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

What do you find most frustrating about being a recruiter?

Hi everyone! As a software engineer who has played an active role in the hiring process at my last two companies, I’m keen to gain insight into the recruitment side of things.

As a technical interviewer, I’ve often been frustrated to encounter candidates with impressive resumes but lacking the necessary skills. It’s clear that finding the right candidates is more challenging than I initially thought.

So, I’d love to know: what’s the most challenging or annoying aspect of your job? I’m curious about topics like:

• Sourcing candidates
• Following up with potential hires
• Candidates disappearing during the hiring process
• Issues with ATS and CRM software
• And more!

Thanks for your input!

Does anybody do physician recruiting/ headhunting?

Is anyone here involved in physician recruiting or headhunting? I’m curious to know which platforms you find most effective for sourcing doctors.

What strategies have you found to bring the best results?

How many open positions do you currently have?

What’s your typical turnaround time for filling roles?

I work for 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 have their contract sent out by the next day.

I’m in urgent need of filling positions, aiming to set up at least two interviews daily.

Thanks for your insights!

User research

User Research Request

Hello everyone,

I’m currently working on user research focused on the recruitment industry.

I would greatly appreciate your insights on the tasks that take up the most time for you.

Feel free to share your thoughts in the comments!

Thank you!

better database search

Enhancing Database Search Functionality

Hello, I’m a consultant collaborating with a recruiting firm that utilizes Loxo as their ATS. I wanted to spark a discussion around improving the search capabilities within Loxo. I’m eager to hear if anyone else shares similar concerns or has insights, as your feedback could help us shape a more effective solution that may benefit your own organizations as well.

The core issue lies in the difficulty of searching through the database across all candidates, particularly with notes and call recordings. This limitation often leads to inefficiencies in our workflow.

Here are a few comments from our recent call:

• “The search functionality in Loxo is the only aspect I find frustrating.”
• “We considered switching away from Loxo, but if the search issue is resolved, there’s no reason to leave.”
• “It’s challenging to update my manager on progress since it’s not easy to view notes for all candidates associated with a job. I often have to download a CSV file to get a comprehensive view.”

Does anyone else experience similar challenges with their ATS? How are you addressing these issues?

Starting out

Subject: Seeking Advice on Starting My Own Recruitment Business

Hello everyone,

I’m a recruiter based in the U.K. with over 10 years of experience, consistently billing over £200k annually. I’ve been contemplating starting my own business for a while now, and I believe the time has come to turn that idea into a reality. I wanted to establish a strong track record first before making this leap.

I would greatly appreciate any advice from those who have been in a similar position. What mistakes did you encounter? What key recommendations do you have? What would you suggest as my next steps?

I understand that I need to consider various factors such as operating costs, legal documents, a website, a recruitment system, and more. I’m not expecting exhaustive answers but any insights—no matter how brief—would be invaluable.

I plan to self-fund my venture, but I’m also aware of various credit options available, so any experiences you have in that regard would be helpful as well.

Thank you for your support!

Is it just a numbers game?

Is it all about the numbers?

Hi everyone,

While I’m not a recruiter, I’ve noticed that I receive countless messages from recruiters every time my company lists a new job opening. This has led me to ponder the strategies recruiters use for client acquisition.

Do they categorize their potential clients based on factors such as skills, roles, company size, growth, and performance? Or is it primarily a numbers game where they aim to generate a high volume of leads and see which ones yield results?

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

Help! I’m a National Science Foundation researcher interested in learning more about technology use in recruiting. If you’re a recruiter or talent acquisition specialist, I’d like to interview you (10-15min)!

Hello everyone!

I’m a researcher with the National Science Foundation and I’m exploring how technology is utilized in recruitment. If you’re a recruiter or talent acquisition specialist, I would love to chat with you for about 10-15 minutes!

I’m using a throwaway account, as I’m an assistant research professor conducting this study to understand recruiters’ workflows and the role of technology in the hiring process. I’m aiming to gather insights from professionals across various sectors and company sizes to create a comprehensive overview of the industry.

If you’re open to sharing your expertise in a brief interview, I would really appreciate it! Please send me a DM with your LinkedIn information, and I’ll follow up with a Calendly link to schedule a convenient time. Thank you!

Can a company know about employment history using PAN number?

Can a company access an individual’s employment history through their PAN number?

Should I take the leap? Starting a recruitment company in the US tech sector in 2025 – worth it or not?

Considering a Leap into Recruitment: Is 2025 the Right Time to Start in the US Tech Sector?

Hello, fellow Redditors!

I’m contemplating launching a recruitment agency focused on the US tech sector, and I’m eager to gather your insights and advice. With the job market constantly shifting, I’m curious if 2025 will be a good time to dive in.

Before making this decision, I’d love your thoughts on a few key areas:

• What are the crucial steps I should take prior to launching my recruitment agency?
• What challenges and opportunities do you see in the US tech sector?
• What effective strategies can I use to connect with companies and forge partnerships?

I’m particularly interested in understanding:

• How do companies usually react when approached by a recruitment agency?
• What key factors do companies consider when evaluating a potential recruitment partnership?

Thanks in advance for your help!

General US recruiting roles guidance

Guidance on US Recruiting Roles

Hello everyone,

I hope you’re well.

A bit of background: I am an experienced recruiter with over 10 years in EMEA and APAC, and I’ve worked for a FAANG company. My husband recently secured a position in the Bay Area, while I am currently based in EMEA. Initially, my employer indicated that a transfer to the Bay Area office would be possible, but I was informed this morning that it is no longer an option.

I’m in the process of having my EAD filed next week.

I would appreciate guidance on the likelihood of securing a recruiter position in the Bay Area with an EAD. Additionally, I would like to know if it’s feasible to find a role without an EAD should I choose to resign and relocate to the US while my EAD is still being processed.

Thank you in advance for your thoughtful and helpful insights.

P.S. I specialize in technical recruiting.