Seeking Advice from Recruiters on Testing Our New AI Platform

Request for Insights from Recruiters on Testing Our New AI Recruitment Platform

Hello everyone!

My team and I are in the process of building an innovative conversational AI recruitment platform. We understand that transitioning to a new tool can be challenging, and while our platform is still a work in progress, we’re excited to engage with our first users.

We would greatly appreciate your thoughts on a few key questions: What incentives would motivate you to give a platform like ours a try? Additionally, what factors do you prioritize when selecting a Recruitment Tool or ATS system?

Thank you in advance for your valuable feedback!

Tips on asking for a raise promotion?

Advice on Requesting a Raise or Promotion

I’ve been employed at a large national healthcare staffing agency for a year now, and I believe it’s time for a performance review.

My performance metrics are significantly higher than my colleagues. So far in 2024, I’m ranked #1 in the office for submittals, offers made, and accepted offers. I’ve submitted 250 unique candidates this year, which is three times the office average and 105 more than the next highest recruiter. I’ve achieved 85 offers made—four times the office average and double the regional average—along with 65 accepted offers, which is three times the office norm and twice the regional average. My billing stands at nearly $400K, with an average commission of 3.5%.

Regionally, I’m #3 among 100 recruiters for submittals and #16 for offers.

Despite my achievements, I’m unhappy with my compensation. I currently earn a base salary of $55K combined with good but not outstanding commission. Even with my results being 2-4 times above the office average, I’m not on track to meet my goals or qualify for a bonus this year.

To make my case, I’ve put together a PowerPoint presentation outlining my performance statistics, and I plan to discuss potential raises, bonuses, or promotions—ideally, all three! What is a realistic request? I’m aiming for a senior recruiter role or a substantial salary increase.

Am I being too aggressive? What should I realistically pursue in terms of compensation growth or promotions? Since I’m relatively new to recruiting, I’m unsure about the leverage I have. How does my performance stack up in the bigger picture? If they can’t increase my compensation, should I consider leaving? While I enjoy working with my coworkers and in my office, I’m curious to know where I might find better compensation in other companies or industries. I also have around 8 months of experience as an account manager/recruiter prior to this role.

TL;DR
I’ve been in staffing for a year, have high performance metrics, but low pay. Seeking advice on requesting a raise or promotion.

Taking clients with you

Transitioning Clients to a New Agency

I’m looking for advice on how to approach my current clients about coming to work with me at a new agency. This transition would involve updating terms of business and potentially adjusting rates compared to what they currently have.

Once I resign, I’ll need to pass the relationship to another team member, but I’d really like to bring my clients with me. Since I’ve never navigated a situation like this before, I would greatly appreciate guidance from anyone with more experience on how to kick off this conversation and manage the ‘handover’ process effectively. Thank you!

Starting new US firm as a non resident

Launching a New US Recruitment Firm as a Non-Resident

Hello, fellow recruiters! I’m in the exciting process of establishing a new recruitment firm, following the sale of my previous business that focused on international trader recruitment. This time, I aim to concentrate solely on the US market while continuing to operate from the UK.

In my last venture, I registered the business in Delaware, which was straightforward for non-residents. I’ve also heard that Wyoming offers a similar ease of registration.

I’m curious about the differences between registering in Wyoming versus Delaware. If anyone has insights or experiences to share, I would greatly appreciate it!

Recruitment franchise

Franchise Opportunity in Recruitment

Thoughts on a candidate recruiting tool?

What are your thoughts on a candidate recruiting tool? Here’s my vision, simply outlined (please be gentle with your feedback!):

1) Application Tracker: This feature would cater to serious job seekers targeting specific roles or industries. Similar to an Applicant Tracking System (ATS), candidates would input the job they’re applying for, track their progress, and provide feedback about their experience for others considering the same company. This isn’t just another mass-application tool.

2) Profile Building and Job Matching: Users would create a personal profile and utilize the tool to scrape the internet for job listings that align with their qualifications. They can collaborate with real recruiters for personalized support on their applications and networking strategies.

3) AI Integration: The tool would include AI features to assist with resume and cover letter creation, plus a built-in email drafting tool for follow-ups and outreach.

Do you see value in this from a candidate’s perspective? What do you like, and what suggestions do you have for improvement or additions?

Thanks in advance for your insights!

How to transition to BD?

Transitioning to Business Development: Seeking Your Insights

Hello, everyone,

I’ve spent quite some time in recruitment and have gained a solid reputation as a resourceful hirer and an effective account manager.

However, my main hurdle lies in business development (BD). While I’m comfortable making calls and handling rejection, I find myself holding back when it comes to pitching and pursuing BD opportunities. I want to optimize my efforts, but I feel lost in this aspect and worry about missing out on potential opportunities. My experience in recruitment has shown me that success often comes down to numbers, but I would greatly appreciate any tips, techniques, or guidelines from the community to help me successfully transition into BD.

Additionally, I’d love to hear how you typically break into preferred supplier lists (PSL).

Thank you for any insights you can share—constructive feedback is welcome, too!

Hosting an event as a recruiter

Hosting an Event as a Recruiter: Seeking Insights

Hello Recruiters,

I’ve noticed a rising trend where recruitment agencies are organizing events tailored to their specific communities. For instance, if I specialize in tech recruitment, I could host a meet-and-greet for local product and engineering leaders, or even HR professionals.

These events offer significant marketing benefits for the agencies involved and create valuable networking opportunities for attendees. While I have a few potential invitees in mind, I’m unsure about how to structure the event. What should the agenda look like? What makes it worthwhile for participants?

In short, I’m three years into my recruiting career and would love to hear from anyone who has successfully hosted a talent event. What was your experience like?

Please help with a very short survey for a Master’s degree

Help Needed: Quick Survey for My Master’s Degree!

Hi everyone,

I’ll keep this brief. I’m exploring the idea of pursuing a Master’s degree and plan to focus my dissertation on using Data Science to analyze which components of a CV most effectively predict whether a graduate gets hired. To gauge the viability of this topic, I’ve created a very short survey:

https://forms.office.com/r/p3ssdw5nkG

I would greatly appreciate it if you could spare just 5 minutes of your day to complete it! Thank you so much for your help.

(Note: This has received prior approval from a moderator.)

Best Sourcing Services for Educational Staffing?

Seeking the Best Sourcing Services for Educational Staffing

I’ve received approval to explore additional sourcing methods, provided I can justify the costs.

Currently, I primarily use Indeed Smart Sourcing and LinkedIn Recruiter. Unfortunately, Indeed limits me to just 30 contacts, which significantly restricts my outreach efforts. Although LinkedIn Recruiter offers more InMails, I’ve found that the success rate is low compared to Indeed and our ATS. My main request at the moment is Indeed Premium, which would give me an additional 70 contacts and several useful features, but the price is over twice what I currently pay.

I’m looking for recommendations on tools that offer a strong return on investment for sourcing educational staff. Do you have any creative sourcing strategies or reliable paid services to suggest? Is ZipRecruiter worth the investment? Has anyone had success with Teacher-Teacher or Smartspring? Additionally, I’m interested in ethical AI-powered solutions for corporate use. Thanks for your insights!