How are transferable skills looked at by recruiters in order to be put forward as a candidate to an employer

How do recruiters evaluate transferable skills when presenting candidates from different industries to employers?

I’m interested in understanding how recruiters assess transferable skills, particularly for candidates transitioning from one industry to another. This question primarily pertains to blue-collar workers.

Has anyone ever successfully transitioned someone into a role that differs significantly from their original career? For instance, has a plumber been placed in a position as a lift technician?

Bank Applicant with Bad Credit

Concerns for a Job Applicant with Bad Credit

Having worked as a banker for nearly ten years, I’ve been with three different banks—two local and one foreign. I’m excited to share that I’ve reapplied to my former employer, one of the leading banks in the Philippines. I’ve successfully completed the pre-recruitment stages and am now waiting for the final assessment and job offer package.

However, I’m feeling anxious about my credit history. Although I’ve settled most of my debts, I still have one account under a payment arrangement, which is current. Will my past credit issues negatively impact my chances of securing this job?

EMEA Job Market

EMEA Job Market Insights

Hello, everyone! As an International Recruiter currently establishing my own brand beyond the UK, I’m curious about the state of the job market in the EMEA region. I’ve come across various articles indicating a notable decline in job openings from clients, but I’m eager to hear firsthand from fellow recruiters about their experiences.

What’s the real picture out there? Any insights would be greatly appreciated!

Thank you!

Help me find a job that pays 5k monthly or more

Seeking Job Opportunities That Pay $5K Monthly or More

Hey everyone!

I’m reaching out for your help. If you know of any job opportunities—whether remote or in Virginia—that offer a monthly salary of $5,000 or more, I would really appreciate your insights.

I’m just an individual who’s tired of living paycheck to paycheck, struggling to cover basic bills. I’m looking for a job that allows me not only to handle my expenses comfortably but also to enjoy life a bit more.

I’m eager to learn and develop new skills, and I’m open to various job options to break free from this cycle.

Thank you in advance for any leads or advice! 🤜🏾🤛🏽

KPI Recrutement

KPI Recruitment

Hi everyone,

I have a quick question about the key performance indicators for a recruitment specialist at a small IT consulting firm. Is it typical to aim for at least 200 promising CVs and 40 prequalification interviews each week?

Thanks for your insights!

What’s a managers definition of ’employee productivity’?

What do managers really mean by ’employee productivity’? Because I can’t help but feel that the following aspects don’t contribute to productivity at all:
– Overloading employees with excessive tasks
– Missing job satisfaction
– Insufficient management support
– A negative work environment

It seems either employers have misunderstood the concept or they’ve redefined it entirely for their own purposes.

Are these good signs after an interview?

Are these positive indicators following an interview?

Internship exploitation at it’s peek

Internship exploitation at its peak!

When you advertise a “long-term internship” that lasts over three months without offering a reasonable stipend, it feels like you’re simply looking to take advantage of someone.

It’s time for the industry to prioritize fair compensation and establish better working conditions. What will it take to make this happen?

Switchboard configuration suggestions?

Suggestions for Switchboard Configuration?

I’m part of a small agency with fewer than 10 staff members, and we’re currently using a VoIP system that features a main phone line alongside direct lines for each consultant. I’ve noticed that a significant amount of time is being wasted on the main line, primarily with overseas candidates seeking work permit sponsorship—a service we unfortunately cannot provide. Our team often ends up spending several minutes offering advice and guidance to these callers.

To address this, I’m considering implementing an answering machine for the main line. Our clients should already have the direct contact information for their respective consultants, as this is included on our website, in email signatures, and on our LinkedIn profiles, so it shouldn’t be too difficult.

I’m proposing a voicemail system with a menu interface: Dial 1 for Candidates and Dial 2 for Clients.

• Dial 1: This would provide the generic email address for inquiries, accessible to all staff, and give the caller an option to leave a voicemail.

• Dial 2: Callers would be asked whether they’re an existing or new client. Existing clients would be directed directly to the appropriate consultant, while new clients would be connected with our Business Development team. If no one is available, they could leave a message and would receive their email contact.

I would love to hear your thoughts on this setup. We’re aiming to maintain a personal touch with our local SME clients, and there are concerns that automating this process might diminish that connection.

Has anyone else implemented a similar system? How did it work out for you?

Additionally, I plan to review our call logs to better understand the percentage of calls that are genuinely important to our business—those from clients or candidates we currently work with or could collaborate with in the future.

Getting frustrated trying to provide a good candidate experience

Frustrated with Providing a Positive Candidate Experience

I’m reaching out to in-house recruiters to share insights on how you manage candidate experience. My team and I are dedicated to enhancing this experience—we provide comprehensive PDFs about our company, the role, and the hiring process, along with an in-depth company introduction during screening calls. We prioritize thorough Q&A sessions, work efficiently, and ensure timely and detailed feedback for all candidates, whether they move forward or not.

Despite our efforts, I’m starting to feel disheartened by the rising expectations from candidates. It sounds a bit like a “grumpy old man” perspective, but my personal experiences with interviews often involved generic responses or a complete lack of feedback after several stages. I believe we’re doing much better than that, yet it doesn’t seem to meet current expectations.

I’m curious—how does your team provide a great candidate experience while managing your busy schedules? What do you consider to be the appropriate level of time investment in this area?