Kru Talent Group

Today we are ‘resumemaxxing’ so you can ‘resumemog’ the competition (or something like that).

Celebrating 25 episodes of Claims Recruiter Office Hours. If your resume needs work, I got you.

Catch the weekly livestream on LinkedIn, Facebook, and YouTube, or come find me at claimsrecruiter.com 🤘

Updated my free resume template for claims pros 📄
Tomorrow I'm breaking it down live, what recruiters actually look for

Is 'Easy Apply' button working? Reach out to hiring managers directly. Ask for advice, insights on the industry, and new technologies. These conversations are just as valuable as applications

Jobseekers: Stop relying soley on applications. The real secret to landing your next job is having 5 conversations a week. Connect on LinkedIn with people in your target role or hiring managers. Ask for advice, not jobs. Seek insights on the market, useful tools, or certifications. Authentic connection opens doors.

It's crucial to remember that job applications are personal for the candidate, even if they seem transactional to you. Neglecting this 'candidate experience' is a significant business misstep. While it doesn't directly appear on your P&L, it profoundly impacts your ability to operate effectively.

I saw Michelle Raue's video talking about recruiters and the "ghosting" phenomenon and wanted to post a reaction.

I've been hearing this from a lot of people recently, not just Michelle. To be honest, I could spend an hour talking about this topic and what I think is really going on here.

A couple of points I didn't make in the video that I want to be clear about.

There are bad apple recruiters out there.

From where I sit, these people are more often on the agency side, either over-extending themselves for more commission at the expense of candidates, or they are generalists recruiting in an industry they know very little about. They reach out to every claims examiner they can find without knowing the difference between general liability and auto liability.

Most recruiters, even ones who do ghost people, do not wake up in the morning with the intention of making people feel this way. Recruiters in a lot of cases, but especially on the corporate side, meaning they work as an employee for the company they are recruiting for, have little to no say in the process.

No recruiter thinks it is a good idea to have a six round interview process, or to keep a candidate on the hook for three weeks, or to low ball someone.

These decisions, or lack of decisions, are made by hiring managers and leadership teams who often have little visibility into how their process is actually being experienced on the other side.

The recruiter is frequently the last person in the room with any power to change it and the first person to get blamed when it goes wrong.

The real issue is not recruiters. It is companies not taking ownership of the candidate experience as a reflection of their brand.

Curious where you land on this. Have you experienced this as a candidate, a recruiter, or on the hiring side?

Drop it in the comments, I would love to hear your perspective.

Have you ever been ghosted before?

What does ghosting even mean?

Why do companies do these.

Breaking it down in one hour on the claims recruiter office hours weekly livestream.

Unpopular opinion: the ATS is not your problem.

I recruit in claims every day and I have never heard a hiring manager say the software weeded someone out. That is not how it works and the legal risk alone would never allow it.

What is actually happening when you hear nothing back is a lot more solvable than you think.

Your next great claims hire is probably one conversation away from someone already on your team. 👀

Conversations > Applications. If you are in insurance and trying to level up in your career, you need to sign up with RISE Professionals