Hey recruiters! I’m curious—what did you study in college? What were your initial career goals before you ended up in recruiting? Personally, I started out wanting to pursue graphic design but eventually switched to a business major. I’d love to hear your stories!
Application for a Position at Anthropic
Do I need LinkedIn Recruiter, or will LinkedIn Premium suffice for my needs?
Here’s my situation: I have an extensive list of candidates that I wish to reach out to regarding certain roles. My goal is to message them on LinkedIn to present these opportunities.
Is LinkedIn Premium, which includes InMail for contacting non-connections, sufficient for this purpose? Or does LinkedIn Recruiter offer benefits that would make it a better choice for my specific scenario?
Has anyone used the Challenger framework in recruitment sales? I’d love to hear about your experiences and results!
Getting Back into Recruitment in the UK: What Should I Consider?
Hi everyone! I’m excited to share that I’ve just moved to the UK and will be returning to my role as a Recruitment Consultant next month.
Previously, I spent two years working as a Recruitment Consultant for a major firm in Australia before transitioning to an internal Talent Acquisition position for a year. Now, I’ve relocated to the UK on a Youth Mobility visa and secured a position at the same company, but in a different sector—construction/architecture.
Since it’s been a year, I anticipate that my 360 recruitment skills might be a bit out of practice. However, I feel much more confident and driven by success than I did when I first entered the industry three years ago, when I somewhat “fell into” recruitment.
I’d love to get your insights on a few things: What should I keep in mind as I restart my journey? Is it still a candidate-driven market? What are the best methods for business development and candidate sourcing these days, aside from LinkedIn? Any general tips would be greatly appreciated! I’ve also heard that recruitment in the UK can be significantly more challenging than in Australia—how can I best approach this?
Thanks in advance for your advice!
Is anyone here utilizing AI for resume screening? I’m currently getting over 500 resumes for each job posting. Have you noticed a decrease in screening time or an improvement in your time-to-hire? How accurate have your results been? I’d love to hear any additional suggestions you might have for effective implementation.
I’m waiting for an update on a position I interviewed for, but the recruiter hasn’t provided any information. Should I consider contacting the company directly?
I was approached by a recruiter from a large organization regarding a finance role that I found appealing. After going through three rounds of interviews—with HR, the team lead, and the CFO—and receiving positive feedback, I was excited about the opportunity. The position requires five years of experience, which I have.
However, it’s been some time since my last interview, and the recruiter keeps mentioning internal delays without any clear next steps.
Would it be inappropriate for me to reach out to the company directly? I had a positive rapport with both the team lead and the CFO and even connected with them on LinkedIn. My only concern is that I don’t want to undermine the recruiter, but their lack of updates is frustrating. What do you think?
Subject: Thoughts on Outsourcing Technical Interviews
Hello everyone,
As a recruiter, I’m exploring the concept of outsourcing technical interviews and would love to hear your experiences. Have any of you come across this in your job searches? I’ve noted some advantages, such as round-the-clock availability and cost savings. What other benefits or drawbacks do you see?
I’m eager to hear your thoughts!
Thanks!
How does LinkedIn Easy Apply actually work?
From my experience, my applications typically fall into three categories when using LinkedIn’s Easy Apply feature:
Interestingly, the likelihood of being contacted seems largely independent of these application statuses. I’ve had both recruiters and hiring managers reach out to me while my application still shows as “Application Submitted,” and conversely, there have been instances where my application was marked as viewed or my resume was downloaded, yet I received no follow-up.
I can understand the latter—just because someone views my application or downloads my resume doesn’t guarantee they’ll reach out. What puzzles me more is the former. How can they consider me a match if they haven’t even viewed my application or downloaded my CV? Is there a way for them to evaluate candidates without accessing this information? I suspect many recruiters I’ve spoken with have viewed my CV, but that doesn’t seem to be reflected in the application status.
I’d love to hear what everyone thinks about Vincere CRM. We’re a general recruitment agency focusing on both temporary and permanent placements, currently with about 10 team members. We’re specifically looking for a solution that integrates well with Broadbean.
Has anyone had experience with Vincere? Is it worth the investment?
