Category Archives: The Recruiting Rules

The #1 Holiday Gift For Recruiting and TA pros Worldwide!

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When I worked at Applebee’s in HR we talked about terminations as giving someone a “gift”. Every time I tell someone this, they kind of chuckle. “Yeah! Great ‘gift’ I get fired!”

Of course, there’s an explanation.

Imagine you are working in your dream job (whatever that job might be). You love your job. You love the people you work with. You feel valued. You do great work. The hours work well for you. The location works well for you. You have a really good balance. You are in your dream job.

Now, imagine the opposite. You hate your job. You can’t even stand getting out of bed in the morning, knowing you have to go to ‘that’ job. You don’t like the people you work for. You can’t stand your leadership team. It’s too far away from home. Nothing seems to be right. As such, you probably aren’t giving 100%. You probably aren’t performing at your best. You will probably be fired.

The person who is miserable and not performing in their job needs a gift. That gift is we stop kidding ourselves that this will work out and we terminate them so that they now have the time and motivation to go find that dream job! A job they love! We all deserve that gift! Our life is so much better when we are working at a job we love. It’s a true gift.

So, what’s the #1 gift for Recruiting and TA Pros!?

No, it’s not to terminate them!

It’s to buy my book! The Talent Fix! Yay! It’s back in stock over at Amazon just in time for the holidays, and you can order it in bulk right now! If you want to buy signed copies for your team – send me a note (timsackett@comcast.net) and we can work out the details! I’ll even personalize them with funny messages if you send me what you want to say!

Dear Tina,

I can’t think of a more amazing recruiter who has ever graced the

earth. The world is a better place because you’re in it. Last night, 

I wept with joy from the idea of “you”! 

Tim (but really fancy signature type “Tim”)

You like what I did there!? 😉 It’s really the gift that keeps giving all year long!

Also, you should probably fire some folks who aren’t performing well and hate their job! They will not consider it a gift in the moment, but if they are lucky enough to find that awesome dream job, a job they love, eventually they might come to see it as the best gift they were ever given!

You’re Going to Jail because of your LinkedIn Profile Pic!

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Breaking News from down under! An Australian woman lied on her resume and used a fake picture on her LinkedIn profile and those facts were used in a trial where she was sentenced to over a year in jail! Let’s face it Australia is kind of like the Florida of countries.

From the article:

Veronica Hilda Theriault, 46, was convicted Tuesday of deception, dishonesty, and abuse of public office, relating to her 2017 application for the chief information officer role, which came with an annual salary of 270,000 Australian dollars (US$185,000).
Theriault worked in the position with South Australia’s Department of the Premier and Cabinet for over a month and earned about 33,000 Australian dollars ($22,500) before being fired.
She pleaded guilty to all charges and received a 25-month sentence with a non-parole period of a year…The court heard that she submitted a fraudulent resume to the department with false information relating to her education and prior employment. After she was granted an interview, she also posed as a previous employer during a reference check, in which she “gave glowing feedback” about her own performance.
But the lies didn’t end there. In earlier submissions, the court heard that Theriault used a photo of supermodel Kate Upton as her LinkedIn profile photo, according to CNN affiliate 7 News.

Can you imagine if we put people in jail for lying on their resume or using doppelganger photos on their LinkedIn profile!?! Half of our employees would be in jail!

Well, don’t think it can’t happen in the US! This position was for the Australian government. Turns out, if you lie to the government when getting a job, you might end up in jail! Not only in Australia but pretty much every country! I can only imagine how many employees of the US government, state and local governments, who have access to secret level information who have ‘exaggerated’ on their resume! It has to be upwards of 20% or more.

Now, this person flat out lied and probably has some severe mental issues. Which begs the question, how the heck could this happen for such a high-level position?

Quite simply, Malcolm Gladwell wrote an entire book (Talking to Strangers) about this simple idea. We all, all of us, default to truth. We believe what people are telling us, and we are awful at spotting liars. The higher the level of position, the worse we get. “Oh, she has an outstanding resume and background and education and she looks just like Kate Upton! She must be telling us the truth!”

We. Are. Stupid.

Once we actually come to grips with this fact, we might get slightly better at talent selection and interviewing. We assume everyone is telling us the truth when we interview them. We rarely believe someone is lying. “Oh, they wouldn’t lie, they really want this position! And I know her cousin, and she goes to church, and…” We are all biased in this same way. We do not want to believe someone would lie to us.

I think it would actually do some good if we started putting people in jail or lying on their resume, or at the very least for using LinkedIn profile pics that look nothing like you do now! “Oh, Hi…you’re “Tim”!? I didn’t recognize you, I mean immediately!” (Internal voice – “with that extra 25 pounds and no hair, from your LI profile pic that is clearly ten years old!)

I want to be the HR leader at court for the case where we’re trying to put someone away for their stupid, fake LI profile pic! That’s the pinnacle of HR!

True or False: Corporate Recruiters Fear Agency Recruiters?

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True or False?  It’s a common belief, in most Talent and HR circles, that most corporate recruiters fear agency recruiters.  Go ahead and argue if you would like, but it seems a little silly.

The reality is, true recruiting professionals don’t fear amateurs.

It’s like a really great professional Photographer. They charge money because they offer something someone is willing to pay for. Professional photographers don’t fear the mom at the soccer game with her $2,000 dollar camera and $5,000 dollar lens. Who cares that you have the equipment if you don’t know how to use it!? Pros don’t fear amateurs.

So, if you are a really good corporate recruiter who knows how to really recruit and source talent, agency recruiters don’t scare you, because you know your stuff! That’s the problem, though, right? The reason so many people feel the title of this post is true is because we all know so many corporate recruiters, who really don’t know how to recruit. They aren’t pros, they’re amateurs. Amateurs fear professionals when it comes to meeting head to head in competition.

The best professionals love it when a talented amateur tries to play at their level. These types of individuals help to push both parties to do the best work they can. Or, at least, they should! A great agency recruiter should push an average corporate recruiter to want to get better. An amateur agency recruiter will starve, that’s why you only see amateurs in the agency ranks for a very short period of time. If they aren’t good, they don’t eat! That is why on average, agency recruiters tend to have more recruiting skills than corporate recruiters. Agency folks aren’t full salary. How they are compensated forces them to have better skills, on average, of they are out of job.

So, how do corporate recruiters ensure they become professionals? Well, I love Malcolm Gladwell, so I’ll steal a little of his 10,000-hour concept (and go ahead and tell me it’s B.S. – I don’t care, I like it and I’ve seen it work). You must make yourself a true recruiting professional!  You need to invest time and development in yourself, in the recruiting industry, to become a pro. That means as a corporate recruiter, you focus on recruiting, not becoming an HR Pros. What?! Most corporate recruiters are corporate recruiters because that’s their path to get into a straight HR position. Their endgame is not recruiting, it’s HR. That’s a problem because they are not fully vested in the recruiting game. This is an amateur move.

The reality is, those who get promoted are usually professional at something. Become a great recruiting pro and the powers-that-be will take notice, and you’ll find yourself in positions you never thought possible. True professionals don’t worry about promotions, they worry about becoming a better pro at their craft.

The next time you start feeling yourself pushed by an agency recruiter, don’t curse them for what they do, embrace them for what they push you to become — a better recruiter!

I Don’t Always Use Recruiters, but When I Do… (I use Tim Sackett!)

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I love those old Dos Equis commercials “The Most Interesting Man in the World” where the most interesting man says, “I don’t always drink beer, but when I do I prefer Dos Equis.” It’s great marketing that doesn’t seem to get old.  It actually ended in 2018, but it’s become part of our vernacular.

It got me to thinking as well. I started my HR career in recruiting working for the company I’m now running, so in a sense, I’ve come full circle. I started recruiting right out of college for HRU Technical Resources, doing technical contracts. It’s a tough recruiting gig but pays very well if you’re good.

When I left my first job, and the third party recruiting industry, to take my first corporate HR job. I left with a chip on my shoulder that armed me with such great recruiting skills that I thought, I would NEVER, I mean NEVER use a recruiting firm to do any of my recruiting. WHY WOULD I?  I mean I had the skills, I had the know-how and I would save my company a ton of money by just doing it on our own.

So, I spent 10 years in corporate HR before returning to HRU in 2009, and you know what? I was young and naïve in my thinking about never using recruiting agencies. It’s not just about having the skills and know-how; it’s much bigger than that. I worked for three different large, enterprise-sized companies, in three different industries in executive recruitment type roles and in each case, I found situations where I was reaching out to some great third-party recruiters for some assistance!

So, why did I change my philosophy on using recruiting agencies?  A few of the reasons I ran into in corporate HR…

1. Having Skill and Know-How only works if you also have the time.  Sometimes in corporate gigs, you just don’t have the capacity to get as deep into the search as you would like with all the hats you have to wear as a corporate HR pro.

2. Corporate HR positions don’t give you the luxury of building a talent pipeline in specific skill sets, the same way that search pros can build over time. As a corporate HR pro, I was responsible for all skill sets in my organization. Niche search pros can outperform most corporate HR pros on most searches, most of the time. It’s a function of time and network.

3. Many corporate executive teams don’t believe their own HR staffs have the ability to outperform professional recruiters, primarily because we (corporate HR pros) have never given them a reason to think differently about this. Thus, we are “forced” to use search pros for searches where executives like to get involved.

4. Most corporations are not willing to invest in the model and tech stack (people, technology and process) that puts themselves on a higher playing field than professional recruiting organizations. I would estimate only 1% of corporations have made this investment currently and more are not rushing out to follow suit.  Again, this comes from corporate HR not having the ability to show the CFO/CEO the ROI on making this change to have the best talent in the industry you compete in. So, the best talent gets sourced by recruiting pros and corporations pay for it.

I didn’t always use recruiting agencies, but when I did I made sure I got talent I couldn’t get on my own in the time and space I was allotted in my given circumstances.  When I talk to corporate HR pros now, and I hear in their voice that “failure” of having to use a recruiting agency and I get it! I get the fact of what they are facing in their own corporate environments.  It’s not failure, it’s life in corporate America and it’s hard to change.

Stay thirsty my friends…

In Attracting Great Talent, What’s More Important: Employment Branding or Recruitment Marketing?

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Like most stuff I write, I try to break down things in HR and TA that we make way more complicated than it really is. We’re just hiring people, and trying to get the most out of our employees that we can. We aren’t launching the space shuttle or performing brain surgery. This stuff really isn’t that complicated.

I asked some of the most brilliant minds in the space and they gave some great advice, tips, and tricks. Some started to get deep into the weeds, but most gave ideas that were simple in nature to execute. There was basically one theme for each function, employment branding, and recruitment marketing:

Employment Branding at its core is your organization just telling your stories to candidates. 

Not made-up stories of what you want people to think about you, but your real employee stories. Simple, straightforward, this is who we are and why we love who we are. Some will love you, some will not. The best EB does just that, allows people to choose, so they don’t make a bad cultural fit choice.

Recruitment Marketing at its core is ensuring your stories get in front of candidates in a way and time they would like to consume those stories. 

So, it’s less “We’re a great company to work for!”, because everyone says they’re a great company to work for. No one says, “Hey, we’re a better than average company to work for!” Even though, that’s probably the real truth.

There is a piece of this, though, that I think the true employment branding experts are missing.

As consumers, we are all mostly dumb. A company tells us they have the best most reliable cars and then they tell us this over and over a million times, and we believe that those cars are the best and most reliable. We actually don’t do any research to find out if these cars are actually the best and most reliable. We got ‘marketed’ to.

Recruitment marketing can work in the exact same way. Put enough content out saying you’re the employer of choice, and people will recognize you as an employer of choice. The reality is the difference between a ‘true’ employer of choice, and an organization that is not an employer of choice is pretty small. Small, like, most people wouldn’t see any differences.

Most employers are stuck in the middle of delivering a fairly stripped-down basic employee experience. We all offer basically the same thing for all candidates. Thus, there’s a great opportunity for marketing to tell people we ‘actually’ offer a ‘better’ experience. Say it enough times and people will believe it.

I know my EB expert friends will say this isn’t being transparent and once the candidates get hired they’ll realize it’s not an exceptional experience. But, this is also mostly bullshit. Most people don’t realize it. They’ll get hired. They’ll go to work. They’ll be super excited about the new job. They’ll post a pic on IG. Life continues. One day, three years from now, they’ll wake up and think nothing. They won’t think either way about your company from the last company.

There are like 3 actual companies that offer up this ‘unicorn’ level employee experience that can actually match your brand. The reality of employment branding is far less sexy and fun than we make it out to be. Our stories are uniquely our own, and yet, very similar to those stories of every other employer.

I love your stories, but don’t discount the power of marketing will have on candidate behavior.

When in Doubt, Hiring Attractive People Usually Works Out!

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The first time I wrote that in a post, it was 2012 with a post called, “Hire More Beautiful People!“. In 2014, it was, “Do Managers Have a Bias for Hiring Attractive People!” (Spoiler Alert – Yes!) In 2016, I doubled down as the science continued to tell us, pretty people, make the best employees with, “Pretty People Make the Best Employees!”  In 2018, it was “The One Big Problem with Being Pretty!”

All of them pre-Internet outrage wars. So, the fall out was minimal. A few ruffled feathers from some ugly folks, but all in all, people believe science! That’s hard for the extra-libs! They want to kill Trump for not believing science, but then it’s hard for them to kill me when I’m using science.

So, here we are in 2019, the height of #outrage culture and Business Insider feed my obsession to write about the Attractiveness Bias in hiring with, “11 Scientific Reasons Why Attractive People Are More Successful in Life!” I love science!

I think I write about our need to hire attractive people so much because it’s right there in our face and yet no one wants to admit to it! You see, I was raised a red-headed stepchild. I know what it’s like to not be attractive and lose out in life to some idiot who looks like Brad Pitt. To me, it might be the biggest travesty of our time!

So, what does “science” tell us about being attractive (remember – this is science, it’s not me!):

Since I’ve been writing about this concept of “Hiring Pretty” I haven’t really changed my position. When in doubt, hire an attractive one!

It’s a bit fascinating to me that there is so much research about this topic. But, like me, I think dorky smart people, who most of us wouldn’t consider attractive, are trying to prove all of this wrong, but we can’t! Those damn pretty people still keep coming out on top! It’s like they have pretty privilege.

There is one giant reason most people don’t get upset by this concept of “hire pretty”. For the most part, we all think we’re fairly attractive! Not all the time, but at our best, when our game is flowing great, we look in the mirror and go “yeah, I’d hit that!” Come on! Be honest! You believe that!

I mean, I can’t tell you how many times I’ve been in a hotel room getting ready to go down and speak and look in the mirror and think, “yep, they’re about to get destroyed by you, beautiful bastard!” Then, sixty minutes later, I see pictures of myself on social media and I look like a troll! A f@cking TROLL!

Every time I’ve ever struggled with getting a hiring manager to actually make a decision to hire, and they just won’t, I know the problem. I haven’t given them someone pretty enough to hire! Once I find an attractive candidate, they always pull the trigger and make the hire. It’s science, we can’t stop it.

So, kill me in the comments. I’m just sharing our reality that we continue to ignore. We love to hire pretty!

10 Resume Phrases That Will Get You Hired…Or Not…

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Liz Ryan is one of those enigmas in the space of HR and Recruiting. She was an executive in HR when I was still in elementary school! She was also a “Junk Rock” singer before Laurie Ruettimann was Punk Rock HR! She was also an early internet writer in our space and got in early on the LinkedIn Influencer space. She has giant traffic and writes in a very safe way for places like Forbes, etc.

I’ve personally never seen her at industry conferences or events, I’m not even sure she’s a real person, at this point, she might just be A.I.! Besides all the writing she also does watercolor paintings for her posts, which is another quirk I don’t quite understand, but let’s face it, I’m just jealous of her massive traffic!

Here’s an example of what Liz’s content looks like 10 Boilerplate Phrases That Kill Resumes.

Liz’s list of killer resume phrases are:

  • Results-oriented professional
  • Cross-functional teams
  • More than [x] years of progressively responsible experience
  • Superior (or excellent) communication skills
  • Strong work ethic
  • Met or exceeded expectations
  • Proven track record of success
  • Works well with all levels of staff
  • Team player
  • Bottom-line orientation

I’m sure your own resume probably has a few of these beauties scattered through your 3 or 4 pages. This got my head spinning on what do we need to put on our resumes to get noticed, and, more importantly, get us hired!

So, here are my 10 Killer Resume Phrases to Get You Hired:

  • Guaranteed not to fall asleep, much.
  • I will give 110%, 10% of the time.
  • I always show up to work on time, if you come and get me.
  • There’s no I in Team, but there is an M and an E.
  • Completely clear of all past communal diseases.
  • I’m all about making money. (Graduate of Gary Vee University!)
  • Likely to Perform well.
  • Will do almost anything, once we define “anything”.
  • Plays well with others (Oops, that is actually on my resume!).
  • Great personality, when medicated properly.

For all the Hiring Managers and HR Pros out there, you know that while these phrases are unlikely to show up on a resume anytime in the near future, they are probably closer to the truth on some of those rare candidates we all have stories about.  With us all living in this narcissistic world of social media and an elevated sense of self, I don’t see outlandish statements going away anytime soon on resumes!

So, screen well, assess better, use automated reference checking tech, interview better than you ever have, and for the love of St. Pete, smile and have some understanding that so many of those looking in the job market grew up in a world where we have all been told how awesome we are!

I’m on a Liz Ryan watch. Let me know if you’ve actually seen or met her. The pics online have been the exact same for a decade, so I’m about 99% sure she’s not a real person or was a real person, died, and now A.I. has taken on her persona and just kicks out boilerplate HR and recruiting content! Which would be totally awesome!

The 7 Words That Turn Candidates Off!

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Communication is a tricky thing. It’s so easy to turn off another party by simply using just one wrong word, especially when you’re trying to build a relationship with a candidate you potentially want to hire.

I think there are some words and phrases that have a high probability of turning off a candidate to want to come work for your organization. I speak to students a few times a year about interviewing and I tell them something similar, which is what you say can automatically make a hiring manager not want to hire you!

Think about being an interview and the candidate starts to tell you why they’re no longer working for ACME Inc. “Oh, you know it was just a ‘misunderstanding’, I can explain…”

“Misunderstanding” is a killer word to use while interviewing! It wasn’t a misunderstanding! You got fired! The ‘misunderstanding’ is you not understanding the crap you were doing was wrong! 

So, what are the 7 Deadly Words you should never use as a recruiter? Don’t use these:

-“Layoff” – It doesn’t matter how you use it. Even, ‘we’ve never had a layoff!’ “Layoff” isn’t a positive word to someone looking to come to work for you, so why would you even add it to the conversation!

-“Might” – Great candidates want black and white, not gray. “Might” is gray. Well, we might be adding that tech but I don’t know. Instead, use “I’m not sure, let me check for you because I want to get you the truth.  Add

-“Maybe” – See above.

-“Unstable” – You know what’s unstable? Nothing good, that’s what! If something isn’t good, don’t hide behind a word that makes people guess how bad it might be, because they’ll usually assume it’s worse than it really is!

-“Legally” – “Legally” is never followed by something positive! “Legally, we would love to give you a $25K sign-on bonus, but…” It’s always followed by something that makes you uncomfortable. When trying to get someone interested in your organization and job, don’t add “Legally” to the conversation!

-“Temporarily” – This is another unsettling word for candidates. “Temporarily” we’ll have to have you work out of the Nashville office, but no worries, you’ll be Austin soon enough! Um, no.

-“Fluid” – Well, that’s a great question, right now it’s a fluid situation, we’re hoping that hiring you will help clarify it! Well, isn’t that comforting… Add: “Up in the air” to this category!

We use many of these words because we don’t want to tell the candidate the truth. We think telling them exactly what’s wrong with our organization, the position, our culture, will drive them away. So, we wordsmith them to death!

The reality is most candidates will actually love the honesty and tend to believe they can be the one to come in and make it better. We all want to be the knight on the white horse. Candidates are no different. Tell them the truth and you’ll end up with better hires and higher retention!

Amazon just got 200,000+ Applications and That is a Giant Problem!

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You probably saw the headline from Amazon: “Hiring 30,000!” Let’s face it, Amazon is a rocketship. Have you seen the Amazon vans coming down your street? I’m 100% sure the “Amazon Guy” who drives the van in our neighborhood stops by our house about 250% more times then the mailperson stops by our house!

I’m not actually surprised they have 30,000 openings, but I am surprised that they only got 200,000 applications!

The headline is from Business Insider and they’re mostly professional journalist thinking that when they write the headline everyone will be wowed by the big number, but in reality, that number is scary low! Do the quick math 200,000/30,000 = 6.6 applications per position.

Also, we (Talent Pros) know the reality. For positions that Amazon has no trouble filling, they probably got 600 applications per positions and for the ones they are having trouble filling they got zero or one, and that one wasn’t even close to being qualified!

I’m not sure exactly what Amazon’s applicant funnel looks like but if the top of the funnel only has 6 applicants, that’s a problem! A giant problem! The big question is how many applicants does Amazon need to fill 30,000 currently open, or anticipated open positions. If Amazon has 30,000 positions to fill, right now, how many applicants would they have to plow through to fill those jobs?

This is where the rubber hits the road with your Talent Strategy. There are a number of factors:

  • What’s the average pay per position?
  • Can we group these positions into various categories to better understand how long the process will take?
  • How many are skilled vs. unskilled vs. semi-skilled vs. white-collar?
  • What are the locations?
  • How fast do these need to be filled?
  • How picky are your hiring managers?
  • What’s our comp strategy? Trailing, leading, etc.?

Let’s just throw out some numbers assuming the average pay is around $15/hr. Probably low for many of the openings they are filling, but I’m also assuming the vast majority are warehouse, drivers, service level type roles. Scattered all over the country, but most white-collar positions will be in highly competitive markets.

Let’s say you need at least 20 applicants on average per position. That would mean at a minimum they will need around 600,000. But, there is a massive turnover of those lower-level positions, plus Amazon is known to have a demanding work culture that tends to push folks out even quicker, so you would probably need at least double that to around 1.2 million applications to fill 30,000 openings.

That means, in the real world, Amazon’s TA team is probably right now having a panic attack! A panic attack of being around 1 million applications short to fill 30,000 positions, and that’s not even considering current turn and churn of their giant employee base already, plus who knows what Bezos and the team have cooked up for future growth.

The numbers are staggering, but at scale this the job. It’s just a funnel whether you’re filling 30,000 or 30. You better know how many applications you need on the topside to ensure you get the hires at the end!

Why am I being ‘ghosted’ after I interview?

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Dear Timmy,

I recently applied for a position that I’m perfect for! A recruiter from the company contacted me and scheduled me for an interview with the manager. I went, the interview was a little over an hour and it went great! I immediately followed up with an email to the recruiter and the manager thanking them, but since then I’ve heard nothing and it’s been weeks. I’ve sent follow-up emails to both the recruiter and the manager and I’ve got no reply.

What should I do? Why do companies do this to candidates? I would rather they just tell me they aren’t interested than have them say nothing at all!

The Ghost Candidate

************************************************************

Dear Ghost,

There are a number of reasons that recruiters and hiring managers ghost candidates and none of them are good! Here’s a short-list of some of these reasons:

– They hated you and hope you go away when they ghost you because conflict is uncomfortable.

– They like you, but not as much as another candidate they’re trying to talk into the job, but want to leave you on the back burner, but they’re idiots and don’t know how to do this properly.

– They decided to promote someone internally and they don’t care about candidate experience enough to tell you they went another direction.

– They have a completely broken recruitment process and might still be going through it believing you’re just as happy as a pig in shi…

– They think they communicated to you electronically to bug off through their ATS, but they haven’t audited the process to know this isn’t working.

– The recruiter got fired and no one picked up the process.

I would love to tell you that ghosting candidates are a rare thing, but it’s not! It happens all the time! There is never a reason to ghost a candidate, ever! Sometimes I believe candidates get ghosted by recruiters because hiring managers don’t give feedback, but that still isn’t an excuse I would accept, at least tell the candidate that!

Look, I’ve ghosted people. At conference cocktail parties, I’ve been known to ghost my way right back up to my room and go to sleep! When it comes to candidates, I don’t ghost! I would rather tell them the truth so they don’t keep coming back around unless I want them to come back around.

I think most recruiters ghost candidates because they’re over their head in the amount of work they have, and they mean to get back to people, but just don’t have the time. When you’re in the firefighting mode you tend to only communicate with the candidates you want, not the ones you don’t. Is this good practice? Heck, no! But when you’re fighting fires, you do what you have to do to stay alive.

What would I do, if I was you? 

Here are a few ideas to try if you really want to know the truth:

1. Send a handwritten letter to the CEO of the company briefly explaining your experience and what outcome you would like.

2. Go on Twitter and in 280 characters send a shot across the bow! “XYZ Co. I interviewed 2 weeks ago and still haven’t heard anything! Can you help me!?” (Will work on Facebook & IG as well!)

3. Write a post about your experience on LinkedIn and tag the recruiter and the recruiter’s boss.

4. Take the hint and go find a company who truly values you and your talent! If the organization and this manager will treat candidates like this, imagine how you’ll be treated as an employee?