Narrowing the list. What do you look for at a high level?

Refining the list! When evaluating candidates, what key qualities do you prioritize?

I’m developing a recruitment app designed to streamline candidate selection based on interview principles. What high-level traits do you consider essential?

Here are the categories I have so far—what would you prioritize, eliminate, or include?

• Content / Relevance
• Communication Skills
• Confidence and Presentation
• Structure and Organization
• Adaptability and Critical Thinking
• Technical Knowledge in the Industry

Certifications

Certifications

I’m currently between jobs (previously worked as an in-house tech recruiter) and I’m considering pursuing some certifications to enhance my resume. Are there any programs you would recommend? 🤓

the hot topic in my HR department

Exciting Developments in Our HR Department!

We recently introduced a cutting-edge software that has revolutionized our hiring process. What used to take hours or even days can now be streamlined within just minutes!

This technology has effectively reduced our HR assistant team from six to just one. The software creates customized scripts to screen and conduct interviews with candidates, evaluating their communication skills, tone, technical expertise, and cultural alignment. It then cross-references this information with their resumes, ensuring we receive legitimate candidates. Finally, it generates a recommended shortlist of the top applicants based on our specific criteria.

As a result, five of our HR assistants have transitioned into more challenging roles, which have significantly contributed to our monthly recurring revenue (MRR).

Our talent leaders now have a powerful acquisition co-pilot that handles many administrative tasks that assistants previously tackled. This shift occurred because our team leaders were spending far too much time on the administrative side of recruitment. I was also frustrated with agencies that demanded high fees for mediocre candidates, which still required excessive HR hours.

Here are the key benefits we’ve experienced:

1. Cost Savings: We’ve saved over $20,000 in agency fees and reallocated assistant salaries to revenue-generating positions.
2. Efficiency & Speed: Our time to hire has dramatically decreased from 32 days to just 9 days since December 24.
3. Quality: We can now focus more on finding the right fit. Since December, we’ve successfully filled 15 positions, with a goal of hiring 80-140 by year-end.
4. Revenue Impact: Four out of five Account Executive positions we’ve filled have already generated a combined $1.1 million in revenue this year. In the fintech sector, this is significant, as it prevents an estimated $150,000 revenue loss per vacant role.

I’ve been exploring innovative hiring strategies to shift from a reactive to a proactive recruitment approach, and after extensive research, we have now secured a promising platform.

I’m eager to hear from others who are experiencing similar transformations. How has your journey been? Our board is thrilled with these changes, and I wonder how many more companies would benefit from software that can manage the majority of the early-stage hiring processes.

Thoughts on Dover ATS?

Curious about Dover ATS?

I’ve been taking on more consulting projects and guiding several early-stage startups in selecting their hiring tech stack. A frequent question I encounter is, “Which ATS should we choose?” Many of these startups are operating on limited budgets, making cost a crucial consideration.

I’ve previously worked with Lever—it’s an excellent tool—but I have a feeling there might be better alternatives available. Recently, I’ve started exploring Dover since it’s relatively new and seems to be free.

Check it out here.

Has anyone tried Dover? How does it stack up against other ATS platforms? I’d love to hear your feedback!

Headhunter side hustle

Headhunter Side Hustle

Hello everyone,

I’m in the process of launching an agency that focuses on commercial roles such as SDRs, AEs, Customer Success/Account Managers, and Sales Management (AE & SDR). I’ve taken significant steps to prepare, including building a website, identifying my target market, defining my ideal customer profile, and developing a go-to-market strategy and marketing plan. I’m almost ready to dive into outreach.

I have a question for anyone who’s headhunted on the side while still employed: Did you find that your current role was a barrier when approaching candidates? I’m currently working as an Enterprise Account Executive and plan to resign once I’ve successfully placed a few candidates.

I’m mindful that candidates will see my current position when they view my profile. I’m keeping this discreet from my employer, so I’m not fully transparent on LinkedIn. I’ve informed my management about my side venture, but they seem skeptical about my intentions.

Thanks for any insights you can share!

Omg so real

Wow, this is so true!

“Dear Recruiters,

If you’ve already made your choice for the role, let’s make it a norm to skip the interviews just for appearances.

People are struggling to cover travel costs, purchasing clothes they can’t afford, and nurturing hopes that can be hard to sustain. The job market is tough.

A little honesty can make a significant difference. It’s not just about filling a position; it’s also about honoring people’s time, effort, and dignity.” I came across this on LinkedIn and felt it was worth sharing!

Struggling to find candidates – UK

Title: Seeking Recruitment Solutions in the UK Manufacturing Sector

I’m currently facing challenges in sourcing candidates for a role in the manufacturing industry. Working at a small recruitment agency, I primarily utilize CV-Library and our internal database, but I’m quickly running out of viable options. The locations we’re recruiting for are often hard to access, and the salaries and job requirements set by our clients—especially for positions in London—are not competitive enough, which further complicates attracting candidates.

Given these difficulties, I’m reaching out for advice. Are there alternative platforms or sourcing methods that UK recruiters find effective? I’ve tried leveraging Facebook and WhatsApp groups to recruit candidates but haven’t had much luck. Any suggestions would be greatly appreciated!

Small agencies = bad client

Small Agencies Do Not Equal Bad Clients

Hello everyone! This is my first time posting here, and I’ve noticed a common sentiment among many that small agencies often come with “bad” clients or that having a limited client base can be a disadvantage for newcomers. I completely disagree with this perspective!

I joined my company four years ago when I was just 22, and at that time, there were only 13 employees, including two others who started alongside me.

I received comprehensive training and began developing older clients to get up to speed with new business initiatives. Within six months, I was handling complete 360-degree business development, and by the seventh month, I had brought on three new clients in completely new sectors. By the end of my first year, I was billing £10k per week on contracts. Over the past four years, I’ve managed to acquire about 20 new clients, with around 40% of them turning into repeat business. I’ve consistently billed between £300k and £400k annually and am projected to reach £500k this fiscal year.

I share this to highlight that many people advise newcomers to avoid small agencies due to their perceived shortcomings. I believe that with minimal infrastructure, you can still grow your own business within the agency and excel in an environment that might not initially seem supportive.

To new recruiters, my advice is to stay persistent and think creatively—you can absolutely succeed!

In summary: There’s no such thing as a recruitment agency being too small or lacking clients in 360-degree recruitment. You have the opportunity to develop your own successful business within a larger one. Keep striving!

Agency references

Seeking Advice on Agency References

Hi everyone,

I hope you’re all doing well. I’m currently pursuing a job with the civil service, but as many of you know, the onboarding process can be quite lengthy.

A friend suggested I take on shifts with Blue Arrow, which I’m interested in. However, I have a question: if I’m successful in securing the civil service position, will Blue Arrow be able to provide me with a reference? I’m worried that the companies they partner with may be reluctant to give a reference since I’ll only be working as an agency staff member. Given how strict the civil service is about references, I want to make sure I’m prepared.

I appreciate any insights you can share!

Thanks!

AI/Innovations in Hiring

AI Innovations in Hiring

Hello Everyone,

I’m not a recruiter, but rather a researcher dedicated to enhancing AI-driven hiring systems.

I’m currently working on a toolkit aimed at helping development professionals improve these systems, with a special emphasis on transparency and explainability. Both candidates and recruiters benefit from a clear understanding of the process, as candidates often receive little feedback, while recruiters may struggle to maximize the effectiveness of these automated tools.

My primary focus is on the initial resume screening phase.

I’ve already had discussions with recruitment professionals and have identified challenges related to search engines for recruiters, as well as the complexities of providing feedback to candidates.

Information on these systems is sparse, so I’m reaching out to this community to gather insights and experiences.

If possible, please share any examples of how you’ve seen AI utilized in hiring systems or any innovative tools that have caught your attention (and their names, if applicable). (I plan to contact these organizations for further exploration.)

Feel free to express any frustrations you’ve encountered with these systems as well—I’m eager to discover potential solutions through my research.

While my work is still in its early stages, I intend for it to be open-source. My goal is to contribute to the development of more effective and satisfying hiring systems for both recruiters and candidates.

Thank you for your attention!

Wishing you all a wonderful day!