The DL on TA.

This blog was originally posted in March 2018 by Jessica Kay , the  writer and master content strategist behind   Cubical Chic . To Cover Letter or Not Cover Letter, That Is The Question || Are Cover Letters Still Relevant? If I had a dime every time I hear the question “should I create a cover letter”, I would be a happy person with a great passive income (a very specific example, I know.) In my personal experience, I have not done a cover letter in the last 3 years and I have definitely managed to get not only interviews but job offers. However, this has been my personal experience, and a part of me still wonders if I simply got lucky. So, I consulted with a talent acquisition professional who is an industry expert experienced in evaluating talent and extending interviews… I present you Virginia Lloyd and her perspectives on  whether or not we should still do a cover letter in 2018 . Skip the Cover Letter Applying for jobs has become increasingly easy...

This interview was originally posted in January 2018 by Manan Shah , Co-Founder & CEO of Recruiterflow , for the blog series Flowing Conversation . Flowing Conversation – An Interview with Virginia Lloyd written by Manan Shah M: I am a bit of a tools nerd and always the first questions I ask is – What is your toolset? V:  I use a number of strategic tools to find the right people for the roles I’m recruiting for. Entelo:  I really like Entelo where I can find a candidate’s web presence and email them in a very engaging and personalized manner.  Vettery:  Vettery is great! It has a lot of great candidates that are either active or semi-passive. They may not be aware of my company when I reach out, but most people on the platform are open to hearing about new and exciting roles.  BuiltIn:  BuiltIn is one of my favorite sites for engaging with passive talent. It not only helps us source great candidates, it also allows us to get our name ou...

For anyone who's ever interviewed for a new job, the experience is typically less than pleasant. Throughout the process, there is usually a significant amount of stress, anxiety, and preparation involved. This ultimately leads to the traditionally awkward moment of negotiating the salary. At this point, I would venture to bet most people feel drained and hope to never go through the experience again (at least not for a few years). The reality at this point is that many people change jobs every 6-18 months. One major reason, especially within tech, is that we're working within such a competitive landscape that if our current company doesn't value us, we can easily find another that will.  Salaries should be based on impact, not years of experience. Years of experience is a starting point, but when it comes to compensation, the impact an employee makes far outweighs the number of years they've been working in their field. Assessing someone's value in terms of yea...

There are a million blog posts describing all the characteristics of bad recruiters - trust me, I'm well aware. I constantly battle this perspective when working with candidates for the first time. So what does it take to be great? I mean really great, not just above average. Let's face it - average is still not a place any recruiter wants to be. The TL;DR of it is this:  Create a great experience from start to finish. This should apply to the way you work with candidates and the teams you support. Do what's best for the candidate and your teams.  Changing jobs is one of the most stressful events of a person's life. Don't forget that this is a matchmaking process meant to find the right person for the long run. Be honest and responsive. Searching for a job can be as stressful as starting a new one. You're busy, I get it. So is everyone. But make it a priority to respond to anyone that reaches out to you, even if they're not a fit. And always - always ...