Nikki Dawson

The Tech Industry is at it again with major layoffs and restructuring. If you are a Recruiter or TA lead within the industry, please reach out. I have some amazing colleagues that have been impacted by layoffs who are equitable and scale!!! #OpenToWork #TechLeads #PMMe!

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When Experience and Attitude Collide: A Learning Moment for Job Seekers Yesterday, I reached out to a potential candidate who had applied for a role on JobStreet. His resume was impressive, but after speaking with him, I realized he was far more senior than what we were looking for. His salary expectations were well outside our client’s range. While I fully respect his experience and seniority, the conversation took an unexpected turn. I politely explained that the role might not be the best fit for someone with his level of experience and that we were searching for a slightly more junior candidate. His response? A curt, “Okay, then don’t waste my time,” followed by him hanging up. Here’s the lesson: For anyone in the job market, experience is incredibly valuable, but attitude is everything. Senior professionals, in particular, have the opportunity to set a positive example. A poor attitude can close doors, while professionalism, even in brief conversations, can leave a lasting impression. My advice to all job seekers, no matter how experienced: 1. Approach every opportunity with grace – Even if the role isn’t for you, each interaction is a chance to build relationships. 2. Be respectful – You never know who you might meet again in the future. 3. Remember humility – Expertise is admirable, but there’s always more to learn. As recruiters, we work hard to match candidates with the right roles, and we value every conversation. Mutual respect makes the process smoother for everyone involved. #JobSearch #Recruitment #Professionalism #Hiring

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Yesterday, I faced the unexpected news of my termination. After eight months of dedication to a company I deeply believed in. The manner in which it was executed left me questioning the values of an organization I supported, defended and stood behind. As someone committed to continuous growth—both personally and professionally—I found myself asking “why?” Unfortunately, I did not receive clarity. Growing up in a business-oriented environment, where my father built a legacy of a company from the ground up, I’ve always been captivated by operations and team development. Always watching how to support your employees to make them want to work harder for you. While I may not be an expert, the insights I've gained have fueled my passion for empowering others and fostering talent. As I re-enter the job market, I am eager to find opportunities that resonate with my core values: organizations that prioritize team member development, cultivate growth potential, and promote strategic problem-solving. I thrive on helping others reach their fullest potential, and on my free time I often assist friends and colleagues with their resumes and job searches—because it’s something I genuinely love to do. I am specifically targeting recruiting and talent aquisition roles (full-time or contract), as well as looking at local companies seeking talent acquisition support and team development. Additionally, I’m excited to explore innovative ways to leverage my skills—the sky is the limit, right? If you know of any opportunities or connections that align with my aspirations, I would be incredibly grateful for your support in sharing this within your network. Thank you for your help as I embark on this new chapter! #OpentoWork #TeamDevelopment #Solutions #Recruiting #TalentAquisitions #WorkingMoms

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Robert Half is looking for a SASS Banking Product Manager position and the pay range is $85,000.00 - $90,000.00/Yearly Product managers that are being staffed by tech recruiting agencies in this market are some of the best roles to target as a candidate. There are two type of recruiters in tech. There are internal recruiters who work in house and external recruiters at agency who are paid a commission by the company to staff an extremely urgent role. 80% of the positions in tech haven’t even been posted yet, because everybody procrastinates doing work they and there’s nothing a refuting hates more than posting up jobs. Yuck, just writing this out brings back such painful memories. Here is a link to all the product manager roles being staffed by recruiters along with their name, contact information, pay rate, and remote or hybrid status. See you in Skool! https://lnkd.in/gCsMZ-Ab Don’t be late to Skool! https://lnkd.in/gCsMZ-Ab PS Let me know if you would like me to refer you and if I can I will. I am connected to tons of recruiters in the industry, but I can’t say I am close with all of them. Please RESHARE this post for all your colleagues still looking for a job.

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Good morning Talent Acquisition and recruiting job seekers, Here's a list of remote jobs -- While I'm not recruiting for these specific roles I wanted to make job seekers aware of these new and exciting opportunities ;) Opportunities are happening all around you - be open to them ✨ ⭐ But how do I stand out in at fierce sea of competition? ✨ Do a video resume. Make it fun and creative. have a friend shoot a 1 to 3 minute video of you in front of your dream company talking about why they should hire you etc and or show yourself doing something fun and adventurous in the same video so that employers can see the many faces of you ;)

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Y'all, I just started my new job and made a silly mistake already! 😑   I had a call with a hiring manager to go over the details of the role.   After our call, I followed up with her over MS teams for a question.   After a few messages back and forth, she did not know what I was talking about. Turns out I was messaging the wrong person. She just had the same first name.   We laughed it off. 🤣 "Welcome to the team!" she said 🤗 Glad she was a good sport about it. #hiring #recruiting #recruitment #corporate #hr #hiringnow #firstday

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Thoughts on Pre-Screen Calls 🙋‍♀️ As a recruiter, I always look forward to pre-screen calls with candidates who have agreed to a specific date and time to go over questions. It's an important first step in our interview process and sets the tone for what could be a great professional relationship. However, I’ve noticed a trend that’s a bit concerning. Some candidates give short, disengaged answers during these calls. When candidates don't show enthusiasm or provide thoughtful responses, it can come across as a lack of interest in the job. Another red flag is when candidates have no questions for me and quickly end the call with a rushed "bye." This behavior makes it hard to assess their true interest in the position. To all job seekers out there: Your engagement and enthusiasm during pre-screen calls matter! Please show your interest, ask questions, and be present. It makes a world of difference. #Recruitment #JobSearch #InterviewTips #Hiring #CareerAdvice

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Quick note on candidate rejections: I'm not going to delve into the argument about timing of when you, as candidates, get the rejection notices. But I am seeing lots of continuing questions around why the boilerplate response, why generic emails, why the rejection comes two hours after application or two months after application, and so on. Here's why: 🔔 Most importantly - companies don't want to get sued. That's why you get generic feedback. Most of the time it's chosen from a dropdown list of scripted responses, all of which probably had to be approved by their legal department. So when you're told they "identified a better qualified candidate" or you "were not optimal" for the role, just know they aren't actually talking about you. The position was filled / closed / canceled, and the person in charge selected one of the dropdown options. 🔔 Why were you rejected two hours after applying? There are two possible reasons - one, the job closed and you got a reply (see above bullet). Or two, they really did review your resume and didn't think you were qualified, and sent a generic response (see above bullet). YES, recruiters work on the weekends and in the evenings, quite often. 🔔 Why were you rejected two months (or a long time) after applying? Main probability is that you were qualified, but for whatever reason, the person reviewing resumes felt others were slightly better. They didn't want to reject you because they might have gotten to your resume. But they did end up filling the job, eventually, and then sent the generic email to the remaining candidates (see first bullet point above). 🔔 Why didn't you hear anything at all? Again, see bullet point one above. Hard to sue for discrimination if no one says anything. I'm not defending the practice, but it is what it is. Also, not all ATSs are set up with easy auto-email functions. Furthermore, some recruiters have seen the complaints about auto-emails and have decided just to not notify applicants when they are not selected. I am not justifying any of these practices. For the record, I think it's virtually impossible to personally email every single APPLICANT about their candidacy. A generic email is more reasonable to expect, or no email at all. If you have interviewed, however, my personal belief is that you deserve a personal email, at a minimum, or a phone call. You may not get any actionable feedback (see bullet one above), but you should at least hear from someone. Not doing that is inexcusable, in my opinion. Now people make mistakes and miss letting people know - it happens. But as a practice, you should be personally notified if you have interviewed. Also, phone call vs email when you did not get the job? I used to always call, and instructed my team to do the same. However, I have polled people and from anecdotal data, found that a preference for email is there for rejections due to the emotional response.

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Can I ask my #network for a tiny favor please. If you see ANY HR or recruiting job posts offering remote positions, please tag me. LinkedIn has been so weird and unhelpful lately, not showing me the posts in my feed I need to see with jobs or recruiters/HM's that do quick posts asking for resumes. Or resharing posts would be more helpful to everyone in your network. It would greatly help me. Liking the posts do not always allow visibility when LinkedIn algorithm doesn't work properly. I sometimes end up seeing job posts someone liked 5 days ago 😩. This market is so incredibly scary and tough. #HR #Recruitment #MentalHealth #JobSeeker #OpenToWork #DEI #MBA #StruggleBus

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I was so excited when a recruiter reached out about an opportunity for a virtual assistant role. Little did I know, the conversation was about to take an unexpected turn. The recruiter and I had a great initial discussion. We talked about how my experience in administrative support and project management would be a great fit for their needs. They seemed genuinely interested, and I was eager to learn more about how I would add value to the company. However, things took a sharp turn when the topic of compensation came up. Suddenly, the "attractive" role they had described turned into one with a 10-hour/day and additional out-of-scope responsibilities - all for a shockingly low salary offer. Sadly, I observed that this bait-and-switch tactic is far too common in the hiring world, especially when it comes to virtual assistant roles. Recruiters reel in candidates with the promise of flexibility, autonomy, and fair compensation, only to spring unexpected and unreasonable demands at the eleventh hour. Hiring Managers, if you want to attract and retain top virtual assistant talent, it's time to re-evaluate your recruitment practices. Loose promises and poor compensation packages will only lead to high turnover and poor performance Instead, be upfront about expectations, provide competitive wages, and create an environment where virtual assistants can thrive. Trust me, the investment will pay off in the long run with a dedicated, engaged, and productive team. It is more expensive and time consuming to keep recruiting for the same role over and over again This is my story, it happened to me few weeks ago. Candidates like myself aren't just looking for a job - we are seeking a mutually beneficial partnership. When the scales are tipped too far in your favor, trust me, you'll end up losing out on the very talent you're trying to recruit. Let's work together to raise the bar and create a win-win scenario for all. #virtualassistant. #hiringmanager

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Let’s talk layoffs When there’s a reduction in staff, everyone else left will need to pick up the slack. Most of the time, without a pay increase (sometimes taking over the workload of 2 people). Most people will do it out of fear of being the next to be let go. What can employers do to maintain a positive mindset? Can you imagine working in that type of environment?

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Hello Hiring Managers 👋🏻 I’m Ashley, an investigative sourcer and recruiter who’s primary job & goal is to take your best employees and give them to your competitors 🙃 To some, this may be a bold statement; but the reality is, most employees can be bought for the right price. My job is to entice the strongest employees you have to work for your competition for a higher salary, better benefits and greater opportunities ☺️ I’ve done this for countless of my clients, and can do it for you too. With my resources & knowledge, I can find any employee from the compition you’re up against. If your competitors are kicking you a** in production, sales, processes, manufacturing etc and you need higher quality employees who can transform your organization, call it signed, sealed and delivered with me on your side 😉 📲Connect with me to see how I can get your competitors best employees on your team.

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Hey Hiring Managers!!! This interview advice is for you!! 😯Surprise😯...it's just about the same things that we would tell a candidate!! As a hiring manager, video interviews are a convenient way to connect with candidates in today's remote work environment. But they require different skills and prep. Follow these best practices for a productive and effective video interview: ✔Test equipment and internet ✔Minimize distractions ✔Use a headset or earbuds ✔Prepare in advance ✔Give clear instructions ✔Be respectful of time ✔And remember, keep your camera on! WHY? It shows: 👉professionalism 👉creates mutual respect 👉reduces anxiety 👉demonstrates company culture Make a lasting impression and showcase your company values. Be authentic, engaged, and ready to forge a connection!🤝 What are your best practices for conducting effective video interviews? Share in the comments!

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My heart hurts for people that have been laid-off and unemployed. I know I do what I can to help jobseekers, but I want others to be a resource as well and also be able to openly network without having to have LinkedIn premium and use their InMails. If you are a #jobseeker, I want you to put your pitch in the comments section. Your experience, the roles you are looking for, and where you are located. Keep it short, simple, and to the point. #Recruiter friends, I want to help you fill your roles. In the comments section post any roles that you are currently working on and the link to them. Career coaches & resume writers (NO SCAMMERS) if you are open to helping jobseekers comment what you are offering and how jobseekers can be in touch. I want this to be a positive networking post for everyone. Best of luck! ✨ PC: Jalonni Weaver

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Hang in There! Your Dream Job is Coming 🌟 Hey everyone, I know job hunting can be tough, especially when facing rejections or struggling to find openings. But remember, every "no" is one step closer to a "yes." Here are a few tips to keep your spirits up: Stay Positive: Rejection isn't about you—it's about fit. Keep Learning: Use this time to pick up new skills. Network: Connect with folks in your industry. You never know where the next opportunity might come from! Ask for Feedback: Learn and improve from every interview. Take Care of Yourself: Your mental and physical health matter. Keep pushing forward. Your dream job is out there, and you’re going to find it! 💪 #JobSearch #StayPositive #YouGotThis #HRLife #YagiGyan #Positive

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Recruiters, you do NOT need same day answers when you roll out an offer. You spent 6+ weeks interviewing a candidate. You spent 3-6 months on hiring for a great candidate. You spent 10+ hours/week intervewing. You spent countless hours communicating and negotiating and closing the candidate. You told the candidate that THEY are valuable to the company and the company cares about it's employees. Do NOT tell them they have less than 24 hours, or worse by end of business, to accept the job. This is inconsiderate and a poor reflection on you and the company. They have also spent hundreds of hours having conversations, researching, interviewing, being ghosted, etc…They have other interview processes with possibly more competitive offers. It's a HUGE decision! If you’re the right fit they’ll choose you.

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