Week of December 2nd, 2024
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Should RecOps Build In An ARA? by Jeremy Lyons
Eric Guidice’s post got me thinking about this more, and I’d be chatting with some folks in the space about a wild idea, so now seemed like the best time to put it out there. To most, AMA stands for Ask Me Anything. However, to doctors, AMA primarily stands for Against Medical Advice.
What does Against Medical Advice mean?
"Against medical advice" (AMA) is used in healthcare when patients leave the hospital before their doctor recommends discharge. This can pose risks for the patient, including:
Inadequately treated medical issues
Patients who leave AMA may have medical issues that aren't treated properly, which can lead to readmission.
Higher mortality risk
Patients who leave AMA have a higher mortality risk, especially within 28 days of discharge.
Some reasons why patients might leave AMA include:
Dissatisfaction with hospital services
Addiction or misuse of medications
Inability to pay hospital expenses
Psychiatric problems
Family problems
Lack of improvement in medical conditions
When a patient wants to leave AMA, healthcare professionals should assess their decision-making capability and document their conclusion. They should also ensure that the patient is not incompetent and should not allow them to sign out AMA.
Ok that’s medicine what does that have to do with RecOps and Recruiting?
Fair question—it looks super esoteric and shoehorned in. But hear me out a little bit here. The AMA label protects hospitals and healthcare providers from liability. How often have you looked at your data and noticed something odd, or looked at an SLA/process and noticed exceptions all over the place?
A bunch but why does that matter?
Because we see a similar situation play out in recruiting all the time when hiring managers or executives want to make “small” tweaks after a role is open. These small tweaks, while captured in the data, often go without an explanation or aren’t tracked officially so the context is lost. But worse than the context being lost, is that this also prevents TA from being viewed strategically.
How does it prevent TA from being viewed strategically?
Many in TA want to be viewed as more than just Recruiters but rather Talent Partners. Part of being a Talent Partner means providing guidance, usually acquired through years of experience. If that guidance is regularly ignored because there is no data, then being viewed as a strategic function is impossible.
Ok so how can RecOps help?
This is actually quite simple. Create a field or checkbox for the recruiters/TA partner to mark if they have provided advice to the HM but that advice is being disregarded. The key piece is that you must build a program and understand when to do it because it should be structured. For example, this button shouldn’t be marked if a HM didn’t like this candidate, but if the recruiter/TA partner did. The button should be marked though if during the intake, the HM wanted 8 steps even when the data the recruiter/TA partner shares shows it could be done in 4 and is adamantly ignoring the advice.
But what are your thoughts?
RecOps - The GPT
RecOps - Available in the OpenAI store and free to use.
Articles / Industry News
Articles/Graphics/Podcasts/Posts On Our Radar (sorted by type - Bolded denotes individuals)
Brian Ferguson’s Who Owns Hiring (article)
Greg Lewis’ The Boom in AI Literacy Skills: Who’s Learning What (article)
Johannes Sundlo’s Agentic AI is already old news: Why Generalist agents will transform HR (article)
Gem’s Email benchmarks for 2024: Here’s what you need to know (article)
SHRM’s Transforming Work: Gartner’s AI Predictions Through 2029 (article)
Matthias Schmeisser and Glenn Martin’s Escape the Echo Chamber Episode 2 with Siadhal Magos (podcast)
Hebba Youssef’s I Hate It Here Podcast Episode S6: E7: Recruiting, Relationships, and Resume Real Talk with Rhona Barnett-Pierce, Shannon Ogborn, Sean Page, and Brandon Jeffs (podcast)
Pillar’s Interviewing 2024 Wrapped (report)
candidate.fyi’s Making the business case for a Scheduling Tool with Nitin Moorjani (video)
Eli Onboarding’s Onboarding & the candidate experience webinar recap (video)
JobSync’s Is RecOps Only for Tech Companies? (video)
Tom Hacquoil (Pinpoint)’s Talent Talks - Episode 14 with Jeremy Lyons (video)
Product News (sorted alphabetically with type parenthesis)
Ashby (AiO) - New Feature - Permission Configuration with Confidential Roles
Cronofy (Scheduling) - Breakdown of Calendar Synic UI Element
Dover (ATS/Screening) - November Improvements: New analytics dashboard with cross-job metrics and custom reporting options, enhanced job overview page with interview funnel table, Searchable and sortable interview feedback forms, One-click keyboard shortcuts for reviewing applicants: Schedule [s] & Reject [r], One-click resume downloads in Applicant Review, Automated applicant rejection emails—toggle on to send rejection emails when you reject applicants, Streamlined Dover scheduling links, Automatically import phone numbers from resumes
Metaview (Interview Transcription) - Walkthrough of Metaview reporting
Recruiterflow (AiO) - Redesign of platform for more RecOps-focus
SmartRecruiters (ATS) - December Updates: New Report Builder Fields, Self-Scheduling improvements, limited release agency portal
Permanent Articles
Recruiting Operations: Dictionary & Resources
Job Search
Here is the list of previously listed jobs, which may or may not be available.
Additional Resource
ATS/Tool-Specific Job Boards
iCIMS's HR professionals job board aggregates all the HR jobs across their customers
Metaview’s job board highlights companies in their portfolio that use their product
Workable’s job board aggregates all jobs for companies that use Workable
SmartRecruiters’ job board aggregates all jobs for companies that use SR
Denys Dinkevych's remote job board, which aggregates jobs from all the major ATS
Drew Callin’s list of VC and PE job boards for their portfolios (pay attention to the comments too here since there are more)
TrueUp’s Has a fantastic job board filled with information others don’t like the last time the company did a layoff, application experience based on the ATS, and more.
Boolean Strings for Specific ATS Job Search
We’ve consolidated our list of boolean search strings for RecOps professionals to make them more accessible for everyone. Check out the list here. Kaitlyn Elting also built a generator for you if you are worried about your attention to detail.
Thank you to Steve Levy for contributing so many beautiful and Gabi Preston-Phypers for QA help. Follow both of them for excellent boolean and sourcing content.
#YourNextHire / People Looking In the RecOps Community
Are you a RecOps professional looking for work? If you have 5 minutes, take the opportunity to complete this quick questionnaire. Not only will you be featured in an upcoming Roundup, it will also help us mention your name when people ask for referrals.
Here is a Google Sheet View for a list of people who were previously featured and are still looking.
Events
Week of December 9th
TeamOhana - From spreadsheets to strategic partnership: A RecOps blueprint for 2025 with Emily Sung-Simon
Katrina Kidden - Read Between The Lines Of A Job Post To Get Hired!
SelectSoftware Reviews - The HR Tech Landscape: Reflecting on 2024, Predictions for 2025
Rally Recruitment Marketing - Recruitment Marketing Blueprint for 2025
Brighthire - TA in 2025: Predictions, Priorities and Planning
Week of December 16th
Two Tired Dads’ The Recruiters Online Xmas Special for SOS Children’s Villages
Greenhouse - Scaling with speed: How structured hiring drives efficiency and growth
2025
Week of June 2nd, 2025
Talent Collective’s Talentsphere Summit. Tickets are now at the pre-sale price but will change after the 1st of the year.
🎉 Reminders and Disclaimers 🎉
If you’d like to contribute a job, an article (one you found or wrote), or you are a company and have a product update you want featured, contact Jeremy Lyons.
Please use this form if you or someone you know would like to be featured in our #YourNextHire section. The only condition is you are a RecOps professional.
Disclaimer #1: The views and opinions expressed in this article are those of the author, and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company. Assumptions made in the analysis do not reflect the position of any entity other than the author. As critically thinking professionals, these views are always subject to change, revision, and rethinking at any time. They are not to be held in perpetuity.
Disclaimer #2: We are sponsor-free. No company below has paid us to advertise their products or share their open jobs. If that changes, we will deliberately call out where we stand to benefit. Additionally, sharing these opportunities and information should not be read as support for these companies or their practices. Regarding jobs, we share these opportunities with the community and only post roles from the company's website. We encourage possible candidates to research each one, as their inclusion does not mean we support the companies or their values.
Until next week, Regulators 😊