Recruiters in your LinkedIn network?

Recruiters in Your LinkedIn Network?

Hello everyone,

I have a question that may seem trivial but could spark some interesting discussion. If you’re a recruiter, do you connect with recruiters from other firms on LinkedIn?

My initial instinct is to say no, as it could allow them to tap into your potential candidates. However, the saying “keep your friends close and your enemies closer” has me wondering if there’s another perspective here.

What do you think is the best approach?

Is it possible for AI to identify the top applicants by their CVs?

Can AI help pinpoint the top applicants based on their CVs?

Picture this: I’m a recruiter, and a major aspect of my role involves assessing candidates to see how closely they align with the job description. Most of their CVs are stored in PDF format.

I’m curious if I can utilize tools like ChatGPT to streamline the process of identifying the most relevant candidates from my applicant pool.

Product Manager vs Management Consultant

Product Manager vs. Management Consultant

After almost a year of working post-MBA, I’ve begun receiving job offers and have two compelling options in front of me:

1. Product Manager – Fintech
2. Associate Consultant – Big 4

While the salary range for both positions is quite similar, I’ve heard that the work hours vary significantly: Product Managers typically have around 8-9 hour days, while Consultants can expect 13-14 hour days.

I’m curious about the potential career paths for each role:

• Which position is likely to offer better long-term earnings?
• Will consulting be more engaging than product management?
• Are the extended hours in consulting justifiable in the grand scheme of things?

I’d love to hear thoughts and insights on these points!

Can someone explain to me the most efficient way to get a job as a recruiter

Could someone guide me on the best way to land a job as a recruiter? I’ve received positive feedback from several companies regarding my resume, and they’ve indicated that I have the potential to become a recruiter. I would appreciate any advice on how to customize my resume for this role, as well as any additional tips that could assist me in this process.

Here’s a brief overview of my background:
– Experience:
– 3 years in customer service
– 2 years as a marketing assistant
– 1 year as a manager trainee

• Education:
• Bachelor’s degree in Business Administration

Thank you!

Is an early probation review meeting a bad sign?

Is an early probation review meeting a cause for concern?

I started my new job as a marketing coordinator at the beginning of January, right after graduating. The company has a 90-day probationary period, which means my review should be around April 3rd.

I began alongside another new hire who shares the same role but has significantly more experience from her previous job at a similar firm. This is my first full-time position, and I’ve noticed that my manager hasn’t scheduled a 90-day review for her, but has set mine up two weeks in advance.

My meeting will be just with my manager and does not involve HR. I believe I have a solid rapport with her— we communicate often and share a lot of light-hearted moments. However, I know I need some extra guidance compared to my coworker, as this is my first time taking on such responsibilities. I’ve been thrown into the deep end with this role, leading me to learn a great deal independently, but I always seek assistance when needed.

Given all of this, could my early review be a sign that they might be considering letting me go, or am I overanalyzing the situation? Also, why hasn’t my coworker received a review meeting? I’m feeling quite anxious and would really value your thoughts!

Earning potential for UK Construction Recruiters

Earning Potential for UK Construction Recruiters

Are there any UK construction recruiters in the community?

I’m looking for information specifically regarding quantity surveyors, both on the contractor side and in consultancy roles.

What is the typical starting salary and overall earning potential in this field?

Any insights would be greatly appreciated! 👍

Dear Account Managers

Subject: Streamlining Interview Preparation Coordination

Dear Account Managers,

I’d like to address an important point regarding our collaboration in the staffing industry. As recruiters, our role is to support you and our candidates, but it’s crucial to clarify that we shouldn’t be seen as your assistants.

I believe in the value of organizing interview preparation sessions that provide candidates with essential insights, tips, and guidance. This initiative enhances their readiness for interviews and ultimately benefits everyone involved.

However, I often find myself in the position of coordinating schedules between candidates and account managers. Once I confirm a time that works for both parties, it’s essential for the account manager to take responsibility for adding this meeting to their calendar.

One of the main challenges I face is the expectation that I should handle scheduling tasks. I’m not looking to take on the role of an assistant, and I shouldn’t have to spend my time managing calendars for meetings I won’t even attend.

I work with numerous account managers, and I know that your schedules can accommodate arranging a straightforward meeting. Let’s work together to make this process smoother.

Thank you for your understanding!

Best,
[Your Name]

It is mental how bad recruiting procedures are in general

It’s astonishing how flawed recruitment processes are overall. As a recent graduate eager to enter the field of recruitment, I’m genuinely taken aback by what I’ve observed in the industry. Given my background in a rigorous scientific program, I expected some gap between research and practice in personnel selection, but the reality is far more significant than I anticipated.

For instance, recruiters are often hired based on their sales experience, which makes little sense. Candidates are frequently judged as the “next big thing” simply because they have an eye-catching CV or a well-crafted cover letter. Meanwhile, hiring managers shy away from assessments due to concerns about candidates faking results, yet they are easily swayed by visually appealing resumes, overlooking the actual content.

Where is the emphasis on utilizing valid and reliable performance predictors? Those that have undergone rigorous scientific testing? It’s baffling that people believe they can gauge personality, motivation, and other traits based solely on two documents — documents that applicants sometimes pay “experts” to create.

The entire process feels fundamentally misguided.

customized resume

Tailored Resumes

As a job seeker, I understand the importance of tailoring my resume to align with specific job postings. However, I’m also aware that recruiters often review LinkedIn profiles, where my career information is more detailed. Would it be strange for recruiters to see discrepancies between the information on my resume and the skills and employment history listed on my LinkedIn profile? I appreciate any insights!

[Academic] Candidate experience survey

[Academic] Candidate Experience Survey

Have you recently participated in a job application process? Your insights can play a crucial role in enhancing recruitment and selection practices! As part of our master’s theses, we (Len, Tereza, and Junhui) are eager to learn more about your experiences as a candidate.

Our objective is to collect valuable feedback that can help companies refine their application processes in the future. Your participation is vital for achieving this goal! Below, you will find a questionnaire designed to assess your experiences as a candidate.

Completing the questionnaire will take approximately 15 minutes.

Take the Survey

Thank you in advance for your support! 🙂