A co worker told me I'm going to get flooded with fake resumes unless I require canidates to provide a linkedin. I noticed for some of these tech PM positions, some of these canidates will have followers as if they've been in the role for a while, but no job exp listed. A completely blank profile with 1K+ followers. Should I still count that as a red flag? Or is this normal?

So I haven't seen anyone post about this which is a bit surprising, I know most people here primarily use LinkedIn Recruiter, but Indeed Smart Sourcing was one of my favorite tools to use to get candidates, and they are changing the pricing and making it almost 5 times!!! (aprox $120 to $520) more expensive to implement their AI Sourcing Assistant which reaches out to the candidates.

My manager says that he doesn't think it's worth it anymore, so I guess I'm going to be only using LinkedIn Recruiter from now on.

Has this affected anyone else?

First week as a recruiter, really didn't get much training, and noticed the ATS showed one candidate I called back as "duplicate" and multiple emails. When I read them to the candidate, they asked how I even had emails they never applied with, which I really didn't know the answer and said that's just what's in our system.

Asked my manager and he told me to worry about more important things, but important things like what? I'd assume that has a label for a reason, or at least to give me some context so I understand. I'm new so I didn't want to give any pushback. Is duplicate a red flag at all or just letting you know they having multiple emails in system? Is it normal for this to show for candidates?

That’s it - is there anything better we should consider? Important is it should be same budget so something smb friendly.

Annual contract ends soon I’m looking around. I see some new options on Capterra but many look like people just made them over a weekend and I’m reluctant investing team time in these.

I just started travel nurse recruiting last month for a huge hospital system and I already hate it so much. I think my company just sucks. We’re essentially internal recruiters for that hospital and only recruit for that hospital. And that hospital has a horrible reputation and notoriously low rates.

On top of that, my manager micromanages everything. We have to make 75 calls a day totaling 375 a week (at least). She also records all of our calls and randomly listens to them so I have to leave voicemails for every one of them, too. If I don’t, she’ll say something (ask me how I know.) It eats my entire day.

We also don’t use any sourcing platforms besides Vivian. The other agencies I worked for paid for LinkedIn Recruiter and monthly Indeed credits, but my company doesn’t… my manager also don’t want us to spend time on Facebook or any other social media for some reason. I always thought FB was a good place to connect with travel nurses but it’s discouraged here. And since Vivian is our only sourcing tool, I have to rely on calling 75 random fucking people a day from our outdated database because we have no other ways of sourcing. I haven’t even had a chance to really use Vivian because I’m too busy making calls and leaving voicemails all day. No one ever answers, and if they do 99% of the time they’re not interested. Or they’re not qualified. Etc etc.

I feel like I’m losing my mind. I have 6 years of healthcare recruiting experience for perm/direct hire and local roles for 2 big agencies, so I feel so stifled. The calls are making me miserable and I’m already burnt out in my 2nd month. I don’t want to work at a fucking call center. I feel like I’m being set up to fail.

Is this how every travel nurse recruiting job is? Or does my company/manager just suck?

Run a per diem healthcare staffing agency (nurses, aides, therapists for school districts mostly). Recruiters are full desk here, so they're sourcing, screening, credentialing, and managing clients all at once. Credentialing especially eats up a ton of time.

Per diem hours keep growing, which is good, but I'm starting to think we might be stretching our current structure thin. Haven't cracked perm placements in our market, so per diem is the whole game and it's a lot to keep track of.

Always wondering if we're using the right tools or missing something obvious.

Here's the setup:

ADP for payroll

Indeed is the only paid source for applicants, recruiters also post in groups on their own to pull more in

Online form for onboarding paperwork, anything the candidate doesn't upload the recruiter chases down

Separate tool for scheduling and candidate profiles

Separate tool for texting candidates

Separate tool for mass email outreach

Google Sheets for orders/reqs

What's everyone else running? Especially curious if anyone found something that actually cut down on manual work between sourcing, credentialing, onboarding, and scheduling.

Hello fellow recruiters!

I am looking for an answer, cause I really can't find one:

We provide full-time, full-remote employment contracts, we're a fintech, and we also happen to have an unlimited leaves policy.

I have been trying to recruit a sales specialist (not that difficult to find, theoretically), I reached out to 90ish candidates, 50 replied and were interested.

I send them an invite to pick an interview slot, and they proceed with it. On the day of the interview, they don't show up, don't answer my calls or mails ..

For the past 2-3 months, no more than 5 candidates showed up to the interviews.

Why is this happening? I really don't understand ..

We run around 200 interviews a month across a team of 12 recruiters and the notes situation is out of control. Everyone documents differently. Hiring managers come to debrief calls unprepared (soz for calling yall out) and half the time we're making decisions based on whoever talked the loudest in the room rather than what actually happened in the interview.

What can we do to fic this please? Specifically around structured notes, HM adoption, ats sync. Not sure if we're allowed to talk about tools here but really need help, please.

hey everyone!

i’m currently reviewing our top-of-funnel workflow because the sheer volume of screening calls was starting to burn our team out (specifically the post-call data entry into the ATS). Spent the last few months trying to get the workflow as close to 0-click as possible.

Current stack :

- Scheduling: Calendly (synced with Outlook)
- Sourcing: LI Recruiter Corporate (mix with Noota Talent)
- Call & admin: We use Teams for the call and we have Noota Talent running in the background to automatically transcribe, format the notes into our specific scorecard, and push it to the ATS so recruiters don't have to type while listening (he do also screening AI calls)
- ATS: Greenhouse (as our single source of truth). It’s saved us a lot of time but I always feel like there’s room for improvement.

saved a ton of time but curious if we're over-engineering it. What does your top-of-funnel stack look like right now? anything you can't live without?

I've been working solo as a freelance recruiter in Brazil and honestly… Im kinda figuring things out as I go

Wanted to hear from others in the same boat (or more experienced than me):

1. what does your workflow actually look like? this is my workflow: sourcing -> outreach -> interviews -> closing
2. how do you stay organized when juggling multiple roles and candidates? - actually im use one spreadsheet for client and pages for positions
3. are you just using Excel/Google Sheets or is there any affordable tool that actually works for solo recruiters?
4. how do you keep track of candidates without everything turning into chaos over time? - this is the part where I spend the most time.
5. how do you manage all the communication (email, LinkedIn, WhatsApp, etc.) without losing track of convos? - i have multiple acquisition channels but its really hard to keep track of them.
6. how do you keep it simple reports but still professional? - my reports are done through whatsapp but want to make them more professional.
7. are you using any kind of automation to save time? - dont know how to apply in my workflow
8. how do you usually price your services or structure your deals?

Feels like most tools out there are built for agencies or big teams, not for solo recruiters trying to keep things lean.

Would love to hear how you’re handling this - tools, workflows, mistakes, anything really 🙏

Not exaggerating. We posted a senior PM role, got flooded. Half the apps were clearly AI-generated cover letters with the wrong company name. Another chunk was people who didn't meet the basic requirements at all.

Edit: There are some great tools in market to catch AI-generated cover letters. Please hit me up if you know anything useful.

I just started a couple of months ago with a really well known agency recruiting travel nurses, CNAs, techs, etc. and it’s fucking awful.

The metrics suck. I have to make 75 calls a day (which usually turn into nothing) on top of actually trying to find people, and it wastes so much fucking time. My manager records the calls and listens to make sure we’re leaving voicemails, which wastes even more time.

My manager is super overbearing in general. On top of recording all of our calls and listening to them, she monitors our Webex to make sure we’re online all day and is just not very nice or helpful about anything in general. I always feel like I’m in trouble for something. If i ask a question, she acts like I’m stupid and turns it into a test to “see what i know” instead of just helping out.

I feel like I’m losing my mind. I’ve been recruiting for 6 years in healthcare and I don’t know if this is just how the travel side is or what, but I can’t do this. I already feel burnt out in my 2nd month.

HI folks, I'm old now and really struggling to learn all this AI stuff. Still using tools like LinkedIn Recruiter and our ATS, so much manual work. Worked fine for years but I'm seeing so much buzz about AI recruiting but I don't honestly understand how it works.

Im a one man team looking after about 80 jobs from early careers through to director In house.

We have an ats thats pretty basic in Hireserve and they offer no function for cutting cv time. Don't even offer basic parsing but have them for.another 2 yrs but outside that they do.the basics fine

I get anything from 50 to 800 apps a role and its difficult to manage, especially on early careers. I also.have to find people so thst takes up a load of time too. The required questions are also faff or people lie too which is also annoying.

Is there any software you use ai or otherwise you use that csn help sift cvs to save time here? Im not looking for a new ats but any specific software used to cut through the noise of 90% of irrelevant applications to the 10% good.

Hi all,

I'm keen to get your thoughts, particularly from those of you who regularly use LinkedIn Recruiter.

Lately, I've noticed that even when I apply fairly precise search criteria, the results still include a considerable number of irrelevant profiles. One recurring issue is with experience filters: for instance, when I set a range of 2-5 years for junior-level roles, the search still surfaces candidates with e.g. 10+ years' experience. (I know that titles and seniority can be somewhat fluid. Many professionals with 3 years may already position themselves as mid-level, and those with 5 years as senior. That said, in this case the client has been quite clear about upper limit).

Has anyone else experienced similar challenges with LinkedIn Recruiter? If so, have you found any reliable ways to refine searches so that the results are genuinely aligned with the brief?

Any insights would be much appreciated.

Cheers.

I’m hoping to hear from others specifically on alternative options to LIR.

I’m the fist recruiter at a 20 person start up looking to scale to 60 by the end of the year. I’m 99% sure we’ll be choosing and implementing Ashby but I can’t justify spending 48k/year for 1 recruiter seat on LIR for sourcing/outreach capabilities.

If you’ve used JuiceBox, HireEZ, SeekOut or other tools (like Metaview) I’d love to hear about your experience and what you’d recommend. I used HireEZ and SeekOut but the last time was 2022 and it looks like a lot has changed. I’ve demo’d all 3 but would rather get feedback from actual users!

ETA I’ll be hiring engineering, product, sales, finance, G&A type roles

My organization is interviewing interns for the summer, and for final candidates we usually include a short written exercise. Writing is a big part of the role, so we want to assess their skills. It’s nothing long, usually something like a brief paragraph summarizing an article.

How are people handling this in a world where candidates can easily use AI to complete take home assignments? It’s hard to know if what we’re seeing is actually their work. Are there better ways to evaluate writing ability that feel more “AI-proof”? I’d prefer not to go as far as proctoring or closely monitoring them, but I’m open to ideas.

I’m an HR Generalist, and I recently took over our HR systems after our People Ops lead left.

We’re now at about 140 employees across two offices, and our current setup is starting to fall apart. It worked when things were simpler, but it can’t keep up with how often employee data is changing now.

People are switching teams and managers more often, relocating to different states, and moving from contractor to full-time. Some employees even sit across multiple departments. Every one of these changes turns into a manual process.

A single update doesn’t stay in one place. HR updates one system, payroll has to update something separately, and IT often finds out later and has to fix access after the fact. Then a few weeks later, I’m looking at headcount numbers that don’t match what finance has.

At this point, we’re spending more time fixing data than trusting it.

Our COO asked if we should replace our HRIS before next fiscal year. I’m leaning yes, but I’ve been through migrations before and know they’re never as smooth as vendors make them seem.

For people who’ve dealt with this before, what HR systems actually continue to work well once your company grows past ~150 employees and processes become more structured and complex?

This might be anecdotal evidence, but I’ve gotten hit up for other internal recruiter/manager jobs more in the past month than I have in probably the past 3 years combined. And these aren’t low paying or startup type jobs either.

I was looking at the rec 2 rec agency search wizards’ job openings and they have a ton of internal recruiter openings right now. I don’t think they had any openings 2-3 years ago. Also, seeing an uptick in recruiter job openings in my area (large city in Texas).

Anyone else experiencing the same thing in their market?

Potentially moving from in-house TA background to staffing firm setting if I’m given an offer (I was laid off so exploring all avenues).

Mainly recruiting coordination and contractor onboarding plus sourcing support, which I’ve previously done at nonprofits and bigger tech companies. I know how to move quickly in recruiting but just how fast can I expect a busy agency to be (20 regular staff for the whole office, a chunk of them are the full time recruiters) - is it all talk or can I expect genuine whiplash from the difference? Looking for broad general insight outside of the people I asked within the agency during interviews lol.

I’m a little anxious and was told it’s a “failure is not an option” culture but a lot of people will say in the same breadth it’s unstructured and flexible. They have great longevity and profits so I’m not concerned about there being little work or anything, and everyone did seem genuinely nice