Reading resumes felt like I am wasting my time

Reviewing resumes felt like a time sink. As a solo recruiter seeking a digital campaign manager, I expected around 40 to 50 applications. Instead, I was overwhelmed with 500 in just two weeks.

Sorting through each resume seemed like an endless task. It took me 4 to 5 hours just to narrow it down to 100 candidates, and managing those applications was even more challenging.

Am I taking too long?

In search of a solution, I decided to create an assessment for the candidates. To my surprise, nearly 50% of them didn’t complete it.

I was back to sifting through 250 applications while also reviewing their assessments. Then I discovered AI agents. I built one to help me automate several tasks:

1. Pre-filter candidates before the final interview
2. Rate each candidate based on their assessment responses
3. Provide tailored feedback to each candidate

I can confidently say this approach worked wonders for me. Candidates appreciated the assessment, with many sharing it with their friends. I ended up with 267 responses, and 17 individuals who didn’t even apply took the time to fill out the assessment, likely just for the personalized feedback.

What are your thoughts?

Starting my own Recruitment Firm (UK)

Launching My Own Recruitment Firm in the UK

Hi everyone,

I’m excited to share that I’ve decided to take the plunge and start my own recruitment firm! Having worked in the industry a few years back, this idea has been on my mind for quite some time.

I’ve managed to save enough to support myself for the next nine months, allowing me to take this leap of faith.

I would greatly appreciate any tips or advice from those who have experience in this field. Thank you!

Rippling Payroll: How Does It Compare to Gusto or ADP?

Exploring Rippling Payroll: How Does It Stack Up Against Gusto and ADP?

I’m looking into Rippling for our payroll processes and would love to gather some insights from those who have experience with it. How does Rippling measure up compared to other payroll services like Gusto or ADP? Are there specific features that set it apart? Additionally, are there any challenges or drawbacks I should be aware of? I appreciate your feedback! Thank you!

Construction Recruitment Europe

Construction Recruitment in Europe

We are looking to enhance our understanding of effective recruitment strategies across Europe. Each year, we fill over 500 construction roles and aim to expand our talent pool. However, we’ve encountered challenges in identifying the most effective channels for sourcing candidates.

Our focus is currently on recruiting European workers for various projects in data centers and pharmaceutical facilities. We’ve realized that we may be depleting our talent resources, having invested significant funds in past efforts without clear results on the effectiveness of the agencies and candidates we collaborated with. We’re seeking external insights into successful talent sourcing strategies tailored for these areas. With ongoing projects, we are perpetually on the lookout for new talent.

We are open to both conventional and innovative recruitment avenues, and we would greatly appreciate any tips or suggestions. Our primary emphasis is on electrical recruitment, covering roles from general operatives to contract managers. While we have a decent pool of general operatives and electricians, sourcing senior site candidates has proven to be more challenging through LinkedIn and UK job boards like Indeed.

If you have valuable insights to share, we would love to hear from you. We are open to discussing a consultancy fee for proven and effective talent sourcing strategies.

Thank you in advance for your help! 🙏

(P.S. We have a small team of internal recruiters.)

Where does my salary stand in NJ?

How does my salary compare in New Jersey?

I have a decade of experience and earned my bachelor’s degree in 2015. After some engineering roles, I transitioned into brand marketing, which I’ve humorously listed as “Analytical Engineer Level 4” on LinkedIn. Now, as I’m looking to stay in the analyst space, I’ve updated my SEO/SEM and brand marketing positions to “Sr. Analyst” roles on my profile. Currently, I’m employed at Reckitt in New Jersey as a Sr. Analyst in Data & Audience Strategy, and I completed my Master’s at Montclair State University (shoutout to my sister, who lives there thanks to her husband and kindly let me stay with them).

My current salary is approximately $130k, including all benefits. Is this within the typical range for my role in New Jersey? I’m also a legal immigrant in the U.S.

The Ultimate HRIS Battle for Small Businesses

Choosing the Right HRIS for Small Businesses: Rippling vs. Gusto

As a small business owner, I’m currently evaluating Rippling and Gusto for our HRIS needs. Both platforms appear to have impressive features, but I’d love to hear from users who have firsthand experiences. How do they manage payroll, benefits, and compliance? Are there any hidden fees or limitations I should be aware of?

Your insights would be invaluable in helping me make the best decision! Thank you!

Hiring recruiters

Recruitment Opportunity

I run an office located in a suburban area near a major US city, and I have a small, dedicated team working on-site five days a week. Our recruiters enjoy a competitive base salary ranging from $40,000 to $60,000, with the potential to earn total compensation between $80,000 and $90,000 through commissions.

We supply the job opportunities for our team, operating on a 180-270 degree model.

What strategies would you suggest for recruiting new recruiters for our business?

Research on impacts of AI-driven recruitment – please, share your thoughts!

Seeking Your Insights on AI-Driven Recruitment!

Hello everyone!

I’m currently a college student working on my thesis focusing on the role of AI in recruitment and its effects on the hiring process—both the benefits and the challenges. To enhance my research, I’m looking for insights from HR professionals, recruiters, and candidates alike. Your input would be greatly appreciated!

• For Employers: Do you utilize AI in your hiring process? At which stages do you find it most effective (e.g., listing, sourcing, screening, testing, or interviews)? What pros and cons have you encountered? In your opinion, is its use ethical? Do you think AI could fully replace human recruiters?

• For Candidates: Have you ever experienced an AI-driven recruitment process? What was your experience like, and what specific tools were employed? Do you feel this approach is fair? Would you be comfortable with AI having the final say in hiring decisions?

Your feedback will be instrumental in helping me explore the advantages and drawbacks of AI in recruitment. I’m eager to hear your thoughts and experiences—thank you in advance for your valuable contributions!

Changing commission

Commission Changes

Has anyone experienced a significant shift in their commission structure after being with a company for a long time? I’ve been with my company for over ten years, and recently they made a change to the commission that impacts only me.

Anyone have experience with Ramp Global

Has anyone here worked with Ramp Global? I really appreciate this community! I’m involved with a US-based firm that has done some minor work with Ramp. They’re now asking us to take on some international positions, but there’s a $3,800 fee involved. I’m getting a sense that it might not be worth the risk since I don’t have much control over the process. I’d love to hear if anyone else has had experience with them and what your thoughts are on the experience and return on investment. Thanks, everyone!

Edit: Just to clarify, the $3,800 is an entry fee to do business with Ramp, not our earnings. I’m curious if Ramp offers enough legitimate job opportunities to justify this fee.