Narrowing the list. What do you look for at a high level?

Refining the Criteria: What Key Qualities Do You Prioritize?

I’m developing a recruitment app aimed at streamlining the candidate selection process based on interview principles. At a high level, what attributes do you focus on?

Here are the categories I’ve identified so far. What do you think? Should I adjust, add, or remove any of these?

• Content/Relevance
• Communication Skills
• Confidence and Presentation
• Structure and Organization
• Adaptability and Critical Thinking
• Technical Knowledge of the Industry

Certifications

Certifications
I’m currently in between jobs (previously worked as an in-house tech recruiter) and thinking about pursuing some certifications to enhance my resume. Any recommendations? 🤓

the hot topic in my HR department

The Hot Topic in My HR Department: Transforming Our Hiring Process

We’ve recently taken a significant leap in our hiring strategy. Whenever we post a job, it doesn’t take long—sometimes just minutes—before our new software takes charge of streamlining the entire process.

This innovative software has effectively minimized our reliance on additional HR assistants. It uses algorithms to create a customized screening script, conducts calls, and evaluates candidates on various aspects, including their communication skills, tone, technical knowledge, and cultural fit. It then cross-references this data with their resumes to verify their qualifications, ultimately generating a shortlist of the most suitable applicants based on our predetermined criteria.

As a result, we’ve reduced our HR assistant team from six members to just one, allowing the other five to transition into more impactful roles, significantly boosting our monthly recurring revenue (MRR).

My Talent Leaders now have a streamlined acquisition partner that performs all the functions previously handled by HR assistants. This transformation was necessary because my team was spending far too much time on administrative tasks related to recruitment. I was also frustrated with recruiting agencies that charged exorbitant fees and provided mediocre candidates, still requiring excessive HR involvement.

Here are the benefits we’ve experienced so far:

1. Cost Savings: We’ve saved over $20,000 in agency fees while reallocating assistant salaries towards revenue-generating roles.
2. Efficiency & Speed: Our time to hire has significantly decreased from 32 days to just 9 since December 24.
3. Quality of Hires: We’re now able to focus on finding the right fit for our organization. Since December, we’ve successfully filled 15 roles, with a goal of hiring 80-140 by year-end.
4. Revenue Impact: Four out of five Account Executive positions filled have already generated a combined $1.1 million in revenue this year. In the fintech space, this is substantial and has helped us avoid an estimated $150,000 revenue loss per vacant role.

To enhance our hiring strategy further, I’ve been exploring innovative solutions to shift from a reactive hiring process to a proactive one. After an extensive search at the start of the year, we’ve finally contracted with a new platform.

I’m curious to hear from others who may be undergoing similar transformations. How has your experience been? Our board is thrilled with these changes, and I wonder if there are more companies out there ready to embrace software that can handle a significant portion of the early-stage hiring process.

Thoughts on Dover ATS?

What are your thoughts on Dover ATS?

As I’ve been taking on more consulting work and advising early-stage startups on their hiring technology, a frequent question that arises is: Which ATS should we choose? Many of these startups are operating on tight budgets, making cost a key consideration. I’ve previously used Lever, which I found to be a solid tool, but I’m curious if there might be better alternatives available. Recently, I’ve been exploring Dover, especially since it appears to be relatively new and free.

Check out Dover ATS here.

Has anyone had experience with Dover? How does it stack up against other ATS options? I’d love to hear your insights!

Headhunter side hustle

Headhunting Side Hustle

Hello everyone,

I’m in the process of launching an agency focused on commercial roles, including SDRs, AEs, CS/AMs, and Sales Management (AE & SDR). I’ve been working on key elements such as my website, Total Addressable Market (TAM), Ideal Customer Profile (ICP), go-to-market (GTM) strategy, marketing, and more, and I’m nearly ready to go to market.

I have a question for those who may have experience in this area: Has anyone ever pursued headhunting on the side while still employed? Did it hinder your ability to attract candidates? Currently, I work as an Enterprise Account Executive (AE), but I plan to resign once I’ve successfully placed a few candidates.

One concern I have is that potential candidates can see my current role when they view my profile. Although I’m keeping this endeavor discreet from my current employer, I haven’t been completely transparent on LinkedIn. I have informed my management about my side project, but they seem skeptical of my intentions.

I would appreciate any insights or experiences you can share!

Omg so real

Wow, this really resonates!

“Dear Recruiters,

If you’ve already made your hiring decision, let’s be honest and stop conducting interviews just for appearances.

Many candidates are spending money on transportation, purchasing new outfits they can’t afford, and clinging to hopes that become increasingly fragile. The job market is tough right now.

A bit of transparency can make a huge difference. It’s not just about filling positions; it’s about valuing people’s time, effort, and dignity.”

I came across this on LinkedIn and wanted to pass it along.

Struggling to find candidates – UK

Seeking Candidate Sourcing Solutions – UK

I’m currently on the lookout for candidates in the manufacturing sector, but my search has become increasingly challenging due to limited availability. Working at a small recruitment agency, I primarily utilize CV-Library and our internal database to find candidates. However, I often exhaust these options quickly, especially since many of the positions are located in hard-to-access areas. To complicate matters, the salaries and job specifications offered by our clients, particularly in London, are often uncompetitive, making it even tougher to attract potential candidates.

With this in mind, I’m facing difficulties in finding suitable candidates. I would love to hear from other UK recruiters about alternative sourcing methods or platforms you might recommend. I’ve already experimented with posting in Facebook and WhatsApp groups, but haven’t found much success. Any insights or advice would be greatly appreciated!

Small agencies = bad client

Debunking the Myth: Small Agencies = Bad Clients

This is my first post here! I’ve noticed a lot of advice suggesting that small companies with fewer or “bad” clients can be a red flag, especially for those just starting out. I couldn’t disagree more!

I joined my agency four years ago at the age of 22, when we had just 13 employees, including two others hired at the same time as me.

After receiving training, I focused on reviving older client relationships before branching out into new business. Within six months, I was fully managing new client acquisitions. By the seven-month mark, I had secured three new clients in entirely new sectors. Fast forward to the end of my first year, I was generating £10k per week in billings. Over the past four years, I’ve brought in around 20 new clients, with about 40% converting into repeat business. I’ve consistently billed between £300,000 to £400,000 annually and am on track for £500,000 this fiscal year.

I mention this because I’ve seen numerous comments advising new recruiters to avoid small firms due to a perceived lack of opportunities. I believe that with minimal infrastructure, you can actually build your own successful “business within a business.”

To all new recruiters out there: stay persistent, think creatively, and you will succeed!

TL;DR: Don’t underestimate small recruitment agencies or their client base. You can cultivate your success even in a smaller setup!

Agency references

Agency References

Hi everyone,

I’m seeking some advice.

I’m in the process of applying for a job with the civil service, but as we all know, the onboarding process can take quite a while. A friend suggested that I pick up some shifts with Blue Arrow, and I’m interested in that option.

However, I’m wondering if, when the time comes to transition to the civil service—assuming I’m successful—will Blue Arrow be able to provide me with a reference? I’m a bit concerned that the companies they partner with may be hesitant to give me a reference since I would only be working as an agency employee. The civil service has very strict requirements for references, after all.

I appreciate any insights you can provide. Thanks!

AI/Innovations in Hiring

AI and Innovations in Hiring

Hello Everyone,

I’m a researcher (not a recruiter) working on a toolkit aimed at enhancing AI hiring systems for development professionals. My primary focus is on transparency and explainability, which are crucial for creating a more satisfactory and efficient experience for both candidates and recruiters. Often, candidates receive little feedback, and recruiters struggle to make the most of these automated systems.

My main emphasis lies on the initial resume screening process. I’ve spoken with recruitment professionals and identified several challenges, including issues with search engines used by recruiters and the complexities of providing feedback to candidates.

As information on these systems is limited, I’m reaching out to this community to gather insights.

Could you share your experiences with AI in hiring systems or any innovative tools you’ve encountered? Also, if you could mention the names of these systems, I’d appreciate it (I plan to reach out to these organizations).

Feel free to share your thoughts or frustrations about these systems too. Your feedback may inspire solutions as I develop my research.

While my project is still in its early stages, I aim to make it open-source so that we can contribute to building more effective and satisfying hiring systems for both recruiters and candidates.

Thank you for your time!

Wishing you a fantastic day!