Coaching Request
I’m in search of a coach with experience in recruitment and staffing agencies to help me launch my own agency. I’m looking for guidance on effective tips and sales pitches, ideally at a more affordable rate than $10k+. If you’re interested, please send me a private message so we can connect and determine if we’d be a good fit.
Recommendations for Recruitment Agencies in London for Job Seekers
I’ve experienced quite a rollercoaster year at my current job, with redundancies occurring last summer, a brief hiring surge, and now it seems we’re heading toward another standstill. After being made redundant during the COVID pandemic, I’m eager to avoid that situation again. While I recognize that this isn’t the most ideal time for job searching, I’m still considering a change, and I know that agencies can be quite proactive in helping candidates find opportunities.
I’ve only worked in internal recruitment and prefer not to switch to the agency side. However, I’m looking for recommendations for recruitment agencies that specialize in HR roles, particularly in London and the South East. Any suggestions would be greatly appreciated!
Tech vs. Non-Tech Recruitment
As a Non-Tech Recruiting Manager with a focus on Sales hiring, I’ve spent 12 years honing my skills in this niche. While I recognize that tech recruitment often comes with higher salaries and greater opportunities, I also understand that developing expertise in the tech field would take considerable time and effort at this stage of my career. I’m curious to hear your thoughts on this topic!
Recruitment Agencies:
I’m reaching out to anyone working in recruitment in New York, San Francisco, Dubai/KSA, or Singapore. I’d love to get insights on your base salaries and OTEs, as well as the industries you operate in.
A bit of background: I have 8 years of experience in recruitment (agency), with 5 years managing teams of up to 12 people. I’ve successfully built an entire vertical/division/desk from the ground up, generating £1m in gross profit and £4.2m in turnover within the built environment sector (real estate, civil engineering, and sustainability).
Currently based in London, where I earn £50k with an OTE of £110k (including team overrides) while managing a team of 12 and continuing to contribute to the industries mentioned above.
I’m considering a potential move abroad and am open to exploring different industries as well.
Any insights would be greatly appreciated! Thank you!
Are there any talent professionals out there who share a passion for Data Analytics?
With over 9 years of experience in Talent Acquisition, I have developed a strong interest in Data Analytics and its crucial role in shaping recruitment strategies and daily activities.
I’m eager to connect with others who share this interest to discuss tools and best practices.
Currently, I use Power BI to visualize data and create basic metrics, and I’m looking to deepen my expertise. I’d love to exchange insights and ideas on how to enhance my skills.
Seeking Resources on Change Management in Recruitment
Hello fellow recruiters! I hope you’re all wrapping up a successful 2023!
I recently started a new role focused on change management. My project aims to standardize and enhance the recruitment process across eight facilities in North America, Central America, and Latin America for one of the largest companies in the beverage manufacturing sector.
I would love your insights on this: I’m on the lookout for business cases or examples that could relate to my situation, particularly regarding how other organizations have successfully managed change in their recruitment processes.
Any articles, books, videos, podcasts, interviews, or any other recommendations would be immensely appreciated! Thank you!
Seeking Guidance on Going Solo (UK)
Hello everyone! I’m reaching out for insights and advice from those who have taken the leap into independent recruiting after leaving the corporate grind.
I’m based in the UK and considering either going solo or partnering with a former colleague to mitigate some of the risks and responsibilities. With 8 years of agency experience in high-tech sectors across two companies, I feel prepared to take this step.
I have accounting support in my network, so I’m mainly looking for advice on how others have successfully navigated the initial 12-18 months to establish their businesses.
Thank you in advance for your help!
Seeking Creative Solutions
I’m currently collaborating with a fantastic client and have established a solid working relationship with them. However, I’ve encountered a challenge: while I coordinate with the State Manager, the manager above him has approached another agency for recruitment, leading to conflicts as we are both reaching out to the same candidates. Unfortunately, this overlap has resulted in some lost placements for me.
The State Manager recognizes this issue and prefers to work exclusively with me. I’m looking for innovative ways to mitigate the chances of the competing recruiter gaining access to candidates without raising any suspicions from the State Manager’s boss.
Here are a couple of strategies I’ve considered:
I would greatly appreciate any additional ideas or creative solutions you may have!
Recruiting in Japan Without Agencies
Has any corporate recruiting team successfully navigated hiring in Japan without relying on agencies? If so, what approaches or strategies did you adopt? Given the strong influence of agencies in the candidate landscape, I’m particularly interested in hearing from corporate recruiting teams about their experiences.
To Mention Layoffs in Job Interviews or Not? 🤔
Navigating the topic of layoffs during job interviews is a tricky balance. On one side, embracing honesty can demonstrate traits like resilience and adaptability in challenging situations. It can also help explain those awkward employment gaps that interviewers might scrutinize.
However, there’s a valid concern that discussing a layoff could raise red flags for potential employers. They may wonder if there were performance issues involved or if you might still be processing the emotional impact of the experience.
Candidates need to approach the topic positively, emphasizing lessons learned and how they’re ready for the next chapter.
In my view, mentioning a layoff can be beneficial. Layoffs are common occurrences in many organizations and are often significant events. While companies may let employees go for various reasons, it doesn’t reflect a candidate’s potential for success in their next role.
What are your thoughts on this topic? What influences your viewpoint?
