[Need advice] Employment gap

[Seeking Advice] Addressing an Employment Gap

I recently accepted a job offer and am currently undergoing the background check process. When I initially submitted my resume, I omitted Company 4 from my employment history. Now, I’ve been asked to fill out an online form for the background check, and it calculates employment gaps. In this form, I’ve included all my previous positions, contrasting with what I provided initially. Is this acceptable?

I initially decided to omit Company 4 because I was concerned it would make it appear as though I was frequently changing jobs. This has been a point of concern during prior interviews, even though I’ve always managed to explain my history. Here’s how my employment timeline looks:

• Company 1: June 2005 to June 2016
• Company 2: June 2016 to January 2018
• Business: January 2018 to July 2018
• Company 3: July 2018 to June 2022
• NGO work: June 2022 to present
• Company 4: September 2022 to January 2023 (this is the company I left out)
• Health-related gap: January 2023 to February 2023
• Company 5: March 2023 to September 2023
• Freelance work: September 2023 to present

Any insights on how to handle this situation would be greatly appreciated!

Back into recruitment after 10 years – Most difficult questions to expect

Re-entering the recruitment field after a decade: What challenging questions to anticipate

As I prepare for upcoming interviews, I can’t help but feel a mix of excitement and nerves. Having successfully landed every job I’ve interviewed for in the past, this time feels different after such a long hiatus.

For those hiring new recruiters, what straightforward questions should I be ready for? And what unexpected or challenging inquiries might come my way?

Downsides to working with an executive recruiter?

What are the potential drawbacks of working with an executive recruiter?

I’ve recently begun my job search for a Sr. Director or VP position in biotech. Today, I spoke with a recruiter who offered to create a brief profile for me and share it with his network in the industry. It seems like a great opportunity, but are there any possible downsides I should consider?

IT Agency Recruiters

IT Recruitment Transition

I’m transitioning into IT Recruitment and will likely need to choose a specialization.

Here are my questions:

1. What areas of IT should I prioritize over the next 10-20 years?

2. Which sectors in IT should I steer clear of, and why?

3. Are there any specific fields within IT that stand out as more desirable to work in?

4. My goal is to specialize for the long term. Does contract work foster long-term relationships as effectively as a permanent role?

Remote recruitment opportunity

Remote Recruitment Opportunity Needed

Hello everyone! I’m currently on the lookout for remote recruitment opportunities but haven’t had much luck finding any on LinkedIn. If anyone knows of openings or is hiring, I would greatly appreciate your assistance. I have two years of experience in technical recruitment and would love to connect! Thank you!

Are all recruitment agencies the same?

Are All Recruitment Agencies Alike?

After working as an internal Talent Acquisition specialist for a company, I enjoyed the role despite some personal challenges and cultural misalignments over the years. When I got the chance to join a consulting firm as a headhunter, I thought it would be a valuable experience to see how agency recruitment operated.

Unfortunately, it turned out to be a nightmare. The focus was overwhelmingly on numbers rather than the people involved. We were expected to complete 30 phone screenings each week, even in the absence of active job openings, and to reach out on LinkedIn just to find one candidate a day to present—without any live roles available! Essentially, we were expected to mislead candidates into believing we might eventually place them with clients.

Another frustrating aspect was management’s directive to work on roles that weren’t officially open yet, but merely in negotiation. We would actively seek candidates and present them, only to find that clients often chose not to finalize the deals, wasting our time and efforts.

This agency had a policy of taking on new clients without retainers, meaning we only got paid after a hire, which usually led to disappointment. Clients frequently went after candidates on their own, bypassing the agency altogether.

It was disheartening to go to work knowing I had to make calls based on false pretenses. Failing to meet quotas resulted in management’s “productivity calls,” and I couldn’t risk losing my job.

I eventually left and returned to internal recruitment, which is vastly more rewarding. So, I’m wondering: are all recruitment agencies like this, or was I just unlucky? I’m cautious about considering another agency role, especially since every position and company sounds appealing during the interviews.

Thanks for your insights!

EDIT: I’d also like to mention that the pay was terrible. I’m based in Brazil but worked on services for Canada, which often results in lower wages here. My commission was shockingly low—just 0.028% of the deal. I was stunned when a Canadian colleague mentioned she could afford an Apple Watch with her commission, while mine barely covered a nice pizza. Is such compensation typical in North America?

Anyone in advertising? Need advice on portfolio?

Is anyone here in the advertising field? I’m looking for advice on building my portfolio. With graduate internship applications now open, I’d love to hear your suggestions on what elements I should include to enhance my chances of success. Thank you!

New to recruiting

Transitioning into Recruiting

Hello everyone!

I’m new to the recruiting field and am excited to explore this new path. I’ve spent the past eight years working in an emergency room, where I’ve developed strong skills in quickly assessing situations and understanding the needs of both patients and healthcare teams. My background in clinical operations, paired with my Bachelor’s degree in Science and Kinesiology, has given me insight into how healthcare teams operate. Additionally, I’m a certified EMT.

Given my extensive hands-on experience in emergency medicine, I’m curious about the feasibility of transitioning into a recruiter role, despite not having a formal background in recruiting.

What steps should I take to make this shift? Also, how can I effectively search for healthcare recruiting positions? I have a particular interest in recruiting physicians, especially emergency room doctors and RNs.

Thank you for your guidance!

Addressing Cover Letter Directly(Use Name) or to General “Hiring Manager”?

Should I Address My Cover Letter to a Specific Person or Use “Dear Hiring Manager”?

I’m currently applying for a hospitality position and want to put my best foot forward. On the application page, there’s a list of senior managers for the company.

Initially, I planned to go with the generic “Dear Hiring Manager,” but I’m considering whether it would be more impactful to address the cover letter to one of the senior managers listed.

However, I’m also concerned about the possibility of addressing it to someone who may never actually review it.

What do you recommend? Do you prefer a specific name or the general title?

How much does a company How much does a Manpower for Business subscription cost?

What is the cost of a Manpower for Business subscription? I imagine the price varies based on factors such as the number of employees and other company-specific indicators.