Can a virtual interview and training assistant benefit your recruitment career?

Can a Virtual Interview and Training Assistant Elevate Your Recruitment Career?

Hello, recruiters! As someone who is deeply engaged with AI and specializes in developing various automation solutions—ranging from customized tools to an AI-driven resume formatting application for recruitment agencies—I’m always eager to learn more.

I’m reaching out to gather your insights on the potential demand for in-house training systems.

My question is directed to both agency recruiters and recruitment firm owners: do you see value in having an in-house training platform that provides guidance on recruitment best practices? Such a system could serve as a mock interview resource, daily training companion, or even a real-time interview assistant.

We can draw learning materials from various sources, including:

• In-house training resources from your recruitment firms
• External content available online (books, YouTube videos, podcasts, etc.)

Creating a learning process tailored to every recruiter would be an exciting challenge. I would greatly appreciate your feedback on this topic!

Is speccing dead?

Are speculative CVs a thing of the past? I’ve heard some recruiters say that the era of sending out speculative CVs is over, but I respectfully disagree.

While the traditional “spray and pray” approach to submitting speculative CVs can indeed feel useless, there are exceptions:

1. If you’re aware of a company that’s actively hiring for a role
2. If you know someone who would be a perfect fit
3. If you can succinctly articulate this in a brief message

In such cases, the only real downside is the associated fee.

Sure, this downside can be significant—particularly if the hiring manager hasn’t had success filling the position—but it’s entirely possible they would be open to reviewing a well-matched speculative CV.

Many of my clients have mentioned they would consider a speculative CV if it aligns perfectly with what they’re looking for.

What’s your take? Do you believe speculative CVs are obsolete?

How do I find the right recruiter in my niche? (Front end development – Software Engineering)

Seeking the Right Recruiter for Front End Development Opportunities

Hi everyone,

I’m in search of recruiters who specialize in connecting front end developers (Software Engineers) with potential employers. Is there a centralized database or resource where I can find a list of these recruiters?

I’m eager to connect with professionals who can help share my CV within their networks, enabling me to secure a position with a reputable company.

Thank you for your assistance!

What’s the best ATS you’ve used?

What’s your favorite ATS?

Attention recruiters! I’m curious to know which ATS has worked best for you. Here are the top three that my recruiting clients have been using:

• Salesforce
• Bullhorn
• Invenias

What about you?

Issues recruiting in France as a UK based company

Challenges of Recruiting in France as a UK-Based Company

Hello everyone,

Has anyone faced challenges while recruiting for companies based in France? I’m aware of the lengthy notice periods, but the French legal framework can be quite complex. Are there any additional taxes or insurance requirements that a UK-based company should know about?

I appreciate any insights you can share! Thank you!

Greg Savage training academy

Greg Savage Training Academy

Hi everyone! I’m in the recruitment field and thinking about subscribing to the Greg Savage Recruitment Academy. Has anyone had experience with it? I’d love to hear your thoughts before I commit financially. Thanks!

Candidate Sourcing Strategy

Candidate Sourcing Strategy Needed

I’m reaching out for assistance in uncovering new avenues for candidate sourcing. Despite my in-depth research, I often come across standard recommendations like referrals and university alumni networks, which haven’t proven effective in my case. Here’s a bit more context:

• Referrals: We’ve set up a referral program, but it hasn’t generated any leads from past candidates or network contacts. Our employee referral incentives haven’t driven significant results either.

• University Alumni Networks: Since we’re focusing on Level 2 and 3 positions that demand extensive experience, entry-level alumni connections aren’t particularly useful for our needs.

• Job Boards: We currently use Indeed and LinkedIn for our postings and candidate sourcing.

• Talent Pipelines: While we have active talent pipelines, we’re eager to explore additional innovative strategies.

As an offshore staffing firm with a small team of five recruiters (three of whom are partnered with this particular client), my ability to engage in local community events, hackathons, or meetups is limited by my location. Additionally, my assignments concentrate solely on sourcing for a federal agency with stringent criteria that restrict submissions if even one required skill or experience is missing.

Given these challenges, I would greatly appreciate any creative suggestions or strategies for sourcing qualified candidates.

Thank you for your support!

TL;DR: Looking for fresh, innovative recruiting strategies for federal agency roles amidst client limitations and my offshore location. Open to diverse talent sourcing ideas.

Best ways to approach a recruiter when you’re NOT the perfect fit?

How to Connect with a Recruiter When You Don’t Meet All the Qualifications

As a recruiter dedicated to assisting individuals in entering the travel industry through their personal experiences and transferable skills, I’m interested in exploring effective strategies for candidates who might not be an exact match for a position.

I would love to hear insights from fellow recruiters on the best ways candidates can approach these situations!

Tech or Finance Rec?

Tech or Finance Recommendation Needed!
I’m excited to share that I have two fantastic job offers from great companies, both offering positive work environments.

Currently, I am working in a generalist role, but I’m considering a switch to either the tech or finance sector. I would love to hear about your experiences working as specialists in these fields. Any insights would be greatly appreciated!

Recruiters, What are your biggest pet peeves and positives about using job boards?

Attention Recruiters: Your Thoughts on Job Boards?

Hello fellow recruiters,

I’m reaching out to tap into our collective experiences with job boards. As someone who has navigated the ups and downs of these platforms, I’m eager to hear your perspectives.

Pet Peeves:
– Flood of Unqualified Candidates: One of my main frustrations is the overwhelming number of applicants who don’t meet the job requirements. When I post a role that calls for specific technical skills, it’s disheartening to sift through applications from individuals who clearly lack the necessary qualifications, which makes the screening process lengthy and cumbersome.

• Limited Customization Options: Another challenge is the inflexible nature of job postings. Many boards offer rigid templates that create barriers to effectively showcasing what makes the role or company unique.

Positives:
– Wide Reach: On the upside, job boards provide an extensive reach. They have allowed me to connect with candidates from diverse backgrounds and locations, proving essential for filling positions that require specialized skills.

• Valuable Data Analytics: I also appreciate the access to metrics and analytics. Having insights into job posting performance and candidate behavior has greatly aided in streamlining my recruitment strategy and enhancing the quality of hires.

What about you? What are your greatest frustrations with job boards, and what positive aspects do you value most? I’m looking forward to hearing your thoughts and experiences!

Best,
Jozef