Maybe a controversial take – but there are too many “consultants”

The Surprising Surge of Consultants in the Modern Business Landscape: A Critical Perspective

In today’s competitive environment, the proliferation of consultants has become an increasingly common phenomenon across various industries. While consulting services can provide significant value when properly employed, there is a growing concern about the overwhelming number of less-than-reliable practitioners flooding the market. This phenomenon warrants a closer examination.

Industry Context and Personal Experience

Drawing from my own professional background, I have spent several years working within a large corporate agency before transitioning to a client-side role approximately a year ago. My move has been mutually beneficial; I no longer contend with the relentless pursuit of new deals, and I am satisfied with the stability my current position offers.

However, this transition exposed me to an unexpected challenge: the sheer volume of transient consultants eager to engage with my company. Coming from a sector outside the typical tech or finance domains—specifically, construction—the frequency of outreach has been startling.

The Reality of Consultant Outreach

Since taking on my current role, I have experienced approximately 2-3 LinkedIn connection requests daily from various third-party firms. My phone rings regularly with pitches that often lack relevance or effectiveness. Over the past year, I’ve counted more than 100 different agencies attempting to offer their services.

A significant portion of this outreach—estimated at around 95%—performs poorly from a sales perspective. Common tactics include cold emails featuring superficial information about candidates who do not align with the specific needs of my organization, and cold calls where I can often hear the nervousness in the caller’s voice, clearly scripted and unconvincing.

Challenging the Status Quo

Despite my own solid performance—ranking comfortably within the top 15-20% in my office—I am perplexed by how these agencies sustain themselves amidst such a saturated market. Furthermore, I find myself wasting valuable time each day responding to outreach, often having to reiterate: “We’re currently limiting third-party spend. I’ll reach out when we need assistance.”

The Need for Market Consolidation

This abundance of consultants appears to be a direct result of an oversimplified belief that simply obtaining a LinkedIn license and dreaming big suffice to succeed in the industry. The reality suggests a pressing need for a natural reduction—or “culling”—of the herd.

Final Thoughts

As the consulting landscape becomes increasingly crowded, both clients and genuine practitioners must navigate these challenges thoughtfully. Quality over quantity should be the guiding principle, and industry stakeholders should advocate for a more discerning and sustainable approach to consultancy services. Only through such measures can we ensure that valuable expertise is distinguished from mere noise.

The vicious cycle of refilling roles over and over

Breaking the Cycle: Addressing the Recurrent Challenge of High Turnover in Recruitment

In today’s competitive talent landscape, many organizations find themselves trapped in a frustrating pattern: internal recruiters repeatedly tasked with filling the same roles due to persistent employee turnover. This cycle not only drains resources but also hampers overall productivity and morale within the recruitment team.

Understanding the Underlying Issue

Often, the root cause of this recurring vacancy crisis lies beyond the immediate hiring process. Management may hesitate to confront underlying issues such as workplace culture, compensation dissatisfaction, or lack of growth opportunities, which contribute significantly to employee attrition. As a result, recruiters are caught in a continuous loop—identifying candidates, making offers, only to see new hires leave shortly after onboarding.

The Impact on Recruitment Teams

This cycle can lead to professional burnout among recruiters who feel their efforts are in vain, fueling frustration and disillusionment. The repeated cycle not only affects individual morale but also diminishes the organization’s ability to attract and retain top talent. It becomes a self-perpetuating problem: high turnover leads to more open roles, increased workload, and ongoing recruitment efforts that seem to never reach a resolution.

Moving Toward Sustainable Solutions

To effectively break this cycle, organizations must first recognize and address the core issues driving turnover. This may involve implementing comprehensive employee engagement strategies, reviewing compensation packages, fostering a positive workplace culture, and providing clear career development pathways.

For recruitment professionals feeling caught in this relentless cycle, open communication with leadership about these systemic issues is crucial. Advocating for organizational changes that promote employee retention not only benefits the workforce but also streamlines the recruitment process.

Conclusion

Repetition in recruiting roles is a clear signal that deeper organizational issues need attention. Leaders and HR teams must work collaboratively to identify root causes, implement targeted solutions, and create a more sustainable talent ecosystem. Only then can companies break free from the vicious cycle and build a resilient, committed workforce.

If you’re a recruiter or HR professional experiencing similar challenges, remember that your efforts are valuable—and sometimes, the most impactful change begins with advocating for organizational improvements. Perhaps, it’s time for the next step—your step—toward a more stable and fulfilling workplace.

My boss is taking my candidates and not giving me commission

Understanding Candidate Ownership and Fair Compensation: Navigating Workplace Ethics and Policies

In the competitive landscape of recruitment and talent acquisition, clear policies and ethical practices are essential to ensure fair treatment of employees and maintain a healthy work environment. Recently, discussions have emerged around the issue of candidate ownership and fair commission distribution, highlighting important considerations for both employers and employees.

The Scenario: Candidate Relationships and Compensation Concerns

Consider a professional who has invested significant effort into sourcing and engaging potential candidates. Over months of diligent work, they establish relationships, conduct interviews, and develop a pipeline of qualified prospects. However, they notice that their supervisor is now reaching out directly to these candidates, some of whom were initially identified and engaged by the employee months prior.

More concerningly, the supervisor appears to be transferring the ownership of these candidate relationships from the original employee to themselves. This action results in the supervisor receiving the full commission associated with successful placements, effectively diverting potential earnings from the original contributor.

Impact on Employee Morale and Fairness

Given that a substantial portion of the employee’s compensation relies on commissions, such practices can significantly impact motivation and financial stability. When efforts are undermined or when ownership rights to candidate relationships are not clearly defined, it can lead to perceptions of unfairness, reduced morale, and potential conflicts within the team.

Policy Considerations and Best Practices

While company policies may vary, it is advisable for organizations to establish transparent guidelines regarding candidate ownership. Clear definitions help prevent misunderstandings and ensure that all team members are recognized for their contributions. Even in the absence of explicit policies, fostering a culture of fairness and collaboration is vital.

Employees should also be proactive in understanding their company’s stance on candidate ownership and commission sharing. If ambiguities exist, discussing these concerns with management or HR can help clarify expectations and establish mutually agreeable practices.

Recommendations for Navigating the Situation

1. Review Company Policies: Examine the employee handbook or contractual agreements to identify any relevant clauses related to candidate ownership and commission distribution.

2. Open Dialogue: Initiate a respectful conversation with your supervisor or HR representative to express your concerns about the recent developments and seek clarity on policies.

3. Document Interactions: Keep records of your interactions with candidates and any communications related to ownership or commission agreements.

4. Propose Fair Solutions: Suggest transparent practices such as partial commission sharing or joint ownership arrangements, fostering teamwork and equitable recognition.

5. Seek Formal Agreements: Where possible, establish written agreements that clearly delineate candidate ownership rights and commission splits.

Conclusion

Fair treatment and transparent policies are foundational to a productive and ethical workplace, especially in fields where commissions significantly influence compensation. Addressing concerns proactively, fostering open communication, and advocating for clear guidelines can help ensure that effort and contribution are appropriately recognized and rewarded.

By cultivating a culture of fairness and clarity, organizations can motivate their teams, retain top talent, and uphold professional integrity in their recruitment practices.

Most terrible candidate experiences can be attributed to Hiring managers having a terrible process that they are adamant about

Understanding the Impact of Hiring Processes on Candidate Experience

In the realm of talent acquisition, one of the most significant factors influencing candidate experience is the hiring process itself. Unfortunately, many candidates encounter frustrating and inconsistent interview procedures, often due to the approaches and expectations set by hiring managers. Recognizing and addressing these issues is crucial for cultivating a positive reputation and attracting top talent.

The Common Pitfalls in Hiring Practices

Many organizations grapple with a recurring set of challenges stemming from hiring managers’ preferences. These include:

• Lengthy, drawn-out interview processes: Some managers insist on multiple interview rounds, extending the timeline unnecessarily.
• Lack of timely feedback: Candidates frequently report waiting weeks without responses or constructive feedback, leading to disengagement.
• Impossibly high or vague candidate standards: There’s often a desire for the “perfect” candidate—or a “unicorn”—without realistic or commensurate compensation.
• Inconsistent interview procedures: Changing interview formats midway can cause confusion and frustration among applicants, giving an impression of disorganization.

A Reflection on Perspective

It’s worth noting that hiring managers were once job seekers themselves. They’ve experienced the uncertainty of interviews, the impatience of waiting for responses, and the importance of being given a fair chance despite not ticking every box. Recognizing this shared experience can foster more empathy and fairness in the current hiring process.

Power Dynamics and Their Effects

Unfortunately, some hiring managers, wielding authority over the process, become resistant to streamlined or candidate-friendly methods. They may impose complex, drawn-out procedures, believing it to be a marker of thoroughness. However, this often backfires by damaging candidate perceptions and ultimately narrowing the talent pool.

Recruiters and HR professionals frequently find themselves caught between managerial demands and the need to create a positive candidate experience. The reality is that many of the frustrations and negative experiences simply reflect the rigid or inconsistent processes dictated from the top.

Moving Toward Better Practices

Ideally, the hiring process should be efficient, transparent, and respectful. A simple, effective approach—a one or two-step interview process, clear communication, and reasonable expectations—serves both the organization and candidates well. Reducing unnecessary steps and focusing on meaningful interactions allows organizations to present themselves as welcoming and professional.

Final Thoughts

Creating a positive candidate experience requires awareness, empathy, and a willingness to adapt processes. Hiring managers hold significant influence over this experience, and their commitment to fair, straightforward procedures can make all the difference. By aligning expectations, minimizing unnecessary hurdles, and respecting candidates’ time and efforts, organizations can not only enhance their reputation but also attract the quality talent they seek.

In conclusion: The most problematic candidate experiences often originate from flawed hiring processes driven by overly rigid or inconsistent managerial demands. Emphasizing simplicity, fairness, and empathy in hiring can transform a once-terrible process into a compelling showcase of your organization’s professionalism.

Why is it frowned upon to focus on salary?

Understanding the Tension Surrounding Salary Focus in the Workplace

In today’s dynamic job market, many professionals prioritize salary growth as a key factor in their career decisions. Despite receiving positive performance evaluations and feeling engaged in their roles, some individuals still find themselves contemplating new opportunities primarily to increase their earnings. This situation raises a broader question: why is it often considered inappropriate or frowned upon to focus on salary when evaluating one’s career?

The Reality of Financial Needs vs. Workplace Expectations

It is common for employees to seek better compensation, especially when financial responsibilities are increasing. For instance, supporting a family or managing personal debts can make salary growth a critical concern. In such cases, seeking higher pay is not merely about financial gain but a necessary step toward financial stability and well-being. Unfortunately, societal perceptions sometimes cast this focus on salary in a negative light, as if it equates to greed or a lack of dedication.

Why Do Society and Workplace Cultures View Salary Emphasis with Skepticism?

Several cultural and organizational attitudes contribute to this perception:

• Valuation of Passion and Loyalty: Many workplace cultures emphasize intrinsic motivation, passion for the work, and loyalty over monetary compensation. Focusing solely on salary might be seen as superficial or as a sign of greed, undermining values of dedication.

• Financial Success as a Taboo Topic: Open discussions about compensation can be viewed as taboo or impolite, leading to stigmatization of those who prioritize earnings.

• Ideals of Selflessness and Service: Some industries and communities hold the belief that work should be driven by purpose rather than monetary rewards, fostering a sense that prioritizing salary is crass or unprofessional.

The Reality for Many Professionals

Despite these cultural notions, it is vital to recognize that prioritizing salary is a legitimate concern, especially when financial stability is at stake. Employees are entitled to seek fair compensation for their efforts, expertise, and contributions. After all, earning a living is a fundamental aspect of employment, and expecting to be compensated appropriately is both reasonable and necessary.

Balancing Passion and Practicality

A healthy perspective involves balancing enthusiasm for the work itself with practical financial considerations. Employees who seek higher pay to support their families or improve their quality of life are not being selfish; rather, they are ensuring their ability to continue contributing effectively.

Redefining the Narrative

It is essential to challenge the notion that focusing on salary is inherently negative or unprofessional. Open dialogue about compensation, transparency, and fair pay should be encouraged within workplaces. Recognizing that employees’ financial motivations are often grounded in legitimate needs can foster more supportive and understanding organizational cultures.

Conclusion

While societal expectations may cast a shadow of negativity on the pursuit of higher salary, it is a natural and valid aspect of career development. Prioritizing fair compensation to support oneself and one’s family is not only reasonable but necessary. Embracing this perspective can lead to healthier work environments where employees feel empowered to advocate for their worth without shame or guilt.

If you’re navigating questions about career growth and compensation, remember that your financial needs are valid. Prioritize open communication and seek opportunities that align with your professional goals and personal responsibilities.

Anyone actually cut hiring costs using AI recruiting tools at scale?

Exploring the Impact of AI-Driven Recruiting Tools on Hiring Costs and Efficiency

The landscape of talent acquisition is rapidly evolving, driven in large part by advancements in artificial intelligence (AI) and automation technologies. Many organizations are exploring AI-powered recruiting tools to streamline their processes, reduce costs, and accelerate hiring timelines. However, as this wave of “AI everything” continues to surge, questions remain about the tangible benefits these solutions can deliver, especially at scale.

The Promise and Reality of AI in Recruitment

Artificial intelligence promises to transform recruiting by automating repetitive tasks such as candidate screening, interview scheduling, and initial assessments. These innovations aim to alleviate the administrative burden on HR teams, enabling faster decision-making and potentially lowering hiring expenses.

Nonetheless, amidst the flood of new tools and platforms, some users report that many offerings feel underwhelming or insufficient for high-volume recruiting needs. There’s concern that some solutions are more marketing hype than practical aid, especially for organizations processing dozens or hundreds of candidates each month.

Empirical Evidence and ROI Considerations

For organizations actively utilizing AI-driven recruiting tools at scale, the critical question is whether these technologies have demonstrably reduced hiring costs or shortened time-to-fill metrics. While anecdotal reports and small-scale case studies exist, comprehensive, systematic data remains limited. Organizations are encouraged to evaluate ROI carefully, considering factors such as:

• Cost savings from reduced manual effort
• Improvements in time-to-hire
• Quality of candidate matches
• Integration capabilities with existing HR infrastructure

Key AI Recruitment Technologies of Interest

Several AI-powered solutions are gaining traction across various stages of the recruitment process:

• AI Interview Platforms: Tools that conduct automated preliminary interviews or assess candidate responses to streamline initial screening.

• AI Screening Software: Solutions that analyze resumes and applications to identify the most promising candidates automatically.

• AI Interview Scheduling: Systems that coordinate interview slots, reducing scheduling conflicts and administrative overhead.

• Applicant Tracking System (ATS) Automation: Enhancements that integrate AI functionalities with existing ATS platforms to optimize workflows. For example, organizations using Bullhorn are exploring integrations that leverage AI to manage candidate pipelines more efficiently.

Looking Ahead

While the true ROI of AI in large-scale recruiting remains an evolving story, early adopters report varying degrees of success. Companies should approach AI implementation thoughtfully—testing solutions thoroughly, ensuring compatibility with existing HR systems, and establishing clear metrics for success.

As AI continues to mature, it holds considerable promise for transforming volume hiring—if organizations can navigate the current landscape and select tools that align with their operational needs.

Disclaimer: This article aims to provide an overview based on current industry insights. Organizations are encouraged to conduct their own due diligence before integrating new AI recruiting solutions into their hiring processes.

What can I do after recruiting?

Exploring Career Opportunities After a Recruitment Role: Strategies for Transition and Rejuvenation

Entering the recruitment industry can be both rewarding and challenging. However, many professionals reach a point where burnout and a lack of motivation prompt them to reconsider their career paths. If you’ve only ever worked in agency recruitment and are contemplating what steps to take next, you’re not alone. This article aims to provide insights and practical strategies for leveraging your skills in new roles and rejuvenating your professional journey.

Recognizing the Signs of Burnout

It’s essential to acknowledge when you’re experiencing burnout. Common indicators include decreased enthusiasm, fatigue, reduced productivity, and feelings of demotivation. Recognizing these signs early can help you make informed decisions about your future career moves.

Assessing Your Transferable Skills

Agency recruitment fosters a diverse set of skills that are highly valuable across industries. These include:

• Communication and Interpersonal Skills: Building relationships with clients and candidates.
• Sales and Negotiation Abilities: Closing deals and managing expectations.
• Market Awareness: Understanding industry trends and client needs.
• Time Management and Organization: Managing multiple priorities efficiently.
• Problem-Solving: Navigating complex candidate and client requirements.

By identifying and articulating these skills, you can explore opportunities beyond recruitment.

Exploring Alternative Career Paths

Here are several roles where your recruitment experience can be highly functional:

1. Talent Acquisition Specialist (Internal HR): Transition into in-house recruitment, focusing on employer branding and long-term talent strategies.
2. HR and People Operations: Engage in employee engagement, onboarding, and HR management.
3. Sales and Business Development: Use your persuasion and relationship-building skills to acquire new clients or customers.
4. Customer Success Management: Ensure client satisfaction and foster ongoing relationships.
5. Market Research and Consulting: Provide insights based on industry knowledge and candidate trends.
6. Training and Development: Design and deliver training programs for staff and new hires.
7. Corporate Communications: Manage internal and external communications leveraging your interpersonal skills.

Strategies for a Smooth Transition

• Self-Assessment: Reflect on your strengths, interests, and values to identify roles that align with your skills.
• Skill Enhancement: Consider obtaining certifications or training relevant to your target field.
• Networking: Connect with professionals in desired industries to gain insights and mentorship.
• Gradual Shift: If possible, seek interim roles or freelance projects to build experience in new areas.
• Professional Support: Engage career coaches or mentors for personalized guidance.

Prioritizing Well-Being

Career transitions can be stressful, especially when dealing with burnout. Prioritize self-care, maintain a positive mindset, and give yourself time to adapt to new roles or industries.

Final Thoughts

Feeling burnt out from your current role is a sign to explore new opportunities that better align with your evolving professional aspirations. Your recruitment experience has equipped you with versatile skills that can open doors in various industries. Take the time to evaluate your interests, seek support, and approach your transition thoughtfully.

Remember: Career growth is a journey, and every experience adds to your unique professional story. Embrace the change, and enjoy the new opportunities ahead.

We appreciate everyone’s support and advice on this journey—sometimes, a bad day is just the start of a new chapter.

People need to be careful with lying on two different versions of their resume

The Importance of Integrity When Managing Multiple Job Applications

In today’s competitive job market, it’s common for candidates to tailor their resumes to better match specific job opportunities. Customizing skill sets, highlighting relevant experiences, and emphasizing particular responsibilities can indeed improve your chances of standing out. However, it’s crucial to approach this process with honesty and integrity.

While it’s good practice to adapt your resume for different roles, professionals should avoid embellishing or fabricating job titles and responsibilities. Misrepresenting your experience can have serious repercussions. Modern Applicant Tracking Systems (ATS) and recruiting processes often retain copies of previous resumes submitted by candidates. If discrepancies come to light during background checks or interviews, it can damage your credibility and harm your chances of securing employment.

In summary, rather than risking your professional reputation with dishonest claims, focus on clearly and accurately presenting your genuine skills and experiences. Authenticity not only builds trust with potential employers but also sets you up for a successful, long-term career.

Rejection responses-I’m tired

Navigating Job Rejections: A Reflection on the Challenges for Employers and Job Seekers

The current job market has been exceptionally turbulent, and many individuals are facing prolonged periods of unemployment, heightened financial stress, and mounting anxiety about their futures. Amid these difficulties, it’s important to recognize the emotional toll on both job seekers and hiring professionals.

However, a concerning trend has emerged on professional networking platforms like LinkedIn, where some job applicants publicly criticize companies—tagging organizations and spreading negative comments. While in certain cases, feedback may be justified, inappropriate behaviors such as public shaming, especially after a lack of response over several months, or after multiple interviews followed by ghosting, are certainly problematic. Such actions can create a toxic environment that undermines professional relationships and sidesteps constructive communication.

On the employer side, many HR professionals and recruiters invest significant effort into maintaining a thoughtful and transparent hiring process. This often includes:

• Utilizing structured evaluation rubrics
• Providing timely and comprehensive communication
• Responding to candidates’ questions and requests for feedback

Despite these measures, it’s commonplace to encounter candidates who, after receiving rejection notifications, respond with hostility or threats. These responses can be disheartening, especially when driven by disappointment rather than constructive critique.

For instance, some hiring managers have reported receiving aggressive messages after explaining the reasons for non-selection. While it’s understandable that rejection can sting, it is crucial for candidates and employers alike to foster professionalism and mutual respect. Rejections should be viewed as part of the process, not personal affronts, and communication should remain respectful, even in disappointment.

From the employer’s perspective, encountering such reactions can be exhausting, especially after a long day of screening and interviewing. It underscores the emotional labor involved in maintaining a fair, transparent, and empathetic hiring process amidst a highly competitive job market.

In conclusion, both job seekers and employers bear responsibility for maintaining professionalism and understanding during this challenging period. Candidates should remember that rejection is often a reflection of fit, not worth, and that respectful communication benefits everyone. Employers, on the other hand, should continue to uphold integrity in their hiring practices, recognizing the human element behind every application.

We all hope for a future where the recruitment process is characterized by honesty, patience, and mutual respect—especially when times are tough.

Is it normal to make 100 to 150 calls a day?

Understanding Expectations for High-Volume Outreach in Healthcare Recruitment

In the dynamic landscape of healthcare talent acquisition, professionals often encounter diverse methodologies to connect with potential candidates. Recently, a question emerged from an aspiring healthcare recruiter concerned about the standard expectations surrounding daily outreach efforts.

The inquiry centered on whether making between 100 to 150 calls daily is a common practice for entry-level healthcare recruiters, specifically those recruiting physicians and nurses. The individual reported that their prospective employer emphasized a target of this call volume, with supplementary strategies to contact candidates beyond just calling, texting, or emailing—such as alternative communication channels or methods.

This scenario highlights a broader conversation about the nature of outreach activities in healthcare recruitment. High-volume calling can sometimes evoke comparisons to telemarketing, but in many staffing contexts, it is regarded as a strategic effort to source and engage hard-to-reach professionals efficiently.

Key considerations include:

1. Industry Standards:
   While there is no universal benchmark, many recruiter roles—especially in fast-paced sectors like healthcare—entail a significant amount of proactive outreach. Making hundreds of calls per day is not unusual for high-volume recruiting positions, particularly when aiming to fill niche or urgent positions.

2. Quality vs. Quantity:
   Effective recruiters balance quantity with quality. The emphasis on at least two hours of meaningful conversation suggests an understanding that impactful engagement is essential, alongside raw call numbers.

3. Alternative Contact Strategies:
   Employers advocating for additional contact methods beyond calls and emails are aligned with best practices, ensuring they maximize opportunities to connect with candidates who may be difficult to reach through traditional channels.

4. Professional Expectations:
   While some may perceive such activity levels as akin to telemarketing, in the context of healthcare staffing, vigorous outreach is often necessary given the competitive and urgent nature of placements.

In summary, if you are entering a role that involves high-volume calling, it is advisable to clarify expectations and understand that such strategies are common in the industry. Success often hinges on the ability to engage candidates meaningfully, not just to meet call quotas.

If you’re considering a position with these requirements, assess whether the job aligns with your communication style and professional goals. High-volume outreach can be demanding but is also an integral part of effective healthcare recruitment.

Have you experienced similar outreach expectations in your recruiting career? Share your insights and tips in the comments below.