What features recruiters use on ATS?

What ATS Features Do Recruiters Really Use?

With countless ATS software options available online, many come packed with a myriad of features. But which ones do recruiters actually rely on the most?

As I develop my software, my goal is to avoid creating unnecessary features. I want to implement only those tools that truly save time and money for recruiters.

Is £100k achievable and what did you earn in Y1,Y2 & Y3

Is earning £100k realistic, and what were your salaries in Years 1, 2, and 3?

After spending six years in software and web development, I’ve decided to transition into recruitment, where there’s significant potential for commission earnings!

So, here’s the burning question: how much can I really make?

I’ve come across mixed opinions—some say it’s definitely possible to hit that £100k mark, while others aren’t so sure.

I’d love to hear your experiences. What were your salaries in recruitment, and do you believe earning £100k is achievable with dedication after three years?

Do you still use email to send requests for references?

Are you still sending reference requests via email?

This seems particularly relevant for agencies in the UK.

I know a few agencies that continue to send reference requests through email, including one prominent agency that sends out nearly 10,000 requests each year.

I’m curious to know if this practice is widespread. If you’re not using email, what alternative tools do you prefer?

How do you say no to a friend?

How do you turn down a friend’s request?

As a recruiter, it can be challenging when a friend approaches you for a job recommendation, especially if you feel they may not be the right fit. How do you communicate this delicately?

I have a friend whose qualifications don’t quite match what I’m looking for. He spent a year as a product manager at a local bank, followed by a year at a small software company as a business developer, but that’s the extent of his experience.

I’m currently recruiting for well-established, well-funded startups and organizations, and I can’t simply forward a CV without genuine confidence in the candidate’s abilities.

Linkedin recruiter export

LinkedIn Recruiter Export Request

Hi everyone,

I’m currently working at a sustainability startup and could use some assistance. Would anyone be willing to help me obtain an export of profiles that hold a specific certification? I would greatly appreciate your support! Thank you!

Does anyone have a good spreadsheet template they use to track placed contractors?

Hi everyone!

I’m looking for a reliable spreadsheet template to help me track contractors I’ve placed. Ideally, it would include fields for start date, finish date, margin, and any other relevant information.

Thanks in advance for your assistance!

Experience recruiting VAs

Seeking Insights on Hiring Virtual Assistants

Hello everyone!

I’ve been running my own recruitment business for three years now and I’ve seen some success. I’m at a point where I’m ready to pursue further growth.

I’ve heard a lot about hiring VAs, particularly from South Africa, for candidate outreach and I’m curious to know more about it.

Has anyone here had any experience with this?

I have a few questions:
– How do you find a reliable VA?
– What is a reasonable salary to offer?
– What strategies do you use to get them familiar with UK recruitment practices?
– Do you provide any specific tools or software to assist them?

Any advice or insights from those who have navigated this process would be incredibly helpful!

Thank you!

Largest pain impacting recruiters and candidates?

What’s the biggest challenge facing recruiters and candidates?

Hello everyone,

I’m conducting some market research and would love to hear your thoughts!

What are the most significant pain points you’re experiencing in your job search or hiring process?

From my perspective:

For candidates: It’s often the frustrating candidate experience, like poor hiring procedures or biased recruiting practices. Does this resonate with you job seekers?

For recruiters: Is retention your primary challenge? And do you find yourself sifting through many irrelevant applications for your roles?

Thanks for your input!

The Cost of Poor Hiring in AI: How to Make Better Staffing Decisions

The Cost of Poor Hiring in AI: Strategies for Better Staffing Decisions

The Importance of Hiring the Right AI Talent

As the field of artificial intelligence expands and transforms various industries, the competition for skilled AI professionals is intensifying. Organizations recognize that a poor hiring choice can result in significant financial, operational, and reputational repercussions. Insufficiently equipped AI teams can lead to resource misallocation, project delays, and even ethical dilemmas. To navigate these challenges, many companies are turning to specialized AI staffing solutions and recruitment firms, which help identify candidates with the necessary technical expertise, experience, and cultural compatibility to optimize AI investments.

The Unseen Costs of Subpar AI Hiring

Financial Repercussions

Hiring the wrong AI professional incurs considerable costs. Expenses related to re-recruiting, extensive training, and lost productivity during the transition can escalate quickly. By collaborating with an AI recruitment agency, organizations can minimize these costs by securing highly qualified candidates early in the process and avoiding hiring errors.

Impact on Project Outcomes

A misfit in an AI role can significantly derail project timelines and budgets. If an AI team lacks essential skills, delays and budget overruns become inevitable. AI recruitment agencies facilitate the hiring process, ensuring that organizations acquire the right talent in a timely manner. With appropriately skilled AI professionals on board, projects are more likely to remain on track, within scope, and within budget.

Disruption to Team Dynamics and Brand Perception

Incorrect AI hires can disturb team harmony, leading to conflicts, reduced performance, and a detrimental workplace atmosphere. Additionally, such hires can tarnish a company’s reputation. AI recruitment agencies aim to find candidates not only with the required skill sets but also those who align well with the company’s culture. Leveraging an AI staffing agency helps mitigate the risk of team disruptions, safeguarding both workplace morale and company image.

Reasons Behind Poor Hiring Decisions

Ambiguous Role Definitions

Vague or poorly written job descriptions create confusion for candidates and can result in mismatched hires. When expectations are unclear, finding candidates with the right qualifications becomes challenging. AI recruitment agencies assist in refining job roles, ensuring that each listing accurately reflects the skills required. Collaborating with AI staffing agencies enhances communication and improves overall hiring quality.

Inefficient Screening Methods

Inadequate screening processes often overlook critical technical qualifications, leading to the hiring of unqualified candidates. Professional AI recruitment agencies employ advanced evaluation tools and methodologies to thoroughly assess candidates. Their expertise allows them to identify top talent, minimizing the chances of hiring mishaps.

Time Constraints on Hiring Managers

Hiring under pressure often results in rushed decisions, causing key qualifications or compatibility aspects to be overlooked. When companies need to fill positions quickly, they risk opting for less-than-ideal candidates. Partnering with an AI recruitment firm accelerates the hiring process by providing pre-screened, qualified candidates, allowing organizations to meet their staffing needs without sacrificing quality.

Strategies for Making Better Staffing Choices

Clearly Define Skill Requirements

Detailed and specific job descriptions are essential for attracting the right AI candidates. Ambiguity in job postings can result in hiring mismatches. AI staffing agencies assist in creating skill-based profiles that align with the specific needs of the position, significantly enhancing the hiring process.

Implement Comprehensive Skill Assessments

Thorough technical evaluations are crucial for filtering out unqualified candidates. AI recruiting firms utilize advanced tools and techniques to accurately assess the technical skills of candidates. By conducting rigorous tests and interviews, these agencies ensure that only the most qualified professionals are selected.

Collaborate with an AI Recruitment Agency

Working with an AI recruiting firm can significantly reduce the time spent on hiring. These agencies have vast networks and streamlined processes to quickly identify and place top talent. By partnering with them, companies can expedite hiring, enhance candidate quality, and lower overall hiring costs.

Long-Term Benefits of Hiring the Right Talent

Recruiting the right AI talent is not just about immediate needs; it is a long-term investment. Skilled AI professionals foster innovation, leading to the development of new products and services that drive business growth and maintain competitive advantages. A strong AI team also contributes to the overall workforce by sharing knowledge and helping current employees upskill. AI staffing agencies are instrumental in guiding companies toward sound hiring decisions that ensure long-term success and sustainability.

Embrace Smarter AI Hiring Strategies

The potential consequences of poor AI hires are substantial, ranging from wasted resources to reputational damage. By adopting smarter hiring practices through AI staffing solutions, organizations can steer clear of these pitfalls. Collaborating with an AI recruitment agency grants access to pre-screened, qualified professionals, enhancing the hiring process and ensuring optimal return on investment.

Recruitment leaders, what are your average desk costs?

Attention recruitment leaders! What are your average desk costs? I’m interested in exploring the variations in these figures. It’s evident that there’s a delicate balance between achieving a solid ROI on premium tools and technology while keeping overhead expenses to a minimum.