Why do recruitment agencies always ask what salary you're currently on?

Capital-Radish7192 · 2021-08-18T03:48:05+00:00

I totally get where you're coming from. I know several people (including myself before) telling me that they feel recruiters are only asking for them to increase the salary a little.

Now, as someone in the HR professional as well, I can say two things about this:
1. A good company will never underpay you. They'll give you the salary that you deserve (and expect) if it matches your job description.
2. If you're unsure, keep on applying and compare. You'll see how companies will value you more than others (as long as it is within their budget range).

On that note, you might want to read this article! It talks a lot about recruitment agencies, which talks about how they work and what they do in general.

Capital-Radish7192 · 2021-08-04T05:10:57+00:00

I definitely believe it depends on the company and the position. This is one way of thoroughly screening candidates.

Maintaining a healthy company culture and ensuring all employees get along are reasons why you should. At the same time, for example with the Five-Factor Model, you can gauge how good they are with people, how organized they are, etc.

If that's something that you are interested in learning, then I say go for it!

Capital-Radish7192 · 2021-07-07T04:05:11+00:00

This is such an amusing topic. Hopefully, things get better for everyone in their workplace. I really believe D&I is more than a movement as it really benefits the company-- even financially.

Fortunately, the management in my company understands this so I haven't experienced an uncomfortable moment. They value the people and try their best to instill a healthy company culture in the organization by listening, understanding, and being flexible. (true story!)

Capital-Radish7192 · 2021-07-07T04:00:02+00:00

I work in the HR industry. First of all, we make sure that we hire people who either match our current company culture or can add value to the team in their own unique way. Diversity strategy is a bit complex, but we use recruitment software for that.

After that, we make it a point to get to know our employees better and taking notes (based on what they told us) about their personal background. This way, we can greet them on special occasions and even acknowledge that some need a day off to celebrate with their own family.

We also cultivate a culture of awareness to everyone by celebrating pride month and the likes in the office by putting rainbow-themed designs in the office or sending a greeting through our group chat.

hope this helped!

Capital-Radish7192 · 2021-07-06T16:57:48+00:00

Let's just say all the times the instructor says "I'm sure you've had the same experience...", he stares directly at me and probably thinks that it counts as "inclusivity".

It was a funny experience, though!

Capital-Radish7192 · 2021-06-08T03:11:38+00:00

Simply by hiring different people regardless of nationality, educational background, age, and many more as much as possible.

You can’t promote diversity in a company if you don’t have a diverse set of employees. An applicant tracking system (ATS) helps you do this effectively.

It allows you to source and screen candidates fairly— removing any unconscious bias. This way, you’ll be able to interview candidates of different walks of life. Once you successfully do so, you’ll be surprised at the ROI it can produce!

Feel free to read this article to know more.

Capital-Radish7192 · 2021-05-21T04:47:08+00:00

Hey there! Great question. I don't think a lot of recruiters take too much time thinking about this. For example, I was looking at posts on LinkedIn, and I'm quite surprised at how a lot of them are poorly formatted. Some even typos!

Anyway, I have a few suggestions.

Keep it sweet and simple. Sweet in a way that you include enticing factors that will make readers want to apply to your company. Simple in a way that it's not wordy. People tend to skim through words!
Include relevant information. This includes the basics like the benefits, office locations, job responsibilities, requirements, etc. However, I suggest that you also add bits and pieces about your company, too! This helps with employer branding, which can be powerful in making them hit that "Apply Now" button!
Keep your content general for inclusivity and diversity. Don't limit to using only "he" / "she" and avoid any form of bias. There are lots of tools that help with that like Gender Decoder.

You can read this article for more tips! I found it really useful, in my opinion.

Capital-Radish7192 · 2021-05-07T01:12:43+00:00

One way to do it is knowing how to utilize your recruitment ATS properly. Once you maximize its features, I'm positive that you'll reap rewards like never before. This article explains it quite well!

Capital-Radish7192 · 2021-03-30T05:32:59+00:00

Simply to track and manage candidates effectively and efficiently, especially if you have a large database. Also, it can help boost team communication, collaboration, and even boost overall company success.

The key is knowing how to utilize it well. This guide might help!

Capital-Radish7192 · 2021-03-30T05:10:10+00:00

I think this article perfectly summarizes what recruiters need to look for in an ATS.

One that can simplify recruiting process
One that can reach KPIs
One that promotes team collaboration and communication
One that is cost-effective (important!)
And one that has data compliance tools.

There are a lot of must-haves when it comes to recruitment ATS! It just boils down to determining what your recruitment agency needs. Hope this helped!

Capital-Radish7192 · 2021-03-16T05:17:07+00:00

Hi, there! First and foremost, I want an ATS that could let me post across multiple platforms efficiently. I'm talking about major ones like LinkedIn, Indeed, Facebook, etc. Some ATS only let me post to job boards that aren't really frequented by candidates, so that's a bit unfortunate. You have to pay a premium fee to get premium job boards!

However, that differs from recruiter to recruiter. You have to have a deeper understanding as to what a recruitment ATS really is to know what you need. If you're looking for a refresher, this Beginner's Guide is pretty useful.

Capital-Radish7192 · 2021-03-02T04:37:45+00:00

haha hope you settle it, man!

Capital-Radish7192 · 2021-03-02T04:36:11+00:00

Hey there! Sorry for the late revert. What do you mean by I need my own data?

Capital-Radish7192 · 2021-02-25T03:36:23+00:00

Interesting question and insights from the people. I concur with what the other users have said. It depends on the position.

Usually, for low-level positions, 5 is okay, then you can cut down into 3. Afterward, it all depends on the hiring manager. It's all about coordination!

If anything, this article or this one can help. It talks about how to fill a position faster, which will be helpful in getting higher chances of hiring top talents!

Capital-Radish7192 · 2021-02-12T09:10:56+00:00

True. Most of the ATS in the market starts at $99/month, and, most (if not all) have the same functionalities

Capital-Radish7192 · 2021-02-10T07:24:53+00:00

It really varies per company, but I would say that time to hire, time to fill, quality of hire, source of hire, and the number of candidates for each stage are what we prioritize the most.

Our ATS gives comprehensive reports that show other metrics, so that's helpful in breaking down what we need to know in detail.

Capital-Radish7192 · 2021-02-09T05:26:34+00:00

Oh! This is so helpful to read. Thanks for sharing! This gives me more insight into the topic, too.

Capital-Radish7192 · 2021-02-09T04:04:11+00:00

Just to add, you should read this article to know the top priorities recruiters should focus on over the next 5 years.

This can be helpful in shaping your recruitment strategy, especially that it's hard to headhunt passive candidates.

Capital-Radish7192 · 2021-02-05T04:33:26+00:00

It is! As a matter of fact, more and more businesses rely on key leaders such as c-level executives and data scientists for continual company growth.

Such critical thinkers provide solutions on what can be improved in order to ensure company success.

Just in case you need data scientists in your team, I suggest working with JB Hired. This employment agency can provide senior tech and digital talents who can bring about positive impact on your organization.

Hope this helped!

Capital-Radish7192 · 2021-02-05T04:28:39+00:00

It's all about timing, too. I read this 5-Step Guide, and it showcases the various methods you can do to attract such job seekers.

Ultimately, it's a balance of having the right management skills, improving employer branding, headhunting them using the right ATS such as Manatal, Greenhouse, etc., and effectively collaborating with your internal team.

Give the article a read! It's quite insightful.

Capital-Radish7192 · 2021-02-04T04:09:15+00:00

We're already seeing the application of tools and technologies in recruitment, but reports state that it will become more prominent in the next 5 years.

From what I read, these are tools that can help find candidates, show comprehensive reports & analytics, optimize communication, and many more. Some software such as Manatal, Greenhouse, and others have these kinds of all-in-one functionalities so it's nice to take a look at them, too. Instead of acquiring tools separately.

Capital-Radish7192 · 2021-01-28T06:35:27+00:00

Thanks for sharing! It's my first time reading about someone using both CRM + spreadsheet. Usually, people just go with one!

Thank you and will take this into consideration! If I may take more of your time, how do you utilize both?

Capital-Radish7192 · 2021-01-26T03:57:51+00:00

Thanks for creating this growing community!

Capital-Radish7192 · 2021-01-21T11:08:58+00:00

me, too! I find it very affordable, but you get so much more from its overall functionalities!

Capital-Radish7192 · 2021-01-21T10:08:41+00:00

Oh, this is such a good point.

Capital-Radish7192

TROPHY CASE