Do you think ‘Fun Fridays’ are a must-have?

Do you believe ‘Fun Fridays’ are essential? Personally, I don’t think they should be a weekly occurrence. Employees need time to unwind after a busy week, and sometimes they just want to relax instead of feeling pressured to enjoy a ‘Fun Friday’ that feels forced. Recruiters should definitely reconsider this approach!

Revenue Threshold To Revert to Business?

Revenue Threshold for Business Reversion: Is This Typical?

I’ve just joined a new agency, and I’ve noticed that the commission structure for new business includes a minimum sales threshold of X. Specifically, when a new business deal is closed, the initial X amount is allocated back to the business, and the commission percentage is applied only to the remaining revenue (after subtracting X).

For example, if X is set at $1K and the total revenue generated is $20K, the commission percentage would then apply to $19K.

Is this a common practice in the industry?

How many applicants do you have that are active on your ATS?

I’m conducting a study and looking to gather data on the average number of ACTIVE applicants per Recruiter in your ATS. How many applicants do you currently have that are actively engaged? Any insights would be greatly appreciated!

Any good free or cheap lead generation or prospecting training?

Looking for recommendations on affordable or free training resources for lead generation and prospecting. Any suggestions?

Job Posting ID Number Ideas

Creative Ideas for Job Posting ID Numbers

I work for a corporate company, and we’re exploring new ways to generate our job posting ID numbers. Currently, our format includes:

• Fiscal Year
• Department
• District
• Location

In addition, we need a 3-4 digit number, and we’re unsure if there’s a more efficient method than simply incrementing from 200, 201, 202, and so on.

We would love your input! How does your organization approach creating job posting ID numbers? Any suggestions or insights would be greatly appreciated!

Auditor to Recruiter

Auditor Seeking Transition to Recruitment

Hello,

I’m looking to transition from my current role as an auditor to a recruiter specializing in finance and accounting positions. I hold a CPA and have experience with a Big Four firm, as well as industry experience. A friend who runs a recruitment agency has offered me a position, but the requirement is that I need to bring in clients. Since I don’t have a sales background, I’m unsure how to generate leads. I would greatly appreciate any advice from those who have made a similar career change. Thank you!

Agency partner

Partnership Opportunity

Hello! I’m seeking an agency to collaborate with on an exciting business opportunity. If you’re interested, please reach out!

Top 3 hiring platforms for 2024?

Top 3 Hiring Platforms for 2024

I recently asked for your favorite hiring platforms for 2024, and I’d love to continue the conversation! Let’s share our top three platforms that we’ve used for hiring and discuss whether we plan to stick with them in 2025. My personal favorites are Upwork, LinkedIn, and RocketDevs, with RocketDevs taking the top spot! What about you?

Their recruitment process is insane. Pleaseee help meee :<

Subject: Need Help with Overhauling Our Recruitment Process

Hi everyone,

I’m reaching out for some guidance regarding the recruitment process at my new company. I’ve recently joined as a Recruitment and Training Development Specialist, but I only have about four months of recruitment experience, which I gained through working at a manpower agency and a BPO. Honestly, the current recruitment procedures here feel quite chaotic and lack a clear structure.

I genuinely want to improve our recruitment system, but I’m feeling a bit lost. Here’s a brief overview of our existing process for different positions:

For Rank and File/Managerial/Supervisory Positions:

1. Job Posting
2. Screening and Shortlisting
3. Assessment (Personality, SSCT, Situational Judgement, Verbal Ability, Numerical Estimation, Practical EQ Self-Assessment, and Work Inventory)
4. Initial Interview (with Recruiter)
5. Interview with HR Generalist
6. Interview with HR Consultant (there’s a suggestion for the department head to be involved, but it’s still tentative)
7. Final Interview with the COO

Having gone through this process myself (excluding the final interview), I can tell you it feels overwhelming. I find myself answering the same questions multiple times to different interviewers, which is quite frustrating.

For Truck Helpers/Drivers:

1. Assessment (Personality and Sentence Completion)
2. Initial Interview (with Recruiter)
3. Final Interview with Immediate Supervisor

I’m overwhelmed by this lengthy process and believe it can be streamlined. I would love your insights on how to restructure the recruitment process to make it more efficient. What suggestions do you have? If you have any questions or need further details, please feel free to ask.

Thank you so much for taking the time to read this. I truly appreciate your help!

BrassRing/Lever ATS experience

Experience with BrassRing and Lever ATS

I’m currently consulting for a mid-sized food and beverage operation that hires around 1,000 to 1,500 employees annually. They currently do not use an ATS and are considering a few options, including BrassRing and Lever.

I’m looking for any insights on BrassRing’s pricing, as Lever has been quite transparent in that regard. I’d prefer to avoid extensive sales demos at this stage. Thank you!