Please help with a very short survey for a Master’s degree

Quick Help Needed for a Master’s Research Survey

Hi everyone,

I’ll keep it brief! I’m exploring the idea of pursuing a Master’s degree and planning a dissertation that involves using Data Science to identify which elements of a CV are the most effective in predicting a graduate’s chances of being hired. To gauge interest in this topic, I’ve created a very short survey that I’d love for you to fill out:

https://forms.office.com/r/p3ssdw5nkG

It would mean a lot to me if you could spare just 5 minutes to complete it. Thank you so much for your support!

(Note: Moderator approval granted)

Best Sourcing Services for Educational Staffing?

Seeking the Best Sourcing Services for Educational Staffing

I recently received approval to explore additional sourcing methods, provided I can justify the costs involved.

At present, I’m primarily utilizing Indeed Smart Sourcing and LinkedIn Recruiter. However, Indeed’s outreach is quite restricted due to the limit of just 30 contacts, and while LinkedIn Recruiter offers more InMails, I haven’t seen much success there compared to what I achieve through Indeed and our ATS. My main request is for Indeed Premium, which would grant me 70 extra contacts along with other valuable features, although it comes at more than double the expense.

I’m looking for recommendations on tools that offer a strong return on investment for sourcing educational staff. If you have any creative sourcing strategies or reliable paid services, I’d love to hear your insights. Is ZipRecruiter worth the investment? Has anyone had experience with Teacher-Teacher or Smartspring? I’m also curious about AI-powered services, as long as they adhere to ethical standards for corporate use. Thank you!

Building Talnet – Split & Social Network for Recruiters | Job & Talent Marketplace

Introducing Talnet: A Collaborative Network for Recruiters and Job Seekers

I’m excited to share that I’m in the process of developing Talnet, which started as a marketing tool for MPC (Multi-Party Cooperation) but has evolved into a comprehensive platform. Here’s what you can expect:

• Split Network Features
• A Searchable and Filterable Job & Talent Marketplace
• Recruiter Profiles that Highlight Your Job Listings and Anonymized MPCs
• The Original MPC Marketing Tool that Inspired This Project
• A Reporting Dashboard (currently in development, with an anticipated launch by the end of 2024)
• A Fully Searchable Knowledge Base, which I plan to roll out in late Q1 2025
• Additional Features on the Way, as I continue to prioritize feedback and enhancements!

I invite you to help shape the direction of this platform as a community. I’m planning to conduct a beta test in mid-December with 50-100 users. Early adopters will receive a complimentary full license for the first year in exchange for valuable feedback. Free plans will also be available. My goal isn’t to generate profit— I earn my living by placing software engineers—but to create a robust product that fosters collaboration and knowledge-sharing among recruiters.

If you’re interested in joining this journey, please send me a direct message to be added to the waitlist for launch notifications (targeting December 31st at the latest).

Let’s build and grow together! 😃

Does AI have a place in HR?

Is AI Set to Revolutionize HR?

Every day, I come across new AI innovations and companies making waves in various industries, and I’ve been noticing a growing interest in AI applications specifically for HR.

For instance, some new startups are leveraging AI to streamline HR administrative tasks—automatically creating and updating employee handbooks, onboarding materials, and company policies. Additionally, AI agents are being developed to monitor key changes such as new hires, management transitions, benefit updates, and legislative shifts, ensuring that internal policies stay current.

While ATS systems and other AI-driven hiring solutions have been part of the HR landscape for over a decade now, I can’t help but wonder if other AI applications will soon become standard practice as well. Are any of you exploring or utilizing AI-driven ideas or businesses in the HR realm? I’d love to hear your insights!

Job filled?

Job Filled?
I had a job interview about a week ago that I felt went pretty well. Just a few days later, I received a call from the area manager inviting me back for a second interview, expressing a strong interest in bringing me on board. We arranged to meet on 05/12. However, coordinating our schedules has been challenging since we work the same hours, so I’ve had to plan around my breaks.

Today, I received an email stating that the position has been filled. Has anyone else experienced something like this?

asked to schedule an interview but another candidate has already accepted the job

Subject: Concern About Interview Timing for New Grad Rotational Program

Hi everyone,

I recently connected with a recruiter on LinkedIn who encouraged me to apply for a new grad rotational program. I submitted my application three days later but didn’t receive a response from her. I later noticed that she commented on a post indicating that someone already accepted the position I applied for.

To clarify the situation, I reached out to her colleague to ask if the program is still hiring. The colleague mentioned she would get in touch with the person in charge of the program. I then received an email from the original recruiter, stating she would like to schedule a call to start the interview process, and I replied the next day.

I’m concerned that they might fill the positions before I get a chance to interview since I applied three days after the initial outreach and responded to her email a day later. The program is set to begin in January 2025. Has anyone experienced a similar situation where offers had already been extended but the company was still interviewing candidates? I’d appreciate any insights or advice you might have! Thank you!

Recruitment – non complete Claus and career change

Career Transition and Non-Compete Concerns

Hello everyone,

I hope this message finds you well. I am currently exploring a potential career change and would greatly value any insights from those who have faced a similar situation.

At present, I work at a tech recruitment agency specializing in placements within trading firms and hedge funds—a niche sector with a limited client pool. The organization I’m looking to join overlaps with some of the clients my current employer services. Unfortunately, my current company has previously warned of legal action if I were to transition to a competitor and work with these clients within a one-year timeframe. They have even monitored past employees to ensure compliance.

I am genuinely enthusiastic about this new role as it seems like a fantastic step forward in my career. However, I’m apprehensive about the potential legal repercussions involved. If anyone has navigated a similar path or has advice regarding non-compete clauses, I would be truly grateful for your perspectives.

Thank you for your assistance!

Here is a summary of my non-compete clause for reference:

• 17.2 The Employee agrees not to engage with any competitors without prior written consent from the Company, either directly or indirectly, in any capacities listed below, for the specified duration post-termination.

• 17.2.1 For three months following termination, no involvement in supplying services in the relevant area.

• 17.2.2 For six months post-termination, soliciting business from any professional contacts.
• 17.2.4 For six months post-termination, supplying services to professional contacts or dealing with clients.
• 17.2.5 For six months post-termination, soliciting business from candidates or prospective candidates.
• 17.2.6 For six months post-termination, soliciting employment of key employees in a competing business.
• 17.2.7 For six months post-termination, employing key employees in a competing business.
• 17.2.8 At any time after termination, misrepresenting any connection to the Company or using any company-associated names.

I will also be adhering to the company’s post-termination policies outlined in the employee handbook.

I appreciate your thoughts and advice!

Is it weird if I call hiring manager if phone wasn’t given?

Is it inappropriate to call the hiring manager if I don’t have a direct number?

Hey everyone! I recently came across an internship opportunity at a company in my city that I’m really excited about. The listing on my university’s website provided most of the details, including the hiring manager’s name and email, but unfortunately, it didn’t include a phone number.

As part of my research, I found the manager’s LinkedIn profile and noticed a business phone number listed there. Would it be strange if I called this number to introduce myself and express my enthusiasm for the position?

Do you think this approach could help me stand out among the many applicants, or is it better to stick to email communication?

Thanks for your thoughts!

Need help for recruitment Facebook ads

Assistance Needed for Facebook Recruitment Ads

Hello everyone!

I’m reaching out for help with boosting a post on our recruitment page. Unfortunately, it has been getting rejected by Meta, who claims it is deceptive, even though we are genuinely looking to hire. I really need some guidance.

What should I avoid including in my ad?

In my post, I’ve added:
– Requirements
– Job description
– Salary and benefits
– Link to the application form

Am I potentially missing something or violating any guidelines?

I would appreciate any advice you can offer. Thanks!

Candidate engagement with sourcing/interview materials – Does it matter?

Does Candidate Engagement with Sourcing and Interview Materials Matter?

Do you pay attention to whether candidates engage with the materials you share during the sourcing or interview process?

Consider these points:

• Are they clicking the links you provide?
• Are they taking the time to read the prep guides or explore company content?
• How does their level of engagement— or lack of it— affect your impression of them and your candidate priorities?

We’d love to hear your thoughts!