What’s the biggest misconception clients and candidates often have about the recruiting process? If you had the opportunity to clear up a myth or misunderstanding regarding the role of recruiters, what would it be?
Seeking Your Insights on Hiring in India
Hello, everyone! 👋
This is my first post here, and I could really use your expertise. My company is looking to hire a remote Account Manager in India, and I’m seeking guidance on the recruitment process.
Could you share your insights about the hiring landscape in India? I’d appreciate any information on the local culture, the people, or tips that might be helpful during interviews and throughout the hiring process. I’m quite unfamiliar with how things operate there, so any advice would be greatly appreciated! Thank you!
Seeking Advice on Resourcing Consultant Position
I’ve been exploring a transition into recruitment from my marketing background, and I’ve received an offer for a role as a recruitment resourcing consultant. The base salary is typical for an entry-level position, around £20k, but the commission structure and opportunities for advancement seem limited.
My main question is whether taking this role and gaining some experience will position me for a full 360 recruitment consultant role, or a trainee position, in the future. I know I would likely need to switch companies to achieve this, so I’m curious if the experience I gain in resourcing—despite not working directly with clients—will be beneficial for my goal of eventually moving into a full 360 agency role.
Is starting as a resourcing consultant a valuable step before becoming a 360 recruitment consultant?
Seeking Remote Hiring Advice
Hi everyone,
This is my first post here! I’m looking for guidance on recruiting in India. My company is planning to hire a remote Account Manager based in India. I would love to hear your thoughts on the hiring process there, insights on the local culture, and any interview tips you might have. I’m unfamiliar with how things operate in that region, so any advice would be greatly appreciated!
Looking for the Best Compliance and Onboarding Software
Does anyone have recommendations for effective software to streamline candidate onboarding? I work in the healthcare industry, and I usually need to gather, review, and approve more than 15 different documents. I often find myself having to collaborate with hospitals and clinicians to verify and sign off on these same documents.
Is there a user-friendly software solution that can simplify this process? I’ve tried Deputy, but it doesn’t allow for enough customization to fit my specific document flow, and the formatting for the signed documents isn’t ideal. Any suggestions?
Exploring New Tech Specializations: Seeking Fresh Ideas!
Hi everyone! This is my first time posting here.
I’m the founder of a small recruitment agency, approaching its three-year anniversary. I’ve been in tech recruitment for six years, primarily focusing on open-source web technologies, particularly JavaScript, and a touch of cloud computing. While my main client base is in the UK, I also work with some clients in the US.
It’s been a challenging year, and I find myself feeling a bit burnt out from operating in such a saturated niche. The competition is intense, and I often feel undervalued.
I’m on the lookout for inspiration on new tech niches to explore. Where have you seen success lately?
I’ve started to dip my toes into Cyber Security and Supply Chain (particularly in Robotics), but I’d love to hear any other suggestions or ideas you might have!
Freelance Recruiters in the IT Industry: How Can We Protect Our Rights?
As an external freelance recruiter in the IT sector, I often partner with clients who have open positions to fill. However, I’ve encountered a recurring issue. After dedicating a week to sourcing candidates, I frequently learn that their internal HR has filled the role without involving me, leaving my efforts unrecognized and unpaid. This has occurred across various roles, even though I’ve submitted a solid number of candidates.
My agreement states that I’m compensated per candidate hired. This means that when HR fills a position without utilizing my services, I end up spending valuable time without any financial reward, sometimes resulting in entire months of unpaid work.
I’m reaching out to seek advice: What steps can I take to address this situation? Have others experienced similar challenges, and how did you handle them?
IATA Recruiter version
I get that some recruiters post jobs on LinkedIn that aren’t legitimate, but I believe that’s unethical, especially when so many people are facing challenges in their job search. It feels more like a tactic to collect data and overwhelm candidates with a barrage of lengthy application processes. Just sharing my thoughts here because I prefer not to air my frustrations on LinkedIn itself.
Has anyone here tried offshore CV sourcing services? Over the past year, I’ve experimented with a few, and I’ve found that they provide much more affordable access to certain job boards that didn’t yield a good ROI at full price.
The quality of service has varied, but we’ve managed to secure some cost-effective placements.
Does anyone have recommendations for a new supplier?
How do you handle client fee breakdowns in temporary staffing?
Our agency has been under a temp contract for five years, and the client pays us a very low rate. A while back, someone shared a detailed cost breakdown with them, which they’ve used to hold us to that rate ever since.
With new tax rates, levies, and wage increases set to take effect this year, we thought it was a good opportunity to adjust our overall charge rate slightly. We’re looking at only a 0.1% increase, but now the client is asking for a detailed explanation of how we arrived at that figure.
Any advice on how I should respond? The current rate isn’t sustainable for us in the long run, but losing this client is not an option. We usually avoid providing a cost breakdown to clients since it often leads to complications like this.
