#recruiting

Were they impacted too or is it too early to tell given that this is most likely an all week affair.

Anyone else leave the bank and being subject to non-stop spam from [now-outsourced] talent acquisition regarding the exact same U.S. Bank positions? Four outreach efforts, four different outsourced recruiters, one job posting. I suppose it is difficult to fill positions when nobody wants to join the dumpster. Earth to Gunjan, have some dignity in how you run your bank.

Curious to what people have done to successfully find employment elsewhere. Does LinkedIn really work? I see a lot of job postings on there, but also lots of applicants. Are recruiter/head hunters still the best route? What has worked and what hasn't. Thanks in advance and hope for helpful responses.

My interview loop was cut short with no reason other than the position was no longer available. Quite annoying but thankfully, the recruiter reached out before I invested more time in the process.

Is it standard practice for recruiters to ghost after interviews? The interview process itself was pretty unprofessional but I was willing to look past that. What is the standard turn around time for hearing back after an interview?

Milwaukee Public Schools is actively recruiting teachers and aides facing layoffs from Chicago Public Schools. Officials traveled to Chicago this week to interview candidates for up to 200 teaching positions and approximately 100 paraprofessional roles. This initiative aims to fill existing vacancies within MPS and reduce class sizes. The district is offering on-the-spot job offers to licensed teachers, contingent on background checks. This recruitment effort aligns with MPS's plan to enhance staffing levels before the upcoming school year.

https://www.wpr.org/news/milwaukee-schools-hire-laid-off-chicago-teachers

California-based space start-up Vast has reduced its workforce by 46 employees, representing approximately 4% of its staff. This decision follows a significant $500 million funding round secured by the company. A company spokesperson stated the layoffs were performance-related and occurred during the mid-year review. Despite these cuts, Vast is actively recruiting for numerous other roles. The company remains committed to its ambitious space station projects.

San Francisco, California

https://www.newsbytesapp.com/news/business/space-station-start-up-vast-lays-off-46-employees/story

An HR expert believes many employees are hired into roles that don't suit them because employers refuse to pay competitive salaries. They then remain in those jobs for years, receiving little meaningful feedback, before eventually being dismissed or made redundant.

Kate Underwood, founder of Southampton-based Kate Underwood HR and Training, said the result was that workers lost "valuable" years of their careers "without ever being told the truth". Kate said employers often complained that they "can't find good staff", when in reality they're offering salaries that fail to attract the right candidates.

She added: "'Nobody wants to work anymore' is the most comforting sentence in British business, because it puts the fault out there somewhere. It is almost never true. There's no shortage of people who want to work. There's a shortage of people willing to do that job, for that money, in that building."

According to Kate, businesses frequently compromised during recruitment, hiring the best candidate from a weak pool of applicants before convincing themselves things will improve.
The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

The bigger problem, she said, was what happened next. Rather than addressing performance issues early or admitting the role needs to be paid more competitively, employers often keep someone in post for years because replacing them would cost more.

Kate added: "Owners tell me they're keeping someone on out of kindness. I have never once found that to be the actual reason.

"You're not keeping him out of loyalty. You're keeping him because letting him go means admitting what the job actually costs.

"That is not kindness. That is a cost-saving measure with a human being in it."

Kate believes this can be devastating for the employee, who may have no idea their employer has already lost confidence in them.

She said: "Gary is 34. He's spent three years being quietly tolerated.

"Nobody has told him the truth... He thinks he's fine. He's walking around with a completely false picture of his own working life and everyone in that building except him knows it."

She said that by avoiding honest conversations, employers denied workers the opportunity to improve or find a role where they are better suited.

Kate added: "He'll find out eventually. When the business cracks, or gets sold, or when a new manager arrives with no history and does in a fortnight what should have been done in month three.

"You didn't spare him anything. You took years off his career because you couldn't face 20 minutes and a payroll decision."

Instead, Kate believes employers should recruit realistically, pay market rates and tackle performance concerns quickly rather than allowing problems to drag on.

She said: "When it isn't working, say so early, out loud, kindly, in month two rather than year three. Give the person a real chance with real support and a real deadline. If it still isn't working, let them go while they've got the confidence and the CV to land somewhere better."

There are a lot of jobs out there and employers looking for people. Make the chanage. You will be glad you did.

Ameriprise Financial, the Regional Recruiting Director role experiences high turnover due to intense industry competition, aggressive growth quotas, and demanding performance pressures.

I know this subject isn't necessarily about layoffs, but it definitely affects morale. Here are my thoughts...

I came up through CellularOne, then AT&T Wireless, then Cingular, then AT&T again. When SBC came along in 2006, they brought along this thing called Contingency Planning. It was explained to me that in the event of a strike of the union labor force, regular desk jockeys would head to the field and repair and maintain the phone network. I was like, WTF? Many of the IT types don't even know how to operate a sc--wdriver. But that's right, they will train them (us) to do the job. So, off many of us went for training. (BTW, it was the only business travel I had in decades. At least I got some In-N-Out on the company dime.) We learned how to climb ladders and poles, and some necessary skills for the role. We then retreated back to our offices to quickly forget what we learned. The process would continue until the next contract expired.

Do they really expect that this contingent workforce would be effective in the field? How many millions of dollars are spent, and for what exactly? A threat to the union workers? And another thing when it comes to recruiting talent: How long into the interview do they mention that periodically they will need to train for contingent work and possibly be sent to fix phone lines? I'm guessing that most degreed professionals would balk at the notion.

LM has outsourced recruiting and it is the worst experience ever for qualified applicants. Here is the deal..you apply for a job like sales or claims. You get an email from a recruiter with a name that suggests they do not live in the US. You think, is this a scam? Decline the interview. After several rounds of this apply, get email from rando, you decide to check it out further. This is even worse. Your phone interview is with someone supposedly calling from Massachusettes, which they are not. They are in India or the Phillipines. They barely speak English. No nothing about sales or claims culture. And these people are the ones screening you and moving you on or not to the next step, which takes way longer than it should. Sad what recruiting for US companies has become. I will no longer apply at Liberty Mutual.

New data reveals that sales professionals are increasingly hesitant to join companies that have recently experienced layoffs. This trend significantly impacts hiring decisions, as candidates now prioritize stability and trust over potential opportunities. A vast majority of interviewed candidates expressed reluctance to consider roles at organizations with a history of job cuts. This suggests a shift in candidate perception, where layoffs are viewed as indicators of instability and leadership concerns. Employers must now focus on rebuilding candidate confidence to attract top sales talent.

New York, NY

https://markets.businessinsider.com/news/stocks/quota-crushers-agency-releases-new-internal-sales-recruitment-data-1036412135

I was called by a recruiter offering me a position at fitbit division. What are your thoughts ?

Milwaukee Public Schools is actively recruiting educators from Chicago. This initiative comes as Chicago Public Schools prepares to lay off hundreds of staff members. The Wisconsin district aims to hire 200 teachers and paraprofessionals. They are hosting a two-day recruitment fair in Chicago this week. This effort seeks to fill positions with an average salary of $90,000 plus benefits.

Chicago, Illinois

https://www.cbsnews.com/chicago/news/milwaukee-public-schools-recruiting-chicago-teachers/

I was impacted in April. I’ve noticed that people are getting new jobs or big companies are actively seeking them through headhunting. However, I’m struggling to understand how this is happening. I’ve been unsuccessful in my job search everywhere. How are big companies able to find these individuals without them applying to roles? How are people finding jobs so easily?

I’m posting because I am sure many others are feeling frustrated as well, and it’s disheartening that it seems so effortless for some people.

Received an email from a recruiter about a job?? Why are they hiring amidst layoffs??

Does Shell use third party recruiters do the hiring? 7 total job postings in US is very low. Even India seems low with 33.

https://shell.wd3.myworkdayjobs.com/ShellCareers?source=APPLICANT_SOURCE_Global_Page

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Is the hiring freeze of external senior talent ever coming to an end? Only hiring happening is college hires, which is fine, but there is also a dire need of senior talent.

I asked our newest hire why she joined despite so much bad press surrounding Verizon and cuts. She said the recruiter was really persuasive and she needed a job fast. Not even a month in, she's already updating her LinkedIn. I'd like to laugh, but than again, I'm also stuck here so it's not that funny.

We used to have no trouble filling open roles. Now we can't seem to find anyone. Is this happening elsewhere too?

I see loads of job openings online (linkedIn, Baker careers etc.) but notice that many have been open for months on end and keep being reposted or duplicated? Whats the deal? Theres no way we have that many actual vacancies from what I can tell. Why keep advertising these same jobs over and over but not filling them?

Local manufacturing leaders are stepping up to assist employees facing job losses at Four Winns. B & P Manufacturing is actively recruiting and encouraging displaced workers to apply for open positions. A dedicated job fair is scheduled to connect these individuals with potential employers in the area. Several other local companies are also seeking skilled tradespeople, emphasizing the continued demand for their expertise. The community is working to retain these valuable workers and prevent a significant exodus of talent.

Cadillac, Michigan

https://www.9and10news.com/2026/07/15/cadillac-manufacturers-step-up-to-support-four-winns-workers-facing-layoffs/

I've been considering using a staffing agency to help with my job search, but I don't know much about them in general. Has anyone here used them before? Were they helpful? And if not, what other options would you recommend instead?

I created a side Staples Account on the Career sight and applied for the same job with the same resume but with a different name and got and interview….with the alt account. The other real account was denied. I was tops in every category. Yes, my people I still know told me there was a black listed of former employees. We just proved it.

Never work for this unethical company…. Unethical hiring practices are a thing at Staples. You asked for it.

I see so many job positions open for only 2 days or less than a week. Are those genuine openings. I was told by a friend in HR that those positions are there just for formality. Managers have already made up their mind as to who to promote but they have to post the job for HR purposes. Any insights?

Any one seen the trend ?

I recently came across a job posting for a receptionist position that required a bachelor's degree. Why in the world would that ever be a thing?

Could someone please explain why we are laying off talent reservoir and geos in Australia and UK when we are going to need them to help us evaluate new prospects with the horizon challenge when we are struggling to recruit in the US. Is India the solution; he-l no

Anyone else got it? I'm in SF bay area, and the letter has couple job codes for bay area too. It asks me to apply for those.
Why does Oracle send out this letter by Fedex? It seems they laid off too many people, and they're desperately looking for new ones. I just had a long vacation, and planned to start looking for new job now, so I'm thinking if I should apply. If I do, and got the offer, do I need to return the package I got earlier?

Asante health system is conducting layoffs while simultaneously recruiting new staff. CEO Tom Gessel explained this dual approach in an email to staff. He stated that the jobs being eliminated differ from those being filled. Business support roles are shrinking or going away entirely. The health system is recruiting 93 doctors and other medical staff.

Medford, Oregon

https://kobi5.com/news/asante-ceo-explains-why-its-hiring-during-layoffs-309665/

It could get dicey since so few are left..

One of the most frustrating things about searching for a new job is the rambling and vague job descriptions.

You typically have to wade through two long paragraphs describing how absolutely awesome the company is and how they’ve revolutionized their industry only to reach the vaguest of job descriptions and a laundry list of requirements that no single person on earth possesses.

Things would go a lot more smoothly for the recruiters and the applicants if they:
1- Reversed the order: job description and required skills first followed by bragging about the company and the benefits they offer
2- Separated the desired experience and skills into must haves and nice to have

If they did that, potential applicants could easily decide if they’re a good fit or not and there would be fewer unqualified applicants for the recruiter to reject.

Any tips for dealing with this?

What’s the deal with this new practice of screening candidates with an AI cultural fit exam? What do they even ask on that thing?

Still can’t find a job. Got laid off

Was laid off over 1 year ago.
Found a opening or what I thought was an opening on Indeed. I applied for it, got the email confirmation from Indeed and the email from UHG HR advising to complete the UHG application on the company website. When I clicked the link to open the company website from their own email the job posting was “no longer available.” In the same exact day within a couple hours of my Indeed app.
Wtf?! I’m wondering if its because they realized I was a former employee (from my email address) and didnt want to rehire me.
I thought I left in good standing - I received recognitions while I was working there.

Any one else experienced anything like this?

Recent public health layoffs are causing many epidemiologists and infection prevention professionals to seek new jobs. These professionals are now looking for roles in acute care settings and hospital-based positions. A recruiter noted a significant influx of these individuals into the infection control field. Hospitals consider prior clinical experience when determining infection prevention salaries. Specialized recruiters help organizations find qualified candidates by thoroughly vetting applicants.

https://www.infectioncontroltoday.com/shorts/transitioning-public-health-layoffs

I have heard from several people in the industry that Medtronic has become a known quantity. Candidates are turning down offers and recruiters are struggling to fill roles because everyone knows what it is like to work here.