How to transition to BD?

Transitioning to Business Development: Seeking Your Insights

Hello, wonderful community,

I’ve spent a considerable amount of time in recruitment, where I’ve honed my skills as a successful resourcer and account manager.

My current challenge lies in business development. While I’m not deterred by the idea of making calls and facing rejection, I often find myself hesitating. I want to optimize my approach, but I feel unsure about how to effectively pitch or navigate BD. Years in recruitment have shown me that success often relies on numbers, but I would greatly appreciate any tips, techniques, or guidelines you may have for transitioning into this field.

Additionally, I’d love to hear how you typically get involved in Preferred Supplier Lists (PSLs).

Thank you in advance for any advice you can share, even the tough love!

Hosting an event as a recruiter

Exploring Event Hosting as a Recruiter

Hey Recruiters,

I’ve noticed a growing trend where recruitment agencies are organizing events tailored to the communities they serve. For instance, if I specialize in tech, I might host a gathering for local product and engineering leaders to connect. This could also extend to HR professionals and others in related fields.

There’s significant marketing potential for agencies that organize these events, not to mention the valuable relationships that can be forged among attendees. While I have a few contacts I could invite, I’m curious about what we would actually do at the event. What would the agenda look like? Why would it be a worthwhile investment of everyone’s time?

In short, I’ve been in the recruiting field for three years, and I’m eager to understand how and why others have successfully hosted talent events. Any insights would be greatly appreciated!

Please help with a very short survey for a Master’s degree

Quick Help Needed for a Master’s Degree Survey

Hi everyone,

I’ll keep this brief. I’m exploring the possibility of pursuing a Master’s degree and plan to focus my dissertation on using Data Science to analyze which elements of a CV are the strongest predictors of graduate hiring success. To evaluate the viability of this topic, I’ve created a very short survey that I’d love for you to fill out:

https://forms.office.com/r/p3ssdw5nkG

I would greatly appreciate it if you could spare just 5 minutes to complete it. Thank you so much for your help!

(Note: This survey has been pre-approved by a moderator.)

Best Sourcing Services for Educational Staffing?

Best Sourcing Services for Educational Staffing?

I’ve received the green light to explore additional sourcing methods, provided I can demonstrate the value of the investment.

At the moment, I’m primarily using Indeed Smart Sourcing and LinkedIn Recruiter. However, with Indeed’s outreach limited to just 30 contacts, it’s a bit restrictive. LinkedIn Recruiter offers more InMails, but unfortunately, I’ve had very little success with it compared to Indeed and our ATS. My top request right now is for Indeed Premium to gain access to 70 more contacts and additional useful features, but it’s significantly more expensive—over double the cost.

I’m looking for recommendations on tools that provide a good return on investment for sourcing educational staff. Any suggestions for creative sourcing strategies or reputable paid services? Is ZipRecruiter worth the investment? Has anyone had experiences with Teacher-Teacher or Smartspring? I’m also interested in ethical AI-powered services for corporate use. Thank you!

Building Talnet – Split & Social Network for Recruiters | Job & Talent Marketplace

Introducing Talnet: A Comprehensive Split & Social Network for Recruiters | Job & Talent Marketplace

I’m excited to share that I’m developing a platform that began as a simple MPC marketing tool but has evolved into something much more substantial! Here’s what you can look forward to:

• Split Network Functionality
• Searchable and Filterable Talent & Job Marketplace
• Recruiter Profiles to Showcase Jobs and Anonymized MPCs
• The Original MPC Marketing Tool That Inspired It All
• Reports Dashboard (currently in development; expected by the end of 2024)
• A Comprehensive and Free Knowledge Base (set to launch in late Q1 2025)
• And much more on the horizon!

I would love your input in shaping this platform as a community. I’m planning a beta test in mid-December with a select group of 50-100 accounts. Early adopters will enjoy a complimentary full license for the first year in exchange for their feedback. Additionally, there will be free plans available. My aim is not to generate revenue (I already make my living by placing software engineers), but to create a valuable resource for recruiters to collaborate on placements and share insights.

If you’re interested in participating, please send me a direct message to join the waitlist. I’ll notify you when we launch, which will be no later than December 31st.

Let’s build and thrive together! 😃

Does AI have a place in HR?

Does AI belong in HR?
Every day, I come across new AI features and companies, and the buzz surrounding AI in HR has been growing recently.

Several new firms are utilizing AI to manage HR administrative tasks, such as automatically creating and updating employee handbooks, onboarding guides, and company policies. There are also AI agents designed to monitor changes like new hires, management transitions, benefit modifications, and legislative updates, ensuring that internal policies remain current.

While applicant tracking systems (ATS) and other AI applications related to hiring have been part of the industry for over a decade, one has to wonder if other AI tools will also become staples in HR. Is anyone else exploring or utilizing innovative AI solutions in HR?

Job filled?

Position Filled?

About a week ago, I had a job interview that I felt went really well. I received a call from the area manager later on, expressing interest in bringing me in for a second interview, and we scheduled it for December 5th. We’ve had some challenges coordinating our schedules since we work similar hours, so I was working around my break times to make it happen.

Today, however, I received an email stating that the position has been filled. Has anyone else experienced something like this?

asked to schedule an interview but another candidate has already accepted the job

I was recently contacted by a recruiter on LinkedIn who encouraged me to apply for a new grad rotational program. I submitted my application three days later and informed her about it. However, I noticed that she commented on a post indicating that someone else has already accepted the position I’m targeting.

I reached out to one of her colleagues to check if they’re still hiring for the program, and she mentioned she would get in touch with the person overseeing it. Shortly after, the original recruiter emailed me, expressing interest in setting up a call to begin the interview process. I replied the next day.

I’m a bit concerned that the spots might be filled since I applied three days after first hearing from the recruiter and only responded to her interview email a day later. The role is set to start in January 2025. Has anyone encountered a similar situation where offers have already been made, yet the search for additional candidates continues? I’d appreciate any insights!

Recruitment – non complete Claus and career change

Career Transition and Non-Compete Concerns

Hello everyone,

I’m contemplating a career change and would value any insights from those who have navigated similar circumstances.

I currently work at a tech recruitment agency that focuses on trading firms and hedge funds, which is a very specialized market with limited competition. The firm I’m looking to join has overlapping clients with my current employer. Previously, my current company has threatened legal action against those who leave to work with our common clients within a year of departure. They have also monitored former employees to ensure compliance with this policy.

While I’m enthusiastic about the new opportunity and believe it’s an excellent next step for my career, I’m apprehensive about potential legal ramifications tied to my non-compete agreement. Any advice or experiences shared by those who have faced similar situations would be greatly appreciated.

Thank you for your help!

Here’s a brief overview of my non-compete clauses:

17.2. I agree not to, without prior written consent from the Company, directly or indirectly engage with any person, firm, or entity in any capacity, including as a principal, partner, shareholder, director, employee, or consultant, within the conditions stated below:

• 17.2.1. For three months post-termination, I will not be involved in any business offering services in the defined area.
• 17.2.2. For six months after termination, I will not canvass or solicit business from any professional contacts related to services in competition with the Company.
• 17.2.4. For six months post-termination, I shall not deal with any client or professional contact or supply services in competition with the Company.
• 17.2.5. I will not solicit business or deal with candidates related to services for six months following termination.
• 17.2.6. For six months after termination, I will not solicit or attempt to solicit employment from any key employee of a business providing services.
• 17.2.7. For six months post-termination, I will not employ any key employee, regardless of any contractual obligations they may have.
• 17.2.8. Following termination, I will not represent myself as connected to the Company except as a former employee, nor will I use any registered or trading names associated with the Company. I will also adhere to the post-termination provisions outlined in the Company handbook.

I appreciate your time and any guidance you can provide!

Is it weird if I call hiring manager if phone wasn’t given?

Is it inappropriate to call a hiring manager if their phone number isn’t provided?

Hey everyone! I recently came across an internship opportunity at a company in my city that I’m really excited about, listed on my university’s website. The posting included the hiring manager’s name and email, but not a phone number.

As I usually do, I did some extra digging and found the manager’s LinkedIn profile, which has their phone number listed for business inquiries.

Do you think it would be strange if I called to introduce myself and express my enthusiasm for the role? I’m hoping to highlight why I would be a great fit.

Would this be seen as a proactive move or just awkward? With so many candidates applying, I thought it might help me stand out.

Thanks for your input!