Hi, I recently started working as a student recruiter and an advisor. Besides my admin job (application assistance, CV and personal statement support) I’m supposed to recruit new students for UK universities. Do you have any advise as to where to find potential applicants? I’ve been posting to FB groups but other than that, I don’t have a clue how to find people. Thank you in advance for your advice. submitted by /u/Organic-Flamingo-996 [link] [comments]

Hi all, I need some advice. I’m so burnt out in my current agency role. I recruit for an area of finance that has been massively impacted by ai and outsourcing, so finding jobs has been harder than ever. I don’t want to do agency forever, as i’m sick of the constant pressure and the overall toxic environment, and i’m considering trying to go internal as I do ultimately love recruitment. My company has been impacted by a lot of internal leadership changes recently, AND the new leadership team have pushed cost saving initiatives. Because of this, most teams are massively short staffed, and everyone is overworked. I DREAD Mondays and i’m also bored recruiting in one area. To top it all off, our commission structure is awful, and i’m so demotivated. Those who have made the switch, what was it like moving into a TA role? submitted by /u/SelectiveCat17 [link] [comments]

Agency recruiters: How does your firm handle shared candidate pools? I work at a small boutique recruiting agency (3 people total, including the owner) focused on civil engineering. We all recruit in the same niche, with no restrictions on territory, clients, or candidate ownership. We also share the same Indeed account, so any new applicants are visible to everyone. Historically, everyone started working when they got to the office and contacted candidates during normal business hours. However, over time we’ve run into situations where recruiters started working outside those hours to get first access to new applicants. At one point, weekend sourcing became an issue, and we ended up implementing a no-Indeed-on-weekends rule because it was creating tension around candidate ownership. Now the same thing is happening with early mornings. One recruiter logs in around 6:00 AM to contact overnight applicants before anyone else is online. I started doing the same to stay competitive, but I’ve found that it creates a bit of an arms-race dynamic where the solution is simply to start working earlier and earlier. My manager’s perspective is that everyone has the same opportunity to do it, and therefore it’s fair. I understand that argument. On the other hand, my view is that when you’re dealing with a shared candidate pool, some boundaries can help maintain a more level playing field and prevent work from constantly creeping into personal time. For context, we also source heavily on LinkedIn, and I have no issue with people working that outside of normal hours because those efforts are more individual. My concern is specifically around a shared resource where access is largely determined by who gets there first. I’m genuinely curious how other agencies handle this. Do you have candidate ownership rules, assigned territories, designated sourcing hours, or is it simply first come, first served at all times? Am I looking at this the wrong way? submitted by /u/GroundbreakingOil840 [link] [comments]

We are preparing to hire for a senior leadership role and have been talking with both larger executive search firms and smaller boutique firms. The bigger firms seem to offer a wider network and more established reputation, which is appealing. The boutique firms we've spoken with are making a strong case for a more hands-on approach, with things like detailed market mapping, direct outreach to passive candidates, and a more customized search process. What I'm struggling to figure out is whether those differences actually lead to better results in practice. For those who have worked with both, did you notice a meaningful difference in candidate quality and search execution, or did the individual team and process matter more than the size of the firm? submitted by /u/fluxcircuit [link] [comments]

Hello everyone. I’m very new into my HR career, I did a co op for 4 months and was hired on by the company. It’s been about 5 months in this paid position and I’m miserable. My mental health took a turn and I began seeing a therapist. Just when I thought things were working out the company is going through some changes so I’m basically supporting two high volume regions on my own for M&L roles. I’m feeling so frustrated. The talents that are applying are either not good fits at all or meet every requirement but one so they wouldn’t be considered so I feel like I’m constantly starting at zero. I’m feeling so overwhelmed and I want to quit. submitted by /u/Halostardust [link] [comments]

I am looking for kind of companies who have a good work life balance in talent acquisition. Currently working in adertising industry (so burnt out) I wanna switch into more of a product or financial services company for more tech recruitment role. As in my current organization I am so sick of roles and these people don't even approve a 30% hike for offers i mean I literally feel bad as a recruiter to give bare minimum to my candidates. Then later on they get good pay they back out and the blame is on me. I hate the mindset of people here like they are so cheap can't give much hike to candidates and expect one recruiter to close multiple roles. I thought maybe I should stay and learn maybe it's the same everywhere but I am not sure if it is the same anymore. Hiring manager expects skilled people to join immediately they don't even bother to interview 60-90 days notice period candidates. I am just so sick and done from here idk what I hate is it recruitment or is it the culture!!?? submitted by /u/May_dreams [link] [comments]

I'm a new Intern at an HR consultancy, and my company receives quite a bit of applications. The problem is that the applications are through email. We tell applicants to send their CVs to our mail. For some reason they won't use forms like Google Forms etc. They probably have their reason why, and I know it's easier to arrange the data that way. There's a lot of information all over the place, and to get candidate information, we have to manually search and go through a rigorous process. So I looked up a way to automatically extract the information we need and document them, and I saw that a solution is to use an ATS. The problem is what ATS to use? There's also another issue where we want to create a openings page, so like a "roles we are looking for for our clients" on our website, and we can't really get a web dev to do it. I also saw that we could use an ATS to create a custom one. I need recommendations for what ATS that can do these two things, or perhaps tools that can do either one of them, whether free or paid(but we can try it out first). submitted by /u/ToxiChris [link] [comments]

I just started at a tiny company where I’m recruiting 10 senior-level tech roles and my current company uses only Indeed, but I’m hoping to branch out a bit. Do you find better applicants on LinkedIn or Dice and which is worth the cost? submitted by /u/Key-Employment73 [link] [comments]

i've been interviewing quite a few candidates recently, mostly in tech-related roles, and i'm starting to wonder whether traditional cvs are becoming a much weaker signal than they used to be. it feels like almost everyone knows how to optimize their application now. cvs are polished, linkedin profiles are polished, people prepare extensively for interviews, and ai tools make it easier than ever to improve how experience is presented. i'm not saying candidates are doing anything wrong. if the tools exist, people will use them. what i'm struggling with is figuring out which signals are actually reliable now. i've had situations where someone's cv and take-home work looked excellent, but the live conversation told a very different story. i've also seen the opposite happen. have you changed the way you assess candidates over the last year or two? what parts of your hiring process still feel like strong indicators of real competence? submitted by /u/aleksandrarajkowska [link] [comments]

I was a recruiter in the trucking industry about 4 years ago and I did really well, but I never needed to use social media for anything. I've thought about getting back into recruiting because I loved it, but what stops me is the idea that I'd have to have a social media presence to attract candidates. If I were to get back into recruiting, it would not be in trucking, more likely corporate recruiting. LinkedIn is a given and that's fine, but do recruiters need to have other social media platforms to be successful? submitted by /u/I__Am__Matt [link] [comments]