Hi all,
I have about 5 years in recruitment, both internal and agency.
I've worked in clinical, technology and in blue collar labour hire.
Fire away, I'll get to your questions as soon as I can :)
[AMA] I'm a Talent Acquisition Partner (Recruitment)
spook290 on 15/02/2018 - 12:03
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How do I move into recruitment? What skills/Quals do I need to display to employers/recruitment agencies? I've worked for an employment service and have a HR degree. Struggling to be taken seriously, even though I recruited for employers as part of my role.
Any tips?Agency recruitment you don't need a specific background to get into it, and can be a good place to learn the ropes as a resourcer or candidate manager so you don't have the pressure of sales.
It's about attitude and showing the right behaviors (I.e that in the future you could meet with clients and win business). Don't be afraid to approach people directly by picking up the phone, that's what most of the job is about!
Just wanted to say well done OP; you've resisted the baiting by numerous trolls on here and have given up your time to give an insight into your industry.
Thanks :)
I still have the lens, while I am mostly anonymous (as far as I know!) it's still best to represent my employer in the best light possible.
And to try and show that not all of us in recruitment are as bad as people think :)
i'm in sydney and am looking for a recruiter in the financial services field. can you point me to some contact :P
If it is within technology, I might be able to help, majority of my career has been in that space, send me a PM!
If Leonardo Da Vinci or Albert Einstein applied for a job relating to their jobs and came in naked said "stfu you pleb and just hire me already so I can make your clients company billions. Would you still hire them?
A lot of my job is screening around personality/culture fit rather than technical skills.
I've had similar wording's in resumes before and they didn't go far!
So would you recommend them to a company or not?
I wouldn't no, I hear the saying of 'Culture eats strategy for breakfast', someone might be an individual success, but with that kind of attitude they can potentially do far more damage.
I've seen it when I used to work in agency, someone would be an amazing biller, but at the cost of their team and the brand reputation.
I'm 15 years in IT, global tech vendor sales BDM , and in Melbourne.
Can you help me with a new role please?
Sure, send me a PM.
The business I work for does no sales, but we may have something of interest, alternatively I might be able to connect you with someone I know.
If I was looking for a job,
What would be your recommended site to apply on?
So far my experiences have basically been only on seek and i've had good recruiters and some recruiters who are the worst bottom feeding scums of society.
Roles are generally always advertised on Seek, it makes no difference if you apply on Seek, company website or LinkedIn pages, they're much of a muchness, the applications go into the same system under the same job.
If you apply directly with businesses as opposed to a recruitment agency, you can avoid the middleman of sorts.
Is that true there is a lot of demands for talented developers and that contracting is way better than full-time and you'll ever find it hard to find another contracting job?
Depends where you live. Sydney / Melbourne yes, Brisbane no, Canberra maybe.
In Melbourne there is always a demand for talented devs.
Contractings vs perm is about priorities, do you want money now? Or would you prefer career growth?
Contracting you get a higher wage, but it is harder to progress within the business.
are you using / planning to use predictive recruitment?
Previous job, we did a lot around workforce planning and I a general idea of recruitment planned around 9 months in advance.
Most businesses will have an idea of their strategy and can plan some roles, but resignations happen all the time so best plans often fall to waste.
I think there is a lot of value in forward planning
Thanks for the answer mate and that's for sure.
I'm sorry, I should have made myself clearer. When I asked about predictive recruitment, it was more in the lines of using machine learning / AI for recruiting which has become a bit of a buzz from what I see. A typical example would be selecting the best candidates out of a pool of CVs/other tests by a model trained on past data of the same and their respective KPIs that the business is interested in.
Do you do/plan to do anything on the same lines? Thanks!
Oh right, my mistake!
There has been a lot of talk around that, a few companies are already doing this in a part way.
I met (i forget their name) a company that has algorithms for the best 50 available developers on the market, the kicker was, it was 15% of their first year salary as a fee, and we still have to do the majority of work ourselves, I could pay an agency for a full service for less than that.
Secondly, at this stage they're mostly based on keyword searching and are not very sophisticated at this stage, as you said, they're mostly just a buzz at the moment.
If parts of my job could be more automated and I could spend more time with hiring managers and the candidate experience piece, that can only be a good thing, I think this has a long long way to go though and a lot of teething issue while the system learns (and when people learn to dupe the system).
@spook290: Thanks mate, that's perfectly true, any system needs to adapt as people learn to dupe the system. Yeah I kinda think something like this is better done internally, as HR will have all the records pre and post employment and the ability to meet business critical KPIs for the cohort in consideration.
@enzioFirenze:
I can see it working at your large corporates, I personally don't think the current business I work at has the size to get enough meaningful data for it to work.I can see the value in volume roles, i.e call centre where there are very specific measures of success and are being hired constantly could be a massive success.
build the product and get a patent asap ;)
Have a friend who works as a recruiter and got an invite to attend one of their after work drinks. I was always curious about this so I asked a handful of them if there are any 'ghost roles'* they throw up on seek (or wherever) so they can get a roledex of applicants for when a job actually pops up with their skills.
Surprisingly the four I asked all said they do, yet it's strictly illegal to do this.
What annoys me is the waste of time these guys put you through with their manipulation. Is this an industry wide standard and how do recruiters ever get caught? I mean if it were you admit to it right either because like above it's illegal
*Ghost Roles are jobs that aren't actually real, so people will send their resume/CV and the recruiter can organise a meeting with them to get their details for a role that may pop up down the road.
Yes it does happen, personally I had done in the past when I knew roles were upcoming but weren't officially approved as of yet. I was always very upfront with people that this wasn't an immediate requirement, people generally were open to chatting knowing I was being upfront with them.
This doesn't happen in-house though, not that I've seen anyway.
In terms of getting caught? I've never heard of anyone getting in trouble by doing this.
Not judging, as hindsight is always 20/20 of course, but what was the worst recruitment mistake you ever made ? Ie hiring very wrong person for job. And did it come back to 'bite you' with repercussions of any sort ?
Not so much around a hiring mistake, final call is always with the hiring manager, I can only make recommendation.
It has more been around candidate experience, when I have had 50-60 jobs to recruit for at once and have been absolutely hectic, I had left a candidate without feedback after they had followed me up a few times and unable to get a hold of me, they had ended up declining another job in hopes of getting the one with us, in which they were unsuccessful. I felt absolutely terrible because it could've been avoided with a 2 minute phone call.
There was other examples of bad experiences at that time, but not as extreme, after that I was able to put a business case forward to get extra support and avoid these issues in the future
please excuse me, I first wanted to keep it private, but I came to realise that I should best ask openly here to get many opinions/ideas as possible. thanks spook290 again
Hi,
I'd appreciate if you can help me on this one. thanks in advance.
my friend from europe holds a valid working holiday visa and allowed to stay here for another year. He is having a hard time finding
professional roles in IT despite having 3 years experience in europe. We thought that 2-3-6 month long contracts were common in IT but he is having a hard time even getting an interview from these jobs applied found through SEEK.how do you view WHV holders seeing professional roles?
Is there a stigma/bias against people work working holiday visas?
should he contact a recruiter directly?
spook290 on Mon, 19/02/2018 - 16:04
Hi Blahness,
There are definitely contracts out there, usually project roles, but the tricky part with Visa's is if the project goes longer, or if they need them for more work they can't keep them on, meaning they have to move on along with the experience they built up from the project.There is bias around visa's, it's a little bit riskier.
Contacting recruiters directly can help, but just be prepared everyone may not be receptive or he might get a generic answer and not hear from them again.
Definitely get him to keep an eye on Seek for short term contract roles also
@spook290
We did get a feeling it was partly to do with commitment. The visa does allows him to work with one company for 6 months, or the same company at a different site in 6 month blocks. What tips would you suggest he put on his resume/cover letter to show long term commitment? or to overcome the bias against WHV?
From your answer as a recruiter, I guess despite having the education and work experience, holding a WHV doesn't really make him an ideal candidate worth your time/efforts since companies are biased anyway?
thanks again
I have been submitting CV to companies and gets an interview but always ends there. Is there an agency who could help me improve my interview performance? My background is IT (Learning and Development).
Thanks
I'm guessing a simple no won't cut it…