Experienced UK Internal Recruiter available.

Experienced UK Internal Recruiter Seeking New Opportunities

Hello everyone! I hope this isn’t too out of place here. I’ve found LinkedIn has turned into a bit of a monotonous feed of self-praise lately, so I thought I’d explore Reddit for networking instead.

I recently completed a contract with a renewable energy company in London and am now on the lookout for my next opportunity. I bring extensive experience in recruiting for digital and tech-focused roles, along with a strong background in project work. Any leads or advice would be greatly appreciated! 😊

Additionally, I’m more than happy to offer mentoring in my spare time. Thank you in advance!

Need some tips for nurse recruitment?

Looking for insights on nurse recruitment?

Recently, I was working on a recruitment request for an Operating Room (OR) Charge Nurse position in Houston, Texas. The client’s budget for the role was set at $115,000.

I presented a highly qualified candidate who was an OR nurse with CNOR certification. The client liked the candidate and extended an offer of $110,000. However, the candidate ultimately rejected the offer.

The reason? The candidate had been working 40 hours per week at his previous role, earning $105,000. He expressed that if his responsibilities were increasing, his salary should reflect that. A $5,000 increase didn’t seem worth the job change to him.

I discussed this with HR, who explained that nurse salaries often align with years of experience, based on tiers like 1-3 years, 3-5 years, and so on. They mentioned we couldn’t go beyond the salary range dictated by those experience brackets.

As a candidate advocate, I’m puzzled: if someone passes all stages of the interview, why should years of experience matter so much? Moreover, I learned that nurses’ salaries can be influenced by state nurse unions.

What strategies can we implement as recruiters to navigate situations like this?

What to do when your name matches the exact name (but it’s not you!) from an FTC lawsuit in a Google search?

What should you do when a Google search reveals an FTC lawsuit against someone who shares your exact name, even though it’s not you?

I’m venting because I’ve reached my breaking point. To summarize: my unique name matches that of an individual in Canada who was involved in a major FTC lawsuit in the U.S. regarding a telemarketing scheme that occurred between 2001 and 2005 (or possibly 2008). I’ve never even been to Canada, and in 2001, I was still in high school. I can’t shake the concern that when I apply for jobs and my information gets searched, potential employers will mistakenly associate me with this lawsuit, which could lead to automatic rejections. The search result for this lawsuit appears right beneath my LinkedIn profile, and over the past two years, I’ve watched these devastating links slowly rise in Google’s rankings.

When I try to explain this situation to people in person, some agree it’s something I need to address—but how can I confront this issue when I can’t get the conversation started? I’ve even drafted a cover letter to tackle the problem head-on, and I’d like to share it here (with some personal details removed) to vent a little:

Dear Hiring Manager,

This cover letter will take a somewhat unconventional approach. While my resume outlines my qualifications in detail, I want to address a concerning issue that arises when my name is Googled.

My name is “—,” but it is also the exact name of someone linked to a significant FTC lawsuit. The second search result that appears beneath my LinkedIn profile is for this lawsuit involving a person with my name, but this is not me. My name is so unique that I’ve never encountered anyone else with it.

According to Casetext, this ruling occurred in Chicago in 2007, involving corporate defendants from Canada. The complaint states that from 2001 until September 2005, unsolicited calls were made to consumers across the U.S. However, I am from [U.S. state], was born and raised in America, and I have never lived in Canada or Illinois, nor did I have any involvement in telemarketing.

This situation has been incredibly frustrating. I worry that some employers may rely solely on a Google search instead of conducting a proper background check, leading to my automatic rejection to avoid perceived risks. I want to proactively address this issue with you. If you have any questions or would prefer to discuss this matter further, I would be happy to arrange a one-on-one or group discussion.

Thank you for your understanding.

Any advice on how to deal with this bizarre situation would be greatly appreciated!

Hello everyone, my company is into tech recruitment and we are using linkedin we want to have alternative website

Hello everyone! My company specializes in tech recruitment, and while we currently utilize LinkedIn, we’re exploring alternative platforms for sourcing candidates. Recently, we faced some challenges with LinkedIn’s policy updates, which has prompted us to seek other options.

I’m reaching out to this community in hopes of receiving recommendations from fellow recruiters about where to find high-quality, genuine IT candidates. Your insights would be greatly appreciated!

Agency Recruiters: how do you screen your candidates?

Attention Agency Recruiters: How do you evaluate your candidates?

What’s your approach?

Take the Poll

Need a way to automate my specs

I’m looking for a solution to automate my specs. Right now, I’m expected to handle 50 specs a week, but configuring distribution lists on Bullhorn is consuming a lot of my time, especially with adding contacts and keeping track of everything.

Has anyone successfully automated their spec CV process? If so, I’d love to hear how you did it!

I don’t understand why managers feel like micromanagement will get them better results

I’m puzzled by why some managers believe that micromanagement leads to better results. Is this how they usually behave, or is it just a strategy they adopt in the office? Do they carry this mindset into their personal lives as well? More importantly, who actually benefits from this approach? If managers think that being tough will yield better outcomes, they might need to reassess their tactics. This may have worked in the past, but it certainly isn’t effective anymore, especially with Gen Z in the workforce. A peaceful workplace is crucial, and a manager’s anger and micromanagement do nothing to foster that environment!

Why can’t salary discussions be a two-way street?

Why do salary conversations have to be one-sided?
It’s perplexing that recruiters frequently shy away from sharing the salary range upfront. The entire process can feel like a game of cat and mouse. Recruiters often ask candidates about their salary expectations, but when candidates attempt to reciprocate, they often receive ambiguous replies or outright refusals to disclose any range.
This approach seems counterproductive—after all, isn’t the ultimate goal to find and hire great talent?

What is going on – job ads posted within a few weeks

What’s happening with these job postings?

Hello!

I recently applied for a position that stated applications would close on January 20th. However, I noticed a few days ago that they posted a similar ad, but this time they’re looking for someone with 3 years of experience added to the requirements.

Could anyone provide some insight? Should I consider reapplying? As a recent graduate, I’m uncertain about my chances now.

The only way to get a job is…

Landing a job is not a one-size-fits-all approach, but there are several strategies that can improve your chances!

1. Optimize Your Profile: Recruiters use various methods to find candidates, so make sure to make your profile stand out. Clearly state the position you’re seeking in your headline, and ensure your experience and skills sections are comprehensive and well-organized.

2. Network: The saying “Your network is your net worth” holds more weight than ever in today’s job market. Don’t hesitate to reconnect with former colleagues and expand your professional circle.

3. Apply Promptly: Given the competitive nature of the current job market, apply as soon as possible—dozens of candidates may be vying for the same position. Consider sending a quick message to the recruiter after applying to express your enthusiasm; while there’s no guarantee, it could help you grab their attention.

What tips or strategies have been effective for you in securing a job?