Fusion Academy’s Post

Hiring people with different skills will be a massive up for your posting. Since they'll be experts in their fields, you'll be able to get ideas from them about their skills. That'll make your timeline float with massive authority.

As summer winds down, hiring activity begins to pick up as companies strive to fill open roles prior to year-end budget deadlines. For job seekers, the “September Surge", represents a prime chance to land a new role after what might’ve felt like a quiet summer of hiring activity. Take a closer look at the September Surge, what it is, and what you can do to help your chances of landing a new job: https://lnkd.in/gum7DX_v

A note for hiring managers, founders, and in-house TA’s: 🌐 Ensure consistency in job postings on here and on your website. 🕵️♀️ Many times recently I've seen job openings here, and people posting about jobs at studios but on the website, it says no roles available. 🤦♀️ Don't lose candidates in the candidate job applying journey. 🚀 Keep your LinkedIn page and website synchronized with up-to-date job listings for a seamless application experience. 📈 #RecruitmentTips #HiringBestPractices

If you wait to be “recognized” and "receive" a better role in this job market, you’ll be waiting a long time. I’ve coached dozens of extremely talented technical folks in the last few months. All had outstanding experience & incredible impact. They used to believe if they worked hard they could just wait for their “turn” for promo. But all were frustrated by the lack of opportunities & extreme competition for roles. So they reached out for help. Together we: - Crafted 3 great “hero” stories from their experience - Made them modular to showcase different skills  - Found clear proof points & benchmarks  - Practiced for outstanding delivery I wish I could tell you they all nailed the very next interview and got the job offer. They didn’t. Not right away. This is a numbers game… remember you only need one “Yes”. *** I’ve noticed a lot of confusing rumors & myths about the current tech job market.  So, next week I’m hosting a Q&A with James M., Senior Director of Talent Acquisition with over 14 years of experience in Tech to discuss the state of hiring in tech to get some candid answers! What questions should I ask him? #Hiringtrends #Techcareers #Jobsearch  

In the recent hiring process for few open position at our company, I received an overwhelming response with 70+ applications. Surprisingly, ~60% of these applicants seem to be individuals who have unfortunately been laid off. For those applying, here are a few tips to enhance your chances: - Clearly articulate why you are the ideal fit for a role at "abc" company. - Emphasize the value you can bring to both the role and the company. - Showcase how your previous experiences and skill set align with this position. Note: Keep it short & simple (KISS). Putting in this extra effort will undoubtedly be recognized and valued. This will enable the hiring manager also to put an extra effort.

Is anyone else feeling the whiplash from the current hiring environment in tech? New grads, fresh out of university with shiny diplomas and big dreams, are stepping into a job market that feels like a wasteland. Remember when entry-level positions were actually for entry-level talent? Now, thanks to the tsunami of layoffs, these "entry-level" roles are filled with candidates packing FAANG experience. It's a brutal game of musical chairs where the seats are disappearing faster than ever. It's time we recognize the reality: this isn't a job market, it's Thunderdome. 🏟️ If you're a new grad trying to navigate this chaos, you need every edge you can get. Whether it's refining your resume, acing that interview, finding new skills to throw on that resume, find someone who can show you the things they never taught you in university.

During our Same Boat Standup today someone shared some truth and thought I should pass it along. "It not our faults, there is so much happening and it's not us." She was referring of course to this awful hiring situation. So many talented and experienced people have been laid off and we are all applying to the same jobs. Not only the US but around the world. So many factors have merged to create this perfect/awful storm. Not sure I get all of it at the macro level but on the personal it is super hard in every aspect of my life. So if you are not in tech and want to help - send us warm introductions to people that we should connect with. Because it's not hard finding job postings.. finding job postings is easy. The hard part is getting the call to interview. #hiringisbroken #introductions #actualhelp #tech #productmanagement #productdesign

When was the last time you applied for one of your own jobs? Reflecting on my recent mission to level up our applicant experience this quarter, I decided to roll up my sleeves and personally navigate our hiring processes – applied for one of our open positions, not once but twice. Made a few tweaks along the way to boost efficiency while improving personal touch and keeping the applicant informed. Fast forward to a recent interview for a tech role, where we casually asked the candidate for some tips on how we could spruce up our process. Got some really cool insights that sparked ideas for further improvements. Lesson learned: gotta keep tossing my own application into the mix, but also amp up the empathy for the job-seeker journey. The job market's doing its shuffle, but we're not easing up on making our application experience the best it can be. 🚀 What ways have you tried to boost the applicant experience to hire top-talent at your organization? Would love to share ideas!

𝘿𝙚𝙖𝙧 𝘾𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨, When you accept a written offer: 1. Your name goes on the org chart 2. Your skills, talents and abilities are accounted for in project plans starting on a specific date 3. Resources are spent preparing for your arrival (someone has to coordinate onboarding, prep that computer, create system accounts, prep your work area if you aren't working remotely, or ship equipment to you if you are working remotely) 4. Other candidates get the "sorry, not this time" notification and move on to other opportunities 5. And the employer stops looking for other talent, confident that they've found their perfect match Having doubts about the offer? Considering multiple offers? Then don't take the offer! If you aren't fully committed to joining, let the potential employer know. They'll appreciate the integrity. Despite the semiconductor industry directly employing almost 300,000 individuals (277,000 as of 2020, according to Semiconductor Industry Association), it's an incredibly interconnected community. Don't limit future prospects by being "that person".  Sincerely, Hiring managers everywhere And a close friend in particular who's experienced this multiple times in the past year

Today marked the successful second day of our three-day hiring event. With nearly 280 attendees, we concluded the day by extending 9 offers, with more offers pending. My true passion lies in fostering growth through job attainment and skill development. A resume only provides a glimpse of an applicant’s story, which is why conversations are crucial in gauging their suitability for both the role and our organizational culture. Together with an exceptional group, we granted participants the chance to connect and engage with department leaders. This platform enabled discussions about their backgrounds, aspirations, and abilities. The final day, scheduled for Thursday, August 17th, holds even more promise. Whether you’re seeking employment, a career shift, or aiming to expand your professional network, seize this opportunity! Remember, you only miss the chances you don’t pursue. #hiring #augustaga #humanresources