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Looking for a job? This is what you should know about Talent Acquisition.

When I came to Canada I knew nothing about job hunting here. I had zero connections on LinkedIn. I had zero knowledge of how to even start job hunting. I had no resume. And believe it or not, I came thinking that I have no skills. Not zero skills of course. I knew I had something to offer, but I never thought that the skills I had have names and are actually something people would want to pay me for.

What I know about Job Hunting I learned everything the hard way. You don’t have to.

My content seems scattered and disorganized but so as all things these days. The human mind became an Instagram feed — a mosaic of clusters of information completely disconnected from each other. Check my posts and articles and listen to many people, never just one. Find what you can and assemble your picture from small pieces. At the end of the day, there is only one question that is important — does it work for you or not?

I’ve been a job hunter. And now I am on the other side of the table. That’s the irony of life — tables turn. I will be a hunter again someday. And then again, I will find myself being a part of a company i.e. in a position to share with you what is going on on the inside.

And there is a lot that is going on the inside. But today I want to focus on several concepts that are important to understand if you want to be effective in your job hunting.

  • How hiring managers go about hiring

Each bullet can be an article by itself but I will try to be concise.

1. How hiring managers go about hiring.

Understand that hiring teams always think in terms of risk. The more information the hiring manager has about the candidate the less risk it is for them in hiring that candidate (this is exactly the reason why content creation is so crucial). Now, what exactly is the process of filling a job?

  • The job appears the moment the hiring manager realizes that there hiring need. Once the hiring manager realizes that he needs to bring someone to solve a business problem (the business dictates the necessity to create a job) he starts thinking, “Who do I know?”

2. What is the role of a Talent Partner

My role in one sentence is simple — to find the best person for the job in the shortest period of time within the budget available. Here is our process:

  • We have an intake with the hiring manager. We ask our set of questions to extract maximum information about the “perfect candidate” profile.

What is important to understand?

  • Sourced candidates get seen first. Why? 2 reasons.

3. What makes a great hire?

Simple. 4 things:

  • Technical skills

A little bit more in detail on these 4:

  • Technical skillset is crucial. If the job is technically complex, and the hiring team doesn’t have the capacity/time to train someone (i.e. they need someone who can come and start contributing/taking responsibilities fast), it doesn’t matter if you are a “nice person” or a “fast learner”. The only question that matters is: “Can you get the job done?”

OK. That’s a lot. I will wrap up with some action items. Keep this in mind if you are on a hunt:

  • Understand who you are and what you are selling even before you start hunting. Do the self-inventory (skills, expertise, strengths & weaknesses, gifts & talents)

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Hope it helps you.

If it’s tough, stay strong. It gets easier.

If it got easier. Look around, there is someone who needs your help right now.

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