Choosing the agency to work for

Choosing the Right Recruitment Agency

Hello everyone, I’m using a throwaway account for privacy.

I’m exploring a career shift from sales and business development in a physical product industry to the recruitment sector. Recently, I applied to several recruitment agencies and am excited to have received offers for the associate consultant position from both Michael Page and Robert Walters.

I would love to hear your thoughts on the important criteria or factors I should consider when making my decision. Additionally, if anyone has insights or experiences with either of these firms, I would be very grateful for your input. Thank you!

Help a startup out & get some recruitment tips!

Support a startup and discover valuable recruitment insights! We’re on the lookout for innovative recruitment software that can make a difference.

Recruitment Managers – can you please help me with my Recruitment BP interview :)

Attention Recruitment Managers – I could use your assistance with my upcoming Recruitment Business Partner interview! 🙂

I’m interviewing for a Business Partner position within my current team, and a significant aspect of this role involves reporting on recruitment activities across specific departments. While I’m currently serving as a Recruitment Advisor, I’ve taken on additional responsibilities, including reporting.

For the interview, I’ve been tasked with preparing data to present to senior executives that showcases recruitment performance over the past six months. Although this is something I do weekly, I want to ensure I haven’t overlooked anything important.

Here’s what I’ve compiled so far:

1. Total job requests
2. Total jobs closed
3. Total jobs currently open
4. Total jobs on hold/canceled
5. Average time from new application to offer
6. Average time from job approval to offer
7. Total applications received
8. Total ineligible applications
9. Gender breakdown of applicants
10. Number of applications reviewed by recruiters
11. Number of manager reviews
12. Number of interviews conducted
13. Number of candidates undergoing pre-employment checks
14. Number of offers accepted
15. Number of offers declined
16. Average time from new application to hiring manager review
17. Average time for hiring managers to review applicants

I would greatly appreciate any suggestions or additional metrics you think I should include! 🙏

What are questions u give to MIS student majors?

What questions do you recommend for MIS students majoring in Data Analytics internships?

How do I get booked meetings with interested prospects

How to Schedule Meetings with Interested Prospects

Hey there! I want to share a new approach that has significantly improved my ability to secure high-quality meetings with prospects who are already eager to buy. If you’re seeking a reliable source of quality leads for your service-based business, our lead generation service could be exactly what you need. Each month, we provide you with 10 highly qualified leads, ensuring they possess the interest, purchasing power, and genuine need for your services.

We prioritize quality over quantity, allowing you to focus your efforts on serious prospects rather than casual inquiries. We take the time to carefully select the clients we partner with to ensure an excellent fit. Interested in learning more? Send me a DM! I’d love to discuss your needs and see if we could be a good match. And even if it turns out not to be the right fit, I’m happy to share some free tips to help you enhance your lead generation.

Looking forward to connecting!

Moving agency to in house

Transitioning from Agency to In-House Recruitment

Hi everyone,

I’ve spent the past two years working at an agency in London, and while my current company is great, I’ve come to realize that I want to transition to an in-house role. Despite achieving decent results, the pressure of constant targets and a low base salary is taking a toll on my mental health and affecting my personal relationships.

I’d love to hear any advice on how to break into in-house talent acquisition. Is two years of agency experience sufficient to make this transition? What steps should I take to make the move?

Thanks in advance for your insights!

Automatic application of my candidates

Automatic Application Tool for Candidates

I’m considering creating a tool that would automatically submit applications for job openings that align with my candidates’ qualifications.

This tool would anonymize the CVs and profile descriptions while including a link to my contact information. I believe this could significantly boost my candidate outreach.

What are your thoughts? Do you think this could be an effective approach?

Hate my job – sales?

Frustrated with my job in recruitment?

Hi everyone!

I’ve been working as a 180 recruiter since graduating a few months ago, and to be honest, I’m really not enjoying it. The process of sourcing candidates feels tedious, especially when I’m expected to find ten candidates with ten years of experience in a small town, all for a salary of $20k per year. Plus, my manager makes things even harder!

On the flip side, I genuinely enjoy chatting on the phone, convincing people to take job offers, and negotiating. I thrive in the more sales-oriented aspects of the role.

Recently, I received an offer for a Business Development Manager position at a local marketing agency.

So, I wanted to ask: has anyone transitioned from recruitment or sourcing to a sales role? What was your experience like?

I thought this was reddit, not LinkedIn.

I thought this was Reddit, not LinkedIn. I’m glad to see this subreddit bouncing back after a phase dominated by spam and unrelated content, particularly all the clan stuff.

However, I’ve noticed a significant increase in posts where people are promoting their questionable businesses or ideas in what feels like a sales pitch. I wasn’t aware that was allowed here, and it definitely seems to contradict the subreddit’s rules. Additionally, some of the recruitment practices being suggested are pretty terrible and might even cross into illegal territory—though that’s a separate issue.

Is this subreddit on a downward spiral again? How many active moderators do we have? Are we still adhering to the rules? I know u/chazman69 is around and engaged, but I realize they can’t manage everything single-handedly.

I’m not sure why I felt compelled to write this—it’s probably just a rant or an invitation for a discussion about where this sub is headed.

I’d be happy to lend a hand if needed; with nearly 10k members here, I’m sure others would be willing to pitch in as well.

Honestly, we could use more lighthearted, entertaining content like Ed Hunter’s posts, and less of Oleg Vishnepolsky pushing yet another AI-driven CV screening tool that seems like complete nonsense.

What do you think?

Tech Recruitment support needed (Help a new business)

Seeking Tech Recruitment Insights for My Growing Business

Hello everyone,

I’m reaching out for some support as I navigate the challenges of a new business that I’ve been running for about a year now.

As a solo founder until recently, I’ve found it challenging to keep up with market trends and industry changes. I would greatly appreciate it if you could share some average metrics regarding client acquisition. Specifically, I’m interested in key performance indicators (KPIs) that have worked for you.

For instance, I’m curious about things like:

• Sending out 250 emails each week
• Making 200 calls each week
• Securing 1 mass spec per week

If these efforts yield 2 new clients a month, that would be invaluable information to me as I refine my own targets.

Thanks in advance for your help! Your insights would mean a lot.