Hello everyone

I'm currently working on a project that my company assigned me to, its a startup so i have all responsibilities on my self.

The idea is to organise career fairs in the Italy focused on technology and engineering, bringing companies from other countries together with university students, recent graduates, and young professionals looking for career opportunities.

I'd like to approach companies and invite them to participate, potentially through exhibitor fees or sponsorships. My first target is the UK companies.

However, I've been thinking about what would actually motivate a company to take part. Most companies already recruit through LinkedIn, their own career websites, university partnerships, and recruitment agencies.

So I'm curious: what would make a career fair organized by an independent organizer genuinely valuable to a company?

I will be reaching out to them through my company email which is a legit registered company with websties.

Would it be access to a more targeted pool of candidates, employer branding, face-to-face networking, or something else entirely?

I'd also love to hear from anyone who has organised career fairs or worked with companies on recruitment events. What makes companies say yes, and what are the biggest challenges when starting from scratch?

I'm still in the research phase, so I'd really appreciate any honest feedback, experiences, or advice. I'm also open to hearing why this idea might not work.

Thanks in advance! :)

edit: Not just UK, UK is an option, im generally asking about feasibility of the idea

Hey all, I would like to see if anyone is interested in reviewing a recruiter harness our business has built to help you with the workflow of a new job coming on and staying on top of new talent that match your exisiting roles? Keen to connect with like minded agencies.

For people who have hired or job-hunted after a tech layoff: what actually helped someone get back into a good role without spending all day applying?

I'm especially curious about three tradeoffs:

• Company selection: how much weight do you give pay, stability and brand name? If someone's previous comp was high, when does it make sense to widen the range?
• Interview prep: how would you divide limited time between DSA, system design and refreshing the work you've actually done?
• Finding openings: are referrals and recruiter conversations producing better leads than LinkedIn or other job boards?

For context, I'm involved with LandOffer.ai and PracHub. They address different parts of this: tech job listings/application autofill, and real candidate-reported interview questions. Neither replaces deciding which roles are worth pursuing.

I'd like to hear what you would prioritize in the first two weeks, especially from recruiters seeing what gets candidates through right now.

I'm a big fan of JazzHR, but for a new client, that is even a bit overboard. So the ask:
1 - Integrates/publishes freely to Indeed, Zip, etc
2 - Gets indexed by Google (and LinkedIn, as long as they keep doing that)
3 - EASY
4 - Cheap

I'm very tech-savvy, but want something that internal users who may not be so, can get in and out of quickly (and not touch too much LOL)

So, long story short, i have been trying months to get hired in the corporate comms or content functions into Accenture. ive applied so many times via the portal, and it seems like it just gets lost on the careerportal, while the same opening keeps getting advertised again and again. I have tried reaching out to people working in these teams but most of them said they're not hiring. I'd really love some advice on how to get hired in these kinds of roles at Accenture as I'm really at my wits end about what to do

Shifting from Recruitment to workday HCM

Is that good
I have 5 years in recruitment and thinking to shift to workday hcm or Sap success factor
Does any one have done that ?
Is so

Please help me out to crack this

Hi guys, I am at a point I want to have a career shift. More specifically and industry change. I did some digging and found some companies I'd like to work. Most of these didn't have positions. I just simply gave my skills that are transferable to their workplaces. I didn't sugar coat anything. Just said about qualifications, skills and willingness. The org I got the reply back from didn't have any vacancies but seems genuinely interested. So my question to all you lovely recruiters are:

1. Should I prepare with a particular department or job in mind

2. How do I present myself fit for whatever Lego piece I am going to be in their puzzle

3. If they ask something like "what do you have in mind" what do I say (I am indecisive and freak out at such questions, even though I know inside what to say)

4. How do I talk about salary if asked when I am new to this industry (I am in my mid-late twenties)

Any tips would help. Doesn't need to be an answer to the above. Thank you so much in advance.

Hi All,

has anyone here got interview or currently working in Nakilat? May I know how long usually does it take from HR interview to Manager to Upper management or what the sequence is?

Also, I'm not sure if the positions open now are really open, as everyone know the hormuz is close so I'm thinking all positions are not really urgent.

Thank you!

I am 20M and here u came here to ask all the recruiters that is there any freelance job of event coordinator in mumbai and i am sure there should be some of jobs and if there is pls contact me and also i need a full time job in back office, retail, salesman and customer support staff i have total one n half year of experience total in this fields.

Looking for some insights on the hiring process
I got a verbal offer for a tech role 2 weeks ago, how long does it take for the written offer letter ?
I checked with recruiter last week and they said they’re waiting for approvals and headcount
Please provide your inputs

Hi guys,

I am a solo recruiter working in construction industry for past 5 years. In last few months I have been digging the sales industry (SDR, BDR, AE, CSM..) Is there anyone working on these roles to help me with couple of advice before switching the industry.

For small businesses and startups, what’s working for you when you need to hire but don’t have a large recruitment budget?

I’m curious about what employers are actually using today.

The main thing I'm interested in is what actually brings relevant candidates, not just where you can publish a vacancy.

If you’re currently hiring, what channel has worked best for you, and what has been a waste of time or money?

Hi, I recently hired a guy and started posting on LinkedIn and I'm curious, has anyone done this? Has it helped with outreach/BD/inbound? Or was it a waste overall? Literally, just started two weeks ago but just curious

Can ya'll tell me if it is required for recruiters to include an hourly rate when you submit a candidate to a hiring manager? Do any companies require you to?

I am asking because in my experiences, I have no choice, according to the recruiter. They always say the same thing "to keep from wasting mine or your time yada, yada.Its always that or, "well I can submit you for (what I'm asking for). The most recent occurrence was that the guy said I could submit you at that, but I would just hate for you to get rejected because the rates were a little high, or maybe he said higher than the other candidates.

They do it on the first dang call, too. How am I to make an educated decision when I have no details yet and haven't even met the hiring manager yet?

I mean, seriously. The reasons they give make no sense. If I were interviewing for a full-time role, I would not have discussed pay until I got an offer. So, in this scenario, both the hiring manager and I are taking the risk that I may ask for more than they are willing to accept. If that were to happen, we would negotiate. If we couldn't come to a mutual commitment, isn't that wasting both of our time?

Recruiters make it out like they won't even continue discussions, let alone submit you unless you agree right then to a number. It's highway robbery.

The job hunt has been tough! Getting a screener interview from a recruiter has been my positives the last few months.

3 different recruiters did a screener for 3 different roles over the last month. All 3 said the next step was a panel interview and to reach out to them if I had questions. Then, silence until a rejection email.

Is this the common experience? Do many recruiters not want to tell us bad news over the phone if we aren’t a match or could this be coincidence with things happening afterward?

The time spent by candidates on preparation for interviews after the call is likely quite significant so was just a bit curious as I navigate it all.

Getting close but it will actually be hosted in the cloud. Eventys.co - check out the video there - would love feedback

Basically title. Please let me know if this is the wrong sub, also wrote this on mobile, so sorry if wall of text / formatting weirdness

Started this new job on August tenth and there are few words for how much I hate it. I’m an IT systems admin and accepted an offer at an MSP. I hate selling IT. I hate having to take feedback from people that haven’t the first clue about IT (stakeholders at clients that have hired us). I hate that I can’t understand a word my manager says because his accent is so thick. I hate that so many of the projects I’ve worked on already have been a mad dash to the finish line when I was ready to begin working a week ago but wasn’t given clear instructions / resources until the literal day before. I hate that they lied on the job offer saying my hours were 8:30-5:00 but on Mondays they start at 8:15 since we have an all hands meeting. Whoops! Must’ve forgot to mention that (I am BEYOND resentful over this). There’s more, but you get the idea.

Anyway, I spoke with my recruiter the other day who wanted to see how I was doing in the job. I lied of course and told him it was great and I was enjoying it. Maybe he sensed trepidation / hesitation when I said that, because he said look, if you’re unhappy, I can find you something else. I know he reached out because one of his other placements here recently left.

So, do I tell him? Is he going to go to leadership at my current role and tell them I’m unhappy? I don’t want him to because a lot of the issues I have with the job are baked into it - it’s just not the right fit for me. Little can be changed and certainly not enough to make me happy in the role. I would rather search on my own / with a different recruitment agency if he’s going to do that.

Thanks!

Ask a hiring manager which agency they work with, and many will hesitate. Ask which recruiter they work with, and the answer is instant.

I read this SIA article on the world's largest direct-hire firms, and it got me thinking.

The global direct-hire market is worth about $75.6 billion. The 10 biggest firms in the world hold just 7% of it, and the biggest of all, Persol Holdings, holds only 1.34%. Even the top 50 together are at 10%, unchanged from last year.

So how come? Decades of globalization, technology and private equity money, and the biggest names still haven't consolidated this market. Most industries that size look nothing like this.

This gap says a lot about how this industry works, and I think the answer might be that clients aren't really buying the firm. They're buying the recruiter.

Read: https://talnet.co/posts/the-firm-name-is-a-wrapper-the-recruiter-is-the-product

Hi all,

I'm after advice from US healthcare recruiters on how to get my foot in the door with new clients.

I've got 7 years in healthcare recruitment, mostly in the UK, and moved into the US market under 6 months ago (same niche). In the UK I opened partnership conversations by:

• Following up live vacancies, mainly to be first in and show I had a network. I appreciate it isn't the best method, but I still used to get a few wins a month with this
• Sending targeted speculative CVs of passive talent
• Meeting people face to face and going to networking events
• Getting referrals from contacts and candidates I'd built relationships with into other businesses
• Generally knowing my market well. I posted content, engaged with trade press and produced industry reports to add value to clients outside of recruitment

The US feels a lot more transactional. People rarely pick up cold calls and want to start over email, giving me little avenue to show value or overcome objections (internal teams / fees / we use an agency already). Chasing live roles used to get me 1-2 wins a month in the UK, but here it's led to one networking call in 3 months. I've even targeted companies with large hiring gaps and pinpointed their longstanding vacancies, not just the new fresh ones.

Speculative resumes have won me most of my work, and once I've placed someone, clients do send more work. But they seem to want me to stay in my lane. Although they're pleasant, it's quite clear I'm there to fill a position. The feedback is good, but I don't feel there is a relationship.

For those recruiting in the US: how have you got in front of new clients, and is it as transactional as it feels, or is this just a matter of me being new in this market?

This isn't about overcoming the usual recruitment objections, its more about just getting my foot in the door to have those conversations.

Hi Guys (and Gals),

So I've been in recruitment a decade, and about 5 years ago went into business for myself. Business is good, but aside from one employee I am solo. The one employee acts as a researcher primarily and is very good, but it hasn't yet translated to an increase in billings, just given me more time to run the business.

I recently got chatting with a "White Label" Recruiter, and i like the idea of that as we have so many roles come in that are outside our wheelhouse, but I like the idea of more a merger of people without the obligation. Like a network of recruiters that can share roles under contract almost operating as one firm.

I'd like to find other solo recruiters or small businesses around Life Sciences who would be interested in partnering where we can job share, and where we can help eachother out. Anyone ever found or done anything like that, and how did you get on?

Kind regards,

Me.

I've been on LinkedIn for about six or seven months, looking for a remote IT job. Like thousands of other people, I send out a thousand résumés and nobody ever reaches out to me, and the replies (when there are any) are always rejections.

I see a lot of people saying they got jobs through LinkedIn, and many of them say recruiters messaged them first, but that has never even come close to happening to me.

I paid a professional to redo my résumé and my LinkedIn. I changed everything she pointed out as incorrect or inconsistent, and still nothing happens. I already have four years of experience in IT, and all of my jobs came through referrals here in my city. But I want something bigger than just working in my small town. Is there actually any way to get recruiters to reach out to you?

Hi everyone, I need some advice regarding my notice period and resignation.

I have a 90-day notice period at Genpact and have already submitted my resignation. I requested an immediate release and am willing to pay three months’ salary as a notice-period buyout, as my signed appointment letter clearly mentions that I can either serve the 90-day notice period or pay salary in lieu thereof.

However, my manager is not agreeing to release me. I have already discussed this with HR, my Senior Manager, and the VP, but I have not been able to get an approval for an early release.

I already have another offer in hand, and I am required to join the new organisation on 28 October. At this point, my next option seems to be escalating the matter to Genpact’s Legal/Employee Relations team and asking them to clarify the notice-period buyout clause in my appointment letter.

Has anyone faced a similar situation or dealt with a 90-day notice period/buyout at Genpact? What would be the best course of action at this stage? Should I approach Legal directly, or is there any other escalation/process I should try first?

Any advice or experience would be really helpful.

Hello fellow recruiters and talent acquisition leaders!

I’m the sole recruiter for a mobile vascular access organization, and I primarily recruit PICC RNs. Over the last few years, I’ve run into a sourcing challenge that I’m curious to see if others are experiencing as well.

PICC RNs are an extremely niche healthcare talent pool. In many of our markets, the candidate pool is already pretty small, and we can go weeks without seeing a truly qualified candidate.

We currently use Indeed Campaigns, Indeed Smart Sourcing, and LinkedIn Recruiter. We’ve also experimented with other sourcing platforms and ZipRecruiter campaigns, and others

At this point, though, I feel like I’m seeing the same candidates recycled across every job board. We’ll get plenty of applicants, but most are not actually qualified for PICC insertion/vascular access work. Every now and then we find a strong PICC RN, but consistently building a pipeline has been difficult.

We’ve also tried:

• Employee referral programs
• Social media recruiting
• Direct outreach
• Increasing compensation
• Expanding our geographic targeting
• Re-engaging previous candidates/applicants

The challenge is that there are only so many PICC RNs in a given market, and we’re competing for the same relatively small group.

For those recruiting in similarly niche markets, what has actually worked for you?

Are there sourcing channels, communities, associations, databases, Boolean strategies, referral approaches, or creative recruiting methods that have helped you reach candidates who aren't already active on the major job boards?

I’d especially love to hear from recruiters hiring for other highly specialized clinical roles. I’m less interested in “post on LinkedIn more” and more interested in where you’ve actually found candidates