Seamless.ai + ZoomInfo Available!
If you’re interested in these tools, reach out! I have an extra license for each and I’m just trying to cover my costs.
(Perfect for data brokers, enrichment, CRM, ATS, contact information, email addresses, and phone numbers.)
Red Flag for a Detail-Oriented Position?
We have a candidate who has received an endorsement for another interview. After sending her an email with the interview invitation, I didn’t hear back for over a week. She eventually contacted one of the recruiters for an update, prompting us to resend the original email. Following that, she booked a time, which automatically generated a confirmation with the date, time, and meeting link, sent to both her email and Google Calendar.
Despite this, she continues to reach out asking when the interview is, what time zone we’re in, and for the meeting link again. Though we haven’t met yet, I am concerned about her ability to handle basic email details, which is essential for a detail-oriented role. Do you think I am justified in my concerns?
Seeking Guidance on Medical Recruitment in the Middle East
Hello everyone,
I’m launching a new medical recruitment company and I’m looking for insights into the typical fees that recruiters charge hospitals and clinics in the Middle East for successful placements. I have a strong network of exceptional candidates, which I know many recruiters find challenging to source. However, I’m unsure about the best approach to get started.
Should I consider offering a few placements for free to attract interest? Is it effective to present blind resumes initially and then negotiate with hospital recruiters? Additionally, what is the common percentage fee that recruiters charge for successful placements—typically ranging from 10% to 25% of the annual base salary?
I’m specifically interested in insights related to the Middle Eastern market, as I’m having difficulty finding this information. Given that the candidates I aim to provide would be in middle to upper management roles with substantial salaries, any guidance would be greatly appreciated.
Thank you in advance for your help!
Launching an Agency… Where Do I Begin?
Hello everyone,
With about seven years of experience under my belt, I’ve frequently been encouraged to start my own agency. I’m excited about the prospect, but I’m feeling a bit overwhelmed and unsure of where to begin.
If anyone could provide a simple step-by-step guide on how to get started, I would greatly appreciate it. I’ve never run my own business before, and the thought of it makes me nervous, but I’m eager to take on this challenge! Thank you in advance!
Seeking Recruitment Software Recommendations
I’ve recently launched my own recruitment company, and a significant portion of my daily tasks involves tedious electronic outreach to coordinate calls, video conferences, and in-person meetings.
I would love to spend more of my time engaging with clients, candidates, and hiring managers, as that is what truly excites me about this business.
I receive numerous solicitation emails from AI companies focused on recruitment and have had conversations with a few, but none have convinced me yet.
Ideally, I’m looking for an all-in-one software solution that can automate mass outreach in a targeted manner and also manage my calendar and scheduling from that outreach.
While I’ve done my own research, I feel it might be skewed due to algorithms. I could be wrong, though!
What should I be looking for in a software solution?
In terms of budget, I’m open to investing in a quality product that delivers value and returns, but I’m also willing to consider more affordable options if they provide a good fit.
Thank you in advance for your suggestions!
Comparing Manatal and RecruitCRM
I’m currently weighing my options between Manatal and RecruitCRM for our small to medium-sized agency. I’m particularly interested in an ATS that also supports candidate sourcing. I’d love to hear your thoughts! What are the pros and cons of each? Any recommendations?
Why do recruiters inquire about your manager?
I’ve been asked numerous times by recruiters about who my manager is at my current job, and I find myself wondering what the purpose of this question is. Why do they want to know?
Concerns About Recruitment Practices by Workday and Other Hiring Platforms
Many recruiters and HR teams seem to be trying to minimize their workload by relying on outdated frameworks and generic systems during the hiring process. This approach often leads to qualified candidates being overlooked. While the job market might be challenging, it’s not as dire as it appears.
I struggle to accept the standard response of “we found stronger applicants” as a rationale for rejection. In my experience, the so-called “stronger candidates” often turn out to be problematic hires. It’s crucial to acknowledge that some recruitment and HR companies have implemented automatic rejection systems that can unfairly filter out potential talent.
How to Determine Competitive Salaries for Specific Positions
Hi everyone! I’m working with a client who is considering offering $30/hour for a Sales Development Representative (SDR) with 10 years of experience in the light industrial sector. This seems relatively low, especially without considering performance bonuses. I’m curious about how you all gather information on what other companies are paying for similar positions.
I’d like to equip my client with a solid understanding of salary expectations, such as, “To attract a CEO, you should budget at least $130k in this state,” or “High achievers in XYZ roles typically command around $180k.” Any suggestions on how to source reliable salary benchmarks to help set proper expectations? Thanks in advance for your insights!
What are the most effective strategies for small businesses to boost applicant numbers?
As a small business owner, I understand how difficult it can be to attract a diverse range of qualified candidates. What are some proven techniques for increasing applicant volume, from enhancing job descriptions to leveraging particular platforms? I’d love to hear any tips or tools that have been successful for others! Thank you!
