Is it right to fire employees who gave honest but not positive feedback on a company survey?

Is it ethical to terminate employees who provided honest, albeit negative, feedback in a company survey?

There’s a case involving a company that conducted ‘anonymous’ feedback surveys, only to later let go of employees who reported high levels of stress or provided unfavorable evaluations. Was this an appropriate response? Shouldn’t management have viewed this as a chance to reassess their policies and work processes to create a better environment for their employees? Moreover, why claim that the surveys are anonymous if they’re not truly confidential?

I’d love to hear your opinions on this matter!

Anyone used Microsoft Dynamics ATS?

Has anyone here tried Microsoft Dynamics ATS? We’re currently using Bullhorn, but it’s not meeting our needs. Our team has over 20 recruiters and is expanding, and the cost of Bullhorn is quite high compared to Dynamics. From what I can see, Dynamics appears to provide similar features and even more. Since we heavily utilize M365, the fact that Dynamics is a Microsoft product is definitely a plus for us. I’d love to hear real user experiences with Dynamics, rather than just what the sales team has to say. Thanks in advance for any insights!

Thoughts on training temps?

I’d love to hear your thoughts on training temporary staff.

There’s been a significant uptick in the logistics and supply chain sector in my country, leading to a high demand for operatives, many of whom are on temporary contracts.

Many of these positions require specific certifications for operating heavy machinery and various types of forklifts, which often involve training sessions lasting 2-5 days and costing between €300 to €1000. Unfortunately, there simply aren’t enough qualified individuals to meet the demand.

I’m contemplating the idea of covering the cost of this training for candidates. However, there’s a concern about the unpredictability of temporary work—often, individuals will attend just one day of training and then not return, or their assignments last only a few days, making it difficult to recoup the training expenses.

Ideally, these roles would be filled by permanent employees, and their employers would bear the training costs rather than assuming candidates come pre-qualified.

I’m considering identifying our more dependable temporary workers—those who have a history with us—and investing in their training. However, this still doesn’t solve the larger issue we face.

Has anyone else in this field implemented a similar approach? I’d appreciate any insights!

How to become a Rockstar Recruiter?

Becoming a Rockstar Recruiter: Tips for Success

Hello! A friend of mine is new to the staffing industry and currently working at a startup agency. He’s feeling a bit uncertain as he’s surrounded by more experienced colleagues, and he only has six months of experience from a different background. I’m looking for some advice to help him build his confidence and excel in his role. What tools, skills, or strategies would you recommend for someone in his position? Thank you!

Company making me use personal phone

Seeking Advice: Company Requiring Personal Phone for Work

Hi everyone,

I just landed a Talent Acquisition role at an IT company and I’ve run into an issue. They’ve asked me to use my personal phone and SIM card to conduct candidate screenings, which I wasn’t expecting.

Due to recent price hikes in the telecom industry, I opted for a calling-only recharge plan, but now they want me to purchase a separate data pack because the office Wi-Fi is only accessible on company laptops. When I spoke to my manager about this, I requested reimbursement for the recharge since I would only be using my personal SIM for work purposes. Unfortunately, my request was declined because the company doesn’t provide a separate cell phone allowance for the Talent Acquisition team.

I’m feeling stuck since I’m only a month into the job, and I’ve had to rely on my father’s money for the recharge, which makes me feel guilty. The stipend I receive is minimal, making this situation even tougher.

As a newcomer to the industry, I would appreciate any advice on how to handle this situation! Thank you!

Fixing resumes for candidates?

Are you helping candidates with their resumes?
I’ve spoken with numerous recruiters at staffing agencies, and it appears that many dedicate significant time to improving candidates’ resumes. Often, the formatting is poor, or important information is missing that could really enhance their chances for a position.

I’m interested to know—do you also take part in this?

If so, what kind of changes are you making to the resumes?

Startup Founders: What’s Your Biggest Hiring Challenge Right Now?

Attention Startup Founders: What’s Your Most Pressing Hiring Challenge?

Recruiting for an early-stage startup can be incredibly challenging. With time constraints, tight budgets, and the urgency to secure the right talent quickly, it’s no easy feat.

I’d love to hear from fellow founders, hiring managers, and recruiters—what aspect of the hiring process has been the most frustrating for you?

Take the Poll

Seeking a Recruitment Agency Coach to Help Me Get to the Next Level

Looking for a Recruitment Agency Coach to Elevate My Business

Hello everyone,

I’m searching for a recruitment agency coach who can guide me in advancing my business to the next level. With 8 years in recruiting and running my own agency for the past 4 years, I’ve encountered a significant hurdle recently—our last few deals have been stalling, and I’m struggling to break through this slump.

I’ve reinstated my email campaigns to attract new clients, but I feel I need more than just outreach efforts. I’m seeking someone who can help me refine my approach, offer fresh ideas I might not have considered, assess my strategy, and assist me in identifying and addressing the challenges I’m facing.

Ideally, I’d like to connect with a coach who can dedicate one hour each month to evaluate my business development strategies and provide valuable insights to help me move forward. If you or someone you know specializes in this kind of coaching, I would love to get in touch.

Additionally, I’m interested in exploring fractional recruiting opportunities, but I’m unsure how to approach companies in that space. We’ve faced several rejections in this area, and I’d appreciate any guidance.

Thank you in advance for your help!

A Swipe-Based Job-Matching App – Would You Use This?

Introducing a Swipe-Based Job-Matching App: Would You Try It?

I’ve been reflecting on how outdated and cumbersome traditional job applications and hiring processes can be. Many job platforms feel overly formal and are often frustrating to navigate.

What if we could simplify the job search and hiring experience to make it as straightforward as swiping? Imagine being able to swipe to apply, save, or skip job listings instead of dealing with lengthy application forms. Employers could also easily sift through candidates, making the process quicker and more efficient. To add a personal touch, the app would include options for short video introductions, allowing job seekers to convey their personality beyond just their resume.

The aim is to create a faster, more interactive, and engaging process for everyone involved. There would also be freemium features available, with optional paid upgrades for enhanced visibility and promotion.

Would you consider using an app like this, whether as a job seeker or an employer? How could we improve this concept even further? I’d love to hear your thoughts! 🚀

Theagencyblueprint

Has anyone tried The Agency Blueprint? I believe they charge a considerable fee for coaching and support in launching your own recruitment firm. I also understand that they provide access to roles from other recruitment firms that use their services.