Job Adverts

Job Adverts Needed

Hi everyone,

We’re considering renewing our LinkedIn package, but the cost for 3 job ads is £4,500 annually, and our return on investment has been quite low.

Have any of you used or come across job posting platforms that you would recommend? We’re looking for a solution that can distribute our postings to multiple job boards, including LinkedIn, and consolidate all applicants in one place.

Thanks in advance for your suggestions!

Hiring Managers/Recruiters: How are your video interviews working out? What’s your setup?

Attention Hiring Managers and Recruiters: How are your video interviews performing these days? What does your setup look like?

Since the onset of COVID-19, I’ve been following the transformation of video interviews closely, and I’m eager to learn how various companies are managing them now. For those of you conducting video interviews on a regular basis:

What has been successful in your current approach? What challenges have you encountered?

I’m particularly interested in:

• How you are incorporating video interviews into your overall hiring process
• The platforms you’re utilizing (and how well they integrate with your other recruitment tools)
• Any changes you wish you could make to the existing process
• How candidates are adjusting to video interviews nowadays

Having experienced both sides of the interview process, I believe video interviews are here to stay, yet there’s always room for enhancement. I’d love to hear your insights and the lessons you’ve learned along the way!

Seeking the Best Sourcing Training/Certs Programs

Looking for Top Sourcing Training and Certification Programs

I’m in search of the best sourcing training or certification programs for a small team with diverse experience levels.

A few years ago, I completed SourceCon Academy at a previous job, and it was an excellent experience. Our Talent Acquisition leader has suggested AIRS, but I haven’t heard much about it in over a decade.

I’d love to hear your thoughts! Any recommendations or insights would be greatly appreciated!

Didn’t tell new employer that I’m currently employed

I didn’t disclose my current employment to my new employer

I am currently working at a small startup, but I recently accepted an offer from a larger company. During the interview process, they did not inquire about my current employment status, and I chose not to mention it since my previous experience was more relevant to the position I was applying for.

Over the past couple of years, I’ve had to change jobs for various reasons (like relocating from the US to the UK, which prevented a transfer). This raised some concerns with the interview team about potential job-hopping, but they still chose to proceed with my application.

Now that I’ve signed the offer, I need to undergo a background check with HireRight, which involves providing my current employer’s information for verification. This means my new employer will discover that I am still employed, and I’m worried they might rescind the offer since I didn’t disclose this upfront.

I see three potential courses of action:

1. Reach out to the recruiter before resigning from my current job, explaining that I didn’t think my current role was relevant and was unsure if I needed to include it on the HireRight form.

2. Give my notice and submit the HireRight form without notifying the recruiter. However, if they decide to terminate the offer, I could end up jobless.

3. Leave my current job off the HireRight form. This option makes me uneasy, but I’ve heard that they only verify what’s submitted. However, I will also be sending them a P-45, which contains my complete employment history.

I’m unsure about the best approach to handle this situation.

What’s the most annoying part about your job as a recruiter?

What do you find most frustrating about being a recruiter?

Hi everyone! As a software engineer who has played an active role in the hiring process at my last two companies, I’m keen to gain insight into the recruitment side of things.

As a technical interviewer, I’ve often been frustrated to encounter candidates with impressive resumes but lacking the necessary skills. It’s clear that finding the right candidates is more challenging than I initially thought.

So, I’d love to know: what’s the most challenging or annoying aspect of your job? I’m curious about topics like:

• Sourcing candidates
• Following up with potential hires
• Candidates disappearing during the hiring process
• Issues with ATS and CRM software
• And more!

Thanks for your input!

Does anybody do physician recruiting/ headhunting?

Is anyone here involved in physician recruiting or headhunting? I’m curious to know which platforms you find most effective for sourcing doctors.

What strategies have you found to bring the best results?

How many open positions do you currently have?

What’s your typical turnaround time for filling roles?

I work for a large private company and we pride ourselves on our efficiency. I can connect with a doctor today, arrange an interview the same day, and have their contract sent out by the next day.

I’m in urgent need of filling positions, aiming to set up at least two interviews daily.

Thanks for your insights!

User research

User Research Request

Hello everyone,

I’m currently working on user research focused on the recruitment industry.

I would greatly appreciate your insights on the tasks that take up the most time for you.

Feel free to share your thoughts in the comments!

Thank you!

better database search

Enhancing Database Search Functionality

Hello, I’m a consultant collaborating with a recruiting firm that utilizes Loxo as their ATS. I wanted to spark a discussion around improving the search capabilities within Loxo. I’m eager to hear if anyone else shares similar concerns or has insights, as your feedback could help us shape a more effective solution that may benefit your own organizations as well.

The core issue lies in the difficulty of searching through the database across all candidates, particularly with notes and call recordings. This limitation often leads to inefficiencies in our workflow.

Here are a few comments from our recent call:

• “The search functionality in Loxo is the only aspect I find frustrating.”
• “We considered switching away from Loxo, but if the search issue is resolved, there’s no reason to leave.”
• “It’s challenging to update my manager on progress since it’s not easy to view notes for all candidates associated with a job. I often have to download a CSV file to get a comprehensive view.”

Does anyone else experience similar challenges with their ATS? How are you addressing these issues?

Starting out

Subject: Seeking Advice on Starting My Own Recruitment Business

Hello everyone,

I’m a recruiter based in the U.K. with over 10 years of experience, consistently billing over £200k annually. I’ve been contemplating starting my own business for a while now, and I believe the time has come to turn that idea into a reality. I wanted to establish a strong track record first before making this leap.

I would greatly appreciate any advice from those who have been in a similar position. What mistakes did you encounter? What key recommendations do you have? What would you suggest as my next steps?

I understand that I need to consider various factors such as operating costs, legal documents, a website, a recruitment system, and more. I’m not expecting exhaustive answers but any insights—no matter how brief—would be invaluable.

I plan to self-fund my venture, but I’m also aware of various credit options available, so any experiences you have in that regard would be helpful as well.

Thank you for your support!

Is it just a numbers game?

Is it all about the numbers?

Hi everyone,

While I’m not a recruiter, I’ve noticed that I receive countless messages from recruiters every time my company lists a new job opening. This has led me to ponder the strategies recruiters use for client acquisition.

Do they categorize their potential clients based on factors such as skills, roles, company size, growth, and performance? Or is it primarily a numbers game where they aim to generate a high volume of leads and see which ones yield results?

I’d love to hear your thoughts and experiences on this!