Recruitment CRM Suggestions – 2-4 people agency

Recruitment CRM Recommendations for a Small Agency (2-4 People)

Hello Everyone,

I’m assisting two friends in launching a small recruitment agency, where they’ll be handling 360-degree recruitment and bringing a wealth of experience to the table. They’ve asked for my help in streamlining their operational setup, drawing from my knowledge of Bullhorn and HubSpot.

Currently, they are utilizing Folk CRM but are facing significant manual workload challenges. As I haven’t worked with Folk before, I have a few reservations that I’d like to share:

Current Bottlenecks:
– A substantial amount of manual data entry in Folk, aside from data pulled from LinkedIn through Folk’s Chrome extension.
– Their information is currently disorganized and dispersed.
– There’s a lack of synchronization with Folk.

Potential Issues I See:
– I noticed Folk lacks a third-party calling integration, which raises concerns about the ability to sync call logs into Folk seamlessly (unlike Aircall and HubSpot, for instance).
– There doesn’t appear to be third-party document signing integration available with Folk.
– From what I can gather, Folk seems to lack analytics capabilities such as metrics for time to placement, average cost per hire, CV submissions, etc.

I’d love to hear your thoughts on Folk if you have experience with it. What alternative solutions would you recommend for a small recruitment agency like theirs? Thank you!

Useful info on candidates

Insights on Candidate Selection

Hello, recruiters! I’m curious to know what you consider the most significant time-waster in the recruitment process.

For instance, if candidates turn out to be a poor fit for the position several months after hiring, what do you think contributed to that situation?

I suspect that interviewing candidates to gauge their personality and passions could be a major bottleneck. Perhaps focusing on selecting the right candidates to move forward in the screening process is the key to reducing delays? What are your thoughts?

Podcasts?

Looking for podcast recommendations! Are there any that focus on improving recruitment skills? 🎧

Resume gap vs overlapping jobs?

Resume Gaps vs. Overlapping Jobs: What Matters More to Recruiters?

As I navigate my job search, I’m wondering what recruiters might find more concerning: employment gaps or overlapping jobs. I have worked two software positions simultaneously in the past, both of which allowed me to do so. Unfortunately, I lost my primary job in August 2023. Currently, I have a consultant role that I’ve held for almost a year.

When applying for new opportunities, I’ve chosen not to include my consultant job on my resume, which has resulted in a noticeable gap. Given that I’m still working at this consultant position, should I highlight it on my resume, or would it be better to leave it out and risk having a gap? What do you think is the best approach?

First it was layoffs and now it’s going to be appraisals

Initially, it was layoffs, and now we’re facing appraisals. Companies surprised us with sudden job cuts, leaving many of us uncertain about our futures. Just when we hoped for a reprieve, it’s appraisal season.

It’s disheartening to witness how organizations are using these layoffs as a reason to further restrict budgets. They expect us to manage heightened workloads and stress while cutting back on appraisals. It feels as if they believe they control our destinies and can act without regard for our well-being.

Podcast, Videos, Groups and more for professional development/training

Professional Development Resources for Recruiters: Podcasts, Videos, Groups, and More

Here’s a curated list of resources for professional development and training tailored specifically for recruiters at all levels. While this isn’t an exhaustive list, it’s a great starting point. Feel free to share any additional resources that you’ve found helpful!

Podcasts & Webinars:

• The Elite Recruiter
• 30 Minutes to President’s Club
• Loxo: Become a Hiring Machine
• Top Echelon Webinars

YouTube Channels & Videos:

• Bob Marshall: Your Desk as a Manufacturing Plant
• Boolean Search with Mike “Batman” Cohen
• The Recruiter Roundtable
• Headhunters Live with David Stephen Patterson
• An Older Tony Bryne Video on Vimeo – Some find his insights valuable.

Books:

• Steve Finkel’s works: Breakthrough 2.0, Real Recruiting, and Search & Placement
• Extensive Collection of Sales Books
• Full Stack Recruiting
• Search for More Recruiting Books on Google

Join Recruiter Communities for Support and Learning:

• Facebook Groups:
• Recruiters Who Actually Make Placements
• Headhunter & Executive Recruiter Community
• Recruiters Online

• Independent Recruiters, Staffing Agencies, and Headhunters

• Slack Channels:

• While I’m not an avid Slack user, check out these helpful lists: 8+ Slack Communities for Recruiters and 7 Slack Communities for Recruiting and Hiring.

• Discord:

• Headhunters & Recruiters Group

Happy recruiting! If you have more resources to share, please drop them in the comments!

Entering resume information into multiple platforms each time is time consuming and ineffective.

Streamlining Resume Submissions: A New Solution for Job Seekers

Hello Reddit Community,

I’ve noticed that recruitment has its fair share of challenges for everyone involved. I’m in the early stages of launching a HRTech company, and in my research, I’ve found a lot of frustration around the repetitive task of entering resume information across multiple platforms. This process is not only time-consuming for job seekers, but it often leads to outdated profiles since not everyone keeps their information current.

I’m considering developing a product that allows job seekers to create a comprehensive profile page. The idea is that this page could automatically share their information with applicant tracking systems (ATS) when applying for jobs. Essentially, when candidates want to apply through platforms like Indeed or LinkedIn, they could simply share their profile, and our system would seamlessly transmit their details to the ATS in real-time.

I’d love to hear your thoughts on this concept. Do you think it would be a valuable tool for job seekers?

Thank you!

Need Help with Research!!

Seeking Assistance with Research!

Dear Recruiters,

I am currently conducting research on “Human and AI-Driven Decision Making in Recruitment and Selection.”

I would greatly appreciate it if you could take just 5 minutes to complete the Google form linked below:

https://forms.gle/f7rUHiv774oehnAf6

Additionally, if you could share this form with fellow recruiters, it would be extremely helpful!

Thank you very much for your support!

How do you handle a client sharing your candidate’s info with another company?

How do you manage situations where a client shares your candidate’s information with another company?

I recently had a candidate who made it to the final two for a position with my client. In the end, they opted for someone else, but they informed my candidate that they would be sharing their information with other hiring agencies.

While this could lead to new opportunities for my candidate, it ends up putting me in a difficult position.

I’m considering revising my client contract to address this issue. How do you approach situations like this?

Am I a scumbag recruiter

Am I a Bad Recruiter?

I work at a recruitment agency that primarily deals with temporary construction positions. Many of the workers I place tend to hop from job to job, and I’ve encountered individuals facing personal challenges, including substance issues, which often result in them missing work multiple times a week.

I don’t lack empathy—I’ve got my own struggles, too—but I believe in keeping personal issues out of the workplace.

Recently, I faced a tough situation. A client decided to terminate a contract for a candidate I had placed on a job site just three weeks prior. The notice came in via email at 3 PM on a Friday, and unfortunately, it was immediate and without feedback (not the best way to end things).

It’s worth noting that we work on temporary contracts, and candidates receive copies of them. I called the candidate to inform him of the termination, and understandably, he didn’t take the news well. He had already missed work several times during his short tenure, so I questioned why we should keep him on site if he was becoming a liability.

While speaking with him, I restrained myself because I know the difficult circumstances he’s been facing. However, it’s crucial to remember that he accepted the position and an agreement was made—his attendance affects both his earning potential and mine.

To my surprise, he reacted with anger, accusing me of being a scumbag recruiter and demanding that I find him another job. He claimed that he had turned down other offers because he had accepted this position, and now he was left without work and out of pocket—all because of me.

So, I’m left wondering: Am I a bad recruiter for following the terms of the contract, or is his reaction unfair?