Recruitment Managers – can you please help me with my Recruitment BP interview :)

Attention Recruitment Managers: I Need Your Insights for My Recruitment BP Interview! 😊

I’m preparing for an interview for a Business Partner role in my current team, which heavily focuses on reporting recruitment activity across specific departments. As a Recruitment Advisor, I’ve taken on additional responsibilities, including reporting.

For the interview, I have a task to present data that illustrates recruitment performance over the past six months to senior executives. I regularly handle this weekly, but I’m looking for any insights or additional metrics I may have overlooked.

Here’s what I’ve compiled so far:

1. Total jobs requested
2. Total jobs closed
3. Total jobs currently open

4. Total jobs on hold/canceled

5. Average days from new application to offer

6. Average days from job approval to offer
7. Total applications
8. Total ineligible applications

9. Gender demographics

10. Number of applications reviewed by recruiters

11. Number of reviews done by managers
12. Number of interviews conducted
13. Number of candidates who completed pre-employment checks
14. Number of offers accepted
15. Number of offers declined
16. Average days from new application to hiring manager review
17. Average days for hiring manager to review applicants

I would greatly appreciate any suggestions or additional metrics you think might enhance my presentation. Thank you! 🙏

What are questions u give to MIS student majors?

What questions would you ask a student majoring in Management Information Systems (MIS) for internships, specifically in the field of Data Analytics?

How do I get booked meetings with interested prospects

Looking to Book Meetings with Engaged Prospects?

Hey there! I’m excited to share a new approach that has dramatically improved my ability to secure high-quality meetings with interested potential clients. This method makes the closing process seamless, as the prospects are already eager to make a purchase.

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We prioritize quality over quantity, allowing you to engage with serious prospects rather than those who are just browsing. We are selective in our partnerships to ensure an excellent match.

Curious to learn more? Send me a DM! Let’s discuss your needs and see if we align. Even if we don’t, I’m happy to share some valuable insights to help you enhance your lead generation efforts.

Excited to connect!

Moving agency to in house

Transitioning from Agency to In-House Recruitment

Hello everyone,

After two years working in an agency in London, I’ve come to appreciate my company and my experiences. However, I’m eager to make the switch to an in-house role. Despite achieving decent results, the ongoing targets and modest base salary have begun to take a toll on my mental health and personal relationships.

I’m curious about the best approach to transitioning into in-house talent acquisition. Is two years of agency experience sufficient to make this leap? Any advice or insights would be greatly appreciated!

Automatic application of my candidates

Automated Job Applications for My Candidates

I’m considering creating a tool that automatically submits applications for job openings that align with my candidates’ profiles.

The tool would anonymize CVs and descriptions while including a link to my contact information. I believe this could significantly boost my outreach efforts.

What are your thoughts? Do you think this would be effective?

Hate my job – sales?

Feeling Frustrated in My Recruitment Job

Hey everyone,

I’ve been working as a 180 recruiter since I graduated a few months ago, and I really dislike it. I’m not a fan of the candidate sourcing aspect, especially when my manager expects me to find 10 candidates in a small town with 10 years of experience for just $20k a year. Honestly, I’m just not enjoying it at all!

On the other hand, I do love engaging with people over the phone, persuading them to consider job opportunities, and negotiating—that sales aspect really excites me.

Recently, I’ve been offered a Business Development Manager position at a local marketing agency.

So, I’m curious: has anyone made the transition from recruitment to sales? How was your experience?

Tech Recruitment support needed (Help a new business)

Seeking Tech Recruitment Insights to Support a New Business

Hey everyone,

I’ve been running a new business for about a year now, and until recently, I’ve been managing everything on my own. It’s been challenging to keep up with industry trends and understand the current market.

I would really appreciate it if you could share some general statistics or KPIs regarding acquiring new clients. For example:

• Sending emails to 250 contacts per week
• Making 200 calls to potential clients each week
• Securing 1 mass spec per week

In this scenario, it could lead to acquiring 2 clients per month.

This is just one example and may not be accurate, but I’m eager to learn from your experiences and gather data to help me refine my own targets.

Thank you so much for your assistance!

Starting own business – UK

Starting a Business in the UK

Hello everyone,

I’m seeking guidance on establishing my own business, specifically regarding company formation. I plan to start gradually while continuing my current in-house job.

Would it be more beneficial to set up a limited company with an accountant, or should I consider starting off as self-employed? I’m interested in understanding the logistics of both options.

Thanks in advance for your insights!

A day in the life of a recruiter

A Day in the Life of a Recruiter

Hey, recruiters!

I’m curious to hear about what your typical day looks like, whether you work in-house or at an agency.

• Is your day filled with interviews and candidate sourcing?
• Or do you find time for other HR tasks as well, like process improvements or eNPS initiatives?

It would be amazing if you could share a breakdown of your day, hour by hour, or something similar! 😊

Temp Offer Advice

Temporary Offer Guidance

As someone who primarily specializes in permanent recruitment, I’m navigating a situation where a client can only offer a day rate or contract for a vacancy.

The client is eager to make an offer and is asking for the candidate’s desired rate.

When communicating this to the client, should I already include my desired margin percentage? For instance, if the candidate is looking for £500 per day and I require a 20% margin, should I present the candidate’s expectation as £600 per day?

Also, do I need to clarify that this figure includes my fees, or should I simply state the £600 per day without further context?

Is a 20% margin considered too high? Have others experienced clients withdrawing offers due to perceived excessive margin fees?