Back into recruitment after 10 years – Most difficult questions to expect

Returning to recruitment after a decade – Key questions to anticipate
As I prepare for interviews in the next few days, I reflect on my past experience of securing every job I’ve interviewed for. However, after such a long break, this process feels a bit unusual.

For those hiring new recruiters, what are some straightforward questions I should be ready for? Additionally, what unexpected or unconventional questions might come my way?

Downsides to working with an executive recruiter?

Are there any drawbacks to partnering with an executive recruiter?

I recently embarked on my job search for Sr. Director or VP positions in the biotech sector. Today, I spoke with a recruiter who offered to create a brief profile for me and share it with his network in the industry. It seems like a great opportunity, but I’m curious if there are any potential downsides to consider.

IT Agency Recruiters

IT Agency Recruiters

I’m transitioning into IT Recruitment and I recognize that specializing will likely be necessary.

I have a few questions:

1. What areas in IT should I focus on over the next 10-20 years?

2. Are there any specific fields in IT that I should steer clear of for any particular reasons?

3. Is there a specific IT field that is generally considered better to work in than others?

4. I’m looking for long-term specialization. Does contract work foster long-term relationships as effectively as permanent roles do?

Remote recruitment opportunity

Remote Recruitment Opportunity

Hi everyone! I’m on the lookout for remote recruitment opportunities but haven’t been able to find any on LinkedIn. If anyone has leads or is currently hiring, I would greatly appreciate your help! I have 2 years of experience in technical recruitment. Thank you!

Are all recruitment agencies the same?

Are All Recruitment Agencies the Same?

I previously worked in Talent Acquisition for a company, which was a rewarding experience overall, despite some personal and cultural challenges over the years. Recently, I transitioned to a consulting firm as a headhunter to explore the agency side of recruitment. Unfortunately, it turned out to be a disappointing experience.

At this agency, the focus was heavily on numbers rather than on people. We were expected to complete 30 phone screenings each week, even when there were no live positions available. Additionally, we had to send LinkedIn messages to secure at least one candidate daily for showcase—even without an active role to present them for! This often meant misleading candidates by suggesting that we would eventually connect them with clients willing to hire.

Another frustrating aspect was being instructed to work on roles that weren’t officially live yet, merely in negotiation stages. This meant we would actively seek out candidates, but often, the client wouldn’t follow through, resulting in a lot of wasted effort.

The agency’s practice of onboarding new clients without a retainer was problematic too. We would present candidates with the understanding that payment would be made after a hire, but this frequently led to clients pursuing candidates independently instead of finalizing the deal through us.

I often felt uneasy going into work, knowing I had to make calls under false pretenses. Missing my weekly quota meant a “productivity call session” with management, which was a stressor I couldn’t afford to ignore.

I eventually left that job and returned to internal recruitment, which has been significantly more manageable. Now I’m curious: Do all recruitment agencies operate this way? Was I just unlucky? I want to avoid a similar situation in the future, especially since every role and company can seem fantastic during interviews.

Thanks for your insights!

EDIT: I almost forgot to mention the compensation. I’m based in Brazil, and while my role involved Canadian clients, the pay was dismal. The commission structure was painfully low—just 0.028% of the deal for me, compared to what I later learned was a more beneficial arrangement for my Canadian colleague, who mentioned her commission was enough to purchase an Apple Watch. Mine barely covered a nice pizza! Is this typical in North America?

Anyone in advertising? Need advice on portfolio?

Is there anyone in the advertising field who can offer some guidance? I’m currently applying for graduate internship programs and would love some advice on how to enhance my portfolio to improve my chances of success. Thank you!

New to recruiting

Exploring a Career in Recruiting
After eight years in an emergency room, I’ve developed a strong knack for reading people and quickly assessing situations. My background in clinical operations, coupled with excellent interpersonal skills, has provided me with a comprehensive understanding of how healthcare teams operate. I hold a Bachelor’s degree in Science and Kinesiology and am a certified EMT.

Given my extensive hands-on clinical experience and insight into healthcare dynamics, I’m curious about the possibility of transitioning into a recruiting role, despite lacking direct recruiting experience.

As I specialize in emergency medicine, I’m eager to learn how to navigate this transition. What steps should I take to pursue healthcare recruiting positions? I’m particularly interested in recruiting physicians, especially ER doctors and registered nurses.

Thank you for any guidance you can provide!

Addressing Cover Letter Directly(Use Name) or to General “Hiring Manager”?

Should I Address My Cover Letter to a Specific Person or Use “Hiring Manager”?

I’m applying for a hospitality position and want to make a strong impression.

While reviewing the online application, I noticed a list of senior managers at the company. Initially, I planned to use the generic greeting “Dear Hiring Manager,” but I’m considering addressing it directly to one of the senior managers listed.

I’m concerned, however, that the person I choose may not actually review my application.

What’s your advice on this? Do you have a preference for addressing cover letters directly to a specific individual or using a general title?

How much does a company How much does a Manpower for Business subscription cost?

What is the cost of a Manpower for Business subscription? I imagine that the price may vary based on factors such as the number of employees and other company-specific criteria.

Recruiter analytics

Recruiter Analytics Help Needed

Hello everyone! I’m eager to dive into analyzing my own recruitment metrics and would appreciate your insights on how to do it effectively.

I collaborate with two other recruiters, and I’ve been maintaining a spreadsheet that includes candidate names, positions, clients, and their current statuses (Talent Pool, Rejected, In Process, Hired). I update this every month, but I’m unsure how to evaluate my performance and convert this data into meaningful metrics and percentages, such as conversion rates and screening quality.

If anyone has mathematical recommendations or methods for analyzing recruitment performance, I’d love to hear your thoughts. Thank you!