Recruiting with LinkedIn jobs

Recruiting with LinkedIn Jobs

I’m starting a new recruiting agency focused on accounting, and I’m wondering if it’s possible to post unsponsored job listings on LinkedIn using my personal profile. Would this method attract enough candidates? I’m also planning to use Sales Navigator for headhunting. I’m concerned that creating a business page for my agency might be challenging in terms of building credibility since it’s starting from the ground up. Any advice? Thank you!

Help – include most recent very short role or remove on CV/LinkedIn?

Seeking Advice: Should I Include a Recent Short-Term Role on My CV/LinkedIn?

Hi everyone,

I’m currently working as an Account Manager in the tech industry. I have a solid CV, but I experienced a minor setback during my most recent role, which lasted 2.5 years. After taking a career break to travel with my fiancé, I’ve been struggling to land interviews, as I’ve always been headhunted in the past.

Recently, I accepted a position at a local company. However, shortly after I started, I learned that the new EMEA VP—who was also my final interviewer—had already left after just 8 days. This raised several red flags for me, and after my second week, I decided to resign.

Now, I’m unsure whether to include this short-term role on my CV and LinkedIn. Given its recency, would it make me look more employable to show I was working, or should I omit it altogether? Any advice would be greatly appreciated!

What is the average referral fee for introducing my clients to VC’s?

What is the typical referral fee for connecting my clients with venture capitalists?

Having spent nearly a decade in recruitment, I’m now expanding my network and discovering a significant number of venture capitalists interested in collaborating with new companies and projects.

As this is a new area for me, I’m seeking advice on whether I should charge a finder’s fee or referral fee to the client, the VC, or both. What is the industry standard in these situations?

I would greatly appreciate any insights you can share. Thank you in advance!

How are applicant resumes sorted?

How are applicant resumes organized in the hiring process? Does the ATS prioritize resumes based on the qualifications it assesses, or does it simply sort by the most recent submissions?

I’m finding it difficult to connect with a real person during this process. Is recruiting really as chaotic as it seems right now?

Is MES recruitment worth it?

Is Specializing in MES Recruitment Worth It?

Hello everyone,

I’m a recruiter with a few years of experience working across various sectors, including IT, tech, gaming, and now manufacturing in life sciences, as I recently relocated to Denmark. My current role is as a life science recruitment specialist.

I’ve realized that bouncing between different areas has hindered my ability to truly excel and provide valuable insights to my candidates and clients. It often feels like I’m just another recruiter. In the past, I found success when working with a client who consistently required similar roles, allowing me to deepen my expertise. I’m eager to recreate that experience.

I’m not naturally inclined towards high-pressure sales tactics or cold calls, which makes me want to focus on becoming a subject matter expert in a specific field and leverage that knowledge as my unique selling point. While being skilled at sales calls is important, I’m looking to cultivate a different approach for the time being.

I’ve come to realize that Reddit can be a valuable resource, so I’m reaching out to anyone knowledgeable in the MES (Manufacturing Execution Systems) field.

In my research, I’ve discovered that MES is far more significant than I initially thought, especially given my experience helping one Aveva specialist secure a position.

So, I’d love to hear your thoughts: What is the future of MES? Does it make sense for me to specialize solely in MES roles related to PAS-X, Siemens, Aveva, and Rockwell?

I’m open to any insights or information you might have, especially since I’m new to this field. Thank you!

Contractor responsibility

Contractor Accountability

Hey experienced recruiters, I’d love your insights! I’m currently working as a contractor and recently went through an extensive search to find the ideal candidate for a position. After making the offer, the HR manager stepped in, but it’s been 2.5 weeks and the candidate still hasn’t officially signed on. I’m curious—at what point does a recruiter’s responsibility conclude? If the candidate ultimately doesn’t sign, can that be attributed to the recruiter’s efforts?

Rail Industry Jobs Advice (UK)

Rail Industry Career Transition Advice (UK)

Hello everyone,

I’m interested in making a career transition into the rail industry. I have a background in Project Management within technology delivery, and my passion for rail has been lifelong as a dedicated rail user. I’m seeking guidance on how best to navigate a switch to this sector.

I possess transferable skills in areas such as planning, risk management, and change management. I would greatly appreciate any tips or advice for someone looking to enter the rail industry, specifically in management roles rather than positions like train driver or track engineer.

Thank you!

Is loxo.co free plan enough?

Is the free plan from Loxo.co sufficient for my needs? I currently use Sales Navigator for sourcing, but I couldn’t find clear information on their website. Can I post a job across all job boards simultaneously with the free plan?

Does a rejection letter mean someone actually looked at my application?

Subject: Do Rejection Letters Indicate My Application Was Reviewed?

Hi Recruiters,

I’ve been applying to numerous job opportunities and have noticed a mix of responses. Some applications go unanswered, while others result in a generic rejection letter stating something like, “Thank you for your interest, but we’ve decided to move forward with other candidates.”

This leads me to wonder: when I receive these rejection emails, does it signify that someone has actually reviewed my application? Or do these emails get sent uniformly when a position closes for various reasons, regardless of individual applications?

Additionally, does receiving a rejection email indicate that the job posting was legitimate and not just a tactic for collecting data?

Thank you for your insight!

Keeping job details vague to those you’re recruiting – how do you do it?

How do you maintain confidentiality in job details during the recruitment process?

As a healthcare recruiter in the Middle East specializing in medical staff placements, I often encounter candidates who immediately ask for the name of the hospital and additional specifics. While I strive to be helpful, I prefer not to disclose the hospital’s name as it could lead candidates to approach the facility directly, bypassing my services. I’m looking for strategies to navigate this situation effectively. Any advice would be appreciated! Thank you.