Small agencies = bad client

Small Agencies Don’t Equal Bad Clients

Hey everyone, posting here for the first time! I’ve noticed many discussions suggesting that small agencies with their limited client base can be a red flag, especially for newcomers in the industry. I completely disagree!

I joined my company four years ago at the age of 22, when we had just 13 employees, including two others who were hired around the same time. I received training and started working on developing relationships with existing clients, which helped me learn the ropes. Within six months, I was fully engaged in new business development. By the seventh month, I had secured three new clients, and within a year, I was billing £10k each week on contracts. Over the past four years, I’ve brought in about 20 new clients, with around 40% of them becoming regulars. Through this approach, I’ve consistently billed between £300k and £400k annually, and I’m on track for £500k this fiscal year.

I share this because I’ve seen a lot of advice discouraging new recruiters from taking opportunities at small companies with so-called “bad” clients. My point is that even with minimal infrastructure, you can build a successful business within a small agency and rise above any challenges posed by a less-than-ideal environment.

To all new recruiters out there, my advice is to persevere and think creatively. Success is within your reach!

TL;DR: Don’t underestimate small recruitment companies or those with only a few clients. You can create your own success story within a small agency!

Agency references

Agency References

Hi everyone,

I’m seeking some advice. I’m currently in the process of applying for a position in the civil service, but as we all know, the onboarding process can be quite lengthy.

A friend suggested that I pick up shifts with the agency Blue Arrow, which I’m interested in pursuing. However, I’m curious—if I’m successful and transition to the civil service, will Blue Arrow be able to provide me with a reference? I’m concerned that the companies they contract with might not want to give a reference since I would be working as an agency staff member. As we know, the civil service has strict requirements when it comes to references.

Thanks in advance for your help!

AI/Innovations in Hiring

AI and Innovations in Hiring

Hello Everyone,

I’m not a recruiter, but rather a researcher diving into the world of AI in hiring.

Currently, I’m developing a toolkit aimed at helping development professionals enhance AI-driven hiring systems, with a strong emphasis on transparency and explainability. These aspects are crucial for both candidates and recruiters, as many job seekers often report a lack of feedback, and recruiters sometimes struggle to optimize these automated processes.

My primary focus is on the initial resume screening stage.

I’ve already had discussions with recruitment professionals and noted some of the challenges they face, including the limitations of search engines for recruiters and the potential risks involved in providing feedback to candidates.

As information on these systems is somewhat scarce, I’m reaching out to this community to gather insights.

I would greatly appreciate it if you could share your experiences with AI in hiring systems or any innovative solutions you’ve come across. If possible, please include the names of the systems you’re referring to (I plan to reach out to these organizations for further insights).

Feel free to share any frustrations you’ve faced with these systems as well; I might be able to develop solutions based on your feedback in my research.

Although my research is still in the early stages, it will be open-source, with the ultimate goal of creating more effective and satisfying hiring systems for both recruiters and candidates.

Thank you for your time!

Wishing you all a wonderful day!

Terms of business

Business Terms
Does anyone have a template for terms of business that I can adjust for the Australian market? Your help would be greatly appreciated!

Using SEEK/Hiring in the Phillipines

Hiring in the Philippines: Seeking Advice

While we are still in the process of preparing to launch operations in the Philippines—likely within the next six months—we’re looking to contract an individual there in the meantime. Does anyone have suggestions on how to advertise on SEEK (Jobstreet) or any other platform in the Philippines, despite not having a registered business in the country yet? Any guidance would be greatly appreciated. From my research, it seems that advertising on the Australian site doesn’t allow for overseas visibility. Thank you!

I AM LOOKING FOR A JIB IN FOOTBALL

Seeking a Jib in Football

Hello! I am a dedicated and passionate young football coach with three years of experience in individual player development (U14, U16, U17) and seven months as an assistant coach for a U16 team. My expertise includes designing training sessions tailored to various skill levels, group sizes, and tactical focuses, along with creating structured annual, monthly, and weekly training plans. I prioritize player growth by applying age-appropriate methods to enhance both individual skills and team dynamics.

My coaching philosophy centers around delivering fun and engaging sessions that not only challenge players but also promote their development—both as individuals and as part of a team. I firmly believe that enjoyment and structured improvement are interconnected, enabling players to achieve their full potential in a supportive environment.

You can check out my credentials, experience, and projects on my LinkedIn profile: www.linkedin.com/in/alexander-dobrev-01217230b

As a Bulgarian national with an EU passport, I’m eager to explore new opportunities in football!

Reading resumes felt like I am wasting my time

Reviewing resumes felt like a time sink. As a solo recruiter seeking a digital campaign manager, I expected around 40 to 50 applications. Instead, I was overwhelmed with 500 in just two weeks.

Sorting through each resume seemed like an endless task. It took me 4 to 5 hours just to narrow it down to 100 candidates, and managing those applications was even more challenging.

Am I taking too long?

In search of a solution, I decided to create an assessment for the candidates. To my surprise, nearly 50% of them didn’t complete it.

I was back to sifting through 250 applications while also reviewing their assessments. Then I discovered AI agents. I built one to help me automate several tasks:

1. Pre-filter candidates before the final interview
2. Rate each candidate based on their assessment responses
3. Provide tailored feedback to each candidate

I can confidently say this approach worked wonders for me. Candidates appreciated the assessment, with many sharing it with their friends. I ended up with 267 responses, and 17 individuals who didn’t even apply took the time to fill out the assessment, likely just for the personalized feedback.

What are your thoughts?

Starting my own Recruitment Firm (UK)

Launching My Own Recruitment Firm in the UK

Hi everyone,

I’m excited to share that I’ve decided to take the plunge and start my own recruitment firm! Having worked in the industry a few years back, this idea has been on my mind for quite some time.

I’ve managed to save enough to support myself for the next nine months, allowing me to take this leap of faith.

I would greatly appreciate any tips or advice from those who have experience in this field. Thank you!

Rippling Payroll: How Does It Compare to Gusto or ADP?

Exploring Rippling Payroll: How Does It Stack Up Against Gusto and ADP?

I’m looking into Rippling for our payroll processes and would love to gather some insights from those who have experience with it. How does Rippling measure up compared to other payroll services like Gusto or ADP? Are there specific features that set it apart? Additionally, are there any challenges or drawbacks I should be aware of? I appreciate your feedback! Thank you!

Construction Recruitment Europe

Construction Recruitment in Europe

We are looking to enhance our understanding of effective recruitment strategies across Europe. Each year, we fill over 500 construction roles and aim to expand our talent pool. However, we’ve encountered challenges in identifying the most effective channels for sourcing candidates.

Our focus is currently on recruiting European workers for various projects in data centers and pharmaceutical facilities. We’ve realized that we may be depleting our talent resources, having invested significant funds in past efforts without clear results on the effectiveness of the agencies and candidates we collaborated with. We’re seeking external insights into successful talent sourcing strategies tailored for these areas. With ongoing projects, we are perpetually on the lookout for new talent.

We are open to both conventional and innovative recruitment avenues, and we would greatly appreciate any tips or suggestions. Our primary emphasis is on electrical recruitment, covering roles from general operatives to contract managers. While we have a decent pool of general operatives and electricians, sourcing senior site candidates has proven to be more challenging through LinkedIn and UK job boards like Indeed.

If you have valuable insights to share, we would love to hear from you. We are open to discussing a consultancy fee for proven and effective talent sourcing strategies.

Thank you in advance for your help! 🙏

(P.S. We have a small team of internal recruiters.)