Didn’t tell new employer that I’m currently employed

Subject: Need Advice: Current Employment Disclosure to New Employer

I’m currently working at a small startup, but I’ve recently accepted an offer from a larger company. During the interview process, they didn’t ask about my current employment status, and I chose not to disclose it since my previous experience was more relevant to the role I was applying for.

I’ve had to change jobs a few times in the last couple of years due to various reasons, including a relocation from the US to the UK, which raised some concerns about job-hopping during the interviews. However, they still decided to move forward with my application.

Now that I’ve signed the offer, they require me to complete a background check through HireRight, which involves sharing my current employer’s information for verification. This means my new employer will discover that I’m still employed, and I’m worried they might rescind my offer because I didn’t mention it earlier.

Here are my potential options:

1. Email the recruiter before I officially give my notice, explaining that I didn’t consider my current job relevant enough to mention in the HireRight form.

2. Give my notice and submit the HireRight form without informing the recruiter. If they decide to terminate the contract after that, I risk losing both jobs.

3. Omit my current job from the HireRight disclosure. I’ve read that they typically check only the information provided. However, I’ll also be sending a P-45 that includes my complete employment history, which complicates things.

I’d appreciate any advice on how to navigate this situation!

What’s the most annoying part about your job as a recruiter?

What’s the most frustrating aspect of your role as a recruiter?

Hi there! I’m a software engineer who has been actively involved in the hiring process at my last two employers, and I’m curious to gain insights into the recruitment side of things.

As a technical interviewer, I often find it exasperating to meet candidates with impressive resumes but lacking the necessary skills. It’s clear that finding quality candidates is much more challenging than I had anticipated.

So, I’d love to know—what’s the most difficult or annoying part of your job? I’m particularly interested in topics like:

• Sourcing candidates
• Following up with potential leads
• Candidates disappearing during the hiring process
• Challenges with ATS and CRM software
• And more!

Thanks for sharing your insights!

Does anybody do physician recruiting/ headhunting?

Is anyone involved in physician recruiting or headhunting?

What platforms have you found to be the most effective for sourcing doctors?

I’d love to hear what strategies you’ve used that have led to success.

How many open positions are you currently dealing with?

What’s your typical turnaround time for filling these roles?

I’m with a large private company and we pride ourselves on our speed. I can connect with a physician today, arrange an interview the same day, and have a contract sent out by tomorrow.

I’m looking to fill these positions urgently and aim to set up at least two interviews per day.

Thanks for your insights!

User research

Subject: User Research on Recruitment

Hello everyone,

I’m currently conducting user research focused on the recruitment industry.

I would love to hear about the tasks that take up the most time in your work.

Please share your experiences in the comments below.

Thank you!

Chances of HR changing their mind after rejecting even with a referral

Is it possible for HR to reconsider a rejection, even with a referral?

I recently applied for a data analytics role at a company where I have 2.5 years of experience and received a referral from one of their employees. However, I received a rejection letter yesterday. The employee who referred me mentioned she would forward my resume to HR again. Realistically, what are my chances of getting a call? I noticed that the position has been removed from the company’s job listings.

better database search

Improving Database Search Functionality in Loxo

Hi everyone!

I’m a consultant collaborating with a recruiting firm that utilizes Loxo as their ATS, and we’ve been discussing ways to enhance its search capabilities. I wanted to reach out and see if others echo this sentiment and share your insights, as it could help shape a solution that benefits all of us.

The main issue we’ve identified is that searching through our database, particularly for candidates’ notes and call recordings, is quite challenging. This inefficiency can hinder our productivity.

Here are a few comments from our discussions:

• “The search function in Loxo is the only aspect I find frustrating.”
• “We considered switching away from Loxo, but if the search issue were resolved, we’d have no reason to leave.”
• “It’s challenging to update my manager on progress since it’s not easy to view notes for all candidates related to a job; I have to download a CSV to see everything in one place.”

Is anyone else experiencing similar challenges with their ATS? How are you addressing it? Looking forward to your thoughts!

Starting out

Embarking on a New Journey

Hello everyone,

I’m a recruiter based in the U.K. with over 10 years of experience, consistently billing over £200k annually. I feel it’s the right moment to start laying the groundwork for my own business. I’ve always been interested in the idea but wanted to establish a solid reputation in the industry first.

If anyone has been in a similar situation, I would greatly appreciate your advice. What mistakes did you encounter? What recommendations do you have for someone just starting out, and what steps should I take next?

I’m aware that I need to consider various factors, including operational costs, legal documents and contracts, a website, and a recruitment system, among other things. I’m not expecting an exhaustive answer, but any insights, no matter how brief, would be incredibly helpful.

I plan to self-fund my venture but am also aware of various credit options available and would love to hear about any experiences you might have with that as well.

Thank you!

Is it just a numbers game?

Is It All About the Numbers?

Hi everyone,

While I’m not a recruiter, I’ve noticed that every time my company posts a new job opening, I get inundated with messages from numerous recruiters. This has sparked my curiosity about the strategies they use to acquire clients.

Do recruiters actively segment their potential clients based on criteria like skills, roles, company size, growth potential, performance, and so on? Or is their approach more about casting a wide net to gather as many leads as possible and seeing what works?

I’d love to hear your insights or experiences on this topic!

Help! I’m a National Science Foundation researcher interested in learning more about technology use in recruiting. If you’re a recruiter or talent acquisition specialist, I’d like to interview you (10-15min)!

Hello! I’m a researcher with the National Science Foundation, and I’m looking to gain insights into how technology is utilized in the recruiting process. If you work as a recruiter or talent acquisition specialist, I would love to interview you for about 10-15 minutes!

I’m using a throwaway account for privacy. As an assistant research professor, my goal is to explore recruiters’ workflows and the role of technology in hiring. I’m aiming to gather perspectives from professionals across various sectors and company sizes to better understand the current landscape.

If you’re open to sharing your insights, please send me a direct message with your LinkedIn profile, and I’ll follow up with a Calendly link for scheduling. Thank you in advance for considering this opportunity!

Can a company know about employment history using PAN number?

Can a company access employment history through a PAN number?