Looking for some laughter and insight in the recruitment world!
Hey fellow recruiters! This job can be a wild ride—one moment it’s incredibly rewarding, and the next it feels quite tough. I could really use some humor and relatable content to brighten up those challenging days. If you know any LinkedIn pages that share funny recruiter memes or useful tips, please share! I appreciate it! Thanks!
Seeking Advice on ATS for In-House Recruitment
Hello everyone,
I could really use your insights! I’ve recently had several demos with different Applicant Tracking Systems (ATS), but I’m still struggling to find a solution that meets my needs.
Here’s the situation: I just want to post a job, have it automatically shared on Indeed, and receive applications directly within the ATS. I was informed by Loxo’s chatbot that I would need to manually forward each application via email. That can’t be right, can it? My goal isn’t to source candidates but simply to import those who apply. If the system can intelligently sort through them, even better.
I’m working solo for a company with around 400 employees. We’re not a recruitment agency, and this is for our internal hires. We frequently post roles for caregivers and cleaners, often receiving around 600 applications per listing, with many being irrelevant. I need a more efficient way to manage this influx of applications.
Every ATS I’ve seen seems focused on talent sourcing, but that’s not what I need. Tools like LinkedIn and talent sourcing won’t help in my situation.
Unfortunately, I have no experience in this area, and no one in our business does either. Right now, we’re just using Indeed and handling everything manually.
Any recommendations or tips would be greatly appreciated! Thank you!
Advice for VA Recruitment
Hello everyone,
I’m reaching out for your guidance as I embark on my journey as a recruiter. My background is in HR Coordination, where I specialized in Onboarding and HR Operations, but I’ve recently joined a startup. I’d love to hear any tips you might have for recruiting Virtual Assistants, especially for specialized roles like PPC, Supply Chain, Amazon Operations Specialist, and Product Developer. Thank you in advance for your insights!
Troubling Experience with a Recruiter
Hi everyone, I’m looking for some advice.
Last year, I accepted a 6-month customer service contract through a recruiting agency. Before taking this role, I was working as an analyst and training to transition into tech. During the interview, I mentioned my interest in the temporary nature of the role and expressed my desire to move into tech. My recruiter told me I would need to complete the contract before I could apply for any tech positions they had available.
Two months into the contract, the company expressed interest in converting me to a full-time position, to which I always replied, “I’m glad you like me.”
In December, seven months into my contract, I reached out to my recruiter about a tech role that caught my eye. She had a very strong negative reaction, claiming she couldn’t assist me because I was currently on an active contract that was transitioning to full-time. Her response was quite intense; she stated that it wasn’t in her best interest to help me.
When I sought clarification about why my contract was extended (it was originally set to end in November), she told me that the extension was already in place and there was nothing that could be done. When I probed further about not being consulted on the extension, she turned the conversation hostile and began questioning me aggressively, asking if I planned to quit and warning that doing so would mark my status as job abandonment, which would prevent future rehire. The conversation ended abruptly as I was taken aback by her demeanor.
Yesterday, I received a job offer from the company with a start date of tomorrow, and I’m at a crossroads about what to do.
I’m interested in other tech roles that this recruiting firm has, but I’m concerned that this situation might impact my chances. I don’t want to accept the job offer only to need to give a two-weeks notice right after, but I also don’t want to reject the offer and miss out on potential tech opportunities.
For the record, I haven’t spoken to my recruiter since our December conversation. Any thoughts or advice would be greatly appreciated.
Subject: How to Highlight My Experience on My CV Despite Title Discrepancy
Hello recruiters,
I’m seeking your advice on how to present my experience on my CV. Currently, my job title does not accurately reflect the level of responsibility I hold. I’m a Manager at a mid-sized company (3,000 employees), but my role involves strategic planning, collaboration with senior leadership, draft preparation for board presentations, participating in executive meetings, and reporting directly to the Director. Consequently, my salary aligns with these higher-level responsibilities.
Unfortunately, I’m looking to leave my current position due to a toxic work environment that has negatively impacted my health. As a result, I’ve been applying for Head of roles but have faced immediate rejections, likely due to my current title. I do receive interest for Manager-level roles, but those positions offer a salary that is approximately £20k less than what I currently earn.
I’m at a loss regarding how to convey my true capabilities in my CV without coming across as arrogant. I want to avoid misrepresenting myself, as my reference will include my official title.
Does anyone have suggestions on how to effectively communicate my level of experience? Thank you for your help!
MONEY VS. CULTURE: WHAT SHOULD YOU FOCUS ON IN YOUR CAREER DECISION-MAKING?
While financial rewards provide security and enhance your lifestyle, they can’t substitute for a toxic work environment. Conversely, a positive workplace culture promotes happiness and work-life balance, but if the compensation isn’t adequate, it can leave you feeling unfulfilled.
This is the insight I shared with the mentors at HeyCoach during my mock interviews.
Key Questions to Consider:
The ideal job strikes a balance between both aspects. So, what’s your priority—money or culture? Let’s discuss!
What features do recruiters really use in ATS?
The web is filled with ATS software loaded with countless features, but which ones are truly utilized by recruiters?
As I develop my software, my goal is to focus solely on the features that genuinely save recruiters time and money, avoiding unnecessary clutter.
Is earning £100k realistic? What did you make in your first three years?
After spending six years in software and web development, I’ve made the decision to transition into a recruitment role where I can maximize my commission potential.
Now for the big question: How much can I actually earn?
I’ve heard mixed opinions—some claim that reaching £100k is possible, while others disagree.
I’d love to hear about your experiences with recruitment salaries. Do you think hitting that £100k mark is attainable with dedication after three years?
Are you still using email to request references?
This seems particularly relevant for agencies in the UK.
I know a few agencies, including a sizable one that sends nearly 10,000 reference requests annually, that still rely on email for this purpose.
I’m curious about how widespread this practice is. If you’re not using email for reference requests, what alternatives do you prefer?
How do you turn down a friend’s request?
As a recruiter, it can be particularly challenging when a friend asks you to recommend them for a job, especially when you believe they may not be the right fit. Recently, a friend approached me for a recommendation, but I have concerns about their qualifications.
Their experience includes a year as a product manager at a local bank and a year as a business developer at a small software company—unfortunately, that doesn’t align with the profiles I typically recruit for at the high-growth startups and organizations I’m working with.
I know I need to handle this delicately, as it’s important to maintain our friendship while being honest about the situation.
