All in one software with Application Tracking System and managing outreached pipeline

Seeking Recommendations for ATS Software with Application Tracking and Pipeline Management

Hello everyone,

I’m on the hunt for our company’s first ATS (Applicant Tracking System) software and would appreciate your insights.

To give you some context, our company is based in Paris, focusing on attracting talent from firms like McKinsey, BCG, and Bain, in addition to filling technical and sales positions.

Here are some of the challenges I’m facing:
– Currently, I manually collect CVs from five different job boards, screen them one by one, and then upload them to Airtable (essentially a cloud-based spreadsheet). I also manually send out screening tests and schedule interviews, which sometimes leads to human errors, such as rejecting the wrong candidates.
– I often reach out to passive candidates, but my tracking in Excel becomes overwhelming, especially for those I’ve contacted via LinkedIn.

I believe there must be a solution that combines both ATS functionality and candidate sourcing tracking. Our team stands at 30 but we aim to expand to 55 next year and beyond.

I’ve explored options like Ashby, Workable, Manatal, and Lever (though a sales rep from Lever didn’t seem interested in a demo since we’re still a small company).

Can you recommend any other tools that might suit our needs? Thank you!

Curious About the Challenges in Recruitment

Exploring Recruitment Challenges

Hello everyone,

As I navigate my job search, I find myself intrigued by the recruitment process from your perspective. I’ve come across various complaints and concerns shared in this channel, but I seek a deeper understanding of the reasons behind them.

From my somewhat naive viewpoint, it seems like it should be straightforward to fill roles given the multitude of applicants for each position. However, it’s clear that it’s not as simple as it appears, and I’m eager to learn more about the challenges you face in recruitment.

Thank you, and wishing you all the best in your hiring efforts!

New to the industry, tips on BD?

Seeking Business Development Tips!

As a newcomer to the industry, I’m eager to learn from your experiences! What strategies have brought you success in acquiring new business? I’m currently in my third month, transitioning from over 11 years in fast-paced sales. I’d appreciate any tips or insights you can share. Thank you!

messed up an application

Subject: Application Error – Seeking Advice

I just submitted an application for an apprenticeship role with Centrica and realized that I forgot to include my highest qualifications, which are my high school standard grades (Scottish exams).

Now I’m trying to figure out the best course of action:

1) Should I leave it as is and hope for the best, mentioning my experience in other administrative roles instead?
2) Should I reach out to them and explain the oversight?
3) Should I submit a new application using a different email while keeping everything else the same?

For context, I am currently enrolled in college pursuing a Level 1 SVQ in a related field, which I would be able to present if I were successful. Any advice would be greatly appreciated!

Direct Hire Agency Startup – Questions (CAD/US)

Starting a Direct Hire Agency – Seeking Advice (CAD/US)

Hello everyone,

I’m excited to share that I’m launching my own direct hire agency in Canada! With 7-8 years of experience in professional staffing, I feel confident navigating this industry and I’m fully informed on the new licensing regulations coming into play in Canada for 2023/2024.

At this stage, I’m focusing solely on direct hire placements and I’m aiming for a target of over $500k to $1M in revenue before considering temporary or contract work. It’s an ambitious goal, but I believe it’s achievable. Once I establish my business in a couple of years, I’ll look into capital loans and grants.

I’d love to tap into the community’s knowledge regarding direct hire placements in the U.S. Is it as straightforward as it is in Canada? Usually, it just involves a master search agreement and the client handles the offer—sometimes requiring some negotiation on fees over time.

I am aware that healthcare placements in the U.S. require compliance with HIPAA, but my focus is on back-office IT and tech roles, along with the occasional go-to-market position.

Any advice or resources you could share would be greatly appreciated! Thank you! 🙂

Best CRM in UK for recruitment business!

Looking for the Top CRM for Recruitment Businesses in the UK!

I know this question has come up numerous times, but I’m curious about the best CRM solutions for recruitment agencies in 2024. I’m looking for a system that is user-friendly, particularly when it comes to CV searches, and has strong AI capabilities. It should also facilitate seamless email communication with clients, leads, and candidates.

Additionally, it would be great if the CRM could manage payroll and timesheets. A key feature would be the ability to display financial data for both management and recruiters, helping them monitor their pipelines, billings, and interviews.

I’d really appreciate any recommendations! Some options I’ve heard about include Jobadder, Vincere, Bullhorn, RecruitCRM, Recruit Flow, Loxo, Gem, Zoho, and Manatal.

Breaking into Talent acquisition in 2025, how?

Navigating a Career in Talent Acquisition in 2025: Seeking Guidance

Hello everyone,

I bring nearly ten years of experience in Talent Acquisition, primarily within the Clinical Research, IT, and Data sectors. My career has been mainly focused in India and the APAC region, particularly in the Philippines, Australia, and Singapore. After relocating to London in late 2022, I have been actively seeking employment throughout 2024. I have submitted my CV to various job boards such as Indeed, Reed, and Hays, and have applied for numerous Talent Acquisition positions, yet I’m still without a role.

I’m reaching out for any advice on how to enhance my job search, as I haven’t had success in securing a position. I’ve had a few interviews, but I’m uncertain if any candidates were selected.

Additionally, what strategies can I employ to encourage recruitment agencies to connect me with potential employers? Is visiting offices in person a worthwhile approach? Some have suggested this, but I’m not entirely convinced.

Thanks in advance for your insights!

Hospitality Recruitment Advise

Seeking Advice on Hospitality Recruitment
Hello, everyone! I’m currently facing challenges in growing my hospitality recruitment agency, which focuses on senior-level positions such as General Managers, Executive Chefs, and Directors. I’ve been working part-time for about seven months now, and I haven’t made much progress in securing clients.

Is this niche less in demand than I anticipated? I would really appreciate any insights or advice you might have. Thank you!

Looking for Feedback – Recruitment Agency Processes & Challenges

Seeking Your Insights: Navigating Recruitment Agency Challenges

As I embark on my journey to launch a business aimed at helping recruitment agencies streamline and automate their operations—yes, AI is part of the plan! 🎉—I’m delving into the intricacies of the recruitment industry. In my quest for market insights, I’ve outlined some key process areas, along with their objectives and hurdles, and I would greatly appreciate your feedback on my findings.

I’d Love Your Input:

• Are there any vital process areas or challenges I’ve overlooked?
• Which operational aspects do you believe stand to gain the most from optimization or automation?
• What’s one process enhancement you wish was available right now?

Here’s What I’ve Identified:

Core Processes:

1. Client Acquisition: Attracting and securing clients in need of recruitment services.

2. Challenges: Intense competition, limited marketing budgets, navigating decision-makers, unrealistic client expectations, inconsistent follow-ups, lack of preparation, and failures in closing.

3. Candidate Sourcing: Curating a pool of candidates that meet client specifications.

4. Challenges: Sourcing niche skills, reliance on outdated databases, and engaging passive talent.

5. Candidate Assessment: Evaluating candidates to align with client needs.

6. Challenges: Bias in evaluations, inadequate tools, scheduling conflicts, and candidate withdrawals during assessments.

7. Placement & Onboarding: Facilitating seamless placements and onboarding.

8. Challenges: Last-minute offer rejections, counteroffers, documentation delays, inconsistent follow-ups, and closing issues.

9. Follow-ups & Relationship Management: Nurturing enduring relationships with clients and candidates.

10. Challenges: Inconsistent engagement, low response rates, and absence of structured retention strategies.

Support Processes:

1. Financial Management: Overseeing cash flow and ensuring profitability.

2. Challenges: Payment delays, unexpected operational challenges, and budget limitations.

3. Marketing & Branding: Enhancing brand visibility to attract clients and candidates.

4. Challenges: Distinguishing oneself in a saturated market, inconsistent messaging, and poor return on investment for campaigns.

5. Compliance & Legal Management: Complying with labor laws and regulations.

6. Challenges: Frequent legal changes, data privacy compliance, and international recruitment complexities.

7. Technology Management: Utilizing technology for increased efficiency and scalability.

8. Challenges: Resistance to adopting new tools, high costs, and data security issues.

9. Internal HR & Training: Attracting, retaining, and training staff.

10. Challenges: High personnel turnover, burnout, and insufficient advancement opportunities.

Community Feedback So Far:

From my post on r/RecruitmentAgencies/, I received valuable insights, including:

• From u/brainspacer: Noted that recruitment processes vary widely, with many manual tasks ripe for automation.
• My response: I concur, though I believe the 80/20 rule applies—80% of processes are shared across agencies, while the remaining 20% offers unique differentiation.

• Fun fact: They jokingly asked if my post was 80% AI, so I clarified it’s more of a hybrid approach (more on that below!). 😂

• From u/Rasputin_mad_monk: Emphasized interview preparation, client follow-up, and closing as crucial areas for improvement.

• My response: We discussed the need to avoid over-preparing candidates, set clear expectations with clients, and implement closing strategies such as addressing objections and preparing candidates psychologically for offers.

A Little About Me:

I come from a background in Engineering and Project Management, with experience in service-based businesses, website development, content creation, marketing, and eCommerce. These experiences have equipped me with a solid foundation in process management, and I’m eager to channel this knowledge into the recruitment sector.

AI Participation:

Curious about my collaboration with AI?
It’s 70% me, 30% AI! I used ChatGPT to help refine my language and enhance the post’s flow. I reviewed, added my perspectives, and eliminated any irrelevant content. Let’s call it a hybrid effort! 😉 The 70/30 ratio was suggested by ChatGPT itself!

I look forward to your feedback and a lively discussion! 🙌

Negotiate Salary Offer: Yes or No?

Should I Negotiate My Salary Offer?

After being laid off twice in the past two years, I finally received a job offer. However, the compensation being offered is lower than I expected, considering my 10 years of experience in digital marketing.

Here’s the compensation package they proposed:

• Job Title: Digital Marketing Manager
• Pay: $25.75/hour
• Payment Schedule: Weekly payments via direct deposit
• Overtime: Not applicable
• Benefits:
• Health Insurance: Employees can enroll in healthcare after 90 days. Coverage is only for the employee, with additional family members requiring out-of-pocket payments.
• Sick Days: Accrual begins after 120 days.
• Paid Time Off (PTO): Eligible for 5 business days of vacation after one year of employment.
• Working Hours: Monday to Friday, 8 AM to 4 PM, with a 30-minute lunch break.
• Performance Review: A three-week trial period, followed by a review at six months and then annually.

I’m contemplating whether to negotiate the offer, but I’m uncertain whether to do so before or after the three-week trial period. Any advice would be greatly appreciated!