Any new platforms that can replace LinkedIn?

Are there any emerging platforms that can serve as alternatives to LinkedIn?

I’ve been relying on LinkedIn Recruiter like many others, but the rising costs have made it less viable for me.

I’m on the lookout for tools that offer a comprehensive database similar to LinkedIn, which I believe is their main competitive advantage. I’m open to exploring options, especially if they come with valuable AI features that could enhance our efficiency.

Thank you in advance for your recommendations!

Best Permanent Placement ATS/CRM??

Looking for Recommendations: Best Permanent Placement ATS/CRM

Hi everyone,

I run a construction recruitment firm and currently use TopEchelon, but to be honest, I hardly use it. Most of my applicant tracking is done using Excel, which isn’t sustainable for the long term.

I’m on the hunt for a robust ATS that specializes in permanent placements. I would really appreciate your recommendations since I feel a bit lost at the moment.

Here are a few tools I’ve been considering:

• Greenhouse: It looks promising, but I get the sense it might be overpriced for what it offers. I could be mistaken, though!

• Loxo: This one seems decent, but I’ve come across several unfavorable reviews regarding their customer service and system functionality, so it’s off the table for me.

• RecruiterFlow: This appears to be the most suitable option at the moment. It’s simple and streamlined, although it does feel a little basic.

If you have any insights or experiences with your preferred ATS, I’d love to hear them.

Thanks in advance!

LLMs in Job Applications: Leveling the Playing Field or Opening Pandora’s Box? A Recruiter’s Observation

LLMs in Job Applications: Are They Equalizers or a Double-Edged Sword? Insights from a Recruiter

Hello everyone,

As a recruiter, I’ve been observing some trends lately that I’d love to discuss with you all. The rise of AI-assisted job applications is hard to ignore. I recently learned that 55% of companies are increasing their investments in automated recruiting technologies that incorporate AI. This raises an important question: Are we truly identifying the best talent when candidates can use language learning models (LLMs) to craft polished responses?

On one side, I see the potential for LLMs to empower candidates from underrepresented backgrounds, helping them present their qualifications effectively. Many may lack access to professional resume services or struggle to communicate their skills adequately. In this context, LLMs can be a valuable resource, aiding in the creation of impressive resumes while also helping candidates learn about the application process.

Conversely, I have concerns about our ability to evaluate authentic skills. I’ve noticed a trend where candidates submit exceptionally well-written resumes and cover letters, yet they struggle to discuss their experiences in depth during interviews. A significant risk lies in the reliability of LLM-generated content, which can sometimes overlook critical details and lead to misrepresentations.

Is the playing field truly level if some candidates are adept at using advanced AI tools while others are not? Are we moving towards a reality where skills in prompting LLMs are deemed more valuable than genuine experience? What will this mean for authentic candidates?

I would love to hear your thoughts on this topic. Have you seen similar trends in your own experience? How can we, as recruiters, adjust to this evolving landscape while still ensuring a fair and accurate evaluation of applicants? I’m particularly interested in hearing from anyone who is exploring new assessment strategies.

Looking to help startups but cant find startups or do not know where to find them

Seeking Opportunities to Assist Startups

Hi everyone! I’m eager to support startups with onboarding, operations, and hiring, but I’m unsure where to connect with founders. Any suggestions on where to find them? Thank you!

Jobin

I’m trying out Jobin!

How has it helped you save time?

Here are a few things that used to take up a lot of my time:

• Greeting each and every LinkedIn connection
• Personalized InMail outreach for sourcing

What are the benefits you’ve experienced?

Searching for a job in recruitment with 15+ years experience.. frustrating. Any pointers?!

Looking for advice on job hunting in recruitment with 15+ years of experience—it’s been quite frustrating!

Hey everyone, this is my first time posting here, and I’m feeling pretty desperate and frustrated. I’ve spent the last 15 years in IT, finance, and executive search roles, and in the past couple of months, I’ve applied to over 500 jobs without any success. I’ve consistently been a high performer and have held management positions, but even with a solid network, I’m struggling to make progress. I’m located on the East Coast of the US. Any advice would be greatly appreciated. Thank you!

Is it right to fire employees who gave honest but not positive feedback on a company survey?

Is it ethical to terminate employees who provided honest, albeit negative, feedback in a company survey?

There’s a case involving a company that conducted ‘anonymous’ feedback surveys, only to later let go of employees who reported high levels of stress or provided unfavorable evaluations. Was this an appropriate response? Shouldn’t management have viewed this as a chance to reassess their policies and work processes to create a better environment for their employees? Moreover, why claim that the surveys are anonymous if they’re not truly confidential?

I’d love to hear your opinions on this matter!

Anyone used Microsoft Dynamics ATS?

Has anyone here tried Microsoft Dynamics ATS? We’re currently using Bullhorn, but it’s not meeting our needs. Our team has over 20 recruiters and is expanding, and the cost of Bullhorn is quite high compared to Dynamics. From what I can see, Dynamics appears to provide similar features and even more. Since we heavily utilize M365, the fact that Dynamics is a Microsoft product is definitely a plus for us. I’d love to hear real user experiences with Dynamics, rather than just what the sales team has to say. Thanks in advance for any insights!

Thoughts on training temps?

I’d love to hear your thoughts on training temporary staff.

There’s been a significant uptick in the logistics and supply chain sector in my country, leading to a high demand for operatives, many of whom are on temporary contracts.

Many of these positions require specific certifications for operating heavy machinery and various types of forklifts, which often involve training sessions lasting 2-5 days and costing between €300 to €1000. Unfortunately, there simply aren’t enough qualified individuals to meet the demand.

I’m contemplating the idea of covering the cost of this training for candidates. However, there’s a concern about the unpredictability of temporary work—often, individuals will attend just one day of training and then not return, or their assignments last only a few days, making it difficult to recoup the training expenses.

Ideally, these roles would be filled by permanent employees, and their employers would bear the training costs rather than assuming candidates come pre-qualified.

I’m considering identifying our more dependable temporary workers—those who have a history with us—and investing in their training. However, this still doesn’t solve the larger issue we face.

Has anyone else in this field implemented a similar approach? I’d appreciate any insights!

How to become a Rockstar Recruiter?

Becoming a Rockstar Recruiter: Tips for Success

Hello! A friend of mine is new to the staffing industry and currently working at a startup agency. He’s feeling a bit uncertain as he’s surrounded by more experienced colleagues, and he only has six months of experience from a different background. I’m looking for some advice to help him build his confidence and excel in his role. What tools, skills, or strategies would you recommend for someone in his position? Thank you!