Benefits of choosing a recruitment agency

Advantages of Working with a Recruitment Agency

Hello Reddit community,

As someone involved in recruitment, I’m curious about the kinds of proposals you usually present to your clients. I’ve observed a trend (though I could be mistaken) where some companies provide a ‘free replacement’ option if a candidate departs within a specified period.

What are some typical benefits or guarantees that recruitment agencies extend to their clients, such as free replacement policies or other incentives?

I’m eager to hear your insights!

How do you personally use AI?

How do you incorporate AI into your daily routine?

A bit about me: I’m a recruitment student currently interning at a recruitment agency. I have a positive outlook on AI and I’m eager to explore how artificial intelligence can enhance the daily operations of a recruiter. My focus is on understanding “How can AI serve as a valuable assistant for recruiters in their everyday tasks?”

I would love to hear from fellow recruiters: How do you leverage AI in your daily work?

Anyone used PeopleGPT or Hired Score?

Has anyone tried PeopleGPT or Hired Score? I’m exploring various innovative options for sourcing and filtering applicants. If you have experience with these tools—or similar ones—I’d love to hear your thoughts, whether positive or negative. Your insights would be greatly appreciated!

Psychological collapse in abundance of job opportunities as a job seeker

Navigating Job Opportunities and Mental Health Struggles as a Job Seeker

Despite being a highly regarded professional with an impressive track record, I find myself in a paradoxical situation. Each day, my LinkedIn inbox fills with messages from recruiters eager to connect me with lucrative job opportunities. Financially, I’m secure, and the positions I consider promise far more than I could ever need. My work has always been my passion, bringing me immense fulfillment.

Yet, for the past seven months, I’ve struggled to find a suitable job. It feels like being trapped in an elimination game where I can’t even make a choice. The pressure of selecting the right opportunity leaves me anxious and paralyzed, making it difficult to engage in any recruitment process. Even when faced with potential offers, I hesitated to decline out of guilt, which further immobilizes me from moving forward at all.

Automated time keeping solution

Automated Timekeeping Solution Needed
Good morning! We’re a small recruiting agency, and I’m looking for assistance in finding an effective timekeeping solution for our contractors. Ideally, I’d like a system that allows contractors to log their hours, which then automatically routes to the hiring manager for approval at the end of the week.

Currently, we’re using ADP, but it’s fraught with glitches on the contractor side, and I also have to manually forward the timesheets to the hiring manager for their signature. Has anyone had experience with a smooth, automated solution? I’d appreciate any recommendations. Thank you!

Pending placement being gate-keeped

Concerns About Pending Placement

Hey everyone,

I wanted to share some thoughts about my experience so far at a London-based recruitment agency, where I’ve been working in a headcount role since December and am approaching the end of my six-month probationary period.

At this stage, I’m focused on resourcing and not involved in any business development. I successfully completed one managerial placement and facilitated a quick hiring process for a VP in the US, who received an offer of $275k. Since I’m still relatively junior, I managed the resourcing, interview scheduling, and candidate communication until the offer stage, at which point my manager took over due to the complexities involving stock options and bonuses.

The candidate was offered the position in mid-January, and I believe they had a contract before February. However, I haven’t received any updates about the status of this placement and feel quite in the dark. Whenever I ask for information, the response is usually an awkward “I don’t know.”

With my probation period ending and a noticeable decline in job openings—which has already led to a few colleagues leaving—I’m growing increasingly concerned. I’m not involved in business development, and I also don’t have the strongest rapport with my manager.

My gut tells me they might be keeping this placement from me to avoid having to compensate me. I’ve been instructed not to reach out to the candidate since the offer was made, but I’m tempted to ask them if they’ve signed or submitted their notice. That said, I’m worried about potential repercussions.

I’d appreciate any tips or suggestions on how to navigate this situation. Just to clarify, I’m not looking for ways to save my job—I have a feeling I know how this is heading. Still, I would like to ensure I receive any earned commissions.

Thanks for your support!

Question about pymetrics

Subject: Question About Pymetrics

Hi everyone,

I’m reaching out as a candidate seeking some advice and possibly to vent a little.

I recently applied for a marketing position that I might be overqualified for. After submitting my application, I was asked to complete pymetric tests, which I finished right away. Though my scores indicated I had several ‘unique features,’ I received a quick email stating that I wouldn’t be moving forward in the hiring process.

I’m feeling quite perplexed about this and find it strange to gauge a candidate’s abilities through these tests. It’s disheartening not to be considered for a role I know I could excel in, based on test results alone.

Can anyone shed light on why these assessments are used? I’m curious about what it would take to perform well on the test.

Thanks for your insights!

Client leads for recruitment company.

Subject: Seeking Client Leads for Recruitment Company

Hi everyone! I recently started an account management position focused on farming new client relationships. The company mentioned that they had significant accounts, including banks and consulting firms. However, upon joining, I discovered that those accounts are minimal, and my main responsibility is to generate new business.

With the current job market being quite competitive, I’m finding it challenging to get responses from potential clients. If anyone has leads for companies looking to hire, I would greatly appreciate your help. Thank you so much in advance—I’m truly feeling the pressure!

Best methods of client development for niche staffing agency

Effective Strategies for Client Development in a Niche Legal Staffing Agency

After years of practicing law, I’m excited to announce that I’m launching a niche legal staffing agency that focuses on placing attorneys and paralegals in firms and companies. Unlike traditional temp or temp-to-hire services, my model aims to address long-term overflow work, providing a more stable staffing solution.

With a strong understanding of the legal landscape and a network of valuable contacts, I believe I can effectively identify potential clients and source top talent.

Beyond tapping into my personal connections, I’m seeking innovative ways to attract and engage potential clients. As a lawyer, I’m frequently inundated with B2B emails and LinkedIn pitches, so I want to explore alternatives that stand out. Perhaps creating meaningful outreach with a personal touch might resonate better than the typical generic pitches. Any advice or creative ideas on how to approach this effectively would be greatly appreciated!

Indeed getting rid of free listings for agencies – looking for some guidance

Subject: Seeking Advice on Indeed’s Elimination of Free Listings for Agencies

Hi everyone,

I work for a small agency that has relied on Indeed for several years. We were recently informed by our ATS that starting next week, Indeed will no longer provide free job listings for agencies.

I’m at a bit of a crossroads on how to proceed. Currently, Indeed accounts for about 40% of our applicants and around 20% of our placements. However, we’ve noticed that a significant portion of the applications sourced from Indeed tend to be less relevant or lower quality. Despite this, the volume of candidates from Indeed continues to contribute to a considerable part of our business.

I’ve come across troubling reports from others who have seen budgets consumed quickly without seeing substantial results, which hits close to home since we’ve faced similar challenges with Google and Facebook ads.

Typically, we allocate around $20,000 annually to a local job board, which has proven to be effective for us, particularly for specialized positions. We primarily fill our general roles through a combination of free listings on Indeed, LinkedIn, and our own website. I’m concerned that if we invest in Indeed, we might end up with unsatisfactory results similar to our experiences on other platforms.

I would greatly appreciate any insight or advice from those who have navigated this situation. Thank you!