Training Resources for 360 Recruitment Consultants
Hello! 👋 I’m looking to onboard some recent graduates into the recruitment industry and would appreciate any recommendations for effective training materials focused on 360/full desk roles.
Industry: Tech
Location: UK/EU
Thank you!
Title: Stuck Between Jobs: Seeking Guidance
About a year ago, I was approached by a recruiter from ABC Company for a specific role. I became a candidate and interviewed with their HR team, but unfortunately, the position was put on hold.
Fast forward to last spring: the recruiter reached out again, mentioning that the HR director wanted to see if I was interested in a different position. I had to decline since I had accepted another job just two months prior.
Recently, I noticed that the original position was still listed on the company’s website, so I decided to reach out to the recruiter—since I had initially gone through them—to express my interest. However, I discovered a snag: the recruiter represents both my current employer and ABC Company, creating a conflict of interest. They informed me that they could only submit me for the new position if I resigned from my current job.
I expressed my discomfort with leaving my current role for something uncertain and opted to apply directly through the company’s website.
Am I making a mistake? How can I be expected to quit my job for a possibility that isn’t guaranteed? At the same time, I don’t want to miss out on what could be an excellent opportunity for me.
I would greatly appreciate any advice or insights!
Teleradiology Recruitment Opportunity
I’ve been contacted by a teleradiology group seeking assistance in their physician recruitment initiatives. I’m eager to gather insights about the industry, including ramp-up times and standard commission structures.
Thanks in advance for your help!
What’s holding you back from going solo?
To all recruiters out there, what’s the biggest obstacle preventing you from launching your own recruitment business and pursuing your independence?
Are You Utilizing LinkedIn Automation Tools for Sourcing?
I’m curious if anyone is leveraging LinkedIn automation tools like Dripify for sourcing candidates. For those unfamiliar, these tools allow you to compile a lead list (in this case, potential candidates) on LinkedIn and automatically send a series of messages to them. If a candidate responds, the tool will halt the messaging sequence, allowing for a personalized reply.
I’d love to hear if you’re managing this process manually or if you’re using tools like Dripify or others to streamline your outreach.
Does anyone have experience with Gem? I’d love to hear about both the positive and negative aspects! We currently use Lever as our ATS. Thanks!
Splits
Is anyone interested in exploring split placements? I’m currently having difficulty finding clients, though I do have potential candidates in the Tech/IT field, particularly for Linux Administration, Data Operations, and a few internships as well. I can also connect with candidates for other tech roles with ease.
If there’s no interest in splits, I would greatly appreciate any tips on how to reach out to clients more effectively. I’ve been facing a lot of rejections and often just get directed to leave voicemails for receptionists.
Thank you!
Subject: Seeking Guidance on a Troubling Situation
Hi, I’m reaching out anonymously.
I’m currently dealing with a perplexing situation involving someone in the IT sector who has a name similar to mine. We have both worked at the same company and have experience in UK finance. During a recent conversation with a recruiter, they nervously mentioned an “overlap,” which made me realize that my reputation may be unfairly affected by someone else’s actions, or perhaps I’ve unintentionally upset someone along the way? I have even heard stories that resemble a particular incident I can’t recall.
Recently, I was offered consideration for a new role, but unexpectedly, the recruiter informed me that the position had vanished. He shared a concerning story about another candidate who was “blacklisted.” When I suggested that he still present that individual, arguing that blacklisting is unjust, he replied that he was unable to do so and abruptly ended the call, claiming his bosses wouldn’t allow it.
I had never interacted with this recruitment agency before, so it’s baffling to think I might be sidelined for reasons completely unknown to me. This isn’t the first time I’ve faced such an issue in the IT field since 2019. It raises important questions: Who is responsible for this? Why am I being restricted? As a candidate, I find myself in the dark with no clear explanation for why opportunities are slipping away.
I’ve also received inquiries from other agencies about my job search, hinting that they might know more than they are revealing (“I know something, but can’t discuss it”). The IT sector can be incredibly harsh; I have witnessed talented professionals lose their jobs due to jealousy or personal vendettas. I recall an incident where I declined a Programme Director’s after-hours meeting request, resulting in my contract being terminated the following day.
In another case, I was assigned unqualified team members and, when I raised concerns about project outcomes, the Programme Director informed my manager that I was bullying the employee and that I was the unqualified one. The situation escalated to the point where my work was swapped with a colleague’s and I later discovered that he was involved in questionable dealings with the Programme Director, and my actions may have jeopardized their arrangement.
I’ve also been part of projects that risked regulatory breaches, and after I raised these issues with the Data Protection Officer, my contract was swiftly terminated. Any of these incidents could justifiably label me as a “toxic” candidate in the eyes of a recruiter. I pride myself on my ethical stance, especially in a field where ethics often seem optional.
Is there a way to lift this blacklist without engaging a private investigator or pursuing legal action? I’m at a loss, and the financial toll this is taking is substantial. Any advice would be greatly appreciated.
Title: Seeking Recommendations for Recruitment Software
Hey everyone,
I’m planning to launch my own recruitment agency in the UK soon and would love to get your insights on some software options I’m considering. I’m looking at the following tools:
Have any of you used these programs? I’d appreciate your feedback or any alternative recommendations!
Thanks in advance!
Contract vs Permanent – Who Brings More Profit?
Hello everyone,
My colleague and I have been having a spirited discussion, and we can’t quite agree on the answer.
Here’s the scenario: a consultant earning £400k a year as a freelancer versus one earning £200k a year as a permanent employee.
Which one is contributing more profit to the business?
Historically, our company has set targets for incentives where freelancers receive a target of ‘x’, while permanent consultants earn 50% of that. However, the new policy has leveled the playing field, making targets equal for both groups, which means permanent consultants are now competing against freelancers who are often less experienced.
For context, freelancers and permanent employees operate independently, each under their own line managers in different regions.
Business owners, we’d love to hear your thoughts on this!
