Launching a Physician Recruitment Agency
I recently launched my own physician recruitment agency and I’m eager to connect with others who have either started their own or are considering it. I’d love to engage in discussions about the early stages of this journey, including topics like necessary licenses, client acquisition strategies, and how to attract physicians. Any insights, resources, or advice you could share would be greatly appreciated!
UK Recruitment Market Insights
Hi everyone! I wanted to reach out to gather some insights on the current state of the recruitment market in the UK. I’ve been in the recruitment field for nearly five years now, and I’ve been self-employed for just over a year. While my first year as a freelancer went relatively well, I’m finding this second year to be quite slow and uncertain.
I’ve noticed a few articles discussing the potential for a recession, and I’ve spoken with several colleagues who are also struggling to secure new roles, whether they’re for junior or senior positions. I’d really appreciate any feedback or thoughts you might have on the current market situation.
Thanks in advance! 🙂
Assistance with Recruitment
Is it appropriate to follow up with a thank-you email after a first interview? I’d like to express my gratitude to the panel and provide further detail on some of my responses. What do you think?
Maintaining a Robust Hiring Pipeline
As a small, remote-first digital marketing agency, we frequently recruit for various Paid Growth and Performance Marketing positions, and our requirements are constantly evolving. We don’t typically work with recruiting agencies; instead, we mainly rely on job postings and sourcing talent via LinkedIn. I’d love to hear from the community—what are your best practices for keeping a strong candidate pipeline ready for when we need to hire? Thank you!
Chrome Extensions I Use for Recruitment
Here’s a list of the Chrome extensions I rely on for recruitment (note: I actually use Brave instead of Chrome). I’ve indicated whether each extension is free (F), paid (P), or both (B).
Extensity: This extension allows you to quickly toggle all your Chrome extensions on and off. (F)
AdGuard AdBlocker: A straightforward ad-blocking tool. (F)
I Don’t Care About Cookies: This extension effectively manages cookie consents, keeping annoying pop-ups at bay. (F)
AI Grammar Checker & Paraphraser – LanguageTool: I prefer this over Grammarly for its spelling and grammar checks. (B)
Complexity and Perplexity: Enhances my experience with the Perplexity app; this is a paid add-on. (P)
Instant Data Scraper: A convenient tool for quickly scraping directories and lists from websites. (F)
Loxo: My go-to ATS extension for effortlessly importing LinkedIn profiles into my ATS. (P)
One Tab: Perfect for those of us with ADHD tendencies—closes all tabs while keeping them organized and sharable as a single webpage. (F)
New Tab by Start.Me: Automatically opens my Start.Me page whenever I open a new tab. (F)
Reddit Enhancement Suite: Enhances the overall Reddit experience, making it much more enjoyable. (F)
SalesQL: A powerful tool for scraping LinkedIn profiles and extracting contact information. (P)
ChatterWorks: This extension helps find contact details on LinkedIn profiles. (P)
Clodura: Another great tool for locating email addresses on LinkedIn. (P)
Jobin.cloud: Offers superior scraping capabilities for LinkedIn. I use Jobin for its automation features, including sequences and campaigns. (P)
Select to ChatGPT: Quickly sends selected text directly to the ChatGPT prompt box. (B)
TypingMind in SidePanel: I prefer using TypingMind instead of other AI tools for its convenience in searching right from the side panel. (P)
Merlin AI: This extension integrates various large language models to assist with tasks like researching, rewriting, and summarizing content, including YouTube videos. (B)
Feel free to explore these extensions to enhance your recruitment efforts!
Managing Walk-Ins: Seeking Solutions
I’m looking for advice on how to handle walk-in inquiries at our office.
In the past, before the rise of online platforms, it was common for candidates to visit us in person to register for opportunities. Fast forward to today, and many still view agencies primarily as career guidance services rather than as providers for our clients.
Nowadays, we see around a dozen individuals visiting our office daily for consultations. It’s becoming increasingly overwhelming, and I’ve even considered removing our branding from the building. We have a sign that clearly states we do not accommodate walk-ins, directing prospective candidates to our website for available positions or encouraging them to email or upload their CVs to our database.
While we definitely want to be courteous and kind, we also need to find a more efficient way to manage these unannounced visits. A lot of the time, we encounter individuals searching for “any job,” but unfortunately, we cannot assist them directly.
I’m open to any suggestions or strategies on how to better manage this situation. Thanks in advance!
ATS/CRM Recommendations Needed!
I recently started my own firm and am on the lookout for an ATS/CRM system. Having previously worked at a large firm, I’m now transitioning to a solo role focused on Business Development and Recruitment. I’m not particularly impressed with Loxo and am considering options like RecruiterFlow or Crelate.
I would love to hear your suggestions! I’ve noticed that the pricing for these systems is quite similar.
Aptitude and Personality Assessments in UK Recruitment
What are the prevalent aptitude and personality tests used in the UK? Do these assessments genuinely assist in the recruitment process?
What’s Your Essential Tool for Work?
We all rely on that one indispensable tool that boosts our productivity, sparks creativity, or helps us maintain our sanity during hectic days. Personally, I can’t live without [insert your favorite tool/platform]. It has saved me a ton of time and simplified my life.
What about you? What tool can you not do without, and why? Extra credit for sharing a hidden gem! Let’s compile a list of must-have resources.
Why would someone consider a position that seems like a step back?
I’m currently a staff engineer at a mid-sized company (600+ employees) with over 8 years of experience. Recently, I was approached for a principal engineer role at an AI startup that piqued my interest. After the initial screening call, they came back with an offer to proceed, but for a senior position instead.
Given the current market landscape, I understand that times are tough, but I already have a stable job, and my salary as a staff engineer is likely higher than what they would offer for a senior role. Frankly, I find it a bit disrespectful to receive such an offer, especially since they reached out to me rather than me applying. If they believe I’m not a suitable fit, I’d prefer a straightforward response.
So, I’d like to hear from recruiters: why make such an offer? And to fellow engineers: what would motivate you to accept a perceived downgrade in your career? Thankfully, I wasn’t laid off, so I’m not in a rush to make a move.
