Attention tech and AI recruiters: which Applicant Tracking Systems (ATS) do you find most effective? I’m looking to identify the top ATS options specifically suited for recruiting in the tech and AI sectors. Your insights would be greatly appreciated!
Struggling to Land a Job: Need Tips on Post-Interview Questions
Hi everyone, I graduated from university around a year ago and have decided to pursue a career in recruitment. I’ve had several interviews where I felt I performed well, but unfortunately, I haven’t secured a job yet.
I suspect the problem lies in my post-interview questions. I often struggle with this part, and it seems to negatively impact the overall impression I leave.
So far, I’ve been asking questions like: “What would success look like for me in the first three months to exceed your expectations?” and “Can you share what the company culture is like and your personal experience working here?” I also ask, “Do you have any concerns about my CV or employment history?”
However, I feel that these questions may not be the best way to wrap up the interview and might even make the interviewers feel uneasy. I’m reaching out for any tips or suggestions—whether general or specific—on how to improve my chances of landing a job.
I’ve been applying for both graduate and trainee positions, and I believe my background isn’t lacking; I have door-to-door sales experience and over five years in customer-facing roles. I’m just at a loss as to why I haven’t been hired yet, and it’s becoming increasingly frustrating to invest so much time in interviews without receiving any feedback.
AI Tools for Recruitment Marketing
What recruitment marketing tools is your company currently utilizing? Are there any AI tools in particular that you recommend? We already have a CRM in place, so I’m mainly interested in discovering any new options that might benefit our organization. Thanks!
The Impending Challenges of “Peak Boomer” Retirement
Having spent 26 years as a recruiter and headhunter, I vividly recall the concerns surrounding workforce transitions back in the early 2000s. The impending wave of retiring baby boomers continues to pose significant challenges, and this issue is only set to intensify. Utilizing this information effectively can serve as a powerful tool for justifying increased engagement and recruitment fees.
The youngest members of the baby boomer generation, born between 1946 and 1964, will reach the full retirement age of 67 by 2031. Yet, 2024 is poised to be a landmark year, with an unprecedented 30.4 million Americans turning 65—the largest cohort to retire in U.S. history. This group, referred to as “peak boomers,” marks the culmination of the baby boomer generation.
The retirement of this demographic is expected to profoundly affect businesses and the talent acquisition landscape, resulting in:
As we navigate these changes, it’s crucial to stay proactive in addressing the implications of this generational shift.
It seems that the pinned post on launching your firm could use some additional financial insights. We discussed this last year, and I believe it would be beneficial to share my thoughts. Below is a breakdown of my ideas categorized into three tiers:
Minimum of $250 per month without an office.
$800 a month for a reliable foundation with all the essential tools for success, plus an additional $500-900 per month for an office space.
$2,000-$4,000+ monthly for a top-tier setup, along with $900-1,400+ for an office and possibly a virtual or part-time assistant.
For $250 +/- (assuming you have a laptop/computer; if not, add a one-time cost of $500-800):
– $79 for Sales Navigator (with 100 InMail messages)
– Free or $20 for Loxo or Manatal ATS/CRM
– $50 for a cell phone
– $50 for internet
– $39 for SalesQL (email/phone lookup)
– $20 per year for a GoDaddy domain and personal email
– $50 +/- for cloud storage and miscellaneous expenses
For $800:
– $79 for Sales Navigator
– $200 for a full premium Loxo account with all features
– $29 for Grasshopper or similar phone service
– $100 for cell and internet
– $200-$400 for a sourcing system (Hirez/Seekout/Chatterworks) with email/phone lookups
– $50-100 for cloud storage and miscellaneous costs
– $20 for a simple website or Outlook 365 suite
For $2,000-$4,000+:
– $79-140 for an upgraded Sales Navigator or $200-1000 for Recruiter/Recruiter Lite
– $200 for Loxo
– $200 for a fully integrated office phone system
– $800-$1,000 for ZoomInfo premium
– $100-300 for comprehensive cloud storage
– $200 for training programs like Next Level Exchange or Morgan Consulting
– $20-$100+ for a website with job board integration
– $200 for job posting services (Monster/CareerBuilder/Indeed)
These are my personal opinions based on 25 years of experience. When I started my firm in 2011, I operated with just a cell phone, a GoDaddy URL for email, Google Voice, Google Suite for email/docs/cloud storage, and LinkedIn (which didn’t have Recruiter Lite back then). I also rented an office, totaling around $600. Today, the total cost with an office is approximately $1,300-1,600 (the office being around $800), though this can vary based on whether I use a paid sourcer.
Note: Since this information is a year old, I would recommend budgeting an additional $50-100 per month for note transcription services (like Metaview or Otter, around $20-40) and a pro-level ChatGPT subscription ($20), along with an assistant tool like Merlin or MaxAI ($10-30).
Which quantitative finance firms in London are the top players? I’m curious about the best firms that specialize in placing talent in investment banking, asset management, hedge funds, trading, research, and more. Any recommendations?
What is the breakdown of your job orders in terms of exclusivity? Specifically, what percentage are exclusive compared to non-exclusive? I’m interested to know if this varies across different industries.
Enhancing LinkedIn Recruiter Search Strategies
I’m currently directing my in-house team to boost our productivity with LinkedIn Recruiter, which contributes to 70% of our hires.
Our primary focus is on optimizing channels that yield higher response rates. We’ve explored sequenced campaigns—both built-in and third-party tools—along with engaging content like memes, tech stack insights, company PDFs, and various message lengths.
For our search strategy, we implement a structured approach that begins with highly targeted criteria and gradually expands. This includes:
What additional strategies are you incorporating into your sourcing plans?
I’d love to hear the tricks and techniques your teams use to enhance LinkedIn searches and improve message response rates!
Job Opportunity – IT Recruitment in the Private Sector
Hi everyone! I’ve been with my current agency, a major IT recruitment firm in the UK, for the past couple of years. My focus has been on developing a cold desk in the NHS sector, which has proven to be quite challenging.
Currently, I’m on a £30k base salary, but unfortunately, I’ve had very few deals, and the last six months have left me without any new placements.
I’ve received an offer from a larger agency where the role consists of 50% managing existing clients and 50% new business development. This firm is well-established in recruitment, and their IT team has a strong track record. However, they’re offering a base salary of £26k, with the potential to earn around £38k OTE through bonuses—though there is scope for higher earnings.
I’m seeking advice. I don’t want to remain in a position where I’m not making placements and feel at risk of losing my job. However, £30k is still a solid salary, and while the new position offers growth opportunities, established clients, and access to a large database, I’m hesitant about taking an initial pay cut.
Any insights or advice would be greatly appreciated!
Seeking Remote Opportunities in Recruitment
