Resume gap vs overlapping jobs?

Resume Gaps vs. Overlapping Employment: Which is More Concerning to Recruiters?

As I navigate my job search, I’m curious about how recruiters view resume gaps compared to overlapping jobs. In my case, I held two software positions simultaneously, with both employers aware of my arrangement. Unfortunately, I lost my primary job in August 2023, while I continue to work in a secondary consulting role that I’ve held for nearly a year.

Currently, I haven’t listed my secondary job on my resume, which has created a gap since losing my primary position. I’m unsure whether I should include my ongoing consulting role to fill this gap, or if I should leave it off, despite the potential for my resume to appear less favorable. What’s the best approach here?

First it was layoffs and now it’s going to be appraisals

Initially, we faced unexpected layoffs, leaving many of us uncertain about our future. Now, just when we thought things couldn’t get tougher, it’s appraisal season.

It’s disheartening to see companies using mass layoffs as a reason to further restrict spending. They seem to expect us to handle higher workloads and mounting pressures while skimping on appraisals. It feels like they believe they can treat us however they want.

Podcast, Videos, Groups and more for professional development/training

Resources for Professional Development in Recruiting

I’ve compiled a list of podcasts, videos, and groups that can enhance the professional development and training of recruiters at all levels. This is by no means a comprehensive list, so please feel free to contribute any additional resources you think are valuable!

Podcasts & Webinars

• The Elite Recruiter
• 30 Minutes to President’s Club
• Loxo: Become a Hiring Machine
• Top Echelon: Extensive Webinar Collection

YouTube Channels & Videos

• Bob Marshall: Your Desk as a Manufacturing Plant
• Mike “Batman” Cohen: Boolean Search
• The Recruiter Roundtable
• David Stephen Patterson: Headhunters Live
• Tony Bryne’s Classic Video on Vimeo (Some people find his content valuable)

Books

• Steve Finkel: Breakthrough 2.0, Real Recruiting, and Search & Placement
• Extensive Collection of Sales Books
• Full Stack Recruiting
• Google Search for Recruiter Books

Join Recruiter Groups on Facebook, Slack, or Discord

These communities are a great way to ask questions, seek advice, or simply learn from others in the field:
– Facebook Groups: Recruiters Who Actually Make Placements, Headhunter & Executive Recruiter Community, Recruiters Online, Independent Recruiters, Staffing Agencies, and Headhunters
– Slack Communities: If you’re not already on Slack, consider joining some of these groups 8+ Slack Communities for Recruiters and 7 Recommended Slack Communities for Recruiting
– Discord: Headhunters & Recruiters Group

Happy recruiting! >!in/thomasalascio!<

Entering resume information into multiple platforms each time is time consuming and ineffective.

Repetitively entering resume information across various platforms is a frustrating and inefficient process.

Hello, Reddit Community,

I’ve been observing that the recruiting process has numerous challenges for both job seekers and employers. I’m planning to launch a startup focused on HRTech and have been delving into research on the industry, including feedback on existing companies. One recurring complaint I’ve seen is the burden of re-entering resume details into multiple platforms, which takes up a lot of valuable time for job seekers. Additionally, not everyone consistently updates their profiles, leading to outdated information across these platforms.

What if I develop a solution that allows job seekers to create a single profile page that can automatically sync with Applicant Tracking Systems (ATS)? This would enable them to easily share their profile while applying for jobs on platforms like Indeed and LinkedIn, with all the necessary information being sent to the ATS seamlessly.

I would love to hear your thoughts on this idea.

Thank you!

Need Help with Research!!

Subject: Assistance Needed for Research!

Hello Recruiters,

I’m currently researching “Human and AI-Driven Decision Making in Recruitment and Selection,” and I would greatly appreciate your input. If you could take just 5 minutes to complete the Google form linked below, it would mean a lot to me.

[Insert Link to Google Form]

Additionally, if you could share this form with any fellow recruiters, that would be incredibly helpful!

Thank you for your support!

How do you handle a client sharing your candidate’s info with another company?

What’s your approach when a client shares your candidate’s information with another company?

I recently had a candidate reach the final two for a position with my client.

• Ultimately, they opted for the other candidate.
• However, they mentioned they would pass my candidate’s details to other hiring agencies.
• While this could benefit my candidate by opening up new job prospects, it puts me in a tough spot.

I’m considering updating my client contract in response. How do you all manage situations like this?

Recruiting full remote employees outside the US as a US based company

Hiring Remote Employees Outside the U.S. as a U.S.-Based Company

Attention U.S.-based recruiters! I’m curious about the challenges that may arise when hiring full-time remote employees located outside the United States. For instance, consider a German individual residing in Peru, working for a U.S. company while aligning with the company’s timezone.

What specific challenges might arise when hiring candidates like this compared to those based in the U.S.?

Thank you for your insights!

Virgin holidays

Virgin Holidays

I’m eager to land a personal travel advisor position at Virgin Holidays in the UK. However, the closest branch to me hasn’t been hiring, and I’ve been told they haven’t recruited anyone since 2019. I’m looking for tips and advice on what steps I can take next. Any suggestions?

Looking for advice on recruiting for different regions (EMEA VS. APAC)

Seeking Insights on Recruiting Across EMEA and APAC

Hello everyone,

I’m reaching out for guidance from those who have experience in recruiting for different regions, specifically EMEA versus APAC.

To give you a brief background: I currently handle Talent Acquisition for EMEA and have recently been asked to also take on APAC, with a focus primarily on Australia. I’ll be recruiting mainly for software engineering and product roles, which are quite similar to the positions I manage in EMEA. However, I know very little about the work culture in Australia and how things operate there.

I have a few questions:
– Are there significant differences in the hiring processes between EMEA and APAC? What about lifestyle, work ethics, and overall vision?
– How do you manage the time zone differences during interviews and other practical aspects?
– Do you travel frequently between these regions, or do you primarily focus on one area?

I appreciate any insights or advice you can share!

Thank you in advance! 🙏

Need help getting a job in different city in Australia

Subject: Seeking Advice on Job Opportunities in Different Australian Cities

Hi everyone,

I’m currently based in Canberra and on the lookout for a data engineer position. I’ve applied to numerous roles in various cities across Australia that seem like a great fit for my skills, but unfortunately, I haven’t received any responses from recruitment agencies.

I have a few questions:

1. Do people from Canberra face challenges being considered in other states?
2. Could my background in the APS be a factor in this?
3. What are some effective strategies for securing a job (or at least an interview) in another city? Should I focus on specific recruitment agencies?

Any advice or insights would be greatly appreciated!

Thank you!