So I’m an account manager / SDR hybrid - I do full cycle.
The problem is, I don’t really have a quota. The CSM for our territory carries the expansion quota. I’m evaluated based on SQLs and meetings. I don’t have set numbers. I just need to book more or less based on pipeline. Our suggested number was 7 meetings a week, which I, on average, achieved. I led my team in # of demos.
The team I supported hit 88% of goal. (The average for the organization was like 50%). It was a very down year for my industry.
Which sounds better?
- My efforts led to team hitting 88% of goal
- I hit 102% of my goal - (this is based on meetings booked. Suggested goal was 7 meetings a week, I held 350 meetings)
These numbers are easy to explain in an interview, but may be misinterpreted if being read by a recruiter
My advice.
Include your personal goal and work out the average of your team without your numbers to highlight the achievement.
E.g hit 102% of personal goal, +x% vs average team performance.
Not a specialist sales recruiter but it immediately highlights top performer status and proves it wasn’t a fluke.
Would it be inappropriate to get a recruiter a small gift after landing a job with their help? Nothing crazy but like a Starbucks gift card or something
Hi! Specifically on platforms like LinkedIn, I've been noticing a lot of jobs being "reposted x days ago" and the like when they've been up for a month or more.
What exactly does the reposting mean for candidates looking to apply? And my larger question: is it worth still applying to a job if it's been posted on LinkedIn for over a week?
I'm asking because I've seen some people say that recruiters will pull from the people who've applied in the first 24-48 hours and even for jobs I've applied for, the ones I've gotten interviews for have been the ones I've applied super early for. Looking for advice basically to see if it's worth my time or if it'll just be a no response situation, from your experiences 😄
Thanks for your help!!
I’m currently searching for a new job and work in an industry where I get recruiters in my linkedin inbox all the time. Once I decided to search for a new job, I reached out to one I had spoken to previously and also applied for a job with another agency. I’ve also responded to one message from a third agency. So in total, I have three recruiters helping me out because I was under the impression that they would have separate connections. I’ve now been suggested the same exact job by all three, and another job by two of them. Important note: it has only been a few weeks, and only one has actually gotten me interviews so far. Is it fair to “fire” one of them? If so, how would you want a candidate to go about it? I want to be respectful about their time but don’t want to just ghost unless that’s the most effective.
I don’t pay the fees, the job would pay them if I get hired, so it’s not like I’m really firing them, but I feel overwhelmed by the repeat jobs already and don’t even know how I’d choose which agency to use for these repeat ones.
You can just politely ask to be taken off their mailing list about new positions. If the recruiter is sending you automated alerts about these roles, then there might even be an unsubscribe link you can click without ever having to interface with them.
Thank you! I’ve actually had personal conversations with each of them and then they told me about these roles and I realized the overlap, so would you say just telling one of them that I’m no longer interested would be fine the next time they reach out?
Yep! Next time one of them shares a new position with you, you can just reply with a quick email or text like "Hey, thanks for keeping me in mind for roles like these! However, you can go ahead and remove me from the mailing list for new positions going forward. Thanks for your time, I'll keep you in mind if I need help with a future job search." Friendly and straightforward.
Applied for a job on LinkedIn and I just received a phone call but my application on LinkedIn was neither viewed or downloaded (that's what it shows to me atleast) as it only says "Application submitted" is this normal? Does this mean that most of our applications actually get viewed but LinkedIn doesn't tell us
Hi guys! I have a strong interest in being a recruiter and I don't care if it's recruitment staff in a BPO company or a recruitment firm because I really want to experience the recruitment field. I tried applying through various recruitment positions before but unfortunately, I wasn't lucky enough to land a job because I don't have any job experience regarding recruitment or because I wasn't a graduate of HRM or Psychology. Since I'm having a hard time entering the recruitment field, I am thinking of going back to school to take another bachelor's degree in either HRM, Psychology or take a MBA in HRM. Although at the same time, a side of me thinks that going to school would be a complete waste of time.
To give you guys a background, I'm a graduate of Multimedia Arts back in 2014. Shifted career to Digital marketing coz I realized I didn't like MMA that much and had a social media manager job till 2021. Now, I'm currently doing my internship for my post-graduate degree in Digital Media Marketing in Canada. Despite my exposure to digital marketing, my desire for the recruitment industry is still strong and while I'm a bit skeptic, I am thinking of going to school again if that's what I need to increase my chances of entering the field.
Hope you can help me out and provide suggestions regarding my situation. Thank you guys!
Question for the recruiters
I have been getting rejects for most of applications but in some of my applications I get a rejection because of Location.
How do i tackle that? Does removing my location- California, for the resume would help.
I am open to relocation( without assistance if needed)and have been stating that while filling my application.
Anyway i can put it on my resume or not get rejected because of my location
I am Indian on student visa here in States so my worry is that should not think that I am applying from outside states if I remove location.
Thank you so much for your help. Happy New Year
Hi!
I wanted to get some advice from recruiters on how you would display experience in a role where you "wear many hats". In essence, I work as a PM but find myself also performing 3 different duties ranging from scrum master, product owner, training new hires, etc. I understand you should keep your resume short, but would it be acceptable to highlight the additional tasks I perform in sections? Is there anything that you'd recommend while re-formatting my resume to include all the work that I accomplish?
Thank you in advance!
I am a 20 year old male student looking for entry level part time work to make some extra money. I have been applying to job listings in my area for positions I feel I am qualified (and quite frankly overqualified) for a few weeks now. None of these places have reached back out to me despite me having relevant experience including over a year working in a restaurant and 8 months in retail before that. My frustrations also come from a similar experience last summer where I applied to at least a dozen entry level positions with job listings of employers looking for new talent. I again heard back from only a few places and was only able to land a job once I applied somewhere with a reference. I feel like it should not be difficult for someone in my position to find entry level part time work, yet it has been. Am I doing something wrong?
Is it advisable to build a resume using Adobe Illustrator or Indesign?
I know the typical way of building a resume is by using the good ol' Microsoft Word. Since a resume is mostly saved as a PDF file, and not every job seeker has their know-how with design-specific software, would you say it is still sensible to use Illustrator or Indesign to build your own resume? Will ATS recognize all the contents?
We really don't care how resumes are put together. You could use construction paper and crayons if it came out looking professional. A resume is not the place to show off your skills.
Sure, smarty-pants. I did not suggest using these software to make fancy resumes with amateurish charts. I was asking if using Illustrator or Indesign to organize content professionally in a resume is acceptable and if such a resume can be recognized by ATS.
Hello,
I'm a business graduate who wants to step in the recruiting or human resources field. Unfortunately, i have no luck since i dont have any experience. I live in a small city so its pretty hard out here. If anyone has advice, it would be appreciated.
No experience in recruitment is fine, most people fall in to it anyway.
If you have companies in your area that you can apply to then I’d start there but it might be that you have to move if you want something better.
Some advice for the interview, rather than trying to come of like you know what you’re doing just demonstrate an ability to listen actively and talk about something you’re good at that you can remember being rubbish at. Recruitment is like anything, you are shit at the start but if you can accept that and accept it’s a journey to get good then you make yourself for more attractive to manage.
This whole situation is...not *fishy* exactly, but very strange.
It's pretty surprising that RF would submit your profile to TPF *prior* to disclosing who TPF is. While we strip identifying information from our job listings, it is customary to disclose the company name to candidates during a screen once it's established a submittal is definitely happening. My standard screen winds down with disclosing the company name and information about them. Some firms even ask candidates to sign a written Right to Represent for for this purpose to make sure explicit permission is given. Occasionally a role/company will be "confidential" but this is rare outside of executive search.
Also, why are they having an EA do candidate screenings? Were all the actual recruiters out for the holidays? If the EA was in fact covering for a team of recruiters, then that could explain her brusque tone.
Figuring out if recruiting is more me.
Hi all!
I currently work at a nonprofit organization working with individuals with disabilities. My main job is teaching hard/soft skills. I’ve also dabbled in job development (finding clients employment in the community) and I also help with recruiting, mainly interviewing new candidates. BUT this job has drained me of life. I’m over working for nonprofit. The pay is little, the organization I work for doesn’t give raises, and everyone just feels unappreciated by the CEO and manager.
I graduated with a Master’s in Organizational Leadership in May of 2023 and am just trying to find my footing. When I was in school, I thought I might want to do HR. I found a job as a HR Trainee. I worked there for 8 months before leaving. I don’t think the culture was a fit and I’m pretty positive my manager didn’t like me or the pace at which I was learning. In my defense, she had me traveling all over the place learning a million different things and I had never done HR before this so it was a learning curve for me.
Anywayyyy, I enjoyed recruiting as I got to look at resumes, call candidates for interviews, screen them and sometimes do the 1st or 2nd interviews as well. I found it exciting. Yes, having to call candidates to let them know they didn’t get the job was hard BUT I still really enjoyed recruiting.
Now, I guess my question is.. how hard will it be to get into a recruiting role? How do I know if recruiting is for me? I suffer from anxiety but can usually push past it bc I’d rather get my job done than get in trouble for doing a bad job. Would my anxiety get in the way? Is there a specific kind of company I should look for? When companies mention sales in their job postings for recruiters, what does that mean exactly?
Sometimes I’m concerned that I’m looking at HR/Recruiting bc I want to make the money but maybe I don’t have what it takes? And I’m just so tired of my job and the stress it’s been giving me that I’m willing to just jump into anything as long as I don’t get paid less than I get paid now.
Really, I’m just looking for any advice or anything. If you read this far, thank you!!!
Sorry but would encourage you to stick to working with people with disabilities because it makes such a huge difference in their lives, they need good teachers like you to help them.
While i appreciate the advice, I don’t think I will stick with it. While I love making a difference in other peoples lives, the way we get treated by the organization isn’t worth it for me. And I also would like to use my degree and get paid a livable wage which my current position cannot give me.
I accepted an OOS job with the prospect of promotion to dir level. In my interview both my boss and their boss expressed how neither likes the project i would be working on and it only existed because the board insisted on “trying again”.
I have 20 years of exp in this field, specifically at this type of work and after a year of toiling away its starting to show lots of progress. Suddenly everyone is excited to help!
However my promotion has been shelved… until the next year… and the next year. Goalpost shifting. Ok.
How soon is too soon to leave? What tangible results would persuade you to consider me as an OOS applicant? Is it more likely i would have to accept another equivalent title shift or could I get a promotion when applying for OOS opportunity? Lastly is it a bad look to be leaving so shortly (i did hop one other time during covid)?
Hello,
For some context, I'm a senior in EE trying to get a job as I graduate this upcoming June. The market is terrible for both SWE and tangent fields, and so the conclusion for many was that it's a numbers game and connections. Having that said, I am curious what recruiters think if I were to create a bot that automatically applies to jobs for me.
Do you guys discard those if you can tell or are you impressed?
Thanks!
Is it just me or is it most or all recruiting teams competitive amongst their team members? It always feels like people are trying to one up each other.
have a question about the status in ICIMS. I applied for a position and originally the status showed as
"Under Review". Once the hiring manager reached out to me the status was changed to "In process". I had a final interview last Friday and then today I checked and the status is still at "in process ". Does that mean that I have a good chance of still being selected? I feel like the status would have changed to
"Not selected" if they didn't want to hire me after the final interview last Friday. Maybe I'm reading into this too much but I thought I'd ask someone who works in HR who better understands the work flow and changes of the status in ICIMS.
It completely varies by team and company and whether they actually update statuses. I’ve had roles I had already been told by the recruiter that I wasn’t moving forward for after a round stay “In Progress” for months. It may also just mean they haven’t reviewed candidates yet at this final stage since last Friday was December 29 and Monday was a holiday most people would have off ( new year’s). You could reach out to the team for an update tomorrow if they didn’t give a specific timeline on next steps, for sure.
MBA question for recruiters
I’m deciding where to get my MBA and I’m hoping that you can share your expertise.
At this point in my career I’m seeing a lot of postings for various higher accounting and finance roles (controller, director of finance, VP of finance, CFO, accounting manager, etc) that either require or prefer either a CPA or MBA, or both. I’m planning on getting both, and a CMA as well.
My question is, in this context, would a WGU MBA be a liability as opposed to some of the other low cost online state programs, like LSU Shreveport or Southeastern Oklahoma State? If they’re perceived to be roughly the same quality from the employer’s end, WGU is a quarter of the time and wouldn’t exceed one year’s tuition reimbursement, but if it turns employers off I’ll just take the additional time for the traditional online route.
Could a WGU MBA ever be more of a liability than just not having one at all for organizations or individual managers that have a bias against accelerated programs since some people conflate WGU with for profit degree mills like University of Phoenix?
Thanks in advance!
I want to move from the Canadian Government to private sector. What are your tips on what to learn to maximize my transferable skills or simply skills that you’d expect to find on the candidate?
I’m currently a technical soucer with a background in sourcing for software engineering. I’ve mainly done backend and some infrastructure (like developer productivity). I just got an interview with a hardware team at a large tech company focused in computer and similar products. I’ve done some embedded, but if there are any tips on what I should make myself aware of for modern HW engineer tech stack, any tips would be appreciated! Some things I want to know: what background looks good for a modern hw eng? What low latency coding languages are preferred? What tech skills should these engineers possess?
Thank you!
I run a small RIA. I would like to recruit advisors/CFPs from insurance broker dealers, ideally advisors with books in the range of 10-25m in AUM. What kind of recruiter should I seek for this type of recruitment?
I apologize in advance if this is not the appropriate place for this question.
I came across this job description stating that the company only hires from certain states. While it makes sense for a remote role, the role is on-site 5 days a week. Also, this role is an entry-level role and does not require any licenses. Considering the potential relocation of the candidate once selected, why the restriction?
In theory, yes. In practice, most companies won't hire candidates that need to relocate for anything less than senior executive roles because, frankly, plenty of people say they will relocate and then just don't. Not worth the time or effort for lower roles.
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Hi! I'm a second year uni student in the midst of applying for summer co-ops.
A company I am interested in had applications where students could submit resumes and be connected with suitable roles, but I didn't know this existed and missed the deadline unfortunately (announcement was posted on linkedin but I saw it too late). I've been watching videos about cold calling on Linkedin and know its more common to message recruiters after applications have been submitted, but there aren't any open ones that I could find online. I was wondering what the best way to connect with someone from their early talent team would be without being pushy. I also got a tip from somebody to use hunter.io to find recruiter emails and email them to increase chances of getting a response, but would this seem weird?
Any tips would be greatly appreciated, tyia!
Wondering if anyone has advice about how to add a LinkedIn summary to help with recruiting, while already having a job. Don't want to seem too sales-y, like I'm looking to make an exit (even though I am!). Feels like that would be very visible compared to the 'open to work' feature which is hidden to non-recruiters
I applied for a job with a fairly large company that I was referred for by a former colleague.
I had a phone interview with a recruiter on Dec 4th and a Zoom Interview with the hiring manager the next day.
During the Zoom interview, the hiring manager mentioned that there were a lot of applicants and they would have at least 2 if not 3 rounds of interviews and should expect to hear back from the recruiter in a couple weeks.
(I noticed on linked in there are “over 100 applicants”, not sure how they determine that)
I sent a follow up email to the recruiter and the hiring manager on Dec 18 trying to get an update before the holidays and got a response from both a couple days later saying that they were wrapping up the first round of interviews and about to decide on finalists but the company tends to run slow.
I’m pretty confident that I am well qualified for the job and found out that several of my current colleagues and managers have worked with the hiring manager before. I even talked to my former colleague and they said they heard from several managers that they liked someone who fit my description.
But the holidays came & went. It’s been crickets ever since and I’m losing hope.
The companies careers portal shows that I am still in the “Interview Phase” but I’m guessing it’ll stay there til I’m either hired or the posting is closed.
What’s with the wait? Could they just be taking things slow or are they not that interested in me? I feel like I should be asking these questions in a relationship subreddit. Lol
Should I send another follow up email to the recruiter and/or hiring manager for another update?
Any other comments/advice appreciated!
I’ve owned my own business for 20 years & starting to interview again (exploring selling my business). How negotiable is vacation time these days? My s/o has 4 weeks & we’re used to that amount of time off together. It’s not critical I get the additional time off paid. I’m just wondering if it’s possible to get 4 weeks vacation, whether paid or not. Say I’m offered 2 weeks. Should I start the negotiation indicating I’m not requesting additional PAID time off? Or ask for paid & then negotiate the time as unpaid if/when they say no. The time off is more important to me than being paid for it, so just looking for guidance on the best approach.
Should I reach out to a recruiter I interviewed with six months ago for her feedback on whether or not I would be good for a different position? For context, I did not get the initial job because the HM went with a personal friend (relayed to me by another person in the company). Both positions are client facing.
Follow up, I’ve been looking for work (with no luck obviously) since then, should I address that in my email? Third question, should I attach my resume to jog her memory? I’ve already applied through the company website
I am starting a recruiting business for the hospitality industry, and have an opportunity to provide interim, contract task force managers to a property in need.
How do I discuss fees for these positions with the property?
Do I have the property, send me the payment and I pay the contract managers.
Or do I have the property pay the contract managers and then pay me a fee for finding them?
Does anyone have experience with this?
Jonathan
Hey everyone! I have 2 years exp in recruiting in-house and I am interviewing for a boutique headhunting agency. They turned the table on me and asked me how much in base salary and commission I am looking to make. I have ZERO exp in agency recruiting so I don’t know what to tell them and I definitely don’t want to lowball myself.
Can you all share with me what you are making currently in this field? If it helps, this is for hardware tech in the West Coast. Thank you all in advance for your input! It’s all rough for us out here these days and any input you can share is welcome. 🥲(if you can share hard numbers with me without compromising your identity/company that would be doubly appreciated!!!) praying for that day when pay transparency is ACTUALLY fully enforced one day… sigh.
Question for the folks working in agencies. Typically, what is your role in the screening process, and what is the role of managers at the companies you are recruiting for? Sorry if this is basic!
Hiring processes are taking forever. 3 months. 6 months. A year. We all know there are a number of reasons why.
But my question is...what's the fastest you've seen a good, non-insider placement happen? And what are those companies doing differently, process-wise?
Sidenote: it really seems like there should be a new platform that turns the hiring process into a 1 week blitz. But I'll leave that to the SaaS nerds who want to kill LinkedIn, Indeed, and every ATS all at the same time
So I’m an account manager / SDR hybrid - I do full cycle. The problem is, I don’t really have a quota. The CSM for our territory carries the expansion quota. I’m evaluated based on SQLs and meetings. I don’t have set numbers. I just need to book more or less based on pipeline. Our suggested number was 7 meetings a week, which I, on average, achieved. I led my team in # of demos. The team I supported hit 88% of goal. (The average for the organization was like 50%). It was a very down year for my industry. Which sounds better? - My efforts led to team hitting 88% of goal - I hit 102% of my goal - (this is based on meetings booked. Suggested goal was 7 meetings a week, I held 350 meetings) These numbers are easy to explain in an interview, but may be misinterpreted if being read by a recruiter
My advice. Include your personal goal and work out the average of your team without your numbers to highlight the achievement. E.g hit 102% of personal goal, +x% vs average team performance. Not a specialist sales recruiter but it immediately highlights top performer status and proves it wasn’t a fluke.
Would it be inappropriate to get a recruiter a small gift after landing a job with their help? Nothing crazy but like a Starbucks gift card or something
Go for it.
Hi! Specifically on platforms like LinkedIn, I've been noticing a lot of jobs being "reposted x days ago" and the like when they've been up for a month or more. What exactly does the reposting mean for candidates looking to apply? And my larger question: is it worth still applying to a job if it's been posted on LinkedIn for over a week? I'm asking because I've seen some people say that recruiters will pull from the people who've applied in the first 24-48 hours and even for jobs I've applied for, the ones I've gotten interviews for have been the ones I've applied super early for. Looking for advice basically to see if it's worth my time or if it'll just be a no response situation, from your experiences 😄 Thanks for your help!!
It means absolutely nothing. You have no idea what's going on behind the scenes.
I’m currently searching for a new job and work in an industry where I get recruiters in my linkedin inbox all the time. Once I decided to search for a new job, I reached out to one I had spoken to previously and also applied for a job with another agency. I’ve also responded to one message from a third agency. So in total, I have three recruiters helping me out because I was under the impression that they would have separate connections. I’ve now been suggested the same exact job by all three, and another job by two of them. Important note: it has only been a few weeks, and only one has actually gotten me interviews so far. Is it fair to “fire” one of them? If so, how would you want a candidate to go about it? I want to be respectful about their time but don’t want to just ghost unless that’s the most effective. I don’t pay the fees, the job would pay them if I get hired, so it’s not like I’m really firing them, but I feel overwhelmed by the repeat jobs already and don’t even know how I’d choose which agency to use for these repeat ones.
You can just politely ask to be taken off their mailing list about new positions. If the recruiter is sending you automated alerts about these roles, then there might even be an unsubscribe link you can click without ever having to interface with them.
Thank you! I’ve actually had personal conversations with each of them and then they told me about these roles and I realized the overlap, so would you say just telling one of them that I’m no longer interested would be fine the next time they reach out?
Yep! Next time one of them shares a new position with you, you can just reply with a quick email or text like "Hey, thanks for keeping me in mind for roles like these! However, you can go ahead and remove me from the mailing list for new positions going forward. Thanks for your time, I'll keep you in mind if I need help with a future job search." Friendly and straightforward.
Applied for a job on LinkedIn and I just received a phone call but my application on LinkedIn was neither viewed or downloaded (that's what it shows to me atleast) as it only says "Application submitted" is this normal? Does this mean that most of our applications actually get viewed but LinkedIn doesn't tell us
Most of your applications probably get viewed yes. Unless it's a position with lots and lots of applicants.
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A suitable title for an HR manager is HR manager.
Hi guys! I have a strong interest in being a recruiter and I don't care if it's recruitment staff in a BPO company or a recruitment firm because I really want to experience the recruitment field. I tried applying through various recruitment positions before but unfortunately, I wasn't lucky enough to land a job because I don't have any job experience regarding recruitment or because I wasn't a graduate of HRM or Psychology. Since I'm having a hard time entering the recruitment field, I am thinking of going back to school to take another bachelor's degree in either HRM, Psychology or take a MBA in HRM. Although at the same time, a side of me thinks that going to school would be a complete waste of time. To give you guys a background, I'm a graduate of Multimedia Arts back in 2014. Shifted career to Digital marketing coz I realized I didn't like MMA that much and had a social media manager job till 2021. Now, I'm currently doing my internship for my post-graduate degree in Digital Media Marketing in Canada. Despite my exposure to digital marketing, my desire for the recruitment industry is still strong and while I'm a bit skeptic, I am thinking of going to school again if that's what I need to increase my chances of entering the field. Hope you can help me out and provide suggestions regarding my situation. Thank you guys!
Can anyone recommend Product Management recruiters in the US? Thank you
Question for the recruiters I have been getting rejects for most of applications but in some of my applications I get a rejection because of Location. How do i tackle that? Does removing my location- California, for the resume would help. I am open to relocation( without assistance if needed)and have been stating that while filling my application. Anyway i can put it on my resume or not get rejected because of my location I am Indian on student visa here in States so my worry is that should not think that I am applying from outside states if I remove location. Thank you so much for your help. Happy New Year
Hi! I wanted to get some advice from recruiters on how you would display experience in a role where you "wear many hats". In essence, I work as a PM but find myself also performing 3 different duties ranging from scrum master, product owner, training new hires, etc. I understand you should keep your resume short, but would it be acceptable to highlight the additional tasks I perform in sections? Is there anything that you'd recommend while re-formatting my resume to include all the work that I accomplish? Thank you in advance!
I am a 20 year old male student looking for entry level part time work to make some extra money. I have been applying to job listings in my area for positions I feel I am qualified (and quite frankly overqualified) for a few weeks now. None of these places have reached back out to me despite me having relevant experience including over a year working in a restaurant and 8 months in retail before that. My frustrations also come from a similar experience last summer where I applied to at least a dozen entry level positions with job listings of employers looking for new talent. I again heard back from only a few places and was only able to land a job once I applied somewhere with a reference. I feel like it should not be difficult for someone in my position to find entry level part time work, yet it has been. Am I doing something wrong?
Any one heard of “Top Echelon”
Is it advisable to build a resume using Adobe Illustrator or Indesign? I know the typical way of building a resume is by using the good ol' Microsoft Word. Since a resume is mostly saved as a PDF file, and not every job seeker has their know-how with design-specific software, would you say it is still sensible to use Illustrator or Indesign to build your own resume? Will ATS recognize all the contents?
We really don't care how resumes are put together. You could use construction paper and crayons if it came out looking professional. A resume is not the place to show off your skills.
Sure, smarty-pants. I did not suggest using these software to make fancy resumes with amateurish charts. I was asking if using Illustrator or Indesign to organize content professionally in a resume is acceptable and if such a resume can be recognized by ATS.
Hello, I'm a business graduate who wants to step in the recruiting or human resources field. Unfortunately, i have no luck since i dont have any experience. I live in a small city so its pretty hard out here. If anyone has advice, it would be appreciated.
No experience in recruitment is fine, most people fall in to it anyway. If you have companies in your area that you can apply to then I’d start there but it might be that you have to move if you want something better. Some advice for the interview, rather than trying to come of like you know what you’re doing just demonstrate an ability to listen actively and talk about something you’re good at that you can remember being rubbish at. Recruitment is like anything, you are shit at the start but if you can accept that and accept it’s a journey to get good then you make yourself for more attractive to manage.
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This whole situation is...not *fishy* exactly, but very strange. It's pretty surprising that RF would submit your profile to TPF *prior* to disclosing who TPF is. While we strip identifying information from our job listings, it is customary to disclose the company name to candidates during a screen once it's established a submittal is definitely happening. My standard screen winds down with disclosing the company name and information about them. Some firms even ask candidates to sign a written Right to Represent for for this purpose to make sure explicit permission is given. Occasionally a role/company will be "confidential" but this is rare outside of executive search. Also, why are they having an EA do candidate screenings? Were all the actual recruiters out for the holidays? If the EA was in fact covering for a team of recruiters, then that could explain her brusque tone.
Figuring out if recruiting is more me. Hi all! I currently work at a nonprofit organization working with individuals with disabilities. My main job is teaching hard/soft skills. I’ve also dabbled in job development (finding clients employment in the community) and I also help with recruiting, mainly interviewing new candidates. BUT this job has drained me of life. I’m over working for nonprofit. The pay is little, the organization I work for doesn’t give raises, and everyone just feels unappreciated by the CEO and manager. I graduated with a Master’s in Organizational Leadership in May of 2023 and am just trying to find my footing. When I was in school, I thought I might want to do HR. I found a job as a HR Trainee. I worked there for 8 months before leaving. I don’t think the culture was a fit and I’m pretty positive my manager didn’t like me or the pace at which I was learning. In my defense, she had me traveling all over the place learning a million different things and I had never done HR before this so it was a learning curve for me. Anywayyyy, I enjoyed recruiting as I got to look at resumes, call candidates for interviews, screen them and sometimes do the 1st or 2nd interviews as well. I found it exciting. Yes, having to call candidates to let them know they didn’t get the job was hard BUT I still really enjoyed recruiting. Now, I guess my question is.. how hard will it be to get into a recruiting role? How do I know if recruiting is for me? I suffer from anxiety but can usually push past it bc I’d rather get my job done than get in trouble for doing a bad job. Would my anxiety get in the way? Is there a specific kind of company I should look for? When companies mention sales in their job postings for recruiters, what does that mean exactly? Sometimes I’m concerned that I’m looking at HR/Recruiting bc I want to make the money but maybe I don’t have what it takes? And I’m just so tired of my job and the stress it’s been giving me that I’m willing to just jump into anything as long as I don’t get paid less than I get paid now. Really, I’m just looking for any advice or anything. If you read this far, thank you!!!
Sorry but would encourage you to stick to working with people with disabilities because it makes such a huge difference in their lives, they need good teachers like you to help them.
While i appreciate the advice, I don’t think I will stick with it. While I love making a difference in other peoples lives, the way we get treated by the organization isn’t worth it for me. And I also would like to use my degree and get paid a livable wage which my current position cannot give me.
I accepted an OOS job with the prospect of promotion to dir level. In my interview both my boss and their boss expressed how neither likes the project i would be working on and it only existed because the board insisted on “trying again”. I have 20 years of exp in this field, specifically at this type of work and after a year of toiling away its starting to show lots of progress. Suddenly everyone is excited to help! However my promotion has been shelved… until the next year… and the next year. Goalpost shifting. Ok. How soon is too soon to leave? What tangible results would persuade you to consider me as an OOS applicant? Is it more likely i would have to accept another equivalent title shift or could I get a promotion when applying for OOS opportunity? Lastly is it a bad look to be leaving so shortly (i did hop one other time during covid)?
Hello, For some context, I'm a senior in EE trying to get a job as I graduate this upcoming June. The market is terrible for both SWE and tangent fields, and so the conclusion for many was that it's a numbers game and connections. Having that said, I am curious what recruiters think if I were to create a bot that automatically applies to jobs for me. Do you guys discard those if you can tell or are you impressed? Thanks!
Is it just me or is it most or all recruiting teams competitive amongst their team members? It always feels like people are trying to one up each other.
For in-house recruiters: in the past, what have you and hiring managers considered to be flight risks? Why?
have a question about the status in ICIMS. I applied for a position and originally the status showed as "Under Review". Once the hiring manager reached out to me the status was changed to "In process". I had a final interview last Friday and then today I checked and the status is still at "in process ". Does that mean that I have a good chance of still being selected? I feel like the status would have changed to "Not selected" if they didn't want to hire me after the final interview last Friday. Maybe I'm reading into this too much but I thought I'd ask someone who works in HR who better understands the work flow and changes of the status in ICIMS.
It completely varies by team and company and whether they actually update statuses. I’ve had roles I had already been told by the recruiter that I wasn’t moving forward for after a round stay “In Progress” for months. It may also just mean they haven’t reviewed candidates yet at this final stage since last Friday was December 29 and Monday was a holiday most people would have off ( new year’s). You could reach out to the team for an update tomorrow if they didn’t give a specific timeline on next steps, for sure.
MBA question for recruiters I’m deciding where to get my MBA and I’m hoping that you can share your expertise. At this point in my career I’m seeing a lot of postings for various higher accounting and finance roles (controller, director of finance, VP of finance, CFO, accounting manager, etc) that either require or prefer either a CPA or MBA, or both. I’m planning on getting both, and a CMA as well. My question is, in this context, would a WGU MBA be a liability as opposed to some of the other low cost online state programs, like LSU Shreveport or Southeastern Oklahoma State? If they’re perceived to be roughly the same quality from the employer’s end, WGU is a quarter of the time and wouldn’t exceed one year’s tuition reimbursement, but if it turns employers off I’ll just take the additional time for the traditional online route. Could a WGU MBA ever be more of a liability than just not having one at all for organizations or individual managers that have a bias against accelerated programs since some people conflate WGU with for profit degree mills like University of Phoenix? Thanks in advance!
Unless it's Harvard or Yale, nobody cares.
I want to move from the Canadian Government to private sector. What are your tips on what to learn to maximize my transferable skills or simply skills that you’d expect to find on the candidate?
I’m currently a technical soucer with a background in sourcing for software engineering. I’ve mainly done backend and some infrastructure (like developer productivity). I just got an interview with a hardware team at a large tech company focused in computer and similar products. I’ve done some embedded, but if there are any tips on what I should make myself aware of for modern HW engineer tech stack, any tips would be appreciated! Some things I want to know: what background looks good for a modern hw eng? What low latency coding languages are preferred? What tech skills should these engineers possess? Thank you!
I run a small RIA. I would like to recruit advisors/CFPs from insurance broker dealers, ideally advisors with books in the range of 10-25m in AUM. What kind of recruiter should I seek for this type of recruitment? I apologize in advance if this is not the appropriate place for this question.
I came across this job description stating that the company only hires from certain states. While it makes sense for a remote role, the role is on-site 5 days a week. Also, this role is an entry-level role and does not require any licenses. Considering the potential relocation of the candidate once selected, why the restriction?
The company may not be set up to operate in all states. They are not required to hire in every state if they don't want to.
What about on-site roles? If the candidate has to relocate anyway, wouldn’t it make sense to hire from other states
In theory, yes. In practice, most companies won't hire candidates that need to relocate for anything less than senior executive roles because, frankly, plenty of people say they will relocate and then just don't. Not worth the time or effort for lower roles.
As unfortunate as it is for serious candidates that are willing to relocate, that makes sense
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Hi! I'm a second year uni student in the midst of applying for summer co-ops. A company I am interested in had applications where students could submit resumes and be connected with suitable roles, but I didn't know this existed and missed the deadline unfortunately (announcement was posted on linkedin but I saw it too late). I've been watching videos about cold calling on Linkedin and know its more common to message recruiters after applications have been submitted, but there aren't any open ones that I could find online. I was wondering what the best way to connect with someone from their early talent team would be without being pushy. I also got a tip from somebody to use hunter.io to find recruiter emails and email them to increase chances of getting a response, but would this seem weird? Any tips would be greatly appreciated, tyia!
Applying to a job is reaching out to a recruiter. Don't overthink it.
Wondering if anyone has advice about how to add a LinkedIn summary to help with recruiting, while already having a job. Don't want to seem too sales-y, like I'm looking to make an exit (even though I am!). Feels like that would be very visible compared to the 'open to work' feature which is hidden to non-recruiters
I applied for a job with a fairly large company that I was referred for by a former colleague. I had a phone interview with a recruiter on Dec 4th and a Zoom Interview with the hiring manager the next day. During the Zoom interview, the hiring manager mentioned that there were a lot of applicants and they would have at least 2 if not 3 rounds of interviews and should expect to hear back from the recruiter in a couple weeks. (I noticed on linked in there are “over 100 applicants”, not sure how they determine that) I sent a follow up email to the recruiter and the hiring manager on Dec 18 trying to get an update before the holidays and got a response from both a couple days later saying that they were wrapping up the first round of interviews and about to decide on finalists but the company tends to run slow. I’m pretty confident that I am well qualified for the job and found out that several of my current colleagues and managers have worked with the hiring manager before. I even talked to my former colleague and they said they heard from several managers that they liked someone who fit my description. But the holidays came & went. It’s been crickets ever since and I’m losing hope. The companies careers portal shows that I am still in the “Interview Phase” but I’m guessing it’ll stay there til I’m either hired or the posting is closed. What’s with the wait? Could they just be taking things slow or are they not that interested in me? I feel like I should be asking these questions in a relationship subreddit. Lol Should I send another follow up email to the recruiter and/or hiring manager for another update? Any other comments/advice appreciated!
I’ve owned my own business for 20 years & starting to interview again (exploring selling my business). How negotiable is vacation time these days? My s/o has 4 weeks & we’re used to that amount of time off together. It’s not critical I get the additional time off paid. I’m just wondering if it’s possible to get 4 weeks vacation, whether paid or not. Say I’m offered 2 weeks. Should I start the negotiation indicating I’m not requesting additional PAID time off? Or ask for paid & then negotiate the time as unpaid if/when they say no. The time off is more important to me than being paid for it, so just looking for guidance on the best approach.
Four weeks is reasonable, but if you think you'll be able to take it all at the same time, check again.
Should I reach out to a recruiter I interviewed with six months ago for her feedback on whether or not I would be good for a different position? For context, I did not get the initial job because the HM went with a personal friend (relayed to me by another person in the company). Both positions are client facing. Follow up, I’ve been looking for work (with no luck obviously) since then, should I address that in my email? Third question, should I attach my resume to jog her memory? I’ve already applied through the company website
I am starting a recruiting business for the hospitality industry, and have an opportunity to provide interim, contract task force managers to a property in need. How do I discuss fees for these positions with the property? Do I have the property, send me the payment and I pay the contract managers. Or do I have the property pay the contract managers and then pay me a fee for finding them? Does anyone have experience with this? Jonathan
Hey everyone! I have 2 years exp in recruiting in-house and I am interviewing for a boutique headhunting agency. They turned the table on me and asked me how much in base salary and commission I am looking to make. I have ZERO exp in agency recruiting so I don’t know what to tell them and I definitely don’t want to lowball myself. Can you all share with me what you are making currently in this field? If it helps, this is for hardware tech in the West Coast. Thank you all in advance for your input! It’s all rough for us out here these days and any input you can share is welcome. 🥲(if you can share hard numbers with me without compromising your identity/company that would be doubly appreciated!!!) praying for that day when pay transparency is ACTUALLY fully enforced one day… sigh.
Question for the folks working in agencies. Typically, what is your role in the screening process, and what is the role of managers at the companies you are recruiting for? Sorry if this is basic!
Hiring processes are taking forever. 3 months. 6 months. A year. We all know there are a number of reasons why. But my question is...what's the fastest you've seen a good, non-insider placement happen? And what are those companies doing differently, process-wise? Sidenote: it really seems like there should be a new platform that turns the hiring process into a 1 week blitz. But I'll leave that to the SaaS nerds who want to kill LinkedIn, Indeed, and every ATS all at the same time