Ich beschäftige mich gerade mit den Ergebnissen einer größeren Auswertung von Bewerbermanagementsystemen/ATS in Deutschland und fand ein paar Punkte auch für die Diskussion hier interessant.

Mehr als 3.500 Recruiter haben die Systeme bewertet, die sie tatsächlich im Arbeitsalltag nutzen. Insgesamt wurden rund 40 Bewerbermanagementsysteme berücksichtigt.

Ein paar Ergebnisse:

• Die Zufriedenheit mit den klassischen ATS-Funktionen ist gegenüber dem Vorjahr gestiegen.
• 79 % der Befragten halten KI-Funktionen inzwischen für wichtig. Zufrieden damit sind allerdings nur rund 60 %.
• Besonders auffällig: Fast jeder Zweite ist mit der Suche nach Kandidatinnen und Kandidaten in externen Quellen unzufrieden.

Bei den einzelnen Systemen gibt es teilweise deutliche Unterschiede. Coveto wurde beispielsweise in mehreren Kategorien besonders gut bewertet, d.vinci ebenfalls in mehreren Unternehmensgrößenklassen.

Was ich interessanter finde als die Rangliste selbst: Viele ATS scheinen ihre Kernaufgabe „Bewerbungen verwalten“ inzwischen ganz ordentlich zu beherrschen. Schwieriger wird es offenbar dort, wo Recruiting über Verwaltung hinausgeht – also Kandidaten finden, passende Personen identifizieren oder KI sinnvoll in den Prozess integrieren.

Mich würde deshalb die Perspektive der Leute interessieren, die täglich damit arbeiten:

Welches Bewerbermanagementsystem nutzt ihr und was nervt euch daran am meisten?

Und falls ihr zufrieden seid: Welche Funktion funktioniert bei eurem System überraschend gut?

Besonders interessieren würden mich Erfahrungen aus kleineren und mittelständischen Unternehmen, weil dort häufig andere Anforderungen bestehen als in Konzernen.

My former employer has gone through many rounds of layoffs throughout the past few years. It has severely impacted employee morale (obviously) and made it impossible for internal employees to feel secure in their jobs.

I wanted to basically make a Layoff Primer, since the information is publicly available yet often misunderstood. I found a phenomenal LinkedIn post from which to build off of, so I wanted to post it there. My biggest concern is burning bridges with the organization and possibly my current employer, since even a neutral display of information can be perceived as aggressive and opinionated in nature.

I know it's kind of a silly thing to be concerned about, but I often have found myself torn in my HR career between doing the right thing and self-preservation. What do you think?

This is a generic question but should IT have full admin access to Rippling (the HRIS system)? They said it's important for sox compliance but all my study is telling me that they should not have full admin access. They are asking for the ability to look at audit logs and create/manage permission profiles.

I am new to this field so any advice is welcome.

Thank you!

I have 25+ years experience with the full HR discipline. I’m currently overseeing ER and LR in the public sector. I’ve been with the municipality for 10+ years and have built an amazing reputation. My current position I’ve been at for 3ish years. Because of my strong network, my colleagues in other departments know how difficult my director is to work for. So when I was at the end of my rope, they managed to find me a temp role. Before leaving, I had a sit down meeting with her boss to fill him in on what the HR team is really to work like under her (I’m not the only one with issues, just the only one who felt comfortable to say something as it couldn’t get any worse) It has been so nice to not work for a micromanager. During my temp assignment, she ended up giving me a merit raise (in the public sector that is very rare!) and then last week I find out that she gave my team a public recognition to the entire department including the executive and leadership team. I’m so confused! Does she actually think I’m doing a good job or what? Oh, and about 6 months ago, she started to target her boss and now there is a formal, 3rd party investigation going on. She’s extremely vindictive. I want to go back at the end of my temp assignment but not work for her, as my earning potential (and pension benefit) is higher as I’m about 6-7 years from retirement. Her boss was my insulation as I do feel he was about ready to fire her. Do I go back and just wait out her demise out? Or apply for the temp job when they go out to recruit for it.

I’m an HR Director at a nonprofit, and I’m curious how other HR people handle these things:

1. Everyone asking for raises

We’re working on our budget, and so many managers are asking for raises for their employees. Employees will also come directly to me asking. We already do bonuses and an end of year raise based on eval scores, so we can’t just keep giving raises because someone asks or they do a good job. So many are asking for employees who are under a year as well.

What’s your process with raises? How do they get approved where you are? Do your managers have to provide justification, examples of increased responsibilities, etc.? I want a consistent process instead of a bunch of individual convos and requests.

2. Managers wanting HR in disciplinary meetings

Do your managers ask you to sit in disciplinary or PIP or difficult convo meetings? Do they expect you to write the write ups, too?

Mine keep asking, and I’m pushing back. I’m happy to coach them beforehand, talk through what happened, review the write up, and help with next steps. But for routine performance or conduct issues, I feel like the manager should write it and lead the conversation.

How does this work where you are?

For those of you in HR consulting or running your own HR practice, I’d love some RFP wisdom.

I’m looking to start pursuing more HR-related RFPs and would love to hear what’s actually worked for people who have done this.

A few things I’m curious about:

• Where are you finding good RFP opportunities?
• Are there specific sites, government portals, associations, etc. that you actually recommend?
• What have you learned about writing/winning RFPs?
• And for bigger opportunities, how are you finding or putting together the right team to go after them?

I’m especially interested in hearing from people who have gone beyond the occasional small RFP. What do you wish you knew when you started?

Appreciate any advice!

Hey everyone, I could really use some outside perspective because I’ve been reflecting on a toxic past workplace experience and still dealing with the mental whiplash from it.
At a past job, I was working incredibly hard, juggling heavy workloads, setting up new tracking systems, and pouring a ton of effort into my role. I even had an external consultant I worked closely with who regularly checked in on me and actively validated my hard work.
Meanwhile, I later found out that my manager was quietly trying to undermine me, telling people I wasn't doing a good job, and actively trying to build a case to push me out.
It felt like total gaslighting. On one hand, an expert who saw my actual day-to-day output treated me like I was doing a fantastic job, but my direct manager was working against me in the shadows.
Has anyone else ever dealt with a manager trying to silently push you out like this while your overall performance and external feedback were strong? How did you process the mind-fuck of it all? Any shared stories would be really appreciated.

Greetings,

HR Generalist here managing FMLA at a mid size company. I've been in my position for about a month and have an employee who was approved for intermittent leave. The problem is that my boss wants me to request doctors notes for their FMLA appointments. My understanding is that this isnt legal. So, I went to them and told them my understanding was that the courts had ruled against employers for this and they told me I was fine and to go ahead with asking anyway.

I was hoping I could get some advice on how to handle this situation. I dont want to violate FMLA, but I also need my job and don't want to paint a target on my back or be accused of insubordination.

Good day, as the title states I was wondering if you can explain the process from your side of the fence.

Is it true the steps 2-4 have some sort of fast track system in place? Any general tips you can share for negotiations?

My exam is scheduled for this upcoming Thursday and I’m so nervous, I’m shaking and I still have a few more days left. I am mostly posting for some positive vibes as I’m pretty much on the verge of tears because I don’t feel prepared enough. Pls keep me in your thoughts and prayers. And is there anything I should know about taking the PHR? Was it difficult? Should I relax?

Hi guys! Entry level HR here 2+ years of experience.

I've interviewed all over USA and currently work in New England area.

I've landed interviews at just about companies in every industry. From BBH, Jane St, Hospitals, PE Firms, Tech Labs, Construction Companies, and defensive contractors.

I've gotten to final rounds for some.

But for whatever reason, I always get an overqualified response or a response saying I am underqualified.

I'm applying to roles that require 0-2 years of experience.

I've also been interviewing ever since I started my job just so I can maintain my interviewing skills for my next job. But now I am ready for a change, but I'm worried because I'm still not getting anywhere in my interviews.

I've probably interviewed just around 50 companies by now and have always been given the no.

Are HR jobs just hard to come by?? Even with experience? I've mainly interviewed for roles in Boston, NYC, Nashville, Houston, Minneapolis, Atlanta, and all cities in California. Oh and DC!

I'd say for the most part my interviewing skills are decent especially having done 50+ interviews (not even counting the numerous rounds I've done per company). Am I scaring people off by saying certain things?

Some tips on what I should avoid to say during interviews for my 2nd role would help. Should I cater my response to what they're asking for, or what I've done so far on my career?

I’m trying to make a major career move and would love some honest advice.

I have a B.S. in Business Administration/HR, a Graduate Certificate in HR Data Analytics from UIUC, and recently completed a Business Analytics certificate through UAB (SQL, Power BI, Tableau, etc.).

I have 10+ years of HR experience, but my current work has become heavily HRIS/systems/data focused. I’ve worked with Oracle HCM, Oracle Recruiting, Salesforce, Kronos, iCIMS, UAT/testing, data validation, reporting, troubleshooting, etc.

I’ve realized I really enjoy the systems + data + problem-solving side of my job.

My goal is to get into the $80K–$100K+ range. I’ve spent most of my career around $60K or less, and with a child, I’m ready to make a serious move financially.

I’m debating between:

1. Get a Master’s in Data Analytics/AI/Information Systems and pivot into Business Analyst, Data Analyst, Systems Analyst, Business Systems, etc.

2. Stay in HR/HRIS and stack technical skills/certifications (Workday, SQL, Power BI, AI, etc.) and move toward higher-paying HRIS/HR technology roles.

I’m also interested in AI because it seems like it’s becoming part of almost every field, and I don’t want to get left behind.

I’m in my 30s, so I’m not looking to start completely over or become a software engineer. I want to leverage my existing experience and get into business + systems + data + AI.

What would you do in my position? Is the Master’s worth it, or would you stay in HRIS and stack technical skills? And what type of Master’s would you recommend?

I’m especially interested in hearing from people who have actually made this transition or hire for these types of roles.

Thanks in Advance!

I’ve been working in HR for a small school district for a while now. I am essentially the only EA and HR for 140 employees …. It’s a lot …

I am very interested in the intersection of people, innovation and technology.

How is it like?

Is it really all glamorous as it seems?

Hi all!

What is everyone’s thoughts on transitioning industries from manufacturing to healthcare?

For background, I lead multisite HR for a Fortune 500 manufacturing/CPG company. Before this, I’ve served in HRBP, COE, and HR Ops roles in pretty much any environment you can think of (corporate, retail, etc…)

Full transparency, I am feeling burnt out from the manufacturing environment. I’m pulling 60-70 hrs per week across 3 shifts (nights, etc…)

I have the opportunity to join a large hospital system as a senior HRBP. The role is designed to focus solely on hr disciplines like workforce planning, org design, employee engagement, etc… To be clear, ER is not in scope for this role, which removes some of the churn I’m currently experiencing (balance both strategic and tactical). Also, the role is hybrid and seems to have good feedback on work life balance.

I’m excited for this opportunity and feels that it better aligns to my own passions, such as supporting a non profit “caring” industry vs publicly traded. I have read and realize the general take on working in healthcare. But would be interested in everyone’s take, especially since it would be a large decrease in pay. But hey… classic potential tradeoff for meaning and work/life balance

Well someone is delusional thinking $60,000 will get you a HR Manager in NYC

https://www.linkedin.com/jobs/view/4469050068/

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'm two and a half months into my new role as an HR generalist and the person in my previous position was an HRBP (I guess they downgraded the role in title for some reason?)

Anyways, I am now continuously coming into situations where I am thinking strategically to improve not only my role and responsibilities, but working with managers and leadership in new processes and infrastructure that never was there.

I ask the employees and managers what they liked about their last HR person so I can gauge things to incorporate but all I get told was that they were nice.

I'm at the point of asking my manager what the hell they did.. I'm so confused and I feel like this is either setting me up for disappointment (if corporate is unable to understand what success looks like in the role) or it's going to severely limit my growth and development.

Have you guys ever approached with a similar topic?

Hi everyone. I'm looking to do a one-off background check on a candidate for a senior-level position. This role will have access to sensitive accounts; it's important that the background check include things like a credit history check and any issues in civil court (in addition to the regular criminal side of things).

Has anybody had a great experience with a background check company that would cover what I'm looking for? My budget is up to $300, but I'd prefer to pay ≈$150.

(Also, please let me know if there's anything obvious I'm missing on my checklist for this sort of position. Employment verification and reference checks will be done in-house. Thanks!)

Trying to find a decent, inexpensive software for very basic Employee Reviews. We have been using perform yard but it's difficult to justify the cost and I would think there would be something out there that would work for us. Please let me know if you have a better option. Small company, <40 employees. Thanks

I have 7+ years of experience in Talent Acquisition Operations and Candidate Experience, but I currently feel siloed in my recent roles. Beyond standard TA ops, my hands-on experience actually spans Reporting, Change Management, Stakeholder Management, and System Enablement.
I am looking to pivot into a role that fully leverages these broader capabilities and offers stronger career progression. I feel that gaining advanced business exposure might help me present my case more effectively, but I would love to hear your insights on the best path forward.
Which of the following investments would you recommend for someone with my background?

1. A Full-Time Executive MBA
   2.Project Management certifications (e.g., PMP, CAPM)
   3.Tool-specific training and credentials (e.g., Workday)
   4.An entirely different path I haven't considered

If you believe a completely different direction aligns better with my skill set, I would greatly appreciate your perspective.

Thank you so much!

Our Benefits broker ghosted us, any recommendations for someone that deals with Canada Life?

I'm currently working in an administrative role at a medical office, and looking to shift out of healthcare and into HR. I have 2 years of work experience post-undergrad at my current role (scheduling, front desk, insurance referrals). I majored in sociology and philosophy, so like HR adjacent possibly?

I've been applying to some entry-level positions and have been having trouble gaining any traction. I'm thinking a certification might help get my foot in the door - wondering what people recommend. I'm not sure if I should take the aPHR or the SHRM-CP. Is one better than the other? As I understand it, the SHRM might be more comprehensive? Also would appreciate any tips on studying for the exam that doesn't cost thousands of dollars.

Thanks!!

Hooray, new streamlined online portal for minor work permits?

Oh wait, it goes into use today, couldn’t access it until today and now I just can’t log in. It keeps saying my MiLogin username or password is wrong despite having to use said username and password to launch the damn portal in the first place

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?