asked to schedule an interview but another candidate has already accepted the job

I was recently contacted by a recruiter on LinkedIn who encouraged me to apply for a new grad rotational program. I submitted my application three days later and informed her about it. However, I noticed that she commented on a post indicating that someone else has already accepted the position I’m targeting.

I reached out to one of her colleagues to check if they’re still hiring for the program, and she mentioned she would get in touch with the person overseeing it. Shortly after, the original recruiter emailed me, expressing interest in setting up a call to begin the interview process. I replied the next day.

I’m a bit concerned that the spots might be filled since I applied three days after first hearing from the recruiter and only responded to her interview email a day later. The role is set to start in January 2025. Has anyone encountered a similar situation where offers have already been made, yet the search for additional candidates continues? I’d appreciate any insights!

Recruitment – non complete Claus and career change

Career Transition and Non-Compete Concerns

Hello everyone,

I’m contemplating a career change and would value any insights from those who have navigated similar circumstances.

I currently work at a tech recruitment agency that focuses on trading firms and hedge funds, which is a very specialized market with limited competition. The firm I’m looking to join has overlapping clients with my current employer. Previously, my current company has threatened legal action against those who leave to work with our common clients within a year of departure. They have also monitored former employees to ensure compliance with this policy.

While I’m enthusiastic about the new opportunity and believe it’s an excellent next step for my career, I’m apprehensive about potential legal ramifications tied to my non-compete agreement. Any advice or experiences shared by those who have faced similar situations would be greatly appreciated.

Thank you for your help!

Here’s a brief overview of my non-compete clauses:

17.2. I agree not to, without prior written consent from the Company, directly or indirectly engage with any person, firm, or entity in any capacity, including as a principal, partner, shareholder, director, employee, or consultant, within the conditions stated below:

• 17.2.1. For three months post-termination, I will not be involved in any business offering services in the defined area.
• 17.2.2. For six months after termination, I will not canvass or solicit business from any professional contacts related to services in competition with the Company.
• 17.2.4. For six months post-termination, I shall not deal with any client or professional contact or supply services in competition with the Company.
• 17.2.5. I will not solicit business or deal with candidates related to services for six months following termination.
• 17.2.6. For six months after termination, I will not solicit or attempt to solicit employment from any key employee of a business providing services.
• 17.2.7. For six months post-termination, I will not employ any key employee, regardless of any contractual obligations they may have.
• 17.2.8. Following termination, I will not represent myself as connected to the Company except as a former employee, nor will I use any registered or trading names associated with the Company. I will also adhere to the post-termination provisions outlined in the Company handbook.

I appreciate your time and any guidance you can provide!

Is it weird if I call hiring manager if phone wasn’t given?

Is it inappropriate to call a hiring manager if their phone number isn’t provided?

Hey everyone! I recently came across an internship opportunity at a company in my city that I’m really excited about, listed on my university’s website. The posting included the hiring manager’s name and email, but not a phone number.

As I usually do, I did some extra digging and found the manager’s LinkedIn profile, which has their phone number listed for business inquiries.

Do you think it would be strange if I called to introduce myself and express my enthusiasm for the role? I’m hoping to highlight why I would be a great fit.

Would this be seen as a proactive move or just awkward? With so many candidates applying, I thought it might help me stand out.

Thanks for your input!

Candidate engagement with sourcing/interview materials – Does it matter?

Does Candidate Engagement with Sourcing and Interview Materials Matter?

Have you considered the impact of candidate engagement with the resources you provide during sourcing and interviews?

Here are some aspects to ponder:

• Are candidates clicking on the links you share?
• Are they taking the time to read the prep guides or explore company information?
• Does their level of engagement (or lack thereof) shape your impression of them or affect how you rank candidates?

What are your thoughts?

Agency calls

Agency Check-Ins

I began my accounting job around 8 weeks ago, and I got the position through a recruitment agency. Since starting, the agent who placed me has reached out several times to see how things are going. I’m curious about why they continue to check in on me like this. Any insights?

Seeking Recommendations for an AI-Enhanced Recruitment Tech Stack

Request for Recommendations on AI-Driven Recruitment Tech Stack

Hello r/Recruitment community,

I’m reaching out to tap into your expertise as we work to establish a streamlined recruitment tech stack for our caregiving agency. We handle a mix of professional hires (similar to LinkedIn-style recruitment) and high-volume roles like caregivers and housekeeping staff. Our main objective is to automate various aspects of our recruitment process, particularly focusing on AI enhancements for calling and follow-up tasks.

Key Requirements:

1. Applicant Tracking System (ATS):
2. Intuitive interface with strong automation and AI functionalities.
3. AI Candidate Engagement Tool:
4. Automates candidate interactions across various channels including voice, SMS, and WhatsApp.
5. Dialer and Messaging System:
6. Supports power dialing, SMS, and WhatsApp messaging, with features to reduce spam flags on calls.
7. AI Integration for Call and Follow-Up:
8. Leverages AI for effective outbound calling and personalized follow-up communication.

Considerations:

• Seamless Integration: Platforms should integrate easily without complicated setups.
• Automation: Tools must be capable of automating repetitive tasks to boost efficiency.
• Multi-Channel Communication: Need support for voice and messaging to effectively engage candidates.
• Spam Prevention: Must include features to help avoid outbound calls being marked as spam.
• Cost-Effectiveness: Looking for affordable solutions that deliver strong value for their features.

Platforms We’ve Explored:

• ATS: Loxo, Zoho Recruit, Breezy HR, Workable, Recruitee, Lever.
• AI Engagement: Paradox (Olivia), ORA AI, Sense, XOR.
• Dialer/Messaging: Kixie, Orum, 2X Connect, EltoDialer, Salesfinity AI.

Challenges We Face:

• Achieving smooth integration between the ATS, AI engagement tool, and dialer/messaging system.
• Ensuring user-friendliness across all platforms.
• Balancing advanced features with budget constraints.
• Keeping all solutions within a sustainable cost.

Questions for the Community:

• Integration: Which combinations of these platforms have you successfully implemented?
• User Experience: Which platforms are known for the best user-friendly interfaces?
• Cost vs. Features: Are there any platforms that excel in balancing advanced features with affordability?
• Spam Prevention: Which dialer/messaging systems effectively minimize spam issues?
• AI for Calling and Follow-Up: What tools have you found most effective in utilizing AI for outbound calling and follow-up?
• Alternative Suggestions: Are there other platforms we should be considering that meet our needs?

Your insights and experiences would be greatly appreciated as we aim to develop an effective and cohesive recruitment tech stack. Thank you for your input!

How can automation help you?

How can automation benefit you?
Recruiting involves significant time spent on activities like reviewing resumes, scheduling interviews, and keeping in touch with candidates. While automation tools currently assist with some of these processes, there are still gaps. What’s one task you wish you could automate but haven’t been able to?

Waiting to hear…

Anticipating a response…
When you’re informed that you’ll receive an update on a specific day, but that day comes and goes without any word, would you typically assume you didn’t get the job?

Recruiter to BDM

Subject: Transitioning from Recruiter to BDM – Share Your Experience!

Hello everyone,

I’m reaching out to UK-based Recruiters who have successfully transitioned into full-time Business Development Manager (BDM) roles, whether within the recruitment sector or another field.

I would love to hear about your journey. Was the move beneficial for you? Any tips or insights for those considering a similar path?

Thank you in advance for your responses!

What are your go-to tools as a recruiter?

What are your favorite tools for recruiting?

Hey everyone!
I’m compiling a list of essential tools that recruiters love using in their daily routines. For example, salary calculators can be incredibly useful, and tools like Calendly simplify the scheduling process.

I would love to hear from you—what tools do you count on? Whether it’s for sourcing candidates, managing their progress, or crafting job descriptions, I’d appreciate your recommendations or any tools that have streamlined your work!