Is TERN Group legit?

Is TERN Group legitimate?

I recently discovered TERN Group, which positions itself as an AI-driven marketplace for healthcare recruitment and immigration. They claim to connect skilled professionals from India, North Africa, Jordan, Morocco, and South Africa with healthcare systems in the UK, Germany, the US, and beyond.

They advertise comprehensive support for healthcare professionals aiming to relocate and work internationally. While their branding and offerings are quite impressive, it almost seems too good to be true. I’m curious if anyone here has direct experience with TERN Group. Have you or someone you know worked with them? Can you share if they’re reliable? Thanks in advance for any insights!

Recruitment or B2b sales? UK

Recruitment vs. B2B Sales: Seeking Advice in the UK

As I prepare to graduate this summer, I’m considering my career path and leaning towards a sales role. However, I find myself conflicted between a career in recruitment and a more traditional sales position (like tech or finance).

I would greatly appreciate any recommendations regarding earning potential, work-from-home opportunities, and overall work-life balance. Thank you!

Tech Recruitment 101

Mastering Tech Recruitment: Essential Resources and Knowledge Areas

In the rapidly evolving world of technology recruitment, having a deep understanding of various tech domains is crucial for effective candidate sourcing. Many aspiring recruiters find themselves overwhelmed with the plethora of information available online. However, with the right resources and a targeted approach, you can significantly enhance your understanding of key technical areas.

Navigating the Complexity of Tech Recruitment

The key to becoming proficient in tech recruitment is not just acquiring knowledge, but also being able to apply this knowledge to evaluate candidates accurately. This blog post will guide you through some essential areas to focus on and suggest resources that can help demystify complex tech concepts.

Core Areas of Focus

1. Java (Not JavaScript): Understanding the fundamentals of Java is essential, as it is a widely-used programming language in many enterprise environments. Consider accessing comprehensive coding platforms like Codecademy or Coursera, which offer beginner to advanced courses in Java. They provide structured learning paths that include interactive exercises and real-world projects.

2. Microservices and Event-Driven Architecture: These concepts are central to modern software development. Online platforms like Udemy and Pluralsight offer detailed courses that cover the basics of microservices architecture and delve into the nuances of event-driven systems. Look for content that includes case studies and practical examples to solidify your understanding.

3. DevOps vs. SRE: Both DevOps and Site Reliability Engineering (SRE) play crucial roles in streamlining software development and operations. Consider watching expert-led webinars and YouTube channels like ‘TechWorld with Nana’, which explain the differences and overlaps between the two disciplines.

4. State Management and Error Handling: To pose effective questions in interviews, you must grasp how various programming paradigms handle state and errors. Online courses from experts in platforms like the Microsoft Learn portal provide helpful insights into these topics.

Becoming an Effective Tech Recruiter

Investing effort to fully understand these technical areas will not only save you time in the long run but also equip you with the skills needed to distinguish between candidates adept in handling complex tasks and those who are limited to basic web development. By accessing the right resources, you can overcome the initial overwhelm and confusion, paving the way for informed decision-making in your recruitment process.

Remember, the key to mastering tech recruitment is continual learning and staying updated with technology trends. With dedication and the right tools, you will develop the expertise needed to excel in this competitive

For recruiters who don’t know why you shouldn’t micromanage

The Importance of Avoiding Micromanagement in the Workplace

In the realm of recruitment and management, understanding the fine line between guidance and micromanagement is crucial for fostering a thriving and productive workplace. Employees require a degree of autonomy to effectively perform their duties and cultivate their personal growth and learning methods.

When a leader is overly involved in the everyday tasks of their team members, it can stifle creativity and hinder the overall effectiveness of the team. Allowing individuals the space to operate independently is key to achieving the goals of the organization.

In essence, while oversight is necessary to an extent, too much involvement can be counterproductive, undermining the very objectives that management aims to achieve.

WhatsApp & GDPR (UK law)

Navigating WhatsApp Usage and GDPR Compliance in UK Recruitment

In the dynamic world of recruitment, effective communication tools are essential. As a professional working in a UK-based recruitment firm, I’ve observed that WhatsApp has become an invaluable asset in maintaining seamless connections with candidates. Its immediacy, coupled with useful features like read receipts and integrated call and video options, significantly enhances our communication efficiency compared to traditional methods.

However, the firm is now reconsidering the use of WhatsApp in light of GDPR (General Data Protection Regulation) concerns. With traditional SMS messages no longer being an option due to contract terminations on our work devices, the company is leaning towards alternatives such as calls, voicemails, and emails. These methods, however, seem less efficient in today’s fast-paced environment where immediate responses are often crucial.

The possibility that WhatsApp might not align with GDPR standards raises valid concerns about data protection and compliance. Through preliminary research, it appears that the primary considerations revolve around managing group chats carefully, controlling the type of content shared, and obtaining explicit consent from candidates before using their contact details on WhatsApp.

I feel there is a need for a balanced discussion on this matter. Are there compelling arguments that support the ongoing use of WhatsApp within a GDPR framework? Conversely, what are the legitimate drawbacks of utilizing this platform that might justify the shift away from it? Engaging with these questions is crucial as we strive to maintain both efficiency and compliance.

Furthermore, I am keen to explore if there are alternative communication tools that can bridge the gap between usability and GDPR compliance without sacrificing the responsiveness we benefit from on WhatsApp. Your insights and experiences would be greatly appreciated as we navigate these changing regulatory landscapes in recruitment communication.

Recruitment CRM

Exploring Recruitment CRMs: A Deep Dive into the Options

In the fast-paced world of recruitment, finding the right Customer Relationship Management (CRM) platform can make all the difference. As I embark on this journey to identify the most suitable tool, I find myself evaluating several potential candidates. Recently, I’ve had the opportunity to demo Loxo and RecruiterFlow, and I am keenly awaiting my upcoming sessions with RecruitCRM and JobAdder.

First Impressions: RecruiterFlow

Among the platforms I’ve explored, RecruiterFlow stands out for its intuitive interface and seamless navigation. It seems designed with user-friendliness at its core, which is crucial for efficiency in recruitment operations. I’m particularly interested to hear from others who have experience with this platform.

Pricing Considerations

Another notable aspect of RecruiterFlow is its pricing structure, which appears to be competitively positioned within the market. This affordability could be a significant advantage for businesses operating on a tight budget but not wanting to compromise on functionality.

Seeking Insights and Experiences

Have you tried any of these recruitment CRM solutions? I would appreciate any insights or experiences you might share, particularly regarding RecruiterFlow. Your input could be invaluable as I continue to navigate the decision-making process.

Stay tuned as I delve deeper into the capabilities of RecruitCRM and JobAdder tomorrow!

Don’t you think it’s high time that the hiring approach changes?

Rethinking the Recruitment Process: A Call for Change

In today’s job market, it’s becoming increasingly clear that the traditional methods of recruiting talent need a serious overhaul. There are countless individuals actively seeking new employment opportunities, tirelessly applying for every job that comes across their radar. Yet, recruiters often seem to focus on pursuing those who are currently content in their positions.

This begs the question: why not prioritize those who are eager and ready to step into a new role immediately? Embracing candidates who are actively applying and quick to respond could streamline the hiring process and give rise to a more engaged and motivated workforce. The current approach appears to unnecessarily complicate the situation for both recruiters and job seekers alike.

By insisting on targeting candidates who are not actively looking for a change, recruiters risk facing high rates of non-responsiveness or “ghosting.” It’s time for a change. A more proactive and inclusive strategy could benefit both employers and potential employees, creating a more efficient and satisfying employment landscape.

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

Navigating Corporate Chaos: My Experience with a Challenging Workplace Environment

Recently, I embarked on a new career journey with a company that turned out to be one of the most challenging I’ve ever encountered. Despite achieving over £10,000 in added value for the company during my first month alone, I found myself unexpectedly dismissed.

The work environment was a high-pressure zone dominated by stringent Key Performance Indicators (KPIs) and an inefficient business development system. Each day, I was tasked with pursuing unqualified leads forwarded by the market development team, which turned my afternoons into a frenzy of futile follow-ups.

The company operated on an ultra-structured schedule, reminiscent of a daycare rather than a professional setting. The director, also one of the owners, would loudly remind us of LinkedIn hours as if addressing a group of children, while her husband, the other owner, maintained a veneer of politeness that barely concealed the threat of termination. My efforts were dismissed, despite onboarding clients worth £13,000 in record time, overshadowed by a rigid focus on non-revenue-related metrics.

Adding to the complexity was a disconcerting work culture, dominated by open substance use and a “lads’ club” mentality. The team lead seemed to thrive in his own world, often chuckling to himself much like a fictional manager would in a sitcom. Out of respect, I won’t disclose the company’s name, but I needed an outlet for the pent-up frustration this experience caused.

Have you ever found yourself inadvertently working for what felt like a family-run cult?

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

Understanding Job Rejections: It’s Not About Qualifications Alone

In today’s job market, frustration often bubbles up in online forums when candidates feel overlooked for positions they believe they’re suited for. Platforms like Reddit are filled with voices lamenting the decision-making processes of HR departments and recruitment teams. However, it’s essential to recognize that not all rejections stem from a lack of qualifications.

Jobs frequently attract hundreds of applicants, many of whom possess qualifications that significantly exceed the job requirements. Hiring managers are often faced with the complex task of discriminating between highly capable candidates. Thus, the selection process often narrows down to minor distinctions, with one candidate simply being more qualified than another.

A common misconception circulating on forums, such as Reddit’s r/recruitinghell and r/LinkedInLunatics, is that HR professionals or recruiters are to blame for these outcomes. It’s crucial to understand that these professionals are often the intermediaries facilitating the application process. While they may initially screen candidates, final decisions typically rest with the hiring team. Their role is to present a shortlist of strong candidates from which the team can choose. Therefore, any perceived slight in the process usually reflects decisions made beyond the initial recruiter’s control.

In discussions online, it’s not uncommon to see people venting their frustrations about HR decisions. It’s important, however, to recognize that these professionals are part of a larger organizational framework. Blaming them can equate to “shooting the messenger,” as they are not the sole decision-makers in the hiring process.

Ultimately, being passed over for a role is often not a reflection of inadequacy but rather the reality of navigating a competitive job landscape where nuanced factors tip the scales. For those navigating this realm, it might be helpful to focus on continuous improvement and understanding that job hunting is an intricate dance of qualifications, opportunity, and timing.

Work culture is not important

Rethinking Work Culture: The Overlooked Essentials in the Modern Workplace

In the contemporary workplace, the term “work culture” often garners significant attention. However, this focus on creating an engaging office environment can sometimes detract from more vital elements of professional life. While having amenities like complimentary snacks and recreational facilities such as ping pong tables can enhance the office atmosphere, they do not inherently contribute to a truly satisfying or supportive work setting.

The most crucial aspects of a healthy work environment extend beyond surface-level perks. Fair compensation is fundamental, as it reflects an organization’s respect for its employees’ time and effort. Moreover, maintaining a healthy work-life balance should not be compromised in the pursuit of an engaging work culture. Employees thrive in environments where personal and professional boundaries are respected, allowing them to excel in their roles without sacrificing personal well-being.

Additionally, opportunities for personal and professional growth stand as pivotal components of a fulfilling career. When companies prioritize continuous learning and clear paths for advancement, employees feel valued and invested in—a feeling no office game room can replicate.

Ultimately, while an engaging work culture has its benefits, it is the combination of fair pay, balanced work-life dynamics, and opportunities for development that create a truly enriching professional environment. Employers would do well to focus on these fundamental elements, ensuring that what truly matters in the workplace is never overshadowed by peripheral distractions.