Subject: Looking for Free Job Posting Sites
Hi everyone,
I’m looking for recommendations on free job posting sites. With Indeed now requiring full payment for postings, I’ve been exploring other options, but many providers seem quite overpriced. Any suggestions would be greatly appreciated! Thanks!
Discussion on REC Membership
Hello everyone! Do you think obtaining a REC membership is essential for a startup recruitment business?
Job Board Plugin Recommendations Needed (and Google Listings)
Good Morning, everyone!
I’m the owner of an agency with a WordPress website, and I’m on the lookout for a new job board plugin. I’d appreciate any suggestions for a user-friendly job board that integrates well with Google Jobs.
Currently, I’m using “PressTigers” and have invested in the Indexing API for Google, so it should technically be showing up there. However, I’m not having any luck at the moment. While jobs have appeared in the past, they no longer seem to be visible. I’ve followed all of Google’s guidelines for visibility but to no avail.
Has anyone else encountered issues with getting jobs listed on Google from their company websites? I’d love to hear about your experiences.
Thanks!
Mike
Strange Interview Practices or Am I the Problem?
I recently had an interview for a role that left me feeling frustrated and disheartened. A well-known international organization reached out to me unexpectedly on LinkedIn, even though I hadn’t applied for the position. Unfortunately, there were some miscommunications with the recruiter. For instance, they failed to clarify that there were two separate calls for the interview, which caused me to miss the second one initially and required me to reschedule. When I brought this up, the recruiter placed the blame on me but assured me they were still interested in moving forward.
During the first of the two final round interviews, I was taken aback when the interviewer immediately announced that they would need to cancel the second interview scheduled for the following day, without any explanation. This made me feel as if a decision had already been made before I had the opportunity to present myself. Nevertheless, she continued to ask me questions for the next hour.
Two hours later, I received an email stating that, although the interviewer had given positive feedback, they had chosen to move forward with another candidate. They also expressed interest in keeping me in mind for future opportunities. I was left feeling confused and disappointed, especially since I received no specific feedback—just a vague mention of “positive feedback.” I couldn’t help but wonder if this was merely a polite formality.
It felt disrespectful, as it seemed the decision had already been made before I even had a chance to participate fully in the interview. I kept second-guessing myself, thinking that I might have been able to change their minds during the call. However, it appeared that their decision was set. Not having the chance to complete or close the conversation left me feeling that my time was wasted and that I hadn’t been able to express myself fully.
Additionally, I was informed that the salary would be $30,000-$40,000 less than initially discussed, which heightened my sense of being misled. Throughout this process, the recruiter misspelled my name twice and sent multiple communications with typos, which felt careless and contributed to a lack of professionalism. They also requested a last-minute call to discuss the budget reduction and its impact on salary, calling me 24 hours earlier than my stated availability.
All of this has led me to question the company’s process and their overall handling of the situation. I feel disrespected and like my time was undervalued. The entire experience has left me feeling like a failure, even though I realize the decision likely wasn’t a reflection of my abilities. I can’t shake the feeling that had I been given a fair chance, I could have done better.
I’ve been in my career for three years and have been fortunate to receive offers after each interview, which might leave me somewhat naïve to these realities.
Is this a common occurrence in the interview process? Is this more of an issue with me, or with the company itself?
Talent Acquisition
Is it typical to be assessed by a business or technical leader for a Talent Acquisition role? After seven years in the tech industry, I’m unsure if evaluations by technical stakeholders are standard practice.
Subscription vs. Pay-Per-Job: Which Pricing Model Works Best for You?
Hello everyone! I’m currently developing a hiring tool tailored for small businesses and startups to streamline the recruitment process. We’re considering various pricing options and would greatly appreciate your insights.
Which pricing model do you find more appealing for a hiring platform?
Monthly Subscription: A flat monthly fee grants you access to all features and a specified number of job postings.
Pay-Per-Job Posting: You pay only when you post a job, with no ongoing fees.
Your input will be invaluable in shaping a pricing model that aligns with your needs. Thank you for your feedback!
Subject: Seeking Feedback on Ashby, RecruitCRM, and Recruiterflow
Hello everyone,
We’re currently in the process of transitioning our Applicant Tracking System (ATS) this year. While we’ve been using Lever, we’ve decided to switch due to their limitations on using multiple aliases and email domains. Given that we operate two distinct recruitment businesses—one focused on internal hiring and another on Virtual Recruitment staffing—we need the flexibility to communicate with candidates using different email addresses.
We’ve narrowed our options down to three potential ATS solutions: Ashby, RecruitCRM, and Recruiterflow.
Before making our final decision, I would appreciate your insights and experiences with these systems.
Also, I’ve heard that Ashby is primarily geared towards in-house recruitment. Are there any agency users in this group? If so, what workarounds have you implemented?
Thanks in advance for your help!
Seeking Guidance in Recruitment
Hello everyone,
I own a crewing company in Ontario that provides staffing for various events. These events typically involve 1 to 3 shifts, so it’s not quite the same as traditional temp staffing.
The industry I operate in is seasonal and often unpredictable. While the income can be lucrative, the revenue gaps between seasons can be significant, making it quite stressful to navigate.
To date, I’ve secured three staff placements on three-month contracts, but after the clients opted to buy out those contracts, I’ve found that the demand for this model isn’t high enough to sustain consistent growth.
Although I lack formal education in recruitment, I have accumulated nine years of experience in recruiting and vetting staff for my own business. I have a high school diploma and strong communication and relationship-building skills.
I would appreciate any recommendations on how to transition into a more focused recruitment career. I am open to education options but will likely need to pursue them part-time due to my business commitments.
Thank you for any advice you can share!
Job Postings Confusion
I recently applied for an internal job vacancy that aligned well with my skills and seemed like a fantastic opportunity. However, I later discovered an external job advertisement for the same role, and I noticed significant differences in the job descriptions.
The internal posting specified that applicants must have an engineering degree (which seemed odd since it’s not an engineering position) for an intermediate-level role. In contrast, the external advert was much more general, focusing on transferable or soft skills without mentioning a degree requirement at all.
Is it common for the same position to have different descriptions for internal and external postings? I’m puzzled about why internal applicants face stricter qualifications while those applying externally encounter a more lenient set of requirements.
Thank you for your insights! 😊
Looking for a Recruiter: Seeking Guidance
Hello everyone!
I’m currently the VP at a company generating over $100 million in annual sales, and I have 12 years of experience in the health supplement and nutritional sector. My expertise extends to international development, particularly in Asia.
I joined my current role two years ago to help expand the business into the Asian market. Since then, I’ve successfully driven sales in that region from zero to $11 million annually. In my previous position, I played a key role in growing revenue from $500,000 to $32 million over a decade.
I’m now eager to explore new career opportunities, potentially in different industries beyond health and nutrition. I’m interested in collaborating with recruiters who can assist me in this transition.
Could anyone recommend effective recruiters or resources to help me find the right fit?
Thank you!
