Greg Savage Training Academy Inquiry
Hi everyone! I’m currently working in recruitment and thinking about signing up for the Greg Savage Recruitment Academy. Has anyone here taken the course? I’d love to hear your thoughts on its value before I make a financial commitment. Thanks!
Candidate Sourcing Strategy
I’m looking for innovative approaches to expand our candidate sourcing efforts. Despite thorough research, I often come across generic recommendations like referrals and alumni networks, which haven’t been effective for us. Here’s some context on our situation:
Referrals: We have a referral program in place, but unfortunately, we haven’t received any referrals from past candidates or our contacts. Our employee referral incentives haven’t brought in significant results either.
University Alumni Networks: Our primary focus is on filling Level 2 and 3 positions that demand extensive experience, making entry-level connections from alumni networks somewhat irrelevant.
Job Boards: We’re currently using platforms like Indeed and LinkedIn for posting jobs and sourcing candidates.
Talent Pipelines: While we have set up talent pipelines, we’re eager to explore more innovative strategies.
As an offshore staffing firm with just 5 recruiters, 3 of us work specifically with this client. Unfortunately, my offshore status limits my ability to engage in local community events, hackathons, or meetups. Additionally, my role is restricted to sourcing candidates for a federal agency with strict qualifications in a single US location, meaning that any candidate who lacks even one required skill or experience cannot be submitted.
Given these challenges, I’m seeking fresh suggestions or strategies for sourcing qualified candidates.
Thank you in advance for your insights!
TL;DR: Looking for creative recruiting strategies for federal agency roles within strict client requirements and an offshore location. Seeking new ideas for diverse talent sourcing.
Effective Strategies for Approaching a Recruiter When You’re Not the Ideal Candidate
As a recruiter who dedicates a portion of my time to assisting individuals in breaking into the travel industry by leveraging their personal experiences and transferable skills, I’m interested in gathering insights from fellow recruiters. What do you believe are the best approaches for candidates to take when reaching out to a recruiter, especially when they don’t feel like a perfect match for the role? Your thoughts would be greatly appreciated!
Tech or Finance Recommendations Needed!
I have two great job offers from reputable companies, both with positive work environments. Currently, I work as a generalist and am considering a transition into either the tech or finance sector. I would love to hear about your experiences working as specialists in these fields. Any insights would be greatly appreciated!
Subject: Share Your Thoughts: Job Boards – Complaints and Successes
Hi Team,
I’m reaching out to gather insights from fellow recruiters about our experiences with job boards. Having navigated both the challenges and successes these platforms bring, I’m eager to hear your thoughts.
Flood of Unqualified Candidates: One major annoyance for me is the overwhelming number of unqualified applicants. When I post a job requiring specific technical skills, it’s common to receive applications from candidates who don’t meet the basic requirements, which adds significant time to the screening process.
Limited Customization Options: Another downside is the lack of flexibility in job postings. Many job boards offer a rigid format that restricts my ability to highlight the unique features of the position and the company culture.
Wide Reach: On the flip side, job boards provide an extensive reach. I’ve successfully attracted candidates from a variety of backgrounds and locations, which is particularly valuable for roles that demand specialized skills.
Access to Data and Analytics: Another advantage is the availability of data and analytics. Platforms that offer insights into the performance of job postings and candidate engagement have allowed me to fine-tune my strategy and enhance the quality of hires.
What about you? What annoyances do you encounter when using job boards, and what benefits do you appreciate the most? I look forward to hearing your experiences!
Best,
Jozef
What Career Path Should I Pursue in Recruitment?
I’m reaching out to those in the recruitment field for advice on potential roles I could apply for as I consider a career change into this industry.
While I don’t have direct experience in recruitment, I bring 15 years of expertise in estate agency and currently run a lettings agency as a sole director, which has provided me with a solid foundation in customer relations and sales.
My partner works part-time at a large corporate bank. With four kids at home, the rigid hours and stress she faces can be overwhelming. I’ve frequently thought about transitioning into recruitment; it’s a career I would likely have pursued had my lettings business not taken off.
I’m contemplating making the switch to recruitment, allowing my partner to take over my agency. This could significantly boost her income and provide her with the flexibility she craves while alleviating some of her stress.
My question is: should I aim for trainee recruitment roles, or would my background be sufficient for a recruitment consultant position despite my lack of direct experience? I recognize the importance of starting somewhere, but I also believe that many skills are transferable. Besides learning specific recruitment techniques, my experience in client interaction should allow me to hit the ground running.
I’m concerned about the initial low salary associated with trainee positions and the lengthy training periods of 3 to 9 months before being able to generate business. While I’m conscious that a transitional salary decrease is something I could handle, I would prefer not to spend 12 to 18 months in a trainee role with minimal opportunities to earn commission when I could potentially begin producing results more quickly as a consultant.
Has anyone in the industry experienced a similar transition? Am I being realistic, or should I gear my expectations toward trainee roles? Any insights would be greatly appreciated!
Does anyone provide CV preparation services for clients? What are the standard practices in the industry? Is CV preparation a common practice? If so, how do recruiting agencies typically approach it?
I’m looking to discover new “open to work” candidates in my LinkedIn talent pool for my projects. When I conduct a search and find 2,000 profiles, I want my next search the following week to only display the new “open to work” individuals from that week. I’ve tried using LinkedIn Recruiter but unfortunately, it doesn’t allow me to export to Excel for an XLOOKUP. Any suggestions?
Seeking Your Thoughts on My Business Idea
Hello everyone,
I would love to hear your thoughts on a concept I’ve been working on. I’m feeling a bit uncertain and could use your insights.
I’m planning to launch a company in Morocco that focuses on employment services tailored to a specific job market. What sets us apart from existing firms is our intention to establish local offices in Morocco, allowing clients to recruit teams that operate from a single location. While I aim to primarily target the French-speaking market, I’m also interested in attracting diverse talent, as many Moroccans are trilingual.
The key advantages for our clients are access to affordable labor and a fresh pool of skills. My current plan involves reaching out to recruiters and recruitment agencies, offering them a partnership where they can present our solution to their clients for suitable open positions in exchange for a percentage of the revenue.
I’m curious to know if you think this concept resonates within your industry and if it has potential.
Thank you in advance for your feedback!
Opinions on Neru Lending LLC
I received a message on Indeed regarding an Executive Recruiter position. Does anyone have any insights about this company?
