My new candidate sourcing method

New Candidate Sourcing Idea

Hey everyone,

I’m a tech enthusiast passionate about building SaaS products, and I’ve come up with an idea that I’d love your feedback on.

What if there was a tool that allowed you to reach out to developers in a specific region? This tool would provide their LinkedIn, Twitter, email, Reddit, and possibly even phone numbers. Would you consider paying €50 a month for access to this resource? It would facilitate direct communication with potential candidates in the software development field.

The thought is that while a developer might not respond on LinkedIn, they could be more receptive on Twitter.

Is there anything like this already available? I appreciate your insights!

Thanks!

recruiting architects for positions in higher ed or library systems?

Seeking Recruiters for Architectural Roles in Higher Education and Library Systems

Hello r/Recruitment,

I’m considering transitioning from my architectural firm to work on the client side and would love some guidance. My current firm has focused on designing libraries and educational spaces, and I’m excited about the opportunity to bring that expertise into a college/university or library system to enhance their built environments.

I’ve found some recruiters that specialize in supporting libraries and higher education, but I’m particularly interested in firms that focus specifically on planning, design, and construction roles within those sectors.

As for my current situation, I’m based in NYC but planning to relocate to a region with a milder climate. This move would also allow me to help my father, who has arthritis, find an assisted living facility in an area with less humidity.

Additionally, I teach design part-time at a university and would love to continue that involvement if possible.

I appreciate any recommendations or insights you can share!

Thank you!

Would you go forward with a candidate who is not experienced in terms of years, but is able to showcase their talents effectively?

Would you consider a candidate who may lack years of experience but can demonstrate their skills convincingly? When searching for top talent, what criteria do you prioritize or overlook? Do you have a specific tipping point, or do you rely on automated filtering methods?

Are things you tell a recruitment agency confidential?

Are the details you share with a recruitment agency kept confidential?

I was recently hired through a third-party recruitment agency, and the recruiter who placed me in my current role often checks in with me. She’s suggested meeting up soon, and I’m curious about the confidentiality of the information I disclose to recruiters. Specifically, will anything I share get back to my employer or my company?

I’ve recently discovered that my salary is significantly lower than my colleagues, which was quite disappointing, especially considering how much I feel overworked. I’m wondering if it’s safe to discuss such sensitive topics with her.

New job, intuition vs reality

New job: intuition vs. reality
My gut feeling says one thing, but the reality is quite different.

Check out the Poll

Should I follow up?

Should I Follow Up?

Hi everyone,

I recently had my first interview for a role that I was really excited about. During the discussion, the recruiter and I reviewed my past work experiences, and they suggested that my skills might be a great fit for a different position within the company. I expressed my interest in that opportunity.

The recruiter assured me that they would move forward with my application for this new role and would schedule client interviews, promising to provide updates or details by next week.

However, this morning, I received an email from the company’s main recruitment email (not directly from the recruiter) informing me that they will not be progressing with my application for the initial position I applied for. This has left me feeling a bit frustrated.

I have a few questions:

1. Does this mean my application has been reallocated to the other role, which is why I received that email?

2. Should I follow up and send an email to the recruiter who interviewed me? Is it too early, or would it be better to wait until after next week?

3. How can I ensure my follow-up doesn’t come across as pushy or disrespectful?

4. What’s the best course of action moving forward?

Your advice would be greatly appreciated! Thank you.

LinkedIn RSC

LinkedIn RSC: What You Need to Know

LinkedIn Recruiter System Connect (RSC) is a powerful tool that enables users to seamlessly transfer candidates from LinkedIn directly into their Applicant Tracking System (ATS).

How beneficial do you find this feature? Would it be a significant disadvantage to select an ATS that lacks RSC integration? It appears that most leading global ATS platforms have adopted this functionality. How frequently do you utilize it in your hiring process?

Legal Recruiters – you enjoy doing what you do?

Attention Legal Recruiters – Do you love what you do?

I’m currently working in public recruitment and am interested in developing skills in the private sector. With a law degree and a genuine interest in the legal field, I’m curious to know if you find legal recruitment fulfilling.

What’s the current market landscape like? How do you find the candidates you work with?

In public recruitment, we often encounter a variety of unique individuals due to the lower entry barriers. I’m assuming that with higher standards in legal recruitment, you likely encounter fewer time-wasters. Is that accurate?

Thank you!

Should Recruitment startups invest in recruiting software for small business?

Should Recruitment Startups Consider Investing in Recruiting Software for Small Businesses?

Many recruitment startups often wonder if they should allocate funds toward recruiting software tailored for small businesses. As someone with extensive experience in the recruitment field, I completely understand this dilemma!

Here’s my perspective: Even if you run a small business, you’ll inevitably face an influx of resumes and may find it challenging to track candidate information effectively. Effective recruiting software can simplify the process significantly. It acts as an extra pair of hands, helping to organize and streamline every aspect, allowing you to concentrate on finding the right candidate. Additionally, many of these platforms now offer features specifically designed for the needs of small businesses, making this investment a smart choice in my opinion.

What do you think? Is it wise for small businesses to invest in these recruiting tools?

Can healthcare recruitment software really transform hiring?

Can healthcare recruitment software genuinely change the hiring landscape?

Utilizing effective recruitment software can significantly enhance healthcare hiring processes. As a recruitment expert, I’ve witnessed how such tools can simplify every stage of hiring, from candidate sourcing to onboarding.

However, I’ve encountered varying perspectives on this topic from different individuals.

Is anyone currently using healthcare recruitment software? I’d love to hear about your experiences!