Returning to recruitment in the UK – what should I keep in mind?

Getting Back into Recruitment in the UK: Key Considerations

Hi everyone! I’ve recently relocated to the UK and will be resuming my role as a Recruitment Consultant next month.

I have two years of experience working for a large recruitment firm in Australia, followed by a year in an internal talent acquisition role. Now, on a Youth Mobility visa, I’m returning to the same company, but this time I’ll be focusing on the construction and architecture sectors.

It’s been a year since I last worked in recruitment, so I’m aware that my 360 recruitment skills may be a bit rusty. However, I feel much more confident and motivated than when I first started three years ago after “falling into” the industry.

As I prepare to dive back in, what should I keep in mind? Is it still a candidate’s market? What are the most effective strategies for business development and candidate sourcing these days, beyond just using LinkedIn? Any general tips or insights would be appreciated. I’ve also heard that recruitment can be significantly more challenging in the UK compared to Australia—how should I approach this?

Thanks!

Is anyone using AI for resume screening? I am receiving more than 500 resumes per job listing

Is anyone currently utilizing AI for resume screening? I’m getting over 500 resumes for each job posting! Have you found it effective in cutting down screening time or speeding up the hiring process? How accurate are your results? I’d love to hear any other tips you have for implementing AI in this area.

Recruiter is not giving me an update on the position, should I contact the Company directly?

I’m not receiving any updates from my recruiter about a position—should I reach out to the company directly?

Recently, a recruiter from a large organization contacted me regarding an open finance role that I found intriguing. After accepting their invitation, I went through three rounds of interviews with HR, the team lead, and the CFO. Since the position required five years of experience, which I possess, I felt confident about my chances.

Although I received positive feedback after each interview, I’ve yet to hear back from the recruiter about the next steps. He keeps mentioning internal delays and that a decision hasn’t been made.

Would it be inappropriate for me to contact the company directly? I established a good rapport with the team lead and CFO, and I even connected with them on LinkedIn. My only concern is that I don’t want to undermine the recruiter’s role, but I feel like I’m not getting any assistance from them.

Recruiters Opinions on Technical Interview Outsourcing

Title: Insights on Technical Interview Outsourcing

Hello everyone,

As a recruiter, I’m interested in your thoughts on the topic of technical interview outsourcing. Have any of you experienced this in your job searches? I’ve come across some advantages such as round-the-clock availability and cost-effectiveness. However, I’m eager to learn about other pros and cons you may have observed.

I can’t wait to hear your opinions!

Thank you!

How do LinkedIn Easy Apply work?

How does LinkedIn’s Easy Apply feature work?

From my experience, my applications typically fall into three categories when using LinkedIn’s Easy Apply:

• Application Submitted
• Application Viewed
• Resume Downloaded

However, the status of my applications seems to have little influence on whether I get contacted. I’ve had recruiters and hiring managers reach out while my application was still marked as “Application Submitted.” Conversely, there have been applications that were marked as viewed or had my resume downloaded, but I still haven’t heard back from anyone.

While I can understand that just because an application is viewed or my resume is downloaded doesn’t guarantee I’ll be contacted, I find the other scenario puzzling. How can recruiters determine that I’m a good fit without even looking at my application or downloading my resume? Is there a way for them to circumvent this process? Many of the recruiters I’ve spoken to seem to have seen my CV, but this isn’t reflected in the application status.

What are people’s thoughts on Vincere CRM?

I’m curious to hear everyone’s opinions on Vincere CRM. We’re a general recruitment agency that handles both temporary and permanent placements, currently with a team of about 10 people. We’re particularly interested in a solution that integrates well with Broadbean.

Does anyone have any experiences or feedback on Vincere? Is it worth the investment?

Asking About Schedule

Inquiring About Work Schedule

I have an interview for a job this afternoon that features a hybrid work arrangement. I’ve noticed that employees have different schedules—ranging from three days remote to two days, etc.—but I haven’t been able to find clear information about it online. Should I bring up scheduling preferences and options during the interview, or is it better to wait until after I receive an offer?

I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience with it, please DM me. I’d love to know how to use and organize it effectively, and I’m especially interested in learning how to import resumes into the system. Thank you!

Recruitment career planning

Career Development in Recruitment

Hello everyone! I’m diving into the topic of career progression for talent professionals, particularly recruiters and sourcers. My goal is to create a clear growth roadmap and training plan for my team to help them advance through the various stages of their careers.

I’ve outlined five career phases for recruiters:

1. Junior (0 – 3 years): This stage focuses on collecting knowledge and gaining experience.
2. Intermediate (3 – 5 years): At this level, mastering skills and gaining hands-on experience become essential.
3. Senior (5 – 7 years): Specialization in a specific area and developing autonomy are key during this phase.
4. Management (7 – 10 years): Leadership skills and the success of the team take priority here.
5. Senior Management (10+ years): Achieving departmental and strategic goals is the focal point in this advanced stage.

Here are some potential career paths for recruiters:

1. A 360 recruiter with a knack for sales might transition into Business Development, moving up to Business Development Manager or Account Manager and eventually becoming Head of Sales or Account Management.
2. A 360 recruiter who enjoys candidate engagement could shift to Internal/180 Talent Acquisition roles, then progress to TA Manager and eventually Head of TA.
3. A recruiter focusing on sourcing may become a Sourcer or Technical Sourcer, advance to Senior Sourcer/Consultant, and lead a team of researchers.
4. A recruiter in a 180 role seeking broader business exposure could take the leap into a 360 role.
5. Alternatively, one might choose to start their own 360 consulting business.
6. Finally, there’s always the option of leaving the recruitment industry altogether to explore other pursuits.

I’d love to hear your thoughts! Does this career path resonate with your experiences? Are there additional paths worth considering? And what other factors might someone care about during these career phases?

This is just my perspective, and I’m eager to learn from your experiences and insights!

Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle data related to probation failures in your recruitment analytics? My usual approach is to focus on hires made within the past 12 months, but I’m uncertain about how to account for individuals hired over a year ago who have failed probation in the last year. Should I exclude them from the analysis, expand the data window, or adopt a different strategy? I worry that senior leaders may perceive the omission of these probation failures as data manipulation, especially since they are aware of recent failures, even if those hires fall outside the last 12-month hiring count. This scenario complicates the data analysis significantly. What are your thoughts on the best way to tackle this issue?