User research

Subject: User Research on Recruitment

Hello everyone,

I’m currently conducting user research focused on the recruitment industry.

I would love to hear about the tasks that take up the most time in your work.

Please share your experiences in the comments below.

Thank you!

Chances of HR changing their mind after rejecting even with a referral

Is it possible for HR to reconsider a rejection, even with a referral?

I recently applied for a data analytics role at a company where I have 2.5 years of experience and received a referral from one of their employees. However, I received a rejection letter yesterday. The employee who referred me mentioned she would forward my resume to HR again. Realistically, what are my chances of getting a call? I noticed that the position has been removed from the company’s job listings.

better database search

Improving Database Search Functionality in Loxo

Hi everyone!

I’m a consultant collaborating with a recruiting firm that utilizes Loxo as their ATS, and we’ve been discussing ways to enhance its search capabilities. I wanted to reach out and see if others echo this sentiment and share your insights, as it could help shape a solution that benefits all of us.

The main issue we’ve identified is that searching through our database, particularly for candidates’ notes and call recordings, is quite challenging. This inefficiency can hinder our productivity.

Here are a few comments from our discussions:

• “The search function in Loxo is the only aspect I find frustrating.”
• “We considered switching away from Loxo, but if the search issue were resolved, we’d have no reason to leave.”
• “It’s challenging to update my manager on progress since it’s not easy to view notes for all candidates related to a job; I have to download a CSV to see everything in one place.”

Is anyone else experiencing similar challenges with their ATS? How are you addressing it? Looking forward to your thoughts!

Starting out

Embarking on a New Journey

Hello everyone,

I’m a recruiter based in the U.K. with over 10 years of experience, consistently billing over £200k annually. I feel it’s the right moment to start laying the groundwork for my own business. I’ve always been interested in the idea but wanted to establish a solid reputation in the industry first.

If anyone has been in a similar situation, I would greatly appreciate your advice. What mistakes did you encounter? What recommendations do you have for someone just starting out, and what steps should I take next?

I’m aware that I need to consider various factors, including operational costs, legal documents and contracts, a website, and a recruitment system, among other things. I’m not expecting an exhaustive answer, but any insights, no matter how brief, would be incredibly helpful.

I plan to self-fund my venture but am also aware of various credit options available and would love to hear about any experiences you might have with that as well.

Thank you!

Is it just a numbers game?

Is It All About the Numbers?

Hi everyone,

While I’m not a recruiter, I’ve noticed that every time my company posts a new job opening, I get inundated with messages from numerous recruiters. This has sparked my curiosity about the strategies they use to acquire clients.

Do recruiters actively segment their potential clients based on criteria like skills, roles, company size, growth potential, performance, and so on? Or is their approach more about casting a wide net to gather as many leads as possible and seeing what works?

I’d love to hear your insights or experiences on this topic!

Help! I’m a National Science Foundation researcher interested in learning more about technology use in recruiting. If you’re a recruiter or talent acquisition specialist, I’d like to interview you (10-15min)!

Hello! I’m a researcher with the National Science Foundation, and I’m looking to gain insights into how technology is utilized in the recruiting process. If you work as a recruiter or talent acquisition specialist, I would love to interview you for about 10-15 minutes!

I’m using a throwaway account for privacy. As an assistant research professor, my goal is to explore recruiters’ workflows and the role of technology in hiring. I’m aiming to gather perspectives from professionals across various sectors and company sizes to better understand the current landscape.

If you’re open to sharing your insights, please send me a direct message with your LinkedIn profile, and I’ll follow up with a Calendly link for scheduling. Thank you in advance for considering this opportunity!

Can a company know about employment history using PAN number?

Can a company access employment history through a PAN number?

Should I take the leap? Starting a recruitment company in the US tech sector in 2025 – worth it or not?

Should I take the plunge? Starting a recruitment agency in the US tech sector in 2025 – is it a good idea?

Hello, fellow Redditors!

I’m contemplating launching a recruitment agency focused on the US tech sector in 2025, and I would really value your input and advice. With the job market continuously changing, I’m curious if now is the right moment to dive in.

Before I make a final decision, I would appreciate any insights regarding:

• Essential steps to take before starting a recruitment firm
• Possible challenges and opportunities in the US tech sector
• Best practices for connecting with companies and forming partnerships

Specifically, I’m interested in:

• How do companies generally react when approached by a recruitment agency?
• What key factors do companies consider when evaluating a recruitment partnership?

Thank you in advance for your thoughts!

General US recruiting roles guidance

Guidance Needed for US Recruiting Roles

Hello everyone,

I hope this message finds you well.

To provide some context: I have over 10 years of recruiting experience in EMEA and APAC, having worked with a FAANG company. My husband recently secured a position in the Bay Area, while I am still based in EMEA. For months, my employer indicated that a transfer to the Bay Area office would be possible; however, this morning I was informed that it is no longer an option.

My EAD application is set to be filed next week.

I’m reaching out to seek advice on the likelihood of securing a recruiter role in the Bay Area with an EAD. Additionally, I would like to know if there are any opportunities to find a position without an EAD, should I decide to resign and relocate to the US while my EAD is still being processed.

Thank you in advance for your thoughtful and helpful guidance.

P.S. I specialize as a technical recruiter.

Question for agency owners!

Attention Agency Owners!

We’d love to hear your thoughts!

When it comes to presenting candidates for remote positions, do you lean towards those who are willing to accept lower salaries?

Or do you focus on identifying the best fit for the role, independent of salary expectations?

Let us know your perspective!