Looking for literature

Seeking Recommendations on Change Management Literature

Hello, fellow recruiters! I hope you’re wrapping up 2023 on a high note!

I’ve recently embarked on a new role focused on change management, where my primary goal is to standardize and enhance the recruitment process across eight facilities in North America, Central America, and Latin America for one of the leading beverage manufacturing companies.

I would greatly appreciate your insights and recommendations! I am in search of business cases, articles, books, videos, podcasts, interviews, or any resources that shed light on effective change management strategies in recruitment. Your guidance would be invaluable as I navigate this journey! Thank you!

Looking to start up on my own (UK)

Seeking Advice on Going Independent (UK)

Hello everyone! I’m reaching out for insights and tips from fellow recruiters who have taken the plunge into self-employment after leaving the traditional agency route.

I’m based in the UK and considering starting my own business, potentially either solo or partnering with a former colleague to help mitigate some of the risk and liability. I bring 8 years of agency experience across two companies in the high-tech sector to the table.

I’ve got the accounting covered through my network, but I would love to hear how others navigated the first 12-18 months of establishing their business. Any advice on cost considerations, common challenges, or best practices would be greatly appreciated!

Thank you in advance for your help!

In need of a creative solution

Seeking Creative Solutions

I’m collaborating with an excellent client and have built a strong rapport with them. Recently, I’ve been in touch with the State Manager, but I’ve learned that their superior has reached out to another agency.

This situation is causing complications, as both agencies are vying for the same candidates, which has unfortunately led to lost placements for me. The State Manager recognizes the problem and prefers to work solely with me moving forward.

I’m looking for innovative ways to minimize the other recruiter’s ability to engage candidates without raising any red flags with the State Manager’s boss. Here are some strategies I’ve considered:

• Proposing that we exclusively focus on dual-trade candidates, such as those qualified in both Electrician and HVAC Technician roles, which are significantly harder to find.
• Informing the competing recruiter that we are expanding our fleet (there’s some truth to this, as I believe in diversifying approaches in recruitment).

I would appreciate any additional ideas or creative solutions to navigate this challenge!

Recruitment in Japan without agencies

Recruiting in Japan Without Agencies

Has any corporate recruiting team successfully navigated the hiring process in Japan without relying on agencies? If so, what unique strategies did you implement? Given that the candidate landscape tends to be heavily influenced by agencies, I’m particularly interested in hearing from corporate recruitment teams about your experiences.

Layoffs: To mention or not to mention in job interviews? 🤷‍♂️

Addressing Layoffs in Job Interviews: A Dilemma 🤔

Should you bring up a layoff during job interviews or not? It’s a tricky question. On one hand, being upfront about a layoff can showcase your resilience and ability to handle difficult situations. It also helps to explain those awkward employment gaps that often raise eyebrows for interviewers.

On the other hand, there’s a risk that mentioning a layoff could trigger concerns for potential employers. They might question your past performance or wonder if you’re still affected emotionally by the experience.

Candidates should find a way to frame their answers positively, focusing on what they’ve learned and how those experiences have prepared them for their next role.

From my viewpoint, talking about a layoff can actually be beneficial. Layoffs are common across all industries, often resulting from cost-cutting measures rather than individual shortcomings. Just because someone has faced a layoff doesn’t mean they won’t excel in their new position.

What are your thoughts on this topic? What influences your opinion?

Struggling in Recruitment

Feeling Challenged in Recruitment

Hi everyone,

I’m relatively new to the recruitment field, having only been in it for two months. I’ve received some interest from potential clients, but nothing has materialized yet.

I’m finding it tough to generate leads, and often the ones I do discover are off-limits because another consultant is already engaged with that company.

I’m reaching out for guidance—I’m feeling a bit overwhelmed and uncertain about what to do if I can’t secure a client or close a deal before my probation period ends.

Any advice would be greatly appreciated! Thank you!

Looking for voice actors, writers and animators for a fan-made Minecraft film called “A Minecraft Tale”

Casting Call for an Indie Minecraft Film: “A Minecraft Tale”

I’m on the lookout for voice actors, writers, and animators for my fan-made Minecraft film titled “A Minecraft Tale.” Just to clarify, this is a fully indie project. I’m reposting here since my previous post on r/Minecraft was removed for rule violations, and I self-removed my post from r/recruit as it didn’t quite fit there.

Yes, the main character is Steve, and the film will primarily be animated—just like many fans hope for in a Minecraft movie (though I’m open to live-action elements). The film will be mostly CGI, with a few live-action segments sprinkled in. I have a plethora of ideas and am eager to make this my passion project!

The movie will be released on YouTube for free in parts (potentially as chapters). It follows Steve and his Creeper sidekick (pretty typical, I know) as they try to thwart the Ender Dragon’s tyrannical conquest across the three dimensions (also standard fare). Expect a PG-13 rating, a unique original soundtrack (musicians welcome!), and plenty of lore and characters.

If you’re interested, please reach out to me on Discord at joshywubbyduck. I’m looking for talented voice actors and animators who can work in a style reminiscent of Minecraft Story Mode. If you’d like to see the script, I can share a link to a Google Doc (please note that Act I is still a work in progress).

Just a heads up: please don’t ask for the role of Steve, as that’s already been filled. I’d love to have you join this creative journey!

Edit: I also have a Discord server for the project. I would love to handle the animation myself, but my old Acer 15 Chromebook struggles with downloading Mine-imator or any animation software.

Another Edit: I should clarify that the theme of the movie will likely blend comedy and adventure, while also incorporating some darker elements and references.

Final Edit: Just to reiterate, this is a completely indie film!

Legit or not? Hexamatics Consulting (Hexa Business)

Is Hexamatics Consulting (Hexa Business) legitimate? I’m feeling a bit uncertain about this company and would appreciate any insights on its legitimacy before I consider pursuing a career with them. Thank you!

Recent Graduate – Recommend Tech Recruitment Companies

Seeking Recommendations for Tech Recruitment Firms

As a recent graduate, I advised a young professional to consider working with a headhunter.

In the past, I had positive experiences with Manpower and Volt, but it’s been years since I last engaged with them, and I’m not sure if they still maintain the same reputation and effectiveness.

What recruitment companies would you recommend for a recent computer science graduate specializing in software development in the US? Thank you!

Isn’t employee retention a necessity?

Is employee retention really just a trend? It seems to be one of the key HR topics for 2024, but I believe it’s much more than that—it’s a crucial cornerstone of effective human resources.

Here’s why:

1. Stability and Growth: Retaining talented team members contributes to organizational stability and provides opportunities for professional development.
2. Cost-Effectiveness: High turnover is costly, with significant expenses tied to recruiting and training new hires. Keeping skilled employees helps conserve valuable resources.
3. Positive Culture: Consistent employee retention fosters a supportive company culture where individuals feel appreciated and driven to contribute.
4. Commitment to Improvement: It’s not just about trends; it’s about a relentless pursuit of enhancing our HR practices.

Do you think employee retention should be a perpetual priority rather than a passing fad? I’d love to hear your views in the comments!