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Thoughts on Bounty Jobs?
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Has anyone looked into and/or used Bounty Jobs? If so I am looking to get some feedback from other recruiters. I am trying it out now and am not impressed with it initially, feedback is slow and rare. I have solid candidates in who have been there for several weeks, some have been viewed and some have not.
Initially I am not impressed and did not see what I was hoping for and has been mainly a waste of time and effort but did not want to jump ship if others have had better experiences.
Jason
Initially I am not impressed and did not see what I was hoping for and has been mainly a waste of time and effort but did not want to jump ship if others have had better experiences.
Jason
Replies to This Discussion
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Permalink Reply by Rami Madi on -
I agree with what Darren said, I don't think that contingency recruiting is a good business model on the internet without any direct relationship with the employer. How can I make sure that employers are not using BJ as a sourcing tool and I am not paid for my efforts. The only thing I can do is to submit candidates and pray for a placement to get paid.
I talked about this earlier and how there should be a marketplace where recruiters can exchange candidates’ information and get paid for their efforts. Since then I started with a group of people a new company to develop a new website (www.ReferYes.com), we will launch in private beta in January for a limited number of beta accounts available for selected users. I appreciate if recruiters will register to send us their feedback to enhance this business model. Our website will be a good tool to source qualified candidates or to refer people and get paid immediately. The main concept is that recruiters can build professional networks where recruiters in each network will help each other to fill jobs and share profits.
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Permalink Reply by Rebecca Zatarain on -
Jason , I have used Bounty jobs from both sides, both posting as an employer and presenting candidates as a recruiter. Overall I think it is a waste of time. Employers are not reactive to candidates the cycle is endless and employers not-responsive to requests or questions.
I would say that it does not hurt to present candidates if you have them , however do not spend time looking for the candidates, you have a better chance doing things the traditional way of getting the client diretly then working on the requirement.
Rebecca
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Permalink Reply by Scott Gordon on -
It's a site used for splits and I've got clients that use it specifically for vendor management. It might be a great tool but I've not heard of a ton of folks using it successfully.
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Permalink Reply by Linda Lassen on -
I have not had good experiences with Bounty. I found that there were so many recruiters working on the same positions that we were falling over each other. The companies were very slow to review the candidates and when they did I did not get enough feedback from them to help me focus my search better. I did try them about a year ago and then again recently and I found the same problems both times.
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Permalink Reply by Bennett Vivona on -
Bounty Jobs is an interesting concept and overall good on finding positions for niche candidates and information on companies open positions. Our firm has used the site but have had no success We have had interviews but no fills. We are using it and will continue to do so, but not as a main reliance on job orders to work since they are exposed to so many people. I think that Bounty Jobs has validity, but you must stay in touch with your candidates as you should always.
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Permalink Reply by Julia Stone on -
It is a difficult situation. I think Bounty Jobs has a service that alot of recruiters are seeking, which is that they hate to cold call for new clients. That being said, it makes the process very impersonal which can lead to the problems you have outlined above.
If Bounty Jobs can work with the Clients to establish a service level agreement for timely feedback, then I think everyone would benefit. So far, I don't think that they see this in the same light as we do.
I am a fan of Bounty Jobs, but I have had experiences much like yours so I am talking with them about what might be done to correct it.
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Permalink Reply by J Stedman, CPC on
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I am a certified personnel consultant (CPC) (headhunter) with over 15 years recruiting experience.
I first heard about BountyJobs in October of 2007 while I was in Baghdad, Iraq serving as a mobilized US Army Reserve officer assigned to Multi National Corps - Iraq (Task Force Troy) Camp Victory.
I placed a telephone call from my work station at the Al Faw Palace to learn more about BountyJobs and what I needed to do to become a registered recruiter.
From that first call to this day I have found everyone at BountyJobs to be an absolute delight to work with.
I've made a couple of placements and had a candidate turn down an offer. My placements and turn down are not important. What is important is the level of respect, dignity and professional I receive from everyone I encounter at BountyJobs.
It is my humble assessment BountyJobs in their own unique way, aspires to greatness. I am confident everyone at BountyJobs really wants everyone associated with the organization to succeed. For both Employer and Headhunter it is truly a win-win situation.
In closing, the leadership of the company is extremely competent. They combine education, experience and skills that send a message to the recruiting industry that they really know what they are doing.
BountyJobs is doing it very well. I salute them. I only wish I would have thought of it.
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Permalink Reply by Bill on -
I tried bounty jobs a few months ago and found it very bad for recruiters. Just say NO to Bounty Jobs.
If you read their contract agreement very carefully, you will find they protect everyone but the Recruiters they solicit.. they also do not even adhere to their own policies when the policies have been violated. . I put them to the test and right off the bat, found many flaws in their processes. found many ways to crook the recruiter. They were NOT at all willing to listen to my complaints or suggestions in an effort to improve things for Recruiters. Nor do they have any real experience as Recruiters - Go with www.recruitalliance.com - they are much more with it. Lou Volpe is the CEO - good guy - listens to his customers. Also try www.fillstaff.com ....
Cheers - Fill Staff Bill
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Permalink Reply by Tanner on -
BountyJobs… a “so-so” frontier of recruiting.
We've tried BountyJobs from the company side. They offer a unique approach to talent sourcing for both companies and recruiters. I love unique ideas that add value to the recruiting process, but beyond the unique factor, BountyJobs falls short. It’s another layer of stuff you have to do to get so-so results. The recruiters I saw on the site were slow to respond and the resumes received are off target and of poor quality. "Left-overs" from a similar searches. I’ve heard from close recruiting sources that some companies don’t respond to the recruiters they engage, letting resumes go unanswered. I could see that pushing the better recruiters away for the wasted time.
I know they’ve had enormous turnover in their sales team and are presently re-inventing themselves. No word if they are addressing the poor quality issue. The story is their CEO is a young finance whiz with no human resource or recruiting experience and struggling to build a management team. They have thought up some good technology, but not much more.
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Permalink Reply by Marty on
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I was just introduced to this service. This is just another way to dip into a recruiters pockets for doing little, if no, work. Taking 25% of a fee for what they are providing is an absolute joke. As an industry, it should be boycotted. If no one signs up, then they will fail. An recruiter who is halfway decent at doing their job should not need this at all. It's all about managing and creating relationships, not submitting some CV/Resume through a middleman so they can take a huge percentage for posting a job.
This undervalues our service and is detrimental to effective recruiting practices. I could go on and on about how bad this service is and how recruiters who succomb to this are only hurting themselves and the industry.
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Permalink Reply by Sal Petrara, CPC on -
Hi Jason;
I started a discussion some mos back re: Bountyjobs...
bounty is basically a free ATS/VMS for companies....
This aspect no doubt lures companies to bounty, however for experienced recruiters it does impede our ability to be pro-active and time sensitive pertaining to search.
Look at it as a place where you sling mud on the wall and then see what sticks...
For us it is evil although I can see where an HR dept can find value especially when there is no real recruiting talent or technology in place to facilitate such processes....
Good luck out there!
Salcpc
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Permalink Reply by Diana Luger on
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Jason, run as fast as you can. Do not pass go. Do not collect $200!
Okay, now that I have that out of my system....
When Bounty first started out, they made you agree to a statement along the lines of, "I have spoken with the candidate and they have agreed to be submitted."
When I encountered a couple of situations in which some Recruiters had submitted candidates without talking to them first, that statement changed to something like, "I have CONTACTED the candidate." Bounty considers an e-mail a method of contact.
The Recruiters didn't actually have to screen the candidate, they just had to let them know they were being submitted. It is not wonder that Hiring Managers don't respond.
And, they don't. You will go weeks with no word. Or, as happened to me, a woman from Colgate said she wanted to do a phone interview with my candidate. I set it up and notified her.
She didn't respond. She didn't call the candidate.
The whole scenario happened again a second time.
She then notified me that they weren't interested in the candidate.
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In order to be fair, Bounty needs to limit the number of Recruiters who work on a position. To my knowledge, they still do not.
I have seen upwards of 25 Recruiters working on one req. I wonder how many Hiring Managers would bother to go to work if they had a 4% chance of getting paid that day.
The splits-board model could work. It would be difficult. You would have to limit the number of Recruiters working on a project to 3-4. You would have to, somehow, limit the Recruiters to only good quality Recruiters. I don't know how that could be done.
Diana Luger
President
CIS
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