I have been a recruiter for 30+ years mainly in tech, but moved to sales and executive but still tech focused. I have implemented several ATS and VMS systems throughout my career working with many systems from Taleo to Oracle Recruit. I’m considering getting certified in Workday and get into implementations as a consultant. Is there a certification you’d recommend that is better and more reputable? I see several…

I’m super curious what independent contractor recruiters are making per hour. I just hit 2 years working in-house for the same company and have been working 40 hours per week at $50 per hour. Fully remote, no benefits and no PTO. Originally it was project based, but it turned into an open ended contract with no end date. Given that I’ve been with them for two years, I’m thinking about bringing up an hourly increase, but don’t want to rock the boat.

Wondering what other long term contract recruiters in the US are billing per hour? Is it wise to ask for a contract renegotiation? I know how bad the market is for TA and I’m worried that this will put a target on my back.

I work at Adecco within a white labelled RPO, it’s an absolute blood bath out there. We’ve just had our end of year bonus scrapped, wide spread redundancies across the account management team and now there’s talks of reducing commission and increasing targets.

Our account is up 150% YOY, I’m hitting 250% or target yet we’re still affected.

In my 10+ years of in house recruiting I’ve never seen it as bad as it currently is…

How are you guys managing?

Hi All,

I was wondering if anyone can share ideas of tech strategies they have or are implementing in their TA teams. Im trying to implement something fresh and new but really want to stray away from repetitive tasks. So far my team has been focussing on the following:

Talent pools for engaged talent Strategic sourcing Reviewing hiring manager tool kit - created new in-take docs, interview templates Employer Branding content Jd reviews Review recruitment process

Any ideas would be much appreciated!

My hiring managers are skilled tradespeople who work in the field. Their primary method of reviewing subs and providing feedback will be on mobile.

Today, we're using a simple candidate tracker on Google Sheets. With one click, they can see their candidate pipeline, access resumes, phone numbers, and use dropdown menus to designate candidates and leave notes.

I like this system, but for various reasons it needs to be more robust. Is there an ATS that offers a similarly simple interface via mobile for hiring managers?

My company has us calls candidates to reject them - if a candidate doesn’t answer do you; A: leave a voicemail to let them know we’re not moving forward

Or

B: do you just tell them to call you back then do it live

Hello!

Next week i have an interview for career coach and I’m actually excited. I have my MBA in Human Resources and ever since i left Amazon (HR department) i have not been able to land a gig due to not enough experience — apparently 2 years + MBA isn’t enough anywhere 🙃.

Anyways, been trying to get into recruiting and after many recruiters canceling my interview because “we found someone internally” i gave up for a while. Just had a company reach out about an open position 15 mins from my house and its salary, no weekends.

Has anyone shifted from Career Coach to Recruiter? Ideally, I’d love to work from home one day. But I’d be willing to work from the bottom if i know that title can be possible one day.

Why is recruiting for college tech program disciplines so aggressive? Are they having problems recruiting? I’ve been in the Army for 7 years and have worked as a recruiter, I’d say they are more aggressive than us. I asked for a syllabus from a program at UT Austin and they keep calling after I’ve told them to stop. I miss the old days when colleges were more selective and not so determined to recruit students. I could ask for a small specific piece of information I wanted and would get it, nothing more nothing less. What is with this “you have to get the full spiel or nothing” bullshit. It fucking pisses me off. I am a big fan of brevity.

hey guys,

I was recently offered an agency recruiting internship position. i'm a little uncertain on whether I should take the position or not. all of my background experience is in marketing, but I found myself bored with the field so i have been trying to find something more engaging to pursue instead. i applied for the position because it had hints of both marketing and project management, both of which i have some prior experience in and am considering delving further into.

i guess my question is, has anyone done an agency recruiting internship before? how did it go for you? was it actually beneficial experience, or a waste of time? i'm graduating soon so im nervous about finding something i actually enjoy so that i can hopefully acquire a return offer and be happy about it, lol.

It’s been one full year since I was laid off from a job I loved. I’ve been surviving, barely, doing contract/1099 work. Zero luck with something W2/full time. I’ve been close so many times.

It’s been a year since I contributed to my retirement and were paying for private health insurance. I feel so defeated. I am grateful for the contract role I have right now. It’s decent pay and with a good company. But still no pto, paid holidays, or any benefits.

I am so so hopeful to land something in the new year. Anyone else laid off who have found a decent new job this past year?

I have 5 years of experience and I am trying to solidify my recruitment skillsls. What are some absolutely good to have certifications in recruitment and where to get them? 🆘

I've been working in a fairly new, entry-level, in-house TA department for a couple of years now. We handle a ton of high volume hiring (few hundred hires per month) and are always looking for new ways to generate candidates. We currently operate mainly through linking our ATS to job boards and sponsored Indeed posts, with additional resume sourcing through Indeed, bit of LinkedIn, etc.

Curious what other candidate sources are really out there that others have seen success with. Industry covers everything from sales professionals, blue collar, entry-level marketing, and more.

All thoughts and tips appreciated!

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There are so many details to every candidate and I speak with so many people, of course I write down notes and keywords in a database.

Still I have the feeling I miss many matches.

Do you have a particular way or system to stay organized, not have chaos and not miss many opportunities?

So I get a call from a candidate of mine just to tell me how much she hates her job etc. (I'm not surprised, I know the company she works for is garbage. Telling me she's all ears to new role, and that she actually has an interview tomorrow with a company.

I only have one role on the go and I blurt out "it's not ABC is it?" Yes! It is, etc.

I ask if it's via another agency and it is, it's through the same person that placed her in her current role (switched companies a few months ago which I guess it means it's not a conflict?)

Now, I have 3 candidates going in this week for the role, so I like my odds, but she's pretty good.

I was a bit down thinking I should have told her about the role earlier etc. I looked through my emails and I DID show her the JD and spoke to her but she emailed backing saying it's too far, 40 mins with tolls and that she's not interested. This happened two plus months ago in Sept.

My question is do I do anything with this information? I figure I have a few options.

Option A - Do nothing on both candidate and client side, let the cards play out. I still have good odds, 3/4 they pick my candidate no harm no foul.

Option B - Somehow bring up her name in a chat with the client next week, use her first name saying oh I had the perfect candidate named "Cindy" but she told me last month that the commute was too far, she has a dog to let out etc. Trying to plant the seed of doubt that she'll be able to consistently make the commute 4/5 days a week.

Option C - Mention to the candidate that I did share the role with her and she declined, but now for some reason she's interested. Don't know what purpose this serves other than perhaps making her feel bad? And it would perhaps give a way that I might have had something to do with her not getting the role (whether or not I do Option B)

What would you guys do?

Curious to know if there are any strategies that you use besides inmails to connect with candidates?

Video inmails, cold calls, etc?

Hey All,

We run an outsourcing agency that outsources Egyptian talent to businesses around the world. The majority of our operations is recruitment and we're classified as a 'Staffing & Recruiting' company on LinkedIn.

To post jobs and attract applicants, we use a tool named Jazz HR as our ATS / Recruitment Software. We pay about $150 - $200 a month and get up to 30 live job postings. Each time we post a job on Jazz HR, it posts it to a number of job boards including LinkedIn and draws about 1000 applicants per open role (99.99% of which are applicants from LinkedIn) - at no extra cost other than our monthly sub to Jazz HR.

Though today we log into LinkedIn and find that not a single one of our jobs is open with very little context apart from one message attached (which might as well be cryptic), LinkedIn has pulled everything... So our operations are pretty much stuck at 0 mph - oh the joys of running a business.

Has anyone had similar happen to them before and what was the eventual outcome? Any suggested solutions? We've reached out to LinkedIn support and are waiting, but not too hopeful about how a big corp like LinkedIn is going to respond ha.

https://preview.redd.it/9ar1pyx8fb3e1.png?width=2456&format=png&auto=webp&s=31ab3d6faaa8324c05e34ec1c9fa7f43d157c637

Very experienced corporate sourcing recruiter. During interview today was ask if I'm doing X Ray searches on Google to find candidates. I get enough rude responses to VERY detailed LinkedIn Recruiter ismails. Can't imagine what I'd get from x ray searches. ANY corporate recruiters actually doing this?

Hello! Has anyone used ConverzAI? We are demoing it soon and would be interested to hear from others on their experience.

Example: the agreement says payment 90 days after candidate's start date. Does your firm front you the placement fees before the 90 days, do you have to wait the full 90 days to receive your commission fees, or do they have you on a commission draw?

I've since left agency and went in-house a few months ago. I'm still waiting on my commission from a placement I started sourcing for MEMORIAL DAY WEEKEND and the candidate started towards the end of August. Idk, it just seems kind of crazy to have to wait that long for commissions. Can you guys enlighten me on what the norm is?

This is a Megathread meant to discuss all things technology in Recruiting. A new Megathread is posted every 2 weeks and is intended to be used for:  

The purpose of this Megathread

• Discussion about the improvement/advancement of technology in the Recruitment space
• Questions & Sharing about Talent Acquisition Metrics & Dashboards
• Questions about Applicant Tracking Systems (ATS), ERPs, HRIS, and Candidate Sourcing Technology
• Automation, integration, and implementation of ATS, ERP, and HRIS systems
• Exploring and researching AI & Generative AI (such as Chatgpt) in Talent Acquisition
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Metrics

People Analytics and Recruitment metrics are rapidly advancing in the area of Talent Acquisition. Ask questions and share your dashboards and metrics. You may also be interested in our recruitment articles:

• What are the Important Recruitment Metrics
  • Time to Hire vs. Time to Fill & How to Measure
    • What is Time to Hire?
    • What is Time to Fill?

AI & Generative AI

Before posting about AI in Talent Acquisition please read Exploring what organizations should know about using AI in Recruitment & Talent Acquisition Efforts. We also get a lot of posts about whether AI is going to replace recruitment. This has been thoroughly discussed; please search the subreddit before posting. Given the massive amount of ChatGPT wrappers and GPTs that essentially work as embedded search functions or generative text for resume writing, the mods reserve the right to remove your post.

Candidate Application Status

We get a lot of questions about Candidate Status in an application system such as Workday, Oracle/Taleo, Greenhouse, Brassring, etc. These systems are often configured by the company and follow specific workflows and timelines. Therefore, it will be far more useful to reach out to the company or recruiter you are working with for clarification on your application status. This article about Applicant Tracking Systems (ATS) & Dispositioning codes may provide some clarity, or you can try to post on communities for the specific platform, such as r/workday

The recruiting community is meant to encourage meaningful discussion. As always, please follow our community rules and reddiquette

Hello Everyone,

Just a little background, I have been working in Talent Acquisition for the past 10 years now, however the type of work that I have been doing is in the Administrative side, mostly Scheduling Interviews, drafting Offer Letters, Onboarding, Resume screening and such.

I will be starting a new role role as a Recruiter for the coming month, I'm feeling a little bit anxious since this is going to be a new role for me and I really want to exceed on this role.

Any tips that you'd like to share for a newbie Recruiter? Skills that I should focus on developing, courses that I could take, or anything at all that could help me better prepare myself for the role.

Thank you so much and will appreciate any insights! :)

How would you respond if the founder of a recruitment agency you invested in was accused of homophobic bullying and harassment.

The agency is doing well, you benefit from them financially. Would you ignore it and go on as is, or want to know more.

If you ask the accused about it, there's a 99% chance he'll deny it. The person who informed you says they have direct evidence.

Would this be a sufficient breach of trust in the investee?

Curious about your industry, how long you’ve been in recruiting, and your compensation.

Thanks in advance!

How do you handle rude and desperate candidates? This person messaged me on LinkedIn regarding a role I have open. I reviewed with my manager and gave detailed feedback on why they aren’t a match. This person has continued to message me over the weekend! First, they mocked a typo in my message (I said directly instead of direct). Second they have sent paragraphs on why they are a fit and the manager needs to reconsider. I’ve told them I will look out for other roles. They still followed up asking to speak to another manager. I told them there’s no other hiring manager for this particular role. They then asked me where do I recruit for the company??? I explained a little bit of my position. And now I’m waiting.

In situations like this, do you all usually ghost candidates? I hate to leave them hanging, but idk how much more I can explain to them! And I’m getting kind of scared this person may stalk me.

As the title says, I do mostly contracts and the rates the companies are willing to pay is most of the time more or less the same as what the candidates are asking. How do you deal with this? Negotiate and advise the companies and close the candidates lower? The gap, (or our hourly rate) is quite high.

Hi, I work in marketing for my company and Recruiting relies on us a lot to figure out where to promote rolls. We are having issues hiring for Direct Support Professional Roles that are for Part-Time work and I'm wondering if there are good places to list them specifically. We have general ads running for DSPs through Google Ads, Indeed Sponsored Posts, Video ads, etc, but I trying to think through ways to get part time workers specifically. Thanks for any ideas.

Hi all! I am interested in hearing people’s opinion on Source Breaker, as well as bullhorn for ATS. Since the two integrate together. Thank you all!

I’d be using it for sourcing talent & BD.

Hey all!

I’m working with a client of mine that is expanding their business into a new market. They are a local CPA firm and do not have a presence at all in the market. They are looking for candidates currently living in that market to add to the team, but I’m having the hardest time connecting with potential candidates.

Some of the issues I’m facing:

-accountants are in high demand and just harder to connect with in general because of that -the role we are working on is very unique to the industry -the client doesn’t have a presence in the market and candidates seem hesitant

Has anyone faced similar troubles?