Don’t you think it’s high time that the hiring approach changes?

Revolutionizing the Hiring Process: A Call for Change

The current landscape of recruitment is ripe for transformation. It’s becoming increasingly apparent that the traditional hiring methods are not yielding the best results for employers or job seekers.

Consider the countless individuals tirelessly submitting applications for a variety of roles. Despite their enthusiasm and readiness to contribute, recruiters often seem to gravitate towards passive candidates—those who are content in their current positions and not actively seeking new opportunities. This begs the question: why overlook the wealth of talent that is readily available?

Many qualified candidates are eager to respond and can be onboarded without delay, yet they are frequently overlooked in favor of those who are already settled in their jobs. This approach not only complicates the hiring process but also leads to frustrations on both sides. When recruiters chase after candidates who are not genuinely interested, it can result in a cycle of ghosting and disengagement—an outcome no one desires.

There is a pressing need for a shift in hiring strategies that better aligns with the realities of today’s job market. By focusing on candidates who are actively seeking new opportunities, recruiters can simplify their processes and find the right fit faster. It’s time to rethink the recruitment paradigm and prioritize those who are ready and eager to contribute from day one.

Change is overdue, and it’s time for companies to adapt their hiring approaches to reflect this new reality. The benefits for both recruiters and candidates could be significant, simplifying the process and fostering a more productive job market. Let’s push for a hiring revolution!

New job has a 20% dropout rate in training period. Is this high?

Assessing Training Dropout Rates: Is 20% Too High?

Starting a new job can often be a challenging journey, especially when it involves extensive training. Recently, I began a technical service role at a financial institution that has introduced some surprising statistics regarding its training program. Within the first three weeks, nearly 20% of my cohort has already dropped out. This figure has left me wondering: Is this dropout rate considered excessive?

The training process has been primarily self-directed, utilizing an online platform. Each day, we are expected to digest around 20,000 words of material, which includes comprehensive reading, quizzes, and various knowledge assessments. This rigorous pace can be daunting and, quite frankly, overwhelming.

As I reflect on the challenges my peers and I have faced, I can’t help but question whether a 20% dropout rate is within the realm of common experience for training programs, particularly in technical fields. Is the expectation of such an extensive amount of reading reasonable, or are there better approaches to onboarding new employees?

In the world of financial services, high standards and expectations are undoubtedly essential, but it is also vital to foster an environment where new team members feel supported and equipped to succeed.

If you have insight into similar experiences or know what constitutes a typical dropout rate in training programs, I would greatly appreciate your thoughts. Is 20% an indication of underlying issues within the training structure, or is it simply a reflection of the challenges associated with entering a complex new role?

I thought this was reddit, not LinkedIn.

The Future of Our Subreddit: A Call for Community Engagement

As a long-time member of this subreddit, I can’t help but feel that we’ve strayed from our original purpose. While I’m genuinely pleased to witness a resurgence in activity around here—especially after a period when the discussions were largely overshadowed by irrelevant posts and spam—there are some concerning trends that need to be addressed.

Recently, I’ve observed an alarming rise in self-promotional content. It seems that more users are using this platform to pitch questionable business ideas and products—something we traditionally frown upon. What’s more disheartening is the prevalence of dubious recruitment advice surfacing in discussions. Some suggestions not only raise red flags but may even teeter into potentially illegal territory, complicating the integrity of our community further.

Is this subreddit on the brink of another downturn? I can’t help but wonder about the status of our moderation team. Are there enough active moderators maintaining the standards we once upheld? I acknowledge the efforts of u/chazman69, but it’s clear that a collaborative approach is essential to sustain our community’s health.

This post serves as more than just a personal musing; it’s an invitation for dialogue about our subreddit’s direction. With nearly 10,000 members, I believe there are many who share similar thoughts and would be willing to contribute to maintaining the space we cherish.

I propose that we revitalize the content we share, moving away from repetitive sales pitches and instead embracing the lighthearted and engaging content that originally drew us in—think of the ridiculous yet entertaining posts reminiscent of Ed Hunter, rather than the latest overly polished pitch from someone like Oleg Vishnepolsky.

What do you all think? Your thoughts and participation matter, so let’s work together to shape the future of our subreddit!

Pivoting out of recruitment

Navigating Career Transitions: A Journey Beyond Recruitment

After a decade immersed in the world of IT recruiting—four of which I dedicated to running my own agency—I find myself contemplating a significant career transition. Once a field I passionately embraced, the pandemic has reshaped the landscape of recruitment in ways that no longer align with my aspirations.

The most rewarding aspect of my work has always been building personal and professional relationships. I cherished the moments spent with clients, enjoying face-to-face interactions that foster genuine connections. However, the shift to remote work has dramatically reduced these opportunities for networking, leaving me feeling disconnected. Video calls and phone meetings lack the warmth of in-person conversations, making my job feel less fulfilling.

Moreover, I have grown increasingly frustrated with the evolution of LinkedIn. Once a dedicated professional networking platform, it has transformed into a space dominated by influencers and content creators. As someone who doesn’t engage with social media in my personal life, sifting through irrelevant posts on LinkedIn has become an overwhelming task, particularly when I rely on it for recruitment purposes.

The IT industry has not rebounded as anticipated, and with the rise of AI automation, its future seems uncertain. In an effort to bridge the gap, I attempted to apply for contract recruiting positions. To my surprise, these opportunities attracted thousands of applicants within mere hours, and for the first time, I found myself unable to secure even a preliminary interview.

Recognizing that stagnation is not an option, I have decided to pursue an MBA and explore new career paths. While I have some ideas regarding potential futures, the thought of discarding ten years of experience feels daunting. I am eager to learn from those who have successfully transitioned out of recruitment.

If you have taken this leap into a different sector, I would greatly appreciate your insights: What new paths did you explore? How did your recruitment skills translate to your new roles? Do you have any regrets, or do you celebrate your decision to move on?

As I gather various career options that could leverage my existing skills, I am hopeful to find a direction that not only excites me but also thrives in today’s ever-evolving job market. Thank you in advance for your thoughts and guidance on this journey!

First 2 months on own recruiting

Title: Reflecting on the First Two Months of My Recruiting Venture

As a professional with two decades of experience in the luxury resort industry, I recently embarked on an exciting new journey by launching my own recruiting firm. This decision came during my leave of absence for maternity leave, a time when I contemplated how I could meld my career aspirations with my new role as a parent.

In just 60 days, I’ve achieved a remarkable milestone by billing an impressive $715,000 in salaries. While I consider this a promising start, I find myself at a crossroads without any benchmarks to compare it against. The anticipation of receiving those initial checks has me hopeful, yet I recognize that to sustain this venture long-term, I’ll need to significantly increase my billing for the year.

To facilitate this growth, I am contemplating the idea of hiring an independent contractor specifically to focus on Human Resources recruiting. My vision is that this addition could help diversify my client base across various industries, allowing for greater opportunities. However, I can’t help but wonder if I might be moving too quickly by expanding my team at this early stage.

I would genuinely appreciate any feedback on my current performance and strategy, including insights on the potential advantages and pitfalls of my approach. Your perspectives would be invaluable as I navigate this new chapter in my professional life. Thank you!

Stop using ChatGPT for copy you hacks…

Rethinking AI-Generated Content: Why Authenticity Matters

In today’s digital landscape, the rise of AI tools like ChatGPT has transformed how we create content. However, it’s essential to approach these innovations with caution. Relying solely on AI for your LinkedIn posts or job descriptions can diminish the authenticity and personal touch that resonates with audiences.

Let’s face it: AI-generated text can often read as impersonal and formulaic. Readers are becoming increasingly adept at distinguishing between genuinely human contributions and content produced by algorithms. When you prioritize efficiency over authenticity, you risk diluting your message, missing opportunities to engage your audience meaningfully.

To truly connect with your readers or potential job candidates, consider balancing AI assistance with your unique voice. Use technology as a tool to enhance or brainstorm ideas, but make sure your personal insights and experiences shine through. This approach not only enhances the quality of your content but also fosters a more genuine connection with your audience.

In a world brimming with automated responses, let your unique perspective and creativity stand out. Authenticity is key!

Worst company I have ever worked for, I’d love to know yours?

My Experience at a Company That Took the Cake for the Worst

Recently, I had the unfortunate experience of working for a company that I can confidently say was the worst I’ve ever encountered. I’m curious to hear your stories about similar workplaces!

I joined the team, eager and motivated, and within a month, I managed to generate over $10,000 for the company. However, instead of celebrating my success, I found myself let go. How does that happen, you ask? Well, it turns out I stepped into a KPI minefield.

The sales structure was perplexing — the Market Development team inundated us with unqualified leads, and our daily objective was simply to chase those leads in the afternoon. Every minute of the day seemed to be meticulously scheduled, with a director (who also happened to be the owner’s wife) reminding us in a condescending tone, “Are we doing LinkedIn time now?” It felt more like a school for toddlers than a professional environment.

Then there was the owner, who would ask, “Do you have your chasing list ready?” His polite demeanor was laced with an unspoken threat that added unnecessary stress. When I pointed out that my $13,000 in sales within my first month should merit more recognition than mere numbers, it fell on deaf ears.

The workplace culture? Let’s just say ‘lackluster’ doesn’t do it justice. I encountered openly irresponsible colleagues, an environment steeped in a disturbing ‘lads’ culture, and a team lead whose behavior resembled a rather notorious character from a British sitcom. While I believe in maintaining privacy, I couldn’t hold back from expressing my frustration.

Have any of you found yourselves inadvertently immersed in a family-run operation that felt more like a cult than a corporate setting? I’d love to hear your tales!

27 yrs today

Celebrating 27 Years of Transformation and Tenacity in My Career

Today marks a significant milestone in my professional journey—27 years since I first embarked on my path in this dynamic industry. Reflecting on this time, I am struck by how much has evolved while still recognizing certain constants that have endured.

It’s fascinating to consider the innovations and changes that have transformed our field over the decades. Technologies, methods, and consumer behaviors have shifted dramatically, yet the core principles of hard work, connection, and dedication remain steadfast.

As I celebrate this anniversary, I find myself contemplating the future. At 55 years old, the thought of persisting for another 27 years to reach 82 seemed unimaginable in my earlier days. But life is full of surprises, and here’s to embracing whatever the future holds—whether it’s continuing to thrive in this industry or exploring new ventures.

Here’s to the journey so far and the exciting possibilities that lie ahead!

You weren’t rejected because you were unqualified, you were rejected because someone else was BETTER qualified.

Understanding Job Rejections: It’s Not Personal, It’s Competitive

Navigating the job market can be a daunting experience. If you’ve ever received a rejection letter, it’s easy to feel disheartened and question your qualifications. However, it’s important to understand that rejection often stems from competition, not a lack of capability.

In various online discussions, particularly in forums dedicated to job searching experiences, I frequently observe individuals venting frustration towards HR professionals and recruiters following unsuccessful applications. The sentiment tends to be that their qualifications went unrecognized. But here’s a truth that many overlook: the reason for rejection is typically that another candidate was simply more qualified.

In my own hiring practices, I sift through hundreds of applications for each position, many from candidates who are exceptionally skilled and experienced. With so many qualified individuals vying for the same role, the decision-making process often hinges on minor differences in experience, skills, or cultural fit. It isn’t that the rejected candidates were unqualified; rather, they were competing against a stronger applicant pool.

There also seems to be a misconception that recruiters and HR representatives make sole decisions on who gets hired. In reality, we serve as conduits conveying the decisions made by the hiring team. While I may conduct initial interviews, the input I provide is merely part of a larger decision-making framework. Managers and teams ultimately decide who advances in the hiring process based on a holistic view of the candidates’ strengths.

As someone who advocates for the often-misunderstood role of recruiters, it can be disheartening to see them targeted when individuals express dissatisfaction following a rejection. My intention is to encourage a more constructive dialogue regarding the hiring process—one that recognizes the complexity involved and the rigorous competition that exists.

I’m sharing these insights not only to shed light on the recruitment process but also to vent a little frustration. It would be interesting to hear if others have experienced similar challenges or misconceptions in the job search landscape. After all, understanding the nuances of hiring can empower all of us as job seekers.

Life after recruitment? (UK)

Navigating Career Transitions: Life Beyond Recruitment

Transitioning from one career path to another can be a daunting task, especially when you’ve invested considerable time and effort into your current field. For many, including those who entered recruitment following the challenges posed by the COVID-19 pandemic, this crossroads represents both an opportunity and a dilemma.

Having started my journey in recruitment after leaving a non-fulfilling call-center role, I’ve spent nearly two years accumulating valuable experience in this high-pressure environment. While I appreciate the skills and insights I’ve gained, I’ve found that the intensity of the recruitment field often spills over into my personal life.

As I contemplate my next steps, I’ve noticed a common trend: most job prospects that align with my background are in recruitment itself. This has led me to question whether a career shift is feasible and, if so, what alternative roles might suit someone with my experience.

If you’re navigating a similar period of reflection or are simply curious about potential career pivots, I invite your thoughts and suggestions. What roles can someone with a recruitment background consider? Your insights could illuminate new pathways for those of us seeking a change.