Why is recruiting a thankless job?

Updated on : December 3, 2021 by Callum Cook



Why is recruiting a thankless job?

Recruitment is by no means a thankless job.

Recruiters get people to get the jobs they want. They recruit resources for businesses so that businesses can operate.

No company can survive without manpower.

Furthermore, people need jobs to earn a living and maintain their standard of living.

So according to me, recruiting is the most valuable job👌

Is it a thankless job? I doubt that. I still remember the person who recruited me during practice. I am still grateful to him.

No. If you just want "thank you", you will probably get a lot of those.

However, what does "thank you" really matter in real life?

If for some reason you end up divorced, the same spouse who gave you "thanks" will be the best to support you. “Why should my hard-earned money be given to those women?” Will be your question.

Even if you stay married most of the time, you will end up hearing things like:

"You don't earn naa, how can you understand the value of money?"

"Money does not grow on trees"

or similar things.

Your kids may be thanking you too, but at the same time they are also

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No. If you just want "thank you", you will probably get a lot of those.

However, what does "thank you" really matter in real life?

If for some reason you end up divorced, the same spouse who gave you "thanks" will be the best to support you. “Why should my hard-earned money be given to those women?” Will be your question.

Even if you stay married most of the time, you will end up hearing things like:

"You don't earn naa, how can you understand the value of money?"

"Money does not grow on trees"

or similar things.

Your kids may be thanking you too, but at the same time they can also get used to you always eating the leftovers and always doing all the housework.

In your old age, you will still have to depend on the men in your household.


My mother is a housewife. A very smart and intelligent person. She is an expert in cooking, sewing, knitting, managing, everything you can think of. My parents are happily married and love each other. However, if the mother needs to spend money, she has to take it away from the father or his children. We love her and are grateful to her, but neither of us is going to give her half of our earnings. What if tomorrow you suddenly want to donate two lakhs for a cause? We will all be wondering if it is worth donating to that cause or not. You won't be able to donate even if you want to if we all decide it's not worth giving for the cause and refuse to give you money.


At least my mother is happily married and has loving children. However, what about housewives whose husbands get sassy over time? With the assurance that his wife is totally dependent on them and cannot go anywhere at the age of 35 or 40, they begin to have affairs. I know of two women who are currently facing this problem. They keep their eyes closed and tolerate the wrongdoings of their husbands because they are not financially independent. They have a good education, but now they are afraid to venture in search of work. Remember that if you are inexperienced, getting a job becomes difficult with each passing year. So, for the sake of their children, they live with their husbands and pretend to be happy with the world. If you know them, you will not be able to know the pain and humiliation they are going through.


If you're at a stage right now where you can get a job or already have a job, never make the mistake of becoming a stay at home mom.

That is not worth it.

There is no advantage in it. Even if you think you will sacrifice your independence for the sake of your husband and children, tomorrow they will simply tell you that you were never forced to make this decision and that you were responsible for making the decision yourself.


So get a job and marry a man who is also willing to do housework. Get started in married life by working together both inside and outside of your homes. You will live a more satisfying and productive life. Your children will be more gender neutral, and hopefully they will also learn the importance of both financial independence and housework.

Let's talk for a moment about what "underqualified" means.

Actually, let's leave that for a moment and talk about signifiers and shortcuts.

And let's do it by taking a look at two very different job descriptions for two very similar jobs.

Job A:

  • Master of Computer Science or MBA related field
  • Minimum 10 years of experience in a technological role with 5 years managing national and international operation and engineering teams
  • You must have experience in the following technical platforms; PHP, SQL, Rabbit MQ, .NET MVC, jQuery, JavaScript, XML, Kibana
  • Experience in high-SKU retail environments
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Let's talk for a moment about what "underqualified" means.

Actually, let's leave that for a moment and talk about signifiers and shortcuts.

And let's do it by taking a look at two very different job descriptions for two very similar jobs.

Job A:

  • Master of Computer Science or MBA related field
  • Minimum 10 years of experience in a technological role with 5 years managing national and international operation and engineering teams
  • You must have experience in the following technical platforms; PHP, SQL, Rabbit MQ, .NET MVC, jQuery, JavaScript, XML, Kibana
  • Experience in the high-SKU retail environment is a bonus
  • Experience in high growth environments

Job B:

From a technical experience perspective, you will be successful in this job if you have 5-10 years of skills and experience in the following:

  • Fluent English (verbal and written)
  • General experience in software architecture
  • High-level object-oriented programming languages
  • Systems architecture, design and implementation
  • Proven Skills Coach / Mentor
  • General IT security experience

Then…. Do you notice any difference?

Right off the bat, the fact that the former is calling out specific titles and a specific language and technology stack should be a clue.

Those, dear readers, are "significant". The belief is, on the part of the group that wrote this description, that if you possess the signifier, you must de facto have the traits they seek. It's a shortcut, a way that they can convince themselves that they don't have to dig any deeper, they can make up their minds just by looking at the checkboxes.

The second description goes deeper.

What they ask is “have you done these things? and have you been good at it? "(that's more subtle, featured in the" 5 to 10 years "article, the theory is that if you weren't good at it you wouldn't have lasted, and if you did it for the last time, you must have picked up at least a few tidbits)

Now, if you enter Job B and don't master the skills they're looking for, you're practically a toast. But I can guarantee that your MS or MBA and your specific language skills are not what you will be testing.

On the contrary, at job A, if you can't check the boxes, they won't talk to you, period.

That means they will leave a potentially large number of candidates on the table as "unqualified," some of whom may have been excellently qualified for the actual position, based on demonstrated skills, compared to HR "qualifications."

When you hire, you need to be very clear that the person being hired is a perfect fit for the team, brings additional skills and experience, and of course can get the job done. That's kind of a job definition of "skilled."

However, what is the rating that gets you to the point where you have the opportunity to make that determination? If you screw it up (ie job A), then yes, hiring someone "unskilled" may be the best thing you've ever done.

And noting: even our friends in Job B may not have this quite right. More than once I found myself sitting in front of an exceptional candidate who made me completely rethink my views on what work was.

Qualified is how you make it qualified. You can take that to the bank.

Q: Can I hire a recruiter to find me a job?

A: Probably not.

Recruiters can't find jobs for people. They find people for jobs. They are usually hired by their clients to fill vacancies that are difficult for the company to fill on their own. And they get paid well for doing their job. The typical fee for a placement is in the range of 20% to 30% of the selected candidate's annualized starting salary. For a job that pays $ 75,000 per year (roughly the minimum that even a junior recruiter will work on), the search fee would be roughly $ 15,000 to $ 22,500. Although it would be highly u

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Q: Can I hire a recruiter to find me a job?

A: Probably not.

Recruiters can't find jobs for people. They find people for jobs. They are usually hired by their clients to fill vacancies that are difficult for the company to fill on their own. And they get paid well for doing their job. The typical fee for a placement is in the range of 20% to 30% of the selected candidate's annualized starting salary. For a job that pays $ 75,000 per year (roughly the minimum that even a junior recruiter will work on), the search fee would be roughly $ 15,000 to $ 22,500. Although it would be highly unlikely that you could convince a recruiter to help you, you may find someone desperate enough to be paid to take on the challenge. But you would have to offer something close to what he / she would earn as a search fee to help you. And they would probably want that fee up front.

If you really have trouble finding a job, any job, you better go to a temp agency. They will not charge you for their services, but will convert your "rate" into the hourly rate they charge your client company. These temporary positions often lead to the individual being hired by the companies where they are located.

It seems that what you really need is a professional advisor, not a recruiter. There are many places where you can get these services for free, including your state unemployment office and many non-profit agencies. If you have a university or a degree, you may be able to use the services of your university's placement center. If you're a veteran, there are even more free services that can help you put together a resume, create a job search plan, do mock interviews, and help with job opportunities.

Good luck!

What do recruiters do all day?

While there are of course variations from day to day, the only way to answer this question is based on the type of recruiter you are talking about: internal or external.

External

The outside recruiter, also known as an agency recruiter, headhunter, and many other less neutral terms, works for a recruiting company or agency. They are companies that receive requirements from their clients and provide them with the desired talent. In exchange for speed and quality talent, they are paid commissions, usually a percentage of worker's compensation. For hourly work, th

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What do recruiters do all day?

While there are of course variations from day to day, the only way to answer this question is based on the type of recruiter you are talking about: internal or external.

External

The outside recruiter, also known as an agency recruiter, headhunter, and many other less neutral terms, works for a recruiting company or agency. They are companies that receive requirements from their clients and provide them with the desired talent. In exchange for speed and quality talent, they are paid commissions, usually a percentage of worker's compensation. For hourly work, the commission is typically a percentage of the hourly rate and is earned for each hour the worker works; For a full-time employee, the commission is a percentage of the annual salary and is paid as a lump sum once the worker has worked a certain amount of time, often 3 months.

Internal

The internal recruiter, also known as a corporate recruiter or human resources recruiter, works for the actual employer. Your mission is to find the talent that will help drive the organization's growth. Because hiring managers are your colleagues, your talent search success should be greater.

But whatever type of recruiter you are, the daily routine looks like this:

  1. What communications did I miss during the night, email or phone?
  2. Review and respond. Are there any new requirements? Did the client / hiring manager provide feedback? Did a candidate withdraw?
  3. Is anyone going to the next step?

It involves the following steps:

  • Follow up with candidates and clients / hiring managers
  • Source of New Talent, Select Top-Rated Talent
  • Receive / make offers

I was a hiring manager for a Fortune 500 company. People apply online for various jobs. Those related to my job requirements that I posted would reach me via notification. The "recruiter" was used only after * I * selected.

This is my process:

You would open the managers desktop view and see a list of applicants and the job they applied for in a table. On the list were: name, city / state, job applied for, title, years of experience, and security clearance.

At this point, 3 things were important to me: years of experience, title, and security clearance. Any combination missing information or missing

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I was a hiring manager for a Fortune 500 company. People apply online for various jobs. Those related to my job requirements that I posted would reach me via notification. The "recruiter" was used only after * I * selected.

This is my process:

You would open the managers desktop view and see a list of applicants and the job they applied for in a table. On the list were: name, city / state, job applied for, title, years of experience, and security clearance.

At this point, 3 things were important to me: years of experience, title, and security clearance. Any combination of missing or missing information would leave me unqualified. Time spent 1/2 second per name.

From there, those who were not willing, would open the resume and scan the resume. usually it would take me 10-20 seconds to decide if someone won't make it into the next round.

The few who get to this point will spend maybe a minute or two before contacting my HR recruiter with some standard questions; Availability, confirm title and authorization, salary requirements, and relocation question, if applicable.

When HR returns responses, I delete them or contact them for an interview. Before contacting them for an interview, this is when I look deep into the resume to see more details of their qualifications, check for red flags, see how they best fit the organization, what direction I will take to grow them. , then out of position to move forward, I am developing my line of questioning.

Some other answers I have given:

  • Rick Franklin's answer to As an employer, when you have an African American name with a Harvard degree on a resume, do you unconsciously think of "affirmative action" and move on to the next resume?
  • Rick Franklin's response to I have a job offer that I am not interested in, even though I went through all the rounds. It is pending to attend a final round. How do I decline the offer and if rejecting the job offer would affect my career in any way?
  • Rick Franklin's answer to What makes a resume instantly go to the bottom of the pile when a recruiter reviews new ones?
  • Rick Franklin's answer to If you lie to get a job in the interview, but in the end, you did a great job for the company, does it really matter that you lied to get the job?
  • Rick Franklin's response to How did you feel after being interviewed by phone and what type of job were you interviewing for?
  • Rick Franklin's answer to If I am a recent graduate interviewing for a job, how can I discuss with a potential employer about working remotely or having flexible hours whenever the job ends?
  • Rick Franklin's answer to How do you deal with a potential employer who offers an unwanted position?
  • Rick Franklin's response to You declined a non-competitive offer but the company is asking to speak? What do you think they want?
  • Rick Franklin's answer to When you interview for a job, do you normally say that you currently earn more than you earn or do you say honestly and expect to get a little more?

Question: How much time should a recruiter spend looking at each resume on an initial pass through them?

There are many advantages of recruiting on campus over recruiting off campus in India.

Here are some of these advantages (for candidates)

  1. It saves a lot of time and effort compared to off campus, where a candidate has to keep applying for a large number of available jobs until they finally have the opportunity to attend an interview. It's not that easy for a newbie to get a job interview off campus.
  2. On-campus interviews also take less time to announce results, candidates can get their results / confirmations without waiting for your call (off-campus interviews usually take
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There are many advantages of recruiting on campus over recruiting off campus in India.

Here are some of these advantages (for candidates)

  1. It saves a lot of time and effort compared to off campus, where a candidate has to keep applying for a large number of available jobs until they finally have the opportunity to attend an interview. It's not that easy for a newbie to get a job interview off campus.
  2. On-campus interviews also take less time to announce results, candidates can get their results / confirmations without waiting for your call (usually, off-campus interviews take a long time from the first interview call to the final job offer)
  3. Better Pay / Salary - Yes, on-campus interviews can get you a better deal and you may not have to negotiate a lot. The placement departments of any university / institute have a specific salary range / range for on-campus offerings, so organizations cannot quote a salary lower than that.
  4. When a candidate applies for a job off campus, they generally have to face a lot of questions from recruiters about why they should hire you when they can hire someone from a better institute, why they should hire a newer one when they can get it. someone with experience for the same amount of money, has received thousands of applications, why should they choose you etc? On campus you will have a better chance of answering these questions.
  5. Candidates will face less competition at least to advance to the first round. When applying for a job off campus, the recruiter usually receives a lot of applications and will have many profiles to choose from.
  6. Candidates can also look forward to a better and cordial relationship with recruiters / organizations conducting interviews on campus, as they generally have these campaigns every year / session and know their placement departments personally.
  7. Candidates can expect a better response in terms of time / availability from the organization's point of contact. Usually off campus interview / recruiters do not provide all contact details except 1 contact number / email id as they keep getting too many emails / calls. But in the case of candidates on campus, they can contact the organization with the help of their placement department.
  8. If an organization has opted for a recruiting campaign on campus, the candidate can be sure that it is genuine (yes, you heard that right), there are companies with false credentials, also few companies that simply hire and fire people and get their work. done without spending money.
  9. If a candidate has taken a summer internship with an organization, they will have a better understanding of how the organization works, so that they can apply and have a better chance of being selected (if they have already worked there and made a good impression). when it happens on campus.

There are also many advantages from an organizations point of view:

  1. It also saves them time as they don't have to wait for many candidates to apply after jobs have been posted.
  2. Their selection process becomes easier because they already have a good relationship with the placement department of these institutes.
  3. The quality of the applications / candidates is better and reliable as they have been hiring at these institutes in the past. It saves them time / money / energy as they don't need such extensive background checks.
  4. They will have a better chance of obtaining summer interns / apprentices from these institutes.
  5. The attrition rate from these organizations decreases as these candidates become more loyal compared to candidates hired through off-campus interviews.

I hope I have answered your question

Are job hiring through LinkedIn reliable?

What does "reliable" mean? What does "job recruitment" mean?

There are several ways to view recruitment activity on LinkedIn. Let's break them down:

  • Job offer. It is not cheap to publish them. If someone is spending that amount of money to post a job, you can be reasonably sure that it is not laughing.
  • Group posting. In LinkedIn groups, it's not uncommon for job postings to be shared. If it was posted by someone you know within the group who has a history of being a helpful and helpful member, it is probably trustworthy. Otherwise, maybe not. But sin
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Are job hiring through LinkedIn reliable?

What does "reliable" mean? What does "job recruitment" mean?

There are several ways to view recruitment activity on LinkedIn. Let's break them down:

  • Job offer. It is not cheap to publish them. If someone is spending that amount of money to post a job, you can be reasonably sure that it is not laughing.
  • Group posting. In LinkedIn groups, it's not uncommon for job postings to be shared. If it was posted by someone you know within the group who has a history of being a helpful and helpful member, it is probably trustworthy. Otherwise, maybe not. But since the vast majority of groups don't have a dedicated QA to scrutinize everything that is posted, this could be anything. When in doubt: ask.
  • Status update. Some recruiters will post an updated status on LinkedIn indicating what they are hiring for. I have done it myself. But again, since LinkedIn doesn't have a QA feature, you really don't know what the story is. When in doubt: ask.

These are the same precautions that would apply to a job posting on any other website.

YES as they get job offers from companies and ultimately job seekers are beneficiaries. Most recruitment companies DO NOT charge job applicants as they are paid by the company.

Companies may NOT have a large team or the resources to find the right mix for their needs, so they outsource to recruitment agencies.

Recruitment Agencies: There are MANY recruiting agencies in every city and the availability of technology due today is easy to check and find people in Wrold easily.

But of course you need to be careful in case of jobs.

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