How to transition to BD?

Transitioning to Business Development: Seeking Your Insights

Hello, everyone,

I’ve spent quite some time in recruitment and have gained a solid reputation as a resourceful hirer and an effective account manager.

However, my main hurdle lies in business development (BD). While I’m comfortable making calls and handling rejection, I find myself holding back when it comes to pitching and pursuing BD opportunities. I want to optimize my efforts, but I feel lost in this aspect and worry about missing out on potential opportunities. My experience in recruitment has shown me that success often comes down to numbers, but I would greatly appreciate any tips, techniques, or guidelines from the community to help me successfully transition into BD.

Additionally, I’d love to hear how you typically break into preferred supplier lists (PSL).

Thank you for any insights you can share—constructive feedback is welcome, too!

Hosting an event as a recruiter

Hosting an Event as a Recruiter: Seeking Insights

Hello Recruiters,

I’ve noticed a rising trend where recruitment agencies are organizing events tailored to their specific communities. For instance, if I specialize in tech recruitment, I could host a meet-and-greet for local product and engineering leaders, or even HR professionals.

These events offer significant marketing benefits for the agencies involved and create valuable networking opportunities for attendees. While I have a few potential invitees in mind, I’m unsure about how to structure the event. What should the agenda look like? What makes it worthwhile for participants?

In short, I’m three years into my recruiting career and would love to hear from anyone who has successfully hosted a talent event. What was your experience like?

Please help with a very short survey for a Master’s degree

Help Needed: Quick Survey for My Master’s Degree!

Hi everyone,

I’ll keep this brief. I’m exploring the idea of pursuing a Master’s degree and plan to focus my dissertation on using Data Science to analyze which components of a CV most effectively predict whether a graduate gets hired. To gauge the viability of this topic, I’ve created a very short survey:

https://forms.office.com/r/p3ssdw5nkG

I would greatly appreciate it if you could spare just 5 minutes of your day to complete it! Thank you so much for your help.

(Note: This has received prior approval from a moderator.)

Best Sourcing Services for Educational Staffing?

Seeking the Best Sourcing Services for Educational Staffing

I’ve received approval to explore additional sourcing methods, provided I can justify the costs.

Currently, I primarily use Indeed Smart Sourcing and LinkedIn Recruiter. Unfortunately, Indeed limits me to just 30 contacts, which significantly restricts my outreach efforts. Although LinkedIn Recruiter offers more InMails, I’ve found that the success rate is low compared to Indeed and our ATS. My main request at the moment is Indeed Premium, which would give me an additional 70 contacts and several useful features, but the price is over twice what I currently pay.

I’m looking for recommendations on tools that offer a strong return on investment for sourcing educational staff. Do you have any creative sourcing strategies or reliable paid services to suggest? Is ZipRecruiter worth the investment? Has anyone had success with Teacher-Teacher or Smartspring? Additionally, I’m interested in ethical AI-powered solutions for corporate use. Thanks for your insights!

Building Talnet – Split & Social Network for Recruiters | Job & Talent Marketplace

Introducing Talnet: Your Split & Social Network for Recruiters | Job & Talent Marketplace

I’m excited to share that what began as a simple MPC marketing tool has evolved into a comprehensive platform! Here’s what you can expect from Talnet:

• Split Network Functionality
• A Searchable, Filterable Talent & Job Marketplace
• Recruiter Profiles Showcasing Your Job Listings and Anonymized MPCs
• The Original MPC Marketing Tool that Launched This Journey
• A Reports Dashboard (currently in development, expected by the end of 2024)
• A Searchable, Forever Free Knowledge Base (planned for rollout by late Q1 2025)
• And Much More! (we have exciting features on the way)

I would love your input to shape the future of this platform. I’m planning a beta test in mid-December with 50-100 accounts. Early adopters will receive a free full license for the first year in exchange for valuable feedback. Of course, we’ll also offer free plans! My primary goal is not revenue generation—my focus is on placing software engineers. Instead, I’m dedicated to creating a robust platform for the recruiting community to collaborate on placements and share insights.

If you’re interested in being part of this journey, send me a DM to join the waitlist, and I’ll keep you posted on the launch (no later than December 31st).

Let’s build and succeed together! 😃

Does AI have a place in HR?

Is AI Set to Revolutionize HR?

Every day, new AI applications and companies seem to emerge, and I’ve noticed a growing excitement surrounding AI’s role in HR lately.

There are intriguing new businesses utilizing AI to streamline HR administrative tasks, such as automatically generating and updating employee handbooks, onboarding materials, and company policies. AI tools are also being used to track changes like new hires, management transitions, benefits adjustments, and legislative updates, ensuring that internal policies remain current.

While Applicant Tracking Systems (ATS) and other AI-driven hiring solutions have become standard practice over the past decade, it raises the question: will more AI applications become integral to HR? Has anyone come across or utilized innovative HR-focused AI solutions?

Job filled?

Job Position Filled?

I had an interview about a week ago, and I felt it went really well. A few days later, the area manager called to invite me for a second interview, expressing a strong interest in bringing me on board. We scheduled to meet on December 5th. However, coordinating this has been challenging since our schedules overlap, so I’ve had to adjust my break times accordingly.

Today, I received an email stating that the position has been filled. Has anyone else experienced this?

asked to schedule an interview but another candidate has already accepted the job

Concern About Interview Process for a Position That May Be Filled

Hi everyone, I need some advice. A week ago, a recruiter reached out to me on LinkedIn after I connected with her. She encouraged me to apply for a new grad rotational program, so I submitted my application three days later and informed her. However, I noticed she commented on a post announcing that someone else accepted that same position.

To clarify the hiring status, I contacted one of her colleagues, who said she’d check with the person in charge of the program. The original recruiter then emailed me, expressing interest in scheduling a call to initiate the interview process, and I replied the next day.

I’m concerned that by applying three days after the initial outreach and responding to her email 24 hours later, I might miss out on the opportunity if they’ve already filled the roles. The position is set to begin in January 2025. Does anyone have insights on a situation like this, where offers have been extended but they are still bringing candidates into the interview process? Any advice would be appreciated!

Recruitment – non complete Claus and career change

Subject: Seeking Guidance on Career Change and Non-Compete Clauses

Hi everyone,

I’m contemplating a career change and would greatly appreciate any insights from those who have faced similar situations.

At present, I work for a technology recruitment firm that specializes in trading firms and hedge funds, a very niche market. The company I’m considering joining overlaps with some of my current firm’s clients, and I’m excited about the potential it offers for my career. However, my current employer has expressed willingness to pursue legal action if I depart and engage with the same clients within a year. They’ve even been monitoring former employees to ensure they aren’t working with these clients post-departure.

While I’m thrilled about this new opportunity, I’m concerned about navigating the potential legal implications of my non-compete agreement. I would greatly appreciate any advice or experiences you can share.

Thank you in advance for your help!

Here are the key points of my non-compete clause for reference:

• 17.2 The Employee agrees not to engage, directly or indirectly, in any business that supplies services in the relevant area for three months after termination without prior written consent from the Company.

• 17.2.1 For six months following termination, the Employee cannot solicit business from any professional contacts in relation to services, nor supply related services to them.

• 17.2.4 The Employee is prohibited from canvassing or soliciting business from candidates or prospective candidates for six months post-termination.

• 17.2.6 The Employee cannot solicit or attempt to hire any key employees in a service supply business for six months after leaving.

• 17.2.8 The Employee must refrain from representing themselves as connected to the Company or using any associated names in any capacity after termination, in line with the Company’s policies.

Thank you again for your support!

Is it weird if I call hiring manager if phone wasn’t given?

Is it appropriate to call the hiring manager if a phone number wasn’t provided?

Hi everyone! My university recently posted an internship opportunity at a company in my city that I’m really excited about. The listing included the hiring manager’s name and email, but unfortunately, there was no phone number provided.

As part of my research, I found the manager’s LinkedIn page, where I noticed a business phone number listed. I’m considering giving him a call to introduce myself and briefly express my enthusiasm for the role and why I believe I’d be a good fit.

Do you think this is a good idea, or would it come off as strange? With many candidates likely applying, I thought it could be a way to make a memorable impression.

Thanks for your insights!