What’s the top ATS you’ve worked with?
Attention recruiters: I’d love to hear about the best applicant tracking systems you’ve come across! Currently, my recruiting clients favor these three:
Challenges of Recruiting in France as a UK-Based Company
Hello everyone,
Has anyone faced challenges when trying to recruit for companies in France? I’m aware of the lengthy notice periods, but French employment laws can be quite complex. Are there any additional taxes or insurance obligations that a UK-based company should be mindful of?
Thank you for your insights!
Greg Savage Recruitment Academy Inquiry
Hi everyone! I’m currently working in recruitment and looking into the Greg Savage Recruitment Academy. Has anyone gone through the program? I’d love to hear your thoughts on its value before committing any funds. Thanks!
Candidate Sourcing Strategy: Seeking Fresh Ideas
I’m reaching out for assistance in finding new and effective sources for candidate sourcing. Despite my efforts, I often come across familiar suggestions like referrals and university alumni networks that haven’t proven effective for our needs. Here’s some context to help frame the challenge:
Referrals: While we have a referral program in place, we have yet to see any referrals from past candidates or contacts. Even with incentives, our employee referral program has not produced meaningful results.
University Alumni Networks: Our focus is on filling Level 2 and 3 roles that demand significant experience, so entry-level avenues through alumni networks aren’t particularly relevant.
Job Boards: We are currently utilizing Indeed and LinkedIn for our job postings and sourcing efforts.
Talent Pipelines: We have established talent pipelines, but we’re eager for more innovative and diverse strategies to enhance our sourcing efforts.
As an offshore staffing firm with a small team of just five recruiters, three of whom are dedicated to this client, my offshore status limits my ability to engage in local community events, hackathons, or meetups. Furthermore, my sourcing assignments are strictly tied to a federal agency with very specific requirements in a single location within the US. The client’s criteria are stringent, and even missing one skill or experience from their list results in a disqualification.
Given these constraints, I would greatly appreciate any fresh ideas or strategic suggestions for sourcing qualified candidates.
Thank you for your support!
TL;DR: Looking for innovative recruiting strategies for federal agency roles despite client limitations and my offshore location. Open to diverse talent sourcing ideas.
What are the best strategies for reaching out to a recruiter when you don’t seem like the ideal fit for a role?
As a recruiter who dedicates part of my time to assisting individuals in entering the travel industry by leveraging their personal experiences and transferable skills, I’m eager to learn how other recruiters believe candidates should best approach this situation. Your insights would be greatly appreciated!
Tech or Finance Recommendations?
I’m currently considering two fantastic job offers from reputable companies, both of which have appealing work environments.
As a generalist at present, I’m aiming to transition into either the tech or finance sector. I would love to hear about your experiences working as specialists in these fields. Any insights?
Calling All Recruiters: Your Thoughts on Job Boards?
Hello, fellow recruiters!
I’d love to hear your experiences with job boards, both the challenges and the positives. Personally, I’ve experienced a mix of frustrations and successes, and I’m eager to learn from you all.
Frustrations:
– High Volume of Unqualified Candidates: One major pain point is the influx of applications from candidates who don’t meet the required qualifications. For example, when posting a job that demands specific technical expertise, it’s exhausting to sift through numerous applications from those who clearly don’t fit the criteria, which slows down our screening process.
Positives:
– Wide Reach: On the upside, job boards can significantly expand our reach. I’ve successfully attracted candidates from various backgrounds and locations, which is especially helpful for positions that require specialized skills.
Now, I’d love to hear from you! What annoyances do you encounter with job boards, and what benefits do you appreciate the most? Looking forward to your insights!
Best,
Jozef
Navigating a Career Change to Recruitment: Seeking Advice on Role Applications
I’m considering transitioning to a career in recruitment and would appreciate any insights from those already in the field regarding the types of roles I should pursue.
While I don’t have direct recruitment experience, I bring 15 years in estate agency and currently operate as the sole director of a lettings agency. This has equipped me with significant skills in customer relations and sales.
My partner works part-time for a large corporate banking firm, which comes with its own stresses and inflexible hours. With four kids at home, we’re exploring options that would alleviate some of that pressure. I’ve always been interested in recruitment, thinking it might have been a suitable path if my lettings business hadn’t gained traction.
I’m considering making a career shift to recruitment, allowing my partner to take over my current responsibilities. This move could potentially double or triple her income while providing flexible hours to better suit our family’s needs.
My question is: Should I be applying for trainee recruitment roles, or do you think companies would consider me for recruitment consultant positions despite my lack of direct experience? I recognize that every new role has to start somewhere, but I believe my background closely relates to many aspects of recruitment. Aside from specific recruitment practices and sourcing techniques, I feel well-prepared to engage with clients and manage relationships.
However, I’m concerned about the lower salaries typically associated with trainee positions, as well as the lengthy training periods of 3-9 months before moving towards earning commissions. I’d prefer to step into a role where I can start generating fees more quickly rather than spending 12-18 months at a lower income as a trainee.
Has anyone in the industry successfully made a similar transition? Should I focus on trainee roles, or do I have a chance at consultant positions? I’d love to hear your thoughts and experiences. Thank you!
Is anyone offering CV preparation services for clients? What are the typical practices in the industry? Is CV preparation a standard service offered? If so, how do recruitment agencies typically approach this?
I’m looking to identify new “Open to Work” candidates in my LinkedIn talent pool for my projects. When I run a search and see 2000 results, I want the option to filter the next search to show only those who have recently marked themselves as “Open to Work” within the past week. I’ve attempted this using LinkedIn Recruiter, but it doesn’t allow exporting to Excel for an XLOOKUP. Any insights or solutions would be greatly appreciated!
