r/recruiting

Curious if anyone here has tried letting an AI browser agent help with LinkedIn sourcing. I'm thinking of things like having Claude go through search results and summarise which profiles match a spec.

I know the LinkedIn ToS technically bans browser extensions that automate stuff, but I'm wondering how it plays out in real life. Has anyone had their account or Recruiter seat restricted because of it? Or is it fine as long as you keep the volume low and do the clicking yourself?

We're running on a fairly big Recruiter licence, so losing access would hurt a lot and we'd rather not be the ones to find out the hard way.

I have some new roles open and the first thing I normally do is to check candidate profiles who previously applied to similar roles with us e.g for a project engineering job you will find a lot process engineers applying.

I have been through over 200 previous applicants profiles on Linkedin and they all have new jobs. These candidates apply to us in the last 3 months and they all started a new job in the last 3 months, the exception is new grads. It is bizarre.

everyone keeps saying hiring is hesitant or broken right now, so i pulled every finance and accounting ad in boston for the last ten days to see what the numbers actually say...

1,039 total ads

first thing the agency noise is crazy but veery specific.. 39% of senior accountant ads are posted by agencies so not the employers thenmselves.. but if you look at tax it drops to 10%!

second thing which is the crazy part for internal TA, out of 421 direct employer ads that stayed live the whole 10 days a whole 53 had to be redated or reposted

thats 1 in 8 internal teams mostly failing to fill a standard role and having to bump the post

with the market supposedly flooded with candidates, why are 1 in 8 roles sitting empty and getting recycled? are hiring managers just paralyzed trying to find a unicorn or is the active talent pool really so bad right now??

what are you guys actually seeing on your desks?

As the title states.

I work as a Director of Recruiting for a health tech company and our CEO is going full bore with AI across the board.

We've leveraged AI in our own team to help alleviate some of the administrative burden of our recruiters (Metaview, leveraging existing AI tooling within our ATS, etc) But now, he's wanting to leverage agentic AI across all teams and departments.

Curious as to what others have done/seen. Do you think it works? What have been some of the wins and challenges faced in implementation?

FWIW We did pilot an AI candidate assessment tool earlier this year but it was awful lol

Current ATS is Ashby

I screen SDRs and sales candidates for pipe generation and expansion type roles, my screen passers keep flopping in the hiring manager's first call and I can't figure out where the delta is coming from. I've tried a light objection role-play at the end of the screen but it feels forced and open-ended discovery questions get memorised answers. What's holding up on your side and what has misfired for you?

First post in here but curious some insight from others.

 

I works as the sole internal recruiter with a mid sized region General Contractor, currently I run about 20 postings at one time with a varying degree of priority to each. At this time my company is not interest in adding another recruiter which would lead to easier growth opportunities for myself (managing more junior recruiters). The current path I created with my leadership is resource and recruitment management. I work within our project staffing tools to help managers elect and determine team bandwidth which leads into new role procurement. I then fill those roles myself.

 

I wanted to see if anyone else has taken a similar career growth path in their organization and what sort of advice you would give to either expedite growth, or what are some areas that you would suggest staying away from as I expand my responsibilities? The problem I am having currently is bandwidth, last year I was responsible for 80 plus hires and towards the end of the year became much more involved in the creation of the companies approval process and resource management processes. This year has been much more resource planning but still on track to hire about 60 individuals along with being responsible for our overall recruitment process. To clarify we are using external firms for about 10% of hires.

 

Ultimately how I envision it working is eventually being a talent lead once the company grows enough to validate having a recruitment team and I would help seek approval or forecast future recruitment needs while tackling some of the roles myself and delegating the others out to other team members. Has anyone gone through a similar growth trajectory and seen it work in that direction or am I not trending in that direction with my current role?

 

Thanks

First time posting in here. I work for a staffing agency in Wisconsin, and we use Indeed, as well as our ATS systems for sourcing candidates with over 10k resumes in it from the past 10ish years. However, our candidate pool has been extremely dry - we are having very few inbound applicants (even fewer that are qualified, and most of them have already applied) and not receiving calls back from candidates we call/text. We have tried Indeed, ZipRecruiter, Facebook, posting flyers around town, referral bonuses, radio ads, billboards, etc.. The roles we are struggling to fill right now are:

• Construction
• General Labor (even entry level - no-one is calling us back or applying!)
• Skilled machine operators

My question is - are there any other resources (free) that we should be using to find candidates? Any job boards specific to these types of jobs that I'm missing out on? Any tips or tricks I should try for getting more inbound applicants?

A few things to note in WI:

• The unemployment rate is low
• the labor participation rate dropped by about 15%

Any pointers are appreciated. Thank you :)