Adding Job Listings on GoDaddy Website Builder
Hello everyone! I recently built a recruitment website using GoDaddy, and I’m looking to add a section for live job listings that includes all the relevant details. I’d like this section to be linked to a CTA button called “Live Jobs.”
Is this something I can accomplish with the GoDaddy website builder, or would it require WordPress plugins or a different approach? Thanks for your help!
600 Resumes, a Defective ATS, and My Quick Solution
Hello everyone,
I work at a fintech company, and I just learned that our HR recruiter had to sift through a staggering 600 resumes for a single data analyst position. I was shocked—especially considering we invest tens of thousands of dollars annually in an ATS. While our ATS claims to rank candidates, it’s so unreliable that we would need to spend an additional $10k to upgrade to an enterprise version.
In response, I created a simple tool that calculates a matching score for each applicant and provides insight into why they are a good or poor fit for the role. Our recruiter shared it with some HR colleagues, and now there’s interest in turning it into a legitimate product.
Before diving in further, I’d love your feedback on whether it’s worth pursuing. I understand that hiring is fundamentally a human process, but the sheer volume of resumes is overwhelming—many of which are spammy or auto-generated. I’m also considering adding a quick quiz (10 seconds per question) for “matched” applicants to help filter out those who are just blasting their CVs everywhere without being truly qualified.
Do you think this approach is too mechanical, or could it genuinely streamline the hiring process? I’m eager to hear your thoughts!
Additionally, I’d be thrilled to explore any other features or developments that could offer more value than traditional ATS solutions while keeping costs low!
Subject: Recruitment Rates for Multiple Candidates
Hello everyone,
I hope you can assist me with a question. We’re a small recruitment agency focused on placing field-based engineers, and we frequently find ourselves recruiting multiple engineers across various locations for the same client.
I’m curious if anyone has experience with this scenario. When you recruit multiple candidates for a single company, do you adjust your fees? Specifically, do you maintain your standard rate, or do you offer discounted rates for bulk hires?
I appreciate your insights in advance! Thank you!
Subject: Recommendations for Free Job Posting Sites
Hi everyone,
I’m looking for suggestions on free job posting sites. With Indeed switching to fully paid listings, I’ve been exploring other options, but most providers seem to have steep fees. Any recommendations would be greatly appreciated!
Subject: REC Membership Inquiry
Hello everyone,
Do you think it’s essential for a startup recruitment business to obtain REC membership? I’d love to hear your thoughts!
Looking for Job Board Plugin Recommendations for WordPress (and Google Listings)
Good morning, everyone!
I’m an agency owner with a WordPress site, and I’m on the hunt for a new job board plugin that is user-friendly and compatible with Google Jobs.
Currently, I’m using “PressTigers” and have invested in the Indexing API for Google, which should theoretically allow my listings to appear on Google. However, I’ve been facing challenges lately. Although some jobs have appeared in the past, they’re not showing up now. I’ve followed all of Google’s guidelines, but unfortunately, I still can’t seem to get the listings to work properly.
Has anyone else encountered difficulties with getting job postings from their websites to show up on Google? I’d love to hear your experiences and any recommendations you might have!
Thanks,
Mike
Strange Interview Experiences: Am I the Problem?
I recently went through an interview for a position that left me feeling frustrated and disheartened. It’s with a well-known international organization that contacted me via LinkedIn, which took me by surprise since I hadn’t applied for the role. During the process, I had some misunderstandings with the recruiter. For example, they failed to clarify that there were two interview calls, resulting in me missing the second one initially and needing to reschedule. When I explained the situation, the recruiter seemed to place the blame on me but claimed they were still interested.
When I joined the first of the two final round interviews, I was immediately taken aback when the interviewer stated they would have to cancel the second interview scheduled for the following day. There was no preceding explanation or discussion, which made me feel as if they had already made their decision before I even had a chance to engage. Despite this, the interviewer continued asking me questions for the next hour.
A couple of hours later, I received an email stating that—despite positive feedback from the interviewer—they were moving forward with another candidate. They also expressed interest in keeping me in mind for future opportunities. I was left feeling confused and disappointed, especially since I didn’t receive any specific feedback; only a vague nod to “positive feedback.” I couldn’t help but wonder if this was merely a polite formality.
It felt disrespectful to think that a decision seemed to have been made without allowing me the opportunity to fully participate in the interview. I found myself reflecting on whether I could have done anything to influence their choice. However, the reality is they likely had already made up their minds. The lack of a proper conclusion in our conversation left me feeling that my time had been wasted and that I didn’t get to adequately present myself.
Additionally, I was informed that the proposed salary was going to be 30-40k less than what we initially discussed, which further contributed to my feeling of being misled. Throughout this entire process, the recruiter misspelled my name twice and sent multiple messages rife with typos, which felt unprofessional. They even requested a call on short notice regarding the salary reduction but reached out 24 hours before my stated availability.
All of this has made me question the company’s interview process and their handling of the situation. It felt like I wasn’t respected during the interview, and my time was taken for granted. The experience has led me to feel like a failure, despite knowing the decision likely wasn’t a reflection of my abilities. Still, I can’t shake the feeling that, given a fair opportunity, I could have performed better.
Having just three years of career experience and having been fortunate to receive offers after each interview, I may not fully grasp the realities of the job market.
Is this kind of experience typical in the interview process? Was it more about me, or was it reflective of the company’s shortcomings?
Talent Acquisition
Is it typical to be assessed by business or technical leaders for Talent Acquisition roles? After spending 7 years in the tech industry, I’m unsure if this is a common practice to be evaluated by an organization’s technical team.
Subscription vs. Pay-Per-Job: Which Pricing Model for Our Hiring Tool Do You Prefer?
Hello everyone! I’m in the process of developing a hiring tool aimed at helping small businesses and startups streamline their recruitment efforts. To ensure we meet your needs, we’re considering various pricing models and would greatly appreciate your feedback.
Which pricing structure resonates more with you when using a hiring platform?
Monthly Subscription: A flat fee each month provides you with full access to all features and a designated number of job postings.
Pay-Per-Job Post: You only pay when you post a job, with no ongoing costs.
Your insights will be invaluable in shaping our pricing strategy. Thank you for taking the time to share your opinions!
Subject: Feedback Needed: Ashby, RecruitCRM, and Recruiterflow Users
Hello everyone,
We’re in the process of transitioning our applicant tracking system this year. Currently, we use Lever, but we’ve decided to make a change because they do not support multiple aliases or email domains. Given that we operate two separate recruiting businesses—one for internal hiring and the other for Virtual Recruitment staffing—it’s essential for us to communicate with candidates using different email addresses.
We’ve narrowed our options down to three contenders: Ashby, RecruitCRM, and Recruiterflow.
Before we finalize our decision, I would love to hear your thoughts on these Applicant Tracking Systems.
Additionally, I’ve heard that Ashby is primarily designed for in-house recruitment. Are there any agency users here? If so, what workarounds have you implemented?
Thank you for your insights!
