Recruiter is not giving me an update on the position, should I contact the Company directly?

I’m waiting for an update on a position I interviewed for, but the recruiter hasn’t provided any information. Should I consider contacting the company directly?

I was approached by a recruiter from a large organization regarding a finance role that I found appealing. After going through three rounds of interviews—with HR, the team lead, and the CFO—and receiving positive feedback, I was excited about the opportunity. The position requires five years of experience, which I have.

However, it’s been some time since my last interview, and the recruiter keeps mentioning internal delays without any clear next steps.

Would it be inappropriate for me to reach out to the company directly? I had a positive rapport with both the team lead and the CFO and even connected with them on LinkedIn. My only concern is that I don’t want to undermine the recruiter, but their lack of updates is frustrating. What do you think?

Recruiters Opinions on Technical Interview Outsourcing

Subject: Thoughts on Outsourcing Technical Interviews

Hello everyone,

As a recruiter, I’m exploring the concept of outsourcing technical interviews and would love to hear your experiences. Have any of you come across this in your job searches? I’ve noted some advantages, such as round-the-clock availability and cost savings. What other benefits or drawbacks do you see?

I’m eager to hear your thoughts!

Thanks!

How do LinkedIn Easy Apply work?

How does LinkedIn Easy Apply actually work?

From my experience, my applications typically fall into three categories when using LinkedIn’s Easy Apply feature:

• Application Submitted
• Application Viewed
• Resume Downloaded

Interestingly, the likelihood of being contacted seems largely independent of these application statuses. I’ve had both recruiters and hiring managers reach out to me while my application still shows as “Application Submitted,” and conversely, there have been instances where my application was marked as viewed or my resume was downloaded, yet I received no follow-up.

I can understand the latter—just because someone views my application or downloads my resume doesn’t guarantee they’ll reach out. What puzzles me more is the former. How can they consider me a match if they haven’t even viewed my application or downloaded my CV? Is there a way for them to evaluate candidates without accessing this information? I suspect many recruiters I’ve spoken with have viewed my CV, but that doesn’t seem to be reflected in the application status.

What are people’s thoughts on Vincere CRM?

I’d love to hear what everyone thinks about Vincere CRM. We’re a general recruitment agency focusing on both temporary and permanent placements, currently with about 10 team members. We’re specifically looking for a solution that integrates well with Broadbean.

Has anyone had experience with Vincere? Is it worth the investment?

Asking About Schedule

Inquiring About Work Schedule

I have a job interview this afternoon for a position that offers a hybrid work schedule. I’ve noticed that employees seem to have different arrangements—some work three days from home while others do two—and I couldn’t find a clear answer online. Should I bring up my scheduling preferences and options during the interview, or is it better to wait until I potentially receive an offer?

I need help with bullhorn ATS if anyone has experience using it. Dm me.

I’m looking for assistance with Bullhorn ATS. If you have experience using it, please DM me! I’d like some guidance on how to utilize and organize it effectively, especially regarding the resume import process. Thank you!

Recruitment career planning

Career Progression in Recruitment

Hello everyone! I’m currently exploring the career development pathways for talent professionals, particularly recruiters and sourcing specialists. My goal is to create a structured growth framework and training opportunities that can support my team’s advancement at various stages of their careers.

I envision five distinct phases in a recruiter’s career journey:

1. Junior (0 – 3 years of experience): At this stage, the focus is primarily on acquiring knowledge and gaining practical experience.
2. Intermediate (3 – 5 years of experience): Here, honing skills and deepening experience becomes crucial.
3. Senior (5 – 7 years of experience): This phase emphasizes specialization and greater autonomy in work.
4. Management (7 – 10 years of experience): Leadership and the success of the team take center stage during this period.
5. Senior Management (10+ years of experience): In this phase, the focus shifts to strategic and departmental success.

Some potential career paths for recruiters might include:

1. A 360 Recruiter with a passion for sales could transition into Business Development, advancing to Business Development Manager or Account Manager, and potentially becoming Head of Sales or Account Management.
2. A 360 Recruiter who enjoys candidate engagement might move into Internal/180 Talent Acquisition roles, advancing to Talent Acquisition Manager and eventually Head of Talent Acquisition.
3. A Recruiter focused on candidate sourcing may become a Sourcer or Technical Sourcer, progressing to Senior Sourcer/Consultant and leading a team of researchers.
4. A 180 Recruiter seeking broader exposure might explore transitioning to a 360 role.
5. Some may consider starting their own 360 consulting business.
6. Others may choose to leave the industry altogether to pursue different opportunities.

I’m eager to hear if these phases resonate with your own experiences. Are there alternative paths you’ve encountered, and what do they look like? In each career phase, what additional factors might be important to consider?

This is my perspective, but I’m open to learning from your insights and refining this framework.

Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle probation failure data in your recruitment analytics? I typically analyze hires from the past 12 months, but I’m unsure how to approach individuals who were hired over a year ago yet experienced probation failures within the past year. Should I exclude them from the data, extend my analysis window, or consider another approach? I worry that senior leaders might perceive data manipulation if these probation failures are omitted. They recall the recent failures, but since those incidents don’t align with the 12-month hiring count, the situation can become quite complex.

Are there any ATS designed for online communities?

Are there any applicant tracking systems (ATS) tailored for online communities?

I manage a WhatsApp group with around 800 job seekers and hiring managers, and I’m looking for a better way to organize candidates and job postings. Currently, everyone just shares information, which has become quite chaotic. Does anyone have recommendations?

Can anyone help me with the right communities for posting the Recruitment posts on Reddit?

Hi everyone!

I’m looking for recommendations on the best Reddit communities to share our recruitment posts. I’m part of the marketing team and would love to boost the visibility of our job openings. Any suggestions would be greatly appreciated! Thank you!