Cheap, easy ATS system?

Looking for an Affordable and User-Friendly ATS System

Hi everyone! I’m on the hunt for an affordable and easy-to-use Applicant Tracking System (ATS). We previously used MightyRecruiter and loved the unlimited jobs and users feature. Unfortunately, their support has diminished and some core functionalities seem to be failing, which raises concerns about their future.

We’ve explored Loxo, but my team finds it confusing and not very user-friendly. I also liked Recooty, Mantal, Zoho Recruit, and Dover, but I’m curious if anyone has experience with any of these options. We appreciated Zoho Recruit’s client portal feature.

Thanks so much for your help!

P.S. Has anyone tried Dover ATS? I’d love to hear your thoughts!

CV’s – JOBADDER

CVs and JobAdder Inquiry

Does anyone know if JobAdder is capable of tracking if someone is downloading multiple CVs onto a personal laptop? I’m asking for a friend who is planning to start his own business within the next 12 to 18 months and wants to know if he can take that data with him.

He has seven years of experience in the industry!

Cheap Client Portal

Affordable Client Portal Solutions

Hello everyone! I appreciate you taking a moment to check out my post. We previously relied on Nimbus (Fusebase) for our Client Portal, but we’ve noticed that many features have been removed and their support team is difficult to reach. I’m looking for recommendations on budget-friendly tools that allow our clients to view resumes. What do you use? Thank you!

Anyone in the UK Special Educational Needs (SEN) Sector Recruitment have any advice/tips?

Seeking Advice from the UK Special Educational Needs (SEN) Sector Recruitment Community

Hello Everyone,

I recently joined a Special Educational Needs (SEN) school in Devon after years of experience in a global corporate recruitment environment. Our school caters to students with diverse needs, including autism, ADHD, and PMLD, making the hiring of qualified and dedicated staff essential. I’m eager to enhance our recruitment strategy and explore new avenues.

As expected, we’re encountering some challenges:

• Attracting qualified teachers, as well as individuals interested in becoming SEN educators who may not fully understand the steps to get there.

• Recruiting in a more rural area, which can limit our talent pool.

• Effectively communicating the benefits of working in SEN education while keeping recruitment costs in check.

I would greatly appreciate any tips or strategies that have proven effective for others in similar positions! I’m particularly interested in:

• Recruitment platforms or job boards that are effective for SEN roles

• Engaging candidates through social media (any success stories you’d like to share?)

• Strategies for building long-term relationships with SEN professionals or student teachers.

Thank you in advance for any insights you can provide! 🙂

Can you say dear “Talent Acquisition team” in an email?

Is it appropriate to address the email as “Dear Talent Acquisition Team”? I received a message from the talent acquisition team that didn’t include a specific name; it simply stated it was from the “Talent Acquisition Team.” How should I respond in this situation?

Offer shopping !!

Subject: Tackling Offer Shopping in Recruitment

As we navigate the recruitment landscape, a pressing concern remains: how can we effectively discourage offer shopping among candidates, even when we present competitive CTCs from the very beginning? What strategies can we employ to minimize offer holding and bolster commitment throughout the job search journey in India, particularly for candidates with 2-6 years of experience?

Note: After candidates accept offers, we conduct engagement calls to maintain connection.

Our Approach: We prioritize clear communication, active engagement during the hiring phase, and prompt feedback to enhance the candidate experience.

Key Questions: Should we consider revoking offers, building a talent pipeline, or exploring other innovative solutions to address this challenge?

What’s a great ATS / CRM Software for an early startup?

Looking for recommendations on the best ATS/CRM software for an early-stage startup! My company is in its initial stages, and we’re seeking a solution that integrates well with LinkedIn Recruiter and offers client-side functionalities. We need strong analytics and reporting capabilities, as our focus is primarily on attracting talent to utilize our platform as a service, rather than hiring internally. We’re not interested in a pay-and-bill model. Currently, we’re demoing Workable, Breezy, Zoho, Bullhorn, Ashby, and Recruit CRM. Any suggestions would be greatly appreciated! We’re located in Germany. Thank you!

How can I work as a self-employed recruiter?

Title: Seeking Advice on Becoming a Self-Employed Recruiter

Hello, everyone! I’m looking for insights from those of you who have experience working as self-employed recruiters. My goal is to recruit candidates and earn a commission for every month they work with clients. I’m facing some uncertainty about how to draft a contract that is mutually beneficial and ensures a consistent income. Any advice would be greatly appreciated!

I have three years of recruiting experience and plan to move to Europe next year. I’d love to recruit for positions in both the US and Europe. Thank you in advance for your help! <3

Best tool for sourcing client data for cold calls/emails?

Subject: Recommendations Needed for Client Data Tools for Cold Outreach

Hello everyone,

I’m seeking some guidance as we launch our new recruitment agency. With so many tools available for sourcing client data for cold calls and emails, I feel a bit overwhelmed. I’d love to know which ones you use and what makes them your preferred choice.

Additionally, are there any free tools that are essential for startups like ours? We’re working with a limited budget, so any budget-friendly options would be incredibly helpful.

I appreciate your insights and experiences—thank you in advance!

Recommendation Letter Query

Inquiry About Recommendation Letters

I’m curious to know what hiring managers and prospective PhD supervisors prioritize in recommendation letters from previous employers.

As someone who works in the neuroscience field and is exploring new opportunities, I would appreciate any insights! 🙂