How recruiters can treat job seekers with respect and care

Stop obsessing over CVs. They’re lying to you. The qualities that predict success never show up on paper. I’ve seen founders waste months chasing the perfect CV. - The job titles looked impressive. - The big name companies gave them confidence. - The years of experience felt like a safe bet. But here’s the part that many agency owners miss: A CV only tells you what someone has done. It says nothing about what they’ll actually do for you. The hires who change businesses rarely look perfect on paper. They’re the ones who: - Learn faster than anyone else. - Step up when pressure hits. - Take ownership without waiting for permission. - Bring energy that lifts the whole team. Think about it. You’re not hiring for yesterday’s results. You’re hiring for tomorrow’s potential. - Hire for mindset. - Hire for initiative. - Hire for the future. 👉 What’s one quality you’ve seen in a great hire that never showed up on their CV? Image credit: Shulin Lee

In management, trust is everything. Teams follow leaders they trust. But here’s the twist: trust is also your #1 currency when you’re changing roles. Recruiters, hiring managers, peers — they’ll all ask: Can we trust this person to deliver? Ways to build trust in a career transition: 🔹 Be consistent with your narrative (don’t tell 5 different stories). 🔹 Share evidence of results (metrics, impact, transformation). 🔹 Follow through — if you promise a CV by Friday, send it Friday. Pro Tip: Remember: trust is built in small moments. Every email, every handshake, every LinkedIn comment is a trust-builder or trust-breaker. What’s one thing you do that consistently builds trust in professional relationships?

💬 Your recruiter should have your back, not just your resume I’ve spoken with a few people lately who’ve had pretty rough experiences with recruiters (don’t worry, not from Paragon!). Things like being told their resume was sent to an employer who “wasn’t interested” when in reality, it was never even sent. Or on the flip side, their CV being sent out to multiple employers without them even knowing. The first situation almost cost someone an amazing opportunity. The second could’ve easily exposed their job search to their current employer. Not ideal. After 10 years recruiting in the insurance space, I can honestly say trust and transparency are everything. I’ll never send your CV without your go-ahead, and if I can’t represent you for a role, I’ll always be upfront about why. Good recruitment isn’t about quick wins. It’s about building genuine partnerships and helping people make confident career moves. 3 things to look out for when working with a recruiter: ✅ Transparency – They should clearly explain where your CV is being sent and why. ✅ Communication – You should always feel informed and in control of your job search. ✅ Integrity – They respect your privacy, your career goals, and your trust. Find a recruiter who ticks all three. It makes all the difference. 🙌

I've helped 4,259 professionals land their dream jobs. Here are the 3 types who consistently land great jobs. After coaching hundreds of career transitions, I've noticed a pattern. While most people struggle through endless applications and rejections, some professionals seem to effortlessly move from opportunity to opportunity. It's not luck. It's positioning. Here are the 3 types who never struggle to find work: Type 1: The Problem Solver They don't just do their job, they fix what's broken. → They spot inefficiencies others ignore → They propose solutions, not just complaints → They measure their impact in problems eliminated Type 2: The Bridge Builder They connect dots others can't see. → They bridge communication gaps between teams → They build relationships that span industries → They turn conflicts into collaborations Type 3: The Future Thinker They're always one step ahead. → They learn skills before they become mandatory → They anticipate market shifts and position accordingly → They speak fluently about where their industry is heading Here's what all three have in common: • They don't wait for opportunities to find them. • They solve real problems, not imaginary ones. • They build their reputation before they need it. The result? • When they're ready to move, hiring managers compete for them. • When they're not looking, recruiters call anyway. Because great jobs don't go to the most qualified candidates. They go to the most valuable ones. Which type resonates most with you? Or what would you add to this list? ♻️ Repost this to help someone else become the obvious choice Follow for more insights on becoming promotion-inevitable

Stop making candidates wait weeks for a reply. Move fast or lose trust. This morning, I sent out 16 interview invites right after reviewing the applications. I never wait for applications to pile up. I never keep people in the dark for weeks. If you apply to my role, you get an update within the same week. Always. As soon as there are enough good candidates, I close the job post. No “black hole” where people send CVs and never hear back. If I already know we will pick someone internal, I don’t post the job outside. Why waste anyone’s time? I respect the time and effort that goes into every application. People deserve clarity, not silence. Recruiting should not be a waiting game. Here’s what I focus on: 🔹 Fast replies (days, not weeks) 🔹 Clear updates (even if it’s a no) 🔹 Honest process (no fake openings) 🔹 Never let a role hit 500+ applicants Candidates invest energy and hope. The least I can do is move quickly and give real answers. That’s how you build trust. That’s how you attract the right people. Recruiting is about respect-start to finish. Curious - what’s your experience with hiring response times? How do you make it better for candidates?

You’re not “unemployable.” You’re just unseen. Let’s be real, this job market can make you question your entire worth. Rejections pile up. Applications go silent. And suddenly, you start to believe maybe you’re the problem. You’re not. You’re not lazy. You’re not unqualified. You’re just unseen. The system isn’t built to notice potential, it’s built to filter for perfection. So, if your experience doesn’t fit in the exact little box a recruiter has in their mind that week, you get skipped. That’s not a reflection of your value, it’s a flaw in how hiring works. Your job is to make your story louder than the system’s silence. Here’s how: ✨ Stop sending the same generic resume. Rewrite it to sound like you. ✨ Reach out directly. Humans hire humans, not portals. ✨ Show proof - projects, wins, examples - anything that says “I can do this.” You don’t need to be more “trustworthy.” You just need to be seen for who you already are. And when the right person finally sees it, that’s when everything changes. Keep showing up. The silence doesn’t mean you’re stuck. It means your spotlight moment’s still loading. Get the exact Performance Review Playbook + Join 10,000+ readers who get my weekly job search tips and career advice straight to their inbox → https://lnkd.in/g4YR86ys —— Hi, I’m Mishika 👋 For the past 4 years, I’ve helped people land careers they actually love. Now, I’m sharing everything I’ve learned. Follow along for weekly, no-fluff career insights ✨

Got rejected? Here's how to protect your self-worth. A job rejection doesn’t just hit your career plans, it hits your confidence. Here’s what helps: ✅ Don’t personalize it. Hiring isn’t always about your performance, often it’s timing, budget, or internal fit. ✅ Take 30 mins to write what did go well. You showed up. You articulated your value. That counts. ✅ Talk to someone outside the process. Your brain needs help untangling disappointment from identity. 📌 Rejection is not a verdict. It’s a data point, not your worth. 📅 Need someone to talk it through with? Start your first consultation, it’s on us. → https://lnkd.in/g3TkSa4i #JobSearch #RejectionRecovery #MentalHealthSupport #CareerWellbeing #AwesomeKeep

From “This sounds like a scam.” → “You’re hired!” Not every recruitment story starts with excitement. Sometimes…it starts with suspicion. One of our recruiters reached out to a candidate for a great opportunity. Instead of curiosity, his reaction was blunt: “This must be a scam.” Fair enough, we’ve all seen sketchy messages before. So he passed. Weeks later, we tried again. This time, he was even more direct:     “If the company really wants me, they can reach out themselves.” That’s when I jumped in. No scripts. No fluff. Just honesty. “The company hired me for this very reason. Their focus is on running the business. My role is to make sure the right talent doesn’t slip through the cracks. If you’re open to it, I would like to tell you more about an opportunity that just might align with your career goals” The tone shifted. The guard came down. And for the first time, the candidate leaned in. Fast forward a few weeks… ✅ Interview scheduled. ✅ Offer extended. ✅ Candidate accepts new opportunity. From skepticism to success—all thanks to one transparent conversation. The lesson? Recruiting isn’t just about matching résumés to job descriptions. It’s about building trust, breaking down doubts, and showing candidates that we’re here to help, not to waste their time. Because sometimes, the hardest part isn’t finding the right candidate… …it’s helping the right candidate believe in the process.

Sometimes, finding the right job feels like a stroke of luck. While some recruiters are genuinely supportive — offering constructive feedback and maintaining communication — others treat jobseekers as just another profile in the process. Too often, assumptions are made about someone’s background before taking the time to truly understand their experience. Some follow up with care, while others disappear after initial enthusiasm. For some, seniority is tied to experience; for others, it seems to be defined by age. The market is undoubtedly competitive, but these human factors make it even more challenging. At the end of the day, jobseekers aren’t just applications or résumés — they’re people, managing emotions, uncertainty, and self-doubt while doing their best to move forward. A bit of empathy, communication, and transparency can go a long way — and make the entire process more meaningful for everyone involved.

Twice, we turned down a candidate. Looking back, here’s where we went wrong: I based my decision solely on her CV. But this candidate didn’t give up easily. She kept reaching out—through emails, LinkedIn messages, even connecting with several of our team members. Eventually, we decided to have a conversation. The outcome? – She was aligned with our values – Her energy was contagious – She had clearly done her homework on us She landed the job. Since joining, she’s consistently exceeded expectations. The above story is a lie - people these days lack the ownership and the GRIT. [the photo attached has nothing to do with this post, other than grabbing your attention] This is not a post - this is the truth. Like me many entrepreneurs and coaches are looking for a candidate with the right attitude , go getter... Unfortunately - you would not find one -- you need to create and thats why Here are the steps that i am following   1. Hire based on Attitude then knowledge and last skills   2. You need to show them what do you expect and how its done   3. Then let them work with you for some time until they achieve 70% only then 4. Let them do it and you monitor - this would be like 80 to 90% of what you expect 5. hire the next and let this trained candidate show and work along in the same way how you had done... IF this helps let me know what did you liked, loved and learnt Else you would like to contribute more - add in the comment below or connect with me in DM - if you have questions See ya for the next time Dada| AMIT NATH