Looking for Job Posting Volume Insights
Does anyone know of a website or intelligence tool that allows me to search for companies based on the number of job postings they have? Ideally, I’m looking for a way to see how many roles companies are advertising, similar to how I can search a specific company on LinkedIn. For example, I’d like to see that Company X has 20 roles listed and Company Y has 35. Any suggestions would be appreciated!
Is This Recruitment Agency Real?
Hi everyone, I’m new here. I recently relocated to Manchester from Australia and got a job interview through a recruitment agency called Childcare Heroes (CH) for one of their clients, Thrive Childcare. I had a virtual interview with Thrive’s Head of People, and the following day, CH informed me that I got the job. Exciting, right?
However, I noticed something odd: CH doesn’t have a website or a LinkedIn page. When I looked up the agent’s name on LinkedIn, I found an inactive profile, which is unusual for a recruitment agency (I’ve been in recruitment for several years). On the other hand, Thrive appears to be a legitimate organization, and the person I interviewed with matches their LinkedIn profile as the Head of People.
I’m set to start next week, but I still haven’t received any contracts or paperwork to sign. I reached out to my contact at CH, and here’s their response:
“You will need to sign your contract, which will be issued via the onboarding system. In order to do this, we need to input your details into the system, but since the role has been filled upon your acceptance, we can’t do this through the normal link. To proceed, could you please enter your details against the role below, and then Thrive will adjust it internally.”
This doesn’t quite add up—why do I have to enter my information for another job posting? Is it normal for a recruitment agency to lack a LinkedIn presence or a website? Is this something specific to the childcare sector?
Am I being overly cautious here? I’d appreciate any thoughts or advice on how to proceed. Thanks!
Are there recruiters in your LinkedIn network?
Hello everyone,
I have a question that may seem trivial but could spark an interesting conversation. If you’re a recruiter, do you connect with recruiters from other firms on LinkedIn?
My initial instinct says no, since it might allow them to reach potential candidates and poach talent. However, the saying “keep your friends close, and your enemies closer” has me reconsidering…
What do you think is the best practice in this situation?
Can AI help identify the best candidates based on their CVs?
Picture this: I’m a recruiter, and a large portion of my work revolves around assessing how well applicants align with job descriptions. Most of their CVs are saved as PDFs.
I’m curious—could I use ChatGPT or another AI tool to streamline the process of selecting the most qualified candidates from my pool of applicants?
Product Manager vs. Management Consultant
After nearly a year of working post-MBA, I’ve started receiving job offers, and I have two strong options on the table:
While the salary range is quite similar, I’ve heard that the working hours differ significantly (Product Manager – 8-9 hours, Consultant – 13-14 hours).
I’m curious about the following:
I’d appreciate your insights!
I’m seeking advice on the best strategies to land a job in recruiting. A few companies have reviewed my resume and suggested that I would be a good fit for this role.
Could anyone provide tips on how to customize my resume for a recruiting position? Additionally, any other insights or resources you think would be beneficial would be greatly appreciated!
Here’s a bit about my background:
– 3 years of customer service experience
– 2 years as a marketing assistant
– 1 year in a manager trainee role
I hold a Bachelor’s degree in Business Administration. Thank you!
Is an early probation review meeting a warning sign?
I started my role as a marketing coordinator at the beginning of January as a new graduate, and my company has a 90-day probation period that will end around April 3rd.
I joined the team alongside another colleague who has the same title but significantly more experience from her previous job at a similar firm. This is my first full-time job, and I’ve noticed that my manager has not scheduled a 90-day review for her, while mine is set for two weeks before the April deadline.
The review is just between my manager and me; HR isn’t involved. I believe we have a good rapport, as we often chat and joke with each other. However, I do find myself needing a bit more guidance compared to the other new hire since I’m navigating these responsibilities for the first time. They really threw me into the deep end, and I’ve been learning as I go, but I make sure to ask for help when needed.
Considering this, could the early review be a sign that I’m at risk of being let go, or am I just overthinking it? Also, why isn’t my coworker having a review? I’m feeling quite anxious about the situation and would really appreciate your thoughts!
Exploring Earnings for UK Construction Recruiters
Are there any construction recruiters in the UK?
I’m particularly interested in hearing about the earning potential for those recruiting quantity surveyors within contractors and consultancy firms.
What’s a typical base salary and overall earning potential in this field?
Any insights would be greatly appreciated! 👍
Subject: Streamlining Interview Preparation Coordination
Dear Account Managers,
I want to address an important point regarding our collaboration as recruiters. While I am dedicated to supporting our candidates, it’s essential to clarify that my role is not to function as your assistant. This message is particularly relevant for those of us in the staffing industry.
I believe that arranging interview preparation sessions between candidates and account managers is invaluable. These sessions provide candidates with essential insights and guidance to help them succeed in their interviews. However, I often find myself in the challenging position of coordinating schedules for both parties.
Once I have confirmed a suitable date and time, it is crucial that account managers take the lead in adding these appointments to their calendars. It should not fall to me to manage your scheduling tasks.
I need to emphasize that handling scheduling is not part of my role. I regularly collaborate with multiple account managers, and I know you have a full schedule—but I don’t believe it’s too much to ask for you to manage a simple meeting.
Thank you for your understanding and cooperation as we work to optimize our processes for the benefit of our candidates.
Best regards,
[Your Name]
It’s astounding how flawed the recruiting processes are today. As a recent graduate eager to enter the recruitment field, I’ve found the reality of the industry to be shocking, especially given my background in evidence-based education. I’ve explored the research on the gap between theory and practice in personnel selection, and while I anticipated some differences, the extent has been surprising.
For instance, many recruiters are selected based on their sales experience, which is baffling. Candidates are often evaluated on their polished resumes or articulate cover letters, which makes them appear as the “new shiny object,” rather than on their actual qualifications. Hiring managers shy away from using tests—citing concerns about candidates faking results—yet they seem easily swayed by attractive resumes, completely overlooking essential content.
Why isn’t there a greater emphasis on valid and reliable performance predictors? Those that have undergone rigorous scientific testing, of course. It’s mind-boggling that people believe they can accurately assess personality, motivation, and other crucial traits merely by glancing at two documents that candidates sometimes pay “experts” to craft.
The entire system is fundamentally misaligned.
