Can my manager or company view the search strings I use on LinkedIn Recruiter?
I notice that my main page shows a history of the search strings I’ve used along with the timestamps. Are these search strings only accessible to me, or can my employer see them as well? I’m assuming this is related to the corporate license. Thanks for your help!
Subject: Seeking a Recruitment Mentor
Hello everyone,
I’ve been working in recruitment for the past year, specifically in the education sector, and I’m eager to connect with a mentor who can help me elevate my skills and become a top-billing consultant. I believe I have the potential, but I could greatly benefit from the insights and guidance of someone with experience.
If you’re open to mentoring me or know anyone who would be, please feel free to comment or send me a direct message. I would be extremely grateful!
I am also willing to discuss compensation for your time.
Thank you!
Request for Feedback from Recruiters on Our New AI Recruitment Platform
Hello everyone!
My team and I are in the process of creating an innovative conversational AI recruitment platform. We understand that transitioning to a new tool can be challenging, and our platform is still in development. We’re looking for our first users and would greatly value your insights.
What incentives would motivate you to give our platform a try? Additionally, what key factors do you consider when selecting a recruitment tool or ATS system?
Your feedback would be immensely helpful. Thank you!
Advice for Requesting a Raise or Promotion
I’ve been with a large national healthcare staffing agency for a year and feel it’s time to request a performance review.
My performance stands out among my peers—I’m currently ranked #1 in the office for submittals, offers made, and accepted offers for 2024. So far, I’ve submitted 250 unique candidates this year, which is three times the office and regional average, and 105 more than the next highest recruiter. In terms of offers made, I’m at 85, which is four times the office average and twice the regional average. My billing has reached almost $400K, with an average commission of 3.5%.
Regionally, I’m ranked #3 out of 100 recruiters in submittals and #16 in offers, with notable spikes like certain weeks seeing up to $16K in billing.
Despite this strong performance, I’m feeling underwhelmed with my compensation. I currently earn a base salary of $55K and have a decent, but not impressive, commission structure. Even with my exceptional performance metrics—often hitting 2-4 times the office averages—I’m not on track to meet my goals this year or receive any bonuses.
To prepare for this conversation, I’ve created a PowerPoint to present my achievements to my boss and discuss potential raises, bonuses, or even a promotion (ideally all three!). I’m considering aiming for either a senior recruiter role or a significant salary increase.
Do you think this approach is too aggressive? What would be a realistic request for a raise or promotion in my situation? Since my experience in recruiting is limited, I’m unsure how much leverage I actually hold. How does my performance compare in the broader context? If my request for increased compensation isn’t feasible, should I consider other job opportunities? I enjoy my current office and colleagues but would like to explore where I could find better pay. I do have around eight months of experience as an account manager/recruiter prior to this role.
Summary:
I’ve spent a year in staffing with strong performance metrics but low pay, and I’m seeking guidance on how to effectively ask for a raise. Any advice would be appreciated!
Bringing Clients Along
I’m seeking advice on how to start a conversation with my clients about potentially joining me at a new agency. This transition will involve new business terms, including possibly higher rates than what they’re currently contracted at.
After I officially resign, I’ll need to transition my clients to another team member at my current agency. However, I’d prefer to bring them with me. Since I haven’t navigated this kind of situation before, I would greatly appreciate guidance from those with more experience on how to best initiate this discussion and manage the handover process. Thank you!
Launching a New Recruiting Firm in the US as a Non-Resident
Hello, fellow recruiters! I’m in the exciting phase of starting a new firm after selling my previous business, which focused on recruiting traders on an international scale. Moving forward, I plan to concentrate exclusively on the US market while operating from the UK.
With my last venture, registering in Delaware was straightforward for non-residents. I’ve also heard good things about Wyoming as an alternative.
My question is: what are the key differences between registering a business in Wyoming versus Delaware? Any insights you can share would be greatly appreciated!
Franchise Opportunity in Recruitment
What are your thoughts on a candidate recruiting tool I’m envisioning? I’d love your feedback (be gentle, please!):
1) Application Tracker: This would be a platform for serious job seekers targeting specific roles or industries. Similar to an ATS, candidates can input the jobs they’re applying for, track their application status, and leave feedback about their experiences for others who may be interested in the company. This wouldn’t be a tool for mass applications, but rather focused and intentional job hunting.
2) Profile Building and Job Scraping: Users can create profiles that automatically gather job listings from across the web that align with their skills and aspirations. They’ll have the option to collaborate with real recruiters for tailored support throughout their application process and effective networking strategies.
3) AI-Powered Features: The tool will include AI capabilities for crafting resumes and cover letters. Additionally, I’m considering integrating an email drafting feature to assist with follow-ups and outreach.
Do you think this offers value to candidates? What do you like about it, and what changes or additions would you suggest?
Thanks in advance for your input!
How to Make the Transition to Business Development?
Hello everyone,
I’ve spent a significant amount of time in recruitment as a skilled resourcer and a solid account manager.
My primary hurdle right now is business development. I’m not hesitant about making calls and facing rejection, but I find myself holding back due to a desire to optimize and work efficiently. I feel unprepared when it comes to pitching or engaging in BD, and I definitely don’t want to miss any opportunities. Years in recruitment have shown me that it’s often a numbers game, but I’d love to hear any tips, techniques, or guidelines you all might have on successfully transitioning into this area.
Additionally, I’d appreciate insights on how to get onto preferred supplier lists (PSLs).
Thank you for any advice you can share, even if it’s tough love!
Hosting an Event as a Recruiter
Hey Recruiters,
I’ve noticed a rising trend among new agencies that are organizing events tailored to their specific communities. For instance, if I’m focused on the tech industry, I might host a meet-and-greet with local product and engineering leaders, or even HR professionals.
These events offer great marketing opportunities for the organizing agencies and foster relationship-building for the attendees. I have a few potential invitees in mind, but I’m curious—what activities should we plan? What’s the agenda? How can we ensure it’s a valuable use of everyone’s time?
In short, I’m three years into my career and eager to learn from others who have successfully hosted talent events. What can you share about your experiences?
