Subject: Recommendations for Free Job Posting Sites
Hello everyone,
I’m looking for some suggestions for free job posting sites. With Indeed now requiring full payment for job ads, I’ve been exploring other options, but most seem to have surprisingly high fees. Any recommendations would be greatly appreciated! Thank you!
REC Membership Inquiry
Hello everyone! Do you think that obtaining a REC membership is essential for a newly established recruitment business?
Seeking Recommendations for Job Board Plugins (and Google Listings)
Good morning, everyone!
I’m the owner of an agency with a WordPress website, and I’m in search of a new job board plugin. I’m looking for suggestions for a job board that is user-friendly, effective, and integrates well with Google Jobs.
Currently, I’m using “PressTigers” and have even paid extra for the Indexing API to ensure it appears on Google. However, I’ve been facing ongoing issues with job listings not showing up, despite having had some success in the past. I’ve followed all of Google’s recommendations, yet I’m still not seeing results.
Are others experiencing similar challenges with getting job postings from their websites listed on Google? I’d love to hear about your experiences and any recommendations you may have.
Thanks!
Mike
Unusual Interview Experiences: Am I the Problem?
I recently had an interview that left me feeling quite frustrated and disheartened. The company is a well-known, international organization that reached out to me on LinkedIn, which was surprising since I hadn’t even applied for the position. Unfortunately, I experienced some miscommunication with the recruiter—most notably, they didn’t clarify that the interview process involved two separate calls. Because of this, I initially missed the second interview and had to reschedule. When that happened, the recruiter placed the blame on me, although they still expressed interest in moving forward.
During the first of the two final interviews, I was taken aback when the interviewer immediately informed me that they would need to cancel the second interview scheduled for the following day. There was no prior explanation or discussion—it felt like a decision had already been made before I even had a chance to speak. Despite this, the interviewer continued with questions for an hour.
Just two hours later, I received an email stating that, despite positive feedback from the interviewer, they had decided to move forward with another candidate. They mentioned wanting to keep me in mind for future opportunities, which left me feeling confused and disappointed. Without any specific feedback—just a vague reference to “positive feedback”—I couldn’t help but wonder if this was merely a polite formalism.
The whole experience felt disrespectful; it seemed the decision had been made before I could even contribute to the conversation. I couldn’t shake the feeling that maybe I could have changed their minds or redeemed myself during the call, but it seemed they had already made up their minds. The lack of an opportunity to conclude the conversation made me feel like my time had been wasted and left me unable to fully express myself.
Adding to my frustration, I learned that the salary offered was 30-40k less than we had originally discussed, which felt misleading. Throughout the process, the recruiter also misspelled my name twice and sent several communications riddled with typos, which struck me as unprofessional. They requested a last-minute call to discuss the salary reduction and called me 24 hours earlier than my indicated availability.
All of this has led me to question the company’s interview process and their treatment of candidates. I felt disrespected and as if my time was undervalued. Although I know the decision likely wasn’t reflective of my abilities, I can’t help but feel like a failure. If I’d had a fair opportunity, perhaps I could have made a better impression.
Having just three years of experience in my career, I’ve been fortunate to receive offers after every interview so far, which may have left me unaware of the more challenging realities of the job search process.
Is this type of experience common in interviews? Am I the one at fault, or is it the company’s approach that’s the problem?
Talent Acquisition
Is it common for candidates in Talent Acquisition roles to be evaluated by business or technical leaders? After spending 7 years in the tech industry, I’m uncertain if this is a standard practice. What are your thoughts?
Feeling Betrayed in Recruitment
My friend and I both worked in talent acquisition—she focused on sales and account management, while my expertise lay in technical recruitment. We shared a strong friendship, often connecting through daily phone calls, Instagram reels, and WhatsApp messages.
During the Christmas break, I spent considerable time reading and became increasingly worried about our company’s future. As a private-equity-acquired firm, I stumbled upon unsettling stories and complaints—both from articles and candidates I spoke with—about practices like “pump and dump,” lack of accountability, and mass layoffs. When I confided these concerns to her, she went quiet for the weekend.
Upon our return to work on Monday, I sensed a shift during our virtual meetings. Later that day, I was summoned to a meeting with the CHRO and Director of HR, where I discovered she had shared our private conversation with them, expressing concern about my mental health.
I was warned that any form of retaliation would lead to immediate termination and that I couldn’t discuss the matter again or provide my side of the story. While I wasn’t fired, I was instructed to take a week off to “reflect,” return with an action plan, and engage in weekly meetings with the Director of HR and bi-weekly sessions with my boss.
Is it wrong for me to feel so angry about this situation?
Subscription vs. Pay-Per-Job: What’s Your Preferred Pricing Model for Hiring Tools?
Hello everyone! I’m developing a hiring tool aimed at helping small businesses and startups streamline their recruitment process. We’re currently considering different pricing models and would love your feedback.
Which pricing structure do you think would suit you best when using a hiring platform?
Monthly Subscription: A flat monthly fee grants you access to all features and a specific number of job postings.
Pay-Per-Job Post: Only pay when you actually post a job, eliminating any recurring charges.
Your insights will be invaluable in shaping a pricing strategy that aligns with your needs. Thank you for taking the time to share your thoughts!
Subject: Feedback Needed on ATS Options: Ashby, RecruitCRM, and Recruiterflow
Hello, everyone!
We are in the process of transitioning our Applicant Tracking System (ATS) this year. Currently, we are using Lever, but we’ve decided to make a change due to their limitations on multiple aliases and email domains. This is particularly important for us as we operate two distinct recruiting businesses – one focused on internal hiring and the other on virtual recruitment staffing. We need the flexibility to communicate with candidates using different email addresses.
At this stage, we’ve narrowed our options down to three systems: Ashby, RecruitCRM, and Recruiterflow.
Before making our final decision, I would love to hear your thoughts and experiences with these ATS platforms.
Additionally, for those using Ashby – I understand it is mainly geared towards in-house recruitment. Are there any agency users here? If so, what strategies or workarounds have you implemented?
I appreciate your input, everyone! Thank you!
Seeking Guidance on Career Change
Hello everyone,
I operate a crewing company in Ontario that provides staffing for various events. These events typically require one to three shifts at a time, which doesn’t quite fit the traditional temp staffing model.
The industry I’m in is seasonal and notoriously unpredictable. While the financial rewards can be significant, the seasonal fluctuations often lead to considerable gaps in revenue, making it quite stressful to navigate through these cycles.
So far, I’ve successfully placed three staff members in three-month contracts, and two of those clients ended up buying out the contracts. However, there just isn’t enough demand for this type of placement to sustain my business.
Although I don’t have formal training in recruitment, I bring nine years of experience in recruiting and vetting staff for my company. My background includes a high school education coupled with strong communication and rapport-building skills.
I’m looking for recommendations on transitioning into recruitment. While I’m open to pursuing further education, it would need to be part-time since I’m managing a business.
Any advice or insights would be greatly appreciated!
Job Postings
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, which featured a considerably different job description. The requirements for the external position appeared to be much less strict and more generalized.
The internal posting specified that applicants needed an engineering degree (despite the role not being engineering-focused) for what was classified as an intermediate role. In contrast, the external listing was quite broad, emphasizing transferable or soft skills while omitting any mention of a degree requirement.
Is it common for the same position to have differing job descriptions for internal and external postings? I’m puzzled as to why the internal application required so many qualifications, while the external posting had far fewer expectations.
Thanks for your insights! 🙂
