Christian Baker

💥 The hall of shame: interview feedback edition 💥 Let’s be honest — some of the feedback candidates get after interviews can be fairly insulting. It’s vague, lazy, and does nothing to help someone actually improve. Here are 5 of the worst offenders I hear all the time: 1. “It was a really close call.” Translation: We don’t want to tell you why we picked someone else. Zero substance, zero value. 2. “We promoted someone internally.” Fair enough — but why invite external candidates in the first place? 3. “You don’t have the right background.” Strange, considering my CV screamed that from the beginning — and you still dragged me through multiple rounds. 4. “You’re too experienced.” Ah yes, the classic crime of knowing too much. Since when is capability a liability? 5. “Another candidate was a stronger fit.” The most meaningless feedback of them all. It’s a polite way of saying nothing at all. 👉 If businesses actually want candidates to respect them (and maybe even reapply in future), feedback has to be constructive. Otherwise, it’s just hot air and wasted effort on both sides. #job #interview #candidatefeedback #business #recruitment #hiring

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“𝗦𝗼𝗿𝗿𝘆, 𝘄𝗲 𝗻𝗲𝗲𝗱 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘄𝗶𝘁𝗵 𝗺𝗼𝗿𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲.” If you’ve ever heard that line, you’re far from alone. A recent UK survey showed that 64% of candidates were rejected from their first job application because they didn’t have enough experience. 𝙄𝙩’𝙨 𝙩𝙝𝙚 𝙘𝙡𝙖𝙨𝙨𝙞𝙘 𝙘𝙖𝙩𝙘𝙝-𝟮𝟮: 𝙮𝙤𝙪 𝙘𝙖𝙣’𝙩 𝙜𝙚𝙩 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙖 𝙟𝙤𝙗, 𝙗𝙪𝙩 𝙮𝙤𝙪 𝙘𝙖𝙣’𝙩 𝙜𝙚𝙩 𝙩𝙝𝙚 𝙟𝙤𝙗 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚. As a recruiter, I see brilliant people being overlooked every day—not because they lack potential, but because hiring processes lean too heavily on rigid experience filters. The good news? Things are shifting. Around 65% of employers now use skills-based hiring for entry-level roles. That means your abilities, achievements, and mindset matter just as much (if not more) than a job title on your CV. 👉 Employers: if you want fresh talent, be open to transferable skills and invest in training. 👉 Candidates: highlight what you can do, not just what you’ve done. Projects, volunteering, side hustles—they all count. Because the “experience gap” isn’t just frustrating, it’s costing companies amazing talent. #imhiring #recruitmentbutbetter

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Every recruiter promises the same thing. The biggest network The best talent The fastest results But the real question is: who can actually deliver? I’ve lasted almost seven years in this business through: • Pandemic • 5+ moves   • Bringing a baby into the world while navigating betrayal • Severe CPTSD until the flashbacks finally stopped How? Not by lowering my rates Not by chasing clients who don’t value me I lean into what makes me different I value relationships I root for my peers I stay in my lane I stay confident in what I bring, without changing who I am to fit a mold. Here’s what most companies miss when choosing a recruiter: It’s not about a flashy pitch or a long list of logos. It’s about trust. If you are evaluating recruiters, ask: 1. How do you balance speed with quality? 2. How do you learn our culture? 3. Can you share examples of similar searches? 4. How do you communicate progress? 5. How do you build trust with candidates?     The answers reveal more than any deck. And job seekers: lean into what makes you different. You cannot compete where you do not compare. Focus on yourself and the rest will follow.

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What strong recruiters are doing differently in 2025 👀 ⭐ Going niche Generalist 360 desks are fading. Clients want recruiters who get their world, the language, the trends, the challenges. Those who’ve carved out a niche are placing quicker, billing higher, and building real trust. ⭐ Putting candidates first The “spray and pray” approach doesn’t cut it anymore. The best recruiters are running proper interviews, giving real feedback, and investing in long term relationships. ⭐ Building their brand They’re showing up on LinkedIn. Not chasing viral moments, but building visibility. And it works... Clients and candidates are watching, even when you think they’re not. ⭐ Choosing clients wisely They say no to slow processes, vague briefs, and misaligned roles. Top recruiters are backing themselves and walking away from the wrong fits. The market has shifted & expectations have shifted. The recruiters making an impact are already adapting. Xclusive Recruitment #rec2rec

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A lot of recruiters jump straight into selling... “This candidate would be perfect for you!” “This role’s an amazing opportunity!”   And while we all want to move fast, speed without direction is useless.   We don’t open a search until we’ve listened - properly.   🔹 What are you really looking for? 🔹 What’s changed in the business recently? 🔹 Where have hires gone wrong before?   When you take the time to ask those questions up front, the rest moves quicker.   Because then it’s not about sending over a stack of resumes and hoping one sticks.   It’s targeted, thoughtful and it saves everyone time.   ❌ We don’t believe in compromising on quality just to check a box.    ❌ We’re not in this to hit volume, and submitting a stack of resumes that are not a good fit. That’s why we listen first. That’s how we move fast.   And that’s why we won’t ever flood your inbox with people who aren’t a fit.

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The best TA teams don’t just fill roles, they map the opportunity first. Most hiring plans are reactive. A role opens → the scramble begins. But elite TA teams flip the script: they start with the opportunity map. By looking at the talent market up front, they can: - Anticipate which roles will be hardest to fill - Spot skill gaps before they bottleneck growth - Prioritise hiring where impact will be greatest - Give leaders confidence with data-backed plans This is where TAM thinking comes in. Not just a number, but a framework to connect talent planning to the bigger picture. 👉 here we break this down in a simple way for TA leaders. Take a look and see how mapping the opportunity can make hiring smarter, faster, and more strategic.

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You’ve placed candidates. They’re doing well… for a while. But then, 12 months in, they’re gone. What went wrong? Here’s the thing: most recruiters stop at placement. They don’t check in. They don’t follow up. The result? Clients experience high turnover, and you’re left picking up the pieces. But here’s the secret: Retention isn’t just about salary. It's about alignment - matching candidates to roles that not only fit their skills but also meet their long-term goals. And it’s about continuing the conversation after the placement is made. Here’s how to fix it: ➡️ Post-placement check-ins: Make it a routine. 90 days, 6 months, and 12 months. These touchpoints allow you to spot potential issues early and align with the candidate’s evolving needs. ➡️ Gather feedback: Check how well the new hire is adjusting to the role, the culture, and their responsibilities. Is the role still a fit for them? ➡️ Client collaboration: Keep your client in the loop. Retention-focused partnerships are a win-win. Strong retention builds trust and fosters long-term relationships with clients. It turns your placements into long-lasting successes, not just quick wins. Focus on retention. Your candidates and clients will thank you. Follow Imaz Akif for more insights!

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Stop selling recruitment to TA teams and hiring managers. It doesn’t work. Here’s what to change if your outbound is getting ignored. August was naturally quiet. So I used the time to speak with dozens of solo recruiters and agency owners. Nearly all of them said the same thing: “I’m doing all the right things. But BD feels harder than ever.” Here’s what most were doing: > Connect with TA or a hiring manager > Lead with a candidate or job post > Attach a slick-looking PDF > Ask for a meeting > Follow up with “just checking in…” When that doesn’t land, they assume the company isn’t using agencies or that TA is blocking them. The message sounds like every other recruiter’s. There’s no trust. No context. No reason to respond. It’s not personal. It’s pattern recognition. TA teams are overloaded. Your message isn’t ignored because you’re a recruiter. It’s ignored because it blends into the noise. The recruiters I see winning business now... > Step off the volume treadmill > Ditch sales clichés > Post before they pitch > Show up with insight not noise > Align with what’s actually happening inside TA If you're rethinking how you do BD, join us for a free Talivo Workshop: “How to stop getting ignored by TA teams and hiring managers.” Tuesday 2nd September at 3pm UK / 10am EST. I’ll walk through why outreach gets ignored, how to position around the TA process, and share real message examples that actually get replies. If you think this would be useful, comment “Workshop” and I’ll send you the link.

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💡 Recruiter Tip: Clarity Matters Too often, agencies ask candidates for permission to submit their CV without sharing which company or which role it’s for. The result? When real opportunities come around, candidates may not know if they’ve already been submitted, causing confusion and sometimes missed opportunities. ✅ Job seeker best practices: - Ask which company your CV is going to - Confirm the exact role - Confirm the proposed rate or salary - Make sure the agency has a real relationship with the client - Keep a list of what companies and roles you've applied to and when Your career is too important to leave to chance. Transparency protects everyone and keeps the process smooth.

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