How do LinkedIn Easy Apply work?

How does LinkedIn’s Easy Apply feature work?

From my experience, my applications typically fall into three categories when using LinkedIn’s Easy Apply:

• Application Submitted
• Application Viewed
• Resume Downloaded

However, the status of my applications seems to have little influence on whether I get contacted. I’ve had recruiters and hiring managers reach out while my application was still marked as “Application Submitted.” Conversely, there have been applications that were marked as viewed or had my resume downloaded, but I still haven’t heard back from anyone.

While I can understand that just because an application is viewed or my resume is downloaded doesn’t guarantee I’ll be contacted, I find the other scenario puzzling. How can recruiters determine that I’m a good fit without even looking at my application or downloading my resume? Is there a way for them to circumvent this process? Many of the recruiters I’ve spoken to seem to have seen my CV, but this isn’t reflected in the application status.

What are people’s thoughts on Vincere CRM?

I’m curious to hear everyone’s opinions on Vincere CRM. We’re a general recruitment agency that handles both temporary and permanent placements, currently with a team of about 10 people. We’re particularly interested in a solution that integrates well with Broadbean.

Does anyone have any experiences or feedback on Vincere? Is it worth the investment?

Asking About Schedule

Inquiring About Work Schedule

I have an interview for a job this afternoon that features a hybrid work arrangement. I’ve noticed that employees have different schedules—ranging from three days remote to two days, etc.—but I haven’t been able to find clear information about it online. Should I bring up scheduling preferences and options during the interview, or is it better to wait until after I receive an offer?

I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience with it, please DM me. I’d love to know how to use and organize it effectively, and I’m especially interested in learning how to import resumes into the system. Thank you!

Recruitment career planning

Career Development in Recruitment

Hello everyone! I’m diving into the topic of career progression for talent professionals, particularly recruiters and sourcers. My goal is to create a clear growth roadmap and training plan for my team to help them advance through the various stages of their careers.

I’ve outlined five career phases for recruiters:

1. Junior (0 – 3 years): This stage focuses on collecting knowledge and gaining experience.
2. Intermediate (3 – 5 years): At this level, mastering skills and gaining hands-on experience become essential.
3. Senior (5 – 7 years): Specialization in a specific area and developing autonomy are key during this phase.
4. Management (7 – 10 years): Leadership skills and the success of the team take priority here.
5. Senior Management (10+ years): Achieving departmental and strategic goals is the focal point in this advanced stage.

Here are some potential career paths for recruiters:

1. A 360 recruiter with a knack for sales might transition into Business Development, moving up to Business Development Manager or Account Manager and eventually becoming Head of Sales or Account Management.
2. A 360 recruiter who enjoys candidate engagement could shift to Internal/180 Talent Acquisition roles, then progress to TA Manager and eventually Head of TA.
3. A recruiter focusing on sourcing may become a Sourcer or Technical Sourcer, advance to Senior Sourcer/Consultant, and lead a team of researchers.
4. A recruiter in a 180 role seeking broader business exposure could take the leap into a 360 role.
5. Alternatively, one might choose to start their own 360 consulting business.
6. Finally, there’s always the option of leaving the recruitment industry altogether to explore other pursuits.

I’d love to hear your thoughts! Does this career path resonate with your experiences? Are there additional paths worth considering? And what other factors might someone care about during these career phases?

This is just my perspective, and I’m eager to learn from your experiences and insights!

Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle data related to probation failures in your recruitment analytics? My usual approach is to focus on hires made within the past 12 months, but I’m uncertain about how to account for individuals hired over a year ago who have failed probation in the last year. Should I exclude them from the analysis, expand the data window, or adopt a different strategy? I worry that senior leaders may perceive the omission of these probation failures as data manipulation, especially since they are aware of recent failures, even if those hires fall outside the last 12-month hiring count. This scenario complicates the data analysis significantly. What are your thoughts on the best way to tackle this issue?

Are there any ATS designed for online communities?

Are there any ATS (Applicant Tracking Systems) tailored for online communities?

I manage a WhatsApp group with around 800 job seekers and hiring managers, and I’m looking for a better way to organize candidates and job opportunities. Currently, everyone just shares posts, which feels quite disorganized. Does anyone have recommendations?

Can anyone help me with the right communities for posting the Recruitment posts on Reddit?

Hey everyone!

I’m looking for some advice on the best Reddit communities to share our recruitment posts. I’m part of the marketing team and would love to boost the visibility of our company’s job openings. Any suggestions would be greatly appreciated! Thanks in advance!

Maintaining Value

Maintaining Value: Seeking Your Insights

I’m reaching out for some guidance.

My company is in its second year of operation and is based in Africa, where we’re introducing an entirely new concept to the market. I have several partners, including one based in the U.S. who helps bring in clients.

As the operations lead, I want to ensure that we’re not perceived merely as an offshoring service that charges monthly fees for sourced talent. We strive to create a supportive work environment, housing our talent on-site, providing comfortable workspace, internet access, and managing aspects like salaries, hardware, infrastructure, and taxes.

When we launched, we appointed a tech team leader—who is also a developer—hoping he could effectively guide our talent. His role involves monitoring progress towards milestones, ensuring timekeeping, comprehending the overarching project goals, identifying any team members who may be underperforming, and compiling monthly reports detailing hours worked and tasks completed along with feedback. This structure was established to build confidence for companies entering the African market, which certainly has its challenges. Staying on top of our talent is crucial.

Unfortunately, this approach does not seem to be yielding the desired results. I have concerns about the efficacy of his process, as there appears to be a lack of meaningful insight in the updates, and issues with lazy or underperforming staff aren’t recognized until it’s too late.

I’m looking for advice: What am I doing wrong? How do you effectively manage this situation? Is what I’m experiencing typical? What strategies do you employ for your clients, and what tips can you offer?

Additionally, how do you stand out from other recruitment agencies?

Is anyone using Lever as an ATS?

Has anyone here used Lever as an ATS? I’m currently assessing it and would appreciate your insights on its strengths and weaknesses. Any feedback would be greatly appreciated!