What are the best strategies for reaching out to a recruiter when you don’t seem like the ideal fit for a role?
As a recruiter who dedicates part of my time to assisting individuals in entering the travel industry by leveraging their personal experiences and transferable skills, I’m eager to learn how other recruiters believe candidates should best approach this situation. Your insights would be greatly appreciated!
Tech or Finance Recommendations?
I’m currently considering two fantastic job offers from reputable companies, both of which have appealing work environments.
As a generalist at present, I’m aiming to transition into either the tech or finance sector. I would love to hear about your experiences working as specialists in these fields. Any insights?
Calling All Recruiters: Your Thoughts on Job Boards?
Hello, fellow recruiters!
I’d love to hear your experiences with job boards, both the challenges and the positives. Personally, I’ve experienced a mix of frustrations and successes, and I’m eager to learn from you all.
Frustrations:
– High Volume of Unqualified Candidates: One major pain point is the influx of applications from candidates who don’t meet the required qualifications. For example, when posting a job that demands specific technical expertise, it’s exhausting to sift through numerous applications from those who clearly don’t fit the criteria, which slows down our screening process.
Positives:
– Wide Reach: On the upside, job boards can significantly expand our reach. I’ve successfully attracted candidates from various backgrounds and locations, which is especially helpful for positions that require specialized skills.
Now, I’d love to hear from you! What annoyances do you encounter with job boards, and what benefits do you appreciate the most? Looking forward to your insights!
Best,
Jozef
Navigating a Career Change to Recruitment: Seeking Advice on Role Applications
I’m considering transitioning to a career in recruitment and would appreciate any insights from those already in the field regarding the types of roles I should pursue.
While I don’t have direct recruitment experience, I bring 15 years in estate agency and currently operate as the sole director of a lettings agency. This has equipped me with significant skills in customer relations and sales.
My partner works part-time for a large corporate banking firm, which comes with its own stresses and inflexible hours. With four kids at home, we’re exploring options that would alleviate some of that pressure. I’ve always been interested in recruitment, thinking it might have been a suitable path if my lettings business hadn’t gained traction.
I’m considering making a career shift to recruitment, allowing my partner to take over my current responsibilities. This move could potentially double or triple her income while providing flexible hours to better suit our family’s needs.
My question is: Should I be applying for trainee recruitment roles, or do you think companies would consider me for recruitment consultant positions despite my lack of direct experience? I recognize that every new role has to start somewhere, but I believe my background closely relates to many aspects of recruitment. Aside from specific recruitment practices and sourcing techniques, I feel well-prepared to engage with clients and manage relationships.
However, I’m concerned about the lower salaries typically associated with trainee positions, as well as the lengthy training periods of 3-9 months before moving towards earning commissions. I’d prefer to step into a role where I can start generating fees more quickly rather than spending 12-18 months at a lower income as a trainee.
Has anyone in the industry successfully made a similar transition? Should I focus on trainee roles, or do I have a chance at consultant positions? I’d love to hear your thoughts and experiences. Thank you!
Is anyone offering CV preparation services for clients? What are the typical practices in the industry? Is CV preparation a standard service offered? If so, how do recruitment agencies typically approach this?
I’m looking to identify new “Open to Work” candidates in my LinkedIn talent pool for my projects. When I run a search and see 2000 results, I want the option to filter the next search to show only those who have recently marked themselves as “Open to Work” within the past week. I’ve attempted this using LinkedIn Recruiter, but it doesn’t allow exporting to Excel for an XLOOKUP. Any insights or solutions would be greatly appreciated!
Seeking Your Feedback on My Business Idea
Hello everyone,
I’d love to hear your thoughts on my business concept as I’m feeling a bit uncertain.
I’m in the process of launching a recruitment agency focused exclusively on the Moroccan job market. What sets us apart is our plan to establish local offices, allowing clients to hire entire teams in one location. While my primary target is the French-speaking market, I’m also interested in tapping into the diverse talent pool that Morocco offers, as many Moroccans are trilingual.
The key benefits for my clients include cost-effective labor and access to a fresh set of skills. I’m considering reaching out to recruiters and recruitment agencies, proposing that they introduce my services to their clients when a job opening aligns with my offering, in exchange for a percentage of the revenue.
Do you think this is a viable idea? I would greatly appreciate your insights based on your professional experience.
Thank you so much for your assistance!
Looking for Insights on Neru Lending LLC
I received a message on Indeed about an Executive Recruiter position. Does anyone have any insights or experiences with this company?
Reaching Out to Candidates on LinkedIn
Hi everyone,
I’m new to a role where LinkedIn is our primary tool for sourcing leads and contacting potential candidates. My goal is to schedule two calls each day with the Manager.
From my experience, I’ve noticed that it can take a considerable amount of time for candidates to respond to LinkedIn messages—whether they’re InMails or connection requests. I’ve even had instances where candidates reply a month after our initial outreach.
I’d appreciate any advice, techniques, strategies, or tools (like web extensions or apps) that could help improve response times.
Thank you!
Stick or Twist?
I’ve been in my current IT role for nearly three years, starting at £48k as a one-person team. Since then, the company has grown to nearly three times its original size, and I’ve implemented a lot of essential infrastructure that I manage. My salary is now around £58k, and I recently brought on a new team member to handle some daily tasks, which I’m also responsible for line managing.
Lately, I’ve been considering asking for a promotion and a salary increase to £70k. However, I’m worried that my request might not be approved, which could make it obvious that I’m not satisfied with my current position and lead the company to prepare for my departure. The job market doesn’t look very promising right now, and I’m not keen on going down the contracting route. I’m starting to lose my motivation and passion, and I believe this change could really help reignite it.
Has anyone ever used the tactic of claiming they have another job offer to negotiate for what they want?
