Brightwing

When you hire a technical recruiter, you’re not just hiring someone to post job descriptions, review resumés, and schedule interviews. You’re hiring someone with experience and industry knowledge. Explore the many benefits of having a technical recruiter on your side in the article 👇

Here's how to avoid a bad hire: ✔️ Carefully screen a candidate’s profile to gauge their qualifications and personality prior to setting up an interview. Although some skills can be learned on the job, most roles have certain technical skills that the candidate needs to have as a prerequisite to completing the job properly. ✔️ Prepare questions for addressing unclear points or discrepancies on their resume such as long employment gap, multiple job changes in a short span of time, or little to no references. While these things aren’t necessarily red flags—life happens and the candidate could’ve potentially experienced some personal struggles—it’s important to address these gaps so there are no false assumptions or miscommunication. ✔️ Consider candidates from various occupational backgrounds to diversify your search. Even though these candidates may not check all your boxes (in theory), they bring transferable skills that can be invaluable to your team. Trying to search for someone who has the exact qualifications and skills you’re looking for might make you lose out on candidates that would add experiential value to your team. ✔️ Know that a couple meetings may not be enough to gauge a proper fit; this goes for both good and bad interviews. Although first impressions and interviews are often good determinants of a candidate’s personality, they cannot always predict whether that candidate would be a great fit within a particular organization or team. If you’ve been struggling with wrong hires for a while, reconsider your approach to hiring. Brightwing offers FlexHire as a solution to help organizations and candidates mitigate some of the risks that come with hiring. Learn more here: https://lnkd.in/g6rjSrHe

Brightwing had another great review: 5.0 stars!

If your organization is struggling with high employee turnover, maybe it’s time to ask yourself some hard questions: Are the work expectations clear to new employees? Is your work culture warm and welcoming to both new and old employees? Is your organization struggling with appropriately onboarding and training new employees? Are there gaps in your Human Resources processes and operations?

Time to address this popular question: Are cover letters actually necessary, or are they a waste of time? Brightwing Recruiter Mike Gourley weighs in 👇 For some fields—where your ability to clearly communicate your ideas and strategies is an essential part of the job—then cover letters are necessary and are often stated as a “required” part of the application process. On the other hand, the question remains: if it’s listed as “optional” on a job application—which is often the case—should you still provide it? 🎯 Our answer→ it depends on the role. In certain situations or opportunities, cover letters are welcomed and can often make a huge difference in your application, especially in a difficult job market. For instance, if you’ve developed certain projects outside of work, then sharing those details in a cover letter can showcase your passion towards your career. And most, if not all, hiring managers will value that drive. ⭐Ask yourself: Would you be able to present and explain your experiences better through a cover letter than simply submitting a resume? Do you think a written explanation of your previous projects and responsibilities will help your application stand out? If you answered yes to the questions above, then you should provide a cover letter even if it’s listed as “optional” on an application. Remember, two things can be true at the same time: 1️⃣ It could’ve taken you hours to complete a cover letter that the hiring manager barely spends two minutes on. 2️⃣ A cover letter could be the reason your application stands out from the rest of the candidates. Share your thoughts in the comments below to let us know what you think!

With the rise of online employment applications, job scams are more prevalent than ever. That's why it's important to stay informed to protect yourself against fraud. Here are 7 ways to verify the authenticity of a job:

Figuring out when to hire employees is a challenge. It’s even harder amid ever-shifting market dynamics. But workforce planning is a challenge every organization must tackle head-on, or risk misallocating resources, decelerating pipelines, and missing opportunities. Brightwing has 50-plus years of hiring and workforce planning under our belt. Our experience runs the gamut from engineering to operations to finance and other high-skill industries. From that experience, here are some tips for figuring out when to time your employee hires. 

Recruiting isn’t about prompting generative AI to draft a resume or cover letter for a role, nor is it about sending piles of resumes to companies. Rather, recruiting is about making long-lasting connections, constant communication, and delivering results that are mutually beneficial. We’re not new to the world of recruiting and we’re definitely not new to the world of relationship-driven networking. We’ve been successfully hand-picking and placing top talent in positions for over 50 years. Our experienced talent advisors understand the power of building long-term relationships with individuals and businesses driven by a passion for creating meaningful work.

We asked our team members what motivates and/or inspires them to continue pursuing their roles as talent advisors everyday. Here’s what our team had to say 👇 #WednesdayWisdom #ProfessionalGrowth #TalentAcquisition