You are worth it: A message for job seekers in a tough market

🎯 Stop making these job search mistakes The job market’s crowded. Here are 4 mistakes that quietly kill your chances — and what to do instead: 1️⃣ One resume for everything Recruiters spend seconds scanning each resume. One size doesn’t fit all. Tailor it for each role — mirror company language and highlight direct overlap. 2️⃣ Applying online and waiting You’ll get lost in the noise. Research shows job boards often fail to match talent effectively. Better route: recruiter intros, referrals, or insider connections. 3️⃣ Not being selective Early interviews = discovery. After round one, only move forward if you can see yourself there. Otherwise you waste time — and credibility. 4️⃣ Not networking Up to 70–80% of jobs come through connections. The best roles rarely hit job boards. Be strategic: tailor, connect, and focus. That’s how top candidates get hired. #JobSearch #CareerAdvice #Networking #Recruiting #ResumeTips

“Best candidate gets the job.” But in reality, many factors decide an offer — timing, internal referrals, hiring freezes, or even system errors in application portals. Sometimes, the candidate who matches 90% of the JD gets rejected, while someone with a 70% match gets selected because they fit the current business need. This doesn’t mean you’re not good enough. It just means recruitment isn’t always about merit alone — it’s about fit, timing, and internal dynamics. So if you didn’t get that call or offer, pause before doubting yourself. Keep improving your profile, stay active on LinkedIn, connect with recruiters, and be visible for the next opportunity. Because behind every “We’ve decided to move forward with other candidates” email, there’s a hidden story of process limits, not personal failure. #recruitment #jobsearch #careerreality #linkedincommunity #careeradvice

I saw a post yesterday criticising recruiters for “not finding him anything.” So I clicked on his profile. Over 50 jobs. All short stints. No stability. No progression. And it reminded me of something that often gets lost when emotions run high. Recruiters aren’t miracle workers. We can’t rewrite career history. We can’t invent experience. We can’t convince employers to ignore patterns that keep repeating. Our job is to connect opportunity with suitability. And that means being honest about why a job search isn’t moving. If your CV shows instability, that’s what hiring managers see first. It doesn’t make you a bad candidate, but it does mean we need to address it. Recruiters can open doors. But you still have to be the right fit to step through them.

🔹 Today’s post : How to Be the Candidate Every Recruiter Says “YES” To You don’t get hired because you’re perfect. You get hired because you make it easy for recruiters to say “yes.” Here’s how the best candidates do it every single time 👇 1️⃣ They understand the recruiter’s world. They know recruiters don’t have hours, they have seconds. Their CVs are clean, sharp, and results-focused. No fluff, no confusion. 2️⃣ They speak the company’s language. Each line of their LinkedIn and cover letter echoes the employer’s values, not just their own achievements. They mirror the culture before joining it. 3️⃣ They master follow-up. A polite, timely message after applying or interviewing multiplies your chances of being remembered. Professional persistence wins respect. 4️⃣ They show clarity and confidence. In interviews, they answer directly. They don’t oversell. They connect dots between who they are and what the role needs. 5️⃣ They stay visible and valuable. They post insights, comment smartly, and build genuine digital presence. Because visibility creates credibility. ⸻ 💡 Pro tip: Every recruiter wants one thing: certainty. Your job is to remove doubt from their decision. If you master that, you won’t chase offers, they’ll chase you. #CareerGrowth #Recruitment #LinkedInTips #PersonalBranding #JobSearch #HRInsights #CareerAdvice #Motivation #Hiring #ProfessionalDevelopment

As you’ve probably noticed from my recent posts, the job market has really picked up. Over the past few weeks, I’ve been speaking with both existing and new candidates, and there’s a clear shift happening. Many of the people who were once open to short-term contracts (simply because the market was quiet) now have multiple options on the table. What’s also becoming evident is how quickly strong candidates are being snapped up. I’m hearing countless stories of lengthy interview processes, 4+ stages, technical tests, case studies and by the time offers are made, the best people have already moved on. The reality is: in this market, time kills deals, especially this time of year. Dragging out the process doesn’t just mean losing good candidates, it impacts your brand and how your business is perceived in the market. Speed, communication, and a great candidate experience will set you apart right now.

It's a tough pill to swallow, but it's time to be candid: Your company or job offer may be great, but candidates don't care. What they do care about, is how they're treated throughout the process and by the hiring manager or recruiter. While 54% have left a recruitment process because of a hiring manager or recruiter, 52% have also turned down a job offer based on how they perceive the company or recruiter! Link to the report – and more cool insights and actionable recommendations – in the comments 👇 #thecandidateperspective #candidatexperience #recruitmentprocess #haysnordics

Recruiters get ghosted too. 👻 It’s not just candidates who experience it - we see it on our side as well. We have candidates who: ✅ Confirm interviews but don’t show up. ✅ Go silent after multiple follow-ups. ✅ Accept offers, only to disappear before their first day. It happens more often than you would think. And while it’s part of the job, it’s still disheartening when you’ve invested time, effort, and genuine interest in helping someone take the next step in their career. As a recruiter (and someone who’s been on the other side of the process before), I make it a point to communicate with every candidate - whether it’s good news, bad news, or simply an update. Everyone deserves closure and clarity. Recruiting is a people business, and respect goes both ways. We’re all human, and we’re all just trying to do our best. #Recruiting #TalentAcquisition #HumanResources #CareerGrowth #RespectInRecruiting

💼 Reality Check: The Job Market Today These days, the job market feels more commercial than ever. Either people are asking for money after applying 💸 (fake jobs), or they don’t even bother to respond to candidates — whether the profile matches or not. 🤔 Are we just doing timepass here? If you’re not interested in reviewing profiles or providing feedback, why post jobs in the first place? 🕒 Endless interview rounds... no feedback! When interviews go through 3–4 rounds and end in silence, it truly leaves candidates disheartened. 💬 A little communication and respect for people’s time can go a long way. ✨ It’s high time we bring transparency, accountability, and empathy back into the hiring process. #JobSearch #Hiring #Recruitment #HR #JobSeekers #Professionalism #Transparency #LinkedIn

Ever wondered what to say when a recruiter reaches out? 🤔 That first response can set the tone for your entire job search. It’s your chance to make a great impression, open new doors, and show genuine interest (or politely decline while keeping the connection). Here are some of the best ways to respond to a recruiter, whether you’re ready for a new opportunity or just exploring what’s out there. 👇 #CareerTips #RecruitmentAdvice #EveryConnectionCounts

Hiring is broken. Let's be honest. You post a job. 300 applications flood in. 290 didn't read the description. 8 are qualified. 5 ghost you after the first interview. The 3 that remain? One accepts another offer. One asks for double your budget. One was perfect, but you took too long, and now they're gone. Meanwhile, your team is drowning, your managers are asking "did we hire anyone yet?", and you're spending 20 hours a week screening candidates instead of doing your actual job. Here's the thing: The right recruiter already knows those 3 perfect candidates. They've built relationships with them. They know what they actually want (not just what's on their resume). They can move fast. They handle the back-and-forth. They negotiate the tricky stuff. And they don't send you 290 random applications just to hit a quota. Good recruitment isn't about posting jobs. It's about knowing people. #JobSearch #Recruitment #CareerAdvice #JobMarket