Starting an Agency: Seeking Guidance
Hey everyone, I’m a newcomer here and this is my first post.
I have a bit of a hypothetical scenario to discuss. Imagine you’re currently working at a tech-focused recruitment agency, and an angel investment group expresses interest in funding you to start your own agency, with a timeline of about a year and a half.
What would be the initial steps you’d take in this situation?
Thanks in advance for your insights!
Recruitment Agency Insights
Has anyone here worked in a recruitment agency before? I’d love to hear your thoughts on the experience. Did you encounter any instances of unfair or biased treatment?
Despite my initial skepticism, I’ve been repeatedly assured that my qualifications should make job hunting relatively easy. I just need to vent a bit, and any advice would be welcome. I’m a 25-year-old Physics graduate and a qualified teacher with two years of experience in the UK. Due to my current situation, I’m seeking remote work. However, after a couple of months, I’ve struggled to find opportunities, aside from minimum wage positions that don’t require any specific qualifications. While I’m trying to steer clear of traditional teaching roles, I’m open to other educational positions or opportunities in different fields.
I feel like I’m caught in a peculiar situation—too far removed from graduation to qualify for grad schemes, but not experienced enough to meet the requirements for most other roles.
Thanks for listening to my frustrations!
Subject: Could It Be Ghosting from My Future Employer?
Hi everyone,
I think I may have been ghosted by a company!
To summarize: After receiving an informal offer for a position, I’ve had no communication from the prospective employer. What should I do?
I interviewed successfully for a role with a UK Utilities provider back in August, and the entire team was wonderful. The recruiter and the hiring manager were very engaged and positive about the opportunity.
After receiving the job offer, we spent about a week discussing the terms and conditions, which only involved a minor salary increase. I completed the necessary paperwork via DocuSign while I was away, on September 9th.
Since then, I’ve heard nothing. I’ve emailed and WhatsApp’d the recruiter, and just yesterday, upon returning to the UK, I left a voicemail.
I want to believe this might just be a sign of disorganization or that someone is on leave, but I’m starting to feel like I’ve been ghosted.
I’m set to start next Monday! What would be the best way to proceed?
Thanks in advance for any advice!
I was asked about my salary expectations after my final interview, but now I’ve been put on hold for two weeks. Is this common?
I had my last interview on Friday, and they mentioned I should hear back either yesterday or today. I did receive a response, which said:
“As we move forward in the selection process, we would like to gain a better understanding of your salary expectations for this role.”
After I provided my expected salary range, they replied:
“We are currently in the process of reviewing all applications and anticipate being able to update you on the status within the next two weeks. If there are any changes or additional updates before then, we will be sure to reach out to you.”
Is this typical? It seems like they might be stuck between candidates and are using salary as a deciding factor. What do you all think? A friend of mine thinks this could be a strategy to gauge my worth or that I might be the backup choice.
High Volume Recruiting Advice Needed
Hey everyone,
I’m a recruiter who started a new job a month and a half ago, and I truly love my company and my role. However, I’ve been feeling a bit overwhelmed with some of my requisitions and I’m curious if it’s typical to take a few months to adapt to high-volume recruiting.
A bit about my background: I have 2 years of agency experience focused on sourcing candidates, followed by 1.5 years in corporate talent acquisition, where I encountered a very limited candidate pool.
Currently, I’m back in internal recruiting, managing 12 job postings across 5 different cities, which translates to 18 positions overall. While it may not seem like a vast number, I’m dealing with constant turnover in some locations, leading to prolonged open positions. Each job posting attracts an average of 50-150 applicants, primarily for entry-level roles, which is quite different from my previous experience.
I’m doing my best to manage the applicant pool without letting it overflow, but even at its lowest, it’s still the largest number of warm applicants I’ve ever dealt with. I’m finding it challenging to keep up with two of my cities, and I’m struggling with time management. My days often blend into early mornings and late evenings, leaving me with insufficient time to connect with all the candidates.
On a positive note, I have fantastic leadership support, which makes a big difference. But is it normal to feel this way during the transition to high-volume recruiting? I’d appreciate any advice or insights! Thanks!
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Is This a Red Flag for a Detail-Oriented Position?
We have a candidate who was recommended for an interview, but I’ve encountered some concerning communication issues. After sending her an email with the interview invitation, I didn’t receive a response for over a week. Eventually, she reached out to one of our recruiters for an update, prompting us to resend the initial email with all the details.
She then scheduled her interview, receiving an automatic confirmation that included the date, time, and meeting link, sent to both her email and Google Calendar. Despite this, she continues to email us asking about the interview schedule, time zone, and requesting the meeting link again.
Although we haven’t met yet, I’m worried that she may not be a good fit for the role, as she’s struggling with basic email management—something that’s essential for a detail-oriented job. Am I right to be concerned?
Seeking Guidance on Medical Recruitment Rates in the Middle East
Hi everyone! I’m launching a medical recruitment company and need some insights on how much recruiters typically charge hospitals and clinics in the Middle East for successful placements. I have an extensive network of exceptional candidates, which is often a challenge for many recruiters to source.
As I navigate this startup journey, I’m considering offering a few complimentary placements to generate interest. Would it be effective to present blind resumes and then discuss terms with hospital recruiters?
Additionally, I’m curious about the standard percentage that recruiters charge upon successful placement—would it generally be around 10-25% of the annual base salary? This inquiry specifically pertains to the Middle East, as finding this information has proven difficult. Given that I’ll be focusing on middle to upper management candidates, these placements will involve substantial salaries.
I appreciate any insights or advice you can share. Thank you!
Kickstarting My Agency Journey: Where to Begin
Hey everyone,
With about seven years of experience under my belt, I’ve frequently been told that I would excel at running my own agency. I’m eager to take the plunge, but I genuinely feel lost on where to begin.
Could anyone provide me with a step-by-step guide on how to get started? I’ve never launched a business before, and the thought of it makes me quite anxious, but I’m ready to embrace this challenge.
Thank you in advance for your guidance!
