Simplifying the recruitment and making it fair for all parties

Streamlining Recruitment for Fairness and Accessibility

Hello everyone,

I’ve been developing a startup concept for the past few months and would greatly appreciate your insights. My aim is to create a more equitable and inclusive recruitment process for both candidates and employers, starting with the IT sector.

Here’s the concept: The traditional recruitment process usually includes three evaluations—technical skills, soft skills, and cultural fit. My platform would streamline this by taking care of the first two assessments, allowing companies to focus solely on evaluating cultural fit before making hiring decisions. Do you think this approach could be viable? I understand there might be some uncertainties, but if you trust the assessments, would you consider using this system?

Additionally, even if you have faith in the assessments, would your organization still feel inclined to conduct extra technical evaluations?

To enhance the experience for all candidates, the system would limit the shortlist to five candidates who best meet the company’s criteria. Furthermore, companies would be required to provide constructive feedback to rejected candidates to help them grow. Does that resonate?

Thank you for your valuable input!

Virtual Career Fair

Virtual Career Fair

What are the best resources for locating virtual career fairs specifically aimed at STEM professionals, or for accessing free virtual career fairs?

To everyone in Finance

Subject: Seeking Recommendations for Finance Newsletters and Emails

Hello Finance Community,

I hope this message finds you well! I’m a recruiter with a focus on the buy-side finance sector, particularly in areas like Quant Development and Data. While I also dabble in Machine Learning Engineering and Product Management, those roles don’t occupy the majority of my time.

I’m reaching out to see if anyone could recommend newsletters or email subscriptions that provide insightful updates on who is making moves in the finance industry. I’ve noticed that many founders actively follow such resources, and I believe it would be beneficial to stay informed.

I appreciate any suggestions you may have!

Thank you!

CRM for small headhunting firm.

Subject: CRM Recommendations for a Small Headhunting Firm

Hi everyone,

I have a CRM query and have reviewed previous discussions, which led me to look into eWay CRM for its Outlook integration, as well as Microsoft Dynamics for the same reason.

In the past, I’ve dealt with overly complex databases, and I’m keen to avoid complicating our streamlined system. As a small headhunting firm operating in a niche sector and geographic area, we maintain a limited client base.

We rely on Microsoft products for our email and phone communications, and Outlook is where all my contacts are stored. Since we don’t engage in advertising, we don’t require accounting integration.

What we do need from a CRM is a solution for record-keeping, compiling target lists to share with clients, and email integration.

Any recommendations would be greatly appreciated!

Thank you!

conversation with recruiter

Chat with a Recruiter

Hey everyone! I’m a bit unsure if this is appropriate for this subreddit, but here goes.

I have a meeting lined up with a recruiter soon where they want to get to know me better. I believe the purpose is for them to gather enough information to present me for a potential position.

I’m wondering about mentioning the gap in my resume (from graduation until now) due to a family emergency. Should I bring that up? Also, aside from the job description, are there any key points about myself that I should highlight?

I tend to get anxious during interviews and often struggle with how to present myself, sometimes coming off as either too formal or too casual.

Thanks in advance for any advice! Wishing you all a bit of luck in finding some unexpected cash soon!

Crimson Education- legit jobs?

Is Crimson Education a legitimate option for job seekers?

I’m curious if anyone has had any experience with their recruitment process. They appear to be expanding rapidly, but I found it unusual that I received a message on LinkedIn from their “COO” inquiring about my interest in a position. Does anyone else think it’s odd for the COO of a “fast-growing edtech company” to be reaching out directly? I’ve noticed they have multiple recruiters on LinkedIn as well. I might be overthinking it, but it raises some red flags for me. What are your thoughts or experiences?

We need help your help Recruiters

Attention Recruiters, we need your insights!

I’m part of a company that develops HR tech solutions, and I’d love to get your perspectives.

In your recruitment process, what do you find more valuable: an Applicant Tracking System (ATS) for managing applicants or a Customer Relationship Management (CRM) system for fostering relationships?

New ATS

Exploring New ATS Options

We’re currently in the market for a new Applicant Tracking System (ATS). Since 2019, we’ve been using Lever, which has served us well, but we’ve recently encountered some issues, such as email instability and difficulties sending multiple attachments. Additionally, we feel that Lever isn’t innovating as much as we’d like, and their built-in calendar tool feels outdated. Plus, they still haven’t integrated with Calendly, which is a disappointment.

It seems like Ashby has been gaining a lot of attention lately. Does anyone have experience with it? Every time Ashby comes up on LinkedIn, it seems like their team is always right there, which makes me wonder if they might have sponsored clients. Perhaps I’m just being skeptical—maybe they’re really as good as they appear!

As a team of 550, we’re planning to hire 200 more next year, so finding the right ATS is crucial. I’d love to get your thoughts and opinions!

Advice from a Recruiter from a Candidate

Advice from a Recruiter’s Perspective: A Candidate’s Experience

I’m not sure if this is the right place to share my story, so please guide me if it’s not! I recently accepted a job offer in a nearby state but underestimated the time required for tasks like finding housing, organizing my move, providing notice at my current job, and breaking my lease. I initially aimed to start in late October, but the area where the job is located experienced significant disruptions from Hurricane Helene, which caused power outages and blocked roads, resulting in a two-week delay for me to meet with a realtor.

Due to this unforeseen setback, I hesitated to give notice at my current job and risk being unemployed and without a place to live. Fortunately, I found a new apartment last Thursday and requested the recruiter to shift my start date to November 11. I planned to give notice at work that day too, but then I discovered that I would lose all my accrued PTO unless I provide six weeks’ notice—an oversight on my part.

I had been trying to keep my plans under wraps until everything was confirmed, but now I’m in a tricky situation. I’m considering asking the recruiter once more if I can postpone my start date to late November. Additionally, I found out that my current apartment complex has added a new clause to my lease—after three years of living here—that includes a penalty of $3,600 for breaking it early. It’s frustrating to think of incurring these extra costs before starting a new job.

Given my circumstances, am I being unreasonable in requesting yet another start date extension from the recruiter? I’m really anxious about reaching out again, but I want to ensure I’m handling everything as best as I can, especially regarding my PTO.

I need insights from HR professionals

I’m seeking insights from HR experts! What are the essential factors you take into account when choosing the ideal ATS or CRM tool for your organization’s talent acquisition efforts?