Breaking into Talent acquisition in 2025, how?

Navigating a Career in Talent Acquisition in 2025: Seeking Guidance

Hello everyone,

I bring nearly ten years of experience in Talent Acquisition, primarily within the Clinical Research, IT, and Data sectors. My career has been mainly focused in India and the APAC region, particularly in the Philippines, Australia, and Singapore. After relocating to London in late 2022, I have been actively seeking employment throughout 2024. I have submitted my CV to various job boards such as Indeed, Reed, and Hays, and have applied for numerous Talent Acquisition positions, yet I’m still without a role.

I’m reaching out for any advice on how to enhance my job search, as I haven’t had success in securing a position. I’ve had a few interviews, but I’m uncertain if any candidates were selected.

Additionally, what strategies can I employ to encourage recruitment agencies to connect me with potential employers? Is visiting offices in person a worthwhile approach? Some have suggested this, but I’m not entirely convinced.

Thanks in advance for your insights!

Hospitality Recruitment Advise

Seeking Advice on Hospitality Recruitment
Hello, everyone! I’m currently facing challenges in growing my hospitality recruitment agency, which focuses on senior-level positions such as General Managers, Executive Chefs, and Directors. I’ve been working part-time for about seven months now, and I haven’t made much progress in securing clients.

Is this niche less in demand than I anticipated? I would really appreciate any insights or advice you might have. Thank you!

Looking for Feedback – Recruitment Agency Processes & Challenges

Seeking Your Insights: Navigating Recruitment Agency Challenges

As I embark on my journey to launch a business aimed at helping recruitment agencies streamline and automate their operations—yes, AI is part of the plan! 🎉—I’m delving into the intricacies of the recruitment industry. In my quest for market insights, I’ve outlined some key process areas, along with their objectives and hurdles, and I would greatly appreciate your feedback on my findings.

I’d Love Your Input:

• Are there any vital process areas or challenges I’ve overlooked?
• Which operational aspects do you believe stand to gain the most from optimization or automation?
• What’s one process enhancement you wish was available right now?

Here’s What I’ve Identified:

Core Processes:

1. Client Acquisition: Attracting and securing clients in need of recruitment services.

2. Challenges: Intense competition, limited marketing budgets, navigating decision-makers, unrealistic client expectations, inconsistent follow-ups, lack of preparation, and failures in closing.

3. Candidate Sourcing: Curating a pool of candidates that meet client specifications.

4. Challenges: Sourcing niche skills, reliance on outdated databases, and engaging passive talent.

5. Candidate Assessment: Evaluating candidates to align with client needs.

6. Challenges: Bias in evaluations, inadequate tools, scheduling conflicts, and candidate withdrawals during assessments.

7. Placement & Onboarding: Facilitating seamless placements and onboarding.

8. Challenges: Last-minute offer rejections, counteroffers, documentation delays, inconsistent follow-ups, and closing issues.

9. Follow-ups & Relationship Management: Nurturing enduring relationships with clients and candidates.

10. Challenges: Inconsistent engagement, low response rates, and absence of structured retention strategies.

Support Processes:

1. Financial Management: Overseeing cash flow and ensuring profitability.

2. Challenges: Payment delays, unexpected operational challenges, and budget limitations.

3. Marketing & Branding: Enhancing brand visibility to attract clients and candidates.

4. Challenges: Distinguishing oneself in a saturated market, inconsistent messaging, and poor return on investment for campaigns.

5. Compliance & Legal Management: Complying with labor laws and regulations.

6. Challenges: Frequent legal changes, data privacy compliance, and international recruitment complexities.

7. Technology Management: Utilizing technology for increased efficiency and scalability.

8. Challenges: Resistance to adopting new tools, high costs, and data security issues.

9. Internal HR & Training: Attracting, retaining, and training staff.

10. Challenges: High personnel turnover, burnout, and insufficient advancement opportunities.

Community Feedback So Far:

From my post on r/RecruitmentAgencies/, I received valuable insights, including:

• From u/brainspacer: Noted that recruitment processes vary widely, with many manual tasks ripe for automation.
• My response: I concur, though I believe the 80/20 rule applies—80% of processes are shared across agencies, while the remaining 20% offers unique differentiation.

• Fun fact: They jokingly asked if my post was 80% AI, so I clarified it’s more of a hybrid approach (more on that below!). 😂

• From u/Rasputin_mad_monk: Emphasized interview preparation, client follow-up, and closing as crucial areas for improvement.

• My response: We discussed the need to avoid over-preparing candidates, set clear expectations with clients, and implement closing strategies such as addressing objections and preparing candidates psychologically for offers.

A Little About Me:

I come from a background in Engineering and Project Management, with experience in service-based businesses, website development, content creation, marketing, and eCommerce. These experiences have equipped me with a solid foundation in process management, and I’m eager to channel this knowledge into the recruitment sector.

AI Participation:

Curious about my collaboration with AI?
It’s 70% me, 30% AI! I used ChatGPT to help refine my language and enhance the post’s flow. I reviewed, added my perspectives, and eliminated any irrelevant content. Let’s call it a hybrid effort! 😉 The 70/30 ratio was suggested by ChatGPT itself!

I look forward to your feedback and a lively discussion! 🙌

Negotiate Salary Offer: Yes or No?

Should I Negotiate My Salary Offer?

After being laid off twice in the past two years, I finally received a job offer. However, the compensation being offered is lower than I expected, considering my 10 years of experience in digital marketing.

Here’s the compensation package they proposed:

• Job Title: Digital Marketing Manager
• Pay: $25.75/hour
• Payment Schedule: Weekly payments via direct deposit
• Overtime: Not applicable
• Benefits:
• Health Insurance: Employees can enroll in healthcare after 90 days. Coverage is only for the employee, with additional family members requiring out-of-pocket payments.
• Sick Days: Accrual begins after 120 days.
• Paid Time Off (PTO): Eligible for 5 business days of vacation after one year of employment.
• Working Hours: Monday to Friday, 8 AM to 4 PM, with a 30-minute lunch break.
• Performance Review: A three-week trial period, followed by a review at six months and then annually.

I’m contemplating whether to negotiate the offer, but I’m uncertain whether to do so before or after the three-week trial period. Any advice would be greatly appreciated!

How is recruitment in BCG/Bain

Exploring Recruitment Opportunities at BCG/Bain

I’m feeling a bit uncertain about my career path after six years of recruitment experience primarily in IT (both onsite and offshore). I would love to hear any insights or advice about transitioning to a role at BCG or Bain. Any leads or support would be greatly appreciated!

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How to work with Recruiters?

Collaborating with Recruiters: Seeking Guidance

Hello everyone!

As a career coach with over 500k followers on Instagram, I’m excited to expand my horizons and partner with recruiters to connect them with top-tier candidates from my extensive network.

I’m looking for advice on how to initiate this collaboration and what steps I should take next.

I’ll keep this brief for now, but if there’s interest, I’m happy to share more details!

Thanks!

Creating recruitment website

Building a Recruitment Website

Hello everyone! I’m in the process of developing a recruitment website specifically for the UK market, and I would really appreciate your suggestions. What are some of the top platforms or services for designing recruitment sites? Ideally, I’m looking for options that provide:

• User-friendly customization options
• Integration with recruitment software (such as ATS)
• Strong SEO capabilities
• A polished, candidate-friendly design

Thank you for your help!

what ATS or recruitment system your company uses?

What ATS or recruitment system does your company utilize? If your ATS isn’t listed, feel free to drop a comment!

Check out the Poll

What is considered a “million dollar” biller?

What qualifies someone as a “million dollar” biller? I recently collaborated with an individual who referred to himself as one. After learning that he reached that milestone over four years, I can’t help but think that, in my experience and at any company I’ve been part of, he would really be more accurately classified as a $250k biller at most.

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Where will my promotion to Recruitment and Operations Manager lead my career…

Where Will My Promotion to Recruitment and Operations Manager Take My Career?

I’ve been working at a recruitment firm for over four years, starting as a recruitment consultant. I initially thrived in my role during my first couple of years, but as time went on, I started to feel bored with the repetitive tasks.

With a keen interest in technology, I decided to dive deeper into our Applicant Tracking System (ATS). I collaborated with an external consultant for a year to enhance the system, only to discover it was not well-suited for recruitment firms—it was more of a generic tool for internal HR teams.

Recognizing the inefficiencies, I brought my findings to leadership and suggested we explore other specialized tools tailored for recruitment. I’m grateful this initiative helped me break free from the monotony of headhunting.

Fast forward almost a year, and we’re on the verge of launching a new recruitment software that streamlines our processes. The team is enthusiastic about this change, and I truly hope it goes smoothly!

As the point person for all tech and process matters, my managers have been discussing my promotion to Recruitment and Operations Manager since mid-2024, and I’m eager to learn more about this role from those who have experience in it.

Although I haven’t held this position before (I jumped straight into recruitment right after school), I believe I’ve been performing many related tasks already.

Looking ahead, I’m curious about potential career paths following this promotion. Should I consider getting certified in any specific areas?

In summary: I joined a recruitment firm after graduating four years ago, grew restless in my role, led a system implementation project, and will soon be promoted to Recruitment Operations Manager. What opportunities could this open for my career?