Temp Placements and My First 9 Months
I’ve been working at a temp agency in Ireland, focusing on the construction industry, and I’ve achieved 85 temporary placements along with 2 permanent placements in my first 9 months. Is this number typical for someone in their initial 9 months in temps? I come from a permanent placement background in the same field.
Subject: Am I the “Plan B”?
I’m reaching out for insights from seasoned recruiters regarding my current job application experience.
I applied for a position over a month ago and was pleased to receive a call from an internal recruiter who said my skills and experience matched the role perfectly. Here’s a breakdown of the interview process:
First interview with a junior manager and HR—I felt it went fairly well.
Online assessment—I don’t think I performed my best.
Second interview with the hiring manager—I felt I did reasonably well here too.
After that, there was a week of silence. Initially, it was supposed to be a two-stage interview, but then the recruiter informed me that they wanted me to have an informal chat with the director. When I asked if other candidates were at this stage, the recruiter said no.
The chat with the director lasted about 10 minutes, where he asked me some standard questions related to the role. I felt okay about it, though I know I could’ve done better.
Following this, there was another 3 days of silence. I reached out to the recruiter, who called back to let me know they were finalizing details and that he would be passing my case to his team while he went on leave.
Now that the long holiday weekend has passed, I’m feeling increasingly anxious with no updates—Tuesday came and went without news, as did today.
I’m starting to worry that I might just be a “Plan B” in case their top candidate turns down the offer. How common is it for companies to keep another candidate “on hold” like this, and how likely is it that this situation applies to me?
Thank you for your thoughts!
Strategies for Maintaining Recruiting Business Stability During Market Fluctuations
Hiring trends often mirror market conditions, and it’s not uncommon for various sectors to experience periods of boom and bust. I’ve noticed many discussions here about which industries are currently thriving or struggling.
I’m interested in learning how to keep a recruiting agency afloat during lean times. Given that the availability of talent and client needs can be quite unpredictable and largely outside our control, it poses a significant challenge.
Do you diversify your operations by working in multiple sectors? Do you set aside savings during profitable periods to buffer against downtime? How do you avoid having an empty pipeline? What strategies do you employ to navigate these cyclical ups and downs?
UK Recruitment Market Update
Hello, fellow UK recruiters! I’m curious about how you’re all experiencing the current market. My colleagues and I are facing significant challenges lately. I specialize in financial recruitment, and although I had a successful year last year despite the tough conditions, this year feels like a drought. Should I consider seeking a new role, or are others feeling the same struggle? I’d love to hear your insights!
Will a recruitment agency notify my employer?
Hi recruiters, I made a mistake today by applying for a job through the recruitment agency that my boss uses. Should I be concerned that they’ll inform my boss? Do agencies have privacy policies in place to protect job seekers?
Streamlining Resume Review with AI
Hello everyone!
Recently, our team has been overwhelmed by the sheer number of resumes we receive for each job opening on platforms like LinkedIn and Indeed. Managing this volume has become increasingly time-consuming for our small team, and outsourcing has proven to be quite costly. As a company in the AI sector, we decided to develop an in-house tool powered by the OpenAI API to help address this challenge.
Here’s how it works: we start by uploading the job description, which GPT analyzes to generate a set of evaluation criteria. Next, we upload the resumes and allow GPT to score them based on those criteria. We then calculate a total score to create a shortlist of candidates.
So far, we’ve found this approach to be incredibly effective. The detailed insights provided by GPT, including brief summaries of each candidate, have been particularly beneficial. This success has inspired us to consider launching it as a standalone side project.
We’re planning to make it publicly available soon, and I’d love to know if others would find this tool useful. Would it be alright to share it here once it’s ready?
I need some guidance.
I’m currently a Senior Recruitment Consultant at a generalist agency, and I’ve been here for three years. While I enjoy working with my colleagues and have a good rapport with the Managing Director, the company can be quite frustrating at times.
Lately, I’ve been working remotely due to road closures, which has saved me around £300 a month in transportation costs. The new job I’m considering would require me to commute to the office every day, which is about a 35-minute drive, compared to my current office, which takes 45 minutes to an hour.
My current base salary is £27,000, and I earned £50,000 last year through commission, primarily with fees capped at 15%. I’ve received an offer from a startup executive search firm that comes with full financial backing, offering a base salary of £30,000 plus commission. Their fees are typically over 20%, but their commission structure entails higher thresholds for reaching the more lucrative commission tiers.
The new company has made a strong effort to attract me, taking me out for meals and promising career advancement and greater earning potential. However, I’m hesitant to leave my current role, especially given the uncertainty in the UK job market and my mortgage obligations.
My current employer has significantly supported me in purchasing my home, my dream car, and has been understanding during some health challenges.
I would really appreciate any advice. Normally, I’d seek input from someone at work, but I can’t do that for obvious reasons. My partner has left the decision entirely up to me.
Choosing the Right Recruitment Agency
Hello everyone, I’m using a throwaway account for privacy.
I’m exploring a career shift from sales and business development in a physical product industry to the recruitment sector. Recently, I applied to several recruitment agencies and am excited to have received offers for the associate consultant position from both Michael Page and Robert Walters.
I would love to hear your thoughts on the important criteria or factors I should consider when making my decision. Additionally, if anyone has insights or experiences with either of these firms, I would be very grateful for your input. Thank you!
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Attention Recruitment Managers – I could use your assistance with my upcoming Recruitment Business Partner interview! 🙂
I’m interviewing for a Business Partner position within my current team, and a significant aspect of this role involves reporting on recruitment activities across specific departments. While I’m currently serving as a Recruitment Advisor, I’ve taken on additional responsibilities, including reporting.
For the interview, I’ve been tasked with preparing data to present to senior executives that showcases recruitment performance over the past six months. Although this is something I do weekly, I want to ensure I haven’t overlooked anything important.
Here’s what I’ve compiled so far:
I would greatly appreciate any suggestions or additional metrics you think I should include! 🙏
