Shawn Johnson

There’s a lot of conversation right now about employers “ghosting” applicants during the hiring process, and that conversation is valid. Respect and communication should go both ways. But can we also talk about the other side of this? Recently, we’ve seen an increase in new hires who accept a position, confirm their start date… and then simply don’t show up on their first day. No call. No email. No message. By the time someone reaches their first day, a lot has already happened behind the scenes: • Schedules have been adjusted • Teams have prepared for training • Other candidates have been turned away • Time and resources have been invested When someone doesn’t show up and doesn’t communicate, it impacts more than just the hiring manager, it affects the entire team that was expecting them. Professional courtesy shouldn’t depend on which side of the hiring process you’re on. If circumstances change, that’s understandable. Life happens. But a quick message goes a long way. Respect and professionalism are not employer traits or employee traits, they’re human ones. Let’s normalize communication on both sides of the hiring table. #WorkplaceCulture, #Professionalism, #HiringPractices, #Recruitment, #Leadership

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I just read a great post from Brian Fink reflecting on his time at TA Week in San Diego, and it’s worth your time. I’ll link the full post below, but two questions from it really stuck with me: “𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝘀𝘁𝗮𝘆 𝗵𝘂𝗺𝗮𝗻 𝗶𝗻 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝗳𝗼𝗿 𝘀𝗰𝗮𝗹𝗲?” “𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝗳𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘄𝗵𝗲𝗻 𝘄𝗲’𝗿𝗲 𝗺𝗲𝗮𝘀𝘂𝗿𝗲𝗱 𝗽𝘂𝗿𝗲𝗹𝘆 𝗼𝗻 𝘁𝗶𝗺𝗲-𝘁𝗼-𝗳𝗶𝗹𝗹 𝗮𝗻𝗱 𝗰𝗼𝘀𝘁-𝗽𝗲𝗿-𝗵𝗶𝗿𝗲?” AI is capable of incredible things. It can accelerate workflows, surface patterns, and remove a lot of the administrative drag from recruiting. What it can’t do is replace instinct. It can’t replicate empathy. It can’t manufacture judgment, intuition, or trust. AI is a resource, not a replacement. The moment you remove people from the recruiting process is the moment you lose the one thing great recruiting has always depended on: 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀. Rooting & Recruiting for you, -Oscar from Linkedin 🫶🏽

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I know my posts have felt repetitive lately. That’s not by accident. 𝗪𝗲’𝗿𝗲 𝗶𝗻 𝟮𝟬𝟮𝟲, 𝗮𝗻𝗱 𝗜’𝗺 𝘀𝘁𝗶𝗹𝗹 𝗵𝗲𝗮𝗿𝗶𝗻𝗴:  • “𝘉𝘦𝘢𝘵 𝘵𝘩𝘦 𝘈𝘛𝘚.”  • “𝘖𝘱𝘵𝘪𝘮𝘪𝘻𝘦 𝘧𝘰𝘳 𝘬𝘦𝘺𝘸𝘰𝘳𝘥𝘴.”  • “𝘛𝘩𝘦 𝘈𝘛𝘚 𝘳𝘦𝘫𝘦𝘤𝘵𝘦𝘥 𝘮𝘦.” The truth is, resumes aren’t getting filtered out by robots. They’re stalling because they’re unclear to humans. So instead of just posting about it, I’ve spent the past few months building something around it. Something calibrated to how recruiters actually scan resumes. 𝗡𝗼𝘁 𝗮𝗻𝗼𝘁𝗵𝗲𝗿 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲. 𝗡𝗼𝘁 𝗳𝗹𝘂𝗳𝗳 𝗼𝗿 𝗳𝗶𝗹𝗹𝗲𝗿 𝗡𝗼𝘁 𝗮 𝗿𝗲𝘄𝗿𝗶𝘁𝗲 I hope you'll stay tuned Rooting & Recruiting for you, -Oscar from LinkedIn 🫶🏽

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It’s wild how some people confuse showing up with showing off. Everyone wants to be “worth more,” but here’s the truth: If you want top-tier pay and recognition… you need to deliver top-tier results, not top-tier attitude. Some folks walk around like the company would collapse without them — meanwhile, the work says otherwise. Your value isn’t based on how loudly you talk about yourself, but on how clearly your performance speaks for you. If you really want to prove you’re indispensable: • Do more than the bare minimum • Stop keeping score and start contributing • Build people up instead of tearing others down • Let results speak louder than rumors Because titles don’t make you valuable — impact does. And trust me… inflated egos pop quickly. #WorkplaceReality #ProfessionalGrowth #Leadership #WorkEthic #ResultsOverEgo #ValueDriven #Accountability #CultureMatters

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I jumped into a conversation about resumes and ATS, and it served as a reminder of why empathy matters in this space. A recruiter posted the example below of a resume that didn’t parse correctly in their ATS, and I offered this perspective: “𝘛𝘩𝘪𝘴 𝘪𝘴 𝘢𝘯 𝘈𝘛𝘚 𝘱𝘳𝘰𝘣𝘭𝘦𝘮. 𝘐 𝘥𝘰𝘯’𝘵 𝘬𝘯𝘰𝘸 𝘢 𝘴𝘪𝘯𝘨𝘭𝘦 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳 𝘸𝘩𝘰 𝘱𝘳𝘦𝘧𝘦𝘳𝘴 𝘵𝘩𝘦 𝘈𝘛𝘚’𝘴 𝘧𝘦𝘦𝘣𝘭𝘦 𝘢𝘵𝘵𝘦𝘮𝘱𝘵 𝘢𝘵 𝘢 𝘱𝘢𝘳𝘴𝘦𝘥 𝘳𝘦𝘴𝘶𝘮𝘦 𝘰𝘷𝘦𝘳 𝘵𝘩𝘦 𝘢𝘤𝘵𝘶𝘢𝘭 𝘢𝘵𝘵𝘢𝘤𝘩𝘮𝘦𝘯𝘵. 𝘐𝘧 𝘺𝘰𝘶’𝘳𝘦 𝘳𝘦𝘫𝘦𝘤𝘵𝘪𝘯𝘨 𝘳𝘦𝘴𝘶𝘮𝘦𝘴 𝘣𝘢𝘴𝘦𝘥 𝘰𝘯 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶𝘳 𝘈𝘛𝘚 𝘧𝘢𝘪𝘭𝘴 𝘵𝘰 𝘥𝘰, 𝘐 𝘨𝘶𝘢𝘳𝘢𝘯𝘵𝘦𝘦 𝘺𝘰𝘶’𝘳𝘦 𝘮𝘪𝘴𝘴𝘪𝘯𝘨 𝘰𝘶𝘵 𝘰𝘯 𝘨𝘰𝘰𝘥 𝘵𝘢𝘭𝘦𝘯𝘵. 𝘗𝘭𝘦𝘢𝘴𝘦 𝘥𝘰𝘯’𝘵 𝘢𝘴𝘬 𝘫𝘰𝘣 𝘴𝘦𝘦𝘬𝘦𝘳𝘴 𝘵𝘰 𝘴𝘢𝘤𝘳𝘪𝘧𝘪𝘤𝘦 𝘵𝘩𝘦𝘪𝘳 𝘸𝘦𝘭𝘭-𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘦𝘥 𝘳𝘦𝘴𝘶𝘮𝘦𝘴 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘺𝘰𝘶𝘳 𝘫𝘰𝘣 𝘦𝘢𝘴𝘪𝘦𝘳. 𝘛𝘩𝘢𝘵’𝘴 𝘱𝘳𝘪𝘷𝘪𝘭𝘦𝘨𝘦 𝘢𝘯𝘥 𝘦𝘯𝘵𝘪𝘵𝘭𝘦𝘮𝘦𝘯𝘵, 𝘯𝘰𝘵 𝘢𝘥𝘷𝘪𝘤𝘦.”* To me, this wasn’t about being combative. It was about advocating for job seekers, people already navigating stress, uncertainty, and rejection in a brutal job market. But the response I received was… surprising. My comment was met with insults, accusations, and belittlement, not from job seekers, but from the original poster. And that’s the part that stings the most. We’re supposed to be the ones setting the tone. We’re supposed to be the ones who model patience, perspective, and professionalism. We’re supposed to be the ones who remember that real people sit on the receiving end of every hiring process. If a simple, respectful challenge to the status quo triggers hostility, what does that say about how we interact with candidates behind the scenes? My stance hasn’t changed:  • A poorly designed ATS is not a candidate’s burden to fix.  • Resumes shouldn’t be punished because software struggles to read them.  • Recruiters should look at the actual attachment.  • We owe job seekers clarity, empathy, and respect. Always. Disagreement is healthy. Dialogue is necessary. But disrespect is a choice. And in an industry built on people, we can do better. Rooting & Recruiting for you, -Oscar from Linkedin 🫶🏽

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Four interviews later, I was told they didn’t know when they’d make a decision. Not long ago, I was approached by a company about a role that seemed like a great fit. Over several interviews, including one with the CEO, I was assured my background was valuable, that they were growing rapidly, and that my salary expectations were doable. By the last meeting, I thought an offer might be coming. Instead, I was told: “I don’t know when we’ll decide.” It’s been five weeks of silence since. I get that companies are evolving, but candidates deserve transparency. If the role isn’t defined, say so upfront. If hiring is paused, communicate it. Don’t leave people hanging after investing their time and energy. At the end of the day, interviews should leave people feeling respected, even if they don’t get the job. To anyone else going through this right now: protect your energy, keep going, and remember your value is not defined by one company’s process. 🤔 Job seekers, has this happened to you? 🗣️ Employers, how do you handle communication when hiring plans shift?

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I just read about the rise of “reverse recruiting”, job seekers paying thousands of dollars for someone to run their search for them. And I get it. Layoffs are happening. Markets are shifting. People feel behind. But here’s the truth: You don’t start by spending thousands. You start by strengthening your position. If you’re even thinking about a move, or you simply want to level up your professional brand, here’s where to begin: 🔹 Make sure your LinkedIn shines - headline to headshot. 🔹 Clarify what you actually want before you start applying. 🔹 Stop clicking “Easy Apply” on everything. Be targeted. 🔹 Build real connections - not transactional ones. 🔹 Don’t wait until your search becomes an emergency. 🔹 Stay active. Comment. Contribute. Be visible. 🔹 Protect your health and mindset - panic leaks into interviews. The hiring process takes weeks, sometimes months. Positioning takes strategy. Confidence takes preparation. At FishPros Network, we work with professionals every week to: • Strengthen LinkedIn profiles • Upgrade resumes • Refine outreach strategy • Build smart, targeted search plans • Think through next moves clearly You don’t have to spend thousands to get started. But you do have to start. If you’re exploring a move, want to elevate your professional brand, or simply don’t want to be caught unprepared... reach out. Visit www.fishprosnetwork.com Join the Talent Vault. Let’s position you properly. We are in this together.

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🚀 Emerging Recruiting Trends for 2025 are here! Learn how AI, skill-based hiring, and employee experience are rewriting the rules of talent acquisition. Discover why 37% of organizations are already experimenting with generative AI—and how recruiters can stay human-first in a tech-driven world. Plus, find out why skills now outperform resumes and why your employees' experience is the real employer brand. Stay ahead. Read more → https://lnkd.in/ehj5GRHv #RecruitmentTrends #AIinHiring #SkillBasedHiring #EmployerBranding #TalentAcquisition #FutureOfWork #AutomationPersonnelServices

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Losing great candidates to a slow hiring process? You’re not alone. The average time to hire is now 44 days, and companies with inefficient hiring processes see up to 60% lower offer acceptance rates and reduced candidate satisfaction. (Source: SHRM) At SkillSauce, we help fast-growing teams reduce hiring time with structured assessments and faster, data-backed decisions — without compromising on quality. Visit skillsauce.io for a free hiring assessment Or email us at info@skillsauce.io #FasterHiring #SmartRecruitment #SkillSauce #HiringSolutions #TalentAcquisition #HRTech

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Your ATS setup is the first impression candidates (and your internal team) have of your hiring process. Sloppy setups cost you. I've seen it at every company I've worked with. Some teams catch it early and fix it fast. Others ignore it and fall back. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗜'𝘃𝗲 𝘀𝗲𝗲𝗻 𝗳𝗮𝗿 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝘁𝗶𝗺𝗲𝘀: - Fonts all over the place in offer letters - Career pages with mismatched branding - Application steps that go in circles - No auto-replies or next steps sent - Broken job links - Confusing workflows that lead to hiring delays If you're a founder or people leader that uses JazzHR, why wouldn't the first step be to consult with experts who do this every day? It's a very affordable way to keep up with competition and to keep your companies bar high.

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If your recruiting stack looks like duct tape… it’s costing you time and trust. Most teams juggle 5-7 disconnected tools to hire one person. Scout™ replaces that chaos with a single, end-to-end recruiting platform: sourcing, scoring, interviewing, communication, and reporting. Less friction. More clarity. Better outcomes. See what end-to-end recruiting actually looks like: https://bit.ly/4qJruJZ #RecruitingTechnology #EndToEndHiring #ScoutHR #HiringEfficiency #HRTech #CovenantConnectors

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HR leaders don’t lack intent. They lack hours in the day. ⏳ Because when every workflow is manual, reactive, and fragmented… HR drowns in tasks instead of elevating people. Payroll and leave trackers exist. But what about the real heavyweights?  👉 Onboarding  👉 Enablement  👉 Compliance  👉 Knowledge transfer That’s where the future of HR is heading:  📦 Workflows treated like products  ⚡ Processes that scale with the org  💡 More time for the human side of HR At UJJI AI, we believe it’s simple: Scale the work, so HR can stay focused on people. #PeopleExperience #HRTech #EmployeeExperience #FutureOfWork #DigitalLearning #UJJI

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Boost your hiring success with these recruiting tips. Learn how to attract top talent, create a positive candidate experience, and build a stronger employer brand to find the right fit for your team.

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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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For my TA folks, what AI tools are you incorporating into your recruiting process that still keep the human element intact, but create more effiencies for your team? Anyone have any experience with Juicebox? If so, how would you rank it with your LinkedIn Recruiter and Indeed Sourcing investments?

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Your organization is nothing without great talent. No matter what 2026 brings, effective recruiting will always be a key priority. In order to attract star players, your recruiting strategy needs to be on point. In today’s rapidly shifting talent market though, that’s more easily said than done. As the world of work continues to evolve, you need to ensure your approach to hiring evolves with it. Check out these 6 recruiting trends that will make or break your strategy in the coming year to help you stay on the cutting edge #hr #humanresources #recruitingtrends #employeeexperience #recruiting https://lnkd.in/ehHHen8u

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Fill essential meat-cutter roles fast or watch production slow to a crawl. The stakes were high. Kepak struggled to source reliable local meat cutters, and operations started to slow down. Local talent avoided these jobs—making local hiring unsustainable and costly. So they called E-GMP. ✅ Essential roles filled with reliable Filipino talent willing to take on these jobs ✅ Labor bottleneck cleared, restoring momentum across operations How did we do it? 👉 Matched Kepak’s needs with vetted Filipino talent ready for “undesirable but essential” work 👉 Combined our advanced, proven digital sourcing strategy with our expertise in Filipino workers. 👉 Compliance-first processing through DMW-accredited channels (clean, legal, on-time) The lesson? When local hiring stalls, specialized cross-border recruitment unlocks capacity. You don’t fix a bottleneck by waiting—you fix it by knowing where to look and how to mobilize fast. Problem solved + Fulfilled Job Order = Happy client. That’s the E-GMP difference. 🌍🇵🇭

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🚨 HR Professionals: Expanding Into California? Know the Laws Before You Hire. California isn’t just another state... it’s a legal landscape of its own. With strict and unique employment regulations, even experienced HR teams can make costly missteps if they’re not California-competent. That’s why CSUB Extended Education offers a targeted California Employment Law Bootcamp specifically for HR professionals outside the state. What You’ll Gain: - In-depth understanding of CA wage & hour laws, leaves, and anti-harassment rules - Real-world strategies for compliance in a high-risk state - 100% Online format, accessible from anywhere - Taught by HR practitioners who specialize in California law - Ideal for HR leaders at companies expanding operations into California If you’re supporting teams in California... or soon will be... you can’t afford to rely on general HR knowledge. 🔗 Enroll before it fills up: https://lnkd.in/ghwE6BTh #HRCompliance #CaliforniaEmploymentLaw #HRCertification #CSUBExtendedEd #HRLeadership #ExpandingToCalifornia #RemoteHR #WorkplaceLaw #HRBootcamp #StrategicHR #SHRM #HRCI #CaliforniaHR

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