Trying out Jobin!
How has it helped you save time?
For me, I often find myself wasting time on:
What advantages have you experienced?
Seeking job opportunities in recruitment with 15+ years of experience—it’s been quite a challenge.
Hello everyone! This is my first time posting on Reddit, and I’m feeling pretty frustrated and desperate. With over 15 years of experience in IT, finance, and executive search roles, I’ve applied for more than 500 jobs in the past couple of months without any luck. I’ve always been a high performer and have held management positions, yet I’m struggling to make progress even with a solid network. Currently located on the East Coast of the US, I would greatly appreciate any advice or pointers. Thank you so much in advance!
Is it justifiable to terminate employees for providing honest but negative feedback on a company survey? There’s a case involving a company that conducted ‘anonymous’ feedback surveys and subsequently fired employees who expressed high stress levels or provided largely unfavorable responses. Was this the best approach? Shouldn’t management have seen this as a chance to reassess their policies and workflows to create a more supportive environment for their team? Additionally, why claim the surveys are anonymous if they clearly are not?
I’d love to hear your opinions on this matter.
Has anyone had experience with Microsoft Dynamics ATS?
We’re currently using Bullhorn, but it hasn’t been meeting our needs. With over 20 recruiters and our team expanding, the costs associated with Bullhorn are becoming exorbitant. It appears that Dynamics offers similar (if not better) features at a more reasonable price. Since we already utilize M365 extensively, the fact that Dynamics is a Microsoft product adds extra appeal for us.
I’m hoping to hear from anyone who has used Dynamics to get some honest feedback, rather than just the sales pitch from their team. Thank you in advance!
I’m interested in hearing your thoughts on training temporary workers.
In my country, the logistics and supply chain sector is booming, leading to a significant demand for operatives, many of whom are temporary. A lot of these positions require specific certifications for operating heavy machinery, various forklifts, and equipment. Training typically spans 2-5 days and can cost anywhere from €300 to €1,000. Unfortunately, there aren’t enough qualified individuals to meet the rising demand for these roles, which has led me to consider sponsoring training for prospective workers.
However, there’s a challenge with the reliability of temporary workers. Often, they might complete one shift and then not return, or their assignments may last only a few days, making it hard to recoup the training costs. Ideally, these roles would be filled by permanent employees whose employers cover training expenses instead of expecting immediate qualifications.
I’m contemplating selecting some of our more dependable temp workers—those who have successfully completed multiple assignments—for this opportunity, but it still doesn’t fully address the staffing gap.
Has anyone else in the agency world had experience with this approach? I would love to hear your suggestions.
Becoming a Rockstar Recruiter: Tips Needed!
Hey everyone! A friend of mine recently joined a startup staffing agency and is feeling a bit overwhelmed. He’s just starting out, with only six months of experience from a different industry, and his colleagues are quite seasoned. I’d love to gather some advice for him. What are some key tips he can follow to build his confidence and excel in his role? Are there any essential tools or skills he should focus on learning? Thanks in advance!
Struggling with Personal Phone Use for Work
I need advice from fellow Talent Recruiters on how to screen and connect with candidates effectively.
I recently landed a Talent Acquisition role at an IT company through campus placement. However, I’m being required to use my personal phone and sim card to reach out to candidates during the resume screening process. Because of the recent telecom price hikes, I opted for a recharge plan focused solely on calls, but now they want me to invest in a separate data pack, as the office Wi-Fi only works on company laptops.
After discussing this with my manager, I mentioned that I’d be using my sim exclusively for work-related activities and requested reimbursement for the recharge costs. Unfortunately, my request was denied, as the company doesn’t offer a separate mobile allowance for the Talent Acquisition team.
I’m just a month into this job, and I had to use my father’s money for the recharge, which makes me feel guilty, especially given that the stipend is quite low.
As a newcomer, I would really appreciate any advice on how to handle this situation.
Are you revamping candidate resumes?
I’ve been chatting with several recruiters from staffing agencies, and it seems that many of them dedicate a significant amount of time to improving candidate resumes. Often, the formatting is subpar or important information relevant to the job is missing.
I’m interested to know—do you also engage in this?
If so, what changes do you typically make to the resumes?
Attention Startup Founders: What Hiring Challenge Are You Facing?
Finding the right talent for an early-stage startup can be a daunting task. With tight deadlines, budget limitations, and the urgency to build the perfect team, the process can become overwhelming.
I’m eager to hear from fellow founders, hiring managers, and recruiters—what aspect of your hiring journey has been the most frustrating for you?
Looking for a Recruitment Agency Coach to Elevate My Business
Hi everyone,
I’m on the hunt for a recruitment agency coach to help me elevate my business to the next level. With eight years of experience in recruiting and four years of running my own agency, I’ve recently hit a plateau. My last few deals haven’t closed, and I’m finding it challenging to break through this slump.
I’ve reinitiated my email campaigns to attract new clients, but I realize I need more than just outreach. I’m seeking someone who can help me refine my approach, introduce fresh ideas, review my current strategy, and guide me in overcoming any obstacles.
Ideally, I’d like to work with a coach for one hour a month to assess my business development efforts, adjust my strategies, and provide the insights I need to progress. If you or someone you know offers this type of coaching, I’d be eager to connect.
Additionally, I’m interested in exploring fractional recruiting but haven’t had success breaking into that space. Any advice or connections would be greatly appreciated.
Thank you in advance!
