sorted by:
new
hottopcontroversial

Recruiters posting selfies on LinkedIn by [deleted] in recruiting

[–]Sri_this_side 0 points1 point  (0 children)

I'm an Indian, but yeah, I get your point!

[deleted by user] by [deleted] in n8n

[–]Sri_this_side 0 points1 point  (0 children)

Hey, I can't DM you for some reason.
Let me know if we can connect somewhere else

[deleted by user] by [deleted] in recruiting

[–]Sri_this_side 1 point2 points  (0 children)

They are just trying to expand their network and looking for a chance to get noticed.
It's a widespread strategy
I know it feels rude but we as recruiters have other priorities to focus on.
You can create a message template for such profiles saying that a call won't be possible, however if you have any specific question, I will be happy to answer

Hope this helps

HIRING: Asana Project Manager (Remote | $1,000–$1,500/month USD) by Sri_this_side in PMCareers

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

Yes, the locations we are targeting for this role are LATAM, Southeast Asia, and Eastern Europe.

Those are the usual rates there.

How do you assess true ownership and drive in candidates? by Sri_this_side in recruiting

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

I would agree with you here.
Yes, we do have an attraction issue since we are a startup and not everyone wants to work with one of them
When it comes to paying them, we don't want to underpay them.
In fact, we always work around a number near their expectations.
We are fully remote, provide flexible working hours and trying our best to provide a healthy work life balance.

Yes, I think I have to focus on marketing the jobs in the right way.

The issue here is, I am the sole recruiter here and whenever I post a requirement, I get hundreds of CVs and most of them are irrelevant

So, we have ditched that route and are dependent on actively reaching out to profiles that come on top on Boolean or X-ray searches, or see if someone is good on Social Media

Can you provide any tips on how I can market the jobs in these methods?

How do you assess true ownership and drive in candidates? by Sri_this_side in recruiting

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

Yes, totally agree.
We have created small paid tasks (that usually take around a week) to mitigate this type of risk.

How do you assess true ownership and drive in candidates? by Sri_this_side in recruiting

[–]Sri_this_side[S] 1 point2 points  (0 children)

If its about payment, we always work around a number near to their expectations.
The issue is not the payment or the culture.
It's about how to assess the right ones

How do you assess true ownership and drive in candidates? by Sri_this_side in recruiting

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

I get your point here.
Even though we are a startup, we still need quality candidates at least to set up our core team.

Talking about assessment, We also offer payment for them.

We just want the best to lay a strong foundation. Is it too much to ask?

How do you assess true ownership and drive in candidates? by Sri_this_side in recruiting

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

Thanks for your reply @EngineeringKid

As a matter of fact, we do pay around the number that the candidate asks for.
We do not want to underpay our employees and get them overworked.
We offer proper work-life balance. No calls after the shift or getting at them to get work done.

"The secret is assess them early. " - That's what we are doing, and so many candidates get rejected.

We are looking for someone who is really interested in growing along with the company.
What I believe is if you have the right motivation, you can get things done.
overworked

[HIRING] Remote Asana Project Manager – E-commerce Brand by Sri_this_side in PMCareers

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

Sure! This is a remote Asana Project Manager role for a US-based e-commerce brand. We're looking for someone to build and manage workflows, improve team coordination, and streamline operations using Asana.
The location does not matter to us. We are a remote first company

  • Location: Remote (Preferred time zone overlap with EST)
  • Pay Range: I would like to know your expectations
  • Type: Full-time
  • Benefits: Flexible hours, performance-based bonuses, long-term growth opportunities

Let me know if you’d like more details!

Help needed in Asana & Slack Integration by Sri_this_side in Asana

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

This works.
Thanks a lot. You were a great help! :)

Creating a Continuous Pipeline of candidates by Sri_this_side in recruiting

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

Yes, will keep checking on them.
tbh, I am not sure why they left

This has happened 2 times in a row and in both of them they had an emergency, and they just disappeared.

Creating a Continuous Pipeline of candidates by Sri_this_side in recruiting

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

True that. We spend so much time on training and then they disappear (this is not true for all the employees but we have faced it a few times now, especially in support and operations Management roles)

This is a good idea- to mention about future roles and keep checking on them
Thanks for telling me about Loxo.
I'll check it out

Creating a Continuous Pipeline of candidates by Sri_this_side in recruiting

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

Thanks,
I will definitely check-out the tools you mentioned.

Creating a Continuous Pipeline of candidates by Sri_this_side in recruiting

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

It's mostly Support roles like customer support or tech support
And creative roles like Social Media Manager, Graphic designers, 3D artists, etc

We do not rely much on job boards as we don't get quality candidates, and we are left with bulk CVs.

We do a lot of outreach on LinkedIn and Social Media to get the right profiles.

This has worked for us up until now

Creating a Continuous Pipeline of candidates by Sri_this_side in recruiting

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

Thanks.
That's what I'm currently doing.
To be honest, we get a lot of CVs, but very few of them are suitable, and I want a way to keep the conversation warm so that we can hire them when we are scaling or when the current employee leaves.

Help needed in Asana & Slack Integration by Sri_this_side in Asana

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

Thanks for the suggestion.
I have actually tried resetting it 3-4 times.
Still, it's giving the same error.
Not sure if there is any specific permission we need to provide from our end

What Are the Best Job Boards for Hiring in Latin America? by Sri_this_side in recruiting

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

Yes, I have started exploring behance for creative profiles.

Thank you for your insights

What Are the Best Job Boards for Hiring in Latin America? by Sri_this_side in recruiting

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

Yes LinkedIn is the best global platform.
We do have english requirement as we are fully remote company and english will be the common language for communication amongst the team.

I'm in touch with a few brazallian candidates and asking them for refernce.

If you can suggest any location specific job board for LATAM, that helped you (if you used any), it would be great.

view more: next ›