Would you consider hiring a candidate who may lack extensive experience but can effectively demonstrate their skills? When searching for qualified candidates, what criteria do you prioritize? Do you have a tipping point for making decisions, or do you rely on automated filtering methods?
Are conversations with recruitment agencies confidential?
I was recently hired through a third-party recruitment agency, and the recruiter who placed me in my current position has been checking in on me occasionally. She’s suggested we meet up sometime soon, and I’m curious whether the information I share with recruiters remains confidential and won’t be disclosed to my employer or anyone at my company.
I’ve just discovered that my salary is significantly lower than that of my colleagues, which was quite disappointing, especially since I often feel overwhelmed by my workload. I’m wondering if it’s acceptable to discuss matters like this with the recruiter.
New job: Trusting My Gut vs. Facing Reality
My instinct is telling me to say no, but the harsh reality tells a different story.
Should I Follow Up?
Hello, I recently had my first interview for a role I was very excited about. During the conversation, the recruiter and I discussed my past work experiences, and they mentioned that my skills would make me a great fit for a different position in the company. I agreed to consider this alternative role.
The recruiter reassured me that they would move forward with my application for this new role and arrange client interviews, promising to provide updates or details next week.
However, this morning I received an email from the company’s main recruitment account—not from the recruiter—stating that they will not be proceeding with my application for the original position. This has left me feeling quite frustrated.
I have a few questions:
Could it be that my application has been reassigned to a different role, which is why I received that email?
Should I reach out to the recruiter who interviewed me? Is it too soon to contact them, or would it be better to wait until next week?
How can I phrase my follow-up in a way that doesn’t come across as pushy or disrespectful?
What steps should I take next?
Thank you for your advice!
LinkedIn RSC Overview
LinkedIn Recruiter System Connect (RSC) is a powerful tool that enables users to seamlessly transfer candidates from LinkedIn directly into their Applicant Tracking System (ATS).
How valuable do you find this feature? Would it be a significant drawback if your chosen ATS does not support RSC? It appears that all major global ATS platforms have integrated this functionality. Do you utilize it frequently?
Attention Legal Recruiters: Do You Enjoy Your Work?
I currently work in public recruitment and am interested in transitioning to the private sector. With a background in law and a genuine interest in the field, I’m curious about your experience in legal recruitment.
How’s the market treating you? What are the professionals in your field like to work with?
From my experience in the public sector, I’ve encountered many challenging individuals due to lower standards. I’m hoping that the higher bar in legal recruitment means fewer people who are just wasting time.
Thank you for your insights!
Should recruitment startups consider investing in recruiting software for small businesses?
Many startups in the recruitment space find themselves uncertain about whether to invest in recruiting software tailored for smaller businesses. Having spent years in the recruitment industry, I completely understand the dilemma!
In my opinion, even as a small business owner, you’ll eventually face an overwhelming influx of resumes, making it challenging to keep track of candidate information. Effective recruiting software can simplify this process significantly—it’s like having an extra set of hands to help organize and streamline your hiring efforts, allowing you to concentrate on finding the ideal candidate. Moreover, there are now many tools that offer features specifically designed for small businesses, making the investment well worth it in my view.
What do you think? Is it wise for small businesses to invest in these tools?
Can healthcare recruitment software truly revolutionize the hiring process?
The right recruitment software can significantly enhance healthcare recruitment efforts. In my experience as a recruitment expert, I’ve witnessed how software can effectively streamline every step of the hiring journey, from candidate sourcing to onboarding.
However, I’ve encountered various perspectives on this topic, and it seems opinions differ.
Is anyone currently utilizing healthcare recruitment software? I’d love to hear about your experiences!
Can a Virtual Interview and Training Assistant Enhance Your Recruitment Career?
Hello, recruiters! I’m excited to share my ongoing journey in exploring AI and developing various automation solutions tailored for recruitment agencies, including a specialized AI-driven resume formatting tool.
In this post, I’m seeking your feedback on the potential demand for an in-house training system.
My question is: Whether you’re a recruiter at an agency or the owner of a recruitment firm, do you see value in having an internal training system that guides you through essential recruitment strategies? This could serve as a mock practice partner, a daily training companion, or even a real-time interview assistant.
The learning resources could come from:
Creating a training process that accommodates the needs of every recruiter could be an exciting challenge. I would greatly appreciate your insights and thoughts!
Is speculation in job applications a thing of the past?
I’ve heard from several recruiters that speculative CVs are no longer effective, but I’m not so sure I agree.
While sending out mass speculative CVs can feel like a fruitless endeavor, I believe there are valid scenarios where it makes sense:
In such cases, the only potential drawback is the fee involved.
Often, this downside may seem significant, but if a hiring manager has had difficulty filling a role, they might be open to considering alternative candidates. Many of my clients have shared that they would consider a speculative CV if it closely matched their needs.
What are your thoughts? Are speculative CVs truly a thing of the past?
