Looking for recruiters familiar with AI recruitment

Subject: Seeking Insights on AI in Recruitment for Thesis

Hi everyone! I hope this post finds you well.

I’m currently working on my graduation thesis, which focuses on “The Effectiveness of Using AI to Mitigate Recruitment Bias.” I’m eager to connect with anyone in this community who has experience or knowledge about AI in the recruitment process. Your insights would be incredibly valuable to my research.

Thank you in advance to anyone who can lend a hand! If this post isn’t suitable for the group, please let me know and I’ll gladly remove it.

Unfair or wrongful dismissal?

Unfair Dismissal? Seeking Advice

Hi everyone,

I’m currently navigating a challenging situation at work. I’m five months into a six-month probation period at my new job. At the end of my shift on the third day of the new year, I was called into the conference room by my manager, only to be informed that my contract was terminated with immediate effect.

The reason? Despite successfully completing over 30 jobs since my start date—with all tasks finished on time—my dismissal stemmed from one job, which was completed two weeks before Christmas, being labeled as “too slow.”

It’s worth noting that we were never told there was an issue with our speed. In fact, for some tasks, we were instructed to slow down and prioritize safety. Given that the work involves heavy metal press machines and sheet metal, rushing is not only impractical but also poses significant health risks.

I can’t shake the feeling that this decision may be a personal vendetta from a manager known for their aggressive behavior—referred to as “the Hulk” by colleagues—which makes me question the legitimacy of this dismissal.

I’m reaching out to see if anyone thinks this constitutes unfair or wrongful dismissal without notice and whether it’s worth contesting. I would greatly appreciate any advice or insights you might have.

Thank you!

Remote work vs. in-office: Which is more productive?

Remote Work vs. In-Office: Which Boosts Productivity More?

When comparing remote work to in-office work, the question of productivity often arises. Here are some advantages and disadvantages of each approach:

Remote Work
Pros: Flexibility, no commuting, personalized workspaces.
Cons: Distractions at home, feelings of isolation, potential communication hurdles.

In-Office Work
Pros: Structured setting, face-to-face communication, opportunities for networking.
Cons: Time spent commuting, reduced flexibility, and potential office-related distractions.

With these factors in mind, how can one assess which working style is truly more productive?

Task Force Payments for the hospitality industry

Task Force Payments for the Hospitality Sector

I’m launching a recruiting business tailored for the hospitality industry, and I have the chance to supply interim, contract task force managers to a property that requires assistance.

I need some guidance on how to discuss fees for these positions with the property owner.

Should I receive payment directly from the property and then handle the compensation for the contract managers myself?

Or would it be better for the property to pay the contract managers directly, while I collect a fee for my services in finding them?

Does anyone have experience with this model?

Thanks,
Jonathan

EXEC SEARCH / RECRUITMENT

Executive Search / Recruitment Transition

Has anyone made the switch from Executive Search to Recruitment?

I’m seeking advice because I know it might sound unconventional, but I found myself really unhappy in Exec Search and I’m considering a move into Recruitment. Any insights would be greatly appreciated!

Casual leaves must be approved without asking for the reasons!

Casual leave requests should be approved without requiring an explanation! They shouldn’t be subjected to scrutiny or questioning. The reason behind this is simple: we value trust and respect for our team members. When companies take this approach, employees feel at ease taking their leave without the need to share personal details, which helps cultivate a culture of understanding and empathy.

Fairly new internal recruiter – looking for resources

Subject: Seeking Resources for New Internal Recruiter

Hi everyone!

I’ve spent several years climbing the ranks in my company and have recently transitioned to the recruiting office. Although I don’t have a formal education or extensive experience in recruiting, my familiarity with the company culture and processes has been invaluable.

Over the past few months, I’ve been learning through hands-on experience, but I’m eager to expand my knowledge even further.

I would greatly appreciate any recommendations for books, webinars, online courses, certifications, blogs, or other resources that could help me improve my recruiting skills.

Thank you so much!

Why recruiters reject candidates even tho they’ve passed all the assessments

Reasons Why Recruiters May Reject Candidates Despite Passing Assessments

There are several factors that could lead to a candidate’s rejection even after they’ve successfully completed all assessments:

1. Lack of cultural fit
2. Insufficient soft skills
3. Issues that arise during interviews or background checks
4. Overqualification for the role

Ultimately, it’s important to remember that it’s not just about passing assessments; it’s about the overall impression you convey.

Talent isn’t just found; it’s nurtured and cultivated.

Talent isn’t simply discovered; it’s developed and enhanced. I’ve come to realize that while compensation plays a significant role, it’s only one piece of the puzzle. The real magic happens when competitive salaries merge with a supportive work culture, opportunities for professional development, and a compelling company vision that resonates with top talent.

How does your organization create the perfect balance to attract and retain exceptional individuals?

Perm or contracting

Permanent vs. Contracting Roles: Career Implications

Hello everyone,

I’m exploring the potential career impacts of choosing between permanent and contracting positions within a recruitment agency. I have the option to decide which path to take, and I’m interested to know how each choice might affect my future goals. Ultimately, I aspire to become an internal recruiter and transition into HR partnering. Any insights or advice would be greatly appreciated!