Returning to recruitment in the UK – what should I keep in mind?

Getting Back into Recruitment in the UK: What Should I Consider?

Hi everyone! I’ve just relocated to the UK and am excited to return to my role as a Recruitment Consultant next month.

Previously, I spent two years working for a major recruitment firm in Australia before transitioning to an internal Talent Acquisition role for a year. Now, I’ve moved to the UK on a Youth Mobility visa and landed a position with the same company, but in a new sector—construction and architecture.

Since it’s been a year, I might be a bit out of practice with my 360 recruitment skills. However, I’m feeling much more confident and motivated compared to when I first started three years ago, when I sort of “fell into” this profession.

What should I keep in mind as I step back into recruitment? Is it still a candidate-driven market? What are some effective methods for business development and candidate sourcing beyond LinkedIn? I’d also appreciate any general advice. I’ve heard that recruitment in the UK can be significantly more challenging than in Australia—how can I best navigate this?

Thanks in advance!

Is anyone using AI for resume screening? I am receiving more than 500 resumes per job listing

Has anyone implemented AI for resume screening? I’m currently getting over 500 resumes for each job posting. Have you found that it reduces screening time or improves time-to-hire? How accurate have your results been? I’d also appreciate any other tips for effective implementation.

Recruiter is not giving me an update on the position, should I contact the Company directly?

I’m not receiving updates from the recruiter about my job application—should I reach out to the company directly?

A recruiter from a well-known organization contacted me regarding a finance position that seemed like a great fit. I went through three rounds of interviews, which included discussions with HR, the team lead, and the CFO. The role required five years of experience, and I meet that criteria.

After completing the interviews and receiving positive feedback, I’ve been waiting for the recruiter to inform me about the next steps. Unfortunately, he has mentioned internal delays and that a decision hasn’t been made yet.

Would it be inappropriate for me to directly contact the company? I had a good rapport with both the team lead and the CFO and even connected with them on LinkedIn. I’m hesitant to bypass the recruiter, but his lack of communication is concerning.

Recruiters Opinions on Technical Interview Outsourcing

Title: Recruiters’ Views on Outsourcing Technical Interviews

Hello everyone,

As a recruiter, I’m interested in the concept of outsourcing technical interviews. Have you experienced this in your job search? I’ve noticed some benefits like round-the-clock availability and cost-effectiveness. What other advantages and disadvantages do you see?

I’m eager to hear your thoughts!

Thank you!

How do LinkedIn Easy Apply work?

How does LinkedIn’s Easy Apply function? Based on my experience, my applications typically fall into one of three categories when I use this feature:

• Application Submitted
• Application Viewed
• Resume Downloaded

Interestingly, the status of my applications doesn’t seem to influence whether or not I get contacted. I’ve had recruiters and hiring managers reach out to me even when my application was still marked as “Application Submitted.” Conversely, I’ve had applications that showed my resume was viewed or downloaded, yet I didn’t hear from anyone.

I can understand the latter scenario; just because my application has been viewed or my resume downloaded doesn’t guarantee a follow-up. However, the former situation is puzzling. How can recruiters determine I’m a good match if they haven’t even looked at my application, much less downloaded my CV? Is there a way for them to bypass this process? I’m fairly certain many of the recruiters I spoke with must have seen my CV, but that isn’t reflected in the application status.

What are people’s thoughts on Vincere CRM?

What do people think about Vincere CRM? I’m with a general recruitment agency that handles both temp and perm placements, and we currently have about 10 staff members. We’re looking for a solution that integrates well with Broadbean.

Has anyone had experience with Vincere? Is it worth the investment? Any feedback would be appreciated!

Asking About Schedule

Inquiring About Work Schedule Options

I’m interviewing for a position this afternoon that features a hybrid work model. I’ve heard that employees have different schedules—some work three days remotely while others work two—but I can’t find clear information online. Should I bring up scheduling preferences and options during the interview, or should I hold off until there’s an offer on the table?

How to differentiate a recruitment agency?

How to Stand Out as a Recruitment Agency

Hello everyone!

I’ve been running my solo recruitment business in a large UK city for almost a year now, and it’s been quite the journey. While the business is slightly profitable (covering my CRM, LinkedIn, advertising costs, etc.), it’s still not enough for me to pay myself a comfortable salary.

The recruitment industry is fiercely competitive, with over 30,000 agencies in the UK alone. Despite having four years of experience in various recruitment roles, I’ve found this venture to be a real challenge.

Clients are constantly inundated with outreach from recruiters, and many prefer handling hiring internally. The common “no placement, no fee” model means I can invest hours into a project only to receive little to nothing if a client changes course or decides to hire directly. This makes attracting clients quite difficult.

So, how can we stand out in such a saturated market?

I’ve brainstormed a few ideas:

• Empower Clients: Following the saying, “Teach a man to fish and he’ll eat for a lifetime,” what if we shifted the focus to teaching clients how to attract candidates on their own?
• Consulting Services: By offering to enhance their employer brand, we could help clients become more appealing to potential hires and provide insights on refining their hiring processes for greater efficacy.
• Market Mapping: Conducting competitive analyses to show clients how they stack up against competitors in terms of benefits, salary, and desirability could be very valuable.
• Employee Feedback: Performing internal reviews or surveys to gauge the work environment from the employees’ perspective may provide insights that clients can act on.

I’m also very interested in integrating aspects of organizational psychology and performance into my services, even though I don’t have formal experience in that area.

Honestly, I feel overwhelmed at times. I believe I offer a valuable service, yet I’m struggling to gain traction. I would greatly appreciate any thoughts or suggestions you might have.

Thank you for your support!

I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience using it, please DM me. I’d love to know how to navigate and organize it, especially when it comes to importing resumes into the system.

Recruitment career planning

Career Progression in Recruitment

Hello everyone! I’m currently exploring career advancement opportunities for talent professionals, particularly recruiters and sourcers. My goal is to develop a clear growth roadmap and training framework that supports my team in their career development.

Here’s a preliminary outline of the five key phases in a recruiter’s career:

1. Junior (0 – 3 years experience): The focus here is on knowledge and experience accumulation.
2. Intermediate (3 – 5 years experience): This phase emphasizes mastering skills and expanding experiences.
3. Senior (5 – 7 years experience): Autonomy and specialization become crucial at this stage.
4. Management (7 – 10 years experience): Leading teams and ensuring team success takes precedence as you step into management.
5. Senior Management (10+ years experience): This phase is all about achieving departmental and strategic objectives.

Here are a few potential career paths for recruiters:

1. A 360 Recruiter who excels in sales might transition into Business Development, eventually moving to a Business Development Manager or Account Manager role, and then onto Head of Sales or Account Management.
2. A 360 Recruiter focused on candidate engagement may find fulfillment in Internal/180 Talent Acquisition roles, progressing to Talent Acquisition Manager and then Head of TA.
3. A recruiter who wants to concentrate on candidate sourcing might start as a Sourcer or Technical Sourcer, advancing to Senior Sourcer/Consultant and eventually leading a team of researchers.
4. A Recruiter (180) looking for broader business exposure could transition to a 360 role.
5. Alternatively, they might choose to establish their own 360 consulting business.
6. Of course, some may decide to leave the industry altogether and pursue different interests.

I’m eager to learn how this proposed path aligns with your experiences. Are there any alternative routes you’ve observed? What other factors do you think individuals might consider at different stages of their career?

This is just my perspective, and I’m open to feedback and suggestions to refine this framework.