Asking About Schedule

Inquiring About Work Schedule

I have a job interview this afternoon for a position that offers a hybrid work schedule. I’ve noticed that employees seem to have different arrangements—some work three days from home while others do two—and I couldn’t find a clear answer online. Should I bring up my scheduling preferences and options during the interview, or is it better to wait until I potentially receive an offer?

I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience using it, please DM me! I’d like some guidance on how to utilize and organize it effectively, especially regarding the resume import process. Thank you!

Recruitment career planning

Career Progression in Recruitment

Hello everyone! I’m currently exploring the career development pathways for talent professionals, particularly recruiters and sourcing specialists. My goal is to create a structured growth framework and training opportunities that can support my team’s advancement at various stages of their careers.

I envision five distinct phases in a recruiter’s career journey:

1. Junior (0 – 3 years of experience): At this stage, the focus is primarily on acquiring knowledge and gaining practical experience.
2. Intermediate (3 – 5 years of experience): Here, honing skills and deepening experience becomes crucial.
3. Senior (5 – 7 years of experience): This phase emphasizes specialization and greater autonomy in work.
4. Management (7 – 10 years of experience): Leadership and the success of the team take center stage during this period.
5. Senior Management (10+ years of experience): In this phase, the focus shifts to strategic and departmental success.

Some potential career paths for recruiters might include:

1. A 360 Recruiter with a passion for sales could transition into Business Development, advancing to Business Development Manager or Account Manager, and potentially becoming Head of Sales or Account Management.
2. A 360 Recruiter who enjoys candidate engagement might move into Internal/180 Talent Acquisition roles, advancing to Talent Acquisition Manager and eventually Head of Talent Acquisition.
3. A Recruiter focused on candidate sourcing may become a Sourcer or Technical Sourcer, progressing to Senior Sourcer/Consultant and leading a team of researchers.
4. A 180 Recruiter seeking broader exposure might explore transitioning to a 360 role.
5. Some may consider starting their own 360 consulting business.
6. Others may choose to leave the industry altogether to pursue different opportunities.

I’m eager to hear if these phases resonate with your own experiences. Are there alternative paths you’ve encountered, and what do they look like? In each career phase, what additional factors might be important to consider?

This is my perspective, but I’m open to learning from your insights and refining this framework.

Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle probation failure data in your recruitment analytics? I typically analyze hires from the past 12 months, but I’m unsure how to approach individuals who were hired over a year ago yet experienced probation failures within the past year. Should I exclude them from the data, extend my analysis window, or consider another approach? I worry that senior leaders might perceive data manipulation if these probation failures are omitted. They recall the recent failures, but since those incidents don’t align with the 12-month hiring count, the situation can become quite complex.

Are there any ATS designed for online communities?

Are there any applicant tracking systems (ATS) tailored for online communities?

I manage a WhatsApp group with around 800 job seekers and hiring managers, and I’m looking for a better way to organize candidates and job postings. Currently, everyone just shares information, which has become quite chaotic. Does anyone have recommendations?

Can anyone help me with the right communities for posting the Recruitment posts on Reddit?

Hi everyone!

I’m looking for recommendations on the best Reddit communities to share our recruitment posts. I’m part of the marketing team and would love to boost the visibility of our job openings. Any suggestions would be greatly appreciated! Thank you!

Maintaining Value

Maintaining Value: Seeking Advice

I could use some guidance.

My company is in its second year of operation and is based in Africa, introducing a completely new concept to our local market. I have partners, including one based in the U.S. who helps bring in clients.

I oversee operations, and our goal is to present ourselves as more than just an offshoring service that charges a monthly fee for the talent we source and screen. We house our talent on-site, providing them with a comfortable work environment along with internet access, salary management, hardware, infrastructure, and tax handling.

At the start, we appointed a tech team leader, who is also a developer, to work closely with our talent. His role is to ensure that the team meets milestones and tasks, maintain timekeeping, grasp the broader project scope, identify instances of underperformance, and compile monthly reports summarizing hours worked and tasks completed with feedback. This approach was designed to help instill confidence in companies that might be wary of working with a new market like Africa, which does come with its challenges. Staying on top of our talent is essential.

However, I feel that this approach isn’t functioning as intended. There seems to be an issue with the processes in place, and I’m not seeing any real value being added. Updates often feel like mere copy-pastes, and concerns about lazy or inadequate staff are raised too late.

What am I doing wrong? How do you manage similar situations? Is this a common challenge? What strategies do you implement for your clients, and what advice can you share?

Additionally, how do you distinguish your services from other recruiters or agencies out there?

Is anyone using Lever as an ATS?

Is anyone currently using Lever as their ATS? I’m exploring this software and would appreciate any insights on its advantages and disadvantages. Your feedback would be greatly helpful! Thank you!

Recruitment agency expanding to cover the US Tech/Sales market.

We’re excited to announce that our recruitment agency is expanding into the US Tech and Sales market!

I’m curious about how the US market compares to the UK. Has anyone experienced challenges or observed any distinct differences? While I’m aware that the US often leads in tech advancements and innovative features, I’m eager to hear your insights on this topic!

Had an interview a week ago and I think I’ve been ghosted?

Feeling Ghosted After My Interview: Need Some Insight!

Hi everyone,

About a week ago, I (34M) had a 90-minute interview for a Marketing Specialist position with the VP of Brand Strategy and the Project Executive at a company in the A/E/C sector.

Today marks exactly seven days since that interview. I sent a follow-up email the day after, summarizing my experience, expressing my gratitude for their time, and reiterating my interest in the position. I didn’t expect a reply right away, knowing how busy their schedules can be with various projects.

Earlier today, I followed up with the recruiter who first interviewed me over the phone, inquiring about any updates on the role and sharing how much I enjoyed meeting the interview team and seeing the office. However, I haven’t received a response yet (though I just sent it about an hour ago).

So, Reddit, I’m reaching out for your thoughts:

Have I missed the mark on this opportunity? Is it common for the hiring process to take a week or more? I understand that different companies and industries may operate differently, so any insights, especially from those familiar with the A/E/C industry, would be much appreciated!

Thanks for your help! 🙂