How to expand your recruitment agency?

Expanding Your Recruitment Agency: Seeking Guidance

Hello, I’m Shariq from India. This past year, I took the leap and registered my recruitment agency in the USA. However, I’m encountering some challenges and would greatly appreciate insights from our expert community.

Here are the areas where I’m seeking advice:

1. How do I choose the right niche?
2. What’s the best approach to select an industry?
3. How can I effectively build a talent pool?
4. What strategies should I use to market my candidates?
5. Which tools are best suited for sales outreach?
6. What tools work well for candidate outreach?
7. How can I successfully scale my agency from the ground up?

As a solopreneur with limited experience in the recruiting and staffing sector, any guidance you can provide would be invaluable. Thank you!

Experienced UK Internal Recruiter available.

Experienced Internal Recruiter in the UK Seeking New Opportunities

Hello everyone! I hope this isn’t out of place, but I’m looking to branch out from LinkedIn given how much it can feel like an echo chamber of self-promotion. I recently wrapped up a contract with a renewable energy company in London and am now on the hunt for a new role. I have extensive experience in recruiting for digital and tech-focused positions, as well as in managing various project assignments. Any guidance or leads would be greatly appreciated! 😊 Additionally, I’m more than willing to offer mentoring support in my free time. Thank you!

Need some tips for nurse recruitment?

Looking for tips on nurse recruitment? Here’s a recent experience I had while working on an OR Charge Nurse position in Houston, Texas.

The client had a budget of $115k, and I presented a candidate who was a certified CNOR OR nurse. Although the client was impressed and offered him $110k, the candidate declined.

His reasoning? He was offered a 36-hour work week, but in his previous role, he was already working 40 hours and earning $105k. He expressed that with increased responsibilities, he expected a salary that reflected that change. A $5k raise didn’t seem worth the job switch for him.

I then spoke with the HR department, and they explained that nurse salaries are typically tied to years of experience, categorized in ranges like 1-3, 3-5, and so on. They cannot exceed these range limits when offering salaries.

As a recruiter, I want to understand why years of experience hold such weight when a candidate has successfully navigated all interview stages. Additionally, I’m aware that nurses’ salaries are often influenced by unions in various states.

What strategies can we, as recruiters, employ to navigate and overcome these challenges? Any insights would be greatly appreciated!

What to do when your name matches the exact name (but it’s not you!) from an FTC lawsuit in a Google search?

What should you do if your name matches someone involved in an FTC lawsuit during a Google search?

I’m throwing this out here because I’m really stressed about it. To be brief: my unique name happens to belong to a person in Canada who was sued in the U.S. by the FTC for a $5 million penalty related to a cross-border telemarketing scheme from the early 2000s—specifically around 2001 to 2005 or 2008? The thing is, I’ve never lived in Canada; in 2001, I was just a high school student.

I’m becoming increasingly paranoid that when I submit job applications, recruiters are coming across this other person with my name and their lawsuit, potentially thinking it’s me! Every time I Google myself, I see those FTC links climbing higher in the search results, right under my LinkedIn profile. My concern is that the systems companies use to screen candidates could be erroneously linking our identities, resulting in my automatic rejection.

When I talk about this with people in person, many agree it’s a significant issue. However, I’m at a loss as to how to address it, especially when I can’t get in touch with potential employers directly. I’ve drafted a cover letter to explain the situation, and I’d like to share it (with some personal information censored). Here goes:

Hello,

I’m writing this cover letter to address a matter that might come up when you search for my name. A brief overview of my qualifications can be found on my resume, but I think it’s crucial to clarify the following:

When my name, “—,” is entered into Google, a notable result that appears second, right below my LinkedIn profile, is an FTC lawsuit against a person who shares my exact name. I want to emphasize that this individual is not me. My name is quite uncommon, and I’ve never encountered anyone else with both my first and last name.

According to the information on Casetext, this lawsuit took place in Chicago in 2007, involving defendants from Canada. The alleged activities occurred from 2001 to September 2005, involving unsolicited phone calls to consumers in the U.S. I’m from [state in the U.S.], born and raised here. In 2001, I was in high school, with no ties to Canada or telemarketing.

This situation has become increasingly frustrating, especially since employers may rely on quick Google searches rather than comprehensive background checks, potentially leading to my unjust rejection. I’m proactively addressing this issue to clarify that I am not the individual associated with this lawsuit.

If you have any questions or concerns, I would be more than willing to discuss them, whether in a one-on-one conversation or a group setting. Thank you for your understanding.

I appreciate your time and support regarding this matter.

Hello everyone, my company is into tech recruitment and we are using linkedin we want to have alternative website

Hello everyone! My company specializes in tech recruitment, and while we currently use LinkedIn, we’re exploring alternative platforms. We recently faced challenges due to LinkedIn’s updated policies, which has put us in a bit of a tough spot.

I’m reaching out to this community to seek recommendations from fellow recruiters on where to find a reliable pool of genuine IT candidates. Any suggestions would be greatly appreciated! Thank you!

Agency Recruiters: how do you screen your candidates?

Attention Agency Recruiters: How do you evaluate your candidates?

What techniques do you use?

Participate in the Poll

Need a way to automate my specs

I’m looking for a way to streamline my specifications process. Right now, I’m expected to handle 50 specs per week, but creating distribution lists on Bullhorn is consuming a lot of my time due to the need to input contacts and track everything.

Has anyone found a successful method to automate the process of managing CVs for specifications? If so, I’d love to hear about your solutions!

I don’t understand why managers feel like micromanagement will get them better results

I’m puzzled by why some managers believe that micromanagement leads to improved outcomes. Is this just their usual approach, or is it a persona they adopt at the office? Do they carry this mindset into their personal lives as well? More importantly, who actually benefits from this behavior? If managers think that being tough yields better results, it might be time for them to reassess their approach. What may have worked in the past doesn’t necessarily apply anymore, especially with the rise of Gen Z in the workplace. Maintaining a peaceful work environment is crucial, and a manager’s frustration and tendency to micromanage certainly don’t contribute to that!

Why can’t salary discussions be a two-way street?

Why can’t salary discussions be more balanced?
Why do recruiters frequently hold back on sharing salary ranges upfront? The whole process can feel like a game of cat and mouse. While recruiters ask candidates about their salary expectations, candidates often face vague answers or outright refusals when they attempt to flip the question. It seems strange because, ultimately, the goal should be to attract and hire the best candidates.

What is going on – job ads posted within a few weeks

What’s Happening with Job Ads?

Hi everyone!

I recently applied for a position that mentioned applications would close by January 20th. However, just a few days ago, I noticed they posted another job ad for the same role, with just one additional requirement: they want candidates to have 3 years of experience.

Could anyone provide some insight? Should I consider submitting my application again? I recently graduated, and I’m feeling uncertain about my chances now. Thanks!