Temp Placements and Results from My First 9 Months
I’ve been working at a temp agency in Ireland, focusing on the construction sector, and I’ve achieved 85 temp placements along with 2 permanent placements in my first 9 months. Is this a low number for someone in a temp role after just 9 months? I come from a permanent recruitment background in the same field.
Am I just the “Plan B”?
I’d love to hear insights from experienced recruiters.
I submitted my application over a month ago and received a call from an internal recruiter who mentioned that my qualifications perfectly matched the role.
Here’s how the interview process unfolded:
After this, there was a week of radio silence.
Originally, there was supposed to be a two-stage interview process, but then the recruiter informed me that they wanted me to have an informal chat with the director. I inquired if other candidates were at this stage, and the recruiter confirmed they were not.
The director’s interview lasted about 10 minutes. He asked me standard questions related to the role. I felt I did okay but knew I could have performed better.
Then, there were three days of silence.
I reached out to the recruiter and received a call back explaining that they were finalizing details and he was passing my case to his team while he went on leave.
The long bank holiday has now passed, and there hasn’t been any update. I noticed no updates on Tuesday and again today.
I’m starting to feel anxious and suspicious, wondering if I’m merely a backup option in case their preferred candidate declines the offer. How likely is this scenario? Is it common practice in the industry to keep a candidate “on hold”?
Thank you for your thoughts!
Strategies for Maintaining Stability in a Recruiting Business Amid Market Fluctuations
The hiring landscape often experiences fluctuations that align with market conditions, and there are numerous discussions in this community about the performance of various sectors at different times.
I’m interested in learning how to keep a recruiting agency afloat during lean periods. Recruiting can be unpredictable, with talent supply and client demand often outside of our control.
Do you diversify your focus across multiple industries? Do you stockpile savings during prosperous times to weather potential droughts in placements? How do you avoid finding yourself with an empty pipeline? What strategies do you implement to navigate these ups and downs effectively?
UK Recruitment Market Insights
Hello, UK recruiters! I’m reaching out to hear your thoughts on the current market conditions. Both my colleagues and I are experiencing significant challenges lately in the financial recruitment sector. Last year, I navigated a tough market successfully, but this year feels quite different – almost like a drought. I’m curious to know if others are facing similar difficulties. Should I consider seeking a new opportunity, or are many of you in the same boat? Your feedback would be greatly appreciated!
Will a recruitment agency disclose my application?
Hi, recruiters. I made the mistake of applying for a job through the recruitment agency that my current boss uses for hiring. I’m worried—will they inform my boss about my application? Is there some kind of confidentiality policy that agencies follow?
Streamlining Resume Reviews with AI
Hello, everyone!
Recently, we’ve been overwhelmed by the sheer volume of resumes we receive for each open position on LinkedIn and Indeed. Managing this influx has become quite challenging for our small team, and outsourcing solutions have proven to be quite costly. Since we work in the AI sector, we decided to develop an in-house tool using the OpenAI API to streamline the process.
The solution we created is straightforward. First, we upload the job description, which GPT analyzes to generate specific criteria. Next, we input the resumes and allow GPT to evaluate them based on those criteria, calculating a total score that helps us create a shortlist.
So far, we’ve found this tool to be incredibly helpful. GPT’s detailed analysis even offers brief summaries of candidates, giving us valuable insights. As a result, we’re considering launching this tool as a standalone project.
We plan to make it public soon, and I’d love to know if others would find this useful!
Also, would it be alright to share the tool here once it’s ready?
I could really use your advice.
I’m feeling uncertain about accepting a job offer. I’ve been a Senior Recruitment Consultant at my current generalist agency for three years. I enjoy working with my colleagues and have a good relationship with the MD, although there are definitely times when the company can be quite frustrating.
Lately, I’ve been working remotely due to road closures, which has saved me around £300 a month on transportation costs. The new job would require me to be in the office every day, which is about a 35-minute commute, compared to my current 45-minute to 1-hour journey.
My current salary is £27,000, and I earned £50,000 last year through commissions, which typically max out at 15%. I’ve received an offer from a startup executive search firm that has full financial backing, paying £30,000 plus commission. However, while their fee sizes are around 20% and higher, their commission structure is less favorable, with higher thresholds to reach the better commission levels.
The new company has made a strong effort to recruit me, taking me out for meals and promising career advancement and financial opportunities. However, I’m hesitant to leave my current job, especially given the current economic climate in the UK and the fact that I have a mortgage to consider.
My current employer has supported me in achieving my dream of homeownership and has stood by me through personal health challenges.
If anyone has any insights or experiences to share, I would greatly appreciate it. Typically, I’d seek advice from someone in my industry, but I can’t do that this time. My partner has left the decision up to me, and I want to make the right choice. Thank you!
Choosing the Right Recruitment Agency to Work For
Hey everyone, I’m using a throwaway account for privacy.
I’ve been looking to shift my career from sales and business development in a physical product environment to recruiting, and I’ve started applying for positions as an associate consultant at several recruitment agencies. I’m excited to share that I’ve received offers from both Michael Page and Robert Walters for the associate consultant role.
I’m reaching out to see what criteria or key factors I should consider before making my decision on which agency to join and sign a contract with.
If you have any insights or experiences with either of these firms, I would greatly appreciate your input. Thank you!
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Attention Recruitment Managers: I Need Your Insights for My Recruitment BP Interview! 😊
I’m preparing for an interview for a Business Partner role in my current team, which heavily focuses on reporting recruitment activity across specific departments. As a Recruitment Advisor, I’ve taken on additional responsibilities, including reporting.
For the interview, I have a task to present data that illustrates recruitment performance over the past six months to senior executives. I regularly handle this weekly, but I’m looking for any insights or additional metrics I may have overlooked.
Here’s what I’ve compiled so far:
Total jobs on hold/canceled
Average days from new application to offer
Gender demographics
Number of applications reviewed by recruiters
I would greatly appreciate any suggestions or additional metrics you think might enhance my presentation. Thank you! 🙏
