Do you believe ‘Fun Fridays’ are essential? Personally, I think they shouldn’t occur every week! Employees need time for themselves, and after a busy week, many just want to unwind rather than feel obligated to participate in a mandatory ‘Fun Friday’ when it feels forced. Recruiters should definitely reconsider this approach!
Revenue Threshold for Business Reversion: Is This Typical?
I’m starting with a new agency, and I’ve come across an interesting commission structure for new business. It specifies a minimum sales threshold of X. For every role closed, the initial X amount is allocated back to the business, and the commission percentage is only applied to the revenue exceeding that threshold.
For example, if the threshold (X) is set at $1K and the total revenue generated is $20K, the commission percentage would only be applied to the remaining $19K.
Is this a common practice in the industry?
I’m currently conducting a study and need some assistance. How many active applicants do you typically have in your Applicant Tracking System (ATS) for each recruiter? If anyone has insights or averages to share, I would greatly appreciate it!
Does anyone have suggestions for effective free or affordable lead generation or prospecting training? I’d love to hear your recommendations!
Seeking Job Posting ID Number Suggestions
I work at a corporate company, and we’re exploring new methods for generating our job posting ID numbers.
Currently, our IDs include:
We also need to incorporate a 3-4 digit identifier, but we’re uncertain if there’s a more efficient approach than simply counting up from 200, 201, 202, and so on.
We would greatly appreciate any ideas or insights on how your company handles this process! Thank you!
Subject: Transitioning from Auditor to Recruiter
Hi everyone,
I’m looking to make a career shift from my current role as an auditor to a recruiter specializing in finance and accounting positions. My background includes being a CPA with experience at a Big 4 firm, and I’m currently working in the industry.
I have a potential opportunity with a friend’s recruitment agency, but there’s a requirement to bring in clients. Since I don’t have a sales background, I’m seeking advice on how to generate leads. If anyone has tips or insights from their own journey into recruitment, I would greatly appreciate your guidance!
Thank you!
Agency Partner Opportunity
Hello! I’m seeking an agency to collaborate with on an exciting business opportunity. If you’re interested, I’d love to discuss further!
Need Guidance on Navigating Our Recruitment Process!
Hi everyone!
I recently joined the company as a recruitment and training development specialist, bringing just four months of experience from a manpower agency and a BPO. However, I’m finding our recruitment process to be quite chaotic and lacking clear structure.
I’m eager to address the current challenges and propose some improvements, but I feel a bit lost. Here’s a breakdown of the current recruitment steps:
For Rank and File/Managerial/Supervisory Positions:
1. Job posting
2. Screening and shortlisting
3. Assessment (including personality tests, SSCT, situational judgment, verbal ability, numerical estimation, practical EQ self-assessment, and work inventory)
4. Initial interview with the recruiter
5. Interview with the HR Generalist
6. Interview with the HR Consultant (a potential step that may involve the department head)
7. Final interview with the COO
Having experienced most of this process firsthand (excluding the final interview), it feels like an endless cycle of interviews where I keep repeating myself.
For Truck Helpers/Drivers:
1. Assessment (personality and sentence completion)
2. Initial interview with the recruiter
3. Final interview with their immediate supervisor
I’m overwhelmed by how lengthy and repetitive this process is, and I suspect it could be streamlined. I would greatly appreciate any advice or suggestions on how to restructure the recruitment process.
Thank you for taking the time to read this—I truly value your help!
Seeking Insights on BrassRing and Lever ATS
I’m currently consulting for a mid-sized food and beverage operation that hires around 1,000 to 1,500 employees annually. They’re not using an Applicant Tracking System (ATS) at the moment and are considering a couple of options: BrassRing and Lever.
I would appreciate any information regarding BrassRing’s pricing, as Lever’s pricing is much more transparent. I’d prefer to avoid going through extensive sales demos at this stage. Thank you!
BD Data
Does anyone know of a free or very low-cost tool for finding client phone numbers/emails?
I’m also looking for a way to upload client information from LinkedIn to Bullhorn.
Something similar to Lusha might work!
My company isn’t willing to cover the costs, so I may need to find a personal solution.
Thanks!
P.S. I’m based in the UK.
