Latest news with #hiringmanagers
Yahoo
5 days ago
- Business
- Yahoo
Nearly all hiring managers say the process takes longer than 2 years ago
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. The hiring process is becoming more time-consuming and costly, and 93% of hiring managers say it takes longer in 2025 than just two years ago, according to a June 18 report from Robert Half, a talent solutions and business consulting firm. Hiring managers responding to a survey said the time has lengthened to evaluate candidates' applications, check references, conduct background checks and schedule and conduct interviews. 'In today's environment, companies need to strategically evaluate and streamline their hiring process — especially when staffing multiple roles,' said Dawn Fay, operational president of Robert Half. 'With more applications coming in for time-sensitive positions, hiring can feel overwhelming.' In the survey of nearly 2,200 U.S. hiring managers, 92% said it's challenging to find skilled talent. Hiring plans have slowed slightly in 2025, with 57% planning to expand their teams during the second half of the year, dropping from 63% six months ago. In addition, 30% of hiring managers said they've made a hiring mistake in the past two years, which 57% said contributed to additional turnover. The most common mistakes included not properly assessing technical skills and not evaluating a candidate's cultural fit. 'In a market where there's less margin for error, hiring mistakes can be detrimental to team morale and growth,' Fay said. 'When existing team members need to compensate for lost productivity, it can lead to burnout, disengagement and employee turnover.' To streamline hiring and avoid errors, employers can set clear timelines and deadlines before posting a job and communicate with team members throughout the process, the report recommended. Tracking different hiring performance metrics can provide insight as well, HR experts told HR Dive. Since 'time to fill' measures the days it takes to fill an open position, companies can understand the efficiency of their recruitment process and whether long gaps could affect team productivity and morale. Employers can also revamp their hiring process by looking at where their talent acquisition efforts fail, according to a Society for Human Resource Management workshop; Rethinking metrics, such as recruiting capacity, applicant quality, hiring sources and costs of hiring sources, can help. The most important part of the hiring process may be the interview, according to a Gallup report. Employers can make improvements by approaching interviews with structure, treating candidates with respect and highlighting their culture and value to employees, Gallup said. Recommended Reading CHROs, CIOs disagree on the strategic value of talent acquisition
Forbes
6 days ago
- Business
- Forbes
More Than Qualified: 5 Tips To Get Hired In Fintech In 2025
In a crowded job market this article share tips on how to stand out and get your next job secured. The goalposts have moved in today's job-hunting fintech market. Many people have worked hard throughout their entire careers. They have risen through the ranks, held senior leadership roles, and have been trusted to set direction and strategy. Until they faced redundancy and cost-cutting exercises. Now, after six months of job searching, their savings are dwindling, and the job market remains challenging with little sign of change. In 2024, the average job search duration for professionals in senior roles exceeded 5.5 months, up from 3.9 months in 2019. Despite hundreds of applications per role in the tech and fintech sectors, only 2% of applicants make it to the interview stage. The current fintech hiring climate reflects three years of leaner attitudes toward recruitment. The focus has shifted to functionality and productivity, often at the expense of strategic and senior roles. Strong candidates, all experienced, capable, and qualified, are competing for fewer opportunities. This article shares 5 tips on how to give yourself the best possible chance of getting your next role. Be Your Own Advocate In today's job market, conducting a flawless interview is not enough. You must be memorable, even days later, when hiring fatigued managers have seen too many applicants. You must be evidence-based so that when hiring managers face pressure not to hire at all, they know what value you will add and are willing to fight for you. Follow-up after the interview can tip the scales in your favour. This only works when you have been proactive and intentional at every step. Over-prepare by researching the company and the people you will see. Read their latest press, follow employee blogs or podcasts, and study their values and competitive landscape. Prepare strong, tailored responses to competency-based questions. Be specific with your answers, relevant using evidence-based answers, and confident in your success. Once achieved, your follow-up must centre around advocating for yourself. This begins with thanking your interviewers and leaving them with a clear reminder of why you're the best fit. If you're working with a recruiter, ensure they follow up with a well-crafted message within 24 hours. If you're managing this yourself, send that message directly. It may reach the hiring manager as they are deliberating between you and the next best candidate. Find A Community The emotional toll of job searching, especially in this market, cannot be overstated. Rejections are tough, and 61% of job seekers are negatively affected mentally by the prolonged unemployment. Finding a community can be a great confidence builder and offer a support structure. During her own search, Emily Baum, Senior Sales Climate Risk Solutions at FIS, created a peer-led job seeker community. They shared leads, discussed applications, and encouraged one another throughout the process. The support was powerful, and as members secured roles, they gave back by opening doors for others. Emily says she never knew how 'lonely' job searching could be, especially when you're out of work. The community support helped her to 'remove the stigma associated with being unemployed'. She said it 'created external champions' of one another when it was needed most. Bring Back The Personal Touch Standing out in today's market is not achieved through rushed automated emails. It is about precision, authenticity, and relevance. Tailored resumes receive more interviews than generic applications. Every resume should be relevant to the job. Assume your application will have humans and AI screening tools reviewing it. With this in mind, you want to think like an AI tool when checking your resume and cover letter. Look at the keywords and whether you have presented information using the verbiage described in the job advert. Your cover letter should align with the company's mission and values. You then need to think about what a human reviewer is looking for: flair, character, persistence, authenticity, passion? If you demonstrate emotional intelligence about what the job requires, you'll make all the difference. Beyond the application, get creative and add personal touches. Send a handwritten note and attend industry events. Join meetups and communities that reflect your passion and knowledge. Candidates who engage with a company's content or attend events are much more likely to be noticed and picked out of a pool of 300 resumes. Showcasing your craft is key. If you're a technologist, share how you are learning and experimenting with new tools. If you're in sales, make your presence felt at industry functions. Showcase Your Ongoing Learning One of the best ways to maintain momentum when between roles is to keep learning. Dedicate time each week to learning something new. Whether it's Artificial Intelligence, Python, or Blockchain, there are countless free resources available. Posting about learning journeys on LinkedIn builds positive online profiles. Your online footprint is just as important as your resume. People want to see your portfolios, read your case studies, and review your project demonstrations. Review your LinkedIn, portfolio sites, and even personal social media. Make sure everything reflects the professional you want the world to see. Hiring teams do check, and people have lost opportunities over careless posts or outdated profiles. Right-Sizing Your Experience Without Shrinking Your Worth One of the quiet frustrations many senior candidates face is being told they are 'overqualified' for a role. Often, they are more than capable and eager to perform. 25.9% of job seekers are overqualified for the jobs they apply for. In a market like this, many open positions come with responsibilities that applicants mastered years ago. They know they can do the job well, better than most, and yet hiring managers hesitate. The managers wonder whether the applicant will be bored, leave, or expect more than they can offer. Some worry the applicant might want their job through promotion. It is a delicate balance to get right. When applicants shrink themselves, it can be a huge confidence killer, especially when they still don't get the job. The key is not to make yourself smaller but to reframe your narrative. Successful applicants will prove how they have performed this scope of work in the past. Be specific and share concrete examples, even if they feel basic. Highlight measurable outcomes. Show that this role is not beneath you but within your expertise. Share that your experience allows you to deliver results with clarity, maturity, and speed. Just as importantly, explain why this role is right for you now. That might include your desire for more hands-on impact, greater stability, a return to core skills, or a healthier work-life balance. Whatever your motivation, it is essential to communicate it directly. Your message should confirm not only your ability to do the job but also your motivation to stay and succeed in the role. It can be discouraging to feel like you have to underplay your career to match a job. But this is not about shrinking yourself. It is about showing how your broader experience enables you to thrive in this role. Navigating this challenging market is a test of resilience. Using these tips can allow you to be seen fairly. Implementing them will give direction to your search and queues to follow up on.
Forbes
6 days ago
- Business
- Forbes
Suspicious Job Descriptions: 7 Red Flags To Help New Graduates
Experts warn new graduates to be vigilant about suspicious job descriptions that sound too good to ... More be true. Congratulations to the 2025 graduates. Many of you probably have started hunting for jobs. But have you read a job description and thought, 'This sounds too good to be true?' Chances are you're not wrong and that you might've just spotted a red flag. Research shows that 40% of companies posted a fake job listing this year, and three in ten currently have active fake listings. So, if you're a job seeker, experts are warning you to keep an eye out for suspicious job descriptions. Seven Red Flags Of Suspicious Job Descriptions The 2025 graduating class is the largest ever, but according to Checkr, the 2025 job search process is also more complex and challenging than ever. Job hunters are navigating a hiring landscape filled with uncertainty, frustration and a growing lack of trust in employers. And job seekers and employers are bending the rules to get ahead. Fake job postings are fueling this lack of trust, and companies are posting them to alleviate employee workload concerns and to feign company growth. Hiring managers say fake job postings lead to boosted revenue, morale and productivity, and 70% of managers say they believe it's morally acceptable to post fake jobs. Fortunately, there are ways to recognize red flags that indicate suspicious job descriptions. Experts emphasize before you apply to a company that you research their trajectory, market position and customer pain points. If you have time, it's also important to research the organization's history and key milestones as well as when they've taken the time to test out their products and services firsthand. While this can give you most of the information you need to asses your interest and fit with a company, fake job descriptions can still mislead you. For example, Glassdoor has identified one unhealthy trend to watch out for that it calls 'the octo-hire'--the overextended, over-stressed employee, juggling the workload of eight roles with limited time, energy and resources that inevitably lead to burnout. Certified career coach, Amanda Augustine at told me by email that in real estate, employers often rely on a familiar set of phrases to market their job openings. By the same token, it's up to new graduates, scanning job descriptions and prepping applications, to read between the lines of phrases like 'fast-paced environment''or 'we're like a family,' embedded in the posts. After analyzing hundreds of comments, she and her team have uncovered patterns, reflecting common, shared frustrations many job seekers face. What do some job descriptions really signify? And how can job seekers spot red flags to decipher the responsibilities and expectations often hidden between the lines. 1. 'Fast-paced environment.' Augustine says this term is used to describe a dynamic workplace where employees are expected to keep up with rapid changes. She adds that working under pressure to meet deadlines, juggling multiple tasks at once and constantly adjusting to shifting priorities are typically part of the deal. 2. 'We work hard and play hard.' This line is often used to promote a fun, high-energy culture, but it can be a red flag, according to Augustine. 'It typically suggests long working hours, an expectation to attend social events outside of work and blurred boundaries between professional and personal life.' 3. 'Self-starter who can take initiative.' If you read between the lines, she points out that this ad usually indicates the organization expects you to hit the ground running with little guidance or training. 'It might be a sign of a lack of organization, support or clearly defined responsibilities,' Augustine notes. 'While being proactive is a valuable trait, this phrase can also imply that you will be left to figure things out by yourself, which can be daunting, particularly in a new or unclear role.' 4. 'We're like a family.' Augustine explains that this phrase is meant to suggest a collaborative, supportive work environment, but it can also be a warning sign that the company expects employees to go above and beyond without additional pay or clear boundaries. 'This often means blurred lines between work and personal life, with unspoken pressure to prioritize the company over yourself.' 5. 'Unlimited earning potential.' She agrees that this phrase sounds appealing, but it often means the job is heavily commission-based or dependent on bonuses rather than a guaranteed salary and can signal unstable income, where only top performers earn well while others may struggle to make a livable wage. 6. 'Entry-level' (but requires experience). Augustine cautions that this is a common red flag that suggests unrealistic job expectations. 'It often means the company wants candidates to take on advanced responsibilities without offering the training, support, or compensation usually associated with higher-level roles. This can make it difficult for true beginners to succeed.' 7. 'Passionate about the job.' This is sometimes code for: We can't offer much pay or work-life balance, but we're hoping your love for the work will make up for it. 'Employers may use this phrase to justify long hours, vague boundaries or asking you to go above and beyond your job description without extra support or compensation. Passion is great, but it shouldn't come at the expense of fair treatment,' Augustine warns. How New Graduates Can Approach Suspicious Job Descriptions Critically If you find one or more of the phrases and decide to go for an interview, be sure to ask for clarification of what the phrase really means. During the job interview, it's important to remember that you need to do more than just passively answer the interviewer's questions and present your qualifications. Recruiters are impressed with candidates who show genuine interest in the position by asking thoughtful questions because it demonstrates your interest. Augustine admits that the seven phrases aren't always deal breakers, but they are signals to dig deeper. She suggests that watching for suspicious job descriptions is part of your homework. 'Review the company's website and social channels, read employee reviews on sites like Glassdoor or Comparably, and tap into your alumni network to get an insider's perspective,' she concludes." And remember, the interview goes both ways. You're not just there to impress; you're also there to ask questions and assess if the company culture and role are truly the right fit for you.'
Forbes
25-06-2025
- Business
- Forbes
Why The Least Desperate Candidates Get The Job (And How To Be One)
In a sea of applicants, calm confidence cuts through. You've heard the phrase, 'The job goes to the person who wants it most.' But in reality, employers don't just want eager—they want confident. And here's the twist: the candidates who don't come across as desperate are often the ones who get hired. Not because they don't care, but because they carry themselves with self-assurance, clarity, and calm. That's the kind of energy hiring managers trust. If you've ever felt like you wanted a job too much, you're not alone. The pressure of needing work, financially, emotionally, or otherwise, can show up in subtle (and not-so-subtle) ways during interviews. But with the right mindset and strategies, you can present yourself as the strong, qualified candidate you are without ever appearing needy. Here's how. Show Confidence Without Overdoing It Confidence doesn't mean arrogance. It's about self-trust and how you carry yourself. In fact, nine out of ten global executives surveyed by LinkedIn agree that soft skills are more important than ever. In other words, how you talk and connect with people in interviews can be just as important as how much technical knowledge you have. Employers notice when you speak with clarity, maintain steady body language, and answer questions directly. Confident candidates don't try to oversell themselves or dominate the conversation. They listen, respond thoughtfully, and present their experience with calm certainty. Want to project confidence? Practice talking about your strengths as facts, not opinions. For example, instead of saying 'I think I'm a great team player,' say 'My last manager consistently relied on me to lead collaborative projects because I've shown I can bring people together.' Confidence is in the delivery: calm, prepared, and focused. Highlight Your Fit, Not Your Need It's tempting to say things like, 'I really need this job' or 'I'd do anything for this opportunity.' But language like that can signal desperation, and it shifts the conversation away from your strengths and toward your situation. Remember: the hiring manager is looking to solve a business need, not yours. Instead of highlighting how much you want the job, focus on why you're a great match for the role and the team. Talk about the challenges they're facing that you're excited to help with. Tailor your responses to the company's goals and values. When you align yourself with their mission, it's easier for them to see you as a natural fit and not someone just hoping for a lifeline. Mention Other Options Without Sounding Disinterested One way to show you're in demand without coming across as cocky is to be transparent—carefully. If you're interviewing elsewhere or have a competing offer, it's okay to mention it. Done well, this can actually strengthen your position and demonstrate that others see your value, too. Here's how to frame it: 'I'm currently exploring a few roles, but this position really stands out because of [reason that's specific to them]. I'm genuinely excited about the potential fit here.' This approach tells the employer that you're making an intentional choice, not just grabbing at the first opportunity. Follow Up with Intention Following up isn't desperate—it's smart. But there's a difference between chasing and checking in. When you follow up, do it with purpose. After the interview, send a thoughtful thank-you note. A week later, if you haven't heard back, send a short message reaffirming your interest and asking for an update. You can also use your follow-ups to share helpful information, such as an article you mentioned during your interview or a quick update about something relevant you've worked on. The goal is to stay top of mind without applying pressure. Each message should reflect calm interest, not urgency. Stay Calm and Patient Throughout the Process Hiring takes time, and delays don't always mean bad news. Maybe they're finalizing budgets, getting approvals, or waiting on internal alignment. If you panic every time the timeline stretches, you'll drain your energy, and it might show in your interactions. The best thing you can do? Keep your momentum going. Keep applying, keep networking, and keep interviewing. Knowing you have other irons in the fire helps you stay emotionally steady and less attached to any single outcome. It also ensures you don't lose valuable time waiting for one company to make a decision. The candidates who get hired aren't always the ones who try the hardest to please. They're often the ones who know their value and communicate it with clarity and calm. Employers want to hire people who are capable, reliable, and confident—people who can hit the ground running without needing to be rescued. That's why your mindset matters as much as your resume. Remind yourself that job searches are two-way streets. You're not just hoping someone picks you. You're evaluating whether this opportunity fits who you are and where you're going. When you approach each interview with that balance, you shift from hoping to win approval to showing what you truly bring to the table. Stay grounded. Stay intentional. And remember: your next opportunity is not just about luck—it's about showing up as someone who's ready, not needy. You've got this!
Forbes
10-06-2025
- Business
- Forbes
7 Cover Letter Phrases That Could Ruin Your Job Application
Your cover letter creates your first impression with potential employers, yet many professionals unknowingly sabotage their job applications with tired, overused phrases. According to a ResumeLab survey, 83% of recruiters consider cover letters important for hiring decisions—and a compelling one can land you a job interview even when your resume falls short. Research conducted by ResumeGo finds that applications with tailored cover letters yield just over 50% more interviews compared to those without. Here are seven phrases that hiring managers flag as instant deal-breakers, plus alternatives that will make your job application stand out. This outdated greeting immediately signals that you haven't taken the time to research the company or position. Since Resume Genius reports that 41% of hiring managers consider the introduction to be the most impactful part of a cover letter, starting with "To Whom It May Concern," wastes your most valuable real estate. These examples are effective, demonstrating an effort to understand the company's structure and hiring process. This opening states the obvious. It also represents a missed opportunity to immediately capture the reader's attention with something compelling about your background or enthusiasm for the role. Remember that hiring managers often decide within the first few sentences whether to continue reading your cover letter. Generic openings fail to create the immediate engagement necessary to sustain their attention through the remainder of your job application. These phrases represent the most common cover letter clichés, appearing in countless job applications across all industries and experience levels. Concrete examples provide hiring managers with evidence they can evaluate, while generic claims offer nothing substantive to differentiate your job application. This phrase demonstrates dangerous overconfidence or a lack of self-awareness. If you claim perfection, hiring managers will look for gaps in your job application that contradict this assertion. These alternatives convey confidence without arrogance, showing you understand both your strengths and the requirements of the role. Claiming passion for every aspect of a role or industry immediately raises credibility concerns. When candidates express equal enthusiasm for all aspects of a position, hiring managers question whether they truly understand the role's realities or are simply trying to appear agreeable. Specific enthusiasm demonstrates thorough research and genuine interest, providing valuable talking points for potential job interviews. This phrase focuses on what the company can do for you rather than what you can contribute to their success. When you emphasize how the role will help your career, you signal that your primary interest lies in what you'll gain rather than what you'll give. This reframing demonstrates ambition while maintaining focus on organizational value rather than viewing the role as purely transactional. The phrase "I think" immediately undermines your credibility by suggesting uncertainty about your qualifications. This tentative language signals self-doubt and invites hiring managers to question your suitability for the position. This approach provides specific, verifiable information that hiring managers can evaluate objectively, transforming your job application from a collection of opinions into a compelling case for your candidacy. Using thoughtful, tailored language leads to more job interviews and stronger first impressions with potential employers. By eliminating these seven phrases, you transform your cover letter from a generic document into a strategic communication tool that gets you closer to your ideal role. "You never know who values cover letters and who doesn't, so unless a company explicitly indicates they don't want a cover letter, submitting one is worth your time and effort," says recruitment consultant Mike Peditto, Director of Talent at the career growth platform Teal. "In a world where every resume is beginning to look the same, a personalized cover letter can make you stand out."
