Alex Rittenberry

Candidate tip #84: Navigating today’s job market takes more than luck and a stack of applications. Stand out by being intentional, strategic, and genuinely engaged in your search. Start by networking with purpose. Reach out to people you know, reconnect with past colleagues, and attend industry events or online meetups. Relationships often lead to opportunities before they’re posted publicly, but don't be fooled by those that say 80% (or whatever percentage) are never posted publicly and they "have access to the list" or "network". That is a scam to steal your personal information. A strong network can put your name in front of the right people in ways that a solo application can’t. Next, tailor your resume for every role you apply to. Or come up with a few different versions of your resume that cater to different industries or role types. Use keywords from job descriptions so hiring teams recognize your match, structure it clearly, and highlight measurable achievements and real impact. That doesn’t mean stuffing terms randomly, it means demonstrating relevance to the specific job in each application. When you’re filling out applications, answer the questions being asked with thought and strategy. Generic replies like “see resume” or “can discuss in interview” tell us nothing. Those questions exist to evaluate your communication, your understanding of the role, and how you think. Strong, specific answers help you rise above the noise. Here are a few practical ways to get noticed: • Customize your resume and answers for the categories you’re applying to, not every job. • Engage your network. Share your goals, ask for introductions, and follow up after conversations. • Use measurable results (numbers, improvements, outcomes) on your resume to show impact. • Communicate clearly in applications and interviews. This matters more than ever right now. • Follow up politely after applying or interviewing. It reminds people you’re serious without being pushy. Above all, stay focused on your path. There are real jobs and real hiring happening right now, and the right preparation and intentional effort will help you get noticed by the right people. Keep at it, and keep showing up with the best version of yourself. You got this! ✨🙌💫 #CompanyCulture #CriticalControl #RestorationIndustry #DisasterResponse #EmergencyResponse #PropertyRestoration #RestorationProfessionals #TeamFirst #PeopleMatter #EmployeeExperience #ProudToServe #LookingAhead

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🚨 Insights hiring managers can’t afford to miss 🚨 Based on Criteria's 8th Annual Hiring Benchmark Report: 🔍 AI is rewriting the rules of hiring 74% of hiring pros say it’s harder than ever to find quality candidates. With AI-generated “perfect” resumes flooding the market, it’s tougher than ever for true talent to stand out. 📈 AI optimism surges Adoption of AI in hiring is up 33%, with 61% of leaders feeling optimistic about its potential in recruitment. however - 💡 Human skills matter most Analytical thinking, adaptability, and emotional intelligence are emerging as the most in-demand competencies for the workforce of tomorrow. As organizations navigate this evolving landscape, one constant remains clear: the ability to access the right talent without being buried in the noise of an ever-changing talent pool. 👉 If you want a direct line to highly qualified, vetted candidates without sifting through endless resumes, reach out to me. I specialize in connecting companies with top-tier talent so you can stay ahead of the curve. 📥 Let’s connect and talk about how you can gain a competitive hiring advantage in 2025 and beyond.

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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Your TA team feels invisible during hiring freezes But your impact doesn't need to pause when requisitions do Here's how to prove your value when no one's hiring When hiring slows down, talent acquisition teams often find themselves suddenly viewed as cost centers instead of value drivers. Many TA professionals go from heroes during hypergrowth to practically invisible during hiring freezes. But here's the thing about great TA professionals: Their impact doesn't have to stop just because requisitions do. The most strategic TA leaders I know are using these quiet periods to demonstrate value in ways executives rarely consider: ✅ Building internal mobility programs that reduce future hiring costs ✅ Creating detailed skill maps of current talent to identify hidden capabilities ✅ Developing proactive talent pipelines for critical roles before they're needed ✅ Strengthening employer brand when competitors have gone quiet ✅ Exploring flexible partnerships to maintain talent momentum without fixed costs These activities don't just fill the time - they create measurable business impact. Internal mobility programs can dramatically decrease recruitment costs during hiring slowdowns. Talent mapping exercises can significantly reduce time-to-hire when growth eventually resumes. The question isn't whether your TA team adds value during slow periods. It's whether you're measuring the right things to prove it. What metrics are you tracking to demonstrate your team's contribution when hiring slows?

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🔥 HOT or NOT: Resume Edition 🔥 Hiring managers skim fast — so your resume needs to speak their language. Here’s the breakdown 👇 ✅ HOT: - Action verbs like led, built, created - Metrics that prove results - Clean, ATS-friendly formatting - Concise storytelling (1–2 pages max) - Tailored keywords that match the job 🚫 NOT: -Over-designed templates or fancy fonts -Paragraph walls (we won’t read your novel) -“Team player” without proof -Personal details or outdated phrases 💡 Bottom line: Keep it fresh, concise, and result-driven to get the right eyes on your resume. #TalentAcquisition #RecruitingTips #ResumeAdvice #CareerGrowth #DearAly #JobSearch #ResumeTips #HR

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HIRING If this role resonates, take initiative. Connect with the people involved, communicate your expertise and impact, and share why your background and experience are the solution to what they need. Give yourself the chance to be seen, start a conversation.

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Thanks for the collab HR Tech Outlook, and letting me share my perspective on winning the talent battle in a competitive hiring landscape. Hiring today is more competitive than ever. The organizations that consistently win have re-written the script. Post-and-pray is cool—if you're ok hiring last. Winning organizations are proactively building talent communities and treating recruiting as a strategic function of business operations. Hawx Smart Pest Control and PCM Encore understand this strategy and are running not walking to win the talent battle. Link to article: https://lnkd.in/e_3rmmX4

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TA teams are getting hammered right now. Fake resumes, bots, and “Easy Apply” spam are flooding inboxes, and even the best teams are feeling it. We spoke last night with one of the top SaaS platforms in the U.S. Their brand is strong, their TA team is elite, and their hiring process is tight. They posted one role. 978 applications. Zero matches. Not bad candidates, just not the right ones. That’s when they called us. They needed proactive outreach, not another pile of resumes. No ads, no noise, just trusted candidates from our network who actually fit. As end-of-year hiring ramps up, this is where specialist recruiters earn their keep, cutting through the noise and finding the people who actually move the needle. 🚀

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Most companies think recruiting breaks during 70%+ YoY growth because of sourcing volume. It doesn’t. It breaks because hiring capacity planning isn’t aligned to revenue expectations. If leadership is planning 40 new hires next quarter but hasn’t pressure-tested: • recruiter bandwidth • interview panel capacity • onboarding support • offer approval timelines You don’t have a hiring plan, you have wishful thinking. The fastest way to burn out a recruiting team isn’t volume... It’s misalignment. Scaling companies don’t need more recruiters first. They need better workforce capacity modeling. Curious how others think about hiring capacity during rapid growth.

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