DraftKings Inc.’s Post

A good frame of reference for job seekers. After the initial interview, it takes nearly a month to receive word from an employer regarding your status. It would be interesting to learn how long it typically takes to receive word of your status after submitting your application materials. Many students are frustrated by the lack of updates and communication following an application.

This is an interesting stat. I've always wondered what the turnaround time was for a job offer or rejection for international educators who've been laid off. How can we start collecting that data? #globalthoughts #intled #intleducation #internationaleducation #educationabroad #studyabroad #careers #careersinhighered #highered #highereducation

About a month ago, I was sharing with my colleagues the timeline between networking and employed. The “IMPORTANCE” of networking activities like career fairs and site visits or other in-person or virtual events and interviews, as those activities help individuals get positioned for offers. BUT even that still rarely produce an offer in less than 48 hours! So, this infographic helps provide data as it gives a great snapshot of the timing of the job search process! Thanks NACE!

Insightful article for job seekers. When dealing with interview support, the organization that rejected you may not have valuable feedback. Candidates will be most successful from peers that know them far more than an interviewer for XYZ Position at ABCD Company. Not only is it a legal risk, but a recruiter who receives your rejection from a hiring manager won't always have the best insight for you.

I love this! I can’t wait for the day for companies to consider our real life experiences with our education and clearly demonstrated skills. Everyone deserves the equal chance to grow their skills and show companies exactly what they are made of. Let’s face it Stuff happens… Sometimes we don’t finish degrees, we lack a piece of paper because we are sick, because we are busy parents, we are depressed or maybe it’s just paralyzing fear from all the people in your head who told you that You—Are Not—Enough. Those echoing voices that attempt to keep you down, but I’m here to tell you to GET UP, & knock your interview right out of the Park—Homerun, over the Fence and revel in how the Crowd goes Wild! There are ways to show your skill set. If you lack a credential petition for an interview by creating a portfolio outlining your successes. If you’ve had so much trauma that it crippled you, own that and harness it for empowerment. Let the company know how it has made you stronger and ASK, can you start me on a trial period and put me through training so you have the opportunity to NOT discriminate against me? Tell them why you’re a good fit and own what makes you, so very uniquely you!

One of the biggest mistakes I see among undergrads recruiting for finance is that they overestimate employers' imaginations. The best candidates know exactly what the job they're applying for entails before the interview. That way, they can spend more of the interview giving tangible evidence for why they will be particularly effective at specific, relevent tasks.

When you’re seasoned in the corporate world you start to realise just how many people get hired via reference. There are people doing one interview for the same job that is putting you through 4 stages.

🧑💼The employment landscape is currently highly competitive for both candidates and employers - especially in tech. Here are a handful of practical pointers from our expert IT recruitment team. And surprisingly, creating the best interview process is far more involved than just what happens at the interview itself! Read the full blog: https://lnkd.in/eMbzpPu2

The recruitment/hiring system is broken, and it's getting worse. Fake jobs, bait-and-switch, and low-balling, is just the tip of the iceberg. Often, while these deplorable tactics might work in the short-term for business, in the long-term it erodes trust, increases employee turnover, makes it even more difficult for hiring managers to get the qualified staff they need, and for qualified people to get hired. Instead, nepotism becomes rife, and the competencies that make the difference between getting past the first gate or not, are game-playing ones (e.g. keyword loading CVs / resumes, changing job titles in your history, etc). As a result, applicants are applying to more and more jobs that may not match their core competencies or preferences, just to increase their chances of getting a job. Tailoring resumes and applications takes time and mental energy, so job-seekers resort to LLMs to help them draft applications - but a recent survey showed that a majority of recruiters automatically reject applications they believe are made with AI. This increase in applications naturally leads to more applicants for available positions, so recruiters use whatever culling methods, including AI, to filter them, and this vicious cycle just gets stronger. I've heard stories of recruiters arbitrarily rejecting 50% of applications without even reading them, just to reduce the workload. Then there are the companies that require all positions to be advertised externally, even if there is an internal candidate the hiring manager has already picked for the position. This has the facade of "reducing nepotism" but actually doesn't help with that at all. Just like I've done, the article highlights many of these issues, but doesn't offer any remedy. How can we fix this broken system?

In today’s climate where businesses are having to compete for the best candidates, employers need to be as well prepared as the candidates coming along for interview. Read our top tips on How to Create an Awesome Candidate Experience to help you win the battle for talent: https://bit.ly/45K5bZV