Red Flag for a Detail-Oriented Role?

Is This a Red Flag for a Detail-Oriented Position?

We have a candidate who was recommended for an interview, but I’ve encountered some concerning communication issues. After sending her an email with the interview invitation, I didn’t receive a response for over a week. Eventually, she reached out to one of our recruiters for an update, prompting us to resend the initial email with all the details.

She then scheduled her interview, receiving an automatic confirmation that included the date, time, and meeting link, sent to both her email and Google Calendar. Despite this, she continues to email us asking about the interview schedule, time zone, and requesting the meeting link again.

Although we haven’t met yet, I’m worried that she may not be a good fit for the role, as she’s struggling with basic email management—something that’s essential for a detail-oriented job. Am I right to be concerned?

Medical recruitment company assistance

Seeking Guidance on Medical Recruitment Rates in the Middle East

Hi everyone! I’m launching a medical recruitment company and need some insights on how much recruiters typically charge hospitals and clinics in the Middle East for successful placements. I have an extensive network of exceptional candidates, which is often a challenge for many recruiters to source.

As I navigate this startup journey, I’m considering offering a few complimentary placements to generate interest. Would it be effective to present blind resumes and then discuss terms with hospital recruiters?

Additionally, I’m curious about the standard percentage that recruiters charge upon successful placement—would it generally be around 10-25% of the annual base salary? This inquiry specifically pertains to the Middle East, as finding this information has proven difficult. Given that I’ll be focusing on middle to upper management candidates, these placements will involve substantial salaries.

I appreciate any insights or advice you can share. Thank you!

Starting an agency… where to start

Kickstarting My Agency Journey: Where to Begin

Hey everyone,

With about seven years of experience under my belt, I’ve frequently been told that I would excel at running my own agency. I’m eager to take the plunge, but I genuinely feel lost on where to begin.

Could anyone provide me with a step-by-step guide on how to get started? I’ve never launched a business before, and the thought of it makes me quite anxious, but I’m ready to embrace this challenge.

Thank you in advance for your guidance!

AI Dummy

Exploring AI Solutions for My Recruitment Business

I recently launched my own recruitment agency, and a significant part of my daily routine involves repetitive and time-consuming tasks like electronic outreach to set up calls, video conferences, and in-person meetings.

I would much prefer to dedicate my time to engaging with clients, candidates, and hiring managers — that’s where my true passion lies.

Each day, I receive numerous emails from AI companies focused on recruitment and have had conversations with a few of their sales reps, but I haven’t found the right fit yet.

Ideally, I’m looking for an all-in-one software solution that can automate large-scale outreach while also managing my scheduling and calendar based on that outreach.

I’ve done some research, but I can’t shake the feeling that it might be somewhat biased due to the algorithms at play. However, I’m open to suggestions.

What features should I prioritize in my search?

As for budget, I’m prepared to invest in a solution that demonstrates clear value and ROI, but I’m also willing to take a chance on a more affordable option if it suits my needs.

Thanks for your insights!

Manatal vs RecruitCRM

Manatal vs. RecruitCRM

I’m currently torn between using Manatal and RecruitCRM for my small to medium-sized agency. I’m particularly interested in an ATS that also offers candidate sourcing features. I’d love to hear any advice or insights you have! What are the pros and cons of each?

Why do recruiters ask for your manager?

Why do recruiters inquire about your manager?
I’ve been asked several times by recruiters about who my manager is at my current job, and I’m curious about the reasoning behind this question. What’s the purpose of knowing this detail?

Workday and other recruiting companies

Workday and Other Recruiting Platforms

It seems that recruiters and HR teams are looking for ways to lighten their workloads. Many of these companies are relying on outdated frameworks and generic systems during the hiring process, which can lead to unnecessary rejections. While the job market may be challenging right now, it’s not dire enough to justify the excuses often provided—such as “there were stronger applicants.” In my experience, those so-called “stronger candidates” can sometimes turn out to be less reliable than expected. It’s important to recognize that many recruitment and HR firms are implementing automated rejection systems that may overlook qualified candidates.

Worst company I have ever worked for, I’d love to know yours?

I’ve had the worst experience at a company, and I’m curious to hear about yours.

I recently started there but was let go after bringing in over $10,000 in just my first four weeks. The environment was all about hitting KPIs, and their business development system left a lot to be desired. Each day, the market development team fed us unqualified leads to chase down in the afternoons, making it feel like we were stuck in a never-ending cycle.

The atmosphere was excessively micromanaged: a director (who happens to be the owner’s wife) would announce, “Is it LinkedIn time now?” as if we were in a daycare. Meanwhile, the owner would casually ask me, “Do you have your chasing list ready?” in a way that made it clear he was not just asking but rather implying I was on thin ice.

When I met with him, I pointed out that bringing in $13k in my first month should be the priority and that the numbers should speak for themselves. Apparently, that didn’t matter much to them.

The workplace culture was questionable at best, with colleagues exhibiting erratic behavior and a “lads, lads, lads” mentality. One team lead even chuckled to himself like he’s a character straight out of The Office, but I won’t call anyone out by name for the sake of integrity.

Has anyone else found themselves inadvertently caught in a family-run “cult” of a workplace?

How Do You Figure Out Competitive Pay for Specific Roles?

How to Determine Competitive Pay for Specific Positions?

Hi everyone, I have a client who is considering a pay rate of $30/hour for a seasoned SDR with 10 years of experience in the light industrial sector. This seems on the lower side, especially considering performance bonuses aren’t included. How do you usually gather information about what companies are offering for comparable positions?

I’m aiming to provide my client with a comprehensive breakdown, such as “To attract a CEO, you should anticipate a minimum salary of $130k in your state,” or “Top talent in XYZ roles typically commands around $180k.” Any suggestions for obtaining accurate salary benchmarks to help set realistic expectations? Appreciate your insights!

What are the best strategies for small businesses to increase applicant volume?

What are the most effective ways for small businesses to attract more applicants?
As a small business owner, drawing in a larger number of qualified candidates can be tough. What strategies have proven successful in boosting applicant volume, such as refining job postings or leveraging particular platforms? I would love to hear any tips or tools that others have found effective!