How does recruitment work from the employers side?

[Netcurtainnelly]

A question for employers.
how does recruitment works from the employers side and what challenges do employers face.
We know alot about the jobseekwrs side?

The post was about one person who asked for feedback at that stage so it wouldn't be hundreds or thousands.

The post was about one person who asked for feedback at that stage so it wouldn't be hundreds or thousands.

You quoted my post where I said candidates, its usually more than one. From around 150 applications I reject ill have approx 20 requests for individual feedback. Just not possible or something I'm willing to do.

Even if it was just one candidate asking I wouldnt give feedback. Not fair to the others and risks going backwards and forwards, especially as most of the time the reason is the CV itself is just very poor or obviously AI.

Surely feedback is only ever something you might ask for after interview? I mean I never do. If they don't want me I don't give a shiny shite for their opinion anyway..

Yes, and if 250 of the applicants for each job asked for feedback....?

So just reading this, I do think there is a lot miscommunication going both ways. I have applied for roles I think I'm a good fit for and it's not my fault 299 other people have applied too. And I have never had any advice at all on if you should reach out to the recruiter before.

That said that I have at last reached out to my friend who is a private careers consultant for some help on my CV, I rewrote it following her advice and she tidied/rewrote some of it up for me.

I do think that AI has made it so easy to run up a CV. Or create one and then perfected it with AI. But I also think a lot of people genuinely don't don't know how to write a CV. I have always done well in work but find translating my skills on to a CV really hard, topped with the fact you don't get feedback it does feel very like a stab in the dark when you apply for roles you are sure you can do.

I was made redundant three years ago, set up my own consultancy, and completed several executive transformation and operations projects. This year I’ve decided to return to a permanent leadership role.
Within my industry, recruiters understand this career path and I’ve had positive feedback on my CV. My question is: how is three years of consulting generally perceived outside the industry? Is it seen as valuable experience, or does it make hiring managers question commitment to permanent roles?
I’m also curious whether a pivot into another sector at director level is realistic, or whether industry experience is still the deciding factor.
Im a bit stuck…

I was reading about a local IT firm and the recruiter was saying that the local candidates (this was within the context of a high proportion of Indian employees in the sector) were no competition whatsoever at interview. In tracksuits, one was even sitting in bed in his pyjamas, no knowledge of the company and a complete indifference towards the role but making demands for wfh.

I lost out at 4th interview stage once, which had included preparing two different 20 min presentations, when the hiring manager appointed his wife to the position! The best bit is that she quit after 7 months and he got back in touch with me. He got feedback at that point...

I have seen it go either way with internal candidates. Sometimes they do no prep or don’t try very hard as they assume they’ve got it so the external candidate ends up with it! Genuinely though, I do try to make the process fair so internal
candidates don’t have an advantage.

Sometimes HR has insisted on an internal-first approach though where we can only go out to external recruitment once we’ve proven we can’t recruit internally. I hate that as it can result in appointing a candidate who just about scrapes through but gets it because there’s no other internal competition,
rather than getting the chance to appoint a much better external candidate.

I hate giving feedback to someone who was
rejected at application stage. Different if they have attended an interview but if they have just sent a CV and then demand feedback, it’s really annoying. And then you get the push back/ dismay, anger. Frustration

. It’s better to say unable to offer feedback

It always sounds like a cop out but assuming the applicant applied for an appropriate job the reason is almost always ‘someone had more experience’ at application stage.

I’ve spent the last few months job hunting, I start a new job in a few weeks. I have spent the past 25 years managing large teams and recruiting myself.

I’ve witnessed some really shameful things in interviews (yawning, rocking back in chairs, complete failure to read my application or CV), been ghosted at the contract stage twice and received zero feedback when I’ve asked for it when getting very far into the process.

Recruiters need to actually engage, your LinkedIn in daily updates written by AI are fooling nobody.

A very well known high street bank auto rejected me a few seconds after I completed the ‘personality test’ they sent me as the first round interview.

My LinkedIn profile tells me I have 43 applications that I haven’t received even an acknowledgment. I know I am still waiting on rejections from multiple civil service applications and a lot more on Indeed. Off the top of my head there are many more where I have spent the time writing my own application not AI slop.

Job hunting in the age of AI, companies who invest no time or effort in the process, cheeky and rude people who expect you to be ok with 3/4 weeks between each interview and get shirty with you when you ask how it’s going as you might want to earn a living and be fair to other companies you are taking to….

I always treated every candidate with respect, there was clear communication on my part with timings, interviews, chats etc. I never let the day finish without making a decision and offer if possible (why would you lose out on good talent?)

I now strongly believe 99% of what’s advertised isn’t real, hasn’t been fully approved by a finance team, or is being done by a vastly understaffed HR team who are having AI pushed on them and actually losing good people in the process.