Resume database
Resume Database:
What are the best strategies for efficiently managing thousands of CVs?
Applying for Positions I am Overqualified for
Navigating Job Applications as an Overqualified Candidate
I’m reaching out for advice on how to handle my current job search challenges.
After taking a few months off due to frustration with my career progression, I’ve had some time to reflect. A few years back, I thought I had found my dream job after years of hard work, promotions, and professional development. Unfortunately, after two years in that role, I realized it wasn’t what I truly wanted. This experience was disheartening, but it pushed me to explore some long-held business ideas. I think I’ve finally identified a viable concept but need to pay off some debts and secure an income while I build my business. My partner’s income alone isn’t sufficient, and I lack the capital to get my venture profitable right away. Based on my projected growth, I believe I could transition to running my business full-time in about two years, drawing a reasonable income while supporting its development.
Currently, I’m applying for positions that are two to three levels below my previous roles—jobs I am well-qualified for. Unfortunately, I’m encountering repeated setbacks: some applications are quickly rejected, while others go unanswered.
I recently pursued a position in senior management within the manufacturing sector that appeared to align well with my skills and experience. However, I ultimately chose to withdraw from the process because it didn’t align with my business aspirations.
I’m no longer interested in the stress associated with high-level roles, and my financial needs have changed; I’m prepared to live modestly while I focus on my business.
I recognize that I “should” downplay my resume, but it feels disingenuous to do so. I’ve been advised to clarify my motivations in a cover letter, but I fear that being honest about my desire to step down could lead my application straight to the discard pile. As a result, I’ve been submitting applications without cover letters.
In the past, when I recruited candidates who were overqualified, I would typically reach out to question their motivations for applying for lower-level roles. I was hoping for the same this time around, but that hasn’t happened.
I don’t want to misrepresent myself, but I also fear that honesty may diminish my chances of landing interviews. What would you recommend I do in this situation?
Applied direct, but know the external recruiter
I applied directly for a technical sales position at a company where I know the hiring manager well, but I’m still waiting to hear back about the outcome. I realize that the other candidates have more relevant experience in relation to the job description since I’m making a slight pivot in my career.
An old friend of mine works in external recruitment and has been on the lookout for suitable roles to recommend me for, even putting me at the top of his list. Interestingly, I just noticed that he recently posted a job ad for the same position I’m discussing with the hiring manager.
I understand why he didn’t submit my name initially, as it’s a lateral move for me and below the salary range I provided. Now I’m considering whether I should mention to my recruiter friend that I’m already in talks with the hiring manager. Would involving him improve my chances of landing an offer, or could it create tension between him and the company over who sourced me as a candidate?
I recently discovered that candidates can search for jobs at female-founded companies. How can I ensure that my company appears in that search and officially register it as female-founded on LinkedIn?
Interview tips
Interview Tips Needed
Hello everyone! I have an upcoming interview for an entry-level recruitment consultant position, but since I don’t have any prior experience, I’m feeling a bit lost.
Could anyone share some advice or tips on what to say during the interview or strategies that might help me stand out?
Additionally, I have a phone trial as part of the process. Could someone shed some light on what I can expect from that, so I’m not caught off guard?
Thank you so much!
Calling recruiters who want to upscale their game!
Attention recruiters looking to elevate their skills!
Hi there,
I’m Dev, a specialist in tech recruitment.
I’m currently conducting research for an important project aimed at helping talent professionals enhance their skills and knowledge to build a successful career in IT Recruitment.
Would you be willing to share your insights and experiences in talent acquisition? I assure you, this is strictly market research and not a sales pitch.
If now isn’t the best time for you, I completely understand.
Let’s keep in touch!
Feel free to DM me.
TaskUs Ortigas TSR
TaskUs Ortigas TSR Inquiry
Hello! Is there anyone from TaskUs in Ortigas? I’m curious about the account for the TSR position they’re offering with a 50k package. Also, could anyone share how their recruitment process works? Thank you!
Trying to Upgrade from Premium -> Recruiter Lite
Experiencing difficulties upgrading from Premium to Recruiter Lite on LinkedIn
Has anyone else run into frustrating hurdles while trying to switch from LinkedIn Premium to Recruiter Lite? I’ve been in constant communication with both Apple and LinkedIn, but no one has been able to solve the problem. The only option I found was to completely cancel my LinkedIn Premium, so I could sign up for Recruiter Lite. However, my current subscription doesn’t expire for another 3 weeks, and I really need access for my job. I’m desperate for any suggestions or tips! Thank you!
Dealing with an early hire departure
Navigating an Early Departure of a Hired Candidate
Hey Reddit, we could use your insights. We’re a recruitment agency, and we recently had one of our placements leave a client before completing her probation period. The catch is that we’ve already received payment for this placement, and now the client has closed the job opening and is looking to hire someone with less experience at a lower salary.
According to our terms of service, we’re only obligated to provide a free replacement during the probation period. However, it feels off to simply keep the payment, especially since the client is now in search of a more budget-friendly option.
What steps can we take to address this situation fairly with our client? Should we consider offering a credit or some form of compensation?
We genuinely want to resolve this appropriately, but our contract doesn’t specifically address scenarios like this. We’d appreciate any advice on the most ethical and professional way to move forward. Thanks for your help!
Is Impact Recruitment Agency Legit?
Is Impact Recruitment Agency Trustworthy?
I recently got an unexpected text from Impact Recruitment Agency, but I don’t remember signing up with any recruitment agencies. I’m curious about their legitimacy — can I reach out to them for job opportunities, or are they simply one of those firms that operate on a 100% commission basis?