Logo Maker Request
I really appreciate all the insightful comments on my previous posts regarding CRM and website builder options!
Now, I’m seeking your recommendations for creating a unique logo for my recruitment business. Do you have any suggestions for designers or platforms that could help bring my vision to life? Thanks in advance!
Seeking Your Insights: Would You Benefit from a Simple and Affordable ATS?
Hello, wonderful recruiters!
I’m exploring the concept of a straightforward and budget-friendly Applicant Tracking System (ATS) designed specifically for small businesses and startups that lack the resources for complex, high-priced solutions.
Here’s the concept:
Simply enter your website URL, and it will generate a branded career page for you—complete with job listings and basic applicant tracking. The goal is to make the process quick, intuitive, and manageable, with affordable pricing (starting free for small teams).
I’ve noticed that many existing ATS options tend to be:
• Too costly for smaller organizations.
• Burdened with unnecessary features.
• Difficult to set up, often requiring lengthy demos and extensive onboarding.
I would love to hear your thoughts:
• Does this concept appeal to you? Why or why not?
• What’s the one essential feature you’d need in an ATS?
Your feedback would be invaluable as I aim to address some genuine challenges in the recruitment process.
Thank you for your time! 🙏
Subject: Adding Job Listings to GoDaddy Website Builder
Hello everyone!
I’ve set up a recruitment website using GoDaddy, and I would like to include a section dedicated to displaying live job listings along with their details. Additionally, I want to connect this section to a CTA button labeled “Live Jobs.”
Is this feasible with the GoDaddy website builder, or would I need to use something like WordPress plugins to achieve this?
Thanks for your help!
600 Resumes, a Broken ATS, and My Quick Solution
Hi everyone,
I work in a fintech company where our HR recruiter recently faced the daunting task of reviewing 600 resumes for a single data analyst role. I was stunned by that number, especially since we’re investing tens of thousands every year on an ATS. It turns out that while the ATS is supposed to rank candidates, it’s so unreliable that upgrading to the enterprise version would cost an additional $10k.
To address this issue, I created a simple tool that assigns a matching score to each applicant and highlights why they may or may not be a suitable fit for the position. Our recruiter shared it with some colleagues in HR, and they’re now interested in developing it into a full-fledged product.
Before diving deeper, I’d love to get your thoughts on its potential. I understand that hiring is fundamentally a human process, but the sheer volume of applications—many of which are spammy or automatically submitted—is overwhelming. I’m also considering incorporating a Kahoot-like quiz (with 10 seconds per question) for ‘matched’ applicants to help weed out those who indiscriminately send out CVs without being genuinely qualified.
Do you see this approach as overly mechanical, or could it actually streamline the hiring process? I’m eager to hear your insights!
Additionally, if you have ideas for features that could offer more value at a fraction of the cost of traditional ATS systems, I’d love to hear them!
Subject: Inquiry on Recruitment Rates for Multiple Hires
Hello everyone,
I’m seeking some advice from the community. Our small recruitment agency specializes in hiring field-based engineers, which frequently leads us to recruit several engineers for various locations for the same client.
I’d love to hear if anyone has experience in this area. Do you adjust your fees when filling multiple positions for a single company? For example, do you maintain your standard rates, or do you provide discounted rates for multiple hires?
I appreciate any insights you can share!
Thank you!
Exploring Recruitment CRMs
I’ve been assessing various CRM platforms and have already done demos for Loxo and RecruiterFlow. Tomorrow, I’m scheduled to review RecruitCRM and JobAdder.
So far, RecruiterFlow appears to be quite intuitive and easy to use. Has anyone here had experience with any of these platforms?
I’d appreciate hearing your insights on RecruiterFlow, especially since their pricing seems quite competitive.
Subject: Recommendations for Free Job Posting Sites
Hello everyone,
I’m looking for some suggestions for free job posting sites. With Indeed now requiring full payment for job ads, I’ve been exploring other options, but most seem to have surprisingly high fees. Any recommendations would be greatly appreciated! Thank you!
REC Membership Inquiry
Hello everyone! Do you think that obtaining a REC membership is essential for a newly established recruitment business?
Seeking Recommendations for Job Board Plugins (and Google Listings)
Good morning, everyone!
I’m the owner of an agency with a WordPress website, and I’m in search of a new job board plugin. I’m looking for suggestions for a job board that is user-friendly, effective, and integrates well with Google Jobs.
Currently, I’m using “PressTigers” and have even paid extra for the Indexing API to ensure it appears on Google. However, I’ve been facing ongoing issues with job listings not showing up, despite having had some success in the past. I’ve followed all of Google’s recommendations, yet I’m still not seeing results.
Are others experiencing similar challenges with getting job postings from their websites listed on Google? I’d love to hear about your experiences and any recommendations you may have.
Thanks!
Mike
Unusual Interview Experiences: Am I the Problem?
I recently had an interview that left me feeling quite frustrated and disheartened. The company is a well-known, international organization that reached out to me on LinkedIn, which was surprising since I hadn’t even applied for the position. Unfortunately, I experienced some miscommunication with the recruiter—most notably, they didn’t clarify that the interview process involved two separate calls. Because of this, I initially missed the second interview and had to reschedule. When that happened, the recruiter placed the blame on me, although they still expressed interest in moving forward.
During the first of the two final interviews, I was taken aback when the interviewer immediately informed me that they would need to cancel the second interview scheduled for the following day. There was no prior explanation or discussion—it felt like a decision had already been made before I even had a chance to speak. Despite this, the interviewer continued with questions for an hour.
Just two hours later, I received an email stating that, despite positive feedback from the interviewer, they had decided to move forward with another candidate. They mentioned wanting to keep me in mind for future opportunities, which left me feeling confused and disappointed. Without any specific feedback—just a vague reference to “positive feedback”—I couldn’t help but wonder if this was merely a polite formalism.
The whole experience felt disrespectful; it seemed the decision had been made before I could even contribute to the conversation. I couldn’t shake the feeling that maybe I could have changed their minds or redeemed myself during the call, but it seemed they had already made up their minds. The lack of an opportunity to conclude the conversation made me feel like my time had been wasted and left me unable to fully express myself.
Adding to my frustration, I learned that the salary offered was 30-40k less than we had originally discussed, which felt misleading. Throughout the process, the recruiter also misspelled my name twice and sent several communications riddled with typos, which struck me as unprofessional. They requested a last-minute call to discuss the salary reduction and called me 24 hours earlier than my indicated availability.
All of this has led me to question the company’s interview process and their treatment of candidates. I felt disrespected and as if my time was undervalued. Although I know the decision likely wasn’t reflective of my abilities, I can’t help but feel like a failure. If I’d had a fair opportunity, perhaps I could have made a better impression.
Having just three years of experience in my career, I’ve been fortunate to receive offers after every interview so far, which may have left me unaware of the more challenging realities of the job search process.
Is this type of experience common in interviews? Am I the one at fault, or is it the company’s approach that’s the problem?
