Cheap, easy ATS system?

Looking for an Affordable and User-Friendly ATS Solution

Hi everyone! I’m on the hunt for affordable and easy-to-use ATS systems. We previously used MightyRecruiter, which we loved for offering unlimited jobs and users. However, their support has diminished, and many core features stopped working, making us concerned they might be going out of business.

We’ve explored Loxo, but my team finds it a bit confusing and not very user-friendly. I came across Recooty, Mantal, Zoho Recruit, and Dover, and I’d love to hear if anyone has had experience with these platforms. We’re particularly interested in Zoho Recruit because of its client portal option.

Thanks in advance for your insights!

P.S. Has anyone tried Dover ATS? I’d appreciate your thoughts!

CV’s – JOBADDER

CVs – JobAdder Inquiry

Does anyone know if JobAdder has the capability to track whether someone is downloading multiple CVs on a personal laptop? I’m asking for a friend who is planning to start his own business in the next 12-18 months and is interested in taking this data with him.

He has seven years of experience in his industry!

Cheap Client Portal

Affordable Client Portal Suggestions

Hello everyone! I appreciate you taking the time to read my post. We were previously using Nimbus (Fusebase) for our Client Portal, but we’ve found that many features have been removed, and their support team has been unresponsive. I’m looking for recommendations on budget-friendly tools that allow 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 on SEN Sector Recruitment in the UK

Hello everyone,

I’m reaching out for some guidance as I embark on my journey in the Special Educational Needs (SEN) sector. I recently joined an SEN school in Devon after several years of experience in global corporate recruitment. Our school supports students with a variety of needs, including autism, ADHD, and PMLD, so attracting qualified and dedicated staff is essential. My goal is to enhance our recruitment strategy and explore new avenues.

We’ve encountered a few challenges along the way:

• Difficulty attracting qualified teachers and those interested in becoming SEN educators who may not clearly understand the path to get there.
• Recruiting in a rural area, which can limit our pool of potential candidates.
• Communicating the benefits of working in SEN education while keeping recruitment costs in check.

I would greatly appreciate any tips or strategies that have worked for others in similar positions! Specifically, I’m interested in:

• Effective recruitment platforms or job boards tailored for SEN roles.
• Creative ways to engage candidates through social media (any success stories would be fantastic!).
• Suggestions for building long-lasting relationships with SEN professionals or student teachers.

Thank you so much for your insights and support! 😊

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

Is it appropriate to address an email to “Talent Acquisition Team”? I received a message from the talent acquisition team, but it didn’t specify a name—just “from the Talent Acquisition Team.” How should I reply in this situation?

Offer shopping !!

Addressing Offer Shopping in Recruitment

How can we effectively discourage candidates from engaging in offer shopping, especially when we’re already providing competitive CTCs from the start? What strategies can we adopt to combat offer holding and improve candidate commitment throughout the job search process in India?

Target Audience: This discussion is relevant for candidates with 2-6 years of experience. Following the acceptance of an offer, we proactively arrange engagement calls.

Our Approach: We prioritize clear communication, continuous engagement during the hiring journey, and swift feedback turnaround times.

Key Considerations: Should we consider revoking offers, building a talent pipeline, or exploring other strategies to tackle this challenge?

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

Looking for recommendations on ATS/CRM software for a startup!

Our company is in the early stages, and we’re searching for a system that integrates well with LinkedIn Recruiter while offering client-side options and robust analytics and reporting features. Since we won’t be hiring internally much, our main focus is attracting talent to our platform as a service. We’re not interested in a pay-per-use model.

Currently, we’re demoing Workable, Breezy, Zoho, Bullhorn, Ashby, and Recruit CRM. We’re based in Germany and would appreciate any suggestions! Thank you!

How can I work as a self-employed recruiter?

Title: Seeking Advice on Becoming a Self-Employed Recruiter

Hello everyone! I’m reaching out to gather insights from those of you who have experience as self-employed recruiters. My goal is to connect with candidates and earn a monthly income based on their employment duration. I’m struggling with how to draft a contract that clearly outlines this arrangement between parties to ensure reliable income. Any advice would be greatly appreciated! <3

I have three years of recruiting experience and am planning to move to Europe next year. I’m interested in recruiting for positions in both the US and Europe. Any guidance you can share would be incredibly helpful. Thank you so much!

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

Seeking Recommendations for Client Data Sourcing Tools for Cold Outreach

Hi everyone!

I’m in need of some guidance as we embark on our new recruitment agency. The vast array of tools for sourcing client data for cold calls and emails is a bit overwhelming. I would love to hear your thoughts—what tools do you rely on and what makes them stand out for you?

Additionally, are there any free tools that have been particularly helpful? As a startup working with a limited budget, I’d greatly appreciate any cost-effective options you can share!

Excited to hear your insights and experiences! Thank you!

Recommendation Letter Query

Inquiry About Recommendation Letters
I’m curious—what are hiring managers or potential PhD supervisors specifically looking for in recommendation letters from previous employers?

I’m currently working in the neuroscience field and am exploring new opportunities. 🙂