Angela Lau

🚨 LinkedIn Job Search Hack: See the freshest job posts (even from the last hour!) using this simple URL trick. Perfect for recruiters + job seekers. 👋 I joined LinkedIn as member #156,177 — back when it was just getting started. With 1.1B+ users today, I love sharing insider tips like this. ▶️ Try it today + Follow for more job tips + AI shortcuts! #JobSearchHack #LinkedIn #RecruiterTips #ChatRCTAI #AskKiki

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🚨 PSA to Current Job Seekers As a recruiter, I’ve noticed a disturbing rise in scam messages targeting job seekers, and it’s getting more sophisticated. I myself, have received 5 of these messages, just this week! If you’re actively looking for a role, here are some red flags to watch out for: ❌ Generic Messages: “We saw your profile and think you’re a great fit” but no mention of your actual skills or the position they're hiring for. ❌ Unprofessional Email Domains: Real recruiters will always use a professional company email address (e.g., @company.com), not Gmail, Yahoo, or Outlook. ❌ Requests for Personal Info Early On: Legitimate recruiters won’t ask for your SSN, banking info, or copies of your ID in the first message. ❌ Too-Good-To-Be-True Offers: If the salary seems unrealistically high or the job sounds too perfect, pause and verify. ❌ No Online Presence: If the recruiter has no LinkedIn profile, or it looks brand new with few connections, be cautious. ❌ Pressure Tactics: Scammers often push you to act fast-“Apply now or lose the opportunity!” ✅ What You Can Do: Research the recruiter and company. Ask for a formal job description. Verify job postings on the company’s official careers page. Trust your gut: if something feels off, it probably is. Let’s keep LinkedIn a safe space for real opportunities. If you’ve encountered scams, feel free to share your experience below to help others stay informed. #Recruitment #JobSearchTips #ScamAlert #CareerAdvice #LinkedInSafety

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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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𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝗳𝗶𝗹𝗹𝗶𝗻𝗴 𝗮 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻. It’s about people. Not just resumes or skill sets. Real people whose lives are connected to the work they do every day. Behind every job is someone supporting a family, trying to build stability, and hoping their effort contributes to something meaningful. Going to work every day should mean something. Work takes too much of our lives for it to be treated like a transaction. Most people aren’t asking for perfection. They want: • Respect • Clarity • A fair shot • To know their work matters And yes, I’m realistic. Some people will never be happy anywhere. That’s part of life and part of business. But the majority of people want something simple: • Honest work • A fair opportunity • A place where their effort counts That’s why the recruiting process matters far more than people often realize. The wrong hire can quietly erode a team. The right hire can restore momentum, rebuild trust, and strengthen an entire operation. Businesses don’t grow because of job postings. 𝘞𝘰𝘳𝘬 𝘮𝘢𝘵𝘵𝘦𝘳𝘴 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘩𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘣𝘦𝘩𝘪𝘯𝘥 𝘵𝘩𝘦 𝘸𝘰𝘳𝘬 𝘮𝘢𝘵𝘵𝘦𝘳. Now, I’m also realistic. Some people will never be happy anywhere. That’s part of life and part of business. But the majority of people want something simple. Honest work. A fair opportunity. A place where their effort counts. That’s why the recruiting process matters far more than people often realize. The wrong hire can quietly erode a team. But the right hire can restore momentum, rebuild trust, and strengthen an entire operation. Businesses do not grow because of job postings. Work matters because the people behind the work matter.

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💫 5 California employment laws every HR team should have top of mind 💫 California continues to set the pace when it comes to employee protections. Staying proactive helps avoid surprises and builds trust with employees. Here are five areas I always encourage teams to keep close attention on: 1. Pay transparency requirements (SB 1162): Salary ranges must be included in job postings, and employers must maintain pay scale records. Employees can also request pay ranges for their roles. 2. CFRA leave obligations: The California Family Rights Act covers a broad range of family and medical leave scenarios and applies to employers with five or more employees. Coordination with other leaves is key. 3. Meal and rest break compliance: Strict timing rules and premium pay requirements make this an area where small mistakes can become costly. 4. Final pay rules: California requires immediate final pay upon termination and strict timelines for resignations. This is one of the most common compliance risks. 5. PAGA exposure: The Private Attorneys General Act continues to be a major driver of wage and hour claims. Regular audits and consistent practices are critical. California compliance is not just about avoiding penalties. It’s about creating clear, fair, and consistent employee experiences. What other California topics are top of mind for your teams right now? #PeopleOps #CaliforniaHR #HRCompliance #HRLeadership

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Lately, I’ve been getting asked a lot “What’s your hot take on the TA industry right now?” questions. Fair enough—the market’s shifting rapidly, and people want perspective. Here’s what I’m seeing firsthand from conversations with TA leaders, recruiters, and agencies I still keep close tabs on. 🔁 1. Agency Outreach Has Become a Broken Record: Let’s call it what it is: the agency pitch has gone stale. Every week, firms try to wedge their way into my inbox or voicemail. UK-based firms lean heavily into “expertise” and claim SME status with tired lines about “delivering value.” U.S.-based shops go the opposite route—pushing relationship-building. I’ve had conversations with multiple firms that quickly veered in opposite directions. One even badmouthed a former employer of theirs—who I still work with on occasion. That kind of unprofessionalism? Immediate deal-breaker. If you’re selling TA services in 2025, your pitch better be fresh, relevant, and backed by more than just fluff and bravado. 🤖 2. Everyone's an "AI/ML Guru" (Until You Ask for Proof): Everyone in TA is suddenly an “AI/ML expert.” Spoiler: they’re not. I use AI/ML tools every day, and I still consider myself a student. Why? Because the ground keeps shifting. These tools are evolving fast, and most folks haven’t even scratched the surface. Here’s the real use case today: automation and “visual tooling.” Tools that reduce friction, create clarity, and speed up hiring decisions—that’s where the value is. We’re not talking sentient bots making hires; we’re talking about eliminating repetitive tasks and making talent pipelines actually visible and usable. If you're claiming mastery here, be prepared to show receipts. 📉 3. Client-Driven Market = Higher Standards, Lower Budgets: Agency spend is down. Talent supply is up. It’s simple economics. Some of my roles are seeing hundreds of applicants, and—surprisingly—a large percentage are solid. Big players like Microsoft are shedding phenomenal talent, and they’re getting snapped up fast. But let’s be clear: this isn’t the COVID hiring boom anymore. No one is handing out 50% salary jumps just for showing up. If you think the grass is greener somewhere else, you’d better do more than just hope. Candidates need to be sharp, realistic, and ready to compete. Companies are calling the shots again, and the bar is high. TA today is fast-moving, complex, and unforgiving. The ones who will thrive are the ones who: 🔍 Stay curious ⚙️ Adapt quickly 🎯 Lead with substance over spin

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In the past several years of working with hiring managers, one pattern keeps showing up:   Too many interviewers in the process. It’s one of the fastest ways to confuse decision‑making, slow down hiring, and unintentionally push great candidates away. Here are a few reasons why this hurts more than it helps: 1. Only a few people are true decision‑makers. When everyone gets a vote, no one owns the outcome.   Most roles don’t require a committee, they require clarity.   The more voices you add, the more diluted the decision becomes. 2. Not everyone is aligned on what “great” looks like.   I’ve seen teams where each interviewer has a different definition of the must‑haves.   Different priorities.   Different expectations.   Different interpretations of the same conversation.   And the more opinions you add, the more distorted the picture becomes. 3. It creates an exhausting candidate experience. Top candidates don’t want to repeat their story five times.   They don’t want to meet people who don’t know the role.   They don’t want to feel like they’re being evaluated by a rotating panel with no clear purpose.   Too many interviewers signals disorganization, and high performers run from that. So what’s the solution? Build a tight, intentional interview team. Two to three aligned interviewers who understand the role, the expectations, and the evaluation criteria.   Give them a clear scorecard.   Define what matters most.   And empower them to make a decision. A streamlined process doesn’t lower the bar, it raises it.   It shows candidates you’re organized, confident, and serious about hiring well. Hiring isn’t about how many people you involve. It’s about how clearly you evaluate the right ones. What mistakes do you see companies make in their interview process, and how does it impact the quality of their hires?

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