Need Help with Research!!

Seeking Assistance with My Research!

Hello Recruiters!

I’m currently conducting research on “Human and AI-Driven Decision Making in Recruitment and Selection.”

I would be grateful if you could take just 5 minutes to complete the Google form linked below:

https://forms.gle/f7rUHiv774oehnAf6

Additionally, if you could share this form with your fellow recruiters, that would be incredibly helpful!

Thank you very much for your support!

How do you handle a client sharing your candidate’s info with another company?

How do you manage a situation when a client shares your candidate’s information with another company? I recently had a candidate reach the final two for one of my clients.

• Ultimately, they opted for the other candidate.
• However, they informed my candidate that they would share his details with other hiring agencies.
• While this could create additional job opportunities for my candidate, it puts me in a tough position.

I’m considering updating my client contract to address this, but I’d love to hear how others handle similar situations. What are your thoughts?

Recruiting full remote employees outside the US as a US based company

Hiring Fully Remote Employees Outside the US as a US-Based Company

Attention to all US-based recruiters! I’m curious about the challenges of hiring individuals who want to work for a US company while being fully remote and located outside the US.

For instance, consider a German citizen living in Peru and working for a US-based firm while operating in the same time zone.

What specific challenges might arise from hiring someone in this situation compared to a candidate based in the US?

Thank you for your insights!

Virgin holidays

Subject: Seeking Advice for a Personal Travel Advisor Role at Virgin Holidays

Hi everyone,

I’m interested in applying for a Personal Travel Advisor position at Virgin Holidays in the UK. Unfortunately, the closest branch to me hasn’t had openings in quite some time, and I’ve been informed they haven’t recruited since 2019.

Does anyone have tips or advice on how I can better my chances of landing a role there? Any suggestions would be greatly appreciated! Thank you!

Looking for advice on recruiting for different regions (EMEA VS. APAC)

Seeking Insights on Recruiting in EMEA vs. APAC

Hello everyone,

I’m reaching out to tap into your experiences with recruiting across different regions.

Quick background: I’m currently responsible for talent acquisition in the EMEA region and have recently been asked to expand my focus to include APAC, specifically Australia. While the roles—primarily in software engineering and product development—are similar to those in EMEA, I’m not familiar with the nuances of the Australian job market or work culture.

Here are a few questions I’m hoping to get insights on:

• Are there significant differences in hiring practices between EMEA and APAC? What about lifestyle and variations in work ethic and corporate vision?
• How do you manage the time zone differences during interviews and day-to-day operations?
• Do you find yourself traveling between the regions, or do you primarily stay based in one location?

I appreciate any advice or perspectives you can share!

Thank you in advance 🙏

Need help getting a job in different city in Australia

Seeking Advice on Job Hunting in a Different City in Australia

Hello everyone,

I’m currently based in Canberra and on the lookout for a data engineer position. I’ve applied to numerous roles across Australia that seem like a perfect fit for me, but unfortunately, I haven’t received any responses from the recruitment agencies.

I have a few questions:

1. Do people from Canberra face challenges when applying for jobs in other states?
2. Could my background in the APS be affecting my job search?
3. What strategies can I employ to increase my chances of securing a job or at least landing an interview? Are there specific recruitment agencies I should focus on?

Any advice would be greatly appreciated!

Thank you!

How to approach budgeting as a small agency?

Approaching Budgeting in a Small Agency: Seeking Guidance

As the new operations manager at a small agency, I’ve been focusing on various initiatives to enhance our business practices.

One observation I’ve made is that the owner’s day-to-day financial management tends to be influenced more by emotions than by established procedures. While this hasn’t caused significant issues, it does complicate our spending decisions. Given that the owner has successfully operated this business alone for nearly 30 years, they have a detailed understanding of our finances. We’re now working towards a more structured management approach to gradually reduce their daily involvement, ultimately paving the way for a future retirement.

The owner has been remarkably transparent and receptive to my suggested changes, which is very encouraging. However, I aim to propose the implementation of budgets that can be reviewed on a quarterly or annual basis for key areas such as IT, Marketing, and Employee Entertainment, alongside other essential business budgets. Currently, for instance, if a laptop needs replacement, our purchasing decision seems tied to that week’s sales performance; if sales are strong, we may opt for a high-quality laptop, but if they’re sluggish, we might settle for a more economical option.

Additionally, we recently designed merchandise for marketing purposes to use during client visits. However, because we didn’t meet our sales targets in that month, we had to cut our order to less than half of what we had initially planned. This type of decision, while seemingly minor, can have broader implications.

Overall, our agency is thriving, with consistent and reliable profits each year. Yet, the owner remains focused primarily on immediate concerns.

I’ve raised the topic of budgeting with them, and I believe I can persuade them in due time, though they do have valid concerns. For instance, they worry about potential fluctuations in expenditure—such as needing several new laptops one year but none the next—and how that would affect the budget.

I’m reaching out to gather ideas and best practices for budgeting in a small business setting. While I’m confident I can bring them on board eventually, I’d appreciate any strategies or approaches that have worked for others in similar situations. Thank you!

USA Jobs.gov resume review

USAJobs.gov Resume Review Inquiry

Hi there! Does anyone have insights on whether USAJobs.gov utilizes technology to analyze resumes and identify specific keywords, or is the review process conducted manually? Thanks!

Commission Question

Commission Inquiry

I’m aiming for an impartial perspective on this:

If Consultant A generated £225,000 in billings over the course of a year for an engineering agency, what total compensation would you anticipate for them?

Additionally, Consultant A has a company car that they can use for personal purposes and charge at the office.

Superb opportunity for you!

Exciting Opportunity Awaits You!

Hello!

We have an exciting vacancy that you might find appealing. Whether you are currently seeking a new opportunity or not, I would love to learn more about your professional background and initiate a conversation that could prove beneficial for both of us.

About Our Company:
We are a vibrant multinational organization with a strong global presence, specializing in IT and business consulting services. Our commitment to excellence and innovation fuels our success, and we are on the lookout for a talented HR Recruiter to join our team.

Position: HR Recruiter
Location: South Korea, Malaysia, or Taiwan (Flexible based on candidate’s location)
Job Type: Full-time

Key Responsibilities:

• Collaborate with hiring managers to assess staffing needs and craft effective recruitment strategies.
• Source, screen, and interview candidates through channels such as social media, job boards, and networking events.
• Develop and maintain a robust candidate pipeline for current and future hiring requirements.
• Conduct reference checks and manage the offer process.
• Coordinate participation in job fairs, campus recruitment events, and industry conferences.
• Ensure compliance with local labor laws and regulations.
• Act as a brand ambassador to attract top-tier talent.
• Provide support and guidance to hiring managers throughout the recruitment process.

Requirements:

• Bachelor’s degree in Human Resources Management or a related field.
• Proven experience as an HR recruiter or in a similar role, preferably within a multinational context.
• Excellent command of English, both written and spoken.
• Strong interpersonal and communication skills, with an ability to connect with both candidates and hiring managers.
• Willingness to travel domestically and internationally as needed.
• Familiarity with recruitment software and social media platforms for talent acquisition.
• Knowledge of labor laws and regulations in South Korea, Malaysia, or Taiwan is preferred.
• Proficiency in Mandarin is a plus.
• A proactive, results-driven mindset with a passion for talent acquisition and employee engagement.

What We Offer:

• Competitive salary along with performance-based incentives.
• Opportunities for career advancement and professional development within a dynamic global company.
• A flexible work environment, including options for remote work.

How to Apply:

If you are a motivated and enthusiastic individual with a passion for recruiting top talent, we invite you to apply for this exciting opportunity. Please send your updated resume and contact information.

We look forward to hearing from you soon!