders #leadership #linkedin #hiring #linkedinconnections #Careers #JobSearch #NowHiring" #uaejobs #uaejobsearch #languages #english #chineselanguage #jobhiring #workenvironment 🚀 #Success #Perseverance - #Leadership - #CareerAdvice - #Innovation - #Entrepreneurship - #DigitalTransformation - #Networking - #PersonalDevelopment - #RemoteWork #cv #haire #job #hairing #job #Hr #help #support_each_others #opentowork

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Not all job-seekers are the same, and not all resume writers are the same. Job-seekers have different backgrounds and job targets, and resume writers have different skills and theories about resume writing. In my case, I work exclusively with retail assistant store managers, co-managers, store managers, general managers, area managers, district managers, and regional managers/directors in the US and Canada. I don't take on other clients. But at the same time, I don't take on EVERYONE who falls into those categories listed above. It depends on what they're looking for and whether I believe I can help. Here's a quick look at my service and whether it may be a fit for you: - If your background is in retail management (ie. the positions listed above) AND you're looking to continue in the same type of role or a higher-level position in retail, I believe my service is the best choice out there. I know that sounds like I'm bragging, but I've worked exclusively with retail leaders for almost 20 years, I've helped thousands of clients in that time, and I have 500+ written recommendations on my profile. I'm confident my service is the best fit for you. - If your background is in retail management (ie. the positions listed above) AND you're looking to transition out of retail into a similar or relevant position in a different industry, then I can still help. I may or may not be the best choice, I can't really say, but I have worked with many, many retail leaders who have moved on to other industries. You may find other writers who specialize in the industry you're looking to get into, or even writers who focus on career transitions, and it's possible they'd be a better fit. - If your background is in retail management (ie. the positions listed above) AND you're looking for a position in a different industry that has very little relevance to your retail experience, then my service wouldn't be a good fit. So if you've been a store manager for 10 years and now you want to be, say, a medical technologist, I can't really help. My service is not suitable for that. I hope that helps but please reach out with any questions: mghresumes@gmail.com #retail #resumes #resumewriter

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Not all job-seekers are the same, and not all resume writers are the same. Job-seekers have different backgrounds and job targets, and resume writers have different skills and theories about resume writing. In my case, I work exclusively with retail assistant store managers, co-managers, store managers, general managers, area managers, district managers, and regional managers/directors in the US and Canada. I don't take on other clients. But at the same time, I don't take on EVERYONE who falls into those categories listed above. It depends on what they're looking for and whether I believe I can help. Here's a quick look at my service and whether it may be a fit for you: - If your background is in retail management (ie. the positions listed above) AND you're looking to continue in the same type of role or a higher-level position in retail, I believe my service is the best choice out there. I know that sounds like I'm bragging, but I've worked exclusively with retail leaders for almost 20 years, I've helped thousands of clients in that time, and I have 500+ written recommendations on my profile. I'm confident my service is the best fit for you. - If your background is in retail management (ie. the positions listed above) AND you're looking to transition out of retail into a similar or relevant position in a different industry, then I can still help. I may or may not be the best choice, I can't really say, but I have worked with many, many retail leaders who have moved on to other industries. You may find other writers who specialize in the industry you're looking to get into, or even writers who focus on career transitions, and it's possible they'd be a better fit. - If your background is in retail management (ie. the positions listed above) AND you're looking for a position in a different industry that has very little relevance to your retail experience, then my service wouldn't be a good fit. So if you've been a store manager for 10 years and now you want to be, say, a medical technologist, I can't really help. My service is not suitable for that. I hope that helps but please reach out with any questions: mghresumes@gmail.com #theretailresumewriter

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If you or someone you know is a recent grad still looking to enter the workforce, take note of these insights to help you land that first job in your career journey. 1. Actively Network and Build Mentor Relationships: Building professional relationships is crucial. Attend industry events, connect on LinkedIn, and seek informational interviews to expand your network. 2. Focus on Continuous Learning: Stay updated with industry trends and build your skills. Take online courses, attend workshops, and be proactive in learning new tools and technologies relevant to your desired field. 3. Adaptability and Flexibility: You must be open to new experiences and willing to adapt. Your ability to handle change and take on diverse roles can set you apart and help you grow your career faster than your peers who don't. Want to go further and connect with Talent Strategists who can help coach and guide you in your professional journey? Contact EG today: https://lnkd.in/g5jrtkr4

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One week ago today, I got the email invite. It was 8a. The call wasn't until 12. The waiting and mind games I played with myself trying to believe that I was not being laid off, but rather maybe moved to another team or role...... for four excruciating hours. The call itself? Horrible. One person who doesn't know me at all. Not one bit. Totally impersonal. Read a script. Lacking any empathy or concern as I cried in disbelief and asked why? I have gone through every emotion over the last week. Rage. Disbelief. Sadness. Grief. Relief. Fear. Doubt. Emptiness. Depression. You name it. I have felt it. The outcome is still the same. I was laid off by Nike. I am a damn good recruiter. This I know without hesitation because I am told by candidates and hiring teams regularly. I am a kind and compassionate recruiter. I build strong relationships. I communicate. I provide updates. I hire great talent. I am passionate about providing a great experience for all involved. I get shit done and I do it well. I don't want to post this. I am embarrassed. Disappointed. Overwhelmed. But, I will come out of this a better person because I will get through it and will end up somewhere better. Somewhere that appreciates my value and what I bring to the table. I know many others are in this exact place and I am here to connect, commiserate, provide an ear to listen, talk through ideas etc. We are not alone and we will survive. Onward we go.

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It's that time again! If you’re job searching, I want to help you get noticed! Comment below with what job you are looking for. If you're hiring for work. Please comment and introduce yourself. Let's help each other find jobs!

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"Preparation, Preparation, Preparation" Whether you're screening a candidate for 30 minutes or you're a candidate going in for your 1st full interview, make sure you've done at least some Preparation. If you've got big questions that the recruiter doesn't have the answers to & the role pack is light on detail, make sure you ask the questions in the interview. Show you're prepared. If when you're speaking with a candidate, make sure you've taken time to look at the CV / profile / portfolio beforehand so you're not caught out and left looking foolish (or worse sat there looking at the CV as you interview). If a recruiter has given you a full role pack prior to a screening call, look at it. If they have suggested you visit a store as part of your preparation, visit it or at the very least explore the website. These little actions may seem obvious but in a highly competitive market, it will always stand out who has done their preparation and who hasn't. (recruiter, candidate and hiring manager alike). 

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