What are /r/recruiting's favorite Products & Services?

From 3.5 billion Reddit comments

It's not you, it's the recruiting process your company is using. It's broken. You're trying to do good work in a shitty system, and it's incredibly frustrating. Yes: it happens in many different companies, so not just you.

Two things rarely work in solving Recruiting-process issues: more people or more money. Think about it. You're describing a broken recruiting process. Adding more people to the mix just adds more confusion, stress, and conflict.

Money is an easy non-fix and just ends up being spent on "the trappings of Recruiting" like new systems, "better" job postings or being forced to going to a "fun team dinner, no drinks."

From what you've described, your company may not have the internal knowledge necessary to fix both your Recruiting and your team-performance issues.

But, if you want to figure out what's broken, start by mapping out the steps of your Recruiting process; keep your map simple How To Map a Process. Once you know how many steps you have, add in who owns each step and the average time it takes to move from one step to the next, etc.

Once you have your map, troubleshoot away: you'll see pretty quickly where the biggest pain points are: "Accounting is releasing all their annual Reqs at once with the same level of priority," "Jim in Marketing isn't providing feedback on candidates for over two weeks," "our assessments have a high abandonment rate"

You see where this is going - you can now try to fix what is really broken, versus hiring another Recruiter into a shit system.

If you decide to do this, post your questions and we'll help you out. It's pretty easy, really.

Hope this helps and let us know questions.

Definitely what u/gloriajeanbean said, but also look into using something like Airtable or Asana/Trello to store information on each candidate and role you’re working on.

Airtable is free and if you find that you need more storage, it’s pretty cheap to pay for monthly ($10-$20) and worth it to keep you organized.

They even have a template to get you started: https://airtable.com/templates/hr-and-recruiting/exp1ozXL39xexSu2s/simple-applicant-tracker

If you do end up using a Google Docs form to have candidates fill out an application, you can use something like Zapier to automatically drop completed forms from Google Docs or email into Airtable. Zapier is also free to use, and super easy.

How about a handshake icon - meaning, it's about making connections and finding the right fit. Something like this:

Handshake Icon (Free)

Oh man I love this topic - I spent months testing different headsets before I found the one I love.

Sennheiser MB Pro 2. They don't handle multiple device connections well (i.e. switching between phone and PC is annoying) BUT they have the very best audio and mic of any other solution I tried, are super comfy, and have good batter life.

https://www.amazon.com/Sennheiser-Pro-506044-Dual-Sided-Connection/dp/B00MPX2Q0C

Interested to see what other people recommend!

Not a recruiter myself but I wouldn't use OneNote. It's great for just taking notes but doesn't have much structure. I can't imagine using it for things where I need to track statuses or might want templates for specific information.

Smartrecruiters is free for up to 10 live jobs. Usually best to use software designed for the job you are doing!

Alternatively, I'm a big fan of Notion - here's a template that could get you started: https://www.notion.so/templates/applicant-tracker
Other options worth checking out would be Trello or monday.com.

I just published an add-on that converts a Google Sheet into Applicant Tracker where you can schedule meeting invites with web conferencing and send email updates to candidates. Welcome to try it.

I created it for my own small use case while hiring in a startup and continued adding features to it.

Fellow tech recruiter here, have been in it 12+ years. The first year is a grind. It sucks. But it does get easier and even though it doesn't count towards commission, your AM and office leaders see that you're doing the work and that goes a long way. The work will eventually pay off.

The best piece of advice I can give you is to study up on the areas of technology you're hiring into. A lot of candidates are rude because they're tired of talking to recruiters who have no idea that they're talking about (for example - calling a java dev for a JavaScript role. Happens all the time. Totally different things.) This tech recruiting book is pretty good as a quick reference. Also would recommend any free online training you can get your hands on. I know this sounds like a pain in the ass, but once I understood how all the pieces went together, what people actually did in their jobs, and what the different languages and technologies do, candidates didn't hate talking to me anymore. We had normal conversations and it was easier to get hires and referrals.

The best recruiters on my teams now have tech certs, speak at conferences, really know their shit. These are not technical people, but they figured out their sweet spot and went for it.

Good luck with everything. Recruiting is definitely a roller coaster of emotions. Don't get too high and don't let yourself get too low, it's just a part of the game and you just have to kind of stay in the middle all the time so you don't go crazy.

Depends a lot on the role, but from my perspective (I'm a VP of Engineering turned recruiter) a phone interview isn't the best medium to screen for those skills (especially logic and analytical thinking).

I usually get higher quality signal through take-home tests because they mimic the context of the role with no time pressure, the ability to Google as much as they like, etc. If you decide to use this approach, here are a few suggestions:

1. Keep it short to avoid great candidates dropping off. 60-90 minutes is a good rule of thumb.
2. Align on a rubric with only 3-5 criteria since you can't assess much more in that short of a time, and work with the team or an external expert (this is what I do) to design a take-home test to match.
3. One of my secrets is to invite every applicant to take the test. It's way easier to evaluate someone's ability when you see their actual work. This also saves you from having to screen resumes or run phone interviews. With a well-designed test, you can score most submissions in <5 min.
4. Make it interesting! Ideally, tailor it for the company you're hiring for so candidates can see the challenges they would be working on.

For inspiration, here's an example of a test I recently designed so you can see what I mean.

System design (read: distributed systems design) is a fundamental aspect of most senior software engineering interviews. I just went through it myself.

Your husband should check out this book.

Isn't the biggest drawback to apple pods that they can't make it through a work day?

I use an over-the-head blue tooth headset from Amazon. I can get 2+ full working days out of one charge, and it's comfortable enough to wear for the whole day. It's also just one ear, so I can hear other things (dog barking, music, etc.) as needed.

link to headset

I'm guessing you're contacting folks via phone and email. Have you adjusted your cold email / inmail? Here are a few tips I have seen good results with: https://www.linkedin.com/pulse/how-improve-cold-emails-clinton-buelter?

I came across this on LinkedIn yesterday, Amazon's new recruiter training program. Might be of interest to you: https://www.amazon.jobs/en/jobs/1801699/2022-recruiter-fte

Other than that if you're open to agencies you can search up the big name agencies or just Google recruitment agencies and you'll find plenty of results. This link might also be helpful: https://www.g2.com/categories/recruitment-agencies

We are still in development, but I would be thankful if you could provide us with any feedback on the product(ATS) we have just pre-launched. The idea emerged based on our own internal pains and expectations from the existing ATS systems which were not met, at some point.

Our Ship link: https://www.producthunt.com/upcoming/integro-2

Any kind of feedback from people using ATS daily is very very important and valuable. As well as any extra pain points you can outline in the overall hiring process.

Have a cool week ahead!

We are still in development, but I would be thankful if you could provide us with any feedback on the product(ATS) we have just pre-launched. The idea emerged based on our own internal pains and expectations from the existing ATS systems which were not met, at some point.

Our Ship link: https://www.producthunt.com/upcoming/integro-2

Any kind of feedback from people using ATS daily is very very important and valuable. As well as any extra pain points you can outline in the overall hiring process.

Have a cool week ahead!

We are still in development, but I would be thankful if you could provide us with any feedback on the product(ATS) we have just pre-launched. The idea emerged based on our own internal pains and expectations from the existing ATS systems which were not met, at some point.

Our Ship link: https://www.producthunt.com/upcoming/integro-2

Any kind of feedback from people using ATS daily is very very important and valuable. As well as any extra pain points you can outline in the overall hiring process.

Have a cool week ahead!

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Hi! Here are the details of our Senior Account Executive, Shubham. Here’s the link to his calendar - https://calendly.com/recruitcrm/shubham you can pick a time from this for an online demo that works for you the best! Also, you can reach out to him at Hope that helps!

You are going on the right track, It's important to test skills of any candidate as a screening mechanism before you start spending time with them. As a Hiring Manager, you have a lot more important things to do rather than spending time with irrelevant candidates.

So it would be good if you ask your recruiters to test job specific technical skills of the candidates. Here you need to keep a few things in mind:

1. The skill test you are using should be Reliable : It means whether the test gives consistent results.
2. The skill test should be Valid: It means the test should assess relevant skills(for the job) & the test results should be a predictor of job performance.

An invalid unreliable pre-hiring test can land an employer in legal trouble, whereas the right skill test created by experts would save you a lot of billable hours of your team.

Why don't you try Interview Mocha! It is a pre-employment skill testing solution, with a robust testing platform and 1000+ ready skill tests (created by experts) for all latest technologies. Moreover, you can ask for any custom test you need for a particular job description, Their support team will provide you with the skill/aptitude test for your specific job profile. You can use a free trial to test up to 10 candidates , before buyin a subscription. Hope it helps!

Here is a webinar in about a month that might have some good info if you have not made a choice by then. https://zoom.us/webinar/register/WN_nxXq4wjJQp2XgjTaZsmM0Q

Hi! Thanks for checking us out, u/twd1. Indeed, we are a candidate search platform for tech recruiters. We may not have a ton of reviews yet, but that's because we have only released the recruiter-facing UI just this year. (we've been building and growing the platform itself for the past 2 years!)

With that said, we already have recruiters who have switched to CodersRank from LinkedIn entirely after seeing that our platform can do everything LI can and more (for less $$$).

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Let us know if you have any questions!

It's a good idea to check out new tools while business is slow. That way, once you're back up and running again, you will have better software (or even processes) at your disposal.

Non-recruiting (such as admin) tools we'd recommend: ClickUp for task management, Calendly for scheduling, ContentStudio for social media. Our startup runs pretty well on these few tools and we love them!

Recruiting tool: well, CodersRank! Disclosure: that's us! It's a tool/candidate platform that helps you find developers based on their real code written (they can connect their repos, LinkedIn, StackOverflow, etc). We have an amazing community, with a lot of untapped talent (i.e. not on LinkedIn). Hope this helps. Cheers!

A lot of our users at Markd are recruiters. I think it's mainly because of our browser extension that people use to tag and add notes to Linkedin profiles. I'd love to know what recruiters look for in a CRM and build towards that — love to hear from you (or anyone who's got ideas/feedback! 😃 )

The video is in the works :)

We do live demos since it gives us an opportunity to walk you through our software's features.

You can schedule a demo here - Schedule Demo

> Between the front desk girl and I, our collective goal was 40 interviews per week, which we had been pretty good at meeting more or less. Now she is receiving an incentive for other things, so I'm responsible for interviews, and they've increased it to 50 a week.

If increased production of assessing/qualifying potential candidates is the goal -- look for ways to automate your process. Sonru looks interesting for video screening > https://www.sonru.com/

> I was thinking about saying "The first step of our evaluation process is a phone interview, do you have a moment?"

Again -- make the process easier on everyone. Send candidates a message inviting them to schedule a time that makes sense for them. Shoot them a Calendly invite > https://calendly.com/

The book “Who” is a good place to start when learning how to best interview candidates. Who https://www.amazon.com/dp/0345504194/ref=cm_sw_r_cp_api_glc_fabc_Kux8FbQH27NTM

I can also share with you my basic interview prescreen template if you’re interested. Just shoot me a message.

Recruiting for about 8 years. I liked this book https://www.amazon.com/101-Strategies-Recruiting-Success-People/dp/0814474071/ref=sr_1_fkmr0_3?ie=UTF8&amp;qid=1522071398&amp;sr=8-3-fkmr0&amp;keywords=recruiting+questions+101 ... since you know IT you should research good questions to ask during interviews and how to approach/negotiate salary with candidate and hiring manager. Good luck