I’m looking for recommendations for free Net Promoter Score (NPS) tools. I work at a staffing agency in Sweden and would like to send an NPS survey to all our clients. Any suggestions for free NPS tools that are suitable for recruitment would be greatly appreciated!
Thank you!
Employee Onboarding Process: A Comprehensive Checklist and Guide
Effective onboarding is crucial for fostering employee retention and engagement. This guide offers checklists and templates that not only provide a structured approach but also allow for personalization. Additionally, we explore how digital tools can enhance and streamline the onboarding experience, particularly in remote settings. Check it out here: Employee Onboarding Checklist: A Guide to an Efficient Start.
Expanding Your Recruitment Agency: Seeking Guidance
Hello, my name is Shariq, and I’m from India. I registered my recruitment agency in the USA last year, but I’m encountering some challenges and would appreciate insights from our expert community.
Here are the areas where I need help:
As a solopreneur with limited experience in the recruiting and staffing industry, I am eager to learn and grow. Thank you for your support!
Experienced UK Internal Recruiter Looking for New Opportunities
Hi everyone! I hope this post finds you well. I’ve recently wrapped up a contract with a renewable energy company in London, and I’m now on the lookout for my next opportunity. I have extensive experience in recruiting for digital and tech roles, as well as a strong background in project work. I would greatly appreciate any leads or advice you might have! 😊 Additionally, I’m more than happy to offer mentoring during my spare time. Thanks in advance for your support!
Looking for tips on nurse recruitment?
I recently worked on filling an OR charge nurse position in Houston, Texas, with a client budget of $115,000. I presented a strong candidate who held a CNOR certification. The client liked him and offered $110,000, but the candidate ultimately declined the offer.
His reasoning? While the new role was for 36 hours, he was currently working 40 hours and earning $105,000. He felt that if his responsibilities were increasing, his salary should reflect that change. A mere $5,000 raise didn’t justify a job switch for him.
After the rejection, I spoke with HR, who explained that nurse salaries are typically tied to years of experience, categorized as follows: 1-3, 3-5, 5-7, and 7-10 years. They mentioned that salaries can’t exceed these established ranges based on experience.
As a recruiter, I find it puzzling that otherwise qualified candidates can be overlooked due to these experience brackets, especially after successfully passing multiple interview rounds. I also learned that nurse salaries are often influenced by unions in various states.
What strategies can we adopt as recruiters to navigate situations like this?
What to do if your name is identical to someone linked to an FTC lawsuit found in Google searches?
I’m reaching out in frustration. To keep it short: my unique name matches exactly with someone in Canada, who was sued in the U.S. by the FTC and faced a $5 million penalty for a telemarketing scheme from 2001 to 2005 (or 2008?). I’ve never lived in Canada—back in 2001, I was still in high school. But now, as I apply for jobs, I’m worried that recruiters are stumbling upon this lawsuit and mistakenly associating it with me.
The search result for this lawsuit appears right under my LinkedIn profile, and for the past two years, I’ve watched it slowly climb the Google search rankings. I fear that employers might falsely connect the dots and automatically reject my applications. When I explain this situation to people in person, some agree I need to address it, but how do I do that when I often don’t get the chance to speak directly with hiring managers?
I’ve written a cover letter addressing this issue, and while I’ll keep personal information private, I wanted to share my approach for feedback:
Hi [Employer’s Name],
I hope this message finds you well. I’m providing this cover letter in a slightly different format than usual. My resume details my qualifications, which I meet in full, but I want to clarify something that may come up in a Google search for my name:
My name, “—,” is unique, but it also belongs to at least one other individual associated with an FTC lawsuit. The second result that appears beneath my LinkedIn profile pertains to this lawsuit, which was against someone with the same name. Please understand that this is not me! The ruling was issued in Chicago in 2007 against defendants from Canada regarding unsolicited telemarketing calls made to consumers in the U.S. from 2001 to September 2005. I am from [your state in the USA], born and raised here, and in 2001, I was in high school—not involved in telemarketing or any related activities.
This situation has become frustrating, as I believe employers who rely on basic online searches for screening may mistake this lawsuit as a reflection of my character and qualifications. It can be disheartening to think I might be overlooked due to this misunderstanding.
I wanted to bring this to your attention to clarify any concerns. Should you have any questions or wish to discuss this in further detail, I would be happy to engage in a one-on-one or group conversation. Thank you for taking the time to consider my situation.
Best regards,
[Your Name]
I would appreciate any feedback or advice on how to handle this issue. Thank you!
Hello everyone! My company specializes in tech recruitment, and while we currently utilize LinkedIn, we’re exploring alternative platforms. We encountered some challenges with LinkedIn’s recent policy updates, and now we’re looking for other ways to source candidates.
I’ve joined this community in hopes of gathering recommendations from fellow recruiters on where to find a reliable pool of genuine IT candidates. Your insights would be greatly appreciated! Thank you!
Agency Recruiters: How do you evaluate your candidates?
What methods do you use?
Looking for ways to automate my specifications process. Right now, I need to produce 50 specs each week, but creating distribution lists on Bullhorn is consuming a lot of my time due to the need to input contacts and manage tracking.
Has anyone successfully automated their spec CV process? If so, I’d love to hear how you did it!
I can’t wrap my head around why some managers believe that micromanaging will lead to better outcomes. Is this their usual behavior or just a facade they put on at the office? Do they carry this mentality into their personal lives? More importantly, who actually benefits from this approach? If managers think that being strict leads to improved results, they might need to reassess their strategy. This might have worked in the past, but it’s certainly not effective anymore, especially with the rise of Gen Z in the workforce. Creating a peaceful work environment is crucial, and a manager’s anger and micromanagement only serve to undermine that!
