Is it right to fire employees who gave honest but not positive feedback on a company survey?

Is it justifiable to terminate employees for providing honest but negative feedback on a company survey? There’s a case involving a company that conducted ‘anonymous’ feedback surveys and subsequently fired employees who expressed high stress levels or provided largely unfavorable responses. Was this the best approach? Shouldn’t management have seen this as a chance to reassess their policies and workflows to create a more supportive environment for their team? Additionally, why claim the surveys are anonymous if they clearly are not?

I’d love to hear your opinions on this matter.

Anyone used Microsoft Dynamics ATS?

Has anyone had experience with Microsoft Dynamics ATS?

We’re currently using Bullhorn, but it hasn’t been meeting our needs. With over 20 recruiters and our team expanding, the costs associated with Bullhorn are becoming exorbitant. It appears that Dynamics offers similar (if not better) features at a more reasonable price. Since we already utilize M365 extensively, the fact that Dynamics is a Microsoft product adds extra appeal for us.

I’m hoping to hear from anyone who has used Dynamics to get some honest feedback, rather than just the sales pitch from their team. Thank you in advance!

Thoughts on training temps?

I’m interested in hearing your thoughts on training temporary workers.

In my country, the logistics and supply chain sector is booming, leading to a significant demand for operatives, many of whom are temporary. A lot of these positions require specific certifications for operating heavy machinery, various forklifts, and equipment. Training typically spans 2-5 days and can cost anywhere from €300 to €1,000. Unfortunately, there aren’t enough qualified individuals to meet the rising demand for these roles, which has led me to consider sponsoring training for prospective workers.

However, there’s a challenge with the reliability of temporary workers. Often, they might complete one shift and then not return, or their assignments may last only a few days, making it hard to recoup the training costs. Ideally, these roles would be filled by permanent employees whose employers cover training expenses instead of expecting immediate qualifications.

I’m contemplating selecting some of our more dependable temp workers—those who have successfully completed multiple assignments—for this opportunity, but it still doesn’t fully address the staffing gap.

Has anyone else in the agency world had experience with this approach? I would love to hear your suggestions.

How to become a Rockstar Recruiter?

Becoming a Rockstar Recruiter: Tips Needed!

Hey everyone! A friend of mine recently joined a startup staffing agency and is feeling a bit overwhelmed. He’s just starting out, with only six months of experience from a different industry, and his colleagues are quite seasoned. I’d love to gather some advice for him. What are some key tips he can follow to build his confidence and excel in his role? Are there any essential tools or skills he should focus on learning? Thanks in advance!

Company making me use personal phone

Struggling with Personal Phone Use for Work
I need advice from fellow Talent Recruiters on how to screen and connect with candidates effectively.

I recently landed a Talent Acquisition role at an IT company through campus placement. However, I’m being required to use my personal phone and sim card to reach out to candidates during the resume screening process. Because of the recent telecom price hikes, I opted for a recharge plan focused solely on calls, but now they want me to invest in a separate data pack, as the office Wi-Fi only works on company laptops.

After discussing this with my manager, I mentioned that I’d be using my sim exclusively for work-related activities and requested reimbursement for the recharge costs. Unfortunately, my request was denied, as the company doesn’t offer a separate mobile allowance for the Talent Acquisition team.

I’m just a month into this job, and I had to use my father’s money for the recharge, which makes me feel guilty, especially given that the stipend is quite low.

As a newcomer, I would really appreciate any advice on how to handle this situation.

Fixing resumes for candidates?

Are you revamping candidate resumes?

I’ve been chatting with several recruiters from staffing agencies, and it seems that many of them dedicate a significant amount of time to improving candidate resumes. Often, the formatting is subpar or important information relevant to the job is missing.

I’m interested to know—do you also engage in this?

If so, what changes do you typically make to the resumes?

Startup Founders: What’s Your Biggest Hiring Challenge Right Now?

Attention Startup Founders: What Hiring Challenge Are You Facing?

Finding the right talent for an early-stage startup can be a daunting task. With tight deadlines, budget limitations, and the urgency to build the perfect team, the process can become overwhelming.

I’m eager to hear from fellow founders, hiring managers, and recruiters—what aspect of your hiring journey has been the most frustrating for you?

Participate in the Poll

Seeking a Recruitment Agency Coach to Help Me Get to the Next Level

Looking for a Recruitment Agency Coach to Elevate My Business

Hi everyone,

I’m on the hunt for a recruitment agency coach to help me elevate my business to the next level. With eight years of experience in recruiting and four years of running my own agency, I’ve recently hit a plateau. My last few deals haven’t closed, and I’m finding it challenging to break through this slump.

I’ve reinitiated my email campaigns to attract new clients, but I realize I need more than just outreach. I’m seeking someone who can help me refine my approach, introduce fresh ideas, review my current strategy, and guide me in overcoming any obstacles.

Ideally, I’d like to work with a coach for one hour a month to assess my business development efforts, adjust my strategies, and provide the insights I need to progress. If you or someone you know offers this type of coaching, I’d be eager to connect.

Additionally, I’m interested in exploring fractional recruiting but haven’t had success breaking into that space. Any advice or connections would be greatly appreciated.

Thank you in advance!

A Swipe-Based Job-Matching App – Would You Use This?

A Swipe-Based Job-Matching App – Would You Try It Out?

I’ve been reflecting on how outdated and cumbersome the job application and hiring processes can be. Many job platforms seem overly formal and are often tedious to navigate.

Imagine an app that transforms job searching and hiring into something as simple as swiping! Instead of slogging through lengthy forms, users could just swipe to apply, save, or skip jobs, while employers can easily sift through candidates. To add a personal touch, the app could feature short video introductions, allowing job seekers to showcase their personality beyond a traditional resume.

The vision is to make the hiring process quicker, more interactive, and enjoyable for everyone involved. It would also include freemium features with optional paid upgrades for enhanced visibility and promotion.

Would you be interested in using such an app—whether as a job seeker or an employer? How could we improve this concept? I’d love to hear your thoughts! 🚀

Theagencyblueprint

Has anyone had experience with The Agency Blueprint? I believe they charge a substantial fee for coaching and support in launching a recruitment firm. I also think they provide access to job listings from other recruitment firms that utilize their services.