Attention recruitment leaders! What are your typical desk costs? I’d love to know how much these vary across the board. It’s a delicate balance between investing in high-quality tools and technology for a solid ROI while also keeping overhead costs to a minimum.
What do you think about Recruiting-as-a-Service (RaaS)? Do you view it as a worthwhile substitute for conventional recruiting approaches? I’d love to hear about your experiences and insights on its advantages and disadvantages, as well as whether you believe it can be a sustainable solution for businesses of all sizes.
ATS Software vs. GenAI: A Discussion
I’d love to get some insights on the following points:
It seems clear to me that GenAI has the upper hand in terms of effectiveness, given its ability to handle multiple formats and the ease of analyzing resumes without technical hurdles. However, do you think that pricing might be a limiting factor?
Could anyone provide a rough comparison of the costs associated with traditional ATS software versus GenAI, specifically regarding scanning 1,000 resumes?
Truly Inclusive Hiring
Hi everyone! I’m new here and I’d love to get some insights from this community.
I’m based in London, where the approach to diverse and inclusive hiring is pretty strong—at least in my area, which focuses mainly on entry-level positions.
My colleague and I are on a mission to develop the most genuinely inclusive recruitment and hiring practices we can.
Currently, we’re piloting several initiatives, including:
Streamlining our process to just two stages: an application statement and either an in-person or remote interview with the employer.
Hosting information sessions where candidates can learn about the role and the company, followed by a Q&A.
Focusing initially on skill-based questions during the first stage, with no CV required.
Offering candidates the option to submit their responses in audio, video, or written formats, ensuring that assessments are based solely on content, not presentation.
Exploring effective ways to implement AI in the application process while avoiding potential pitfalls.
Providing best practice resources for CVs, covering letters, and interview preparation.
Ensuring a fully anonymized application process.
Breaking down first-stage interview questions into individual items and randomizing their grading order.
Utilizing a grading scale to evaluate each candidate’s response based on answer quality, authentic motivation, and need—this one is proving to be challenging!
Striving to align the second-round interview as closely as possible with the specific skills the job requires—another tough aspect!
Aiming to complete the entire recruitment process within six weeks from start to finish.
There might be a few more ideas I haven’t mentioned, as I’m still relatively new to this role.
I’d love to hear from anyone who has implemented similar or different practices with the same objectives in mind. Let’s keep it respectful—looking forward to your thoughts!
Which would you prefer to hire: an AI expert with hands-on experience or one with impressive academic qualifications?
When it comes to hiring AI professionals, what do you believe holds more value—practical experience or academic credentials?
Some argue that real-world experience is crucial; having someone who has faced challenges head-on and solved problems in a practical setting can be incredibly beneficial. Their expertise can lead to effective solutions.
Conversely, others feel that a robust academic foundation provides a thorough understanding of AI theories and concepts. This deep knowledge can spark innovative ideas and fresh perspectives on tackling challenges.
We’d love to hear your opinion! Do you favor someone with practical experience or those with strong academic backgrounds? Participate in our poll and share your thoughts in the comments!
Should I continue pursuing this opportunity with Manpower?
I received a call from a verified recruiter at Manpower regarding a position I applied for, which had reopened. They mentioned they would follow up in about three weeks, right before the holiday season, which I understood.
Three weeks later, I got a call back, but I wasn’t able to answer since I was at my current job and couldn’t step away. I returned the call shortly after, but a different recruiter answered. They assured me that my original recruiter would call me back within 20-30 minutes, which sounded fine.
A week went by without any follow-up, so I called to check in. I was told my recruiter would get back to me that day because it was busy. After about four days of waiting, I called again and was informed that they didn’t know why I hadn’t received a call and that they would escalate my case to a supervisor, promising a call back within the hour.
It’s been about two weeks since then with no responses. I’ve attempted to return the call several times, but I haven’t been able to reach anyone and have left voicemails without success. Am I possibly blacklisted from this opportunity? Should I keep trying to follow up?
Remote Recruiter Seeking Opportunities
For the past decade, I’ve been working as a remote recruiter and am currently searching for a new opportunity. Unfortunately, I’ve been met with a lack of responses or rejection emails. If anyone is aware of companies hiring remote recruiters that value personal interviews over automated processes, I would love to hear your recommendations! Thank you!
Aldi Assessment
I have an assessment at Aldi scheduled for tomorrow, and the venue is one of their stores. I was planning to dress formally, but I’m curious about what to expect during their assessments. This will be my first job!
Tips for Managing Job Applications
Recruitment agencies… What’s the best way to handle the flood of applications when posting a job? We recently experienced an overwhelming response for a position, and it’s been quite stressful! I would appreciate any strategies you can share to help streamline the process!
Private Sourcing
