Title: Effective Strategies for Cost-Effective Job Advertising
Content: I am interested in learning about cost-effective methods for posting job openings. Can anyone recommend successful platforms or approaches that offer free or low-cost options? I am employed by a nonprofit organization with limited financial resources, so any advice would be greatly appreciated.
Title: Challenges Obtaining Professional Indemnity Insurance for International Clients
Content: Greetings, I have recently established a recruitment business focused on job placements primarily within the UK and US. Unfortunately, I am encountering difficulties in securing professional indemnity insurance as insurance companies are hesitant to provide coverage when clients are located outside the UK.
The main concern is the potential for legal disputes to occur in the client’s country, leading to complications in legal proceedings. This issue is particularly significant when dealing with US clients who may prefer to litigate in their local court system.
I am seeking advice and guidance on navigating this challenge as it pertains to the terms of business agreements typically exchanged with clients. Since I am in the early stages of the business and have not yet engaged with clients, I am keen to understand the legal implications, especially regarding court jurisdiction clauses within these documents. Your insights and recommendations would be greatly appreciated.
Title: Revolutionary AI Technology Transforming the Recruitment Process
Content: Prolegion is a cutting-edge platform that revolutionizes the recruitment process by connecting skilled professionals with organizations seeking their expertise.
Through Prolegion, professionals have the flexibility to select projects and work on an hourly basis, ensuring fair compensation for their time. Our platform simplifies the entire process, from initial onboarding to timesheets and invoicing, allowing candidates to focus on their work.
Our platform boasts a diverse community of experts in various fields such as SAP, AWS, Azure, Salesforce, and more. At Prolegion, we prioritize flexibility, transparency, and efficiency in every interaction, empowering consultants to work on their own terms and advance their careers.
Visit our website at https://www.prolegion.com/ to learn more about how Prolegion is transforming the recruitment landscape with AI technology.
Title: Seeking Recommendations for ATS/CRM Systems in the UK
Content: Greetings,
I am eager to gather insights on the ATS/CRM systems utilized by fellow professionals. Our 10-person agency is currently considering Loxo, but we are open to hearing about any other recommendations you may have, along with their respective advantages and disadvantages.
Thank you in advance.
Title: Inquiring about Preferred International Calling Systems for Business Use
Content: Greetings, I am based in the UK and recently established my own recruitment firm. I am seeking recommendations on which voice communication system professionals use for international calls. The majority of my business is conducted in the UK, Singapore, New York, and Hong Kong. I am interested in the most cost-effective yet reliable option available. Thank you.
Title: Invitation to Provide Input on Graduate BDR Assessment Day
Content: Greetings everyone, I am an internal recruiter based in the UK reaching out for guidance. I will be participating in an upcoming assessment day, organized by one of our partnering recruitment agencies.
The assessment day is specifically tailored for recent graduates aspiring to launch their careers in the corporate sector. I am eager to gain insight into the qualities and attributes that are typically sought after in candidates during such assessment events. What criteria do you believe should form the basis of evaluation?
Having participated in my first assessment day recently, I am seeking to enhance my preparedness for the forthcoming event. Any input or advice would be greatly appreciated. Thank you.
Title: Seeking Advice for LinkedIn Recruiter Practical Task
Content: I have a background in Recruitment and am transitioning into Sourcing and Talent Acquisition. I have upcoming interviews where I will be tested on sourcing using LinkedIn Recruiter. The task involves creating a talent pool for a unspecified role. I am seeking advice on any advanced features or tips that may enhance my performance during this practical task. Any insights from experienced individuals would be greatly appreciated. Thank you.
As professionals in the recruitment industry, we often encounter candidates who leave us scratching our heads in disbelief. Today, I’m excited to share an experience that embodies the perplexing nature of some job seekers—a situation that seems worthy of a discussion!
Let me set the stage: I work with an agency specializing in a niche field where demand is consistently high. It’s the kind of industry where possessing the correct credentials is the key to securing a job, regardless of the economic climate. Enter one particular candidate who, for over a year, has applied to every position we offer, despite being out of work since March 2023.
This candidate’s resume is genuinely impressive, and given his level of expertise, his salary expectations align with what one might anticipate. His interview skills are noteworthy as well, so it’s all the more baffling that he has faced rejection from every client who interviews him. While none of us could decipher the reasons behind his failures, a sense of pity began to grow – after all, we had invested significant time trying to assist him.
Recently, however, a new opportunity arose that offered a “send to start” arrangement—a chance to bypass the interview process for a role that met his desired salary range. The candidate eagerly accepted the position and set a start date, but then—he vanished. He failed to complete any onboarding tasks, and despite our team’s efforts to reach him through calls and texts over several days, he was nowhere to be found.
In a twist of irony, a few weeks later, he resurfaced by accessing an old calendar link I had shared during our initial conversations. He scheduled a call on my calendar, which I promptly declined, as it was not an appropriate time for me to connect with him.
To my surprise, he took it upon himself to call me twice after hours on a Friday, followed by an email inquiring about why I hadn’t reached out to him.
As I contemplated how to respond, I found myself torn between laughter and frustration. I drafted a message expressing my feelings about this situation but stopped short, recognizing that it might come across as overly harsh. Instead, I decided to vent here, where I can share my thoughts with fellow recruiters who might relate to this conundrum.
To summarize: After a year of providing support to a candidate who couldn’t secure a job, he ghosted us upon finally receiving an opportunity. Weeks later, he attempted
Title: Effective Low-Cost Strategies for Job Advertisement
Content: I am interested in learning about cost-effective methods for posting job listings. If anyone has had success in this area, I would greatly appreciate any recommendations. I am employed with a charitable organization and our resources are limited, so any advice would be greatly beneficial.
Title: Difficulty Obtaining Professional Indemnity Insurance
Content: I am currently facing challenges in obtaining professional indemnity insurance for my recruitment business that operates in the UK and US. Insurance companies have expressed concerns about covering me due to potential legal issues that may arise from working with clients outside of the UK.
The primary issue is that companies may choose to take legal action in their own country, which complicates the insurance coverage and poses a risk for insurers. As a result, it has been difficult to secure insurance coverage for my business activities outside of the UK.
I am seeking advice and guidance on how to navigate this situation and handle terms of business with clients, especially in regards to court clauses. Any insights or recommendations are greatly appreciated.
