Legal Recruiters – you enjoy doing what you do?

Attention Legal Recruiters – Do you love what you do?

I’m currently working in public recruitment and am interested in developing skills in the private sector. With a law degree and a genuine interest in the legal field, I’m curious to know if you find legal recruitment fulfilling.

What’s the current market landscape like? How do you find the candidates you work with?

In public recruitment, we often encounter a variety of unique individuals due to the lower entry barriers. I’m assuming that with higher standards in legal recruitment, you likely encounter fewer time-wasters. Is that accurate?

Thank you!

Should Recruitment startups invest in recruiting software for small business?

Should Recruitment Startups Consider Investing in Recruiting Software for Small Businesses?

Many recruitment startups often wonder if they should allocate funds toward recruiting software tailored for small businesses. As someone with extensive experience in the recruitment field, I completely understand this dilemma!

Here’s my perspective: Even if you run a small business, you’ll inevitably face an influx of resumes and may find it challenging to track candidate information effectively. Effective recruiting software can simplify the process significantly. It acts as an extra pair of hands, helping to organize and streamline every aspect, allowing you to concentrate on finding the right candidate. Additionally, many of these platforms now offer features specifically designed for the needs of small businesses, making this investment a smart choice in my opinion.

What do you think? Is it wise for small businesses to invest in these recruiting tools?

Can healthcare recruitment software really transform hiring?

Can healthcare recruitment software genuinely change the hiring landscape?

Utilizing effective recruitment software can significantly enhance healthcare hiring processes. As a recruitment expert, I’ve witnessed how such tools can simplify every stage of hiring, from candidate sourcing to onboarding.

However, I’ve encountered varying perspectives on this topic from different individuals.

Is anyone currently using healthcare recruitment software? I’d love to hear about your experiences!

Can a virtual interview and training assistant benefit your recruitment career?

Can a Virtual Interview and Training Assistant Elevate Your Recruitment Career?

Hello, recruiters! As someone who is deeply engaged with AI and specializes in developing various automation solutions—ranging from customized tools to an AI-driven resume formatting application for recruitment agencies—I’m always eager to learn more.

I’m reaching out to gather your insights on the potential demand for in-house training systems.

My question is directed to both agency recruiters and recruitment firm owners: do you see value in having an in-house training platform that provides guidance on recruitment best practices? Such a system could serve as a mock interview resource, daily training companion, or even a real-time interview assistant.

We can draw learning materials from various sources, including:

• In-house training resources from your recruitment firms
• External content available online (books, YouTube videos, podcasts, etc.)

Creating a learning process tailored to every recruiter would be an exciting challenge. I would greatly appreciate your feedback on this topic!

Is speccing dead?

Are speculative CVs a thing of the past? I’ve heard some recruiters say that the era of sending out speculative CVs is over, but I respectfully disagree.

While the traditional “spray and pray” approach to submitting speculative CVs can indeed feel useless, there are exceptions:

1. If you’re aware of a company that’s actively hiring for a role
2. If you know someone who would be a perfect fit
3. If you can succinctly articulate this in a brief message

In such cases, the only real downside is the associated fee.

Sure, this downside can be significant—particularly if the hiring manager hasn’t had success filling the position—but it’s entirely possible they would be open to reviewing a well-matched speculative CV.

Many of my clients have mentioned they would consider a speculative CV if it aligns perfectly with what they’re looking for.

What’s your take? Do you believe speculative CVs are obsolete?

How do I find the right recruiter in my niche? (Front end development – Software Engineering)

Seeking the Right Recruiter for Front End Development Opportunities

Hi everyone,

I’m in search of recruiters who specialize in connecting front end developers (Software Engineers) with potential employers. Is there a centralized database or resource where I can find a list of these recruiters?

I’m eager to connect with professionals who can help share my CV within their networks, enabling me to secure a position with a reputable company.

Thank you for your assistance!

What’s the best ATS you’ve used?

What’s your favorite ATS?

Attention recruiters! I’m curious to know which ATS has worked best for you. Here are the top three that my recruiting clients have been using:

• Salesforce
• Bullhorn
• Invenias

What about you?

Issues recruiting in France as a UK based company

Challenges of Recruiting in France as a UK-Based Company

Hello everyone,

Has anyone faced challenges while recruiting for companies based in France? I’m aware of the lengthy notice periods, but the French legal framework can be quite complex. Are there any additional taxes or insurance requirements that a UK-based company should know about?

I appreciate any insights you can share! Thank you!

Greg Savage training academy

Greg Savage Training Academy

Hi everyone! I’m in the recruitment field and thinking about subscribing to the Greg Savage Recruitment Academy. Has anyone had experience with it? I’d love to hear your thoughts before I commit financially. Thanks!

Candidate Sourcing Strategy

Candidate Sourcing Strategy Needed

I’m reaching out for assistance in uncovering new avenues for candidate sourcing. Despite my in-depth research, I often come across standard recommendations like referrals and university alumni networks, which haven’t proven effective in my case. Here’s a bit more context:

• Referrals: We’ve set up a referral program, but it hasn’t generated any leads from past candidates or network contacts. Our employee referral incentives haven’t driven significant results either.

• University Alumni Networks: Since we’re focusing on Level 2 and 3 positions that demand extensive experience, entry-level alumni connections aren’t particularly useful for our needs.

• Job Boards: We currently use Indeed and LinkedIn for our postings and candidate sourcing.

• Talent Pipelines: While we have active talent pipelines, we’re eager to explore additional innovative strategies.

As an offshore staffing firm with a small team of five recruiters (three of whom are partnered with this particular client), my ability to engage in local community events, hackathons, or meetups is limited by my location. Additionally, my assignments concentrate solely on sourcing for a federal agency with stringent criteria that restrict submissions if even one required skill or experience is missing.

Given these challenges, I would greatly appreciate any creative suggestions or strategies for sourcing qualified candidates.

Thank you for your support!

TL;DR: Looking for fresh, innovative recruiting strategies for federal agency roles amidst client limitations and my offshore location. Open to diverse talent sourcing ideas.