Dodgy HR Managers

Unethical HR Managers

Recently, I had an unsettling experience with an HR director from a large company regarding a candidate I had placed with them. Here’s what happened: After discussing with the hiring manager, they confirmed they wanted to interview two candidates. I submitted one candidate’s CV, anonymized for confidentiality, and agreed to send the full CV if they were interested in proceeding.

Once they expressed interest, I set up the interview and confirmed the compensation rate with the HR Director, who also had the full CV and was aware of the terms before the interview took place. After the interview, they made an offer, and the candidate accepted it.

However, after everything was finalized, the HR Director tried to claim that they had already received the candidate’s CV from another source and that I was not authorized to work on the role. I was taken aback—this was a first for me in over 25 years in the industry! In response, I offered to resend the agreed-upon terms, as I was left shocked by this blatant attempt to pull a fast one and strong-arm a small business.

Fortunately, I have all the relevant emails, including her request for a discounted rate, which I agreed to, and her sending a full candidate specification for approval before the interview.

Has anyone else encountered something like this? I’m still reeling from the experience.

Unbelievable.

Background Checks: to charge or not to charge?

Background Checks: To Charge or Not to Charge?

I’m interested in how others approach the costs of background checks. As the owner of a boutique recruiting firm, we currently offer background checks as an optional service, charging clients at-cost. In recent years, nearly every client except one has opted for this service. Since it’s optional, I don’t incorporate these costs into my standard fees, treating it as an a la carte offering.

Here are my questions:

1. Does my at-cost pricing model come across as convenient and transparent? That’s the intent behind it.
2. Or does it seem a bit off? I base my hiring fees on known operating costs, which don’t include these optional background checks. I understand that clients might not see the distinction. Should I absorb these costs or adjust my fees? I’d appreciate a gut check on this.
3. Is this model overly complicated? Another option could be to set a flat fee, like $200, which would usually exceed my costs. On the rare occasions where the cost goes above $200, I would anticipate that the previous excess would even things out. Pros: simpler for clients and easier for invoicing. Cons: I might occasionally incur losses totaling a few hundred dollars.

For context:

• Direct hire fees are typically 20-22%, with totals between $16k and $40k.
• Monthly contractor fees are about +/- 30%.
• The minimum cost for a background check is around $160, with the average ranging from $180-$200. Some cases can exceed $500, depending on the number of verifications required.
• I haven’t received any complaints from clients; I’m just reassessing ways to improve our processes.
• I aim to provide a white-glove service to small businesses and startups, positioning ourselves as a hassle-free solution (“We’ve got this, you don’t have to think about it”).

Is the recruitment industry in need of automation?

Is the recruitment industry ready for automation?
I’ve been reflecting on the more frustrating aspects of recruiting and I’m curious—what tasks do you think should be automated? Whether you’re a recruiter, a hiring manager, or even a candidate, what’s the one task that you’d love to see taken care of by automation?

Is it going through countless resumes, coordinating interview schedules, or the never-ending email follow-ups? Or do you have something else in mind that really bothers you?

Share your thoughts below! Let’s discuss how we can make the recruiting experience smoother and more efficient. 🙂

A Non-IT Guy, putting efforts to enter the corporate world.

Seeking Guidance for Transitioning into the Corporate World

Hello everyone,

I come from a non-IT background, holding a postgraduate degree in agriculture, and I’m eager to break into the corporate sector. As a recent graduate, I have no work experience, and my technical skills are lacking, which seems to be a barrier with most IT companies.

I would greatly appreciate your advice on the following:

1. Essential Skills: What fundamental skills should I acquire before applying for jobs?

2. Learning Resources: Where should I begin learning tech skills that are relevant for a successful career in the corporate world, avoiding any unnecessary distractions?

3. Job Opportunities: What types of job roles should I focus on as I start my career?

4. Career Options in IT: What opportunities exist for someone with a postgraduate degree in agriculture within the IT sector?

Thank you in advance for your insights!

Are there different rejection letters you send candidates who were close vs candidates who were not at all competitive?

Are the rejection letters you send to candidates who were close to being a fit different from those sent to candidates who didn’t stand a chance at all? Do you use a single form rejection for everyone, or do you have various responses?

I’ve just begun my job search and have noticed that many rejection letters include the phrase “your background is very impressive.” Is this standard for all applicants? I wish I could get better insight into my standing—was my application close to being considered, or was it an easy decision to pass?

For context, I hold a PhD and have solid experience, but I’m aiming for a lateral transition into a different industry. I’m struggling to understand how my somewhat unconventional background is perceived and would really appreciate some clarity.

The rejection letters imply that I was a strong candidate and encourage me to apply for other roles within the organization, but I can’t help but wonder if that’s just a generic response. It would be great if they could be more straightforward about my performance—like, a grading system would be fantastic. Was it a solid B or C, or did I land in the F range?

Is there a chance the tone of the rejection would be harsher if I truly didn’t have a chance at similar positions?

Recruitment agency owners, how did you land your first client when starting from scratch?

Attention recruitment agency owners! How did you secure your very first client when starting from the ground up? What niche are you focusing on?

Can you share the strategies and key selling points that helped you succeed?

How did you convince a client to choose your brand-new agency?

What objections did you encounter most frequently, and how did you address them?

Opportunities

Job Opportunities

Hello, everyone! I hope I’m posting in the right spot—I’m not too familiar with Reddit.

I’m exploring new job opportunities in the cybersecurity field and would appreciate some visibility. I’ve been working as a vulnerability analyst full-time for nearly five years now. I hold a Bachelor’s degree in Cybersecurity and Information Assurance, as well as certifications in SSCP, A+, Network+, Security+, and Pentest+.

Are there any recruiters here who would be open to connecting with me? Thank you!

Struggling with taking job offer. Need Advice.

Decision Dilemma: Job Offer Advice Needed

After eight months of job searching and applications, I finally received an offer! I’m transitioning from being a Team Lead at my current agency to a role as a Corporate Recruiter and Training Specialist internally.

To provide some context, I’ve been with my agency for 3.5 years, during which time I’ve experienced considerable success and earned the trust of our leadership. However, in the past year, our niche agency has undergone significant changes, resulting in a 50% reduction in headcount—from 100 to 50. We’ve lost some key figures, including our CEO, and the business strategy has shifted dramatically with new management. This has led to a nearly 33% decline in our monthly revenue. With most of my team gone, I’ve felt increasingly isolated, which is one of the driving forces behind my job search. On the brighter side, I’m currently earning a solid salary of $70k plus a 25% team bonus, which hasn’t been achieved in the last year, along with 24 days of PTO and a good hybrid work model.

Now, I’ve received an offer from a small tech company to be the founding member of their internal recruitment department and to establish the recruitment process and training for the organization. This role comes with a salary of $75k and a guaranteed bonus of $10k, but only 10 days of PTO (which is non-negotiable) and an 80% in-office requirement.

I have a strong inclination to accept the offer, given that the new company is high-performing and has great people. However, I’m concerned about work-life balance and the limited vacation time.

I’m trying to remind myself of the reasons I sought a change in the first place and why moving away from the agency could be beneficial. Yet, I find myself hesitating due to the fear of change.

I would really appreciate any insights or advice on how to navigate this decision!

Thank you!

Advice needed on how to respond

Seeking Guidance on How to Explain My Departure

Hello, I hope this question fits here. I recently resigned from my dream job after six months due to an overwhelming workload, often putting in 10-11 hours a day and sometimes working weekends. The company was contracted for a project that wraps up in December, and I decided to leave before its completion. Now I’m applying for similar positions with permanent contracts and I’m unsure how to explain my departure when asked about leaving the project early. Any advice on how to navigate this conversation would be greatly appreciated!

F1 Nurse

F1 Nurse Inquiry

Hi everyone,

I’m reaching out to see if anyone has information about hospitals or agencies that sponsor nurses on an F1 visa in Connecticut or nearby areas in New York. I’ve reached out to several places but haven’t received any positive responses.

Any advice or personal experiences you could share would be greatly appreciated! Thank you!