I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience using it, please DM me. I’d love to know how to navigate and organize it, especially when it comes to importing resumes into the system.

Recruitment career planning

Career Progression in Recruitment

Hello everyone! I’m currently exploring career advancement opportunities for talent professionals, particularly recruiters and sourcers. My goal is to develop a clear growth roadmap and training framework that supports my team in their career development.

Here’s a preliminary outline of the five key phases in a recruiter’s career:

1. Junior (0 – 3 years experience): The focus here is on knowledge and experience accumulation.
2. Intermediate (3 – 5 years experience): This phase emphasizes mastering skills and expanding experiences.
3. Senior (5 – 7 years experience): Autonomy and specialization become crucial at this stage.
4. Management (7 – 10 years experience): Leading teams and ensuring team success takes precedence as you step into management.
5. Senior Management (10+ years experience): This phase is all about achieving departmental and strategic objectives.

Here are a few potential career paths for recruiters:

1. A 360 Recruiter who excels in sales might transition into Business Development, eventually moving to a Business Development Manager or Account Manager role, and then onto Head of Sales or Account Management.
2. A 360 Recruiter focused on candidate engagement may find fulfillment in Internal/180 Talent Acquisition roles, progressing to Talent Acquisition Manager and then Head of TA.
3. A recruiter who wants to concentrate on candidate sourcing might start as a Sourcer or Technical Sourcer, advancing to Senior Sourcer/Consultant and eventually leading a team of researchers.
4. A Recruiter (180) looking for broader business exposure could transition to a 360 role.
5. Alternatively, they might choose to establish their own 360 consulting business.
6. Of course, some may decide to leave the industry altogether and pursue different interests.

I’m eager to learn how this proposed path aligns with your experiences. Are there any alternative routes you’ve observed? What other factors do you think individuals might consider at different stages of their career?

This is just my perspective, and I’m open to feedback and suggestions to refine this framework.

Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle probation failure data in your recruitment analytics? My usual approach is to focus on hires made within the last 12 months, but I’m uncertain about how to account for individuals who were hired over a year ago and failed their probation within the past year. Should these cases be excluded, or would it be better to expand the data window? I worry that senior leaders might perceive it as data manipulation if we omit these probation failures, especially since they are aware of recent issues. This can complicate the overall data integrity, as those failures don’t fall within the latest hiring metrics. What strategies do you use to manage this?

Are there any ATS designed for online communities?

Are there any Applicant Tracking Systems (ATS) specifically intended for online communities?

I manage a WhatsApp group with around 800 job seekers and hiring managers, and I’m looking for a better way to organize job postings and candidates. Currently, everyone just shares information, which feels disorganized and ineffective. Does anyone have any recommendations?

Can anyone help me with the right communities for posting the Recruitment posts on Reddit?

I’m looking for recommendations on the best Reddit communities to post recruitment ads. As part of the marketing team, I want to share our company’s job openings to maximize their visibility. Any suggestions would be greatly appreciated! Thank you!

Maintaining Value

Maintaining Value: Seeking Guidance

Hello everyone,

I’m reaching out for some advice.

My company is in its second year of operation and is based in Africa, where we are introducing a completely new concept. I have partners, including one based in the US, who helps us bring in clients. My role focuses on managing our operations.

We want to ensure that we’re not perceived merely as an offshoring service that charges a monthly fee for talent acquisition. We offer much more: we house our talent in our own facilities, provide a comfortable work environment, manage internet services, salaries, hardware, infrastructure, taxes, and more.

At the start, we established the role of a tech team leader, a developer who was supposed to work closely with the talent. This person was tasked with monitoring progress towards milestones, time management, project oversight, and generating monthly reports on the hours worked, tasks completed, and feedback. We implemented these measures because many companies were hesitant to engage with a new market like Africa, which does have its challenges. It’s essential to stay on top of talent management.

However, I’m starting to feel that this process isn’t effective. There seems to be a lack of value added, with repetitive updates, and concerns about underperforming or incompetent staff are often raised too late.

I’m wondering what I might be doing wrong. How do you effectively manage this kind of situation? Is this a common issue? What strategies do you employ for your clients?

Additionally, I would love to hear how you distinguish your services from those of other recruiters or agencies.

Thank you for your insights!

Is anyone using Lever as an ATS?

Is anyone currently using Lever as their applicant tracking system (ATS)? I’m in the process of evaluating it and would appreciate any insights on its advantages and disadvantages. Your feedback would be greatly appreciated!

Recruitment agency expanding to cover the US Tech/Sales market.

Our recruitment agency is expanding to tap into the US Tech/Sales market! We’re curious about how the US landscape differs from the UK. Has anyone encountered challenges or observed specific distinctions? I understand that the US is often at the forefront of technology and innovation, but I’m eager to hear your insights and experiences!

Had an interview a week ago and I think I’ve been ghosted?

I’m feeling a bit anxious after my interview last week.

Last week, I had a 90-minute interview with the VP of Brand Strategy and the Project Executive for a Marketing Specialist position at a company in the A/E/C sector.

Today marks one week since the interview. I sent a thank-you email the following day, where I shared my reflections, expressed my interest in the role, and thanked them for their time. I understood that they might be busy, so I didn’t expect an immediate response.

Today, I followed up with the recruiter who initially interviewed me. I inquired about any updates on the position and reiterated my enthusiasm for the role. I also mentioned how much I enjoyed meeting the team and admired their office. I’ve yet to hear back from her (though I only sent that email about an hour ago).

So, Reddit, I’m reaching out for your insights:

Did I get the job? Is it common for the hiring process to take this long? I know recruitment timelines can vary widely across different industries, but I would appreciate any feedback, especially from those in the A/E/C field, on why I might not have received a response yet.

Thanks for your help! 🙂

Working as a recruiter in Dublin Ireland

Exploring Recruitment Opportunities in Dublin, Ireland

Hi there,

I’m thinking about pursuing a career in recruitment and would like to know what the typical base salary is for this role. While I understand that there’s an OTE (On-Target Earnings) component, I’m specifically interested in the base salary—essentially the safety net.

Thanks in advance!