I work for a staffing agency i need to bitch

Title: Professional Conduct Expectations for Entry-Level Job Candidates

As a staffing agency dedicated to connecting qualified candidates with their ideal employment opportunities, we understand that many individuals seeking work are eager and motivated. However, maintaining a professional demeanor and adhering to basic standards of conduct are essential to making a positive impression and ensuring a smooth hiring process. Here are some key guidelines we recommend for all job applicants, particularly those applying for entry-level, skilled, or clerical roles:

1. Dress Appropriately:
   While we recognize personal comfort is important, it is crucial to wear attire suitable for a professional environment. Avoid casual or unconventional clothing such as adult onesies when visiting our office or attending interviews. Presenting oneself neatly and professionally helps convey seriousness and respect for the opportunity.

2. Minimize Distractions During Visits:
   Bringing food or drinks into the interview or office areas can be disruptive and unprofessional. We advise candidates to leave such items outside or consume them beforehand, ensuring a focused and respectful environment for everyone involved.

3. Be Transparent About Background Checks:
   Understanding your background report is important. If certain aspects may affect your employment prospects, being upfront about them can demonstrate honesty and responsibility. Surprised reactions or acting unaware of background check results may raise concerns; openness allows for constructive discussions and better outcomes.

4. Maintain Personal Hygiene:
   Daily personal hygiene is a fundamental aspect of professionalism. Regular bathing and grooming not only boost your confidence but also leave a positive impression on potential employers.

5. Respect the Workplace Environment:
   Substance use, such as smoking recreational marijuana, may be acceptable in personal settings, but it’s essential to be mindful of workplace policies and scent. Coming to interviews or agency visits smelling strongly of marijuana can be off-putting and is generally considered unprofessional.

In conclusion, aspiring candidates should focus on presenting themselves in a manner that reflects respect, responsibility, and professionalism. These simple yet effective guidelines can significantly enhance your chances of securing suitable employment and making a positive impression with potential employers.

Is recruiting as a job dying out?

The Future of Recruitment: Is the Traditional Recruiter Role Becoming Obsolete?

In recent years, the recruitment landscape has undergone notable transformations, driven by technological advancements, changing industry needs, and global economic shifts. As a seasoned professional with over eight years of experience primarily within the creative industry, I’ve observed these shifts firsthand—working both within staffing agencies and in-house recruitment teams.

However, the recent wave of tech layoffs in 2023 has cast a spotlight on the stability of traditional recruitment roles. Many recruiters are now facing layoffs or job insecurity, prompting a broader industry discussion: Is recruiting as a full-time career model on its decline?

A Personal Perspective on Industry Shifts

Having navigated various recruitment environments, I’ve witnessed how technological innovations—such as AI-driven applicant tracking systems, automated screening tools, and social media sourcing—are reshaping the recruitment process. These tools enhance efficiency but also raise questions about the core skills and roles of human recruiters.

The recent market disruptions have been particularly challenging. For instance, I recently progressed to the fourth interview round with a promising opportunity, only to face rejection. Such experiences can be disheartening, especially when firsthand accounts from peers reflect widespread layoffs and hiring freezes.

The Broader Context: Is Traditional Recruitment Dying?

While the field is undoubtedly evolving, it’s important to differentiate between the decline of certain roles and the fundamental transformation of the industry:

• Automation and AI: Many routine tasks are now automated, enabling recruiters to focus on strategic initiatives like employer branding, candidate experience, and diversity outreach.

• Changing Employer Needs: Companies are reevaluating hiring priorities, sometimes prioritizing internal development or freelance talent pools over traditional full-time recruitment.

• Gig and Freelance Economy: The rise of flexible work arrangements has increased the demand for freelance recruiters and staffing specialists, shifting the landscape from traditional employment models.

Adapting to a New Recruitment Environment

For recruitment professionals facing uncertainty, adaptability is key. Developing new skills, leveraging emerging technologies, and building strong networks can help navigate this transitional period. Moreover, understanding industry-specific dynamics—such as the creative sector’s unique hiring patterns—can provide a competitive edge.

Final Thoughts

While the role of the traditional full-time recruiter is undoubtedly changing, it is not necessarily disappearing. Instead, the profession is transforming, requiring practitioners to evolve alongside technological and market developments. For those of us committed to the craft, embracing innovation and diversification can open new pathways within the evolving recruitment ecosystem.

If you’re currently experiencing job insecurity or facing setbacks—know that these moments, while challenging, can also be catalysts for growth and reinvention. The recruitment industry continues to be vital; it just looks a little different than it did a few years ago.

Tomorrow is my last day as a recruiter. I love you all, but I am extremely excited to not be doing this anymore.

Transitioning Careers: Embracing New Opportunities and Reflecting on a Journey in Recruitment

As I prepare to step away from my role as a recruiter tomorrow, I find myself reflecting on the incredible experiences and lessons I’ve gathered along the way. While I love the community I’ve built and the colleagues I’ve worked with, I am genuinely excited about the new chapter ahead—venturing into sales within the staffing industry, focusing specifically on the scientific sector.

A Fond Look Back at My Recruitment Journey

My entry into staffing was marked by enthusiasm and a desire to grow. Starting from a managerial position and advancing to a corporate recruiter role, I rapidly filled over 70 positions within just four months. This achievement was not solely my own; I was fortunate to have a dedicated mentor who guided me through the nuances of the profession. She emphasized the importance of leveraging my prior experience in the field and my managerial background, which helped me build authenticity and confidence in my approach.

Her mentorship taught me that success in recruiting relies heavily on genuine understanding and tailored techniques. It was through her guidance—and the support of many others—that I learned to refine my skills, filling in gaps and developing my unique style of engagement.

The Realities of Agency Staffing

My move into the agency world was driven by a desire for higher earning potential and broader experiences. As a corporate recruiter, I traveled extensively and held a prominent position. However, my transition to an agency recruiter brought immediate challenges. I faced mixed receptions: candidates often disliked the process, sales teams sought control, and management tried to fit me into a rigid mold.

I observed many talented professionals, including myself, hired into roles where initial success was quickly undermined by management’s insistence on conformity. The common belief that new hires should abandon their proven methods in favor of a prescribed “perfect” approach often stifled the very talent that made them effective. This disconnect highlighted for me the importance of respecting individual strengths and the pitfalls of micromanagement.

Lessons Learned and Personal Growth

Over the past seven years, my career has been a series of growth and resilience. I expanded my technical skills by learning Python, placed hundreds of candidates, and navigated through multiple layoffs—experiences that tested my adaptability and perseverance. I was promoted to leadership roles that allowed me to mentor others, which have been some of the most fulfilling and joyful moments of my professional life.

Yet, amidst these successes, I recognized a recurring frustration: my achievements are often tied to sales performance and the unpredictable priorities of upper management. At one point, I nearly lost my house, despite doing everything in my power to succeed. The common response was to blame my efforts on the sales team’s performance, which felt dismissive of my dedication.

Looking Ahead: A New Direction

With these reflections in mind, I am ready for change. Starting tomorrow, I will enter the sales domain within staffing, working alongside a team composed mostly of scientists who have transitioned into sales themselves. I have built relationships with management beforehand, and I am genuinely excited to forge a new path.

This shift symbolizes a desire to align my career with areas where I feel more fulfilled and autonomous. I believe that finding a role that recognizes and harnesses my strengths is crucial—not only for personal growth but also for professional happiness.

A Message to My Colleagues and Peers

To those I’ve had the pleasure to work with—your integrity, dedication, and kindness have made a lasting impact on me. Success in any field can often depend heavily on the support and environment provided by those around us. If you find yourself content in your current role, continue to thrive. But if you’re feeling disillusioned or undervalued, I encourage you to consider exploring full desk or sales opportunities—they might just be the change you need.

Final Thoughts

Embarking on this new journey is both exhilarating and humbling. I hope my experiences resonate with others who may feel similarly constrained or overlooked in their careers. Embrace change, trust your instincts, and enjoy every step of the ride.

Thank you all for being part of my story thus far. Here’s to new beginnings!

Agency recruiter. Clients need to quit it with assessments before a screening/interview.

The Case for Streamlining Candidate Screening: Why Extensive Assessments Should Follow, Not Precede, Initial Interviews

In the competitive landscape of talent acquisition, agencies and recruiters continually seek efficient methods to identify the best-fit candidates for their clients. However, an ongoing challenge is the increasing prevalence of lengthy pre-screening assessments that prospective candidates are asked to complete before any form of direct interaction.

Recently, there’s been a notable trend where clients request candidates to complete comprehensive assessments—sometimes lasting up to two hours—prior to an initial phone screen or interview. While assessments can be valuable tools for evaluating technical skills and cultural fit, implementing such rigorous testing at an early stage can be counterproductive.

Why Pre-Interview Assessments Can Be Problematic

1. Candidate Experience and Engagement: Putting candidates through extensive assessments before establishing basic compatibility can be a deterrent. Many talented professionals are discouraged by demanding requirements that seem to lack mutual understanding or initial rapport. If the process feels burdensome upfront, top candidates may withdraw or pursue opportunities elsewhere.

2. Time Inefficiency: Lengthy assessments demand significant time investment from candidates, often without any guarantee of progressing to the next stage. For professionals already balancing multiple responsibilities, dedicating two hours without clear assurance of success is not feasible.

3. Impact on Scheduling and Recruitment Flow: When candidates are overwhelmed or dissuaded by initial assessment demands, it hampers the recruitment process, leading to longer time-to-fill metrics and potential loss of high-quality candidates.

A Recommended Approach for Recruiters and Clients

To optimize recruitment outcomes, organizations should consider a more phased approach:

• Initial Screening: Conduct a brief, informal phone or video interview to gauge basic qualifications, motivation, and cultural fit. This step allows recruiters to identify serious candidates without overburdening them prematurely.

• Targeted Assessments: Reserve comprehensive tests for candidates who have successfully passed the initial screening and are strong contenders for the role. At this stage, assessments can be tailored to evaluate specific skills relevant to the position.

• Clear Communication: Set transparent expectations about the recruitment process, including the purpose and timing of assessments, to build trust and reduce candidate frustration.

Conclusion

While diligent evaluation is essential for making informed hiring decisions, it’s equally important to respect candidates’ time and prioritize the candidate experience. By refining screening procedures and aligning assessment timing with candidate progress, organizations can attract higher-quality applicants, enhance their employer brand, and streamline their hiring processes.

Final Thoughts

Recruiters and clients should remember that recruitment is a two-way street. Respectful, efficient, and transparent processes not only attract top talent but also foster positive relationships that benefit all parties involved.

A recruiter wants to commission me a one month worth of salary?

Understanding the Risks Behind Recruitment Agencies Offering Upfront Fees: A Cautionary Perspective

In today’s competitive job market, many candidates seek assistance from recruitment agencies to streamline their job search process. However, not all agencies operate with the same integrity, and some may present red flags that warrant careful consideration. Recently, a job seeker shared a concerning experience involving a recruitment agency requesting a substantial upfront fee equivalent to one month’s salary, sparking discussion about the legitimacy and standard practices within the staffing industry.

The Situation: A Recruitment Agency’s Unusual Request

The candidate’s story unfolds as follows: after securing a job offer, signing the employment contract, and completing necessary formalities, the recruitment agency informs them that their first paycheck will be directed to the agency itself. Additionally, the agency, which is relatively new and has just begun operating, requests the candidate to supply various personal documents—including university degrees, transcripts, and recommendation letters—to facilitate the job placement process.

This request raises important questions:
– Is it common practice for recruitment agencies to require such documentation?
– Is it standard for agencies to claim that their fees will be covered by the candidate’s initial paycheck?
– Should candidates trust agencies requesting upfront payments or sensitive personal information in this manner?

Analyzing the Legitimacy of Such Practices

In reputable recruitment practices, agencies typically earn their fees through successful placement, with costs often borne by the employer, not the candidate. It is uncommon—and generally considered unethical—for agencies to demand substantial upfront payments or ask for personal documentation before verifying the legitimacy of their services.

The fact that this particular agency is still new and asking for such sensitive information in exchange for applying to a job is a potential red flag. These tactics can sometimes be associated with scams or exploitative practices aimed at taking advantage of job seekers.

What Should Candidates Do?

• Research the Agency: Investigate its reputation online. Look for reviews, testimonials, or complaints on job boards or consumer protection websites.
• Understand the Standard Practices: Legitimate recruitment firms do not typically charge candidates fees upfront. They partner with employers, and their compensation generally comes from the hiring company’s side.
• Be Cautious with Personal Data: Sharing personal documents should only be done through secure, verified channels and when you are confident in the agency’s credibility.
• Trust Your Instincts: If something feels off or too good to be true, it’s important to proceed with caution.

Final Thoughts

In the case discussed, the job seeker wisely chose to disengage from the agency after recognizing potential red flags. This serves as a reminder for all job seekers to remain vigilant and prioritize their safety and financial security when navigating the job market.

In summary: If an agency demands an upfront fee or requests extensive personal documentation before establishing legitimacy, it’s prudent to exercise caution or seek alternative, reputable pathways for employment. Your career journey is valuable; protect it by staying informed and cautious.

Disclaimer: This article aims to provide general guidance and should not replace professional legal or employment advice. Always conduct thorough research and consult trusted sources when dealing with recruitment agencies.

Remember when hiring was actually fun ? Now every employee search is just emotional damage.

The Evolution of Hiring: From Enjoyable Process to Challenging Task

Recruitment has long been a fundamental aspect of building successful organizations. Reflecting on past experiences, many professionals recall a time when the hiring process was straightforward, engaging, and genuinely rewarding. It was a cycle of posting a vacancy, receiving a manageable number of relevant applications, conducting insightful conversations, and seamlessly onboarding the right candidate. That era seemed less stressful and more satisfying — a true demonstration of strategic talent placement.

In those days, the recruitment landscape was free from the noise of AI-generated resumes, mass spamming, and overly optimized CVs stuffed with keywords designed to game applicant tracking systems. Instead, recruiters encountered passionate candidates genuinely interested in the role, aligned with the company’s values and requirements. The process was efficient, human-centered, and, quite frankly, enjoyable.

However, the landscape has dramatically shifted. Today, the recruitment process often feels more like navigating a chaotic theme park with misplaced maps and endless lines—except instead of excitement, it’s a series of frustrations. Recruiters now grapple with a flood of low-quality resumes arriving within hours of job postings, many of which are AI-generated and devoid of substantive information.

Adding to the complexity are senior roles attracting candidates with inflated titles that don’t match their actual experience, and conversations that seem scripted, as if both parties are following AI-crafted dialogues. The pressure to hire quickly persists—and, in many cases, intensifies—making it a race against time rather than a process of thoughtful selection.

This evolution signifies a departure from the original intent of recruitment: connecting the right people with the right opportunities. Instead, the market has become unpredictable and highly competitive, often leading to feelings of burnout and disappointment among hiring professionals.

As the hiring landscape continues to evolve, many are seeking effective strategies to adapt. Emphasizing authenticity, refining sourcing techniques, and leveraging innovative tools can help organizations navigate this challenging environment. Open discussions and sharing best practices are more valuable than ever in turning the tide back towards a more human-centric and successful hiring experience.

We welcome insights and advice from fellow professionals striving to make recruitment both effective and rewarding in today’s competitive market.

I don’t really care any more

Feeling Burned Out in Recruitment: Navigating Career Challenges and Seeking New Directions

The recruitment industry, while rewarding for many, can also be incredibly demanding and, at times, disheartening. After over a decade in the field—ranging from founding an agency to working in-house on the technical side—it’s natural to encounter moments of fatigue and uncertainty. Recently, I’ve found myself questioning whether this career path still aligns with my long-term goals and well-being.

The Challenges of Modern Recruitment

The landscape of recruitment has changed significantly over the past few years. The proliferation of AI-assisted candidates, spam applications from H1B visa seekers, and the constant pressure from management to meet aggressive hiring quotas have contributed to a stressful environment. These factors can diminish the sense of fulfillment and fairness that once motivated professionals in the industry.

The Impact on Morale and Perspective

It’s easy to feel like the “enemy” in the eyes of candidates, clients, or even colleagues when caught in a relentless cycle of hiring and rejection. Such perceptions can erode confidence and passion, making everyday tasks feel more like obligations than opportunities. Recognizing that these feelings might stem from organizational culture or structural issues is an important first step, but it doesn’t always offer immediate relief.

Considering a Pivot or a New Path

Experienced professionals often ask themselves: Should I pivot? If you’re feeling drained, it might be time to explore alternative paths within the industry or entirely different careers. This could involve shifting to a different role, such as talent management, HR strategy, or consulting, or even stepping back to evaluate personal priorities and long-term aspirations.

Personal Reflection and Moving Forward

If you find yourself in this situation, consider the following steps:

• Self-Assessment: Reflect on what aspects of your work still bring you satisfaction versus what drains you.
• Seek Support: Talk to mentors, colleagues, or industry peers to gain perspective and advice.
• Explore New Opportunities: Research roles or sectors that align better with your values and interests.
• Prioritize Well-Being: Remember that your mental and emotional health are paramount. Sometimes, a break or a complete change is necessary.

Final Thoughts

Experiencing burnout or dissatisfaction doesn’t mean the end of your career path—it can be a catalyst for growth and reorientation. Recognizing the need for change and taking proactive steps can lead to more fulfilling and sustainable professional life. If you’ve gone through similar experiences, sharing your journey and insights can be invaluable for others navigating this challenging industry.

Feeling overwhelmed or considering a change? You’re not alone. The journey to a more satisfying career begins with understanding your needs and embracing new possibilities.

Did I screw up my candidate pool by posting a remote position?

Evaluating the Impact of Posting Remote Job Openings on Local Candidate Pools

In today’s dynamic job market, organizations often grapple with the strategic decision of how to structure their recruitment efforts. Recently, a common concern has emerged among hiring professionals: could posting remote positions inadvertently influence the quality and quantity of local candidate applications?

Case Scenario

Consider a small organization based in a midsize town within a less populous state. Traditionally, the company’s recruitment efforts for roles such as entry-level accountants or executive assistants attract a solid pool of local candidates—typically ranging from 24 to 36 applicants for each position. However, after posting two remote opportunities, the organization experienced an unexpected surge in applications from across the country, predominantly from major urban centers like New York City.

This shift led to a noticeable decline in applications for the organization’s local openings. Where there once were dozens of local candidates, now the numbers have dwindled significantly, with many of the remaining applicants residing outside the organization’s immediate geographic area.

Identifying the Issue

While some leadership might view this as a neutral or even beneficial trend—broadening the applicant pool—it can also raise concerns about whether remote postings are unintentionally diluting local interest.

Key questions to consider include:

• Has the focus on remote roles diverted attention away from local candidates?
• Are the current job postings displaying a preference for remote work, thus attracting a different applicant demographic?
• Could the timing or wording of the job descriptions be influencing applicant decisions?

Understanding the Dynamics

The phenomenon observed isn’t uncommon. Remote work opportunities have become increasingly popular, leading candidates from diverse locations to apply even for roles not explicitly advertised as remote. This can shift application patterns, especially if the organization’s postings highlight remote flexibility or if the organization’s reputation for remote work is well-known.

Strategies for Balance

To address this situation and ensure a healthy local applicant pool while still attracting quality remote candidates, consider the following approaches:

1. Clarify Location Requirements:
   Clearly specify in job descriptions whether the position is onsite, remote, or hybrid. Emphasize any local presence requirements if essential.

2. Separate Job Postings:
   Post distinct roles tailored to local candidates and remote candidates. This helps target the right audiences and manage application flows.

3. Engage Local Communities:
   Partner with local professional groups or community organizations to boost visibility among nearby candidates.

4. Monitor Application Data:
   Keep track of application sources and demographics to identify trends and adjust postings accordingly.

5. Communicate Organizational Expectations:
   Be transparent about the company’s work environment preferences to set accurate candidate expectations.

Conclusion

While posting remote positions can expand your reach and diversify your applicant pool, it’s essential to consider how these decisions impact local recruitment efforts. By thoughtfully structuring job postings and clear communication, organizations can strike the right balance—attracting talented remote candidates without sacrificing the strength of their local talent pipeline.

If you’re noticing similar shifts in your recruitment patterns, evaluate your posting strategies and consider tailored approaches to achieve your hiring goals effectively.

LinkedIn’s Job Search function is objectively awful

Evaluating LinkedIn’s Job Search Functionality: An Industry Perspective

As a seasoned recruiter with extensive experience utilizing various job boards, I can confidently affirm that LinkedIn remains the dominant platform for candidate sourcing and recruitment efforts. Its extensive network and database make it an invaluable resource for connecting employers with potential candidates. However, from the perspective of a job seeker, the platform’s job search feature leaves much to be desired in terms of relevance and usability.

Having personally tested the tool for my own job search, I’ve encountered persistent issues with the accuracy of the job suggestions. For instance, even when I specify my search criteria precisely—such as entering “recruiter” in the job title field and setting my location—the results are often far from pertinent. I recently performed a search and was presented with a $15 per hour “Brand Representative” position at Hollister, a role involving floor sales and stock checks—hardly aligned with my background or professional interests. Such mismatched results highlight a disconnect in how the platform filters and prioritizes job listings.

This experience is not isolated; many users report similar frustrations with excessive irrelevant postings cluttering their search results. Despite the platform’s primary aim to facilitate efficient recruitment, its job search algorithm seems ill-equipped to deliver tailored, precise outcomes. Notably, even advanced search techniques, such as Boolean operators or quotation marks, do little to improve relevance, indicating underlying issues within the search functionality.

In today’s competitive recruitment environment, employers and candidates alike rely heavily on the efficiency of job search platforms. While LinkedIn excels in connecting recruiters with potential candidates, its job search interface and algorithmic relevancy appear to be significant weak points from the user’s perspective. Improvements in this area could substantially enhance user experience and affirm LinkedIn’s position as the go-to platform for professional networking and job hunting.

Conclusion

While LinkedIn remains an essential tool for recruiters, its job search feature warrants refinement to better serve job seekers. Enhancing the accuracy and relevance of search results would not only improve individual user experience but also reinforce LinkedIn’s reputation as a comprehensive platform for professional development and employment opportunities.

“Let’s put him in the back-burner”

The Importance of Clear Communication in Candidate Management

In the realm of recruitment and client management, clarity and transparency are essential to maintaining professionalism and respect. Yet, a common practice that can undermine these principles is the ambiguous use of phrases like “put him in the back-burner” or “keep him warm,” when referring to candidates or project tasks.

As hiring managers and account professionals, it’s crucial to communicate directly and honestly about a candidate’s status. If someone is not a good fit for a position or project, simply stating that clearly is far more respectful and effective than employing passive or euphemistic language. Phrases such as “we’re going to keep him in mind for future opportunities” or “we’ll revisit this later” may seem harmless, but they often leave candidates and clients in a state of ambiguity, which can damage trust and morale.

Being transparent involves providing candidates with constructive feedback and honest reasons for rejection. This approach not only demonstrates professionalism but also helps individuals understand areas for growth and improves their chances in future applications. It allows the hiring process to be more humane and respectful, reinforcing a positive reputation for your organization.

Ultimately, clear communication fosters better relationships, sets realistic expectations, and upholds the integrity of your professional standards. Let’s prioritize straightforwardness and respect in our candidate management strategies—because everyone deserves honesty and clarity in the hiring process.