Chrome extensions I use in recruitment

Chrome Extensions I Use for Recruitment

Here’s a list of the Chrome extensions I rely on for recruitment, along with a brief explanation of their purpose and whether they are free (F), paid (P), or both (B). Note: I use Brave instead of Chrome.

• Extensity: This extension allows for quick toggling of all other extensions. (F)

• AdGuard AdBlocker: A straightforward tool for blocking ads. (F)

• I Don’t Care About Cookies: This extension automatically dismisses cookie consent pop-ups. (F)

• AI Grammar Checker & Paraphraser – LanguageTool: I prefer this over Grammarly for checking spelling and grammar. (B)

• Complexity and Perplexity: An add-on for Perplexity that enhances functionality. (P)

• Instant Data Scraper: Easily scrapes directories and lists from websites. (F)

• Loxo: My ATS Chrome extension for quickly importing LinkedIn profiles into my ATS. (P)

• OneTab: Perfect for those of us with ADHD who tend to hoard tabs. It closes all tabs but keeps them organized and allows sharing as a webpage. (F)

• New Tab by StartMe: Opens my StartMe page whenever I launch a new tab. (F)

• Reddit Enhancement Suite: Enhances the overall Reddit experience. (F)

• SalesQL: Scrapes LinkedIn profiles and gathers contact information. (P)

• ChatterWorks: Discovers contact information on LinkedIn profiles. (P)

• Clodura: Finds emails associated with LinkedIn profiles. (P)

• Jobin.cloud: This extension outperforms others in scraping LinkedIn. I utilize Jobin for LinkedIn automation, sequences, and campaigns. (P)

• Select to ChatGPT: Quickly transfers highlighted text into the ChatGPT prompt box. (B)

• TypingMind in SidePanel: I prefer TypingMind over alternatives like Claude, ChatGPT, or Gemini for easy access and search directly from the side panel. (P)

• Merlin AI: A versatile browser extension that uses various large language models for tasks like researching, rewriting, and summarizing content from the web, including YouTube videos. (B)

Feel free to try these out and see which ones work best for you!

How to deal with “walk-ins”?

Managing Walk-Ins: Seeking Suggestions

I’d love to hear your thoughts on how to effectively manage walk-ins at our office.

In the past, it was common for candidates to come in to register in person, as that was simply part of our business model. However, times have changed, and now many individuals view our agency more as a career guidance service rather than a resource for our client companies.

Currently, we average about a dozen walk-ins each day from people seeking consultations. It’s becoming so frequent that I’m contemplating removing our branding from the building. Although we have a sign indicating that we don’t accept walk-ins and directing candidates to our website or to submit their CVs online, it hasn’t significantly reduced the traffic.

We definitely want to maintain a polite and welcoming atmosphere, but we’re also looking for a more efficient way to address those who show up unexpectedly. Many of these individuals are simply looking for “any job,” and unfortunately, we’re not in a position to assist them.

If you have any strategies or suggestions for managing walk-ins more effectively, I would appreciate your input!

ATS/CRM

ATS/CRM Inquiry

I recently started my own firm and am exploring ATS/CRM solutions. Having transitioned from a large firm, I’m now looking for a system that can support both Business Development and Recruitment as a solo operator. While I’m not particularly keen on Loxo, I’m considering alternatives like RecruiterFlow and Crelate.

Does anyone have recommendations? I’ve noticed that their pricing is fairly similar. Thanks in advance!

Aptitude & Personality Tests? UK Recruitment

Aptitude and Personality Tests: Recruitment in the UK

What are the prevalent aptitude and personality tests used in the UK? Do these assessments truly aid in the recruitment process?

What’s a Tool You Can’t Work Without?

What’s Your Go-To Tool for Getting Things Done?
We all have that essential tool that we rely on, whether it’s for boosting productivity, sparking creativity, or simply keeping us grounded during hectic times. For me, it’s [insert your favorite tool/platform]. It has saved me countless hours and truly simplified my life.

What about you? What’s the one tool you can’t imagine working without, and what makes it special? Extra points if it’s a hidden treasure. Let’s compile a list of indispensable tools!

Why would anyone accept a role that seems like a step down?

Why would anyone consider a position that feels like a step back?

I’m currently a staff engineer at a mid-sized company with over 600 employees and more than eight years of experience. Recently, I was approached about a principal engineer role at an AI startup, which piqued my interest. After the initial screening call, they offered to move forward, but only for a senior position.

Given the tough job market right now, I understand the challenges—but I have a stable job with a likely higher salary as a staff engineer compared to what they’d offer for a senior role. Honestly, I find this offer a bit disrespectful; it feels like they don’t appreciate my experience since they reached out to me without my application. If they don’t see me as a good fit, I’d prefer they just say so.

So, I’m curious to hear from recruiters: why extend such an offer? And for my fellow engineers, what motivates you to accept a position that seems like a downgrade? Luckily, I’m not in a rush since I haven’t been laid off, so I’m genuinely interested in your thoughts.

Seeking Advice on Focus Areas for Recruitment in TradeOps, Quantitative, and Software Roles

Requesting Guidance on Recruitment Focus for TradeOps, Quantitative, and Software Positions

Hello everyone,

I’m an external recruiter with a background in technology, particularly in trading support, and I’m seeking some advice. Here’s a brief overview of my current situation:

Experience:
– 2 years in external recruitment.
– Developed a network of trading support engineers, successfully placing them at buy-side trading firms (which is the sole focus of my current company).
– Concentrating on TradeOps roles while being advised to steer clear of infrastructure roles (DevOps, networking, cloud), as well as Windows and desktop positions.

The Challenge:
I’m contemplating the next area to specialize in for recruitment.

I’m weighing the options:
– Quantitative Roles (research, development, trading)?
– Software Engineering (data, AI, algorithmic, FPGA)?
Is there significant overlap between quantitative and software positions that I should take into account?

Other Areas of Interest:
– Trading-related positions: trading analysts, traders (in volatility, macro, equity, FX, credit), business analysts, exchange connectivity, middle office, back office.
– With the growing prominence of crypto, should I pivot towards recruiting for crypto-related roles?

Should I prioritize software engineering or quantitative positions moving forward, or is there a more strategic direction I should consider?

My Aspirations:
– Currently earning around £200K annually, with a goal to double that next year.
– Commission ranges from 17.5% to 22.5%, depending on quarterly performance, with a target of £50K per quarter.

Concerns:
Is the market for quantitative and software roles becoming oversaturated?

I appreciate any insights or suggestions you might have. Thank you!

[Rant/question] Temporary recruitment is ruining my mental health

[Rant/Question] Temporary Recruitment is Taking a Toll on My Mental Health

Location: England, UK

Having spent the last 1.5 years working at a temporary recruitment agency, I can honestly say that this job has severely impacted my mental health and personal life. For some context, I’m a recent graduate, finishing university in 2023, and this was my first foray into recruitment. Prior to this, I worked in various roles—hospitality, healthcare assistance, and administration—and none of those experiences were nearly as stressful as this.

The company primarily focuses on sourcing temporary staff for seasonal and short-term positions, mainly in warehouses.

Here are some of the major stressors I encounter regularly:

• Unrealistic Expectations: Candidates are treated as if they’re on permanent contracts, even though most will likely never receive one. Meanwhile, the agency’s approach is inconsistent: some days there’s work for them, and other days they’re left at home.

• Picky Warehouse Management: Warehouse management is excessively selective about the staff we provide. They often give no opportunity for the workers to learn and will terminate their shifts for what they consider ‘poor performance’, despite not taking available candidates into account.

• Discrimination: I’ve witnessed rampant sexism and racism in the warehouse. I’ve heard comments like “they need a man, not a woman” and seen specific requests for Polish or Romanian candidates based on the assumption that language barriers are preferable. This discriminatory behavior is frustrating, especially as a woman, and I’ve seen people of color being dismissed after just one shift.

• Holiday Limitations: During peak periods, including June, taking time off longer than one day is nearly impossible. I’m limited to using my vacation days over just eight months rather than the full year, and only one person from our small office can take time off at any given moment.

• Overwhelming Workload: My hours are from 8 AM to 5 PM with a 1-hour paid lunch, but due to the workload, many of my colleagues don’t even take their lunch breaks. There’s no structured time for breaks; we have to step away if we can, regardless of how busy things are.

• On-call Duties: I’m required to be on call, responsible for answering phones day and night. Warehouse management and job seekers frequently misuse this, expecting immediate responses regardless of the hour. This on-call duty is outlined in my contract, yet it feels more like a burden than a responsibility.

• Lack of Support: My colleagues are dedicated workaholics who often dismiss any issues that arise. I had to plead for a new laptop that had been malfunctioning for six months. Their attitude is that work should be the top priority, which creates a toxic atmosphere.

To put it simply, this situation feels overwhelming.

I’m seriously considering leaving this role—it’s been a terrible experience. I’m curious: does your experience in recruitment mirror mine, or am I just particularly unlucky? Please, be honest with me.

Legal recruitment agencies in London – earning potential?

Exploring Earning Potential in Legal Recruitment Agencies in London

As an IT recruiter with nine years of experience based in London, I’ve been reflecting on the earning potential within legal recruitment. Recently, I came across a LinkedIn post from a recruiter-to-recruiter (R2R) professional discussing a client who specializes in hiring “private practice” lawyers in the London market, particularly in finance and banking law. The post claimed that a top biller at this firm had generated an astonishing £10 million in billings in just one year.

Honestly, I find that hard to believe. Billing £10 million translates to approximately £833,000 per month, which seems implausibly high compared to the typical earnings in the recruitment industry. While I understand that senior lawyers in London, especially at American firms, command impressive salaries, I can’t help but think this figure might be an error. After all, many privately owned recruitment agencies with over 30 staff members don’t even reach that level of total billings in a year.

How IT Recruitment so wrong!?!

Why is IT recruitment going so wrong?

I’m increasingly noticing recruiters relying heavily on AI for candidate pre-screening. It’s baffling to think that experience alone determines someone’s ability to excel in their role.

When searching for a talented developer, the emphasis should be on their understanding of testing, syntax, clean code structure, and their willingness to learn. Am I the only one who finds the current state of recruitment to be quite perplexing?