What do you think are the key skills an IT recruiter should have?

What do you believe are the essential skills for an IT recruiter?

As an IT recruiter, I’m constantly striving to enhance my approach and gain insight into what IT professionals truly seek in their interactions with recruiters. Based on your experiences, what skills or qualities do you think define an exceptional IT recruiter?

Do you prioritize technical expertise, effective communication, transparency, or perhaps something different? I’d really appreciate your input!

Is Fiverr reliable for lead generation?

Is Fiverr a dependable option for lead generation? I’m operating a recruitment agency and am in search of quality client leads. Has anyone had positive experiences with Fiverr freelancers for this purpose? Are there any warning signs to be cautious of?

How much time do recruiters spend doing redundant manual tasks?

Subject: Time Spent on Redundant Manual Tasks in Recruitment

Hi everyone,

I hope you’re all doing well! As someone working in recruitment in the financial sector, I’m curious about how much time other recruiters spend on manual tasks that might be better suited for automation.

Personally, I often face a significant demand from hiring managers for help with data entry, interview scheduling, and relaying feedback, which consumes roughly two hours of my day.

Is this a common experience for others in the field? I’d love to hear your thoughts and any insights you can share. Thank you!

How to restructure a contract with our BD?

How can we renegotiate our contract with our Business Development contractor?

We have an outsourced Business Development contractor who has been with us for three years, following a decade of full-time employment with the previous owners. When the original contract was created, a lot of goodwill was assumed, resulting in the absence of targets, goals, KPIs, or any performance metrics—only a flat fee regardless of outcomes.

However, over time, we’ve noticed a significant decline in the contractor’s output. Their work has become inconsistent, and motivation appears to be lacking. This has financial repercussions for us, as we’re currently losing 40% on placements made by this contractor compared to about 15% when we first started.

We cannot continue in this manner and I’d like to explore renegotiating the contract. The line between contractor and employee has become quite blurred. For example, when the contractor’s laptop broke for two days, they continued to bill us for services rendered during that downtime.

Currently, the contractor earns a flat rate of $100K. Previously, they were responsible for bringing in around 100 job placements, but that figure has since dropped to 60. My proposal is to implement a base pay structure with performance incentives—specifically, a base salary that could rise to the total $100K if they achieve the original target of 100 job placements, with additional incentives for exceeding that goal.

I’d appreciate the insights from this community on this approach.

A couple of key points to consider:
– We do value this contractor for the medium term. If they’re not satisfied with the new terms, I’ll recommend they continue under the existing agreement for another six months while we search for a replacement.
– The original contract stipulates set hours with an hourly rate, which doesn’t effectively address productivity. Moving forward, a contract based on retained business without hour specifications would be more practical.

BD Paralysis

BD Paralysis

This may seem strange, but do clients really care that we’ve worked with or recruited for companies similar to theirs in terms of talent, size, or scope? I’ve mentioned a few names, and they often seem completely indifferent.

I’ve observed something about my new manager that I admire and want to emulate. When he speaks to clients, he appears completely unfazed and not overly invested. In contrast, I find myself sounding a bit desperate and overly focused on showcasing our capabilities, rather than truly listening to their needs.

I know this is somewhat abstract, but I’d love to hear anyone’s experiences in overcoming this challenge and how they managed to shift their approach.

Am I missing something?

Am I overlooking something here?

Quick summary: I’m an agency recruiter in London specializing in a slow and niche property sector. Should I consider exploring other agencies or sectors with what appear to be better commission structures?

I’ve been working in recruitment for 18 months after a career switch. I managed to break into the property sector, but the market has been pretty stagnant during that time. While I’ve had some decent months, they’ve been rare.

Recently, I’ve started conversations about potentially moving to another agency or even a different industry. It’s got me wondering if the grass is truly greener elsewhere.

For context, I’m living with my partner and we’re planning to start a family in a couple of years, so I want to make the right choice.

In my current position, I have a base salary of £32k with a commission structure that has no threshold at 10% up to £6k billed, then a 2.5% increase for every additional £5k. I’m in the office twice a week, and I can claim travel expenses.

The potential new roles I’m considering are in facilities management, mechanical and electrical, and the construction sector. They offer the same base salary of £32k, but with a commission threshold of £5k at 20% and a 10% increase for every £10k billed. However, they require three days in the office and do not cover travel costs.

The earning potential in these opportunities seems significantly better, but I can’t help but feel anxious about having to start from scratch.

InMail vs LI Message to a 1st Contact

InMail vs. LinkedIn Message: Communicating with a 1st Degree Connection

As the title suggests, when reaching out to a 1st degree connection on LinkedIn, InMails come at no cost. But is there any real benefit to using an InMail instead of a standard LinkedIn message in these situations?

Ultimately, which option is more likely to capture their attention? I’m curious to know how the user experience differs between the two.

For context, my primary focus is on headhunting, so making a memorable impression is essential.

Rate my cover letter?

Subject: Request for Feedback on My Cover Letter

Hi everyone,

I’m reaching out for some feedback on my cover letter. I’m based in the UK and looking to enter education recruitment, prompted by personal circumstances that require me to relocate. With a degree in psychology and a year of experience working as a teaching assistant through various agencies, I feel I have a solid foundation for this role. I’m sharing my cover letter below and would greatly appreciate any advice you can offer. Thank you in advance!

Dear Hiring Manager,

I am thrilled to apply for a position within your recruitment team. With my background in education, a strong commitment to helping others, and a growth mindset, I believe I would be a valuable asset to your organization.

My experience as a Special Educational Needs Learning Support Assistant (SEN LSA) and Youth Mentor has provided me with firsthand knowledge of the significant influence a skilled educator can have on a child’s life. After spending nearly a year working with various agencies, I’ve gained insights into the qualities that define an effective recruiter—principally, clear communication, reliability, and the right kind of support—elements that are crucial in what can often be a challenging industry. Collaborating closely with students who have diverse needs, including ADHD, autism, and behavioral issues, has instilled in me a deep appreciation for the importance of pairing dedicated educators with conducive environments. Each student presents a unique set of needs, making it essential to find the right match for their long-term success.

Having grown up in a large family, I have always been surrounded by children, and I firmly believe that a strong educational foundation can change lives. Working with children has always been fulfilling for me, and I understand how vital it is to connect them with teachers who truly understand and support them. My psychology degree has equipped me with valuable skills for recruitment, including active listening, enhanced social intelligence, and a comprehensive understanding of various psychological conditions, enabling me to appreciate both the staff’s and students’ perspectives and find the ideal fit for both.

I pursued a degree in psychology with the aspiration of helping others, and I believe that I-teachers offers the perfect environment to further develop that ambition. Committed to fostering long-term relationships, I understand that sustainable success in education is grounded in trust, consistency, and a pursuit of excellence. I am particularly drawn to i-teachers as the top-rated education consultancy in the country, and I am eager to learn from the invaluable experiences your organization can offer. I wholeheartedly resonate with your mission, recognizing that understanding people’s needs and aspirations is central to both recruitment and psychology.

While my experience has primarily centered on education, I recognize that the recruitment role can be demanding, characterized by long hours and potential setbacks. Nevertheless, I view challenges as opportunities for growth. Having worked as a postman, enduring ten-hour days six days a week, I am accustomed to pushing my limits. I have always embraced challenges, whether by learning to play the guitar or keyboard, motivated by my drive to grow and learn. This journey has taught me how to break down complex problems into manageable components, using patience, consistency, and dedication to master each new skill.

Although working in education has been immensely rewarding, it can also be unpredictable. Therefore, I am excited about the opportunity to immerse myself in sales and marketing, acquiring new skills while applying the knowledge and experience I’ve gained over the past five years studying and working in Special Educational Needs.

Best regards,
Adam

Thank you for taking the time to read through my cover letter! Any constructive criticism or suggestions would be greatly appreciated.

Would you use it?

Would you find this useful? Imagine having a tool that allows you to input an Indeed job post URL and receive an instant CSV file containing a list of company contacts—complete with names, email addresses, and job titles. It’s an excellent resource for discovering new clients!

Utilizing LinkedIn Connections for Biz Dev

Leveraging LinkedIn Connections for Business Development

Hello everyone,

I have around 6,000 connections on LinkedIn, and I’m looking to tap into this network for business development purposes. I’d love to hear your tips and suggestions on the best strategies to implement.

Should I reach out to each connection individually, or is there a more focused approach that works better? How do you utilize your own connections for business development?

Thanks in advance for your insights!