Is MES recruitment worth it?

Is MES Recruitment Worth Pursuing?

I’ve been working as a recruiter for a few years now, gaining experience in various sectors such as IT, tech, and gaming. Recently, I transitioned to the manufacturing side of life sciences after moving to Denmark, where I’ve taken on the role of life science recruitment specialist.

I’ve grown weary of spreading myself too thin across different areas, as I feel it’s hindering my ability to provide meaningful value to both candidates and clients. I want to stand out from the crowd of recruiters, and I’ve found that I excelled when working with a client who consistently needed similar roles, allowing me to develop a deeper understanding of those positions.

I’m not the typical sales-oriented recruiter who thrives on cold calls, so I’m considering specializing in one field to enhance my knowledge and present that expertise as my unique selling point. While being effective in sales is important, I believe that honing my skills in a specific area can help compensate for my current limitations.

I’ve recently discovered that Reddit can be a valuable resource, so I’m reaching out to see if anyone here has insights into the Manufacturing Execution Systems (MES) field.

My research has revealed that MES is much broader than I initially thought, especially since I’ve only placed one Aveva specialist so far.

To put it simply, what do you all think about the future of MES? Does it make sense for me to focus solely on MES roles related to PAS-X, Siemens, Aveva, and Rockwell?

As I’m new to this field, I would greatly appreciate any advice or information you can share. Thank you!

Contractor responsibility

Contractor Responsibilities

Hello seasoned recruiters, I’d like to get your insights on a situation I’m facing. As a contractor, I spent quite some time identifying the ideal candidate for a position, but once I extended the offer, the HR manager stepped in. Now, after 2.5 weeks, the candidate still hasn’t signed the contract. I’m curious—at what point does a recruiter’s responsibility end? If the candidate doesn’t sign, is that on the recruiter? Thank you for your thoughts!

Rail Industry Jobs Advice (UK)

Career Transition to the Rail Industry (UK)

Hello everyone! I’m eager to transition into the rail industry and would appreciate your insights. I have a background in Project Management within technology delivery, and my passion for rail has been a constant throughout my life as a dedicated rail user. I’m interested in pursuing management positions, rather than roles such as train driver or track engineer.

I possess transferable skills in areas like planning, risk management, and change management. If anyone has advice or tips for someone making this career switch, I would be incredibly grateful. Thank you!

Is loxo.co free plan enough?

Is the free plan on Loxo.co sufficient? I utilize Sales Navigator for sourcing, but I’m unsure if the free plan allows me to post a job on all job boards simultaneously. This isn’t clear from the information on their website.

Does a rejection letter mean someone actually looked at my application?

Subject: Quick Question About Rejection Letters

Hi recruiters,

I’ve applied to a lot of positions recently, and I’ve noticed that while some applications don’t get any response, others result in a generic rejection letter stating something along the lines of, “Thank you for your application; we’ve decided to pursue other candidates.”

My question is, when I receive one of these rejection emails, does that indicate that someone actually reviewed my application, or do positions get closed for various reasons and standard emails are sent to everyone who applied?

Additionally, can I take it as a sign that the job listing was legitimate and not just a way to gather data?

Thanks for your insights!

Keeping job details vague to those you’re recruiting – how do you do it?

How do you maintain confidentiality when recruiting?

As a healthcare recruiter in the Middle East, I often face inquiries from candidates about the specific hospital’s name and other details. While I’m happy to provide information, I prefer not to disclose the hospital’s name, as candidates could potentially bypass my services by approaching the facility directly. What strategies do you use to navigate this situation? Thank you!

Need Advice on How to Negotiate a Raise After Being Promoted but Not Getting One

Seeking Guidance on Negotiating a Raise Post-Promotion

A few months back, I was promoted to Head of Talent, overseeing a team of 10 recruiters. Last quarter was a success—my team excelled, and I personally filled several key positions vital for our company.

However, I’ve recently learned that I won’t be receiving the salary increase I anticipated following my promotion. Although there was no specific figure or percentage guaranteed, I had been reassured that a raise would come eventually. Now, I’ve been advised to wait until the annual salary review in April.

I’m feeling quite frustrated for several reasons: the role has been demanding, particularly with the added responsibility of managing a team alongside my own recruitment tasks. I believe I’ve shown strong performance in my position.

By April, I’ll have been in this role for nine months, continuing on my previous salary.

I’m hesitant to wait that long and would like to discuss the possibility of a raise now.

What would be the best approach to initiate this conversation with management? I’m looking for strategies to frame my request effectively, ensuring I come across as assertive without being overly aggressive. Any tips would be greatly appreciated!

International WFH

International Remote Work Opportunity

I’m a recruiter based in the UK, and I’m excited to share that I’ve received an offer for a candidate currently on a Tier 2 skilled worker visa, with sponsorship from my client.

In their existing position, the candidate has the flexibility to work from their home country for up to 20 days a year, adhering to UK hours. This setup essentially allows for remote work from another country, in addition to their statutory annual leave and the option to buy additional leave days.

Currently, my client does not provide this as a benefit. I’m looking for suggestions on other options or perks I could propose to my client. Given that the candidate would need a minimum of 15 days of international remote work to accept this role, any ideas on how to enhance the overall compensation package would be greatly appreciated!

More than 8 seconds..

Beyond the 8-second mark…
We’ve all heard the adage that recruiters spend just 8 seconds scanning a CV before deciding to move on.

But I’m curious—how long do you believe it actually takes for a recruiter to thoroughly process a CV?

I’m referring to the full workflow: reviewing, entering data into the CRM, skill coding, updating the candidate record, formatting the CV (if that’s part of your approach), and sending out the initial email, among other tasks.

Anyone know anything about Oracle ATS?

Has anyone had experience with Oracle ATS? I’m currently interviewing with a company that uses it, and as someone with over 20 years in recruiting, I’m not familiar with this system, which is a bit concerning. How does it compare to Workday, Taleo, and SuccessFactors? (These are the three least favorable ATS platforms I’ve worked with, listed from worst to least worst.) Any insights would be appreciated!