Talent Acquisition

Talent Acquisition

Is it typical to be assessed by a business or technical leader for a Talent Acquisition role? After seven years in the tech industry, I’m unsure if evaluations by technical stakeholders are standard practice.

Subscription vs. Pay-Per-Job: Which Hiring Tool Pricing Model Do You Prefer?

Subscription vs. Pay-Per-Job: Which Pricing Model Works Best for You?

Hello everyone! I’m currently developing a hiring tool tailored for small businesses and startups to streamline the recruitment process. We’re considering various pricing options and would greatly appreciate your insights.

Which pricing model do you find more appealing for a hiring platform?

Monthly Subscription: A flat monthly fee grants you access to all features and a specified number of job postings.
Pay-Per-Job Posting: You pay only when you post a job, with no ongoing fees.

Your input will be invaluable in shaping a pricing model that aligns with your needs. Thank you for your feedback!

Ashby/RecruitCRM/Recruiterflow users?

Subject: Seeking Feedback on Ashby, RecruitCRM, and Recruiterflow

Hello everyone,

We’re currently in the process of transitioning our Applicant Tracking System (ATS) this year. While we’ve been using Lever, we’ve decided to switch due to their limitations on using multiple aliases and email domains. Given that we operate two distinct recruitment businesses—one focused on internal hiring and another on Virtual Recruitment staffing—we need the flexibility to communicate with candidates using different email addresses.

We’ve narrowed our options down to three potential ATS solutions: Ashby, RecruitCRM, and Recruiterflow.

Before making our final decision, I would appreciate your insights and experiences with these systems.

Also, I’ve heard that Ashby is primarily geared towards in-house recruitment. Are there any agency users in this group? If so, what workarounds have you implemented?

Thanks in advance for your help!

Looking for direction

Seeking Guidance in Recruitment

Hello everyone,

I own a crewing company in Ontario that provides staffing for various events. These events typically involve 1 to 3 shifts, so it’s not quite the same as traditional temp staffing.

The industry I operate in is seasonal and often unpredictable. While the income can be lucrative, the revenue gaps between seasons can be significant, making it quite stressful to navigate.

To date, I’ve secured three staff placements on three-month contracts, but after the clients opted to buy out those contracts, I’ve found that the demand for this model isn’t high enough to sustain consistent growth.

Although I lack formal education in recruitment, I have accumulated nine years of experience in recruiting and vetting staff for my own business. I have a high school diploma and strong communication and relationship-building skills.

I would appreciate any recommendations on how to transition into a more focused recruitment career. I am open to education options but will likely need to pursue them part-time due to my business commitments.

Thank you for any advice you can share!

Job postings

Job Postings Confusion

I recently applied for an internal job vacancy that aligned well with my skills and seemed like a fantastic opportunity. However, I later discovered an external job advertisement for the same role, and I noticed significant differences in the job descriptions.

The internal posting specified that applicants must have an engineering degree (which seemed odd since it’s not an engineering position) for an intermediate-level role. In contrast, the external advert was much more general, focusing on transferable or soft skills without mentioning a degree requirement at all.

Is it common for the same position to have different descriptions for internal and external postings? I’m puzzled about why internal applicants face stricter qualifications while those applying externally encounter a more lenient set of requirements.

Thank you for your insights! 😊

How to find the recruiter to work with.

Looking for a Recruiter: Seeking Guidance

Hello everyone!

I’m currently the VP at a company generating over $100 million in annual sales, and I have 12 years of experience in the health supplement and nutritional sector. My expertise extends to international development, particularly in Asia.

I joined my current role two years ago to help expand the business into the Asian market. Since then, I’ve successfully driven sales in that region from zero to $11 million annually. In my previous position, I played a key role in growing revenue from $500,000 to $32 million over a decade.

I’m now eager to explore new career opportunities, potentially in different industries beyond health and nutrition. I’m interested in collaborating with recruiters who can assist me in this transition.

Could anyone recommend effective recruiters or resources to help me find the right fit?

Thank you!

What recruitment trends do you predict will dominate 2024?

What recruitment trends do you foresee taking center stage in 2024? I believe recruitment automation is set to lead the way. The market is expanding rapidly, and these tools offer significant advantages. They greatly enhance the speed and efficiency of the hiring process. What are your thoughts?

Advice for a job offer

Guidance on a Job Offer Situation

I recently received a callback regarding a job I applied for, and while they were excited about my interview and wanted to hire me, I learned that the position I interviewed for had already been filled. Instead, they offered me a different role within the same company.

The main difference is in the shift patterns: the job I initially applied for was primarily Monday to Friday, 9-5, with a few Saturday shifts until 1 PM. In contrast, the new role involves a more complex schedule, requiring me to work three out of four weekends each month. The breakdown is that the first weekend is off, the second involves 8 AM to 1 PM shifts on both days, the third is 1 PM to 11 PM, and the fourth is 8 AM to 7 PM on both days. This change in hours feels less than ideal for me.

I’m in a bit of a tough spot because I really need a job, especially since this position would help me move away from my hometown, which I’ve been eager to do. I’m looking for advice on how to navigate this situation. I’ve already accepted the job since it’s still an opportunity, but I’m concerned that the weekend hours will make it hard for me to spend time with friends and family, who are typically available on weekends.

On the bright side, I would have two or three weekdays off when I work weekends, but unfortunately, most of my friends will be working during that time.

I genuinely want to make this job work as it feels manageable, but I’m anxious about how the hours will impact my social life. Also, it’s a minimum wage position, which isn’t a major concern for me right now, but I’d love to hear any insights or suggestions from anyone who has been in a similar situation. Thanks!

Looking for a New ATS System – Advice Sought 💻

Seeking Recommendations for a New ATS System 💻

I’m reaching out for advice on finding a new ATS for my U.S.-based ERP/IT Staffing Firm. We primarily work with Fortune 2000 companies, and about 80% of our business revolves around staff augmentation, where we provide contractors to clients.

While our sales team has been happily using Salesforce for several years and plans to stick with it, the recruitment side of our operation is facing challenges. We’ve relied on the same ATS since the mid-2000s, transitioning from a Windows-based client/server application to its web/cloud version about four years ago. Unfortunately, this move was more about expedience than finding the best solution, and while the data migration was quick—taking just 24 hours— the system has become cumbersome and lacks integration with Salesforce due to its closed API.

I’m feeling the weight of this inefficiency and recognize that it’s time to consider a long-term solution.

My ideal ATS would either be built on Salesforce or integrate seamlessly with it. Managing two separate systems has become a significant operational challenge.

Here are some important details about our operation:

• Recruitment Team Size: 10 recruiters
• Candidate Database: Over 100,000 candidates
• Hiring Volume: Low to mid-volume, placing 5–15 contractors per week

I’m looking for a system that is easy to use (to encourage adoption by my team) but also has robust Boolean search functionality for resumes. While additional features are welcome, my team is experienced and can quickly adapt to new technologies, so extreme simplicity isn’t a priority.

If the ATS also includes back-office functionality, that would be a huge plus as I aim to streamline our systems.

I appreciate any recommendations you can provide. Thank you!

Recommendation for a Cloud-Based Calling System for Recruitment Business

Looking for Recommendations on a Cloud-Based Calling System for a Recruitment Startup

Hi everyone,

I’m in search of an affordable cloud-based calling system for a recruitment startup based in the UK. Ideally, the system should have the following features:

• Support multiple phone numbers.
• Allow recruiters to make calls to candidates easily.
• Enable incoming calls to be forwarded to specific team members.
• Include call recording capabilities.
• It would be a plus if it integrates seamlessly with a CRM.

I’d greatly appreciate any recommendations you might have!

Thank you!