Trying to stay on the right side of the rules, question for the mods
RCadmin Recruitment
Trying to stay on the right side of the rules, question for the mods

I’m hoping to stay within the subreddit guidelines, so I’m reaching out to the mods for clarity. The description mentions including “recruitment system developers.” I’m curious about the intended focus:

1) Is the aim to encourage valuable discussions on this topic?
2) Should we only be sharing third-party recommendations?
3) Are requests for someone to build a system allowed?
4) Why doesn’t anyone appear to be taking initiative on this?
5) Is there another direction we should be considering?

It seems a bit odd that one can be a developer or contributor but can’t promote their work unless they’re discussing broad industry insights. Thanks in advance for your help!

Hiring takes too long. How do you find good people fast?
RCadmin Recruitment
Hiring takes too long. How do you find good people fast?

Hiring can be a lengthy process. How can you quickly identify top talent?

I collaborate with companies to recruit retail personnel, and I often find that the right candidate search extends over several weeks. Unfortunately, we sometimes end up hiring individuals who leave shortly after. What strategies or tools do you use to expedite hiring and minimize the risk of poor hires? I’d love to hear your insights!

Modern Recruitment / Sales + Advice For A New Starter
RCadmin Recruitment
Modern Recruitment / Sales + Advice For A New Starter

Modern Recruitment and Sales: Advice for a New Recruiter

Hello, Reddit!

I recently embarked on a new journey as a recruiter at an IT recruitment firm in London. Coming from a completely different background in the music industry, where I primarily worked in production and engineering, I decided to make this transition for the stability of a permanent position after years of freelancing.

I’m reaching out to see if anyone has insights or tips for someone starting in this field in 2025. My manager has mentioned that the recruitment landscape has shifted significantly over the years, and I’m glad to be part of a well-established company that has a good reputation.

I wouldn’t describe myself as inherently “salesy” in the traditional sense, and I’m curious about how that plays out in today’s recruitment environment. In the past, I found aggressive sales tactics—like cold calling—to be off-putting, and I often dismissed outreach that felt overly sales-driven. Is this approach still effective for gaining new business?

Any advice from seasoned professionals, especially regarding navigating this role as a newcomer, would be immensely appreciated. I’m also interested in hearing about your experiences over the years—what’s changed, what you enjoy, and what challenges you’ve faced. Let’s discuss anything you think could be insightful or beneficial!

Any new platforms that can replace LinkedIn?
RCadmin Recruitment
Any new platforms that can replace LinkedIn?

Are there any new alternatives to LinkedIn?

I’ve been using LinkedIn Recruiter like many of you, but the rising costs in recent years have made it hard to justify.

I’m on the lookout for any platforms with a robust database similar to LinkedIn’s, as that’s their key advantage. I’d be open to exploring new tools, especially if they offer valuable AI features that enhance productivity.

Thanks in advance for any recommendations!

Best Permanent Placement ATS/CRM??
RCadmin Recruitment
Best Permanent Placement ATS/CRM??

Looking for the Best ATS/CRM for Permanent Placement

Hello everyone!

I manage a construction recruitment firm, and right now, we’re using TopEchelon, but to be honest, I barely utilize it. Most of our applicant tracking is managed through Excel, which isn’t ideal for the long term.

I’m on the hunt for a solid ATS that specializes in permanent placements. I’d love to hear your recommendations, as I’m feeling a bit lost in the options available.

Here are a few platforms I’ve been considering:

  • Greenhouse: It looks nice but doesn’t appear to have all the features that some other systems do. The pricing also seems elevated for the aesthetics alone—could be mistaken, though!

  • Loxo: I’ve heard good things, but I keep coming across negative reviews regarding their customer support and overall functionality, so I think I’ll pass on this one.

  • RecruiterFlow: This one seems promising! It’s straightforward and user-friendly, though it does come off as a bit basic.

I would appreciate any advice or experiences you have with your preferred ATS.

Thanks in advance!

LLMs in Job Applications: Leveling the Playing Field or Opening Pandora’s Box? A Recruiter’s Observation
RCadmin Recruitment
LLMs in Job Applications: Leveling the Playing Field or Opening Pandora’s Box? A Recruiter’s Observation

LLMs in Job Applications: Enhancing Fairness or Stirring Controversy? Insights from a Recruiter

Hello everyone,

I’d like to share an observation I’ve made recently as a recruiter and gather your insights. With the rise of AI-assisted applications, it’s becoming increasingly clear that 55% of companies are now investing more in automated recruiting tools that utilize AI. This trend raises a pressing question: Are we truly identifying the right candidates when applicants can rely on LLMs to formulate polished responses?

On one side, I see the potential for LLMs to empower candidates from underprivileged backgrounds to present their qualifications effectively. These individuals might lack access to professional resume guidance or struggle to express their skills, meaning that LLMs can help them craft compelling applications. Moreover, it’s beneficial if LLMs assist candidates in understanding resume structure without automatically generating final submissions.

Conversely, I’m concerned that we may be losing our ability to evaluate authentic skills. I’ve noticed a trend where resumes and cover letters appear highly technical, yet candidates often falter when discussing their experiences in interviews. An additional risk is the reliability of LLM-generated content; inaccuracies can occur and lead to misrepresentations.

Is the playing field truly level if some candidates can harness advanced AI while others cannot? Are we moving towards a scenario where adeptness at prompting LLMs is valued more than genuine, hard-won experience? Will authentic candidates find themselves at a disadvantage?

I’d love to hear your thoughts. Is this a trend you’ve observed as well? How can we, as recruiters, navigate this evolving landscape to ensure we maintain a fair and accurate assessment process for candidates? I’m especially interested to hear from those of you who are trying out new evaluation techniques.

Jobin
RCadmin Recruitment
Jobin

Trying out Jobin!

How has it helped you save time?

For me, I often find myself wasting time on:

  • Greeting each and every LinkedIn connection
  • Conducting personalized outreach via InMail during the sourcing process

What advantages have you experienced?

Searching for a job in recruitment with 15+ years experience.. frustrating. Any pointers?!
RCadmin Recruitment
Searching for a job in recruitment with 15+ years experience.. frustrating. Any pointers?!

Seeking job opportunities in recruitment with 15+ years of experience—it’s been quite a challenge.

Hello everyone! This is my first time posting on Reddit, and I’m feeling pretty frustrated and desperate. With over 15 years of experience in IT, finance, and executive search roles, I’ve applied for more than 500 jobs in the past couple of months without any luck. I’ve always been a high performer and have held management positions, yet I’m struggling to make progress even with a solid network. Currently located on the East Coast of the US, I would greatly appreciate any advice or pointers. Thank you so much in advance!