Are there different rejection letters you send candidates who were close vs candidates who were not at all competitive?

Are the rejection letters you send to candidates who were close to being a fit different from those sent to candidates who didn’t stand a chance at all? Do you use a single form rejection for everyone, or do you have various responses?

I’ve just begun my job search and have noticed that many rejection letters include the phrase “your background is very impressive.” Is this standard for all applicants? I wish I could get better insight into my standing—was my application close to being considered, or was it an easy decision to pass?

For context, I hold a PhD and have solid experience, but I’m aiming for a lateral transition into a different industry. I’m struggling to understand how my somewhat unconventional background is perceived and would really appreciate some clarity.

The rejection letters imply that I was a strong candidate and encourage me to apply for other roles within the organization, but I can’t help but wonder if that’s just a generic response. It would be great if they could be more straightforward about my performance—like, a grading system would be fantastic. Was it a solid B or C, or did I land in the F range?

Is there a chance the tone of the rejection would be harsher if I truly didn’t have a chance at similar positions?

Recruitment agency owners, how did you land your first client when starting from scratch?

Attention recruitment agency owners! How did you secure your very first client when starting from the ground up? What niche are you focusing on?

Can you share the strategies and key selling points that helped you succeed?

How did you convince a client to choose your brand-new agency?

What objections did you encounter most frequently, and how did you address them?

Opportunities

Job Opportunities

Hello, everyone! I hope I’m posting in the right spot—I’m not too familiar with Reddit.

I’m exploring new job opportunities in the cybersecurity field and would appreciate some visibility. I’ve been working as a vulnerability analyst full-time for nearly five years now. I hold a Bachelor’s degree in Cybersecurity and Information Assurance, as well as certifications in SSCP, A+, Network+, Security+, and Pentest+.

Are there any recruiters here who would be open to connecting with me? Thank you!

Struggling with taking job offer. Need Advice.

Decision Dilemma: Job Offer Advice Needed

After eight months of job searching and applications, I finally received an offer! I’m transitioning from being a Team Lead at my current agency to a role as a Corporate Recruiter and Training Specialist internally.

To provide some context, I’ve been with my agency for 3.5 years, during which time I’ve experienced considerable success and earned the trust of our leadership. However, in the past year, our niche agency has undergone significant changes, resulting in a 50% reduction in headcount—from 100 to 50. We’ve lost some key figures, including our CEO, and the business strategy has shifted dramatically with new management. This has led to a nearly 33% decline in our monthly revenue. With most of my team gone, I’ve felt increasingly isolated, which is one of the driving forces behind my job search. On the brighter side, I’m currently earning a solid salary of $70k plus a 25% team bonus, which hasn’t been achieved in the last year, along with 24 days of PTO and a good hybrid work model.

Now, I’ve received an offer from a small tech company to be the founding member of their internal recruitment department and to establish the recruitment process and training for the organization. This role comes with a salary of $75k and a guaranteed bonus of $10k, but only 10 days of PTO (which is non-negotiable) and an 80% in-office requirement.

I have a strong inclination to accept the offer, given that the new company is high-performing and has great people. However, I’m concerned about work-life balance and the limited vacation time.

I’m trying to remind myself of the reasons I sought a change in the first place and why moving away from the agency could be beneficial. Yet, I find myself hesitating due to the fear of change.

I would really appreciate any insights or advice on how to navigate this decision!

Thank you!

Advice needed on how to respond

Seeking Guidance on How to Explain My Departure

Hello, I hope this question fits here. I recently resigned from my dream job after six months due to an overwhelming workload, often putting in 10-11 hours a day and sometimes working weekends. The company was contracted for a project that wraps up in December, and I decided to leave before its completion. Now I’m applying for similar positions with permanent contracts and I’m unsure how to explain my departure when asked about leaving the project early. Any advice on how to navigate this conversation would be greatly appreciated!

F1 Nurse

F1 Nurse Inquiry

Hi everyone,

I’m reaching out to see if anyone has information about hospitals or agencies that sponsor nurses on an F1 visa in Connecticut or nearby areas in New York. I’ve reached out to several places but haven’t received any positive responses.

Any advice or personal experiences you could share would be greatly appreciated! Thank you!

Sourcing and Pre-screening

Sourcing and Pre-Screening Insights

Hello, internal and agency recruiters!

1. How frequently do you initiate a position and conduct a passive search compared to an active search?

2. Is it typical for you to receive hundreds of applications for certain roles?

3. If that’s the case, what strategies do you employ to manage the influx? Do you utilize any software for pre-screening, such as Boolean matching?

4. When reviewing CVs, do you examine all of them, or do you primarily select candidates based on Boolean criteria?

5. Are all applicants given a response, or do some go unanswered?

Looking forward to your thoughts!

Reference check

Reference Check

Hi, I’m an IMG starting my first NHS job, and one of my referees agreed to provide a reference for a month before I was officially employed. During the reference check, she stated that I was employed from May to July, but for the reference period, she indicated April to July. Could this discrepancy cause any issues?

Which HR, recruitment, or tech newsletters or communities should I start following?

What are some HR, recruitment, or tech newsletters or communities I should consider following? I’m keen to stay informed about the latest tools and trends in recruitment automation.

looking for employee referral platform or tool recommendation!

I’m seeking recommendations for employee referral platforms or tools that you or your previous employers have utilized.

Could you share your thoughts on the following?
– What features did you appreciate?
– What aspects did you find lacking?
– Is there anything you wish it included?

Currently, our process allows job seekers to list their referring employee when submitting an application, as this may qualify them for a referral bonus. However, our new VP of HR is interested in gathering metrics (such as referral counts within specific timeframes, time to fill positions, etc.) and developing a more comprehensive employee engagement strategy, with employee referrals being a key component.

Thank you in advance for your suggestions!