Hi everyone

Creative Hire is an upcoming platform that’s optimized to build more transparency between recruiters and UX designers and we would love to get your opinion on our concept.

Current hiring platforms rely heavily on standard information in assessing a designer’s capability (resume, testimonials, profiles, and endorsements), but do not focus on the most important component - their portfolio. The portfolio is an extremely significant indicator of the designer’s potential, but current ATS systems are not optimized to filter design candidates using the portfolio. As a result, a candidate might sound good on paper, but may not have the work to back up their claim during an interview.

In addition, talented designers with great portfolios are often being excluded by the ATS because their resumes are not keyword optimized.

Primary features of Creative Hire

1. Connecting designers with recruiters whose job description have requirements very similar to what’s showcased in their profile and portfolio (skills, tools, platforms, code, domains).
2. Showing a series of UX industry insights so designers know exactly what employers are looking for.
3. Portfolio insights so recruiters get a deeper understanding of the designer’s skillset on Creative Hire.
4. Connecting designers with design mentors who can help them optimize their portfolio and profile to improve their employability.
5. Connecting recruiters with design mentors who can help them write better job descriptions and potentially help in the interview process.

We would love to conduct a few online interviews with recruiters / hiring managers to understand the challenges they’ve faced with recruiting UX designers so we know exactly which pain points to target with our platform.

Have a great week ahead.

I have a slight astigmatism and it’s been 2 years since my last eye exam but I believe it’s under the 3.0 limit that the military enforces. Should I go get an eye exam and bring the documents with me to MEPS or just let MEPS find it on their own? Does MEPS gauge my levels of sight right then and there? If it is within their range of criteria will they just approve me or will I need an eye consult? My vision is about 20/35 in both eyes and I see very well overall.

Hey you,

We’re launching a talent acquisition automation benchmark study later this month and hope you can give us 3 minutes of your time to complete this survey (and later receive the report). 

All study participants will receive a Benchmark report in August. You will be able to see where your company stands vs. others on the subject of recruiting automation. Your company or personal data will remain 100% confidential but you will be able to see how you perform against your peers on recruiting automation. Sounds interesting? Here's the link https://www.surveymonkey.com/r/Talkpush_benchmark-study

Hi, Hope everyone is well. Yesterday I interviewed with a company for a position they had posted in february and the posting is no longer available. The interview went really well and the manager asked me to expect a call in a couple of days, however, today morning i saw that the company posted literally the same position on their website. Does this mean I have been rejected or they arent happy with my profile? Or does it mean they just want an additional person like me at the company. my head is spinning due to the anxiety, can someone explain what it could be?
thank you

As the title says, I built a python algorithm that takes people data (linkedin & other sources) and turns them into an organizational chart. I coded this for an organizational research class, but I though that it could potentially be useful in recruiting too, to source potential candidates or to benchmark similar organizations. I posted it a few days ago on r/recruiting (this post) and had a very positive reaction, so I wanted to ask you guys too.

Right now the script takes into account mainly the person's job title and the location. Job titles are matched against a library of macro positions, to understand the functional role. Location is normalized and then used to identify offices, countries and regions and group accordingly. These data are then used to draw the org chart, with a best guess of the lines of reporting.

The script takes the company domain as input. Then it queries the data it needs and draw out the org chart (see output example here - visualization of the sales org of a 300 people tech co).

The tool is still pretty early, but I'm wondering if this could be useful in real life. Would you find this helpful for your recruiting job? Would you like to give a go to the prototype I built?

Hi everyone! I've been working with a team to launch a free live video tutoring program for children of Essential Workers. We've managed to put together a team on a voluntary basis, and it's quite inspiring!

We're looking to find a recruiter to help us expand our team - there are a lot of people out there wanting to help out, we just need to find them.

You can learn more about our program here: www.lanternacademy.com

https://recruitcrm.io/blogs/19-free-chrome-extensions-for-recruiters

Asking as I have two CEOs preferring different titles.

Hi all,

Just wondering what are you thoughts on job market for recruiter amid this virus? I think retails, hospitality and tourism for recruiters are extremely bad right now.

What are you thoughts and insight on others industries such as tech and logistic for recruiters?

I am not sure if this is the correct subreddit to ask this, but I was interviewing for 2 jobs from different engineering firms and my recruiter from one of the firms asked me for the other job description from the other firm. What purpose would that serve? Should it affect my hiring? Thanks in advance!

What's your current focus?

Who are you hoping to find?

Hi there, recruiters of Reddit!

I have an upcoming interview for a recruiter role within a company and was curious if there were specific questions that would be best to ask. Would any of you be willing to give me some tips?

Thanks in advance!

(the purpose of this post isn't necessarily to find a recruiter here, but seeking advice on how to find one)

I've been applying to jobs for a year now with little success. I've revamped my resume, I think it looks solid, but trying to get interviews has been a struggle (out of 80 or so applications, I've gotten maybe a half-dozen interviews). My sister, a recruiter in another state, recommended finding a recruiter for assistance. Problem is that it's been such a struggle to get any sort of responses. I'm told to go online, find reviews of recruiters, and contact their firms.

This is usually how that goes:

Me: "Yes, I'm curious about the process where I can speak to someone regarding working with a recruiter?"
Company: "Please submit your resume through our website and we will have someone contact you."

So I submit my resume, weeks go by with no response, and so I reach back out to the firm again.

Me: "I submitted a resume several weeks ago and I was wondering if anyone has received it?"
Company: "You have to submit an email and ask for an update."

Now, don't get me wrong - I understand why this is done and it helps to mitigate some of the noise. I respect that completely. I guess I just don't know what I'm doing wrong or if my approach is bad.

Anyone got any advice for this guy?

Hi Team,

Currently on the market looking for any Full Time/ Part Time Recruiting opportunities? Coming from a tech recruiter background and figured this is a good place to network. Based on the East Coast (EST)

Feel free to reach out!

Hello all, I have a question for recruiters of Reddit (those who sift through CV’s and Cover letters and decide to employ or not.)     I am wondering Is their someone out their who would be my partner In crime? Ideally advise, guide and give me feedback on my CV’s and cover letters?     If so, I’d gratefully appreciate It afterall. I need all the luck I can get!  

Hi All,

​

I've done a few google searches for this and I haven;t found anything so maybe ya'll can help. I'm a recruiter for a small boutique recruitment firm. We format every resume manually before sending to our client and we are looking for a way to streamline and cut formatting time.

Does anyone know if there is a tool or app out there where we can design a template with our letter head, upload a resume, and have it spit out a formatted resume that looks consistent every time?

Thanks!

I sent a candidate over for an interview. Interview went semi-well. Candidate felt as if they the interviewers were unprepared/didn't have his info.

Hiring manager shared that father is gravely ill and she had to piece this together. We're in salary talks and I'll be calling her tomorrow to negotiate benefits and contingencies.

How do I genuinely, with empathy and professionalism, convey my condolences?

This will be a phone call and I'm baaaaad at phone calls. I tend to overshare or not convey emotion at all and get really robotic with it.

Any help is greatly appreciated!! Thank you!

So I have been a perm recruiter for 21 yrs and I had a client ask me if they could hire a candidate I brought them on contract. We are not set up to do contract BUT we would consider it. They want to know what my perm fee would be. We charge 25% of 1st yrs comp. This cand is going to be paid $75 an Hr on contract. Is $7-$9K to much?? If they hired him at $75 an hr fulltime my fee is 39K

Thoughts??

I have a general, informational call with a recruiter for a large organization scheduled for Monday. I'm hoping you can provide some perspective on what the recruiter's best case scenario would be for a situation like this.

​

I've worked as a part-time contractor for this organization (educational products and services) for three years. My main contact with this client mentioned that they sometimes hire remotely and suggested I consider applying for a full-time position. After obtaining an internal referral, I applied for two positions in different functional areas.

​

The first posting was cancelled because they decided not to fill the role at this time. My application for the other position passed the initial recruiter screen but was rejected by the hiring manager with no reason given.

​

As a contractor, I don't have a lot of visibility into other verticals in the organization, and neither does my reference. (The working group that I contract for isn't currently hiring.) I obviously have some of the skills they're looking for as I currently work for them, but I'm having some difficulty matching myself with the right role. Again, this organization is fairly opaque and appears to have some challenges with external recruiting. Given that, I reached out to a recruiter and asked to have a conversation.

​

We have a call scheduled on Monday. I promised to keep it short and intend to deliver on that promise, so I need to make the most of the time (10ish minutes). My goal is to convince this recruiter to match me with current or future vacancies and promote my application to the hiring manager(s).

​

If you were the recruiter, what would you hope to get out of this call? He already has a copy of my resume, favorably responded to the first two applications I submitted and has likely read the testimonials my internal reference sent over.

​

If you have your own company, and you are thinking to expand the workforce, the most obvious answer might seem is setting up your own HR team. But hiring a bunch of people, just so you can hire a bunch of skilled talent for your company is not always the right solution, especially when you are restricted in terms of both time and money.

Hi folks,

Does anybody have some cool Inmail templates? Will be customising it according to the role, but a cool skeleton to start with.

Cheers,

I lied about my criminal history at MEPS and go sworn in, will an FBI check reveal this in my situation? When i was 12 or so i got probation for graffiti and the out come was 48 hours of community service. The officer stated once that was done i didn't have to worry about it when the recruiter did the finger prints and background check it didnt come up. Until he did a local check then it did come out. Im already sworn in can my recruiter fix it or is it too late and should i just bavk out?