Does a rejection letter mean someone actually looked at my application?

Subject: Quick Question About Rejection Letters

Hi recruiters,

I’ve applied to a lot of positions recently, and I’ve noticed that while some applications don’t get any response, others result in a generic rejection letter stating something along the lines of, “Thank you for your application; we’ve decided to pursue other candidates.”

My question is, when I receive one of these rejection emails, does that indicate that someone actually reviewed my application, or do positions get closed for various reasons and standard emails are sent to everyone who applied?

Additionally, can I take it as a sign that the job listing was legitimate and not just a way to gather data?

Thanks for your insights!

Keeping job details vague to those you’re recruiting – how do you do it?

How do you maintain confidentiality when recruiting?

As a healthcare recruiter in the Middle East, I often face inquiries from candidates about the specific hospital’s name and other details. While I’m happy to provide information, I prefer not to disclose the hospital’s name, as candidates could potentially bypass my services by approaching the facility directly. What strategies do you use to navigate this situation? Thank you!

Need Advice on How to Negotiate a Raise After Being Promoted but Not Getting One

Seeking Guidance on Negotiating a Raise Post-Promotion

A few months back, I was promoted to Head of Talent, overseeing a team of 10 recruiters. Last quarter was a success—my team excelled, and I personally filled several key positions vital for our company.

However, I’ve recently learned that I won’t be receiving the salary increase I anticipated following my promotion. Although there was no specific figure or percentage guaranteed, I had been reassured that a raise would come eventually. Now, I’ve been advised to wait until the annual salary review in April.

I’m feeling quite frustrated for several reasons: the role has been demanding, particularly with the added responsibility of managing a team alongside my own recruitment tasks. I believe I’ve shown strong performance in my position.

By April, I’ll have been in this role for nine months, continuing on my previous salary.

I’m hesitant to wait that long and would like to discuss the possibility of a raise now.

What would be the best approach to initiate this conversation with management? I’m looking for strategies to frame my request effectively, ensuring I come across as assertive without being overly aggressive. Any tips would be greatly appreciated!

International WFH

International Remote Work Opportunity

I’m a recruiter based in the UK, and I’m excited to share that I’ve received an offer for a candidate currently on a Tier 2 skilled worker visa, with sponsorship from my client.

In their existing position, the candidate has the flexibility to work from their home country for up to 20 days a year, adhering to UK hours. This setup essentially allows for remote work from another country, in addition to their statutory annual leave and the option to buy additional leave days.

Currently, my client does not provide this as a benefit. I’m looking for suggestions on other options or perks I could propose to my client. Given that the candidate would need a minimum of 15 days of international remote work to accept this role, any ideas on how to enhance the overall compensation package would be greatly appreciated!

More than 8 seconds..

Beyond the 8-second mark…
We’ve all heard the adage that recruiters spend just 8 seconds scanning a CV before deciding to move on.

But I’m curious—how long do you believe it actually takes for a recruiter to thoroughly process a CV?

I’m referring to the full workflow: reviewing, entering data into the CRM, skill coding, updating the candidate record, formatting the CV (if that’s part of your approach), and sending out the initial email, among other tasks.

Anyone know anything about Oracle ATS?

Has anyone had experience with Oracle ATS? I’m currently interviewing with a company that uses it, and as someone with over 20 years in recruiting, I’m not familiar with this system, which is a bit concerning. How does it compare to Workday, Taleo, and SuccessFactors? (These are the three least favorable ATS platforms I’ve worked with, listed from worst to least worst.) Any insights would be appreciated!

Cheap, easy ATS system?

Looking for an Affordable and User-Friendly ATS Solution

Hi everyone! I’m on the hunt for affordable and easy-to-use ATS systems. We previously used MightyRecruiter, which we loved for offering unlimited jobs and users. However, their support has diminished, and many core features stopped working, making us concerned they might be going out of business.

We’ve explored Loxo, but my team finds it a bit confusing and not very user-friendly. I came across Recooty, Mantal, Zoho Recruit, and Dover, and I’d love to hear if anyone has had experience with these platforms. We’re particularly interested in Zoho Recruit because of its client portal option.

Thanks in advance for your insights!

P.S. Has anyone tried Dover ATS? I’d appreciate your thoughts!

CV’s – JOBADDER

CVs – JobAdder Inquiry

Does anyone know if JobAdder has the capability to track whether someone is downloading multiple CVs on a personal laptop? I’m asking for a friend who is planning to start his own business in the next 12-18 months and is interested in taking this data with him.

He has seven years of experience in his industry!

Cheap Client Portal

Affordable Client Portal Suggestions

Hello everyone! I appreciate you taking the time to read my post. We were previously using Nimbus (Fusebase) for our Client Portal, but we’ve found that many features have been removed, and their support team has been unresponsive. I’m looking for recommendations on budget-friendly tools that allow clients to view resumes. What do you use? Thank you!

Anyone in the UK Special Educational Needs (SEN) Sector Recruitment have any advice/tips?

Seeking Advice on SEN Sector Recruitment in the UK

Hello everyone,

I’m reaching out for some guidance as I embark on my journey in the Special Educational Needs (SEN) sector. I recently joined an SEN school in Devon after several years of experience in global corporate recruitment. Our school supports students with a variety of needs, including autism, ADHD, and PMLD, so attracting qualified and dedicated staff is essential. My goal is to enhance our recruitment strategy and explore new avenues.

We’ve encountered a few challenges along the way:

• Difficulty attracting qualified teachers and those interested in becoming SEN educators who may not clearly understand the path to get there.
• Recruiting in a rural area, which can limit our pool of potential candidates.
• Communicating the benefits of working in SEN education while keeping recruitment costs in check.

I would greatly appreciate any tips or strategies that have worked for others in similar positions! Specifically, I’m interested in:

• Effective recruitment platforms or job boards tailored for SEN roles.
• Creative ways to engage candidates through social media (any success stories would be fantastic!).
• Suggestions for building long-lasting relationships with SEN professionals or student teachers.

Thank you so much for your insights and support! 😊