Tips for Business Development: Seeking Your Success Stories
As a newcomer to the industry, I’m eager to learn from your experiences! I’ve had over 11 years in fast-paced sales and am currently in my third month of business development. What strategies have you found effective in securing new business? I would love to hear about your successes and any tips you might have. Thank you!
I made a mistake on my application! I just submitted an application to Centrica for an apprenticeship role, but I accidentally left out my highest qualifications, which are my high school standard grades from my Scottish exams.
Now I’m unsure about the best course of action. Should I:
1) Leave it as is and hope for the best, explaining that while I didn’t perform well in school, I have gained valuable experience in my admin roles over the years?
2) Reach out to them and provide an explanation?
3) Submit a new application using a different email, while keeping the rest of the information the same?
Also, I’m currently studying at college and working on a Level 1 SVQ in a relevant subject, which I would have to present if I am successful. Any advice would be appreciated!
Starting a Direct Hire Agency – Questions about U.S. Market
Hello everyone,
I’m in the process of launching my own direct hire agency in Canada. With around 7-8 years in professional staffing, I have a strong grasp of the industry. I’m also familiar with the new licensing regulations coming into effect in Canada for 2023/2024.
For now, I plan to focus exclusively on direct hire placements and not on temporary or contract work until I reach between $500k to $1M in revenue. It’s a big goal, but I’m optimistic about the direction. After a couple of years, I’ll look into options for capital loans, grants, and more.
I’m reaching out to the community for resources or advice on navigating direct hire placements in the U.S. Is the process as straightforward as it is in Canada? Typically, it involves a master search agreement where the client handles the offer, with some negotiation on fees—usually over a 30, 60, or 90-day period.
I understand that in the U.S., healthcare roles require compliance with HIPAA, but my focus is on back office IT and technology positions, along with some go-to-market roles.
Any insights or links to helpful resources would be greatly appreciated! Thank you! 😊
Looking for the Best CRM for Recruitment Agencies in the UK!
I know this question has been asked numerous times, but I’m curious about the top CRM options for recruitment agencies in 2024. I’m looking for a system that is user-friendly and excels at CV searches, boasts excellent AI integration, and makes it easy to send emails to clients, leads, and candidates. It should also have capabilities for managing payroll and timesheets.
Additionally, it would be great if the CRM can provide financial data for both management and recruiters to help them monitor their pipeline, billings, and interviews.
I would appreciate any recommendations. I’ve come across Jobadder, Vincere, Bullhorn, RecruitCRM, Recruit Flow, Loxo, Gem, Zoho, and Manatal.
Navigating a Career Transition in Talent Acquisition (2025)
Hello everyone,
I have nearly a decade of experience in Talent Acquisition, with a focus on Clinical Research, IT, and Data. My career has primarily been based in India and the APAC region, particularly the Philippines, Australia, and Singapore. Since relocating to London in late 2022, I’ve been actively seeking employment throughout 2024. I’ve submitted my CV on platforms like Indeed, Reed, and Hays, and have applied for numerous positions in Talent Acquisition.
Despite my efforts, I haven’t successfully landed a role yet, and I’ve had limited interview opportunities, with no positive outcomes thus far.
I would greatly appreciate any advice on what additional steps I could take. How can I encourage agencies to connect with potential employers on my behalf? Additionally, I’ve heard suggestions about visiting offices in person; could this be an effective approach, and if so, why?
Thank you for your insights!
Attention UK agencies! What technology do you use?
My partner and I are considering launching our own agency, bringing together 20 years of recruitment experience from both in-house and agency roles.
Having been away from the agency landscape for a few years (currently using Bullhorn in-house, which isn’t great), I’m researching the best tech stack to adopt.
I’ve observed that many of the popular software options tend to be US-focused, with some only available for payment in dollars instead of pounds.
To my fellow UK recruiters, what tools are absolutely essential for your operations? I would greatly appreciate your insights!
How much are you spending on third-party job boards?
I’ve created a construction job board that’s currently seeing an application every minute and is outperforming both Indeed and ZipRecruiter while collaborating with two staffing firms.
If you have positions that aren’t primarily sourced from LinkedIn, such as light industrial roles, I’d love to chat! I’d be happy to offer you a free 30-day trial of my job board so you can see how it fits your niche.
I’m also in the process of expanding to two additional niches, using the same technology. Ideally, I’m looking to partner with agencies that spend over $10,000 a month on Indeed, establishing my board as the primary source for a select few agencies in each niche, but at a much lower cost.
Send me a direct message with your job roles and locations, and let’s explore the possibilities!
Wishing everyone a wonderful holiday season!
Hospitality Recruitment Advice Needed
Hello everyone,
I’m seeking guidance as I work to establish my hospitality recruitment agency. Right now, I’m focused on sourcing senior-level positions such as General Managers, Executive Chefs, and Directors.
I’ve been at this part-time for about seven months, and I’m finding it challenging to secure clients.
Is the market for these roles not as strong as I thought? Any advice or insights would be greatly appreciated! Thank you!
I’m taking a deep dive into the recruitment sector as I embark on a mission to launch a business aimed at helping recruitment agencies enhance and automate their workflows—yep, AI is part of the vision! 🎉 As part of my market research, I’ve identified some key process areas, their goals, and associated challenges, and I would greatly appreciate your input on what I’ve gathered so far.
Client Acquisition: Attracting and securing clients who require recruitment services. Challenges: Intense competition, limited marketing budgets, navigating decision-makers, unrealistic client expectations, and inconsistent follow-up.
Candidate Sourcing: Building a database of candidates that align with client needs. Challenges: Difficulty finding niche skills, reliance on outdated databases, and engaging passive candidates.
Candidate Assessment: Evaluating candidates to meet client requirements. Challenges: Bias in evaluations, insufficient tools, scheduling hurdles, and candidate withdrawals during assessments.
Placement & Onboarding: Ensuring seamless placements and a smooth onboarding process. Challenges: Last-minute offer rejections, counteroffers, documentation delays, and lack of follow-up.
Follow-ups & Relationship Management: Maintaining long-term relationships with clients and candidates. Challenges: Inconsistent engagement, low response rates, and a lack of structured retention strategies.
Financial Management: Overseeing cash flow and ensuring profitability. Challenges: Delayed payments, unexpected operational issues, and budget limitations.
Marketing & Branding: Enhancing brand visibility and attracting clients/candidates. Challenges: Differentiating in a crowded market, inconsistent messaging, and low ROI on marketing campaigns.
Compliance & Legal Management: Complying with labor laws and regulations. Challenges: Frequent changes in laws, data privacy considerations, and risks related to international recruitment.
Technology Management: Utilizing technology for improved efficiency and scalability. Challenges: Resistance to adopting new tools, high costs, and concerns regarding data security.
Internal HR & Training: Recruiting, retaining, and training staff effectively. Challenges: High turnover rates among recruiters, burnout, and limited growth opportunities.
Based on my previous post in r/RecruitmentAgencies/, I received some fantastic feedback, including:
Interesting comment: They asked about the AI involvement, prompting me to clarify it’s a blended approach (more on that shortly!). 😂
u/Rasputin_mad_monk pointed out the importance of interview preparation, client follow-up, and closing techniques.
With a background in Engineering and Project Management, I’ve successfully operated service-based and online businesses in areas like website development, content creation, marketing, and eCommerce. These experiences have equipped me with a strong foundation in process management, and I’m eager to apply this knowledge to the recruitment industry.
For those curious about how much of this post is driven by me versus AI:
It’s a mix of 70% my input and 30% AI! I leveraged ChatGPT for language refinement and better flow while ensuring my insights remained intact and eliminating any inconsistencies. We can safely call this a collaborative effort. 😉 The breakdown was suggested by ChatGPT itself!
I am excited to hear your thoughts and ignite a vibrant discussion! 🙌
Could 2025 be a turning point instead of another difficult year? Here are some hopeful thoughts on why that might be the case.
After a few challenging years, it’s easy to look at 2025 and expect more of the same—tight budgets, layoffs, and uncertainty. While it’s true that some sectors will continue to struggle, I believe 2025 has the potential to mark a positive reset.
Here’s why:
The Economy Is Settling Down
The turmoil of 2023 and 2024 was largely due to the chaotic aftermath of the pandemic, with high inflation and low confidence. By 2025, we should see a reduction in this turbulence. Companies will remain cautious, but as they start to think long-term again, we can expect hiring freezes and mass layoffs to slow down.
The Talent Market Is Finding Balance
The era of the “Great Resignation” is behind us, paving the way for a more equitable job market where candidates and employers are on similar footing. While top talent will still be in demand, the days of exorbitant salaries just to keep employees satisfied are fading. This shift could lead to more sustainable hiring practices across industries.
AI and Automation Will Enhance, Not Replace Jobs
There was widespread anxiety about AI in 2023-2024, but by 2025, we’ll see a more balanced perspective. Instead of replacing large numbers of jobs, AI will primarily take over mundane, repetitive tasks. This creates opportunities for individuals to improve their roles by collaborating with AI. For instance, at our company, we automated many tedious tasks in 2024, allowing me to focus on more meaningful work.
Tech Sector Recovery Is Underway
The tech industry faced significant setbacks, but innovation has continued to thrive. By 2025, we can expect smaller firms and startups to fill the void left by larger corporations’ layoffs. While it may not be an explosive resurgence, steady growth is what the market needs right now.
Market Corrections Can Be Beneficial
Market corrections are painful in the short term, but they can also be necessary. Sectors like recruitment, tech, and consumer markets had become unsustainably bloated. While 2025 may not be a banner year, it offers an opportunity to rebuild on more solid ground, rather than relying on the unsustainable highs of the post-2020 era.
You’ll Thrive by Adapting
Not every company or industry will recover in the same manner. Those that embrace flexibility, focus on niche markets, and adopt new technologies will emerge stronger. Conversely, businesses clinging to outdated practices may well find themselves facing another tough year.
In Summary: 2025 might not dazzle us with exceptional outcomes, but it certainly doesn’t have to be a year of despair. It represents a transitional period—an opportunity for stabilization, where forward-thinking companies and employees can strategically position themselves for growth. What do you think? Is this optimism unwarranted, or does it resonate with your outlook?
