Related Posts
aaja ve mahi tera rasta udeek diyan
Jummah Mubarak Fam ☪️💚
Hi there,
I’m currently working as a Consultant (Staff) at EY and moving to NYC to study data analytics. My goal is to go work for some big tech (Microsoft hopefully) once I’ll have graduated in NY. Do you know how much $ I can expect considering I have 2 years of work experience (1 yr start up + 1 yr at EY) ?
Additional Posts in Human Resources
New to Fishbowl?
unlock all discussions on Fishbowl.
The best RCs are always proactive, organized and is well aligned to the Recruiters they support. Don't be afraid to push back to ensure a great candidate experience. Good luck! I remember I got my start as an RC many moons ago and it's truly the best way to learn to manage multiple reqs and candidates at any given time. I have so much more respect to folks coming from an RC role because they can put out a fire left and right (sudden scheduling changes, candidate no shows etc)
Don’t be afraid to ask questions even if you’ve been in a similar role before. Procedures may differ so it doesn’t hurt to double check.
Also (sort of note for both new hire and manager)- Be sure to voice how you learn/teach. This alleviates frustration on both ends from the beginning, especially if you have someone who tends to learn in a different way then they’re being taught. Connecting this back to my above advice: If your new hire isn’t understanding by the way they’re being taught, they should be confident enough to voice their concern so the manager can either change their approach, or have a conversation to find out where the disconnect is coming from.
Spend time with recruiters and learn their working/collaboration/communication styles
Have as many screens as possible
Learn about the business! If you show how knowledgeable you are to candidates and hiring managers it increases trust and likely fills your talent funnel quicker.
Pro
Lots of good advice here.
Dont be afraid to challenge hiring managers if their processes are messy, and on that note really look at your company’s hiring processes and try to suggest make it more efficient (to make ur job easier).
Be on top of getting interview feedback bc it goes a long way to improve candidate experience if they’re getting feedback after each interview even if its not positive.
This one may depend a bit on company culture but try to be casual and friendly with candidates it makes them feel like a person and likely they will be able to be more comfortable and open with you. Esp if ur job includes sourcing of any kind, everyone hates salesy messages.
Volunteer to shadow recruiters and eventually some entry level roles/internships full cycle so you can grow your career in the field and work gour way up to an actual recruiter (if you want to do that)
Collect as much data as you can on applicants, feedback from candidates (and after theyre hired check in on how its going), salary ranges, efficiency of the process. If you need to convince sr leaders about something they’ll have a hard time arguing with data.