What are people’s thoughts on Vincere CRM?

What do people think about Vincere CRM? I’m with a general recruitment agency that handles both temp and perm placements, and we currently have about 10 staff members. We’re looking for a solution that integrates well with Broadbean.

Has anyone had experience with Vincere? Is it worth the investment? Any feedback would be appreciated!

Asking About Schedule

Inquiring About Work Schedule Options

I’m interviewing for a position this afternoon that features a hybrid work model. I’ve heard that employees have different schedules—some work three days remotely while others work two—but I can’t find clear information online. Should I bring up scheduling preferences and options during the interview, or should I hold off until there’s an offer on the table?

How to differentiate a recruitment agency?

How to Stand Out as a Recruitment Agency

Hello everyone!

I’ve been running my solo recruitment business in a large UK city for almost a year now, and it’s been quite the journey. While the business is slightly profitable (covering my CRM, LinkedIn, advertising costs, etc.), it’s still not enough for me to pay myself a comfortable salary.

The recruitment industry is fiercely competitive, with over 30,000 agencies in the UK alone. Despite having four years of experience in various recruitment roles, I’ve found this venture to be a real challenge.

Clients are constantly inundated with outreach from recruiters, and many prefer handling hiring internally. The common “no placement, no fee” model means I can invest hours into a project only to receive little to nothing if a client changes course or decides to hire directly. This makes attracting clients quite difficult.

So, how can we stand out in such a saturated market?

I’ve brainstormed a few ideas:

• Empower Clients: Following the saying, “Teach a man to fish and he’ll eat for a lifetime,” what if we shifted the focus to teaching clients how to attract candidates on their own?
• Consulting Services: By offering to enhance their employer brand, we could help clients become more appealing to potential hires and provide insights on refining their hiring processes for greater efficacy.
• Market Mapping: Conducting competitive analyses to show clients how they stack up against competitors in terms of benefits, salary, and desirability could be very valuable.
• Employee Feedback: Performing internal reviews or surveys to gauge the work environment from the employees’ perspective may provide insights that clients can act on.

I’m also very interested in integrating aspects of organizational psychology and performance into my services, even though I don’t have formal experience in that area.

Honestly, I feel overwhelmed at times. I believe I offer a valuable service, yet I’m struggling to gain traction. I would greatly appreciate any thoughts or suggestions you might have.

Thank you for your support!

I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience using it, please DM me. I’d love to know how to navigate and organize it, especially when it comes to importing resumes into the system.

Recruitment career planning

Career Progression in Recruitment

Hello everyone! I’m currently exploring career advancement opportunities for talent professionals, particularly recruiters and sourcers. My goal is to develop a clear growth roadmap and training framework that supports my team in their career development.

Here’s a preliminary outline of the five key phases in a recruiter’s career:

1. Junior (0 – 3 years experience): The focus here is on knowledge and experience accumulation.
2. Intermediate (3 – 5 years experience): This phase emphasizes mastering skills and expanding experiences.
3. Senior (5 – 7 years experience): Autonomy and specialization become crucial at this stage.
4. Management (7 – 10 years experience): Leading teams and ensuring team success takes precedence as you step into management.
5. Senior Management (10+ years experience): This phase is all about achieving departmental and strategic objectives.

Here are a few potential career paths for recruiters:

1. A 360 Recruiter who excels in sales might transition into Business Development, eventually moving to a Business Development Manager or Account Manager role, and then onto Head of Sales or Account Management.
2. A 360 Recruiter focused on candidate engagement may find fulfillment in Internal/180 Talent Acquisition roles, progressing to Talent Acquisition Manager and then Head of TA.
3. A recruiter who wants to concentrate on candidate sourcing might start as a Sourcer or Technical Sourcer, advancing to Senior Sourcer/Consultant and eventually leading a team of researchers.
4. A Recruiter (180) looking for broader business exposure could transition to a 360 role.
5. Alternatively, they might choose to establish their own 360 consulting business.
6. Of course, some may decide to leave the industry altogether and pursue different interests.

I’m eager to learn how this proposed path aligns with your experiences. Are there any alternative routes you’ve observed? What other factors do you think individuals might consider at different stages of their career?

This is just my perspective, and I’m open to feedback and suggestions to refine this framework.

Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle probation failure data in your recruitment analytics? My usual approach is to focus on hires made within the last 12 months, but I’m uncertain about how to account for individuals who were hired over a year ago and failed their probation within the past year. Should these cases be excluded, or would it be better to expand the data window? I worry that senior leaders might perceive it as data manipulation if we omit these probation failures, especially since they are aware of recent issues. This can complicate the overall data integrity, as those failures don’t fall within the latest hiring metrics. What strategies do you use to manage this?

Are there any ATS designed for online communities?

Are there any Applicant Tracking Systems (ATS) specifically intended for online communities?

I manage a WhatsApp group with around 800 job seekers and hiring managers, and I’m looking for a better way to organize job postings and candidates. Currently, everyone just shares information, which feels disorganized and ineffective. Does anyone have any recommendations?

Can anyone help me with the right communities for posting the Recruitment posts on Reddit?

I’m looking for recommendations on the best Reddit communities to post recruitment ads. As part of the marketing team, I want to share our company’s job openings to maximize their visibility. Any suggestions would be greatly appreciated! Thank you!

Maintaining Value

Maintaining Value: Seeking Guidance

Hello everyone,

I’m reaching out for some advice.

My company is in its second year of operation and is based in Africa, where we are introducing a completely new concept. I have partners, including one based in the US, who helps us bring in clients. My role focuses on managing our operations.

We want to ensure that we’re not perceived merely as an offshoring service that charges a monthly fee for talent acquisition. We offer much more: we house our talent in our own facilities, provide a comfortable work environment, manage internet services, salaries, hardware, infrastructure, taxes, and more.

At the start, we established the role of a tech team leader, a developer who was supposed to work closely with the talent. This person was tasked with monitoring progress towards milestones, time management, project oversight, and generating monthly reports on the hours worked, tasks completed, and feedback. We implemented these measures because many companies were hesitant to engage with a new market like Africa, which does have its challenges. It’s essential to stay on top of talent management.

However, I’m starting to feel that this process isn’t effective. There seems to be a lack of value added, with repetitive updates, and concerns about underperforming or incompetent staff are often raised too late.

I’m wondering what I might be doing wrong. How do you effectively manage this kind of situation? Is this a common issue? What strategies do you employ for your clients?

Additionally, I would love to hear how you distinguish your services from those of other recruiters or agencies.

Thank you for your insights!

Is anyone using Lever as an ATS?

Is anyone currently using Lever as their applicant tracking system (ATS)? I’m in the process of evaluating it and would appreciate any insights on its advantages and disadvantages. Your feedback would be greatly appreciated!