Legal Recruiters – you enjoy doing what you do?

Attention Legal Recruiters: Do You Enjoy Your Work?

I currently work in public recruitment and am interested in transitioning to the private sector. With a background in law and a genuine interest in the field, I’m curious about your experience in legal recruitment.

How’s the market treating you? What are the professionals in your field like to work with?

From my experience in the public sector, I’ve encountered many challenging individuals due to lower standards. I’m hoping that the higher bar in legal recruitment means fewer people who are just wasting time.

Thank you for your insights!

Should Recruitment startups invest in recruiting software for small business?

Should recruitment startups consider investing in recruiting software for small businesses?

Many startups in the recruitment space find themselves uncertain about whether to invest in recruiting software tailored for smaller businesses. Having spent years in the recruitment industry, I completely understand the dilemma!

In my opinion, even as a small business owner, you’ll eventually face an overwhelming influx of resumes, making it challenging to keep track of candidate information. Effective recruiting software can simplify this process significantly—it’s like having an extra set of hands to help organize and streamline your hiring efforts, allowing you to concentrate on finding the ideal candidate. Moreover, there are now many tools that offer features specifically designed for small businesses, making the investment well worth it in my view.

What do you think? Is it wise for small businesses to invest in these tools?

Can healthcare recruitment software really transform hiring?

Can healthcare recruitment software truly revolutionize the hiring process?

The right recruitment software can significantly enhance healthcare recruitment efforts. In my experience as a recruitment expert, I’ve witnessed how software can effectively streamline every step of the hiring journey, from candidate sourcing to onboarding.

However, I’ve encountered various perspectives on this topic, and it seems opinions differ.

Is anyone currently utilizing healthcare recruitment software? I’d love to hear about your experiences!

Can a virtual interview and training assistant benefit your recruitment career?

Can a Virtual Interview and Training Assistant Enhance Your Recruitment Career?

Hello, recruiters! I’m excited to share my ongoing journey in exploring AI and developing various automation solutions tailored for recruitment agencies, including a specialized AI-driven resume formatting tool.

In this post, I’m seeking your feedback on the potential demand for an in-house training system.

My question is: Whether you’re a recruiter at an agency or the owner of a recruitment firm, do you see value in having an internal training system that guides you through essential recruitment strategies? This could serve as a mock practice partner, a daily training companion, or even a real-time interview assistant.

The learning resources could come from:

• Internal training materials provided by your recruitment firm
• External materials available online (such as books, YouTube videos, podcasts, etc.)

Creating a training process that accommodates the needs of every recruiter could be an exciting challenge. I would greatly appreciate your insights and thoughts!

Is speccing dead?

Is speculation in job applications a thing of the past?

I’ve heard from several recruiters that speculative CVs are no longer effective, but I’m not so sure I agree.

While sending out mass speculative CVs can feel like a fruitless endeavor, I believe there are valid scenarios where it makes sense:

1. You know there’s an opening.
2. You have a candidate who would be a fantastic fit.
3. You can convey this succinctly in a brief message.

In such cases, the only potential drawback is the fee involved.

Often, this downside may seem significant, but if a hiring manager has had difficulty filling a role, they might be open to considering alternative candidates. Many of my clients have shared that they would consider a speculative CV if it closely matched their needs.

What are your thoughts? Are speculative CVs truly a thing of the past?

How do I find the right recruiter in my niche? (Front end development – Software Engineering)

Subject: Tips for Connecting with Recruiters in Front-End Development

Hi everyone,

I’m on the hunt for recruiters who specialize in connecting front-end developers (Software Engineers) with potential employers. Does anyone know of a comprehensive database or resource where I can find a list of these recruiters?

I’m particularly interested in professionals who can share my CV with their networks to help me secure a position at a reputable company.

Thanks for your help!

What’s the best ATS you’ve used?

What’s the top ATS you’ve worked with?

Attention recruiters: I’d love to hear about the best applicant tracking systems you’ve come across! Currently, my recruiting clients favor these three:

• Salesforce
• Bullhorn
• Invenias

Issues recruiting in France as a UK based company

Challenges of Recruiting in France as a UK-Based Company

Hello everyone,

Has anyone faced challenges when trying to recruit for companies in France? I’m aware of the lengthy notice periods, but French employment laws can be quite complex. Are there any additional taxes or insurance obligations that a UK-based company should be mindful of?

Thank you for your insights!

Greg Savage training academy

Greg Savage Recruitment Academy Inquiry

Hi everyone! I’m currently working in recruitment and looking into the Greg Savage Recruitment Academy. Has anyone gone through the program? I’d love to hear your thoughts on its value before committing any funds. Thanks!

Candidate Sourcing Strategy

Candidate Sourcing Strategy: Seeking Fresh Ideas

I’m reaching out for assistance in finding new and effective sources for candidate sourcing. Despite my efforts, I often come across familiar suggestions like referrals and university alumni networks that haven’t proven effective for our needs. Here’s some context to help frame the challenge:

• Referrals: While we have a referral program in place, we have yet to see any referrals from past candidates or contacts. Even with incentives, our employee referral program has not produced meaningful results.

• University Alumni Networks: Our focus is on filling Level 2 and 3 roles that demand significant experience, so entry-level avenues through alumni networks aren’t particularly relevant.

• Job Boards: We are currently utilizing Indeed and LinkedIn for our job postings and sourcing efforts.

• Talent Pipelines: We have established talent pipelines, but we’re eager for more innovative and diverse strategies to enhance our sourcing efforts.

As an offshore staffing firm with a small team of just five recruiters, three of whom are dedicated to this client, my offshore status limits my ability to engage in local community events, hackathons, or meetups. Furthermore, my sourcing assignments are strictly tied to a federal agency with very specific requirements in a single location within the US. The client’s criteria are stringent, and even missing one skill or experience from their list results in a disqualification.

Given these constraints, I would greatly appreciate any fresh ideas or strategic suggestions for sourcing qualified candidates.

Thank you for your support!

TL;DR: Looking for innovative recruiting strategies for federal agency roles despite client limitations and my offshore location. Open to diverse talent sourcing ideas.