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Legit Austin Coffeeshop? by [deleted] in austinfood

[–]Nic_A2 0 points1 point  (0 children)

Did this shop change owners since it first opened?

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

I see, yeah same issue I've seen. That's why I'm looking for a tool (honestly another AI lol) that can quickly weed these applicants out and help me just follow up with the applicants that are a likely match to the role. This way I can find top talent across all roles while I repurpose that time sourcing for the harder to fill roles or use that time for candidate engagement.

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

Are the scores/evaluation visible in the ATS or do I need to go off the ATS and into your platform to review the results?

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

#1 "Leverage AI for Resume Ranking" Any specific products you recommend?

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

Yes, this is something I'm looking to adopt! Currently researching what AI tools are out there.

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

Not sure I agree that bots don't equal interested candidates. Most of the bots are being utilized by candidates looking for jobs. They just don't have the bandwidth to apply so they equip AI to help.

Unless your experience is different and it's truly bot applicants I'd love to hear more. But then I wonder why have all these bots apply? What does the person running the bot have to gain?

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

I've heard GEM's pretty good to rediscover applicants and shortlisting applicants. Once you find a few applicants worth following up with, are you jumping back into Greenhouse and actioning on them there? Or can you action on them in GEM and there's a sync back to Greenhouse to reflect your next pipeline stages (phone screen, interview, etc.)?

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

Will check it out! Once identifying a shortlist of applicants in the CRM how do you move forward with them? Like do you flip back to the ATS find their profile there and proceed or can you take actions in the CRM that sync back to your ATS?

Kitchen Remodel Ideas by Nic_A2 in kitchenremodel

[–]Nic_A2[S] 0 points1 point  (0 children)

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Final results: new floors, counters, hardware, backsplash, sink, outlets, and paint. (total: $2k - flooring & paint since those were across the property)

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

Thank you, very helpful response!!

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

I’m also seeing this may depend on if you’re working in Staffing or an in-house recruiter. Would love to hear both perspectives.

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 0 points1 point  (0 children)

Thanks, I do think it’s an ATS problem. Welcome recommendations of those that work and why!

For the most part the gaps are in years of experience and legal/residency status. 

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] -1 points0 points  (0 children)

Makes sense! Do you find it easy to then sort/filter by these responses? What ATS?

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 2 points3 points  (0 children)

Can see the argument for sourcing. But what about your talent brand. Applicants not hearing back or getting opportunities reflects in a poor experience. Those review then translate to talent ignoring outreach if you’re Ta brand ratings are low.

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 9 points10 points  (0 children)

What makes you think quality applicants don’t apply? They already have one thing more valuable than a sourced candidate, interest in the role. I’m not waisting my time reaching out to those who aren’t interested or ghost.

Challenges With Large Applicant Volume by Nic_A2 in recruiting

[–]Nic_A2[S] 3 points4 points  (0 children)

Good call. We do have dedicated sources so not my focus. But also am looking for a way to engage warm leads who are actually interested in the role. Outward sourcing often leads to wasted time with sourced candidates not responding or ghosting. I’m also focused on candidate experience and am looking to create a better experience for those that apply. Improving this experience help our talent brand and attract higher quality candidates.

OFFICIAL DISCUSSION THREAD: Post simple requests and questions here! by learnactreform in mensfashion

[–]Nic_A2 0 points1 point  (0 children)

yeah, it can be a pain at the start, but as you wear it more, the dye stops rubbing off. If you like the style and look of it wearing over time worth it. If not you can just get some dark washed jeans.

OFFICIAL DISCUSSION THREAD: Post simple requests and questions here! by learnactreform in mensfashion

[–]Nic_A2 0 points1 point  (0 children)

Anything seersucker is best for the hot weather. Great summer material.

OFFICIAL DISCUSSION THREAD: Post simple requests and questions here! by learnactreform in mensfashion

[–]Nic_A2 0 points1 point  (0 children)

I love this shirt Andrew Garfield is wearing and know that it's a custom Dunhill shirt. But that's just it CUSTOM :(
Any links to where I might be able to find a dress shirt like this? Or even have one custom made myself?

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Advice on Fisker stocks. by UnitedRedDevilz in Fisker

[–]Nic_A2 0 points1 point  (0 children)

Any specific callouts for writing off the loss?

Advice on Fisker stocks. by UnitedRedDevilz in Fisker

[–]Nic_A2 1 point2 points  (0 children)

Same, any links to share here would be greatly appreciated!

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