Thoughts on attaching a photo of yourself?

What does everyone think about including a photo of yourself? The site indicates it’s optional, but I’m curious to hear your opinions!

What’s the best and worst Applicant Tracking System (ATS) and why?

What are the top-rated and least-liked Applicant Tracking Systems (ATS), and what makes them stand out?

As I prepare for the upcoming hiring season, I’m evaluating various options such as Workday, Ashby, Greenhouse, and others. I’d love to hear about your experiences—both good and bad—as recruiters and hiring managers regarding these systems. Your insights would be invaluable!

Contacting recruiter who helped me secure current role.

Reaching Out to My Recruiter for New Opportunities

Hi everyone,

I’m seeking some guidance. I’ve been in my current position for about a year and a few months, and I owe my success in securing this role to an outstanding recruiter.

As I’m now looking to transition to a new opportunity, I’m considering whether it would be a good idea to reach out to the recruiter who helped me before.

What do you think is the general sentiment from recruiters about this? I’m thinking that since he’s already familiar with my skills and background, he might be able to assist me in finding a new role more efficiently.

Thank you in advance for your insights!

Update: After reading through all the comments, I’ve decided to reach out. I appreciate everyone’s input!

Entry-level jobs aren’t entry-level

Entry-Level Jobs: A Misleading Term

I’ve spent the last few months searching for positions in accounting and finance, but I’m finding that even for entry-level roles, companies expect candidates to have at least six months of relevant experience. Despite holding a Master’s degree, I haven’t had much luck securing a position. Graduating during the COVID-19 pandemic means I’m no longer eligible for graduate schemes, which adds to my frustration. I’ve also tried applying for retail jobs, but after interviews, I often receive rejections. On top of that, recruiters frequently reach out to me, promising updates on opportunities, only to go silent afterwards.

I’m feeling really lost and disheartened, and it’s exacerbating my depression and anxiety. I’ve been actively seeking help, but the job search is becoming overwhelming. Each morning, I start off motivated, but by nightfall, I find myself in tears once again, caught in this exhausting cycle.

I’m open to any feedback and would genuinely appreciate any advice or support. Thank you!

UK industrial temp desks

UK Industrial Temp Desks

What are your monthly billing goals? I’m beginning to feel like my company has completely lost the plot with the targets they’re setting for us!

Recruiting with AI?

Exploring AI in Recruitment

Hello, Recruiters! With my experience in both corporate roles and running my own business, I know firsthand how challenging the hiring process can be for everyone involved.

I’ve been contemplating a product concept where candidates can upload their resume, LinkedIn profile, and any other relevant information. The AI would then search through all available job postings worldwide to identify suitable matches. Once potential matches are found, a qualified recruiter can provide further assessment and support.

Does such a solution already exist in the market? If so, how effective and reliable is it? I’d love to hear your thoughts!

What really matters to employees?

What truly matters to employees?

Employees value:

• Fair compensation that reflects their worth
• A sense of respect and genuine care from their employers
• Flexibility and a healthy work-life balance
• Transparency, honesty, and a strong sense of belonging

On the flip side, employees aren’t particularly interested in:

• Free company merchandise
• Company-wide happy hours
• Monthly pizza parties
• Motivational posters on the walls

Ultimately, work should enhance our lives—it shouldn’t dictate them.

Struggling to generate leads to prospecting clients

Facing challenges in generating leads for prospective clients

I recently joined a recruitment agency specializing in the crypto sector. While it’s a niche market, as many of you know, strong business often relies on a solid stream of leads. In the blockchain space, particularly in data science, finding exceptional candidates with both current interviewing opportunities and substantial experience is quite difficult.

As a result, my lead generation has been limited, leaving me with few options to pursue. I’ve only been in this role for four months, and the pressure from management is starting to mount.

I’m seeking advice or creative strategies for identifying target companies and generating leads. Any tips would be greatly appreciated!

Employees mentally resign months before they physically put down their paper!

Many employees mentally check out long before they formally resign! A company doesn’t truly lose an employee on their last day; the decline often begins in their mindset well in advance. Fortunately, this disengagement is often preventable!

Agency Consultants: How Do You Business Develop

Agency Consultants: What Are Your Business Development Strategies?

I’m curious to know what business development (BD) strategies you all are using. Here are a few that I’ve found effective to kick things off:

Feel free to add your own in the comments or share your thoughts on the following strategies:

• Live Job Opportunities: Monitor job boards like Indeed for open positions. Identify the hiring managers and reach out through a cold email sequence, a tailored CV, or a cold call.

• LinkedIn Cold Messaging: Use LinkedIn Sales Navigator to identify your target audience. Set up a three-step connection sequence: make a simple connection, provide value, and then include a call to action.

• Email Marketing: Compile a list of your target audience from LinkedIn, export it with their email addresses, and execute a three-stage email campaign.

• Insights Campaign: Develop market insights on topics such as salary benchmarks, industry executive moves, and industry outlooks. Share this information through email campaigns targeting your audience (this can complement your email marketing or LinkedIn messaging).

• LinkedIn Ads: I’m currently experimenting with this strategy. Define your target audience, create an ad, and once individuals interact with it, retarget them with direct lead generation forms. While traditionalists may suggest picking up the phone, I believe a scalable funnel with LinkedIn retargeting could be a game changer. After two weeks, I’ve spent £200, gained 39 paid clicks, and achieved 6,000 impressions – though these numbers might not reflect meaningful engagement just yet. I’m excited to see how it all unfolds!

• Referral Generation: When interviewing candidates, ask for references and navigate those contacts for potential leads.

• CV Stripping: Research previous companies, identify hiring managers, and reach out via cold email or call.

• Interview Intelligence: Investigate who the hiring manager is, if they’ve resigned, or if they are being replaced. With permission, pursue BD through email or cold calls.

• Candidate Tracking: Inquire where candidates are interviewing and identify the hiring manager to reach out via email or call.

• Open to Work on LinkedIn: If someone indicates they are open to work, connect with their hiring manager through a targeted outreach sequence.

• Client Referrals: Don’t hesitate to ask your current clients for referrals to expand your network.

• Content Posting on LinkedIn: Regularly share industry-related posts on LinkedIn. Establish yourself as a thought leader to attract inbound and warm leads.

What other strategies do you have?

P.S. I’m not claiming that any of these methods are the definitive answer; they are simply observations from my experience.