So I have to ask, what are these new and fresh ideas? What do you provide independent recruiters besides training and "back office stuff" ?
"My goals, in what I am trying to accomplish, are only to help recruiters be as successful as possible, while working with our team.... This said... the more successful my recruiters are, the more successful I am, but the more successful they are, too. It's a cycle... This world is too big to worry about the small problems in life.
Here is my gig..... I have put together a new elite virtual firm for independents to work as a group and get the support of a true firm and other recruiters. I handle all back office stuff, provide training, support and whatever else it takes for us to succeed. We are new, but with new/fresh ideas. Let's face it, in today's economy, we recruiters need to change with the times. I've put together a unique firm that understands this. I am very open to ideas, suggestions, comments, etc. So, please check us out......"
BountJobs cheats recruiters out of money, candidates and time. It is an awful process which does not work to the benefit of anyone but BountyJobs. They clients feel cheated because they are getting a lot of junk to weed through- should just post on Monsterboard. The recruiters are wasting their time because they tried to get paid and usually do not happen and they wasted time and resources.
I made a placement with a company and can not seem to get paid because the client is saying that they spoke with candidates 8, no 7 no 6 no 4 months ago trying to wiggle out the agreement. The client called me to work a deal on the side but being ethical I said no.
It appears now that BountyJobs cut their own deal without me. I am not getting paid. So I guess again BountyJobs wins. I would say do not use them, do not suggest them and do not send candidates. I hope everyone knows that they are calling the candidates as well after a few months. So in a nutshell they are building their own database of viable candidates.
Ask a simple question and every vendor in the world chimes in with "Mine is better! Mine is better! Try me! Try me!" If you want to make a statement, give Jason Davis some money and buy a freakin' ad!
Back to BountyJobs... I've read these BountyJobs threads for some time now and always debated whether to chime in with what I know or just let it all lie. I was going to continue to sit on the sidelines and let it all flow by until Erica wrote that this didn't make it to her radar.
Erica, what's curious is that with all the hub-bub on RBC about BountyJobs, your input into these discussions has been very minimal (and one chat, if I recall). With a community of 16,000 members - and several who have signed up with BountyJobs - I find it odd that these discussions never made it to your radar screen. Truly odd.
For the record, I helped the original team get started, offering up my contacts for corporate recruiting leaders as well as external recruiters. I was bullish on the concept and thought it had several novel elements that would allow it to stick in our industry. This was back in January 2007.
I have some options but I don't remember how many or their valuation; frankly, it would be great if something comes from it but if it doesn't I'll still sleep well at night. Personally, I really like Jeremy, Ron and Jerry (and Dianne is the real brain of the operation) but the marriage didn't work out for me. It's not a big deal.
Still, there are significant issues with the concept - and the grandiose claims as to its impact on the recruiting landscape - that need to be addressed and not by someone who "...would love to work with whoever wants to get on BountyJobs or just discuss the general implications to a site like Bounty on the recruiting industry." Erica, the fact is that you have less than three years in the business, practically all of it in sourcing alone...if you're going to talk about implications, I'd rather it be from experience and not from a marketing speech handed down from above.
Jeremy, as CEO, it's time to be honest and not glossy. Openly address the issues that plague BountyJobs and engage the community to fix them - it really is this simple. Get back to basics and then get back to business.
Attack? How about reality...RBC is a major part of the recruiting community and it is untenable that someone from BountyJobs would not be aware that there was another post questioning BountyJobs' effectiveness. If Jeremy wants to reach out to me, I'll be certain to take the call; if you get VM, please leave a message - unlike the call from 10 days ago.
There are significant issues with the BountyJobs model; why wouldn't you or someone from the company want to reach out to the community and find ways to make a good idea better?
As the founder of RecruitAlliance I think I can address several of the issues expressed on this blog. RecruitAlliance was founded by recruiters and all of our employees with the exception of our developers are ex-recruiters. This is important since we understand how difficult the business is and we believe a network such as RecruitAlliance has to be a Win/Win for both the employers AND recruiters. As a recruiter you don't need another partner. That is why over $100+ Million in fees have been paid to recruiters on RecruitAlliance since our founding and NOT ONE dollar of those fees is taken by RecruitAlliance. Recruiters on our website bill the employer directly and get paid directly and more importantly YOU KEEP 100% of the fee. We also do not encourage low fees on our site and discourage any employer from posting low fees. We tell prospective members that RecruitAlliance will not and should not replace your own marketing efforts but are simply another means to leverage your business. Additionally we are a split network for recruiters and you set your own fee and split 50/50 with the other agency. All jobs posted on RecruitAlliance by the employers are posted by the employer and are REAL JOBS.
Now let me address some of the concerns agency recruiters have. One issue that is paramount in the recruiting business and will always be an issue whether working with a client via RecruitAlliance or on your own is speed of response from the employer. Unfortunately this problem has no easy solution. Each of us has worked with clients directly who have tested our patience and many of us have walked away from some of these clients because of their lack of urgency. There are numerous reasons why this happens but nevertheless it is extremely frustrating for the recruiter who is getting calls from his candidates regularly looking for an update. On RecruitAlliance we have in place a protocol for updating the employers as to the length of times referrals have been made and after a certain period of time has elapsed we contact the employer directly and insist they update the job and review referrals. Is it 100% successful, no but it does move the process along in many cases. Each of our job orders lists the real time stats on number of accepted/rejected candidates so you can make an informed decision on whether to even begin to search on a job as well as several other innovative tools. We have found that companies who respect the role of the agency recruiter in the recruiting process are our best clients and attempt to provide timely feedback. Those who feel recruiters are a necessary evil generally do not last long on RecruitAlliance and we make a concerted effort to insure the employers meet the recruiters half way. We are evolving and with great feedback from our recruiter members and employers we continually strive to enhance our product with new features. Sites like RecruitAlliance will never replace your own efforts but our goal is to be able to contribute to your success. Feel free to call me directly if you would like additional information and also remember that if you have a client who is using a site that takes a portion of your fee then by all means send them to RecruitAlliance where you keep 100% of your fee.
email@example.com or 772.781.1844