Building Talnet – Split & Social Network for Recruiters | Job & Talent Marketplace

Introducing Talnet: Your Split & Social Network for Recruiters | Job & Talent Marketplace

I’m excited to share that what began as a simple MPC marketing tool has evolved into a comprehensive platform! Here’s what you can expect from Talnet:

• Split Network Functionality
• A Searchable, Filterable Talent & Job Marketplace
• Recruiter Profiles Showcasing Your Job Listings and Anonymized MPCs
• The Original MPC Marketing Tool that Launched This Journey
• A Reports Dashboard (currently in development, expected by the end of 2024)
• A Searchable, Forever Free Knowledge Base (planned for rollout by late Q1 2025)
• And Much More! (we have exciting features on the way)

I would love your input to shape the future of this platform. I’m planning a beta test in mid-December with 50-100 accounts. Early adopters will receive a free full license for the first year in exchange for valuable feedback. Of course, we’ll also offer free plans! My primary goal is not revenue generation—my focus is on placing software engineers. Instead, I’m dedicated to creating a robust platform for the recruiting community to collaborate on placements and share insights.

If you’re interested in being part of this journey, send me a DM to join the waitlist, and I’ll keep you posted on the launch (no later than December 31st).

Let’s build and succeed together! 😃

Does AI have a place in HR?

Is AI Set to Revolutionize HR?

Every day, new AI applications and companies seem to emerge, and I’ve noticed a growing excitement surrounding AI’s role in HR lately.

There are intriguing new businesses utilizing AI to streamline HR administrative tasks, such as automatically generating and updating employee handbooks, onboarding materials, and company policies. AI tools are also being used to track changes like new hires, management transitions, benefits adjustments, and legislative updates, ensuring that internal policies remain current.

While Applicant Tracking Systems (ATS) and other AI-driven hiring solutions have become standard practice over the past decade, it raises the question: will more AI applications become integral to HR? Has anyone come across or utilized innovative HR-focused AI solutions?

Job filled?

Job Position Filled?

I had an interview about a week ago, and I felt it went really well. A few days later, the area manager called to invite me for a second interview, expressing a strong interest in bringing me on board. We scheduled to meet on December 5th. However, coordinating this has been challenging since our schedules overlap, so I’ve had to adjust my break times accordingly.

Today, I received an email stating that the position has been filled. Has anyone else experienced this?

asked to schedule an interview but another candidate has already accepted the job

Concern About Interview Process for a Position That May Be Filled

Hi everyone, I need some advice. A week ago, a recruiter reached out to me on LinkedIn after I connected with her. She encouraged me to apply for a new grad rotational program, so I submitted my application three days later and informed her. However, I noticed she commented on a post announcing that someone else accepted that same position.

To clarify the hiring status, I contacted one of her colleagues, who said she’d check with the person in charge of the program. The original recruiter then emailed me, expressing interest in scheduling a call to initiate the interview process, and I replied the next day.

I’m concerned that by applying three days after the initial outreach and responding to her email 24 hours later, I might miss out on the opportunity if they’ve already filled the roles. The position is set to begin in January 2025. Does anyone have insights on a situation like this, where offers have been extended but they are still bringing candidates into the interview process? Any advice would be appreciated!

Recruitment – non complete Claus and career change

Subject: Seeking Guidance on Career Change and Non-Compete Clauses

Hi everyone,

I’m contemplating a career change and would greatly appreciate any insights from those who have faced similar situations.

At present, I work for a technology recruitment firm that specializes in trading firms and hedge funds, a very niche market. The company I’m considering joining overlaps with some of my current firm’s clients, and I’m excited about the potential it offers for my career. However, my current employer has expressed willingness to pursue legal action if I depart and engage with the same clients within a year. They’ve even been monitoring former employees to ensure they aren’t working with these clients post-departure.

While I’m thrilled about this new opportunity, I’m concerned about navigating the potential legal implications of my non-compete agreement. I would greatly appreciate any advice or experiences you can share.

Thank you in advance for your help!

Here are the key points of my non-compete clause for reference:

• 17.2 The Employee agrees not to engage, directly or indirectly, in any business that supplies services in the relevant area for three months after termination without prior written consent from the Company.

• 17.2.1 For six months following termination, the Employee cannot solicit business from any professional contacts in relation to services, nor supply related services to them.

• 17.2.4 The Employee is prohibited from canvassing or soliciting business from candidates or prospective candidates for six months post-termination.

• 17.2.6 The Employee cannot solicit or attempt to hire any key employees in a service supply business for six months after leaving.

• 17.2.8 The Employee must refrain from representing themselves as connected to the Company or using any associated names in any capacity after termination, in line with the Company’s policies.

Thank you again for your support!

Is it weird if I call hiring manager if phone wasn’t given?

Is it appropriate to call the hiring manager if a phone number wasn’t provided?

Hi everyone! My university recently posted an internship opportunity at a company in my city that I’m really excited about. The listing included the hiring manager’s name and email, but unfortunately, there was no phone number provided.

As part of my research, I found the manager’s LinkedIn page, where I noticed a business phone number listed. I’m considering giving him a call to introduce myself and briefly express my enthusiasm for the role and why I believe I’d be a good fit.

Do you think this is a good idea, or would it come off as strange? With many candidates likely applying, I thought it could be a way to make a memorable impression.

Thanks for your insights!

Candidate engagement with sourcing/interview materials – Does it matter?

Candidate Interaction with Sourcing and Interview Materials – Is It Important?

Do you believe that candidate engagement with the materials you provide during sourcing or interviews makes a difference? Do you notice when candidates interact with these resources?

For instance:

• Are they clicking on the links you share?
• Are they reading the preparation guides or exploring company information?
• Does their level of engagement (or lack of it) impact your impression of them or affect how you rank candidates?

Agency calls

Agency Check-ins

I began my accounting position nearly eight weeks ago, and I secured the job through a recruitment agency. The agent who helped place me has reached out a few times to see how I’m doing. I’m just curious about why they continue to check in on me.

Seeking Recommendations for an AI-Enhanced Recruitment Tech Stack

Request for Suggestions: Building an AI-Enhanced Recruitment Tech Stack

Hello r/Recruitment community,

I’m reaching out to gather your insights as we aim to create an effective recruitment tech stack tailored to our caregiving agency’s unique hiring needs. We deal with both professional-level recruitment and high-volume roles like caregivers and housekeepers. Our primary objective is to automate various aspects of the recruitment process, particularly through AI-driven solutions for calling and follow-ups.

Key Requirements:

1. Applicant Tracking System (ATS):

2. A user-friendly platform with strong automation and AI features.

3. AI-Driven Candidate Engagement Tool:

4. Capable of automating interactions across multiple channels, such as voice, SMS, and WhatsApp.

5. Dialer and Messaging Platform:

6. Must support power dialing, SMS, and WhatsApp messaging.

7. Includes functionality to prevent calls from being marked as spam.

8. AI Integration for Outbound Calling and Follow-Up:

9. Uses AI to facilitate outbound calls and follow-up communications, ensuring timely and personalized engagement with candidates.

Factors to Consider:

• Seamless Integration: Platforms should easily integrate without complex setups.
• Automation: The ability to automate repetitive tasks to boost efficiency.
• Multi-Channel Capabilities: Support for calls, SMS, and WhatsApp for effective candidate engagement.
• Spam Prevention: Features to reduce the chances of outbound calls being flagged as spam.
• Cost-Effectiveness: Affordable options that deliver strong value for their features.

Platforms We’ve Explored:

• ATS Options: Loxo, Zoho Recruit, Breezy HR, Workable, Recruitee, Lever
• AI Engagement Tools: Paradox (Olivia), ORA AI, Sense, XOR
• Dialer/Messaging Solutions: Kixie, Orum, 2X Connect, EltoDialer, Salesfinity AI

Challenges We’re Facing:

• Achieving seamless integration between the ATS, AI engagement tool, and dialer/messaging platform.
• Ensuring a user-friendly experience across all platforms.
• Striking a balance between advanced features and cost-efficiency.
• Staying within budget constraints.

Questions for the Community:

• Integration: What combinations of these platforms have you found successful?
• User Experience: Which platforms are known for their intuitive interfaces?
• Cost vs. Features: Are there any platforms that strike a good balance between advanced functionalities and affordability?
• Spam Prevention: Which dialer/messaging platforms excel at preventing spam issues?
• AI for Calling and Follow-Up: Which tools effectively leverage AI for outbound calling and follow-ups?
• Other Recommendations: Are there any additional platforms we should consider that meet these criteria?

Your feedback and experiences would be hugely beneficial in helping us create a streamlined and integrated recruitment tech stack. Thank you in advance for your recommendations!

How can automation help you?

How can automation benefit you?
Recruiting can be incredibly time-consuming, involving tasks like screening resumes, arranging interviews, and following up with applicants. While automation tools are already streamlining some of these processes, there are still gaps to fill. What’s one specific task you wish you could automate that hasn’t been addressed yet?