Fairly new internal recruiter – looking for resources

Subject: Seeking Resources for a New Internal Recruiter

Hi everyone!

I’ve recently transitioned into an internal recruitment role at my company after several years of professional growth within the organization. While I don’t have formal education or direct experience in recruiting, my familiarity with the company and its culture has been invaluable.

Over the past few months, I’ve been learning on the job, and I’m eager to expand my knowledge further. I would greatly appreciate any recommendations for resources such as books, webinars, online courses, certifications, or blogs that could help me in this journey.

Thank you in advance for your suggestions!

Why recruiters reject candidates even tho they’ve passed all the assessments

Reasons Why Candidates May Be Rejected Despite Passing Assessments

Even after successfully completing all assessments, candidates can still face rejection for several reasons:
1. Misalignment with company culture
2. Insufficient soft skills
3. Potential concerns arising from interviews or background checks
4. Being overly qualified for the position

It’s important to remember that it’s not just about passing tests—recruiters look at the overall profile you present.

Talent isn’t just found; it’s nurtured and cultivated.

Talent isn’t simply discovered; it requires nurturing and cultivation. I’ve learned that while compensation plays a significant role, it’s just one piece of the puzzle. The real magic happens when competitive pay is combined with a supportive work environment, ample opportunities for professional growth, and a motivating company vision. This holistic approach is what ultimately attracts and retains top talent.

How does your organization find the ideal balance to draw in and keep the best and brightest?

Perm or contracting

Permanent vs. Contracting Roles in Recruitment

Hello everyone,

I’m contemplating the long-term impact of opting for permanent positions versus contracting roles within a recruitment agency. I have the chance to choose between the two. Ultimately, my goal is to transition into an internal recruiter role and, eventually, HR partnering. I’d appreciate any insights on how either path might influence my career trajectory. Thank you!

I need recommendations for free NPS tools

I’m looking for suggestions for free NPS tools! I work at a staffing agency in Sweden, and I’m planning to distribute an NPS survey to all our clients. Any recommendations for free tools that are a good fit for recruitment would be greatly appreciated. Thanks in advance!

Employee Onboarding Process – Checklist & Guide

Employee Onboarding Process: Your Checklist & Guide

A well-structured onboarding process is crucial for fostering employee retention and engagement. Our comprehensive guide offers checklists and templates that provide a solid framework, while also allowing for personalized touches. Additionally, we explore how digital tools can enhance and simplify the onboarding experience, particularly in a remote setting. Check it out here: Employee Onboarding Checklist: A Guide to An Efficient Start

How to expand your recruitment agency?

Strategies for Expanding Your Recruitment Agency

Hi, I’m Shariq from India. I recently registered my recruitment agency in the USA, but I’m encountering some challenges and would appreciate insights from our expert community. Here are the key areas I’m seeking guidance on:

1. How can I identify a profitable niche?
2. What factors should I consider when selecting an industry?
3. What are effective ways to build a strong talent pool?
4. How can I effectively market my candidates?
5. What tools are recommended for sales outreach?
6. Which tools work best for candidate outreach?
7. What strategies can I use to scale my business from the ground up?

Note: As a solopreneur with limited experience in the recruiting and staffing industry, any advice would be greatly appreciated!

Experienced UK Internal Recruiter available.

Experienced UK Internal Recruiter Seeking New Opportunities

Hello everyone! I hope this isn’t too out of place here. I’ve found LinkedIn has turned into a bit of a monotonous feed of self-praise lately, so I thought I’d explore Reddit for networking instead.

I recently completed a contract with a renewable energy company in London and am now on the lookout for my next opportunity. I bring extensive experience in recruiting for digital and tech-focused roles, along with a strong background in project work. Any leads or advice would be greatly appreciated! 😊

Additionally, I’m more than happy to offer mentoring in my spare time. Thank you in advance!

Need some tips for nurse recruitment?

Looking for insights on nurse recruitment?

Recently, I was working on a recruitment request for an Operating Room (OR) Charge Nurse position in Houston, Texas. The client’s budget for the role was set at $115,000.

I presented a highly qualified candidate who was an OR nurse with CNOR certification. The client liked the candidate and extended an offer of $110,000. However, the candidate ultimately rejected the offer.

The reason? The candidate had been working 40 hours per week at his previous role, earning $105,000. He expressed that if his responsibilities were increasing, his salary should reflect that. A $5,000 increase didn’t seem worth the job change to him.

I discussed this with HR, who explained that nurse salaries often align with years of experience, based on tiers like 1-3 years, 3-5 years, and so on. They mentioned we couldn’t go beyond the salary range dictated by those experience brackets.

As a candidate advocate, I’m puzzled: if someone passes all stages of the interview, why should years of experience matter so much? Moreover, I learned that nurses’ salaries can be influenced by state nurse unions.

What strategies can we implement as recruiters to navigate situations like this?

What to do when your name matches the exact name (but it’s not you!) from an FTC lawsuit in a Google search?

What should you do when a Google search reveals an FTC lawsuit against someone who shares your exact name, even though it’s not you?

I’m venting because I’ve reached my breaking point. To summarize: my unique name matches that of an individual in Canada who was involved in a major FTC lawsuit in the U.S. regarding a telemarketing scheme that occurred between 2001 and 2005 (or possibly 2008). I’ve never even been to Canada, and in 2001, I was still in high school. I can’t shake the concern that when I apply for jobs and my information gets searched, potential employers will mistakenly associate me with this lawsuit, which could lead to automatic rejections. The search result for this lawsuit appears right beneath my LinkedIn profile, and over the past two years, I’ve watched these devastating links slowly rise in Google’s rankings.

When I try to explain this situation to people in person, some agree it’s something I need to address—but how can I confront this issue when I can’t get the conversation started? I’ve even drafted a cover letter to tackle the problem head-on, and I’d like to share it here (with some personal details removed) to vent a little:

Dear Hiring Manager,

This cover letter will take a somewhat unconventional approach. While my resume outlines my qualifications in detail, I want to address a concerning issue that arises when my name is Googled.

My name is “—,” but it is also the exact name of someone linked to a significant FTC lawsuit. The second search result that appears beneath my LinkedIn profile is for this lawsuit involving a person with my name, but this is not me. My name is so unique that I’ve never encountered anyone else with it.

According to Casetext, this ruling occurred in Chicago in 2007, involving corporate defendants from Canada. The complaint states that from 2001 until September 2005, unsolicited calls were made to consumers across the U.S. However, I am from [U.S. state], was born and raised in America, and I have never lived in Canada or Illinois, nor did I have any involvement in telemarketing.

This situation has been incredibly frustrating. I worry that some employers may rely solely on a Google search instead of conducting a proper background check, leading to my automatic rejection to avoid perceived risks. I want to proactively address this issue with you. If you have any questions or would prefer to discuss this matter further, I would be happy to arrange a one-on-one or group discussion.

Thank you for your understanding.

Any advice on how to deal with this bizarre situation would be greatly appreciated!