AI Dummy

Seeking Recruitment Software Recommendations

I’ve recently launched my own recruitment company, and a significant portion of my daily tasks involves tedious electronic outreach to coordinate calls, video conferences, and in-person meetings.

I would love to spend more of my time engaging with clients, candidates, and hiring managers, as that is what truly excites me about this business.

I receive numerous solicitation emails from AI companies focused on recruitment and have had conversations with a few, but none have convinced me yet.

Ideally, I’m looking for an all-in-one software solution that can automate mass outreach in a targeted manner and also manage my calendar and scheduling from that outreach.

While I’ve done my own research, I feel it might be skewed due to algorithms. I could be wrong, though!

What should I be looking for in a software solution?

In terms of budget, I’m open to investing in a quality product that delivers value and returns, but I’m also willing to consider more affordable options if they provide a good fit.

Thank you in advance for your suggestions!

Manatal vs RecruitCRM

Comparing Manatal and RecruitCRM
I’m currently weighing my options between Manatal and RecruitCRM for our small to medium-sized agency. I’m particularly interested in an ATS that also supports candidate sourcing. I’d love to hear your thoughts! What are the pros and cons of each? Any recommendations?

Why do recruiters ask for your manager?

Why do recruiters inquire about your manager?

I’ve been asked numerous times by recruiters about who my manager is at my current job, and I find myself wondering what the purpose of this question is. Why do they want to know?

Workday and other recruiting companies

Concerns About Recruitment Practices by Workday and Other Hiring Platforms

Many recruiters and HR teams seem to be trying to minimize their workload by relying on outdated frameworks and generic systems during the hiring process. This approach often leads to qualified candidates being overlooked. While the job market might be challenging, it’s not as dire as it appears.

I struggle to accept the standard response of “we found stronger applicants” as a rationale for rejection. In my experience, the so-called “stronger candidates” often turn out to be problematic hires. It’s crucial to acknowledge that some recruitment and HR companies have implemented automatic rejection systems that can unfairly filter out potential talent.

How Do You Figure Out Competitive Pay for Specific Roles?

How to Determine Competitive Salaries for Specific Positions

Hi everyone! I’m working with a client who is considering offering $30/hour for a Sales Development Representative (SDR) with 10 years of experience in the light industrial sector. This seems relatively low, especially without considering performance bonuses. I’m curious about how you all gather information on what other companies are paying for similar positions.

I’d like to equip my client with a solid understanding of salary expectations, such as, “To attract a CEO, you should budget at least $130k in this state,” or “High achievers in XYZ roles typically command around $180k.” Any suggestions on how to source reliable salary benchmarks to help set proper expectations? Thanks in advance for your insights!

What are the best strategies for small businesses to increase applicant volume?

What are the most effective strategies for small businesses to boost applicant numbers?

As a small business owner, I understand how difficult it can be to attract a diverse range of qualified candidates. What are some proven techniques for increasing applicant volume, from enhancing job descriptions to leveraging particular platforms? I’d love to hear any tips or tools that have been successful for others! Thank you!

Restrictive covenants

Addressing Restrictive Covenants

I’m currently facing a 12-month restrictive covenant in my contract under UK law, and it feels quite limiting. I would appreciate any thoughtful insights on how to handle this situation. Should I challenge it, consider leaving the recruitment sector (which I’m hesitant to do given my 10+ years of experience), or look into opportunities in other countries?

The clause specifies that I cannot solicit or attempt to solicit any Restricted Business from Candidates, Prospective Customers, or Clients, with “Restricted Business” defined as recruitment in the finance sector.

I’m grateful for any advice or perspectives you can share!

Best way to connect with recruiters via LinkedIn

Effective Strategies for Connecting with Recruiters on LinkedIn

I’ve been reaching out to numerous recruiters after applying for jobs in hopes of landing an interview. My approach involves sending a friendly connection request on LinkedIn after submitting my application, and I often find that my requests are accepted.

However, I face a challenge when I follow up with a second message asking for the opportunity to discuss the role and its associated challenges. Unfortunately, about 95% of the time, I receive no response.

I’ve experimented with various tones and message styles, but I’m hitting a wall.

Can anyone share some effective tips to enhance my outreach to recruiters? Your insights would be greatly appreciated!

Should I stay or should I go

Should I Stay or Should I Go?

Hey everyone,

I’m a 26-year-old male who just moved in with my partner, and I’m looking to start saving for a house.

I’ve been with my first company since graduating college, where I’ve spent the last 3.5 years. I work in full-desk IT staffing, primarily focusing on the .NET stack. This means I can only take on roles for .NET developers or SQL positions; if I find openings for Java, QA, or other technologies, I have to pass on those and not divert them to other teams.

Last year, I earned $92k W2 with $500k billed through my efforts. That billing figure represents the total fees, without accounting for what my firm retains. My company is one of the larger national firms, with over 10 offices, and my local office has around 30 employees.

So far this year, I’ve billed $382k through permanent placements, contracting, and consulting fees. I’ve picked up 28 new roles and made 10 successful placements.

Currently, I’m on a $70k draw divided over 13 pay periods, allowing me about 4 weeks to collect my earnings. I receive 13% of the fees for roles I fill, and I earn an additional 3% if a teammate closes a deal.

As a team, we’ve billed $913,176 this year. I’ve received $70k gross pay thus far and just collected my first commission checks — $6k for each of the last two pay periods, which I received this past month.

I genuinely enjoy working with my colleagues, although we often go through entry-level staff, which can be challenging at times — we occasionally have people getting overwhelmed at their desks.

I have a few questions:

1. Am I being compensated fairly for my work?
2. Should I consider moving to a different firm where I can work off the draw?
3. Is it worth giving up the passed-over jobs I receive?
4. Would it be better to find a role that allows me to explore all technologies, rather than just .NET?
5. Any other career advice you might have?

Thanks!

Opportunity to craft my job title – Purchasing, Recruiting and Personnel…

Seeking Input on New Job Title: Purchasing, Recruiting, and Personnel

I’m embarking on an exciting opportunity to shape my job title, and I’d love your feedback. To give you some context about me, I’m a 58-year-old male, married, with kids and grandkids, and I’ve just entered the empty-nester phase of life. I hold a doctorate and built a 21-year career in education, primarily as a school administrator, where my primary focus was on hiring diverse personnel—including teachers, principals, and various support staff. Over the years, I interviewed and hired around 1,500 individuals, and this skill has been pivotal in my career. Although I never held a dedicated HR role, I relied on HR professionals to assist during the hiring process.

After leaving the education sector, I made a significant career shift to the manufacturing industry, where I currently serve as the Purchasing Manager at a mid-size light manufacturing company in Arizona. We generate approximately $200 million in annual sales and have factories across several states. I’ve been with the company for ten years and directly report to the president, who manages daily operations. I earn an annual salary of $135K, with a path to $150K over the next couple of years, plus a small bonus.

My boss has a micromanagement style, which can be challenging, yet he has successfully led the company for over 30 years. When our CFO passed away unexpectedly, my boss turned to me—drawing on my hiring experience—to find a suitable replacement. Since then, I’ve taken on a larger hiring role, successfully recruiting about 75 to 100 new employees across various functions. I now also handle most of the employee discipline and counseling, helping to mediate interpersonal issues and addressing employee concerns.

Despite my evolving role, my official title remains “Purchasing Manager,” and I don’t have any direct reports or an assistant. This has created some tension with our small HR department, which primarily focuses on payroll and benefits.

Now, I have the chance to take on a Vice President role and am tasked with writing my job description. While my primary functions—procurement and hiring—won’t change, I’m trying to determine a title that accurately represents my responsibilities without encroaching on HR’s territory. My boss has suggested being cautious about the title we choose, given the sensitivities around office politics.

I’m considering the following title options and would appreciate your input on which might work best for my situation:

1) Vice President of Purchasing and Personnel, Chief of Staff.
2) Vice President of Purchasing, Chief of Staff.
3) Vice President of Purchasing and Personnel.
4) Vice President and Chief of Staff.
5) Chief of Staff.
6) Other suggestions…

I welcome any advice or insights you may have—whether it’s about the title or my career trajectory in general. Thank you for your help!