Is MES recruitment worth it?

Is specializing in MES recruitment worthwhile?

I’m a recruiter with a few years of experience across various sectors, including IT, tech, and gaming. Currently, I’m focused on manufacturing in the life sciences sector since moving to Denmark and taking on a role as a life science recruitment specialist.

I’m feeling a bit fatigued by not having a deep expertise in specific areas. I believe this hinders the value I can provide to my candidates and clients, making me blend in with the crowd of recruiters. In my experience, I performed best when I partnered with clients who consistently required similar roles, allowing me to truly excel in those areas. I’m eager to replicate that success.

I’ve realized that I’m not naturally inclined towards high-pressure sales pitches during cold calls. Instead, I want to position myself as someone with in-depth knowledge of a particular field, which I see as my unique offering. While being effective in sales is important, I’m exploring this knowledge-based approach for now.

I’ve come to understand that Reddit might offer insights I hadn’t considered before, so I’d like to reach out to anyone with expertise in the MES field.

Through my research, I’ve discovered that MES is more expansive than I initially thought. My experience so far has primarily involved placing one Aveva specialist in a role.

So, what do knowledgeable individuals here think about the future of MES? Would it make sense for me to specialize exclusively in MES roles related to PAS-X, Siemens, Aveva, and Rockwell?

I’m new to this field, so any insights or information would be greatly appreciated!

Contractor responsibility

Contractor Responsibility

Hey seasoned recruiters, I could use your insights! As a contractor, I recently invested a lot of time in finding the right candidate. However, after extending the offer, the HR manager took over the process. It’s now been 2.5 weeks, and the candidate still hasn’t officially signed. My question is: at what point does a recruiter’s responsibility end? If the candidate ultimately doesn’t sign, is that on the recruiter? Thanks for your thoughts!

Rail Industry Jobs Advice (UK)

Advice for Transitioning to Rail Industry Jobs (UK)

Hello everyone! I’m looking to transition my career into the rail industry. My background is in Project Management within technology delivery, and I’ve been an avid rail user throughout my life. I’m eager to hear any advice for making this industry switch. I have transferable skills in areas like planning, risk management, and change management.

I should note that I’m specifically interested in management roles rather than positions such as train driver or track engineer. Any insights or tips would be greatly appreciated. Thank you!

Is loxo.co free plan enough?

Is the free plan on Loxo.co sufficient for my needs? I rely on Sales Navigator for sourcing, but I’m unsure if I can post a job on all job boards at the same time with their free plan, as this information isn’t clearly stated on their website.

Does a rejection letter mean someone actually looked at my application?

Subject: Do Rejection Letters Indicate My Application Was Reviewed?

Hi Recruiters,

I’ve submitted numerous job applications and noticed that while some receive no response at all, others send out generic rejection letters, often saying something like, “Thank you for your consideration. We have chosen to proceed with other candidates.”

This raises a question: when I receive one of these rejection emails, does it mean my application was actually reviewed by someone? Or do positions simply close for various reasons, resulting in a mass email being sent to all applicants?

Additionally, does receiving a rejection letter imply that the position was legitimate and not just a data collection effort?

I appreciate your insights!

Best,
[Your Name]

Keeping job details vague to those you’re recruiting – how do you do it?

How do you maintain confidentiality while recruiting?

I’m a healthcare recruiter in the Middle East, focused on sourcing medical professionals. A common question I encounter is the name of the hospital, as candidates are eager for details. While I aim to assist, I prefer not to disclose the hospital’s name to prevent potential candidates from bypassing my services. What strategies do you use to handle this situation? I appreciate your insights!

Need Advice on How to Negotiate a Raise After Being Promoted but Not Getting One

Seeking Guidance on Negotiating a Raise After Promotion Without One

A few months ago, I was promoted to Head of Talent and am now leading a team of 10 recruiters. The last quarter was particularly successful, with my team achieving impressive results, and I personally filled several key roles that have significantly benefited the company.

However, I recently learned that I won’t be receiving the salary increase I anticipated following my promotion. While there wasn’t a specific figure or percentage guaranteed, I was assured there would be an adjustment at some point. Now, I’ve been informed that I need to wait until the annual salary review in April.

I’m feeling quite frustrated for a few reasons. The role has been demanding, especially with managing a team in addition to my own recruitment responsibilities. I believe I have demonstrated my value and effectiveness in this position.

By April, I will have been in my new role for nine months, yet I’ll still be earning my previous salary. I don’t want to wait that long to discuss a raise, and I would like to negotiate it now.

How can I effectively approach this conversation with management? I’m looking for advice on how to frame my request in a way that is assertive yet respectful, and ultimately leads to a positive outcome.

International WFH

International Remote Work Opportunity

I’m a recruiter based in the UK and I’ve just secured an offer for a candidate who holds a Tier 2 Skilled Worker Visa. My client is prepared to sponsor this candidate.

Currently, the candidate’s job allows them to work from their country of origin for up to 20 days each year, during which they operate on UK hours. This essentially provides them with a remote working arrangement, albeit from a different country, and is in addition to their annual leave and the option to purchase extra leave days.

However, my client does not currently offer this type of benefit.

Given that the candidate requires a minimum of 15 days of international remote work to accept the role, what additional suggestions could I present to the client? They already provide annual leave and the option to buy more days, but it seems they may need to enhance their offerings to attract this talent.

More than 8 seconds..

Over 8 seconds…

We’ve all heard the common statistic that recruiters spend around 8 seconds skimming a CV before deciding to move on.

But how long do you think it actually takes for a recruiter to thoroughly process a CV?

I’m talking about the entire workflow: reviewing the document, inputting details into the CRM, coding skills, updating the candidate record, formatting the CV (if that’s part of your process), and sending the initial email, among other tasks.

Anyone know anything about Oracle ATS?

Has anyone had experience with Oracle ATS? I’m preparing for an interview with a company that uses it, but I’ve been in recruiting for over 20 years and haven’t encountered it before, which makes me a bit anxious. How does it compare to Workday, Taleo, and SuccessFactors? (I’ve ranked those three as the least favorable ATS I’ve worked with, from worst to least worst.) What are your thoughts?