Closing as a Recruiter..

Struggling with Candidate Closures as a Recruiter

Hi everyone,

As a Tech Recruitment Lead, I’ve been facing challenges in closing candidates who have multiple offers on the table. Often, after receiving our offer, they mention they’re still waiting on responses from other companies, asking for additional time (like a week) to decide. I recognize this as a significant red flag, but despite my efforts, I’m finding it tough to navigate these situations, especially when it comes to competing offers.

I’d love to hear from you: what strategies do you use to successfully close candidates? How do you handle situations where they receive better offers elsewhere? Your insights would be greatly appreciated!

Considering going into recruitment

Considering a Career in Recruitment

Hey everyone! I’m contemplating a transition into the recruitment field and would love to hear some honest insights from those who are already in it.

Currently, I work shifts and weekends, so the prospect of a regular 9-5 schedule is quite appealing for achieving better structure and work-life balance. I believe I possess a range of transferable skills that could be beneficial in recruitment.

Here are a few things I’m curious about:
– How often do you find yourself bringing work home, or is it truly a 9-5 role?
– What can I realistically expect to earn in this field, beyond the enticing figures often highlighted in job postings?
– Do you enjoy your work? Is it stressful? Also, any recommendations for companies in the Northwest? I’m based in Warrington but can easily commute to Manchester or Liverpool.

I’m really just looking for candid feedback about the role without any sales pitch. Thanks in advance!

Fixed term contract in recruiting

Exploring Fixed-Term Contract Opportunities in Recruiting

I’m currently seeking new opportunities following the conclusion of my last contract role. The job market has been challenging, yet I’ve remained determined. I’ve noticed a growing trend in the availability of fixed-term contract positions, particularly with major companies like Meta.

Should candidates consider prioritizing these roles over full-time employment (FTE)? It’s worth noting that fixed-term contracts often come with higher pay and still offer FTE-like benefits. What are your thoughts?

What is the aim of the warm call

What is the purpose of a warm call?

I usually connect with clients via email, and those who show interest typically respond. After receiving a reply, I’m unsure of my next steps. I typically hop on a call to discuss the position in more detail and then bring up my fees. I’ve come across advice suggesting that I should identify their pain points and explain how I can address them. However, I’ve noticed that even when clients express interest, they often don’t follow through or sign the contract. While I understand that it’s a numbers game, I’m puzzled as to why someone would take the time to speak with a recruiter—indicating they work with agencies and need assistance—only to ultimately decline to sign once the contract is sent.

I feel there may be something I’m missing in this process, and I would greatly appreciate any insights or advice from others. Thank you!

Anyone noticed October November slightly quieter month for recruitment agencies?

Has anyone else observed that October and November have been a bit quieter for recruitment agencies? It appears that our industry has hit a pause on new roles. I’m interested to hear if other agencies are experiencing the same trend.

Any JobAdder users on here? Would like to know whether you’re using any Add-Ons and how you find them?

Hey everyone! Are there any JobAdder users in the community? I’m curious to hear if you’re using any Add-Ons and what your experience has been with them.

We currently use the standard version of JobAdder along with a couple of basic/free add-ons. We often come across new features being advertised, but many of the add-ons seem overpriced for the value they provide.

We’re particularly considering the Candidate Portal and JobAdder Analytics, but we’re uncertain if they would genuinely benefit our small team. Any insights or recommendations would be greatly appreciated!

Dublin Salaries for SaaS Recruiters / Talent Acquisition

Salaries for SaaS Recruiters in Dublin

Hello everyone! 👋

I’m looking to understand the current salary landscape for SaaS Recruiters in Dublin, as I’m interested in assessing my own earnings against market standards.

I believe this could also assist fellow recruiters in evaluating their compensation:

• Your Role/Title
• Years of Experience in Recruiting
• Area of Specialization or Type of Recruitment
• Industry and Size of Your Company
• Your Compensation Package – Base Salary, Variable Components, and Equity

Thank you for your contributions!

What’s the #1 thing clients and candidates don’t understand about recruiting?

What is the biggest misconception that clients and candidates have about the recruiting process? If you had the opportunity to clarify a myth or misunderstanding regarding the role of recruiters, what would it be?

Could you share your insights about hiring

Subject: Seeking Hiring Insights for India

Hello everyone! 👋

This is my first post here, and I’m reaching out for some guidance on recruitment in India. My company is looking to hire a remote Account Manager based in India, and I’m keen to learn more about the hiring landscape there.

Could you share your experiences and insights regarding the culture, the people, and any tips that might help me during the interview process? I’m starting from scratch and would greatly appreciate your advice! Thank you!

Resourcing consultant offer advice

Seeking Advice on Transitioning to Recruitment

I’m looking to transition into recruitment from a marketing background and have received an offer for a role as a recruitment resourcing consultant. The base salary is standard for entry-level positions (around £20k), but the commission structure and opportunities for progression seem limited.

My main question is: if I accept this role and gain some experience, will it pave the way for me to eventually secure a full 360 recruitment consultant position or a trainee role? I understand I’d likely need to switch companies for that, so I’m curious if this experience will be valuable, even though it doesn’t involve direct client interaction (my goal is to work in a full agency 360 capacity eventually).

Is gaining experience as a resourcing consultant beneficial before moving on to a 360 role?