Using SEEK/Hiring in the Phillipines

Hiring in the Philippines: Advice Needed

We are in the process of establishing operations in the Philippines, which is still about six months away, but we need to hire one contracted employee in the meantime. Does anyone have suggestions on how to advertise on SEEK (Jobstreet) or any other platform in the Philippines without having a registered business there yet? Any assistance would be greatly appreciated, as it seems that advertising on the Australian site doesn’t allow for overseas visibility. Thank you!

I AM LOOKING FOR A JIB IN FOOTBALL

Excited to Connect with Football Opportunities!

Hello! I’m a passionate young football coach with three years of experience focused on individual player development for U14, U16, and U17 teams. Additionally, I have seven months of experience as an assistant coach for a U16 team. My expertise includes designing training sessions tailored to various skill levels, group sizes, and tactical themes, as well as crafting structured yearly, monthly, and weekly training plans. My priority is player development, utilizing age-specific techniques to enhance both individual skills and team cohesion.

I believe in creating enjoyable and engaging training sessions that challenge players while promoting their growth—both as individuals and as team members. I’m convinced that a positive, enjoyable environment is key to helping players reach their fullest potential.

Feel free to check out my credentials, experience, and the projects I’ve worked on in my profile: www.linkedin.com/in/alexander-dobrev-01217230b.

As a Bulgarian with an EU passport, I’m eager to explore new coaching opportunities. Let’s connect!

Reading resumes felt like I am wasting my time

Reading resumes felt like an endless cycle of wasted time. As a solo recruiter hiring for a digital campaign manager position, I anticipated receiving around 40 to 50 applications, but instead, I was overwhelmed with 500 in just two weeks.

Going through each resume felt tedious, and it took me 4 to 5 hours just to filter down to 100 candidates. Managing those candidates was even more challenging.

I wondered if I was just too slow, so I sought solutions and created an assessment for the candidates. To my surprise, nearly 50% of them didn’t complete it.

That left me with 250 applications, which meant I now had to review both resumes and assessments, adding to my workload.

Then I discovered AI Agents and built one to automate several aspects of the process:

1. Pre-filtering candidates before the final interview
2. Rating each candidate based on their assessment responses
3. Providing personalized feedback to each candidate based on their answers

For me, this approach was a game-changer. Candidates appreciated the process, even sharing it with their friends, resulting in 267 assessment responses. Interestingly, 17 individuals who hadn’t even applied for the position completed the assessment, likely just for the personalized feedback.

What do you think?

Starting my own Recruitment Firm (UK)

Launching My Own Recruitment Firm in the UK

Hi everyone,

A couple of years ago, I had the opportunity to work at a recruitment firm, and it’s been on my mind to start my own ever since.

I’ve managed to save up enough to sustain myself for about nine months, which gives me the confidence to take this leap.

I would really appreciate any advice or tips you might have!

Thank you!

Rippling Payroll: How Does It Compare to Gusto or ADP?

Exploring Rippling Payroll: How Does It Stack Up Against Gusto and ADP?

I’m looking into Rippling for our payroll services and would love to get feedback from anyone who has experience with it. How does Rippling measure up against other payroll solutions like Gusto or ADP? Are there specific features that set it apart? Also, are there any drawbacks or challenges I should be aware of? Appreciate your insights!

Construction Recruitment Europe

Construction Recruitment in Europe

We’re seeking to enhance our understanding of effective recruitment strategies across Europe. With over 500 construction roles to fill each year, we’re eager to expand our talent pool. However, we often feel like we’re running into obstacles when it comes to identifying the best channels for sourcing candidates.

Our immediate aim is to recruit skilled European workers for various data centre and pharmaceutical facility projects. Unfortunately, we seem to be depleting our talent resources and have previously invested significant funds without a clear indication of the effectiveness of our previous partnerships and recruitment methods. We’re looking for external insights on successful talent sourcing strategies for this particular demographic. Our projects are ongoing, and we’re continuously in recruitment mode.

We’re interested in both established and unconventional approaches. If you have any advice or tips to share, we would greatly appreciate it. Our focus is primarily on electrical recruitment, ranging from general operatives to contract managers. While we’ve had some success with general operatives and electricians, identifying senior site candidates has proven more difficult through platforms like LinkedIn and UK job boards (such as Indeed).

If you have valuable insights to contribute and are willing to share, please reach out. We are also open to discussing a consultancy fee for proven talent sourcing methods.

Thank you in advance for your help! 🙏

(Edit: Our team consists of a small group of internal recruiters.)

Where does my salary stand in NJ?

What’s the typical salary range for my position in NJ?

I have a decade of experience and earned my bachelor’s degree in 2015. I initially pursued engineering but later transitioned into brand marketing, which I’ve labeled as “Analytical Engineer Level 4” on LinkedIn—kind of a humorous take! Now, as I aim to continue my career in analytics, I’ve updated my LinkedIn profile to reflect my recent SEO/SEM and brand marketing roles as “Senior Analyst” positions. Currently, I’m working as a Senior Analyst in Data & Audience Strategy at Reckitt in New Jersey, and I recently completed my Master’s at Montclair State University (shoutout to my sister for letting me live with her while I studied). My total salary is around $130k, including all bonuses and benefits. Is this salary competitive for my experience level? Also, I’m a legal immigrant in the U.S.

The Ultimate HRIS Battle for Small Businesses

Choosing the Right HRIS for Small Businesses: Rippling vs. Gusto

As a small business owner, I’m currently weighing my options between Rippling and Gusto for our HRIS needs. Both platforms appear to have impressive features, but I’m seeking insights from real users. How do they perform in terms of payroll processing, benefits management, and compliance? Are there any hidden fees or limitations I should be aware of?

Your personal experiences would be invaluable in helping me make an informed decision! Thank you!

Hiring recruiters

Recruitment Opportunity: Join Our Team!

We’re a small but dedicated team located in a suburban office near a major U.S. city, and we’re looking to hire recruiters to join us. We work onsite five days a week, fostering a collaborative and engaging work environment.

Our recruiters receive a competitive base salary ranging from $40,000 to $60,000, with the potential to earn a total compensation of around $80,000 to $90,000 through our commission structure.

We provide our recruiters with the jobs they need to focus on, making it an efficient 180-270 degree recruitment model.

If you were tasked with recruiting for our team, how would you approach it? We’d love to hear your ideas!

Research on impacts of AI-driven recruitment – please, share your thoughts!

Seeking Insights on AI-Driven Recruitment: Your Thoughts Please!

Hello everyone!

I’m currently a college student delving into my thesis on the impact of AI in recruitment, examining both its advantages and drawbacks in hiring processes. To enrich my research, I’m eager to gather insights from HR professionals, recruiters, and candidates alike. Your feedback would be immensely helpful!

• For Employers: Do you incorporate AI into your hiring processes? If so, at which stages (e.g., job listing, sourcing, screening, testing, or interviews) do you find it most useful? What benefits and challenges have you encountered? Do you consider this ethical, and do you think it might someday replace human recruiters?

• For Candidates: Have you ever gone through an AI-driven recruitment process? If yes, I’d love to hear about your experience and the tools that were used. Do you find it fair, and would you feel comfortable with AI making the final hiring decision?

Your perspectives would greatly aid my understanding of the landscape of AI-driven recruitment. Please feel free to share any thoughts or personal experiences — I’m excited to hear a variety of viewpoints. Thank you in advance for your time and insights!