LinkedIn Recruiter Advice

Title: Seeking Advice for LinkedIn Recruiter Practical Task
Content: I have a background in Recruitment and am transitioning into Sourcing and Talent Acquisition. I have upcoming interviews where I will be tested on sourcing using LinkedIn Recruiter. The task involves creating a talent pool for a unspecified role. I am seeking advice on any advanced features or tips that may enhance my performance during this practical task. Any insights from experienced individuals would be greatly appreciated. Thank you.

Fellow recruiters, are you ever just astounded by some of these candidates’ audacity? Need to vent instead of sending this email. There is a TLDR at the end don’t worry lol.

The Perplexing Case of the Persistent Candidate: A Recruiter’s Experience

As professionals in the recruitment industry, we often encounter candidates who leave us scratching our heads in disbelief. Today, I’m excited to share an experience that embodies the perplexing nature of some job seekers—a situation that seems worthy of a discussion!

Let me set the stage: I work with an agency specializing in a niche field where demand is consistently high. It’s the kind of industry where possessing the correct credentials is the key to securing a job, regardless of the economic climate. Enter one particular candidate who, for over a year, has applied to every position we offer, despite being out of work since March 2023.

This candidate’s resume is genuinely impressive, and given his level of expertise, his salary expectations align with what one might anticipate. His interview skills are noteworthy as well, so it’s all the more baffling that he has faced rejection from every client who interviews him. While none of us could decipher the reasons behind his failures, a sense of pity began to grow – after all, we had invested significant time trying to assist him.

Recently, however, a new opportunity arose that offered a “send to start” arrangement—a chance to bypass the interview process for a role that met his desired salary range. The candidate eagerly accepted the position and set a start date, but then—he vanished. He failed to complete any onboarding tasks, and despite our team’s efforts to reach him through calls and texts over several days, he was nowhere to be found.

In a twist of irony, a few weeks later, he resurfaced by accessing an old calendar link I had shared during our initial conversations. He scheduled a call on my calendar, which I promptly declined, as it was not an appropriate time for me to connect with him.

To my surprise, he took it upon himself to call me twice after hours on a Friday, followed by an email inquiring about why I hadn’t reached out to him.

As I contemplated how to respond, I found myself torn between laughter and frustration. I drafted a message expressing my feelings about this situation but stopped short, recognizing that it might come across as overly harsh. Instead, I decided to vent here, where I can share my thoughts with fellow recruiters who might relate to this conundrum.

To summarize: After a year of providing support to a candidate who couldn’t secure a job, he ghosted us upon finally receiving an opportunity. Weeks later, he attempted

The best free / cheap ways of advertising jobs

Title: Effective Low-Cost Strategies for Job Advertisement
Content: I am interested in learning about cost-effective methods for posting job listings. If anyone has had success in this area, I would greatly appreciate any recommendations. I am employed with a charitable organization and our resources are limited, so any advice would be greatly beneficial.

Can’t get professional indemnity insurance?

Title: Difficulty Obtaining Professional Indemnity Insurance
Content: I am currently facing challenges in obtaining professional indemnity insurance for my recruitment business that operates in the UK and US. Insurance companies have expressed concerns about covering me due to potential legal issues that may arise from working with clients outside of the UK.

The primary issue is that companies may choose to take legal action in their own country, which complicates the insurance coverage and poses a risk for insurers. As a result, it has been difficult to secure insurance coverage for my business activities outside of the UK.

I am seeking advice and guidance on how to navigate this situation and handle terms of business with clients, especially in regards to court clauses. Any insights or recommendations are greatly appreciated.

Fake applicants are out of control.

The Rise of Fake Job Applicants: A Challenge for Recruiting in Tech

In the evolving landscape of talent acquisition, the proliferation of fraudulent job applicants has reached alarming levels, particularly within the tech sector. As a leader in talent acquisition at a burgeoning tech startup, I have recently encountered a disturbing trend that I hadn’t experienced in years: an overwhelming influx of fake candidates applying for engineering positions.

The situation is becoming increasingly sophisticated. There appears to be a prevalent scam where individuals in the U.S. cooperate with engineers from countries like Southeast Asia, allowing the latter to masquerade as American applicants. This arrangement enables individuals overseas to receive payments under the guise of passing interviews or, in some instances, actually performing the job once hired. They benefit from the significant wage discrepancies, leveraging U.S. salaries while located abroad.

This surge in fraudulent applications has made it nearly impossible for me to confidently assess candidates. Out of the last twenty engineering applicants I’ve engaged with, a mere two proved to be authentic. It’s evident that many of these candidates are participating in interviews from office spaces, despite insisting they are at home. Today, I encountered two individuals who denied the background noise typically found in traditional work environments, a clear indication of the ruse.

I’ve been critical of “post-and-pray” recruiting methods for some time, but even those seem to have a better yield than my current strategy of reviewing applications. As a result, I have decided to concentrate solely on candidates who come through referrals or those I actively source myself. It’s vital to raise awareness among engineers about this troubling trend, as it could adversely impact talented individuals who may not have the strongest networks or up-to-date LinkedIn profiles.

In light of these developments, I find myself questioning the authenticity of any seemingly impressive resumes. Could they be the result of AI-generation rather than genuine candidates?

I’m curious to know if others in the recruitment space are facing similar challenges. How are you adapting your strategies to combat the rise of fake applicants, and what solutions have you found effective? Your insights would be invaluable in navigating this complex situation.

Is the job market picking up? I’ve started getting interviews—anyone else?

Title: Signs of Renewal: Are We Seeing an Upswing in the Job Market?

As we navigate these uncertain economic times, many are beginning to wonder: is the job market finally on the rise? Recently, I’ve experienced a surge in interview opportunities, and it got me thinking—am I alone in this observation, or are others noticing a similar trend?

The landscape of employment has faced significant challenges, but the shift I’m witnessing seems promising. Whether you’re actively searching for a new role or considering a career change, it appears that the tide may be turning.

I encourage you to share your experiences. Have you also begun to land more interviews or notice an increase in job postings? Let’s discuss what this might mean for all of us navigating our professional journeys amidst the evolving job market!

It’s actually quite silly and counterproductive to require TA to be in the office

Rethinking Workplace Policies: The Case Against Mandatory Office Attendance for Talent Acquisition

In today’s fast-paced digital landscape, the role of Talent Acquisition (TA) has evolved significantly. Many professionals in this field find themselves dedicating hours to phone calls, virtual interviews, and email correspondence. Despite this shift towards a more digital workflow, a surprising number of organizations still require their TA teams to be present in the office. This policy raises a multitude of questions about its effectiveness and relevance.

Consider the daily responsibilities of a talent acquisition professional. Much of their work revolves around connecting with potential candidates during unconventional hours to accommodate varying schedules. With such a heavy reliance on technology for sourcing, organizing interviews, and managing communications, the necessity for physical presence in the office becomes increasingly questionable.

For those engaged in TA, face-to-face interactions are, quite frankly, a rarity. The majority of vital discussions can be easily conducted via virtual meetings or messaging platforms. Thus, insisting that TA professionals work from the office seems not only impractical but also counterproductive. It distracts from the core tasks that contribute to sourcing top talent and can stifle the flexibility that often leads to better hiring outcomes.

As we navigate the complexities of modern work environments, it is imperative that organizations reconsider their policies regarding office attendance. Embracing a more adaptive approach could lead to higher job satisfaction among TA teams, ultimately resulting in improved performance and better hiring practices. The future of work is clearly leaning towards flexibility, and it’s time for talent acquisition to reflect that change.

This is why we get a bad rap!

The Job Market Struggles: A Recruiter’s Frustrating Experience

As we navigate the tumultuous waters of the job market, it’s evident that many professionals are facing the same frustrations. Today, I want to share my experience in the recruiting landscape—a tale that encapsulates the challenges we face and the missteps that contribute to our profession’s often negative perception.

Since 2022, I have encountered two layoffs, prompting me to accept the first available opportunity. While the stability was a welcome relief, the compensation left much to be desired, and the organization itself was riddled with challenges. This has led me to continue my search for a more suitable position, but the unrelenting tide of rejection has been discouraging—often without even a single phone screening.

Recently, I interviewed for a dream role with a prestigious luxury retail brand. They were looking to fill a recruiter position, responsible for not only shaping the recruitment process but also building new teams from the ground up. With my prior experience in similar roles, I passionately articulated my strategic vision for recruitment and shared my long-term goal of leading an in-house talent acquisition function. All signs pointed to a successful interview. However, a minor discrepancy in salary expectations—around $5,000 to $10,000—loomed over the conversation but seemed negotiable.

Weeks passed without word from the company, a scenario all too common in our industry. When I finally received an email request for a follow-up call to discuss “next steps,” my hopes were reignited. But moments before the scheduled call, I received a cancellation notice from the HR Generalist, who had unexpected meetings to attend. What followed was unexpected and frankly, baffling.

The HR Generalist suggested I might consider working at one of their retail locations. As someone with a decade of recruitment expertise across various sectors, the suggestion felt out of place. I had clearly conveyed my professional aspirations and dedication to advancing in the recruitment field. Still, the idea of working in retail—while I genuinely value all roles within an organization—seemed to dismiss my qualifications entirely.

Politely, I informed them that such a role wouldn’t suit my career path, which ultimately led to the confirmation that the position I originally applied for was filled by someone else.

This experience epitomizes why recruiters frequently struggle with their reputation. It highlights a blatant lack of consideration for candidate experience and a failure to recognize the distinctiveness of recruitment professionals versus retail staff. One

Happy New Year

A Fresh Start: Reflecting on New Beginnings in 2025

As we usher in the new year, it’s the perfect moment for reflection and anticipation. The messages we receive at this time can set the tone for our upcoming experiences. Recently, I received a rather thought-provoking response that has stayed with me—a reminder of how our career paths can make for interesting discussions, especially with the dawn of a new year.

In a light-hearted exchange, I found myself pondering the implications of frequent job changes. It’s intriguing to consider why some individuals may transition between roles every 12 to 16 months over the span of a decade. This pattern can raise questions about stability, ambition, or perhaps a quest for the perfect fit in a professional landscape that is constantly evolving.

As we set our intentions for 2025, it’s important to assess what drives our own career decisions. Whether you’re looking for new opportunities or contemplating a more stable path, the start of a new year is an excellent time to evaluate your goals and aspirations. Here’s to a year filled with growth, exploration, and the pursuit of our passions!

How do you let a candidate down easiest?

Navigating Tough Conversations: How to Gracefully Decline a Job Candidate

When recruiting, one of the most challenging tasks can be letting a candidate know they were not selected for a position. Particularly when you’ve developed a rapport with a candidate who has demonstrated enthusiasm and potential, the experience becomes even more delicate. Recently, I faced a situation where I needed to inform a particularly eager candidate that their application was unsuccessful, despite receiving positive feedback from the hiring manager.

In this case, it was a tightly contested selection process, and while the chosen candidate had technically met the criteria, their level of excitement about the role paled in comparison to that of the candidate I needed to contact. This added another layer of complexity to delivering the disappointing news, as I felt a sense of responsibility to handle the situation with care and empathy.

Crafting the Message

When preparing to communicate this difficult news, it’s essential to take a thoughtful approach. Here are some strategies I found helpful:

1. Be Timely: Inform the candidate as soon as possible. Delaying the conversation can lead to further disappointment and uncertainty.

2. Personalize Your Communication: A phone call or video chat tends to be more personal than an email. When you address the candidate directly, it conveys that you respect their time and effort.

3. Express Appreciation: Begin the conversation by acknowledging their enthusiasm and the effort they put into the interview process. Highlight any strengths you noticed; making them feel valued can help soften the blow.

4. Offer Constructive Feedback: If appropriate, provide insights into why they were not selected, focusing on areas for improvement. Constructive criticism can be beneficial for future opportunities and shows that you genuinely care about their development.

5. Encourage Future Engagement: Let them know that while they weren’t the right fit this time, you would love to consider them for future openings. This can help keep the door open for potential opportunities down the line.

6. Close on a Positive Note: End the conversation with an uplifting message. Reiterate your appreciation and wish them success in their job search, offering your support should they need any.

The Heart of Empathy

In these types of discussions, empathy plays a crucial role. It’s important to remember that job searching can be a vulnerable experience for many individuals. By approaching the situation with a compassionate mindset, you not only ease the disappointment but also build a reputation for your organization as one that values its