How are transferable skills looked at by recruiters in order to be put forward as a candidate to an employer

How do recruiters evaluate transferable skills when recommending candidates from different industries to employers?

I’m particularly interested in how this applies to blue-collar workers. Have any recruiters successfully placed individuals in positions that are significantly different from their original careers?

For example, has someone transitioned from plumbing to a role as a lift technician? I’d love to hear your experiences!

Bank Applicant with Bad Credit

Job Applicant with Poor Credit History

Having spent nearly a decade in banking and working with three different institutions—two local and one foreign—I have reapplied to my former employer, one of the leading banks in the Philippines. I’ve successfully completed the pre-recruitment process and am now waiting for the offer package and final assessment. However, I’m concerned about how my previous bad credit history, which has been settled, might impact my chances. The only remaining issue is currently under a payment plan and is up to date. Will my past credit troubles affect my job offer?

EMEA Job Market

EMEA Job Market Insights

Hello everyone!

As an International Recruiter working on establishing my personal brand outside the UK, I’m eager to hear from fellow recruiters in the EMEA region about the current job market. I’ve come across numerous articles indicating a notable decline in job openings from clients, but I would love to get firsthand insights from those in the field.

What are your experiences and observations? Any input would be greatly appreciated!

Thank you!

Help me find a job that pays 5k monthly or more

Seeking Job Opportunities with Monthly Pay of $5K or More

Hello everyone!

I’m reaching out to see if anyone has leads on job opportunities—either remote or in Virginia—that offer a monthly salary of $5,000 or more.

I’m looking to break free from living paycheck to paycheck and find a position that allows me to cover my bills comfortably while also enjoying life. I’m eager to learn new skills and take on new challenges, and I’m open to various roles.

Any recommendations or insights would be greatly appreciated! Thank you so much! 🤜🏾🤛🏽

KPI Recrutement

KPI Recruitment Inquiry

Hi everyone,
I have a quick question about the key performance indicators for a recruitment specialist at a small IT consulting firm. Is it typical to aim for at least 200 compelling CVs and conduct 40 prequalification interviews each week?
Thanks for your insights!

What’s a managers definition of ’employee productivity’?

What does a manager really mean by ’employee productivity’? It seems to me that the following factors shouldn’t be included in that definition:

• Overloading employees with excessive work
• Low job satisfaction
• Insufficient management support
• A negative work environment

It feels like employers either don’t fully grasp the concept or they’ve redefined it to suit their own purposes.

Are these good signs after an interview?

Are these positive indicators following an interview?

Internship exploitation at it’s peek

Internship exploitation at its worst
If you’re offering a long-term internship that exceeds three months without providing a reasonable stipend, you might as well post an ad saying, “Seeking to exploit someone—apply here.”

Honestly, when will the industry start prioritizing fair compensation and establishing better working conditions?

Switchboard configuration suggestions?

Suggestions for Switchboard Configuration?

I’m reaching out for advice as we navigate our VoIP system at our small agency (<10 staff). Currently, we have a main phone line and direct lines for each consultant, but I’ve noticed that we’re wasting a significant amount of time answering the main line. Most calls come from prospective candidates overseas inquiring about work permit sponsorship, which unfortunately we can’t assist with. This leads to our staff spending unnecessary time counseling these callers.

I’m considering implementing an answering machine on the main line. Our clients have access to their consultants’ direct lines, and all consultant emails and phone numbers are readily available on our website, email signatures, and LinkedIn profiles. So it should be manageable.

My idea is to set up a voicemail system that begins with a menu:

• Press 1 for Candidates
• Press 2 for Clients

If a caller selects 1, the system would provide an info email address (which all staff can access) and an option to leave a voice message.

If a caller selects 2, they would be asked whether they are an existing client or a new client. Existing clients would be connected directly to the main line, while new clients would be directed to our Business Development team. If they are unavailable, the callers can leave a message and will receive an email address for follow-up.

I’d love to hear your thoughts on this approach. We have a strong focus on personal relationships with our local SME clients, so I’m concerned about potentially losing that personal touch.

Has anyone else implemented a similar system? How did it work out for you?

I’m also considering reviewing our call logs to see what percentage of our calls are genuinely important to the business, such as those from current or potential clients and candidates. Any insights would be greatly appreciated!

Getting frustrated trying to provide a good candidate experience

Feeling frustrated in our efforts to provide a great candidate experience

I’m reaching out to in-house recruiters to gather insights on how you’re managing candidate experience. My team and I are dedicated to this aspect—we provide comprehensive PDFs detailing the company, role, and process; offer a thorough introduction during screening calls; and allow ample time for candidates to ask questions. We aim to move quickly and consistently offer prompt, detailed feedback to candidates, regardless of the outcome. Additionally, I’m running NPS surveys and actively seeking direct feedback.

However, I’m beginning to feel overwhelmed by the ever-growing expectations from candidates. I know I sound like a “grumpy old man,” but my own interview experiences often involved generic responses or no feedback after several rounds. Considering the efforts we’re making, it’s disheartening to feel like it’s still not enough. How are your teams successfully creating a positive candidate experience while managing busy schedules? What do you think is the ideal time investment for this?