Recruiting Company Inquiry
I’m searching for the most effective method for clients to request our recruiting services. Currently, I utilize a Google Form, but I’m interested in exploring software solutions that can streamline this process. Any recommendations or insights would be greatly appreciated.
Thank you!
If you had the chance to travel back in time…
Many individuals often find themselves in recruitment somewhat by chance. Once they get the hang of it, they tend to earn a substantial income relatively quickly, often surpassing their peers. As a result, even if recruitment isn’t their passion, the financial rewards can make it difficult to walk away.
So, my question is: if you could revisit your younger self, would you recommend against pursuing a career in recruitment? If your answer is yes, why? What alternative path would you suggest instead?
How detrimental is it to withdraw and resubmit an application?
I mistakenly submitted an outdated resume that lacks some important keywords the employer is likely looking for. If I decide to withdraw and resubmit my application, will that raise any red flags? My previous application included two soft skills that I didn’t mention this time, and I’ve heard that the company uses AI to filter out resumes that don’t match the required skills—skills I do have on my updated resume. Is this a risk worth taking?
American Relocation
Has anyone in the UK pursued a recruitment position in the United States? If so, could you share your experience?
Attention Recruiters: Your Feedback Needed!
I hope it’s alright to reach out here.
I’m seeking your guidance on how to carve out a niche for myself in the remote freelance writing market, especially in this era of AI advancements like GPT.
I bring over ten years of experience as a trained journalist and marketing writer, with expertise in various fields such as SaaS, FinTech (particularly bank digitization), PropTech, remittances, AgriTech, business and medical devices, as well as robotics and large language models. Recently, I’ve focused on deepening my understanding of GenAI marketing.
My client portfolio spans three countries and includes well-known organizations like Google, Uber, AWS, several UAE and Asian think tanks, as well as the Bill and Melinda Gates Foundation. I’ve contributed columns to numerous trade journals, and while I have less experience with popular magazines, I hold a Master’s in Philosophy and a PhD in Research Psychology/Behavioral Neuroscience. Additionally, I possess certifications in SEO/SEM, multimedia marketing, copywriting, and cybersecurity, along with training in sales.
One of my notable contributions is the creation of the “Deep Web Method,” an innovative evidence-based program aimed at helping clients uncover hidden leads.
My strengths lie in creative writing, although I am versatile across all genres.
With your expertise, I’d love to know:
– How can I effectively differentiate myself in this AI-driven landscape?
– Which industries might find my skills valuable?
– What qualifications should I emphasize or downplay on my resume?
Thank you in advance for your insights!
Should I Disclose My Situation? (UK)
I started working as an Account Manager for a tech company in January 2024, and I initially loved it. However, things took a turn about six months in when my territory was eliminated in July 2024, just seven months after I joined.
Around that time, I was approached by a small startup and decided to explore the opportunity. From our initial conversations, it seemed like a fantastic fit! The mission was inspiring, the schedule was appealing, the pay was competitive, and the team was great. I was thrilled and made the switch.
However, I soon discovered that the OTE was unrealistic, the schedule they promised didn’t match my contract (I’m working significantly more), and the role isn’t as fulfilling as I expected… I realize now that I made a mistake!
I’m planning to leave this company, which means I’ll have seven months of experience from my previous job followed by two months at this one before I depart.
I’ve been interviewing with several new companies and am in the final stages with three of them. I haven’t mentioned my current full-time job yet, since I’ve only been there for two months.
Will they find out? Could I risk losing an offer if they do? What are the chances of facing consequences?
I’m feeling really anxious about this!
What do you believe are the essential skills for an IT recruiter?
As an IT recruiter, I’m constantly striving to enhance my approach and gain insight into what IT professionals truly seek in their interactions with recruiters. Based on your experiences, what skills or qualities do you think define an exceptional IT recruiter?
Do you prioritize technical expertise, effective communication, transparency, or perhaps something different? I’d really appreciate your input!
Is Fiverr a dependable option for lead generation? I’m operating a recruitment agency and am in search of quality client leads. Has anyone had positive experiences with Fiverr freelancers for this purpose? Are there any warning signs to be cautious of?
Subject: Time Spent on Redundant Manual Tasks in Recruitment
Hi everyone,
I hope you’re all doing well! As someone working in recruitment in the financial sector, I’m curious about how much time other recruiters spend on manual tasks that might be better suited for automation.
Personally, I often face a significant demand from hiring managers for help with data entry, interview scheduling, and relaying feedback, which consumes roughly two hours of my day.
Is this a common experience for others in the field? I’d love to hear your thoughts and any insights you can share. Thank you!
How can we renegotiate our contract with our Business Development contractor?
We have an outsourced Business Development contractor who has been with us for three years, following a decade of full-time employment with the previous owners. When the original contract was created, a lot of goodwill was assumed, resulting in the absence of targets, goals, KPIs, or any performance metrics—only a flat fee regardless of outcomes.
However, over time, we’ve noticed a significant decline in the contractor’s output. Their work has become inconsistent, and motivation appears to be lacking. This has financial repercussions for us, as we’re currently losing 40% on placements made by this contractor compared to about 15% when we first started.
We cannot continue in this manner and I’d like to explore renegotiating the contract. The line between contractor and employee has become quite blurred. For example, when the contractor’s laptop broke for two days, they continued to bill us for services rendered during that downtime.
Currently, the contractor earns a flat rate of $100K. Previously, they were responsible for bringing in around 100 job placements, but that figure has since dropped to 60. My proposal is to implement a base pay structure with performance incentives—specifically, a base salary that could rise to the total $100K if they achieve the original target of 100 job placements, with additional incentives for exceeding that goal.
I’d appreciate the insights from this community on this approach.
A couple of key points to consider:
– We do value this contractor for the medium term. If they’re not satisfied with the new terms, I’ll recommend they continue under the existing agreement for another six months while we search for a replacement.
– The original contract stipulates set hours with an hourly rate, which doesn’t effectively address productivity. Moving forward, a contract based on retained business without hour specifications would be more practical.
