Stop messing with an employees mental health

The Impact of Sudden Layoffs on Employee Mental Health

In recent times, we’ve witnessed an unsettling trend of unexpected layoffs that leave employees in a state of confusion and disarray. While the immediate financial implications are concerning, the deeper, often overlooked issue is the detrimental effect these decisions have on the mental well-being of the workforce.

When layoffs occur suddenly, they create an atmosphere of uncertainty and fear. Employees are not merely wrestling with the potential loss of income; they are grappling with anxiety about their professional future and job security. This constant tension can lead to significant stress, ultimately impacting their overall mental health.

It’s essential for organizations to recognize the far-reaching consequences of sudden job cuts. The emotional toll on employees can decrease morale, productivity, and even lead to high turnover rates. Companies should prioritize the well-being of their employees and cultivate a supportive environment, rather than instilling fear and chaos.

As we move forward, it’s crucial for businesses to adopt more compassionate and strategic approaches when making difficult decisions. By understanding the human impact behind layoffs, organizations can foster a healthier workplace that not only survives but thrives. Let’s urge companies to consider the psychological ramifications of their actions and prioritize the mental health of their most valuable asset—their employees.

I want to leave recruitment

Navigating Career Transitions: Exploring New Opportunities Beyond Recruitment

In today’s fast-paced job market, it’s not uncommon for professionals to find themselves reevaluating their career paths. One such individual, currently in the recruitment sector, is contemplating a major shift. This person works within the burgeoning field of Quantum Computing, which they genuinely enjoy, but has become disillusioned with their colleagues and the overarching culture of the recruitment industry.

Feeling dissatisfied with their current company and increasingly aware of its shortcomings over the last month, this professional is now seeking a way out. However, the challenge lies in identifying a new direction that aligns with their skills and interests, particularly avoiding roles in sales and business development due to their perception of the character types those positions often attract.

Armed with a business management degree and a background that includes A-levels in business and economics, this individual is eager to find a fulfilling career path that leverages their educational background while steering away from sales-driven environments.

Exploring New Career Avenues

For those in similar situations, it’s essential to approach your career transition strategically:

1. Identify Your Passions and Skills: Take a moment to reflect on what aspects of your current role you enjoy the most. Is it the analytical side of the industry? Perhaps you could explore roles in data analysis or project management within the tech field, where your knowledge of Quantum Computing might be an asset.

2. Network and Seek Guidance: Reach out to professionals in sectors that interest you, whether through LinkedIn or industry-specific events. Networking can provide valuable insights, help you understand new potential roles, and even lead to job opportunities.

3. Consider Further Education or Certifications: Depending on your interests, pursuing additional qualifications in data science, technology management, or another area may enhance your employability and open up new career paths.

4. Explore Roles Outside of Sales: Look into positions such as operations management, product development, or consultancy roles within technology firms. These often allow for a focus on problem-solving and strategic thinking rather than sales-driven metrics.

5. Reflect on Company Culture: As you search for new opportunities, prioritize organizations that foster a collaborative and innovative workplace. Research company reviews and engage with current employees to ensure a good cultural fit.

As you embark on this journey, remember that change can lead to exciting new beginnings. Whether you decide to pivot fully away from recruitment or seek roles that utilize your existing knowledge while aligning more closely with your values, approach this

Leaving Recruitment

Transitioning from Recruitment: Seeking New Career Paths

After spending a couple of years in agency recruitment in the UK, I’ve found myself at a crossroads in my professional journey. I entered this field straight from university in a graduate program, which is a common route for many new graduates.

While my time in recruitment has been filled with valuable experiences, I’ve encountered numerous ups and downs. Recently, however, I’ve felt increasingly disillusioned with my current role and have come to the realization that I do not wish to pursue a long-term career in this industry.

I’m reaching out to gather insights from others who have faced similar situations or are contemplating a career change. If you’ve made a transition away from recruitment, I would love to hear about the fields you’ve explored. With a business degree in hand, I am particularly interested in opportunities within HR and Marketing, though I’m open to other avenues as well.

Your thoughts and advice would be greatly appreciated as I navigate this pivotal moment. Thank you in advance for your support and perspectives!

Recruitment CRM

Exploring the Best CRM Solutions for Recruitment: Insights on Loxo, RecruiterFlow, and More

As the quest for the ideal recruitment CRM continues, I’ve been diving deep into various platforms to see which one aligns best with our needs. So far, I’ve had the opportunity to explore demos for Loxo and RecruiterFlow, with plans to scrutinize RecruitCRM and JobAdder tomorrow.

From my initial experience, RecruiterFlow stands out for its user-friendly interface, making it a breeze to navigate. It’s refreshing to find a platform that doesn’t overwhelm with complexity.

I’m eager to gather insights from those who have hands-on experience with these tools, particularly with RecruiterFlow. If you’ve worked with this platform, what are your impressions? Additionally, I find their pricing structure appealing, but I would love to hear if its value matches the offerings.

Your feedback could be invaluable in steering us towards the right choice for our recruitment efforts!

Don’t you think it’s high time that the hiring approach changes?

Revolutionizing the Hiring Process: A Call for Change

The current landscape of recruitment is ripe for transformation. It’s becoming increasingly apparent that the traditional hiring methods are not yielding the best results for employers or job seekers.

Consider the countless individuals tirelessly submitting applications for a variety of roles. Despite their enthusiasm and readiness to contribute, recruiters often seem to gravitate towards passive candidates—those who are content in their current positions and not actively seeking new opportunities. This begs the question: why overlook the wealth of talent that is readily available?

Many qualified candidates are eager to respond and can be onboarded without delay, yet they are frequently overlooked in favor of those who are already settled in their jobs. This approach not only complicates the hiring process but also leads to frustrations on both sides. When recruiters chase after candidates who are not genuinely interested, it can result in a cycle of ghosting and disengagement—an outcome no one desires.

There is a pressing need for a shift in hiring strategies that better aligns with the realities of today’s job market. By focusing on candidates who are actively seeking new opportunities, recruiters can simplify their processes and find the right fit faster. It’s time to rethink the recruitment paradigm and prioritize those who are ready and eager to contribute from day one.

Change is overdue, and it’s time for companies to adapt their hiring approaches to reflect this new reality. The benefits for both recruiters and candidates could be significant, simplifying the process and fostering a more productive job market. Let’s push for a hiring revolution!

New job has a 20% dropout rate in training period. Is this high?

Assessing Training Dropout Rates: Is 20% Too High?

Starting a new job can often be a challenging journey, especially when it involves extensive training. Recently, I began a technical service role at a financial institution that has introduced some surprising statistics regarding its training program. Within the first three weeks, nearly 20% of my cohort has already dropped out. This figure has left me wondering: Is this dropout rate considered excessive?

The training process has been primarily self-directed, utilizing an online platform. Each day, we are expected to digest around 20,000 words of material, which includes comprehensive reading, quizzes, and various knowledge assessments. This rigorous pace can be daunting and, quite frankly, overwhelming.

As I reflect on the challenges my peers and I have faced, I can’t help but question whether a 20% dropout rate is within the realm of common experience for training programs, particularly in technical fields. Is the expectation of such an extensive amount of reading reasonable, or are there better approaches to onboarding new employees?

In the world of financial services, high standards and expectations are undoubtedly essential, but it is also vital to foster an environment where new team members feel supported and equipped to succeed.

If you have insight into similar experiences or know what constitutes a typical dropout rate in training programs, I would greatly appreciate your thoughts. Is 20% an indication of underlying issues within the training structure, or is it simply a reflection of the challenges associated with entering a complex new role?

I thought this was reddit, not LinkedIn.

The Future of Our Subreddit: A Call for Community Engagement

As a long-time member of this subreddit, I can’t help but feel that we’ve strayed from our original purpose. While I’m genuinely pleased to witness a resurgence in activity around here—especially after a period when the discussions were largely overshadowed by irrelevant posts and spam—there are some concerning trends that need to be addressed.

Recently, I’ve observed an alarming rise in self-promotional content. It seems that more users are using this platform to pitch questionable business ideas and products—something we traditionally frown upon. What’s more disheartening is the prevalence of dubious recruitment advice surfacing in discussions. Some suggestions not only raise red flags but may even teeter into potentially illegal territory, complicating the integrity of our community further.

Is this subreddit on the brink of another downturn? I can’t help but wonder about the status of our moderation team. Are there enough active moderators maintaining the standards we once upheld? I acknowledge the efforts of u/chazman69, but it’s clear that a collaborative approach is essential to sustain our community’s health.

This post serves as more than just a personal musing; it’s an invitation for dialogue about our subreddit’s direction. With nearly 10,000 members, I believe there are many who share similar thoughts and would be willing to contribute to maintaining the space we cherish.

I propose that we revitalize the content we share, moving away from repetitive sales pitches and instead embracing the lighthearted and engaging content that originally drew us in—think of the ridiculous yet entertaining posts reminiscent of Ed Hunter, rather than the latest overly polished pitch from someone like Oleg Vishnepolsky.

What do you all think? Your thoughts and participation matter, so let’s work together to shape the future of our subreddit!

Pivoting out of recruitment

Navigating Career Transitions: A Journey Beyond Recruitment

After a decade immersed in the world of IT recruiting—four of which I dedicated to running my own agency—I find myself contemplating a significant career transition. Once a field I passionately embraced, the pandemic has reshaped the landscape of recruitment in ways that no longer align with my aspirations.

The most rewarding aspect of my work has always been building personal and professional relationships. I cherished the moments spent with clients, enjoying face-to-face interactions that foster genuine connections. However, the shift to remote work has dramatically reduced these opportunities for networking, leaving me feeling disconnected. Video calls and phone meetings lack the warmth of in-person conversations, making my job feel less fulfilling.

Moreover, I have grown increasingly frustrated with the evolution of LinkedIn. Once a dedicated professional networking platform, it has transformed into a space dominated by influencers and content creators. As someone who doesn’t engage with social media in my personal life, sifting through irrelevant posts on LinkedIn has become an overwhelming task, particularly when I rely on it for recruitment purposes.

The IT industry has not rebounded as anticipated, and with the rise of AI automation, its future seems uncertain. In an effort to bridge the gap, I attempted to apply for contract recruiting positions. To my surprise, these opportunities attracted thousands of applicants within mere hours, and for the first time, I found myself unable to secure even a preliminary interview.

Recognizing that stagnation is not an option, I have decided to pursue an MBA and explore new career paths. While I have some ideas regarding potential futures, the thought of discarding ten years of experience feels daunting. I am eager to learn from those who have successfully transitioned out of recruitment.

If you have taken this leap into a different sector, I would greatly appreciate your insights: What new paths did you explore? How did your recruitment skills translate to your new roles? Do you have any regrets, or do you celebrate your decision to move on?

As I gather various career options that could leverage my existing skills, I am hopeful to find a direction that not only excites me but also thrives in today’s ever-evolving job market. Thank you in advance for your thoughts and guidance on this journey!

First 2 months on own recruiting

Title: Reflecting on the First Two Months of My Recruiting Venture

As a professional with two decades of experience in the luxury resort industry, I recently embarked on an exciting new journey by launching my own recruiting firm. This decision came during my leave of absence for maternity leave, a time when I contemplated how I could meld my career aspirations with my new role as a parent.

In just 60 days, I’ve achieved a remarkable milestone by billing an impressive $715,000 in salaries. While I consider this a promising start, I find myself at a crossroads without any benchmarks to compare it against. The anticipation of receiving those initial checks has me hopeful, yet I recognize that to sustain this venture long-term, I’ll need to significantly increase my billing for the year.

To facilitate this growth, I am contemplating the idea of hiring an independent contractor specifically to focus on Human Resources recruiting. My vision is that this addition could help diversify my client base across various industries, allowing for greater opportunities. However, I can’t help but wonder if I might be moving too quickly by expanding my team at this early stage.

I would genuinely appreciate any feedback on my current performance and strategy, including insights on the potential advantages and pitfalls of my approach. Your perspectives would be invaluable as I navigate this new chapter in my professional life. Thank you!

Stop using ChatGPT for copy you hacks…

Rethinking AI-Generated Content: Why Authenticity Matters

In today’s digital landscape, the rise of AI tools like ChatGPT has transformed how we create content. However, it’s essential to approach these innovations with caution. Relying solely on AI for your LinkedIn posts or job descriptions can diminish the authenticity and personal touch that resonates with audiences.

Let’s face it: AI-generated text can often read as impersonal and formulaic. Readers are becoming increasingly adept at distinguishing between genuinely human contributions and content produced by algorithms. When you prioritize efficiency over authenticity, you risk diluting your message, missing opportunities to engage your audience meaningfully.

To truly connect with your readers or potential job candidates, consider balancing AI assistance with your unique voice. Use technology as a tool to enhance or brainstorm ideas, but make sure your personal insights and experiences shine through. This approach not only enhances the quality of your content but also fosters a more genuine connection with your audience.

In a world brimming with automated responses, let your unique perspective and creativity stand out. Authenticity is key!