What do you believe are the essential skills for an IT recruiter?
As an IT recruiter, I’m constantly looking to enhance my understanding of what IT professionals value when collaborating with recruiters. From your perspective, what attributes or skills do you think define an outstanding IT recruiter?
Is it technical expertise, effective communication, transparency, or perhaps something else? I would love to hear your insights!
Is Fiverr a trustworthy option for lead generation?
I manage a recruitment agency and am in search of high-quality client leads. Has anyone found success working with freelancers on Fiverr for this purpose? Are there any potential warning signs I should be aware of?
Subject: Time Spent on Manual Tasks in Recruitment
Hi everyone,
I hope you’re all doing well! As a recruiter in the financial sector, I’m curious about how much time others in our field spend on manual tasks that could potentially be automated.
In my experience, I often find myself dedicating around 2 hours each day to activities like data entry, interview scheduling, and communicating feedback from hiring managers.
I’m wondering if others face a similar situation. I would greatly appreciate any insights or feedback you may have. Thank you!
How to Reassess Our Business Development Contract
We’ve been working with an outsourced Business Development contractor for the past three years, following over a decade of service as a full-time employee. When the original contract was established, it relied heavily on goodwill from the previous ownership, lacking clear targets, goals, or KPIs, and simply offered a flat rate regardless of performance.
However, over time, the contractor’s output has significantly declined. The quality of work has become inconsistent, and motivation appears to have waned. This situation is impacting our bottom line; we are currently losing 40% on each placement made by this contractor, compared to about 15% previously.
Given these developments, I believe it’s essential to negotiate a new contract. The distinction between employee and contractor has become quite blurred. For instance, if the contractor’s laptop malfunctions for two days, they still bill us for services rendered during that time.
Currently, the contractor earns a flat rate of $100K, but their job placements have dropped from 100 to 60. I propose introducing a base salary with potential earnings up to $100K, contingent upon achieving the previous target of 100 placements. Additionally, there should be incentives for exceeding that target.
I’d like to gather feedback from the community on this approach.
Key Considerations:
– We do require this contractor in the medium term. If they are dissatisfied with the new terms, I’ll offer them the option to continue under the existing agreement for another six months while we search for a replacement.
– The existing contract stipulates specific hours and an hourly rate, which doesn’t account for productivity and leads to more time spent verifying hours worked. A new contract should focus on retained business without referencing hours at all.
BD Paralysis
It might seem unusual, but do clients really care if we’ve worked with companies similar to theirs in terms of talent, size, or scope? I often mention a few names, and they seem completely unfazed.
I’ve been observing something about my new manager that I want to incorporate into my own approach—when he speaks with clients, he exudes a sense of confidence and detachment. In contrast, I catch myself sounding a bit desperate, focusing too much on showcasing our capabilities rather than really listening to their needs.
I know this might be a bit abstract, but I’d love to hear any experiences or strategies others have used to navigate this issue and how you overcame it.
Am I overlooking something?
Quick summary: I’m an agency recruiter based in London, working in a slow and niche property sector. Should I consider exploring other agencies or sectors with potentially better commission structures?
I’ve been in the recruitment agency for 18 months after making a career change, and I broke into the property sector. Unfortunately, the market has been quite stagnant during that time, with only a few decent months of success.
Recently, I’ve started having discussions about moving to a different agency or even a different industry, and I can’t help but wonder if it’s worth it to seek new opportunities.
For context, I live with my partner, and we’re thinking about starting a family in the next couple of years.
In my current position, I have a base salary of £32,000 with a commission structure that starts at 10% up to £6,000, and a 2.5% increase for every additional £5,000. I’m in the office twice a week, with travel costs covered.
I’ve been considering potential roles in Facilities Management, Mechanical & Electrical, or the construction sector, which also offer a base salary of £32,000 but with a different commission structure: a threshold of £5,000 and then 20% commission, plus a 10% increase for every additional £10,000 billed. These roles would require being in the office three times a week, with no travel expenses covered.
The opportunities I’m seeing seem to promise better earning potential, but the thought of starting over from scratch makes me a bit anxious.
InMail vs. LinkedIn Message to a 1st Degree Connection
As the title suggests, when reaching out to a first-degree connection on LinkedIn, InMails come at no cost. But is there any benefit to using an InMail instead of a regular LinkedIn message for a first contact?
The key question is which method is more effective at capturing their attention. I’m curious about the differences in their user experience as well.
For context, I primarily work in headhunting and need to ensure my outreach stands out.
Feedback on My Cover Letter
Hello everyone! I’m currently in the UK and looking to transition into education recruitment. Due to family circumstances, I need to move out and pursue a new career path. I have a degree in psychology and have spent the past year working as a teaching assistant through various agencies, which I believe has equipped me with relevant experience for this role. I would greatly appreciate any feedback on the cover letter below. Thank you in advance!
Dear Hiring Manager,
I am eager to apply for a position within your recruitment team. My background in education, my passion for helping others, and my resilience and growth mindset make me confident that I would be a valuable asset to your organization.
My roles as a Special Educational Needs (SEN) Learning Support Assistant and Youth Mentor have provided me with invaluable insights into the significant impact that the right educator can have on a child’s life. After working for nearly a year with agencies, I understand the crucial qualities of an effective recruiter: clear and honest communication, reliability, and appropriate support are vital in an industry that can be quite challenging. Through my work with students with diverse needs—including ADHD, autism, and behavioral challenges—I have developed a strong appreciation for the importance of pairing skilled, passionate educators with suitable environments. Each student has unique requirements, and finding the right fit is essential for long-term success.
Growing up in a large family, I have always been surrounded by children and have come to believe that a solid educational foundation can be transformative. I find immense fulfillment in working with children and recognize the significance of connecting them with teachers who truly understand their needs. My psychology degree has equipped me with skills applicable to recruitment, such as active listening and heightened social intelligence, along with a solid understanding of various psychological conditions. This unique perspective helps me to consider both candidates and students when striving to find the best match.
I pursued a degree in psychology with the intention of helping others, and I firmly believe that i-teachers is an ideal environment to further this passion. I am dedicated to fostering long-term relationships, and I understand that sustainable success in education hinges on trust, consistency, and a commitment to excellence. As the highest-rated education consultancy in the country, i-teachers offers a fantastic opportunity for me to learn from your team’s invaluable experience. I wholeheartedly share your mission to understand the needs and aspirations of individuals, which is fundamental to both recruitment and psychology.
Although my background is primarily in education, I acknowledge that recruitment can pose its own challenges, including long hours and inevitable setbacks. However, I believe that overcoming obstacles is a part of life, and developing a strong growth mindset along with resilience is crucial. My experience as a postman, where I worked ten-hour days six days a week, has instilled in me a strong work ethic and an openness to challenges. I have also embraced personal growth through learning to play the guitar and keyboard, motivating myself to improve through dedication and perseverance.
While my experiences in education have been incredibly rewarding, I’ve encountered inconsistencies in the field, which fuels my enthusiasm for the opportunity to delve into sales and marketing. I am excited to gain new skills while leveraging the knowledge and experience I’ve accumulated over the last five years in studying and working in special education needs.
Best regards,
Adam
Would you find this useful? Imagine having a tool that allows you to input an Indeed job post URL and instantly receive a CSV file filled with company contacts—names, emails, and job titles. It’s an ideal solution for discovering new clients!
Leveraging LinkedIn Connections for Business Development
Hello everyone,
I have around 6,000 connections on LinkedIn, and I’m looking to tap into this network to enhance my business development efforts. I’d love to hear your tips and suggestions for the most effective strategies to achieve this.
Should I reach out to each connection individually, or is there a more strategic way to go about it? How do you effectively utilize your connections for business development?
Looking forward to your insights!
