Alexei Ryan on LinkedIn: #neurodivergent | 15 comments (2024)

Millionaire who went broke on purpose with a goal to make back a million in 1 year without his funds or network to prove anyone could become a millionaire with simple hard work and that “luck and money” aren’t required. TLDR: he quits after making about 60k in 10 months, citing mental and health concerns. Hard work is important, but it’s not the magic formula for success. Circ*mstances matter. Almost all the Forbes 30 under 30 list comes from comfortably well off, if not wealthy families. Most celebrities you know are the same. Point is, some of us are simply luckier than others so don’t be so quick to look at “successful” folk to glean a magic formula from them. They may be smart, they may be hard working, but their success, whether they want to admit it or not, often skews more towards circ*mstance than merit. Don’t compare yourself to others. Your spawn point and starting level were not the same. Do the best for YOU, and be better than you were a year ago. #wealth #worksmart #mentalhealth https://lnkd.in/g2MT_yQz

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Corporate Stockholm Syndrome:Thanking the company, that just laid you off without warning, for the opportunity. I don’t advocate complaining online at all, but you don’t need to sing their praises. Share privately with your friends when you’ve been done wrong. Stop giving free press and employer brand points to an organization that slapped you. Layoffs are failures of management. Fact. End of story. Is management taking pay cuts to save costs? Absolutely not. I know you are concerned about finding a new job and trying to put out good vibes. But you’re better off focusing your posting on what you accomplished, how you made that organization better in some way, and celebrating individual colleagues. Don’t give retroactive loyalty to an organization that showed you none. #truth

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Common complaints on LinkedIn. Complaint: “I got lowballed. I hate recruiters.”Reality: Recruiters don’t decide the pay. It’s the hiring manager and/or company policy. In fact, if it’s a 3rd party recruiter, they get paid a commission based on your salary, so they literally want it to be higher. You are blaming your ally in this process. Complaint: “I didn’t get selected for the role and I’m qualified. I hate recruiters.”Reality: Recruiters don’t decide who gets the role or who advances. The hiring manager does. In fact, they are fighting for you to get the role because they want to fill the role as soon as possible and move on. You are blaming your ally in this process. Complaint: “I don’t have the right experience but if I only was given a chance, I’m a hard worker and fast learner. I hate recruiters.”Reality: Recruiters can sometimes have the power to reject pre-interview from an application, but they will only do so if they are 100% certain that the hiring manager will say no. They are constantly thinking of ways to make your experience enticing, even if a role doesn’t exist yet. They want to fill roles as fast as possible. Hiring managers will always pick the most relevant candidate. If you were the most relevant candidate and the job was given to someone with no experience, how would you feel? This expectation is unrealistic. Complaint: “I never heard back after a round of interviews. I hate recruiters.”Reality: This is a valid concern. It is indeeed the recruiter’s responsibility to push the interview process forward and give rejection message if need be. However, it’s almost never out of malice. Ghosting occurs as a result of overwhelm and hiring managers not responding. Seeing as there are a record number of recruiters out of work and a record number of applicants and messages, that means communications will get dropped. Keeping in touch with hundreds if not thousands of individuals in a week is unsustainable. Your blame is justified at any rate, but you’re much better off just simply following up, even multiple times, than posting a rant online. Complaint: “This job description sucks. I hate recruiters.”Reality: Somewhat justified. Whether a recruiter wrote it or a hiring manager wrote it, no one likes writing job descriptions. No one likes reading them. They are an unrealistic and inefficient way to communicate what’s needed for the role as you cannot craft an imaginary person like that. The best interview processes leave an open mind for what you uniquely bring to the table. Just take JDs with a grain of salt and consider them wishlists, not requirements. #mythbusting

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Recruiters want to fill their roles. They aren’t the ones being picky coming up with wild criteria to reject someone. They are the ones fighting for you to get the interview and ultimately the job. All these “dear recruiters, give people a chance” posts are misinformed. It’s the hiring managers who have the criteria. They are the ones you need to impress. A recruiter is going to do their damndest to make you look as appealing as possible to the hiring manager. They. Want. To. Fill. The. Role. As. Soon. As. Possible. They are rewarded for filling the role. That’s it. There’s no other KPI. It’s all about filling roles. There is zero reason for them to make it harder for you to get the job. Ally yourself with recruiters, maintain relationships, ignore the career coaches selling you “recruiter beating” or “ats hacking” resumes. It’s fear and anger bait to increase sales. The more you know. GI JOOOOOOE

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It's #portfolioday today.Share your work here, whether you're looking for a job or not.Share artists' work that you admire.Share the knowledge and appreciation.Artists have the unique opportunity to get a great job through a killer portfolio, even without a lot of experience. Hence I always tell artists to share their work far and wide and keep creating.Anyway, post them portfolios here, I know I'd like to see.

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There's an influencer on this platform with nearly 1 million followers whose business for the last 20+ years is charging to rewrite your CV/resume to "beat the ATS auto-selection."They write ragebait articles virtue signaling recruiters, hiring managers, companies on how they should be ashamed of themselves.From my observation, they have never done recruitment nor worked in an ATS. Yet they're charging a premium to help you "beat" the so-called modern AI robots who apparently auto-reject you.Meanwhile, recruiters out here who use various ATS's everyday are trying to help job seekers for free, even if they don't have a job.Not only is it maddening that someone is taking advantage of job seekers by selling services based on misinformation, but this type of rhetoric perpetuates this job seekers vs recruiters feud. This is career demagoguery to make a profit. From the mountaintops: -AI doesn't auto-reject you based on scanning your CV/resume. Only knock out questions that you answer on the application can. (Do you live in X area? Do you have experience in X?)-If the AI tech now exists to do so, no one is using it yet, and certainly a "career coach" who is not actively working in an ATS will not know how to "beat" it.-Keywords in your CV/resume only matter when someone is searching the ATS in the future for previous candidates. It does not affect your active application.-Recruiters are employees too. Recruiters are candidates too. Recruiters are job seekers too. Recruiters are the highest out-of-work skillset in tech/gaming right now.-Recruiters that still have jobs are overloaded more than ever in the history of tech. Be patient. Follow up. Follow up again.-Recruiters don't set the selection criteria. Recruiters don't decide who gets the job. Recruiters don't set corporate policy.-Recruiters more often than not are legally forbidden to give any detailed feedback.-Recruiters don't monitor the ATS all day, the majority of their time is spent searching external candidates.-Recruiters are motivated to fight for you to get the job, not screen you out. They are rewarded by getting the hire. Like, comment, or repost this post if you care about the truth.#ats #ai #jobseekers #recruiters

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Yup. One of the biggest misconceptions I see coming from hiring managers / clients is the idea that if only recruitment was "more persuasive" that we'd see better results.The most delicious snowcone in the world isn't very enticing during blizzard season. You're much better off marketing that snowcone to folks in a heat wave.Cold outreach increases the chances that you'll catch someone at a good time, and the more persuasive of us can engage in conversations regardless.Could be talking about the benefits of snowcones for when it's hot again. Even better, talking about what that candidates needs in blizzard season.But if you're struggling as a company to hire the right people, you absolutely need to have a recruiter on long term to build your company network for the future. All you're doing by bringing on an agency or short term contractor is hoping they have someone in their network ready to go, and sometimes they do, but after those first few weeks working with them, they are back to cold outreach like everyone else. Sleeping on full time long term recruitment is expensive.#hiring #gaming #thinklongterm

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Recruiters don’t decide who gets the job any more than a waiter decides what’s on the menu.

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A fan put the character I created, Ballhead, into a game! It’s a little thing, but as long as I’ve been in games, I’ve either brought to life already existing characters or supported game development through hiring. It’s a first that something that came out of my own brain made an impression like this. #gaming #character #create #voiceover

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