Has anyone tried out PeopleGPT or Hired Score? I’m exploring different methods for sourcing and filtering applicants in a distinctive way. If you’ve used these platforms or any similar tools, I would love to hear your thoughts—both positive and negative! Your insights would be greatly appreciated!
Job Seeker’s Paradox: Too Many Options, Too Much Stress
As a seasoned professional with a solid reputation, I receive at least one message daily from recruiters eager to connect me with new opportunities. I’m financially stable and the positions I’m interested in promise lucrative rewards, far exceeding my current spending needs. I genuinely love my field—it’s my passion and brings me immense joy. Yet, despite all this, I’ve been searching for a job for the past seven months without any success.
The process feels like an elimination game, and the abundance of choices only adds to my confusion. I find it challenging to commit to any opportunity, as the thought of moving forward fills me with anxiety. I struggle to assert myself, even when it comes to declining offers, which only exacerbates my hesitation. This overwhelming sense of obligation keeps me from even starting a recruitment process.
Shifting Away from Recruitment
After spending a decade in IT recruitment—four of those years running my own firm—I’m ready to move on from this industry. I used to find great joy in my work, but the pandemic has transformed many aspects of the business, often for the worse.
What I cherished most was building relationships, taking clients out, and immersing myself in their personal and professional lives. However, with the rise of remote work, opportunities for in-person networking and meetings have dwindled. I thrive in face-to-face interactions, and find phone and Zoom calls to be lacking in authenticity and effectiveness.
Additionally, I’m frustrated by the shift in LinkedIn’s focus—from a professional networking platform to a space dominated by influencers and content creators. I relied on LinkedIn for recruitment, but wading through all the social media noise is exhausting, especially since I don’t engage with social media in my personal life.
The IT job market still hasn’t fully rebounded, and with the advent of AI automation looming, I worry about its future. I recently applied for several contract recruiting roles to buy myself some time, but I was met with an overwhelming influx of applicants—over 3,000 for each position within 48 hours. For the first time, I haven’t received even a single call for an interview.
That’s why I’ve decided to pursue my MBA and embark on a new journey. I have a few career ideas in mind, but I’m reluctant to disregard a decade of experience and feel as though I’m starting from scratch.
To those who have successfully transitioned out of recruitment into different business fields: What paths did you take? How did your recruiting skills translate to your new roles? Do you have any regrets, or are you pleased with your decision to move on?
I’m looking to compile a list of viable career options that would allow me to leverage the skills I’ve gained in this unpredictable industry.
Thanks in advance for your insights!
Automated Timekeeping Solution Needed
Good morning, everyone! We’re a small recruiting agency, and I’m looking for an efficient timekeeping solution for our contractors. Ideally, I’d like a system where contractors can log their hours, and the records are automatically sent to the hiring manager for their approval at the end of the week.
Currently, we use ADP, but it’s been troublesome due to frequent glitches on the contractor’s side. Additionally, I have to manually forward the timesheets to the hiring manager for their signature, which is time-consuming.
Has anyone had experience with a seamless, automated timekeeping solution? I would appreciate your recommendations. Thank you!
Hi everyone,
I wanted to share my experience as I’ve been working at a headcount recruitment agency in London for the past six months. I’m currently nearing the end of my probation period, and while I’ve been focused solely on resourcing, I’ve managed to make one managerial placement and assist in a rapid process for a VP role in the US with a salary of $275k.
As a junior recruiter, I was responsible for resourcing, handling interview requests, and general candidate management until we reached the offer stage, where my manager took over due to complexities involving stock, shares, and bonuses. The candidate was offered the position in mid-January and had a contract before February.
Unfortunately, I haven’t received any updates on the status of this placement, despite my inquiries being met with vague responses. With my probation period approaching and a noticeable decline in job openings leading to some team members leaving, I’m feeling increasingly uncertain about my future here. I don’t handle business development, and my relationship with my manager isn’t the strongest.
I can’t shake the feeling that they’re withholding information about the placement to avoid having to compensate me. My manager has advised me not to contact the candidate since the offer was made, but I’m tempted to reach out to see if they’ve signed or given their notice. However, I’m concerned about any potential repercussions.
If anyone has advice or suggestions on how to navigate this situation, I would greatly appreciate it. Just to clarify, I’m not looking to find ways to save my job; I have a sense of where this is heading, but I’d like to ensure I receive the commissions I’ve earned.
Thanks in advance for any insights!
Question About Pymetrics
Hi everyone, I’m a candidate here seeking some advice and perhaps venting a bit.
I recently applied for a marketing position that I might be overqualified for. After applying, I completed the pymetrics tests as requested. My scores primarily indicated ‘unique features,’ but shortly after, I received an email informing me that I would not be moving forward in the hiring process.
I’m feeling a bit perplexed by this outcome. It seems like an unusual way to evaluate a candidate’s capabilities.
I’m also feeling somewhat disappointed that I missed out on a role I’m confident I could excel in because of these tests. I’m curious to know if anyone has insights into why these assessments are used and what I could have done differently to pass the test. Any thoughts?
Client Leads Needed for Recruitment Company
Hello everyone! I recently took on an account management position centered around account growth. Initially, I was informed that the company had several significant accounts, including banks and consulting firms. However, upon starting, I discovered that there are very few active accounts, and my primary responsibility is to acquire new ones.
Given the current state of the job market, it’s becoming increasingly challenging to receive responses from potential clients. If anyone has leads or knows companies that are actively looking to hire, I would truly appreciate your help. Thank you in advance—this pressure is intense!
Effective Client Development Strategies for a Niche Staffing Agency
After years in the legal field, I’m excited to launch a niche legal staffing agency that will connect attorneys and paralegals with law firms and companies. Rather than focusing on temporary or temp-to-hire placements, I aim to provide staffing solutions that effectively manage long-term overflow work. This approach will prioritize staffing rather than direct hiring.
With a deep understanding of the legal industry and a wealth of valuable contacts, I’m optimistic about my ability to find clients and source talent effectively.
Beyond tapping into my personal network, I’d love to hear suggestions on how to discover and pitch potential clients. Given my experience as a lawyer, I often receive an overwhelming volume of B2B emails and LinkedIn messages. It makes me wonder if there’s a more effective outreach strategy than the typical cold pitches I regularly encounter. I believe an MPC (Message-Pitch Connection) approach could be more impactful over the standard outreach techniques. Any additional tips or innovative ideas would be greatly appreciated!
Subject: Seeking Guidance on Indeed’s New Paid Listings Policy
Hi everyone,
I’m reaching out for some advice regarding Indeed’s recent decision to eliminate free listings for agencies. I work at a small agency that has relied on Indeed for several years, and we’ve just been informed by our ATS that starting next week, this change will take effect.
I’m at a crossroads on how to approach this situation. Currently, Indeed accounts for about 40% of our applicants and nearly 20% of our placements. While the volume is significant, we also receive a high number of unqualified applications through the platform. This makes it challenging to decide whether we should invest in paid listings or explore other options.
I’ve come across various accounts of budgets getting depleted without satisfactory results, and we’ve encountered similar issues with our Google and Facebook ads.
For context, we typically allocate around $20,000 annually to a local job board, which delivers a strong conversion rate and effectively supports our specialized roles. Most of our general roles are filled through a combination of free listings on Indeed, LinkedIn, and our own website. My concern is that if we shift to Indeed, we might end up consuming our entire budget without seeing a comparable return.
I would greatly appreciate any insights or experiences you could share regarding this situation. Thank you!
Will I Be Rehired?
I previously worked as a supervisor in a zoo gift shop, and before the pandemic, I faced a write-up due to a customer complaint. The situation arose when I was cleaning up after a child who had made a mess. While I was just doing my job to ensure everything was tidy by 5 PM, the child’s mother perceived my actions as racial profiling, believing I was “following them because I thought they were stealing.”
Following the incident, my manager addressed it formally, and I parted ways with the zoo on good terms. Unfortunately, when COVID hit, the zoo had to let go of all the staff I worked with.
I had always intended to return to the zoo in an administrative role, but I’m concerned that potential employers will see the write-up and misunderstand the situation. Should I even consider applying? I’m worried that future managers or recruiters might misinterpret what happened and view me as racist.
I truly loved my time at the zoo and have held various positions within different departments. My husband thinks I should avoid applying due to this incident, but it makes me really sad to think about not trying. What should I do?
