Assistance Needed in Mainland China
Hello everyone,
I’m currently facing challenges with my internal team in sourcing high-quality candidates for 7 software engineering positions based in China. I’m seeking potential partners, whether firms or individuals, who can assist with this effort.
Has anyone here had experience recruiting in China? Your insights would be greatly appreciated!
Logo Maker
I truly appreciate all the insightful comments from everyone on my previous posts regarding CRM and website builder options!
Now, I’m on the hunt for a distinctive logo for my recruitment business.
Do you have any recommendations or know of any reliable resources where I can get one designed? Your help would be greatly appreciated!
Seeking Your Input: Would You Consider a Simple and Affordable ATS?
Hello, wonderful recruiters!
I’m developing a straightforward and budget-friendly applicant tracking system (ATS) designed specifically for small businesses and startups that may not have the resources for the larger, more complex solutions available.
Here’s the concept:
Simply enter your website URL, and it will generate a branded career page for you, featuring job listings and basic applicant tracking. The goal is to keep it quick, user-friendly, and not overwhelming, with accessible pricing beginning at no cost for small teams.
I’ve noticed many ATS options tend to be:
I would love to hear your thoughts:
Your feedback would be greatly appreciated as I’m looking to address some real challenges in the hiring process!
Thank you so much in advance! 🙏
Title: Adding Job Listings on GoDaddy Website Builder
Hello everyone! I’ve set up a recruitment website using GoDaddy and would like to include a section for live job listings, complete with all the necessary details. I’d like to link this section to a Call To Action (CTA) button and label it “Live Jobs.”
Is this possible with the GoDaddy website builder, or will I need to use WordPress plugins or any additional tools? Thank you!
600 Resumes, a Flawed ATS, and My Quick Solution
Hey everyone,
I work at a fintech company, and I recently learned that our HR recruiter had to review a staggering 600 resumes for a single data analyst role. I was shocked—especially considering we pay our ATS tens of thousands of dollars annually. While it has a ranking feature for candidates, it’s so inaccurate that we’d need to spend an additional $10k to upgrade to the enterprise version.
In response, I created a simple tool that calculates a matching score for each applicant and provides insights on why they might be a good or poor fit for the role. Our recruiter shared it with some HR colleagues, and they’re interested in converting it into a full-fledged product.
Before I dive in, I’d love your feedback on whether this idea has potential. I realize that hiring is fundamentally a human process, but the sheer volume of resumes is overwhelming—many of which are just spam or mass submissions. I’m considering implementing a Kahoot-style quiz (10 seconds per question) for matched applicants to help filter out those who indiscriminately send out their CVs without being truly qualified.
Do you think this approach seems too mechanical, or could it genuinely enhance the hiring process? I’m eager to hear your thoughts!
Also, if you have any ideas for features that typically cost a fortune in standard ATS systems but could be done more affordably and effectively, I’d love to hear them!
Subject: Inquiry on Recruitment Rates for Multiple Hires
Hi everyone,
I hope you can assist me with a question. We are a small recruitment agency focusing on field-based engineers, and often we find ourselves recruiting multiple engineers for the same client in various locations.
I’d like to hear about your experiences in this area. When you recruit multiple candidates for a client, do you adjust your rates? Specifically, do you maintain your standard rates, or do you offer discounts for bulk hires?
Thank you in advance for your insights!
Subject: Looking for Free Job Posting Sites
Hi everyone,
I’m looking for recommendations on free job posting sites. With Indeed now requiring full payment for postings, I’ve been exploring other options, but many providers seem quite overpriced. Any suggestions would be greatly appreciated! Thanks!
Discussion on REC Membership
Hello everyone! Do you think obtaining a REC membership is essential for a startup recruitment business?
Job Board Plugin Recommendations Needed (and Google Listings)
Good Morning, everyone!
I’m the owner of an agency with a WordPress website, and I’m on the lookout for a new job board plugin. I’d appreciate any suggestions for a user-friendly job board that integrates well with Google Jobs.
Currently, I’m using “PressTigers” and have invested in the Indexing API for Google, so it should technically be showing up there. However, I’m not having any luck at the moment. While jobs have appeared in the past, they no longer seem to be visible. I’ve followed all of Google’s guidelines for visibility but to no avail.
Has anyone else encountered issues with getting jobs listed on Google from their company websites? I’d love to hear about your experiences.
Thanks!
Mike
Strange Interview Practices or Am I the Problem?
I recently had an interview for a role that left me feeling frustrated and disheartened. A well-known international organization reached out to me unexpectedly on LinkedIn, even though I hadn’t applied for the position. Unfortunately, there were some miscommunications with the recruiter. For instance, they failed to clarify that there were two separate calls for the interview, which caused me to miss the second one initially and required me to reschedule. When I brought this up, the recruiter placed the blame on me but assured me they were still interested in moving forward.
During the first of the two final round interviews, I was taken aback when the interviewer immediately announced that they would need to cancel the second interview scheduled for the following day, without any explanation. This made me feel as if a decision had already been made before I had the opportunity to present myself. Nevertheless, she continued to ask me questions for the next hour.
Two hours later, I received an email stating that, although the interviewer had given positive feedback, they had chosen to move forward with another candidate. They also expressed interest in keeping me in mind for future opportunities. I was left feeling confused and disappointed, especially since I received no specific feedback—just a vague mention of “positive feedback.” I couldn’t help but wonder if this was merely a polite formality.
It felt disrespectful, as it seemed the decision had already been made before I even had a chance to participate fully in the interview. I kept second-guessing myself, thinking that I might have been able to change their minds during the call. However, it appeared that their decision was set. Not having the chance to complete or close the conversation left me feeling that my time was wasted and that I hadn’t been able to express myself fully.
Additionally, I was informed that the salary would be $30,000-$40,000 less than initially discussed, which heightened my sense of being misled. Throughout this process, the recruiter misspelled my name twice and sent multiple communications with typos, which felt careless and contributed to a lack of professionalism. They also requested a last-minute call to discuss the budget reduction and its impact on salary, calling me 24 hours earlier than my stated availability.
All of this has led me to question the company’s process and their overall handling of the situation. I feel disrespected and like my time was undervalued. The entire experience has left me feeling like a failure, even though I realize the decision likely wasn’t a reflection of my abilities. I can’t shake the feeling that had I been given a fair chance, I could have done better.
I’ve been in my career for three years and have been fortunate to receive offers after each interview, which might leave me somewhat naïve to these realities.
Is this a common occurrence in the interview process? Is this more of an issue with me, or with the company itself?
