IT Recruitment Transition
I’m transitioning into IT Recruitment and will likely need to choose a specialization.
Here are my questions:
What areas of IT should I prioritize over the next 10-20 years?
Which sectors in IT should I steer clear of, and why?
Are there any specific fields within IT that stand out as more desirable to work in?
My goal is to specialize for the long term. Does contract work foster long-term relationships as effectively as a permanent role?
Remote Recruitment Opportunity Needed
Hello everyone! I’m currently on the lookout for remote recruitment opportunities but haven’t had much luck finding any on LinkedIn. If anyone knows of openings or is hiring, I would greatly appreciate your assistance. I have two years of experience in technical recruitment and would love to connect! Thank you!
Are All Recruitment Agencies Alike?
After working as an internal Talent Acquisition specialist for a company, I enjoyed the role despite some personal challenges and cultural misalignments over the years. When I got the chance to join a consulting firm as a headhunter, I thought it would be a valuable experience to see how agency recruitment operated.
Unfortunately, it turned out to be a nightmare. The focus was overwhelmingly on numbers rather than the people involved. We were expected to complete 30 phone screenings each week, even in the absence of active job openings, and to reach out on LinkedIn just to find one candidate a day to present—without any live roles available! Essentially, we were expected to mislead candidates into believing we might eventually place them with clients.
Another frustrating aspect was management’s directive to work on roles that weren’t officially open yet, but merely in negotiation. We would actively seek candidates and present them, only to find that clients often chose not to finalize the deals, wasting our time and efforts.
This agency had a policy of taking on new clients without retainers, meaning we only got paid after a hire, which usually led to disappointment. Clients frequently went after candidates on their own, bypassing the agency altogether.
It was disheartening to go to work knowing I had to make calls based on false pretenses. Failing to meet quotas resulted in management’s “productivity calls,” and I couldn’t risk losing my job.
I eventually left and returned to internal recruitment, which is vastly more rewarding. So, I’m wondering: are all recruitment agencies like this, or was I just unlucky? I’m cautious about considering another agency role, especially since every position and company sounds appealing during the interviews.
Thanks for your insights!
EDIT: I’d also like to mention that the pay was terrible. I’m based in Brazil but worked on services for Canada, which often results in lower wages here. My commission was shockingly low—just 0.028% of the deal. I was stunned when a Canadian colleague mentioned she could afford an Apple Watch with her commission, while mine barely covered a nice pizza. Is such compensation typical in North America?
Is anyone here in the advertising field? I’m looking for advice on building my portfolio. With graduate internship applications now open, I’d love to hear your suggestions on what elements I should include to enhance my chances of success. Thank you!
Transitioning into Recruiting
Hello everyone!
I’m new to the recruiting field and am excited to explore this new path. I’ve spent the past eight years working in an emergency room, where I’ve developed strong skills in quickly assessing situations and understanding the needs of both patients and healthcare teams. My background in clinical operations, paired with my Bachelor’s degree in Science and Kinesiology, has given me insight into how healthcare teams operate. Additionally, I’m a certified EMT.
Given my extensive hands-on experience in emergency medicine, I’m curious about the feasibility of transitioning into a recruiter role, despite not having a formal background in recruiting.
What steps should I take to make this shift? Also, how can I effectively search for healthcare recruiting positions? I have a particular interest in recruiting physicians, especially emergency room doctors and RNs.
Thank you for your guidance!
Should I Address My Cover Letter to a Specific Person or Use “Dear Hiring Manager”?
I’m currently applying for a hospitality position and want to put my best foot forward. On the application page, there’s a list of senior managers for the company.
Initially, I planned to go with the generic “Dear Hiring Manager,” but I’m considering whether it would be more impactful to address the cover letter to one of the senior managers listed.
However, I’m also concerned about the possibility of addressing it to someone who may never actually review it.
What do you recommend? Do you prefer a specific name or the general title?
What is the cost of a Manpower for Business subscription? I imagine the price varies based on factors such as the number of employees and other company-specific indicators.
Recruiter Analytics
Hello everyone! I’m looking to analyze my recruiting metrics and would appreciate your advice. I work alongside two other recruiters and maintain a spreadsheet that includes candidate names, positions, clients, and their statuses (Talent Pool, Rejected, In Process, Hired). I update this monthly, but I’m unsure how to interpret my performance in terms of numbers and percentages, such as conversion rates or screening quality.
I would love to hear your mathematical tips and recommendations! Thank you!
Subject: Fee Percentages Inquiry
Hello everyone,
I hope you’re all doing well! I’m seeking some insights regarding the recruitment market in the UK. I previously focused on engineering and manufacturing, where we typically saw fee percentages ranging from 15% to 20%.
I’d love to hear your thoughts on the standard fee percentages for the following sectors based on your experience:
Thank you in advance for sharing your insights! I look forward to your responses.
Seeking Guidance on Recruitment Commission
I’ve been working as a recruiter primarily on a commission basis. Recently, I’ve successfully established connections that have led my agency to strike an agreement with a new employer in another country, which is projected to generate over £100k in revenue in the coming year.
The employer acknowledged my role in facilitating this connection and asked if I had a figure in mind regarding fair compensation for my efforts.
I’m unsure about what might be standard in this situation. Could anyone provide insight into what percentage is typical? For example, would 2%, 5%, or even 10% of the anticipated contract value be reasonable?
While my involvement in the discussions was limited, my initial connections were vital for making this opportunity possible.
Thank you for your help!
