Inhouse recruitment analytics – probation failures

In-House Recruitment Analytics: Addressing Probation Failures

How do you handle probation failure data in your recruitment analytics? My usual approach is to focus on hires made within the last 12 months, but I’m uncertain about how to account for individuals who were hired over a year ago and failed their probation within the past year. Should these cases be excluded, or would it be better to expand the data window? I worry that senior leaders might perceive it as data manipulation if we omit these probation failures, especially since they are aware of recent issues. This can complicate the overall data integrity, as those failures don’t fall within the latest hiring metrics. What strategies do you use to manage this?

Are there any ATS designed for online communities?

Are there any Applicant Tracking Systems (ATS) specifically intended for online communities?

I manage a WhatsApp group with around 800 job seekers and hiring managers, and I’m looking for a better way to organize job postings and candidates. Currently, everyone just shares information, which feels disorganized and ineffective. Does anyone have any recommendations?

Can anyone help me with the right communities for posting the Recruitment posts on Reddit?

I’m looking for recommendations on the best Reddit communities to post recruitment ads. As part of the marketing team, I want to share our company’s job openings to maximize their visibility. Any suggestions would be greatly appreciated! Thank you!

Maintaining Value

Maintaining Value: Seeking Guidance

Hello everyone,

I’m reaching out for some advice.

My company is in its second year of operation and is based in Africa, where we are introducing a completely new concept. I have partners, including one based in the US, who helps us bring in clients. My role focuses on managing our operations.

We want to ensure that we’re not perceived merely as an offshoring service that charges a monthly fee for talent acquisition. We offer much more: we house our talent in our own facilities, provide a comfortable work environment, manage internet services, salaries, hardware, infrastructure, taxes, and more.

At the start, we established the role of a tech team leader, a developer who was supposed to work closely with the talent. This person was tasked with monitoring progress towards milestones, time management, project oversight, and generating monthly reports on the hours worked, tasks completed, and feedback. We implemented these measures because many companies were hesitant to engage with a new market like Africa, which does have its challenges. It’s essential to stay on top of talent management.

However, I’m starting to feel that this process isn’t effective. There seems to be a lack of value added, with repetitive updates, and concerns about underperforming or incompetent staff are often raised too late.

I’m wondering what I might be doing wrong. How do you effectively manage this kind of situation? Is this a common issue? What strategies do you employ for your clients?

Additionally, I would love to hear how you distinguish your services from those of other recruiters or agencies.

Thank you for your insights!

Is anyone using Lever as an ATS?

Is anyone currently using Lever as their applicant tracking system (ATS)? I’m in the process of evaluating it and would appreciate any insights on its advantages and disadvantages. Your feedback would be greatly appreciated!

Recruitment agency expanding to cover the US Tech/Sales market.

Our recruitment agency is expanding to tap into the US Tech/Sales market! We’re curious about how the US landscape differs from the UK. Has anyone encountered challenges or observed specific distinctions? I understand that the US is often at the forefront of technology and innovation, but I’m eager to hear your insights and experiences!

Had an interview a week ago and I think I’ve been ghosted?

I’m feeling a bit anxious after my interview last week.

Last week, I had a 90-minute interview with the VP of Brand Strategy and the Project Executive for a Marketing Specialist position at a company in the A/E/C sector.

Today marks one week since the interview. I sent a thank-you email the following day, where I shared my reflections, expressed my interest in the role, and thanked them for their time. I understood that they might be busy, so I didn’t expect an immediate response.

Today, I followed up with the recruiter who initially interviewed me. I inquired about any updates on the position and reiterated my enthusiasm for the role. I also mentioned how much I enjoyed meeting the team and admired their office. I’ve yet to hear back from her (though I only sent that email about an hour ago).

So, Reddit, I’m reaching out for your insights:

Did I get the job? Is it common for the hiring process to take this long? I know recruitment timelines can vary widely across different industries, but I would appreciate any feedback, especially from those in the A/E/C field, on why I might not have received a response yet.

Thanks for your help! 🙂

Working as a recruiter in Dublin Ireland

Exploring Recruitment Opportunities in Dublin, Ireland

Hi there,

I’m thinking about pursuing a career in recruitment and would like to know what the typical base salary is for this role. While I understand that there’s an OTE (On-Target Earnings) component, I’m specifically interested in the base salary—essentially the safety net.

Thanks in advance!

My new candidate sourcing method

New Candidate Sourcing Idea

Hey everyone,

I’m a tech enthusiast passionate about building SaaS products, and I’ve come up with an idea that I’d love your feedback on.

What if there was a tool that allowed you to reach out to developers in a specific region? This tool would provide their LinkedIn, Twitter, email, Reddit, and possibly even phone numbers. Would you consider paying €50 a month for access to this resource? It would facilitate direct communication with potential candidates in the software development field.

The thought is that while a developer might not respond on LinkedIn, they could be more receptive on Twitter.

Is there anything like this already available? I appreciate your insights!

Thanks!

recruiting architects for positions in higher ed or library systems?

Seeking Recruiters for Architectural Roles in Higher Education and Library Systems

Hello r/Recruitment,

I’m considering transitioning from my architectural firm to work on the client side and would love some guidance. My current firm has focused on designing libraries and educational spaces, and I’m excited about the opportunity to bring that expertise into a college/university or library system to enhance their built environments.

I’ve found some recruiters that specialize in supporting libraries and higher education, but I’m particularly interested in firms that focus specifically on planning, design, and construction roles within those sectors.

As for my current situation, I’m based in NYC but planning to relocate to a region with a milder climate. This move would also allow me to help my father, who has arthritis, find an assisted living facility in an area with less humidity.

Additionally, I teach design part-time at a university and would love to continue that involvement if possible.

I appreciate any recommendations or insights you can share!

Thank you!