Best ways to approach a recruiter when you’re NOT the perfect fit?

How to Connect with a Recruiter When You Don’t Meet All the Qualifications

As a recruiter dedicated to assisting individuals in entering the travel industry through their personal experiences and transferable skills, I’m interested in exploring effective strategies for candidates who might not be an exact match for a position.

I would love to hear insights from fellow recruiters on the best ways candidates can approach these situations!

Tech or Finance Rec?

Tech or Finance Recommendation Needed!
I’m excited to share that I have two fantastic job offers from great companies, both offering positive work environments.

Currently, I am working in a generalist role, but I’m considering a switch to either the tech or finance sector. I would love to hear about your experiences working as specialists in these fields. Any insights would be greatly appreciated!

Recruiters, What are your biggest pet peeves and positives about using job boards?

Attention Recruiters: Your Thoughts on Job Boards?

Hello fellow recruiters,

I’m reaching out to tap into our collective experiences with job boards. As someone who has navigated the ups and downs of these platforms, I’m eager to hear your perspectives.

Pet Peeves:
– Flood of Unqualified Candidates: One of my main frustrations is the overwhelming number of applicants who don’t meet the job requirements. When I post a role that calls for specific technical skills, it’s disheartening to sift through applications from individuals who clearly lack the necessary qualifications, which makes the screening process lengthy and cumbersome.

• Limited Customization Options: Another challenge is the inflexible nature of job postings. Many boards offer rigid templates that create barriers to effectively showcasing what makes the role or company unique.

Positives:
– Wide Reach: On the upside, job boards provide an extensive reach. They have allowed me to connect with candidates from diverse backgrounds and locations, proving essential for filling positions that require specialized skills.

• Valuable Data Analytics: I also appreciate the access to metrics and analytics. Having insights into job posting performance and candidate behavior has greatly aided in streamlining my recruitment strategy and enhancing the quality of hires.

What about you? What are your greatest frustrations with job boards, and what positive aspects do you value most? I’m looking forward to hearing your thoughts and experiences!

Best,
Jozef

You weren’t rejected because you were unqualified, you were rejected because someone else was BETTER qualified.

You weren’t turned down because you lacked qualifications; you were turned down because someone else was MORE qualified.

I frequently come across posts on subs like r/recruitinghell and r/LinkedInLunatics where people blame HR and recruiters for their rejections. Many candidates apply for jobs or go through interviews and then express frustration when they don’t get the position, as if their experience wasn’t acknowledged.

In my experience, jobs often receive hundreds of applications, many from highly qualified candidates. We can’t hire everyone, and often the decision comes down to minor differences that tip the scales in favor of another candidate.

So, remember, it’s not that you weren’t qualified; it’s just that someone else had a stronger qualification profile.

And regarding the notion that “HR or recruiters rejected me; they must not know what they’re doing,” it’s important to understand that these professionals are often just relaying decisions made by the hiring team. Besides narrowing down candidates for the managers to evaluate, the feedback I provide is based entirely on the hiring team’s conclusions. While I might conduct initial interviews, my notes inform the hiring team’s decisions. I don’t make the final call.

I often find myself defending recruiters and HR whenever I see comments like this on Reddit, but it feels like I’m just asking for a negative reaction.

I don’t have a specific point with this post other than to see if others have experienced similar frustrations (and to vent a bit).

What role to apply for when changing careers to recruitment?

Title: Seeking Advice on Transitioning to a Career in Recruitment

I’m looking for insights from those in the recruitment industry regarding career transitions into this field. I’m considering making a switch to recruitment, but I don’t have any direct experience in this area.

My background includes 15 years in estate agency, and I currently run a lettings agency as a sole director, which has given me solid experience in customer relations and sales.

My partner works part-time at a large corporate bank, which brings its own set of challenges, including pressure, rigid hours, and stress. I’ve often thought that recruitment would be a good fit for me, especially if my lettings business didn’t pan out.

I’m toying with the idea of moving into recruitment while my partner takes over my role in the lettings agency. This switch could potentially double or triple her income and provide her with more flexibility to manage work-life balance with our four kids.

As I prepare for this career change, I’m wondering whether I should apply for trainee recruitment roles or if I might be considered for recruitment consultant positions despite lacking direct experience.

I realize that many jobs share similarities, and with my background in client interaction, I feel I could adapt quickly with some training in recruitment-specific practices, client engagement, and sourcing techniques.

However, I am concerned about the lower salary that comes with trainee roles and the lengthy training periods, which can last anywhere from 3 to 9 months. I’d prefer to avoid spending 12-18 months in a position with limited earnings potential. Starting as a consultant may allow me to generate income more quickly.

Has anyone in the industry experienced a similar situation? Do you think I have a chance at applying for consultant roles, or should I focus on trainee positions for a smoother entry into recruitment? Your insights would be greatly appreciated!

Anybody does cv prep for the clients? What is the general industry practice!?

Does anyone provide CV preparation services for clients? What are the common practices in the industry? Is CV preparation standard in recruitment? If so, how do recruiting agencies typically approach it?

I WANT TO SEE NEW OPEN TO WORK PEOPLE ON MY TALENT POOL ON LINKEDIN PROJECTS

Looking for Fresh ‘Open to Work’ Candidates in My LinkedIn Talent Pool

I’m interested in identifying newly ‘Open to Work’ candidates in my talent pool. When I conduct a search and see 2,000 profiles, I want to run the search again the following week and only see the new candidates who have marked themselves as ‘Open to Work’ since then. I’ve tried using LinkedIn Recruiter, but it doesn’t allow me to export to Excel for an XLOOKUP. Any tips or workarounds would be greatly appreciated!

Need your opinion about my business idea

Seeking Your Feedback on My Business Idea

Hello everyone,

I’m reaching out to gather your thoughts on a business concept that I’ve been developing, and I’m a bit uncertain about its viability.

I’m planning to launch a staffing agency focused exclusively on the job market in Morocco. What sets my company apart from others is my intention to establish local offices, allowing clients to recruit teams that operate in a specific location. While my primary target audience is the French-speaking market, I’m also interested in tapping into the diverse talent available in Morocco, where many individuals are trilingual.

The key advantage for my clients would be access to cost-effective labor and a fresh pool of skills. My current plan is to partner with recruiters and recruitment agencies who can introduce my solution to their clients for suitable open positions, in exchange for a percentage of the revenue.

I’m eager to hear your opinions on whether you think this concept has potential within your industry.

Thank you for your support!

Thoughts on Neru Lending LLC

Looking for insights on Neru Lending LLC! I received a message on Indeed about an Executive Recruiter position. Has anyone had experience with this company? Would love to hear your thoughts!

Contacting candidates from LinkedIn

Reaching Out to Candidates on LinkedIn

Hello everyone,

I’m new to a role where LinkedIn is our primary tool for sourcing candidates. My goal is to schedule two calls a day with the hiring manager.

In my experience, it often takes a considerable amount of time for candidates to respond to LinkedIn messages, whether they’re InMails or connection requests. I’ve had instances where some candidates reply a month after the initial outreach!

I would love to hear any tips, techniques, strategies, or tools (like web extensions or apps) that could help improve response rates.

Thank you in advance for your help!