messed up an application

Oops! Messed Up My Application

I just submitted my application for an apprenticeship role at Centrica, but I realized that I forgot to include my highest qualifications—my high school standard grades from my Scottish exams.

Now I’m in a bit of a dilemma about what to do next:

1. Should I leave it as is and hope for the best, citing my other work experience in admin roles instead of my school performance?

2. Should I reach out to them and explain the oversight?

3. Or should I submit a new application using a different email, keeping everything else the same?

For context, I’m currently enrolled in college, pursuing an SVQ Level 1 in a relevant field. If I’m successful, I’ll have that qualification to showcase. Any advice?

Direct Hire Agency Startup – Questions (CAD/US)

Starting a Direct Hire Agency: Seeking Guidance on U.S. Placements

Hello everyone,

I’m excited to share that I’m launching my own direct hire agency in Canada! With 7-8 years of experience in professional staffing, I feel confident navigating this industry, especially with the recent licensing regulations in Canada for 2023/2024.

To begin, my focus will solely be on direct hire placements, aiming to achieve between $500K and $1M in revenue as a first milestone—a challenging yet achievable goal. Once I establish the business, I plan to explore capital loans, grants, and other funding opportunities.

I’m reaching out to see if anyone in the community can provide insights or resources about conducting direct hire placements in the U.S. Is the process similar to Canada? Typically, I understand it involves just a master search agreement, and then the client drafts the offer. There may be some negotiation on fees, but I’m curious if there are any additional complexities to consider.

I know that in the U.S., healthcare recruitment involves HIPAA compliance, but my focus will be on back-office IT and tech roles, with some go-to-market positions on occasion.

Any advice or links to helpful resources would be greatly appreciated! Thank you!

Best CRM in UK for recruitment business!

Top CRM Solutions for Recruitment Agencies in the UK!

I know this topic has been discussed quite a bit, but I’m curious about the best CRM options for recruitment agencies in 2024. I’m looking for a user-friendly system that excels in CV searching and incorporates advanced AI features. It should also facilitate easy email communication with clients, leads, and candidates. Additionally, it would be great if the CRM could manage payroll and timesheets.

Another important aspect is having the ability to display financial data for both management and recruiters, allowing them to effectively track their pipeline, billings, and interviews.

I would greatly appreciate any recommendations! I’ve come across names like Jobadder, Vincere, Bullhorn, RecruitCRM, Recruit Flow, Loxo, Gem, Zoho, and Manatal. What are your thoughts?

Breaking into Talent acquisition in 2025, how?

Subject: Seeking Guidance on Breaking into Talent Acquisition in 2025

Hello Everyone,

I have nearly a decade of experience in Talent Acquisition, primarily focusing on Clinical Research, IT, and Data fields. My professional journey has largely taken place in India and the APAC region, including the Philippines, Australia, and Singapore. Since relocating to London in late 2022, I’ve been actively seeking new opportunities throughout 2024. I’ve submitted my CV to platforms like Indeed, Reed, and Hays, and applied for numerous positions in Talent Acquisition.

Unfortunately, I haven’t had much success in landing a role. Although I have attended a few interviews, I’m uncertain about my prospects, as I haven’t received any positive feedback.

I would greatly appreciate any advice on additional steps I can take. How can I encourage recruitment agencies to proactively reach out to potential employers on my behalf? Would directly visiting offices to discuss potential roles be beneficial, as some have suggested?

Thank you for your insights!

Hospitality Recruitment Advise

Advice Needed for Hospitality Recruitment

Hello! I’m currently facing some challenges in growing my hospitality recruitment agency. I’m focusing on senior-level positions, such as General Managers, Executive Chefs, and Directors.

I’ve been working part-time on this for about seven months, but I haven’t made much progress in acquiring clients.

Could this be a sign that there’s limited demand in this niche? I would greatly appreciate any guidance or advice you might have. Thank you!

Looking for Feedback – Recruitment Agency Processes & Challenges

Seeking Your Insights: Challenges & Processes in Recruitment Agencies

As I embark on my journey to establish a business dedicated to enhancing the efficiency and automation of recruitment agencies—including leveraging AI—I find myself digging into the intricacies of the recruitment industry. 🎉 To support my market research, I’ve outlined critical process areas, their goals, and associated challenges. I would greatly appreciate your feedback on what I’ve compiled.

Here’s How You Can Help:

• Are there any essential processes or challenges I might have overlooked?
• Which operational areas do you think stand to gain the most from optimization or automation?
• What’s one process improvement you wish were available right now?

Breakdown of Core Processes:

1. Client Acquisition: Attracting and securing clients who require recruitment services.

2. Challenges: Intense competition, limited marketing budgets, navigating decision-makers, unrealistic expectations, inconsistent follow-ups, inadequate preparation, and difficulties in closing deals.

3. Candidate Sourcing: Cultivating a candidate pool that aligns with client needs.

4. Challenges: Difficulty in sourcing niche skills, reliance on outdated databases, and the challenge of engaging passive candidates.

5. Candidate Assessment: Evaluating candidates for compatibility with client needs.

6. Challenges: Bias in evaluations, lack of appropriate tools, scheduling conflicts, and candidates withdrawing during assessments.

7. Placement & Onboarding: Facilitating seamless placements and onboarding experiences.

8. Challenges: Last-minute offer rejections, counteroffers, documentation delays, inconsistent follow-ups, and closures.

9. Follow-ups & Relationship Management: Nurturing long-term relationships with clients and candidates.

10. Challenges: Unsteady engagement, low response rates, and insufficient structured retention strategies.

Overview of Support Processes:

1. Financial Management: Overseeing cash flow and profitability.

2. Challenges: Payment delays, unexpected operational costs, and budget limitations.

3. Marketing & Branding: Enhancing brand visibility and attracting clients and candidates.

4. Challenges: Standing out in a crowded market, inconsistent messaging, and low ROI on marketing efforts.

5. Compliance & Legal Management: Ensuring adherence to labor laws and regulations.

6. Challenges: Frequent changes in legislation, data privacy compliance, and risks associated with international recruitment.

7. Technology Management: Utilizing technology for greater efficiency and scalability.

8. Challenges: Resistance to adopting new tools, high implementation costs, and safeguarding data security.

9. Internal HR & Training: Recruiting, retaining, and training staff.

10. Challenges: High turnover rates among recruiters, burnout, and lack of growth opportunities.

Feedback from the Community:

In response to my post on r/RecruitmentAgencies/, I received valuable insights, including:

• From u/brainspacer: Highlighted that recruitment processes differ widely, and that a one-size-fits-all approach doesn’t apply. However, many manual processes could benefit from automation.
• My response: I concur that while processes vary, the 80/20 rule applies; 80% of processes are commonly shared across agencies, while 20% are unique differentiators.

• Fun fact: They inquired if my post was 80% AI, prompting me to clarify that it’s a hybrid approach (more on that below!). 😂

• From u/Rasputin_mad_monk: Noted interview preparation, client follow-up, and closing techniques as crucial areas.

• My response: We discussed the importance of balancing candidate prep, setting clear expectations with clients, and closing strategies that address objections and psychologically prepare candidates for offers.

About Me:

I come from a background in Engineering and Project Management. I’ve managed service-based and online businesses spanning website development, content creation, marketing, and eCommerce. These experiences have equipped me with a strong understanding of process building and management, which I’m eager to apply within the recruitment sector.

AI Contribution:

To clarify the blend of my own input and AI assistance:
This post is 70% my voice and 30% AI! I leveraged ChatGPT to polish the language and enhance the flow. I still reviewed, integrated my perspectives, and deleted any irrelevant content. Let’s call it a hybrid collaboration! 😉 (Yes, the percentage was suggested by ChatGPT.)

I look forward to your thoughts and a stimulating discussion! 🙌

Negotiate Salary Offer: Yes or No?

Should I Negotiate My Salary Offer?

After being laid off twice in the last two years, I’ve finally received a job offer! However, the compensation package seems to undervalue my 10 years of experience in digital marketing.

Here’s a breakdown of the offer:

Job Title: Digital Marketing Manager
Compensation:
– Hourly Rate: $25.75/hour
– Payment Schedule: Weekly via direct deposit
– Overtime: Not applicable

Benefits:
– Health Insurance: Eligible for enrollment after 90 days of employment; only employee coverage is provided—dependents are out-of-pocket.
– Sick Days: Accrual begins after 120 days.
– Paid Time Off (PTO): 5 business days after the first year.
– Working Hours: Monday to Friday, 8 AM to 4 PM with a 30-minute lunch.
– Performance Review: Three-week trial period followed by a six-month review, then annually.

I’m considering negotiating the offer, but I’m uncertain whether to do this before or after the three-week trial period.

Any advice would be greatly appreciated!

How is recruitment in BCG/Bain

Title: Insights on Recruitment Roles at BCG/Bain

I’m contemplating my career path after six years in recruitment, primarily within the IT sector (both onsite and offshore). I would love to hear your thoughts on opportunities at BCG or Bain. Any guidance or leads you could share would be greatly appreciated!

View Poll

How to work with Recruiters?

Collaborating with Recruiters: Seeking Guidance!

As a career coach with over 500,000 followers on Instagram, I’m excited to expand my reach by partnering with recruiters to connect them with top-notch candidates from my curated network.

However, I’m unsure how to kick off this collaboration and what steps I should take next.

I’ll keep this brief for now, but if there’s interest, I’d be happy to share more details.

Thanks in advance!

Creating recruitment website

Building a Recruitment Website

Hello everyone! I’m planning to develop a recruitment website specifically for the UK market and would greatly appreciate your suggestions. What platforms or services would you recommend for designing recruitment websites? I’m particularly looking for features like:
– User-friendly customization options
– Compatibility with recruitment software (such as ATS)
– Strong SEO capabilities
– A polished, candidate-friendly design. Thank you!