New to recruiting

Exploring a Career in Recruiting
After eight years in an emergency room, I’ve developed a strong knack for reading people and quickly assessing situations. My background in clinical operations, coupled with excellent interpersonal skills, has provided me with a comprehensive understanding of how healthcare teams operate. I hold a Bachelor’s degree in Science and Kinesiology and am a certified EMT.

Given my extensive hands-on clinical experience and insight into healthcare dynamics, I’m curious about the possibility of transitioning into a recruiting role, despite lacking direct recruiting experience.

As I specialize in emergency medicine, I’m eager to learn how to navigate this transition. What steps should I take to pursue healthcare recruiting positions? I’m particularly interested in recruiting physicians, especially ER doctors and registered nurses.

Thank you for any guidance you can provide!

Addressing Cover Letter Directly(Use Name) or to General “Hiring Manager”?

Should I Address My Cover Letter to a Specific Person or Use “Hiring Manager”?

I’m applying for a hospitality position and want to make a strong impression.

While reviewing the online application, I noticed a list of senior managers at the company. Initially, I planned to use the generic greeting “Dear Hiring Manager,” but I’m considering addressing it directly to one of the senior managers listed.

I’m concerned, however, that the person I choose may not actually review my application.

What’s your advice on this? Do you have a preference for addressing cover letters directly to a specific individual or using a general title?

How much does a company How much does a Manpower for Business subscription cost?

What is the cost of a Manpower for Business subscription? I imagine that the price may vary based on factors such as the number of employees and other company-specific criteria.

Recruiter analytics

Recruiter Analytics Help Needed

Hello everyone! I’m eager to dive into analyzing my own recruitment metrics and would appreciate your insights on how to do it effectively.

I collaborate with two other recruiters, and I’ve been maintaining a spreadsheet that includes candidate names, positions, clients, and their current statuses (Talent Pool, Rejected, In Process, Hired). I update this every month, but I’m unsure how to evaluate my performance and convert this data into meaningful metrics and percentages, such as conversion rates and screening quality.

If anyone has mathematical recommendations or methods for analyzing recruitment performance, I’d love to hear your thoughts. Thank you!

Fee percentages

Subject: Inquiry About Fee Percentages in Different Sectors

Hello everyone,

I hope you’re all doing well! I’d like to gather some insights on fee percentages in the UK recruitment market. My background is in engineering and manufacturing, where the typical fees ranged from 15-20%.

I’m curious to know what the standard fee percentages are in the following sectors based on your experiences:

• Warehouse
• Administration
• Marketing
• Procurement
• Customer Service
• Sales

I look forward to hearing your thoughts! Thank you in advance for your input.

Recruiting business development

Seeking Guidance on Commission Percentage for Business Development Recruitment

Hi everyone,

I’ve been working as a recruiter on a largely commission-based model. Recently, I made some valuable connections that allowed my agency to establish an agreement with a new employer in a different country. This opportunity is projected to generate over £100k in revenue over the next year.

The employer has acknowledged my role in facilitating this connection and asked if I have a specific percentage in mind for compensation. I’m unsure what percentage is typical for situations like this.

Could anyone share what might be considered a reasonable rate? Is 2%, 5%, or 10% of the projected contract value appropriate?

While I wasn’t heavily involved in the discussions, my initial connections were crucial for making this happen.

Thank you for your insights!

How do recruiters find you on LinkedIn?

How do recruiters discover candidates on LinkedIn?

As a digital marketer, I’ve been having a tough time securing PPC roles, while some of my classmates with similar qualifications are getting numerous inquiries from recruiters. What could I be missing that they’re doing right?

Advice please: New Desk Compensation

Seeking Advice: New Desk Compensation

Hello everyone! I’m looking for your guidance on a situation I’m currently navigating.

I’ve been given the opportunity to start a new cold desk in Life Sciences beginning in October, due to my expressed interest in taking on this challenge.

Since joining my recruitment agency in April, which specializes in Healthcare, I’ve successfully billed over £33k across five deals—three of which were completed just last month. I’m currently earning an additional £1,000 per month in commission, and I anticipate that will continue to grow. I also bring around two years of recruitment experience to the table.

However, transitioning to this new desk means stepping away from my current, steady commission stream. I understand that it might take 6 months to close a deal, and up to 12-18 months to achieve consistent profitability. This transition also carries more risk as I’ll be starting from scratch in an unfamiliar sector.

A sales manager I know suggested that I negotiate an additional £1,000 per month for the first six months to offset the commission I’m relinquishing while I work to establish the new desk.

My questions are:

1. Is it reasonable to request this additional compensation?
2. If that’s not feasible, what other forms of support could I consider asking for?
3. Am I being unreasonable in thinking I should be compensated for this transition, or should I go ahead with the current compensation package?

Thank you in advance for your valuable insights!

Anyone use paylocitys recruiting platform? Would love feedback

Has anyone had experience with Paylocity’s recruiting platform? I would greatly appreciate your feedback.

Hi there! I’m currently working as a contract recruiter, and the company I’m with uses Paylocity for their HR system. They’ve invited me to discuss the possibility of switching their ATS to Paylocity. However, as someone who’s used various ATS platforms, I haven’t had any experience with Paylocity, so I’m feeling a bit skeptical. I’d love to hear any insights you might have before I have this conversation. Thank you!

Seeking advice on keyword scrapping for recruitment in competitors job posts.

Looking for advice on keyword scraping for recruitment from competitor job postings.

As a recruitment consultant, I’m eager to enhance my strategies for identifying potential clients. One avenue I’m exploring is leveraging keywords from competitor job listings to gain insights into market demands and refine my outreach efforts.

I would greatly appreciate your input on the following:

1. What tools or techniques do you recommend for scraping job postings and analyzing keywords?
2. How do you identify potential clients based on these keywords?
3. Are there specific methods or best practices you suggest for effective competitor research?
4. How do you integrate this data into your client outreach strategies?
5. What software would you recommend for accomplishing this?

Any insights or experiences you can share would be incredibly helpful! Thank you!