Blaming Recruitment

Addressing Recruitment Accountability

To what extent is recruitment responsible for employees who resign or are terminated? I raise this question because it often feels like our team gets unfairly blamed. We constantly strive to enhance our hiring process and have implemented strict criteria for candidate selection. Yet, when a client expresses dissatisfaction with their staff, instead of investigating the root cause, we are often criticized for failing to “assess” candidates adequately. It’s worth noting that our approach to managing low performers is quite subjective, which adds to the complexity of the situation.

How does a recruiter operate day to day?

Curious about the daily operations of a recruiter? I’m eager to learn more about the recruitment industry, particularly the strategies and processes recruiters utilize on a daily basis—things like lead generation, metrics, KPIs, and how they assess and qualify candidates, not to mention any other insights I might be missing.

Could anyone share some resources or provide a brief overview? I would really appreciate it! Thank you!

Searching by job posting volume

Looking for Job Posting Volume Insights

Does anyone know of a website or intelligence tool that allows you to search for companies based on the number of job postings they have, either on LinkedIn or indexed by Google?

To clarify, while I can search for job openings at a specific company on LinkedIn, I’m looking for a way to compare different companies. Specifically, I want to see Company X with 20 job postings, Company Y with 35 postings, and so on. Any recommendations would be greatly appreciated!

Is this recruitment agency legit?

Is This Recruitment Agency Legit?

Hey everyone, I’m a first-time poster here. I recently relocated to Manchester from Australia and had a job interview with a recruitment agency called Childcare Heroes (CH) for a position at one of their clients, Thrive Childcare. I had a virtual interview with Thrive’s Head of People, and the next day, CH called to say I got the job—awesome news!

However, I found it odd that CH doesn’t have a website or LinkedIn page. When I searched for the agent’s name on LinkedIn, I discovered an inactive profile, which seems unusual for a recruitment agency (I’ve worked as a recruiter for a few years). On the other hand, Thrive appears to be a legitimate organization, and the person I interviewed with matches the information on Thrive’s LinkedIn page.

I’m set to start next week, but I haven’t received any contracts or agreements to sign yet. So, I reached out to the CH agent I’ve been communicating with, and they responded with the following:

“You will need to sign your contract, which will be issued via the onboarding system. To do this, we need to input your details into the onboarding system. Since the role was filled with your acceptance, we can’t use the normal link. To assist with this, could you please enter your details against the job posting below, and then Thrive will update it internally?”

This response doesn’t make much sense to me. Why would I need to input my details for another job posting? Is it common for a recruitment agency to lack a LinkedIn page or website? Is this a specific issue within the childcare sector?

Am I being too skeptical? I’d appreciate any advice or direction on how to proceed. Thanks a lot!

Recruiters in your LinkedIn network?

Recruiters in Your LinkedIn Network?

Hello everyone,

I have a question that may seem trivial but could spark some interesting discussion. If you’re a recruiter, do you connect with recruiters from other firms on LinkedIn?

My initial instinct is to say no, as it could allow them to tap into your potential candidates. However, the saying “keep your friends close and your enemies closer” has me wondering if there’s another perspective here.

What do you think is the best approach?

Is it possible for AI to identify the top applicants by their CVs?

Can AI help pinpoint the top applicants based on their CVs?

Picture this: I’m a recruiter, and a major aspect of my role involves assessing candidates to see how closely they align with the job description. Most of their CVs are stored in PDF format.

I’m curious if I can utilize tools like ChatGPT to streamline the process of identifying the most relevant candidates from my applicant pool.

Product Manager vs Management Consultant

Product Manager vs. Management Consultant

After almost a year of working post-MBA, I’ve begun receiving job offers and have two compelling options in front of me:

1. Product Manager – Fintech
2. Associate Consultant – Big 4

While the salary range for both positions is quite similar, I’ve heard that the work hours vary significantly: Product Managers typically have around 8-9 hour days, while Consultants can expect 13-14 hour days.

I’m curious about the potential career paths for each role:

• Which position is likely to offer better long-term earnings?
• Will consulting be more engaging than product management?
• Are the extended hours in consulting justifiable in the grand scheme of things?

I’d love to hear thoughts and insights on these points!

Can someone explain to me the most efficient way to get a job as a recruiter

Could someone guide me on the best way to land a job as a recruiter? I’ve received positive feedback from several companies regarding my resume, and they’ve indicated that I have the potential to become a recruiter. I would appreciate any advice on how to customize my resume for this role, as well as any additional tips that could assist me in this process.

Here’s a brief overview of my background:
– Experience:
– 3 years in customer service
– 2 years as a marketing assistant
– 1 year as a manager trainee

• Education:
• Bachelor’s degree in Business Administration

Thank you!

Is an early probation review meeting a bad sign?

Is an early probation review meeting a cause for concern?

I started my new job as a marketing coordinator at the beginning of January, right after graduating. The company has a 90-day probationary period, which means my review should be around April 3rd.

I began alongside another new hire who shares the same role but has significantly more experience from her previous job at a similar firm. This is my first full-time position, and I’ve noticed that my manager hasn’t scheduled a 90-day review for her, but has set mine up two weeks in advance.

My meeting will be just with my manager and does not involve HR. I believe I have a solid rapport with her— we communicate often and share a lot of light-hearted moments. However, I know I need some extra guidance compared to my coworker, as this is my first time taking on such responsibilities. I’ve been thrown into the deep end with this role, leading me to learn a great deal independently, but I always seek assistance when needed.

Given all of this, could my early review be a sign that they might be considering letting me go, or am I overanalyzing the situation? Also, why hasn’t my coworker received a review meeting? I’m feeling quite anxious and would really value your thoughts!

Earning potential for UK Construction Recruiters

Earning Potential for UK Construction Recruiters

Are there any UK construction recruiters in the community?

I’m looking for information specifically regarding quantity surveyors, both on the contractor side and in consultancy roles.

What is the typical starting salary and overall earning potential in this field?

Any insights would be greatly appreciated! 👍