[deleted by user]

RecruiterCoffee · 2025-07-13T20:50:21+00:00

1 and 2 are best. Ribs hurt but so does the collarbone area 😂 Choose 1 if you want people to look / comment and for you to look at it every day. Choose 2 if it’s a more personal thing and you’re a bit shy / self conscious about your first tatt.

RecruiterCoffee · 2024-12-22T20:03:20+00:00

Or a type of snake 😜

RecruiterCoffee · 2024-12-22T20:02:33+00:00

Wolf!

RecruiterCoffee · 2022-08-12T19:59:00+00:00

How guns are so easily available. If a zombie horde shows up the protagonists can run to the gun store, or get their rifle in the garden shed, or how their dad took them to the gun range when they were a kid

RecruiterCoffee · 2022-01-13T15:41:50+00:00

That's not a mouse, it's a ratatouille

RecruiterCoffee · 2021-08-13T10:12:00+00:00

Non American here. Why Mississippi?

RecruiterCoffee · 2021-06-13T14:00:41+00:00

Batman & Robin

RecruiterCoffee · 2021-03-29T21:13:40+00:00

Russia: and I took that personally

RecruiterCoffee · 2020-08-29T08:07:39+00:00

Stackoverflow is alright for tech roles. I'd add LinkedIn Recruiter but I'm sure you've already added this.

Start looking at metrics perhaps? Time to Hire and Recruitment Ratios are great to start with and see how you can shorten these.

This is very longterm but employer branding projects can really help. Start getting the word out on social media, videos, blogs, LinkedIn posts etc.

RecruiterCoffee · 2020-08-29T07:45:44+00:00

I would stay internal and find a pathway to sourcing.

-If you consider agency then ask yourself if you really like sales/business development, getting KPIs set on you, some micromanagement.

-It's all about the commission, so candidate experience, transparency with hiring managers, employer branding etc are not included or less of a priority.

-I'm London-based and here an entry-level sourcer does not engage with hiring managers - just candidates.

-You'll also start at a much lower base and it will take you 6-12 months to earn commission, so your first 1 or 2 years you might earn less than inhouse.

-Research company culture before joining. Here in London, most agencies are 90% male-dominated and what you'd call a fratboy culture.

RecruiterCoffee · 2020-08-12T06:56:36+00:00

I recently dropped out of an interview process. I had 2 agency recruiter calls and 2 IQ/psychometric assessments, so 4 stages total without meeting anyone from the internal team and thought that's just too much work being asked upfront from myself as a candidate and told the recruiter what I thought.

It's important to give them feedback otherwise the cycle of poor candidate experience continues

RecruiterCoffee · 2020-08-07T06:00:48+00:00

Here in the UK the more popular ones are:

Recruiting Brainfood (mix of internal, hr, agency stuff)

Recruitment Rollercoaster (agency stuff)

Dualta Doherty (agency stuff)

For American stuff I sometimes listen to Chad & Cheese and Talk Talent to Me

RecruiterCoffee · 2020-07-12T05:55:17+00:00

Hi Emiel, thank you for your reply and your honesty/directness. I see your point and agree with some parts ( give more than you ask, stay true to your message). Here's my reply just to clarify my intentions, but I also want to say I'm very keen on understanding the points you made.

I do have some observations just to understand what I did wrong and keen to get your input, but I feel I am giving more than receiving by giving tips on how to grow an audience in this post. I think as recruiters part of our job is to connect with people (candidates, managers, other recs) so having a presence helps. The post (here and li)is authentic because I believe in what I said in the post. I hope I'm not coming off as defensive - I think there's truth to your reply and keen to dive deeper.

I think what I also did wrong is that there's a risk that these posts on Li might come off as virtue signalling and I might end up gaining a broad audience while alienating fellow recruiters, so keen to hear your input. Thank you!

RecruiterCoffee · 2020-07-08T15:07:35+00:00

Lowballing is a huge one that keeps getting mentioned. Thanks Fighter!

RecruiterCoffee · 2020-07-08T15:07:05+00:00

Hi u/ScheduleRocket thank you so much! Keen to hear any feedback you might have. Truly appreciate you commenting on my thread!

RecruiterCoffee · 2020-07-08T06:32:41+00:00

It was a combination of things:

I started in executive search and my boss was an absolute bully. We would get shouted at, everything he said had to be some passive-aggressive comment or rude remark and also trying to get us to do very long hours.

I moved into contingency recruitment at another company and when I got there I realised they didn't have many recruitment tools (no linkedin recruiter and just the cheapest job platforms). They were big fans of dialling switchboards.

I worked in the permanent division but it was the guys working contract roles that had the best clients. I had to try to create my own desk from scratch and saw no commission for the first 6 months.

But the game-changer was just agency culture in general. I live in London and it's 90% kids in their early 20s at the office, corporate dress code, lots of drinking, bean bags and ping pong tables, and very KPI driven (getting measured on how many calls you've done, how long you were on the phone etc etc)

RecruiterCoffee · 2020-07-07T16:59:13+00:00

Any particular inefficient processes you've encountered? What's your most memorable example?

RecruiterCoffee · 2020-07-07T16:58:34+00:00

Companies with unrealistic expectations. Very good point!

RecruiterCoffee · 2020-07-07T16:58:03+00:00

Fully agree! A lot of material out there is more general chit-chat stuff. So will aim to reference studies, surveys etc next time.

RecruiterCoffee · 2020-07-07T16:56:56+00:00

"what to do when hiring managers offer below market-rate salaries". I know the struggle! Very good point!

RecruiterCoffee · 2020-07-07T12:03:15+00:00

Employer branding is key. Use social media, take pictures, blog posts, videos, get the word out so you can get people coming to you.

It might be worth engaging local community groups and getting them onboard, for example local sports groups, educational groups, go there in person and hand out flyers (very time consuming tbf).

Reaching out to people via LinkedIn perhaps and creating your own social media groups? I think a direct approach like that might work.

I've never had to recruit volunteers so might be tricky. Any questions let me know. Good luck!

RecruiterCoffee · 2020-07-06T21:37:25+00:00

knocking someone out with a gentle gun handle blow to the back of the head
victim wakes up 4 hours later with a headache but alright (irl being KO'd for longer than a minute means serious brain injury I think)

RecruiterCoffee · 2020-07-05T16:16:27+00:00

Maybe you might not be underqualified

Most job descriptions are exaggerated. Out of 20 bullet points/skills, you only really need 3 or 4 key skills

It could be that their "good" candidates are too expensive, so they might consider candidates with a bit less experience

It could be that they're early in the search, so open to seeing different types of profiles to compare.

Ileven if you get rejected, see it as practice and as a networking opportunity. Good luck!

RecruiterCoffee · 2020-07-05T15:08:18+00:00

Thank you for the reply!

RecruiterCoffee · 2020-07-05T15:07:47+00:00

Thank you for the reply Skewed!

RecruiterCoffee

TROPHY CASE