In its mission to democratize the recruitment industry, Australian start-up RecruitLoop has just closed a $500,000 seed round to establish its hiring marketplace in the United States.
Paul Slezak says he is not killing the recruitment industry. It was already dying and he's resuscitating it. He is one of the four founders of RecruitLoop – an online hiring marketplace claiming to cut traditional recruitment costs by 80 per cent to 90 per cent.
Having shaken up the world of bricks-and-mortar retailing, technology entrepreneurs are using cut-price, online offerings to disrupt pricey professional services such as law and recruitment.
The cloud computing mantra of 'pay for what you use' is creating new opportunities in the traditional recruitment business model. This buy-on-demand model has not only enabled innovation for HR professionals but also freelancers and customers... (A RecruitLoop recruiter) recently placed a $150,000 role for a project fee less than $1,000, which was 30 times cheaper than using a traditional recruiter.
RecruitLoop, an Australian startup recently launched in the U.S., released an infographic about social media recruitment and the organizations that do it best.
RecruitLoop essentially makes every step of the hiring process up to the first in-person interview itself an absolute breeze... The company is doing something pretty unique – RecruitLoop's closest competitor isn't all that close.
Have you ever been caught off guard by a surly employee in an exit interview? Or have you been unable to extract any helpful information because the person got stuck on the first question and wouldn't stop talking about it? Beginning an exit interview is like a box of chocolates; you never know what sort of employee you’re gonna get.
As an employer looking to hire somebody new into your business, in order to determine whether a candidate will excel in a particular role, you should define your expectations of their success in the role before you start the recruitment process.
You can be scoring a failing hiring grade and still do just enough to fill positions. It just takes a lot longer to fill them, and you’re probably missing the best candidates. If you’re really failing, your hires probably aren’t working out very well, either.
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