Enno Diepen

60% of your outreach budget is going to candidates who will never move Most recruiters confuse "passive" with "moveable." Big mistake. Here's the reality: → Truly passive = happy, not looking, won't move for any offer → Passive but moveable = curious, timing-dependent, needs the right push The difference? About $40K in wasted sourcing cost per year. I see agencies burn hours crafting messages to senior associates who: - Just got promoted 3 months ago - Recently relocated for their role - Have unvested equity that locks them in for 18+ months These aren't prospects. They're time sinks. Here's the qualification framework that works: THE 3-QUESTION FILTER (First 90 seconds of conversation) 1. Timing: "If the perfect role appeared tomorrow, what's stopping you from starting in 30 days?" Red flag: "I'd need 6+ months" or vague non-answers 2. Motivation: "What would make leaving your current role a no-brainer?" Red flag: Can't articulate specific pain points or goals 3. Decision authority: "Who besides you needs to sign off on a career move?" Red flag: "I'd need to convince my spouse/partner to relocate" If they fail 2 out of 3, move on. Your pipeline isn't too small. You're just filling it with people who'll never convert. Focus on the moveable 40%. That's where placements actually happen. What's your go-to question for qualifying passive candidates early? #Recruiting #TalentAcquisition #StaffingStrategy #BlinkHire

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Your LinkedIn profile is costing you job offers! I’ve seen it over and over again in recruitment: The candidate with the optimized LinkedIn profile gets the interview. The one with an outdated profile? Ignored. Here’s what I mean by “optimized”: → A professional profile photo → 500+ connections to show you’re active → Updated experience & skills → A clear, compelling bio & portfolio link Here’s the truth: Recruiters check LinkedIn before they open your application. Your LinkedIn is your online resume. After hiring hundreds of remote professionals from Latin America for U.S companies. I’m talking from experience. Want more interviews? Start with your profile.

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💥 Stop polishing your CV. Start upgrading your mindset. 5 invisible skills that actually get you hired in Germany Looking for a job in Germany? It’s not just about degrees and certificates anymore. Here are the 5 power skills recruiters really notice, if you show them the right way: 📌 Adaptability – proved by moving to a new country, learning a language, surviving bureaucracy 👏 📌 Initiative – volunteering, starting over - all count. 📌 Digital literacy – not just Word & Excel, but also tools like Notion, Trello, AI tools. 📌 Communication – not only fluent German, but clear and proactive updates in any language. 📌 Resilience – the kind you earn from rejection emails and still showing up. And no, writing “I’m a team player” isn’t enough. You need stories, not statements. 💡What would YOU add to this list? #WorkInGermany #JobSearchTips #CareerGrowth #SkillsThatMatter #FromSurvivorToSpecialist

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Stop hunting for the perfect company culture Start looking for the right leader After 15 years in the corporate world she's learned this truth: The best career move isn't about: • A better title • A bigger salary • A fancy office It's finding a leader who sees you and supports you Because when you find that leader: → Performance flows naturally → You step confidently into new challenges → Sunday nights feel different Here's what toxic leadership looks like (What she's clients are running from): ❌ Praise overtime instead of impact ❌ "We're family" (until profits drop) ❌ Micromanagement disguised as "support" ❌ Career conversations that go nowhere ❌ Feedback that feels like punishment ❌ Burnout treated as "lack of resilience" The cost of a toxic leader? → 77% increased burnout → 2.5x more likely to quit → 65% lower productivity The return on a great leader? Priceless Great leaders allow you to: → Sleep better on Sundays → Do your most impactful work → Show up as who you are They leave different footprints: ✅ They protect your boundaries ✅ They champion your growth openly ✅ They create genuine psychological safety ✅ They match words with actions ✅ They defend your wellbeing ✅ They give space for life outside work ✅ They make you feel truly valued She's job? Helping people find these leaders. They exist. They're out there. And they're worth searching for. Your next career move? Choose the leader, not the ladder. Tag a leader who changed your life 👇 They deserve to know their impact. ♻️ Share because someone needs this reminder 🔔 Follow Anmol Jain LinkedIn News India LinkedIn Guide to Creating

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24 Kommentare

Many talent acquisition teams try to fix recruitment by turning up the volume more job boards, better tooling, fresh outbound campaigns. But when hiring stalls, the real problems usually sit much deeper. It’s not that tactics don’t matter—they do. But without a clear strategy, defined Ideal Candidate Profiles, strong value propositions, and tight processes, even the best tools won’t save you. We mapped it out in the “4 Layers of TA Problems” framework to help teams spot where the true blockers often live. 👉 Most businesses focus on Layer 1. 🔍 The real issues are often hiding in Layers 3 & 4. Start deeper, not louder.

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11 Kommentare

Hiring in Germany isn’t hard because of the market. It’s hard because most companies want certainty in a world that only offers probability. The demand is there. The candidates are there. The issue is decision-making. Roles stall because leaders wait for the “ideal” profile. A candidate with every technical skill, the perfect career path, fluent German, and immediate availability. While companies wait, deadlines slip, budgets rise, and transformation projects slow down. The leaders who succeed take a different view. They prioritise the critical 60–70% of skills needed today. They build around the hire with team design, training, and smart sequencing. And they accept that probability, not certainty, is what keeps momentum alive. Perfect profiles rarely exist. Progress comes from making strong hires at the right time and enabling them to deliver.

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“They’re not worth that salary!” If a candidate is already earning that amount, the truth is, they are worth it. The market has already decided. If you’ve got champagne taste but a lemonade budget, you’ve got two options: ✅ Lower your expectations 💰 Increase your budget But dragging things out, only to reject a candidate because of price, is one of the fastest ways to waste time, damage your employer brand, and make an already tough hire even harder. If you’re unsure, ask, and actually listen to your recruiter. They can save you weeks of wasted effort and help you align your role with what the market is really paying. 💡

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35 Kommentare

LinkedIn Is Not Facebook: Why Your Professional Image Still Matters In today's digital age, it’s easy to forget that LinkedIn is not your personal social feed—and it shouldn’t look like one. At our recruitment firm, we review thousands of profiles a year, and one thing has become clear: too many professionals are blending their casual online presence with their career brand. Here’s the bottom line: LinkedIn is your first impression with hiring managers, recruiters, and potential clients. If your profile doesn’t reflect professionalism, you may never get the call. 📸 Your Profile Picture Says Everything Would you attach that same photo to your resume? We still see selfies, couple shots, party pics, and vacation photos. That may work on Instagram—but not here. What to do instead: Use a high-quality headshot with a clean background Wear professional clothing Smile and look approachable If it wouldn't go on a company website, it shouldn't be on LinkedIn. ✍️ Make Your Headline Count That headline under your name is prime real estate—it tells the world what you do and why you matter. Skip the vague titles like “Visionary” or “Consultant” without context. And please, keep the emojis to a minimum. Try this instead: “Account Manager | B2B Sales | Industrial & Construction Equipment” It’s searchable, clear, and instantly credible. 🧾 Treat It Like a Resume—Because It Is Think of LinkedIn as your living resume. Your “About” section should highlight your value—not vague clichés or inspirational quotes. Your work experience should showcase impact, not just responsibilities. ✅ Quantify your achievements ✅ Use action verbs ✅ Align your profile with the roles you want next 🧠 Content and Comments Reflect Your Brand Every post, like, or comment you make is visible—and says something about your judgment. Avoid: Political debates Rants Personal oversharing Do: Share thoughtful insights Celebrate milestones Comment professionally and constructively LinkedIn is a professional platform, not a public diary. 🚨 Recruiters Notice Everything We look at your photo, headline, writing, grammar, connections, and even what you engage with. A polished profile boosts your credibility instantly—while a sloppy one can take you out of the running before the first call. 💡 Final Thought LinkedIn isn’t meant to be flashy or filtered. It’s your career storefront. And in a competitive market, how you show up matters. Treat your profile like a handshake—it should be professional, confident, and leave the right impression.

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11 Kommentare

‘Job Hugging’ 🤗 A new one for me… but it’s definitely a thing! Definition: The act of clinging tightly to your current role, because the alternative feels a bit like staring into the big, scary unknown. And honestly? From where I am sitting, right now, it's 'a thing'. Around 80% of the roles we’re filling (especially mid–senior level) are through direct search and headhunting. Candidate movement has slowed right down. So why the rise of job hugging? 🌳 Uncertainty in the market – the “better the devil you know” mindset kicks in. 🌳 AI disruption – lots of chat around automation, displacement, and the future of work. 🌳 Return-to-office shifts – after building new lives around remote work, pets, and different routines, change feels stressful. The result? A shift from 'job hopping' to 'job hugging'. People are prioritising stability, balance, and security over career progression. There is nothing wrong with that, of course—but when it’s the majority, the market feels it more...... So, what can employers do to ease the situation a little? 🌳 Competitive salaries – clear and compelling. 🌳 Career progression – visible on the advert and discussed early. 🌳 De-risk the move – acknowledge concerns and talk them through early on. 🌳 Social proof – invest in your reputation; candidates are doing their homework. The market will bounce back (it always does). In the meantime, it’s about being aware, proactive, and being able to make opportunities irresistible. Onwards and upwards 🤓 #jobhugging #recruitment #fortempeople

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8 Kommentare