Griffin Recruitment’s Post

"𝐖𝐡𝐲 𝐝𝐨 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐠𝐞𝐭 𝐢𝐧𝐭𝐨 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭?” Graduates, be prepared to tackle this question head on in your interviews, as this is something that will definitely be asked. However, if you’re going to answer with cliché, overused answers such as “to make money”, “to help people” or to “work in a fast paced environment”, then don’t expect a 2nd interview as everyone else will be giving the same manufactured answers. Stand out by being unique. Stand out by sharing your 𝐆𝐄𝐍𝐔𝐈𝐍𝐄 motivations. Here are some 𝐑𝐄𝐀𝐋 examples of candidates “Why” stories which made them shine amidst a sea of candidates. 1️⃣ 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘖𝘯𝘦 𝘨𝘳𝘦𝘸 𝘶𝘱 𝘪𝘯 𝘢 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘤𝘭𝘢𝘴𝘴, 𝘴𝘪𝘯𝘨𝘭𝘦 𝘱𝘢𝘳𝘦𝘯𝘵 𝘩𝘰𝘶𝘴𝘦𝘩𝘰𝘭𝘥. 𝘛𝘩𝘦𝘺 𝘬𝘯𝘦𝘸 𝘵𝘩𝘦 𝘷𝘢𝘭𝘶𝘦 𝘰𝘧 𝘢 𝘴𝘵𝘳𝘰𝘯𝘨 𝘸𝘰𝘳𝘬 𝘦𝘵𝘩𝘪𝘤, 𝘢𝘯𝘥 𝘢𝘤𝘩𝘪𝘦𝘷𝘦𝘥 𝘈*’𝘴 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘴𝘤𝘩𝘰𝘰𝘭 𝘢𝘯𝘥 𝘤𝘰𝘭𝘭𝘦𝘨𝘦 𝘢𝘯𝘥 𝘨𝘰𝘵 𝘪𝘯𝘵𝘰 𝘢 𝘵𝘰𝘱 𝘙𝘶𝘴𝘴𝘦𝘭𝘭 𝘎𝘳𝘰𝘶𝘱 𝘶𝘯𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺. 𝘛𝘩𝘦𝘺 𝘸𝘢𝘯𝘵𝘦𝘥 𝘢 𝘤𝘢𝘳𝘦𝘦𝘳 𝘸𝘪𝘵𝘩𝘪𝘯 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘩𝘦𝘺 𝘸𝘢𝘯𝘵𝘦𝘥 𝘵𝘰 𝘩𝘦𝘭𝘱 𝘱𝘢𝘺 𝘰𝘧𝘧 𝘵𝘩𝘦𝘪𝘳 𝘮𝘶𝘮’𝘴 𝘮𝘰𝘳𝘵𝘨𝘢𝘨𝘦. 2️⃣ 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘛𝘸𝘰 𝘩𝘢𝘥 𝘵𝘩𝘦 𝘰𝘱𝘱𝘰𝘴𝘪𝘵𝘦 𝘴𝘵𝘢𝘳𝘵 𝘪𝘯 𝘭𝘪𝘷𝘦, 𝘨𝘰𝘪𝘯𝘨 𝘵𝘰 𝘢 𝘵𝘰𝘱 𝘳𝘦𝘯𝘰𝘸𝘯𝘦𝘥 𝘱𝘶𝘣𝘭𝘪𝘤 𝘴𝘤𝘩𝘰𝘰𝘭 𝘢𝘯𝘥 𝘢𝘯 𝘖𝘹𝘣𝘳𝘪𝘥𝘨𝘦 𝘜𝘯𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺. 𝘏𝘰𝘸𝘦𝘷𝘦𝘳, 𝘵𝘩𝘦𝘪𝘳 𝘱𝘢𝘳𝘦𝘯𝘵𝘴’ 𝘩𝘢𝘳𝘥 𝘸𝘰𝘳𝘬 𝘢𝘯𝘥 𝘨𝘳𝘢𝘧𝘵 𝘩𝘢𝘥 𝘣𝘦𝘦𝘯 𝘪𝘯𝘴𝘵𝘪𝘭𝘭𝘦𝘥 𝘪𝘯 𝘵𝘩𝘦𝘮 𝘧𝘳𝘰𝘮 𝘢 𝘺𝘰𝘶𝘯𝘨 𝘢𝘨𝘦 𝘢𝘯𝘥 𝘵𝘩𝘦𝘺 𝘸𝘢𝘯𝘵𝘦𝘥 𝘵𝘰 𝘨𝘦𝘵 𝘪𝘯𝘵𝘰 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘵𝘰 𝘯𝘰𝘵 𝘳𝘦𝘭𝘺 𝘰𝘯 𝘵𝘩𝘦 𝘧𝘢𝘮𝘪𝘭𝘺 𝘸𝘦𝘢𝘭𝘵𝘩, 𝘵𝘰 𝘣𝘦𝘤𝘰𝘮𝘦 𝘵𝘩𝘦𝘪𝘳 𝘰𝘸𝘯 𝘴𝘶𝘤𝘤𝘦𝘴𝘴 𝘴𝘵𝘰𝘳𝘺 𝘢𝘯𝘥 𝘦𝘮𝘶𝘭𝘢𝘵𝘦 𝘵𝘩𝘦𝘪𝘳 𝘧𝘢𝘵𝘩𝘦𝘳. 3️⃣ 𝘊𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦 𝘛𝘩𝘳𝘦𝘦 𝘸𝘢𝘴 𝘵𝘩𝘦 𝘺𝘰𝘶𝘯𝘨𝘦𝘴𝘵 𝘰𝘧 5 𝘴𝘪𝘣𝘭𝘪𝘯𝘨𝘴 𝘸𝘩𝘰 𝘢𝘭𝘭 𝘩𝘢𝘥 ‘𝘵𝘳𝘢𝘥𝘪𝘵𝘪𝘰𝘯𝘢𝘭’ 𝘫𝘰𝘣𝘴, 𝘴𝘶𝘤𝘩 𝘢𝘴 𝘢 𝘥𝘰𝘤𝘵𝘰𝘳, 𝘢 𝘭𝘢𝘸𝘺𝘦𝘳, 𝘢 𝘮𝘪𝘭𝘪𝘵𝘢𝘳𝘺 𝘰𝘧𝘧𝘪𝘤𝘦𝘳 𝘢𝘯𝘥 𝘢 𝘥𝘦𝘯𝘵𝘪𝘴𝘵. 𝘛𝘩𝘦𝘺 𝘳𝘦𝘣𝘦𝘭𝘭𝘦𝘥 𝘢𝘨𝘢𝘪𝘯𝘴𝘵 𝘵𝘩𝘦 𝘯𝘰𝘳𝘮 𝘵𝘰 𝘴𝘩𝘰𝘸 𝘵𝘩𝘢𝘵 𝘶𝘯𝘤𝘰𝘯𝘷𝘦𝘯𝘵𝘪𝘰𝘯𝘢𝘭 𝘱𝘢𝘵𝘩𝘴 𝘭𝘦𝘢𝘥 𝘵𝘰 𝘵𝘳𝘪𝘶𝘮𝘱𝘩 𝘵𝘰𝘰, 𝘢𝘯𝘥 𝘵𝘩𝘦𝘺 𝘸𝘢𝘯𝘵𝘦𝘥 𝘵𝘰 𝘨𝘦𝘵 𝘪𝘯𝘵𝘰 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘵𝘰 𝘴𝘵𝘪𝘤𝘬 𝘢 𝘮𝘪𝘥𝘥𝘭𝘦 𝘧𝘪𝘯𝘨𝘦𝘳 𝘶𝘱 𝘢𝘵 𝘵𝘩𝘦𝘪𝘳 𝘴𝘪𝘣𝘭𝘪𝘯𝘨𝘴. 𝐁𝐞 𝐫𝐞𝐚𝐥. 𝐁𝐞 𝐚𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜. 𝐘𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐲 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐬𝐮𝐩𝐞𝐫𝐩𝐨𝐰𝐞𝐫. #WhyStory #Recruitment #InterviewTips #YourStory

Concerned about when your #teenager or #college #student should start seriously considering life after school? I mean start going through the process of preparing themselves to go into the working world? There are two theories that people generally subscribe to in one way or another. One is the idea of being a job wisher. This is the person that wishes they could get a job, so they send out a ton of resumes and cover letters, scours the internet for job openings and flood inboxes of HR departments. Dan Miller, in his book "48 Days to the work you love" relates a study that states that the average job opening on the internet gets 30-35 applications. Of those applications, 3 get interviews. From those, 1 person gets the job. If you apply the math here, the chances of a person getting an interview are between 7-10 percent PER APPLICATION - and then less than 3 percent get the job. That's the same for EVERY job they apply to. And the percentages drop like a stone for job openings that might be particularly popular. Then there is the path of the career hunter. This is the person that makes it their business to get to know as many people in the exact industry in which they want to succeed. They repeatedly do informational interviews, stay in touch with good contacts and when the door opens up for a new hire, guess who is top of mind when the search process starts? That's when the hunter gets what it wants and the wisher is left wondering why no one wants to hire them. Companies hire people they know over people they don't. So when should a person start this process? Some careers require more time than others, but if your student is graduating in the next 12 months (high school or college), you need to be starting the process of looking at least 8 months out of their graduation date. That at least gives employers time to get to know your student before your student needs to them to know you.

"Context is everything!!!"..... This is without question the most common phrase that I find myself discussing with clients and candidates alike. Why is it so important??? Because in a snap shot in time we are making a hiring decision based on only receiving a document i.e. a CV, and if you get beyond that stage, potentially a meeting i.e. c1 hour interview to determine somebodies suitability for a role that impacts both parties not just in the moment, but for the future. We also need to be considering the context as to why and how that person is at that particular point in time. Let's consider the following scenarios: 📌 Candidate A is a senior executive who has travelled the world with their career, paid off their mortgage and is wanting a position that is local and has slightly less responsibility so that they can spend more time with their grandchildren. 📌 Candidate B is a senior executive who has a sick family member that they are the primary care giver for and need to have a greater degree of flexibility to attend hospital appointments. 📌 Candidate C is a senior executive who has spent much of their career commuting to the city and has realised that they actually want to divert that commuting time to something more productive and secure a position closer to home that they can cycle to. All 3 candidates have their own very legitimate reasons for applying for what, on the surface of it, seems like a more junior position. All 3 want to apply for that position and all 3 candidates would enjoy their life a lot more and in turn would be showing up in a more authentic way, if successful in securing that position. Understanding the person behind the CV can really help you to connect with their why and represent them in a more appropriate way. So the next time a seemingly 'over qualified' person is applying for a role, I would want that individual to be received in totality and an appreciation for their context and why taken into consideration when they are entering the recruitment process. We all have our stories and reasons why - wouldn't the world be a better place if we seek to understand the context as opposed to jumping to our own conclusions on 'why' someone who is over qualified is applying for the position. #contextiseverything #seektounderstand #dontjustassume Chain Reaction Recruitment

Redefining the job search experience Did you know that 40% of unemployed job seekers haven’t had a single job interview in the past year? And with 72% feeling like their resumes disappear into a “black box”, it’s no wonder job seekers are frustrated and disheartened. At Forum Group Connecticut, LLC we see these challenges every day and we’re here to do things differently. We understand that the job search process can feel impersonal, overwhelming, and isolating. That’s why we take a more human-centered approach. We listen: We get to know your unique skills, goals, and aspirations, because you’re more than just a resume. We coach: From tailoring your résumé to prepping for interviews, we guide you every step of the way. We connect: With our network of employers, we open doors to opportunities you might never find on your own. What sets us apart? We’re not just here to place candidates—we’re here to build relationships, empower careers, and make the process feel personal and meaningful. And, unlike sending resumes into the void, our candidates get noticed. Our mission is simple: To bridge the gap between job seekers and employers, making the process smoother, more effective, and far more human. Let’s rewrite the narrative for job seekers. If you’re feeling stuck, we’re here to help.  #JobSearch #StaffingSolutions #CareerSupport #WeAreDifferent #staffingwithheart #Jobsearchredifined

I don't understand why interviewers always have that attitude like they don't have time, yet they don't care about others' time. They are happy to give you time-consuming assessments, and after you've submitted them, they don't even show the courtesy to inform the candidate, like saying, "Sorry, someone else's assessment was more useful than yours." Instead, they just disappear. They use the assessments as well. I've encountered some co-founders who insist that "you follow their social pages and even ask 10+ people to follow also you have to promote to them and tell them the strategies how you have done". They just need free jobseekers. Candidates aren't dumb; they just need work. Don't play these kinds of games with candidates. And one more thing: if you hire someone with this kind of attitude, trust me, they may join your company but will immediately start looking for a better place to work. Who agrees with me? Share your thoughts. #FakeJobs #startupfounder #candidate #RespectCandidatesTime #FairHiringProcess

During your interview, You only have one mission: ✔️ Get. The. Offer. You are not supposed to share EVERYTHING. Especially details that can be considered red flags. One of my mentees has a child with autism. She’s been an outstanding professional. Her child’s special needs are not an impediment. However, employers make a lot of assumptions. 🚩 She will be taking extra time off 🚩 She will be using all her sick days 🚩 She will need to work remotely a lot Remember this: there’s a time for everything. And no, I don’t believe you should hide who you are and what makes you special. In fact, I believe G”d gave my mentee and her husband a child with special needs because they are special and can take care of him. However, when you start a new relationship, you want to measure how much you share. There is such a thing as over sharing and becoming less ‘attractive’ to prospective employers. If you are a senior tech professional in the USA or Canada and want to switch jobs but are struggling to land interviews, convert them into job offers or negotiate the job conditions that you want, drop your favourite emoji below and I’ll reach out. Brian P.S. She has four interviews coming up. Want interviews? Want job offers? Want a high compensation? My mentees get job offers typically in the $200k-$350k range. Very few have been in the millions, quite the jump, but they are only a handful (for now). Emoji. Below. Let’s. Freaking. Go. 🚀 P.S.S. We are still married with two kids and a Yorkie, so… yeah, don’t tell them EVERYTHING.

Since our move to Manchester from York, I've been diligently applying for work; after 50 applications and 5 interviews, here's what I've come to learn: - Applying within the first 24-48 hours of the job posting means you're more likely to be at the top of the pile, which indicates a higher chance of landing an interview. - Tailoring your CV to the job posting, including keyword matching and profile summary should (hopefully) get your CV through the ATS system. - Even if you get an interview and you thought it went well, continue applying to maintain momentum. There's nothing worse than remaining in limbo. - If the role requires more than a 3-interview stage process, don't waste your time. They're looking for a unicorn! - While painful, ghosting is inevitable. It's not personal. - The current job market is tough and it can feel bleak at times. Allow yourself to feel frustrated, and take a break from applying if you need to and if it's required, but get back on the horse when you're ready. While I've remained unsuccessful with securing a role (lol), using the above principles helps keep me accountable to myself throughout the process (and gives me some hope). Any other trends that you've noticed/learnt during your job search?

As we count down the last remaining days of the year, my hope is that employers will reevaluate their recruitment for 2025. This year has been tough for many of us looking for that next step, especially in marketing. As discussed in some of my other posts there have been issues around the realism of job descriptions and challenges for both graduates and more experienced job hunters. Part of the problem seems to be a lack of focus, budget or a combination of the two. So often I see companies advertising the same posts for months on end without success, surely there is something wrong with this. My strong belief is good people are out there and the issue is not around a lack of talent. Instead, jobs have been created that are impossible for candidates to qualify for. There are too many hoops to jump through and so much bias around what the ideal candidate looks like. It's time to get back to basics. Let's stop: 1️⃣ Endless rounds of interviews 2️⃣ Unpaid work tasks 3️⃣ Assumptions without asking questions 💡 Instead, we should move back to meeting someone and having a natural conversation, and if you like them and think they can do the job, then give them a chance to prove it. 💡 #Recruitment #Marketing #SocialMedia #Interviews

Is it common for interviewers to pay less based on age? Answers: https://lnkd.in/gTNkAiAJ #JobInterviews #AgeBias #WorkplaceEquity Hey everyone! 🌟 I wanted to share something a bit troubling that happened to me during a recent job interview. I was chatting away, and out of the blue, the interviewer asked me for my age. Now, I found that pretty odd, considering age isn’t typically something that should impact job suitability, right? 🤔 I politely questioned why my age was relevant, and that’s when he dropped the bomb: he told me I’d be paid less because I "sound young" and have a shorter work history. Is this kind of age bias becoming the norm? I mean, it’s 2023! Here are some thoughts on why this might happen and how it could affect people: Perception vs. Reality: Employers sometimes make snap judgments based on appearances or perceived experience. They might think that younger candidates will require more training or have less commitment. This can unfairly limit opportunities for capable individuals. Less Experience Doesn’t Equal Less Value: Just because someone is new in their career doesn’t mean they lack skills or potential. Many young professionals are eag...

When applicants get an interview , they .... ✅ have spent time applying to the role and getting their CV updated and submitted. ✅ spend time researching and prepping for the interview. ✅ may spend time and money travelling to the interview. They may even buy a new outfit. ✅ may have to make childcare arrangements ✅ spend 1-2 hours of their time during the interview ✅ spend time reflecting on their performance ✅ have a nerve wracking wait for feedback. They may also have to overcome barriers in self-confidence and articulating their achievements. They may not having a job right now, so have added financial pressure. BUT 😔 then they hear nothing 😔 all that time spent, to get nothing back. The least any employer or recruiter can do, is GIVE FEEDBACK. 💪Feedback helps people improve and grow. To the amazing recruiters and employers who always give detailed feedback. Hats off to you. Are you one of them? If not, become one of them. 👊 #Interviews #CareerTransition #CareerDevelopment #GiveFeedback #CareerStudios