Cover letters.

Cover Letters:

What do recruiters and employers think of cover letters in 2024?

New Business Split

New Business Commission Structure

I collaborate with four sourcing consultants and one 360 recruitment consultant. The 360 consultant is newly onboarded and has begun engaging in business development activities. She has expressed that when she acquires new business but is unable to fill those positions herself, the responsibility then shifts to the sourcing consultant. She believes that in such cases, a commission split of 30% for her and 70% for the sourcing consultant is appropriate. Furthermore, she feels this arrangement should apply to any new business she brings in for a period of 12 months on all placements she cannot personally fulfill. Is this an appropriate approach?

What does reuploaded job ad on Jobstreet means?

What does it mean when a job ad is reuploaded on Jobstreet?

Hello! I’m looking for some insights from recruiters regarding this.

I noticed that a job posting on Jobstreet was reuploaded just a few hours after my interview. Does this indicate that I wasn’t shortlisted? Or is it an automatic process by Jobstreet?

I’d really appreciate your thoughts, as I can’t help but overthink the situation. I’m very eager about this opportunity and becoming part of the organization. Thank you!

Is there a software that could help be parse through resumes received through email?

Is there any software available that can assist me in managing the resumes we receive via email?

To give you some background, I recently began working at a well-established school in India where we receive between 50 to 80 applications daily. All these resumes are directed to a single email account, and our current process involves printing each one out, reviewing for highlights and suitability, making notes, photocopying them, and then forwarding them to upper management for approval to schedule interviews.

I’m looking for a software solution that can:

A) Enable mass uploading of resumes to create a centralized candidate database.

B) Utilize intelligent search features to find specific keywords across all uploaded resumes, such as “degree,” “location,” and “years of experience.”

C) Help manage the tracking and status of applications, including follow-ups and notes about each candidate.

Any recommendations would be greatly appreciated!

What disgusting thing has an interviewer ever done in front of you shamelessly as a powerplay?

What’s the most unprofessional thing you’ve ever seen an interviewer do as a power move?

I had my second interview today at a company conveniently located near my home in Hong Kong, but I was left waiting for nearly 30 minutes past the scheduled time. Finally, I was ushered in by a senior member to meet the boss, for whom I had already read articles to pass the time—twice. I expected someone with basic manners and professionalism, but instead, I was greeted by an older gentleman who spent the first five minutes with a toothpick in his mouth while casually picking his teeth during the interview.

In another instance, I interviewed for a trainer position at a company that employs ‘NASA-inspired’ technology to help students with special educational needs (SEN) like Autism and ADHD develop better focus through gameplay. This interview was more than 30 minutes late, and the interviewer couldn’t stop fidgeting with her surroundings—almost as if she herself had ADHD. She turned her back to me, rummaged through cupboards and under her desk for water bottles that she never used, checked her phone multiple times, and rustled plastic bags, appearing distinctly uncomfortable—much like a child with ADHD or Autism.

What other shocking and unprofessional power plays have you all experienced?

As a recruiter, would you hire a working mom who’s eager to return to workforce?

Title: Seeking Thoughts on Returning to Work as a Mom

As a recruiter, would you consider hiring a working mom eager to re-enter the workforce? I really need to express my feelings about this.

I’ve applied to over 50 companies and interviewed with more than 30, but I still haven’t received a single job offer. It’s been three frustrating months of submitting applications.

Initially, I tried to brush it off, thinking maybe my interviews didn’t go well or they found someone else who was a better fit. However, I’m now starting to see a pattern that feels like discrimination. Once employers learn that my career gap is due to my pregnancy and that I now have a baby boy, their follow-up question is often about who will be taking care of him.

In my mind, I’m thinking, of course I wouldn’t be applying if I didn’t have childcare in place or if I wasn’t ready to return to work! But I always respond with reassurance that we’ve arranged care for my baby.

Right now, I’m feeling pretty disheartened and unmotivated by the repeated rejections.

P.S. I’m in a highly competitive field where only one position is available, yet there are hundreds of applicants.

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

Isn’t it about time we rethink our hiring practices? There are countless individuals tirelessly applying for every job opening, yet recruiters seem to prioritize chasing after candidates who are already content in their current positions. Why not focus on the many qualified applicants who are eager, responsive, and ready to start right away?

I just don’t get the reasoning behind this approach! It seems like it complicates things for both recruiters and applicants. They pursue candidates who aren’t available and then wonder why they get ghosted.

I Received an Email from a Recruiter Asking to Schedule an Interview at Google, But Then I Was Ghosted

I Got a Recruiter’s Email to Schedule an Interview at Google, But Now I’ve Been Left in the Dark

I recently applied for an internship at Google and got a response from a recruiter at Korn Ferry last Friday, inviting me to schedule an interview within the next two weeks. I responded promptly, but haven’t heard back yet. At first, I thought the delay might be due to the weekend, but over a week has passed with no communication. I’ve sent several follow-up emails, but still no reply. Meanwhile, a friend of mine who also got an interview heard back within a day. Now, I’m starting to feel anxious.

What should I do next?

Car crash appraisal.

Car Crash Appraisal Experience

About four months ago, a colleague from another team discovered some unrestricted files that listed employee salaries and shared the details during a Zoom call. Surprisingly, this individual still has their job. Fast forward to my annual appraisal: I found out that I am making $1,500 less than my two teammates, despite being more qualified on paper. I raised this concern during our meeting, asking if my salary could be aligned with theirs.

Here’s how the discussion went:

1. I was told that my teammates were more qualified than I am, which is simply not true.

2. They pointed to a single mistake I made on Monday as evidence of my performance issues. Oddly, I have weekly one-on-ones, and this mistake had never been mentioned before.

3. There were comments about my attitude, which were brought up for the first time today, with no prior feedback.

4. They mentioned that the company is facing some challenges but reassured me it’s “nothing to worry about.”

In short, my HR representative and manager seemed flustered and scrambled to provide justifications, ultimately stating that I would need to work harder—despite the fact that my workload has doubled since I took on this role 18 months ago.

They appeared completely unprepared to address my concerns, and I felt that the HR rep ultimately redirected the conversation to rescue my boss and manager.

It was the most surreal experience I’ve ever had.

I’m currently drafting my resignation letter, as it seems they will never take my concerns seriously.

What’s your take?

Recruitment Startup?

Exploring a Recruitment Startup in Renewables

Hello everyone,

After spending 25 years in engineering, program management, and procurement, I’m contemplating a shift away from large global corporations to pursue a different path. What excites me most is the idea of starting my own business.

One venture that continuously attracts me is recruitment in the renewable energy sector. I believe my technical expertise, industry contacts, and previous recruiting experience can contribute significantly to this field. I’ve spent 4 years working with one of the leading global wind developers and another 4 years at a top wind turbine OEM.

Throughout my career, I’ve been involved in hiring and firing, developing graduate programs, mentoring individuals toward becoming chartered engineers, and assisting many aspiring engineers with their CVs and interview preparation.

I’ve had some insightful conversations with recruiters and feel I have a solid grasp of the business model. My plan is to gradually build my recruitment business on the side and, in a few years, transition out of corporate life to focus on it full time.

I’m reaching out to see if anyone here has experience starting their own recruitment firm and can share any tips, tricks, or lessons learned from the process. I’m not looking to create a massive enterprise—just something manageable that allows me to explore this venture without the pressure of making big profits. Thank you in advance for your insights!