Job Adverts

Job Advertisement Inquiry

Hello everyone,

We’re considering renewing our LinkedIn job posting package, but at £4,500 a year for just three ads, our return on investment has been quite disappointing.

Have any of you come across job posting platforms that you’ve found useful? Ideally, we’re looking for something that can distribute our listings across multiple job boards, including LinkedIn, and consolidate all applications in one location.

I would appreciate any suggestions you might have!

Hiring Managers/Recruiters: How are your video interviews working out? What’s your setup?

Attention Hiring Managers and Recruiters: How are your video interviews going? What’s your setup like?

Since the onset of COVID, I’ve been observing how video interviews have evolved, and I’m eager to learn how various companies are adapting now. For those of you conducting video interviews on a regular basis:

What aspects of your current setup are working well? What challenges have you faced?

I’m particularly interested in:

• How you’re incorporating video interviews into your overall hiring process
• The platforms you’re using (and how well they integrate with your other hiring tools)
• What you would like to change about the current process
• How candidates are adjusting to video interviews these days

Having experienced both sides of the hiring process, I believe video interviews are likely here to stay, yet there’s still room for growth. I’d love to hear about your experiences and insights!

Seeking the Best Sourcing Training/Certs Programs

Looking for Top Sourcing Training and Certification Programs

I’m searching for the best sourcing training or certification options for a small team with diverse experience levels.

A few years ago, I completed the SourceCon Academy at a previous job, and I found it incredibly valuable. Our Talent Acquisition leader is recommending AIRS, but I haven’t heard much about it in over a decade.

I’d love to hear your thoughts! Any recommendations or insights would be greatly appreciated!

Didn’t tell new employer that I’m currently employed

Didn’t Disclose Current Employment to New Employer

I recently accepted a position with a larger company while still working at a small startup. During the interview process, they didn’t inquire about my current employment status, and I chose not to mention it, as my previous role was more relevant and impressive for the position I was applying for.

In the past few years, I have changed jobs for various reasons—like relocating from the US to the UK, which prevented me from transferring roles. This led to concerns from the interview team about my job-hopping tendencies, but they ultimately decided to move forward with my application.

Now that I’ve signed the offer, I need to provide my current employer’s details for a background check through HireRight. This means my new employer will discover that I’m still employed, and I’m worried they may rescind the offer since I didn’t disclose this information.

I see a few options moving forward:

1. Email the Recruiter: I could reach out to the recruiter before notifying my current employer. In the email, I would explain that I didn’t think my current job was relevant and wasn’t sure it needed to be included in the HireRight form.

2. Submit the HireRight Form: I could give my notice and send in the HireRight form without any explanation to the recruiter. However, this poses a risk if they decide to terminate the contract once they find out.

3. Omit Current Job from HireRight: Although this feels uncomfortable, I’ve read that they typically only verify the information provided. However, I’ll also be supplying a P-45, which outlines my complete employment history.

I’m unsure how to proceed and would appreciate any advice.

What’s the most annoying part about your job as a recruiter?

What’s the most frustrating aspect of your role as a recruiter?

Hi there! I’m a software engineer who has been actively involved in the hiring processes at my previous two companies, and I’m eager to gain insight into the recruiting perspective.

As a technical interviewer, I’ve found it quite disheartening to encounter candidates with impressive resumes who, unfortunately, lack the necessary skills. It’s clear that identifying quality candidates is more challenging than I had anticipated.

So, I’m curious to know: what do you find to be the most difficult or annoying part of your job? I’m particularly interested in insights related to:

• Sourcing candidates
• Following up on leads
• Candidates ghosting during the hiring process
• Frustrations with ATS and CRM software
• And any other challenges you face!

Thanks for sharing!

(Edited for spacing)

Does anybody do physician recruiting/ headhunting?

Is anyone involved in physician recruiting or headhunting?

What platforms do you find most effective for sourcing doctors?

What strategies have led to your success in this field?

How many open positions are you currently working on?

What is your typical turnaround time for filling these roles?

I am part of a large private company, and we pride ourselves on our efficiency. I can connect with a doctor today, arrange an interview the same day, and send out a contract by the following day.

I need to fill positions ASAP, aiming for at least two interviews daily.

Thanks for your insights in advance!

User research

Subject: Request for Your Insights on Recruitment Tasks

Hello everyone,

I’m currently gathering insights for a research project focused on the recruitment industry.

I would love to hear about the tasks you find most time-consuming in your work.

Feel free to share your thoughts in the comments.

Thank you!

better database search

Enhancing Database Search Functionality

Hello everyone,

I’m a consultant collaborating with a recruiting firm that utilizes Loxo as their Applicant Tracking System (ATS). We’ve been discussing ways to improve search capabilities within Loxo, and I wanted to open up the conversation here to see if others share similar insights or experiences. Your feedback could play a crucial role in shaping solutions that could benefit your own companies as well.

The core issue we’re facing is the challenge of searching through the database for candidates, particularly when it comes to accessing notes and call recordings. This limitation is proving to be a significant inefficiency in our workflow.

Here are a few remarks from our recent discussions:

• “The search functionality in Loxo is the only aspect I’m not fond of.”
• “We considered migrating away from Loxo, but if the search issues are resolved, there would be no reason to leave.”
• “It’s challenging to provide progress updates to management; viewing all candidates’ notes for a specific job requires downloading a CSV file for a comprehensive overview.”

Is anyone else experiencing similar challenges with their ATS? How are you managing these issues? I’d love to hear your thoughts!

Starting out

Embarking on a New Journey

Hello everyone,

I’m a recruiter based in the U.K. with over a decade of experience and a solid track record (I’ve consistently billed over 200k annually). After years of contemplating it, I believe it’s time to begin laying the groundwork for my own recruitment business. I wanted to build a strong foundation in the industry before taking this leap.

If anyone has gone through a similar experience, I would greatly appreciate your insights. What mistakes did you encounter? What recommendations do you have? What should my next steps be?

I know I need to think about operating costs, legal documents/contracts, a website, a recruitment system, and more. I’m not expecting detailed answers to cover everything, but any advice—no matter how brief—would be incredibly helpful.

I plan to self-fund but am also aware there are various credit options available, so I’d love to hear about anyone’s experiences with that as well.

Thank you!

Is it just a numbers game?

Is it merely a numbers game?

Hi everyone,

I’m not a recruiter, but recently, I’ve been inundated with messages from recruiters whenever my company posts a new job opening. This has led me to ponder the strategies recruiters use to attract clients.

Do recruiters categorize potential clients based on factors like skills, roles, company size, growth, or performance? Or is it primarily a numbers game, where they cast a wide net and see what catches on?

I’d love to hear your thoughts or experiences on this!