Job offer – private sector IT recruitment

Navigating Job Offer Decisions in IT Recruitment: A Personal Dilemma

Making a career move can be a daunting experience, especially in the competitive field of IT recruitment. After spending a couple of years at a well-known agency in the UK, I find myself at a crossroads, seeking guidance on a potential new opportunity that has come my way.

My current focus has been on developing a “cold desk” within the NHS sector—a venture that has proven to be quite challenging. Unfortunately, the past six months have been particularly slow, resulting in no new placements and a sense of stagnation in my career. While I appreciate my current £30k base salary, the lack of deals has me feeling uncertain about my future.

Recently, a larger and more established recruitment agency has extended an offer that presents a mix of opportunities. This new role would involve a 50/50 split between managing existing client relationships and pursuing new business development. The prospect of working with a successful IT team and leveraging a significant client database is enticing. However, the offered salary is a £26k base, which, although supplemented by bonuses that could potentially raise my total earnings to approximately £38k, still represents a pay cut.

As I weigh this decision, I find myself grappling with numerous questions. On one hand, staying put means holding on to my current salary, but it also comes with the risk of remaining in a position where I feel unproductive and undervalued. On the other hand, the new role, despite its initial pay reduction, promises growth and a pathway toward greater success due to a more client-focused approach.

In light of these considerations, I would greatly appreciate any advice or insights from fellow professionals who have faced similar dilemmas. How do you balance the desire for financial stability with the need for career advancement? What factors should I prioritize when making this critical decision? Your thoughts could provide the clarity I need as I navigate this pivotal moment in my career.

New ATS

Exploring New ATS Options: Is Ashby the Right Choice for Us?

As part of our ongoing commitment to enhance our recruitment processes, we are currently evaluating new Applicant Tracking Systems (ATS). Since 2019, we’ve relied on Lever, and while it has served us well, we’ve recently encountered some challenges, including system instability and issues with email attachments. Furthermore, we feel that the platform is lacking in innovation.

An area of frustration for us is the absence of integration with Calendly, as well as the outdated features of their built-in calendar tool. These limitations have prompted us to consider a change.

Recently, we’ve heard a lot about Ashby, which seems to be gaining traction in the ATS space. I can’t help but notice how active the Ashby team is on LinkedIn, often chiming in whenever their name comes up. This has led me to wonder if they might be the top contender for our needs. However, I’m also aware that they might have significant marketing efforts and sponsored clients, which makes me question how unbiased the reviews might be.

As we look ahead, our team of 550 is gearing up for a significant hiring phase, aiming to add 200 new team members next year. Therefore, it is crucial for us to choose an ATS that can support our growth effectively without compromising on functionality.

I would greatly appreciate hearing from anyone who has experience using Ashby or can share insights on other platforms that might meet our needs. Your feedback could be invaluable as we make this important decision.

What’s the best ATS you’ve used?

Exploring the Top Applicant Tracking Systems (ATS) Preferred by Recruiters

As the recruitment landscape continues to evolve, the tools we use to streamline the hiring process have become more crucial than ever. One of the most significant innovations in recruitment technology is the Applicant Tracking System (ATS). These systems help recruiters manage applications, track potential candidates, and enhance the overall hiring workflow.

If you work in recruitment, you might be pondering which ATS offers the best features and usability. Based on discussions with various recruiting professionals, several systems have emerged as favorites. Here are three ATS platforms frequently praised by recruiters:

1. Salesforce: Renowned for its robust CRM capabilities, Salesforce also offers powerful tools for recruiting. Its customizable features allow recruiters to tailor the platform according to their unique workflows, making it a versatile choice.

2. Bullhorn: A popular choice, Bullhorn is specifically designed for staffing agencies. It integrates seamlessly with job boards and other recruitment tools, allowing for smooth candidate tracking and communication.

3. Invenias: This ATS is known for its user-friendly interface and ease of use. Ideal for executive search and recruitment firms, Invenias provides comprehensive candidate management and collaboration features.

If you’re a recruiter, we would love to hear your thoughts on the best ATS you’ve utilized. Share your insights on what features you find most beneficial and how they have impacted your hiring process. Your experiences could guide fellow recruiters in making informed decisions about the tools that best fit their needs!

The “peak boomer” retirement issues

Title: Navigating the Retirement Wave: Challenges Posed by the Baby Boomer Generation

As we approach an unprecedented transitional period in the workforce, it’s important to understand the implications of the impending retirement of the baby boomer generation. With over two decades of experience in recruiting and talent acquisition, I’ve witnessed firsthand the evolving landscape of employment needs. The concerns we raised back in the early 2000s about an impending skills gap are now becoming a reality.

Beginning in 2024, we are set to experience a historic milestone when approximately 30.4 million Americans will turn 65, marking the peak of the baby boomer retirement wave. This demographic shift, with the youngest boomers—born between 1946 and 1964—reaching full retirement age by 2031, poses significant challenges to businesses across all sectors.

The Impact of Boomer Retirements on the Labor Market

The retirement of this sizable workforce demographic is expected to create several pressing consequences for organizations, including:

• Labor Shortages: With millions of experienced professionals exiting the workforce, companies will face significant challenges in filling positions, particularly in specialized roles where knowledge and experience are paramount.

• Increased Demand for New Talent: As older employees retire, the demand for new hires will surge. Companies will need to ramp up their recruiting efforts to find qualified candidates to fill the inevitable gaps.

• Leadership Gaps: The departure of seasoned leaders can create a vacuum in experience and mentorship. It’s essential for organizations to invest in succession planning to cultivate the next generation of leaders.

• Training and Development Needs: As younger employees step in to replace retirees, there will be an increased need for training programs to equip them with the necessary skills and knowledge. Investing in employee development will be crucial for maintaining productivity.

• Shifts in Workforce Dynamics: The generational shift will change workplace dynamics, requiring organizations to adapt their cultures and practices to meet the expectations and needs of a younger workforce.

• Social Security and Pension Considerations: The influx of retirements will place additional strain on social security systems and pension funds, necessitating discussions about sustainability and reform.

As the job market evolves with the retirement of the baby boomer generation, recruiters and employers must recognize this trend as both a challenge and an opportunity. By understanding these impending changes, companies can strategically position themselves to attract the next generation of talent, while also utilizing insights into the effects of this demographic shift

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

The Challenges of Working for a Toxic Company: A Personal Experience

In the world of employment, we often hear stories about thriving companies, supportive cultures, and fulfilling careers. However, my recent experience at a particular organization has made me reflect on a different side of the employment spectrum—one that is fraught with dysfunction and poor management.

Just a few weeks into my new role, I found myself unexpectedly terminated, despite my contributions generating over $10,000 in revenue during that short period. This experience has prompted me to share my feelings about what made this company a challenging environment to work in, and I would love to hear about your experiences as well.

From day one, the atmosphere was overwhelming, with a relentless focus on Key Performance Indicators (KPIs). The market development team provided leads that were, frankly, unqualified, leaving me to waste my afternoons chasing prospects that were unlikely to yield meaningful results. Each day was meticulously scheduled, and I often felt as though I was being managed like a child rather than an adult professional. The director, who also happened to be the owner’s wife, created an ambience reminiscent of a nursery with her constant reminders about “LinkedIn time.” Meanwhile, her husband, the owner, would often inquire about our to-do lists in a manner that suggested our jobs were always on the line.

During a one-on-one conversation with him, I expressed my belief that my ability to generate sales should have been the primary focus, emphasizing that numbers should speak for themselves. Unfortunately, it seemed that performance was overshadowed by a culture of micromanagement and intimidation.

To compound the challenges, I encountered colleagues whose behavior raised serious concerns. The office culture had a distinctly chaotic vibe, reminiscent of frat house antics. Some individuals appeared disengaged, laughing at their own jokes while others at the office hardly paid attention. It was an atmosphere that felt more like a bad comedy skit than a professional setting.

While I won’t name names for the sake of integrity, I felt compelled to share this experience in hopes of connecting with others who may have faced similar situations. Have you ever found yourself in a job that felt more like being part of a dysfunctional family than a professional environment?

Navigating the challenges of a toxic workplace can be daunting, but sharing our experiences can foster support and understanding. I invite readers to share their own stories—after all, recognizing and discussing these issues is the first step in finding a healthier and more productive work life.

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

Understanding Job Rejection: It’s Not About Being Unqualified

In the world of job applications and interviews, rejection can often feel like a personal blow. However, the reality is that being turned down for a position doesn’t necessarily mean you lacked the right qualifications. More often than not, it simply indicates that another candidate stood out even more.

In various online communities dedicated to career discussions, such as r/recruitinghell and r/LinkedInLunatics, I frequently encounter posts where individuals express frustration towards HR and recruitment teams after receiving a rejection notice. Some voice their grievances about not being recognized for their unique experiences and qualifications.

As someone who manages hiring processes, I understand that hundreds of applicants pour in for each job opening—many of whom are highly qualified, if not overqualified. In such a competitive landscape, the decision-making process often hinges on minute differences between candidates. It’s essential to recognize that these rejections are not a reflection of your capabilities but rather an acknowledgment that another applicant was ever so slightly more qualified for the role.

Another common grievance echoed in these forums revolves around the assumption that HR or the recruiter is solely responsible for the rejection without a proper understanding of the role’s requirements. It’s important to clarify that I, like many in similar positions, merely act as a facilitator in the hiring process. While I may conduct preliminary interviews, the ultimate decisions regarding candidates are made by the hiring team, which relies on my notes and assessments to make informed choices. Blaming the messenger doesn’t accurately represent how this intricate process works.

As I navigate conversations in these online spaces, I often find myself trying to advocate for the work that recruiters and HR professionals do. It can feel incredibly disheartening when my attempts to clarify misconceptions are met with hostility.

This post serves as an opportunity to reflect on these shared challenges and perhaps engage in a discussion about your experiences in the job-hunting realm. Have you noticed similar trends, or do you have your own stories to share? Let’s open the floor for dialogue and support one another as we navigate the complexities of securing our next career move.