Candidate engagement with sourcing/interview materials – Does it matter?

Does Candidate Engagement with Sourcing and Interview Materials Matter?

Have you considered the impact of candidate engagement with the resources you provide during sourcing and interviews?

Here are some aspects to ponder:

  • Are candidates clicking on the links you share?
  • Are they taking the time to read the prep guides or explore company information?
  • Does their level of engagement (or lack thereof) shape your impression of them or affect how you rank candidates?

What are your thoughts?

Agency calls

Agency Check-Ins

I began my accounting job around 8 weeks ago, and I got the position through a recruitment agency. Since starting, the agent who placed me has reached out several times to see how things are going. I’m curious about why they continue to check in on me like this. Any insights?

Seeking Recommendations for an AI-Enhanced Recruitment Tech Stack

Request for Recommendations on AI-Driven Recruitment Tech Stack

Hello r/Recruitment community,

I’m reaching out to tap into your expertise as we work to establish a streamlined recruitment tech stack for our caregiving agency. We handle a mix of professional hires (similar to LinkedIn-style recruitment) and high-volume roles like caregivers and housekeeping staff. Our main objective is to automate various aspects of our recruitment process, particularly focusing on AI enhancements for calling and follow-up tasks.

Key Requirements:

  1. Applicant Tracking System (ATS):
  2. Intuitive interface with strong automation and AI functionalities.
  3. AI Candidate Engagement Tool:
  4. Automates candidate interactions across various channels including voice, SMS, and WhatsApp.
  5. Dialer and Messaging System:
  6. Supports power dialing, SMS, and WhatsApp messaging, with features to reduce spam flags on calls.
  7. AI Integration for Call and Follow-Up:
  8. Leverages AI for effective outbound calling and personalized follow-up communication.

Considerations:

  • Seamless Integration: Platforms should integrate easily without complicated setups.
  • Automation: Tools must be capable of automating repetitive tasks to boost efficiency.
  • Multi-Channel Communication: Need support for voice and messaging to effectively engage candidates.
  • Spam Prevention: Must include features to help avoid outbound calls being marked as spam.
  • Cost-Effectiveness: Looking for affordable solutions that deliver strong value for their features.

Platforms We’ve Explored:

  • ATS: Loxo, Zoho Recruit, Breezy HR, Workable, Recruitee, Lever.
  • AI Engagement: Paradox (Olivia), ORA AI, Sense, XOR.
  • Dialer/Messaging: Kixie, Orum, 2X Connect, EltoDialer, Salesfinity AI.

Challenges We Face:

  • Achieving smooth integration between the ATS, AI engagement tool, and dialer/messaging system.
  • Ensuring user-friendliness across all platforms.
  • Balancing advanced features with budget constraints.
  • Keeping all solutions within a sustainable cost.

Questions for the Community:

  • Integration: Which combinations of these platforms have you successfully implemented?
  • User Experience: Which platforms are known for the best user-friendly interfaces?
  • Cost vs. Features: Are there any platforms that excel in balancing advanced features with affordability?
  • Spam Prevention: Which dialer/messaging systems effectively minimize spam issues?
  • AI for Calling and Follow-Up: What tools have you found most effective in utilizing AI for outbound calling and follow-up?
  • Alternative Suggestions: Are there other platforms we should be considering that meet our needs?

Your insights and experiences would be greatly appreciated as we aim to develop an effective and cohesive recruitment tech stack. Thank you for your input!

How can automation help you?

How can automation benefit you?
Recruiting involves significant time spent on activities like reviewing resumes, scheduling interviews, and keeping in touch with candidates. While automation tools currently assist with some of these processes, there are still gaps. What’s one task you wish you could automate but haven’t been able to?

Recruiter to BDM

Subject: Transitioning from Recruiter to BDM – Share Your Experience!

Hello everyone,

I’m reaching out to UK-based Recruiters who have successfully transitioned into full-time Business Development Manager (BDM) roles, whether within the recruitment sector or another field.

I would love to hear about your journey. Was the move beneficial for you? Any tips or insights for those considering a similar path?

Thank you in advance for your responses!

What are your go-to tools as a recruiter?

What are your favorite tools for recruiting?

Hey everyone!
I’m compiling a list of essential tools that recruiters love using in their daily routines. For example, salary calculators can be incredibly useful, and tools like Calendly simplify the scheduling process.

I would love to hear from you—what tools do you count on? Whether it’s for sourcing candidates, managing their progress, or crafting job descriptions, I’d appreciate your recommendations or any tools that have streamlined your work!

Seeking advice on apetite for new recruitment CRM and ATM

Looking for Feedback on New Recruitment CRM and ATM Tool

Hello everyone! My team and I are excited to share that we’re in the process of launching a new recruitment tool and would love to get your feedback.

Our app will start as a recruitment CRM, with an Applicant Tracking Module (ATM) set to roll out shortly afterward. We’re prioritizing simplicity and ensuring that users can easily access the app on their mobile devices (though it won’t be a dedicated phone app). In the second phase, we plan to introduce features aimed at managing temporary and contract workers, including tools for submitting and approving timesheets. Once these core functionalities are in place, we’ll shift our focus to automation.

Having partnered with various recruitment agencies as a contractor, I’ve often noticed how overly complicated and outdated their systems are, often leading to significant downtime. This insight sparked the idea for our app.

Initially, we’ll target smaller agencies, and as we introduce more complex reporting features, we’ll expand to larger organizations. We’re considering a three-month trial period with a proposed pricing of around $40 per user (to be finalized).

I’d love to hear your thoughts: Is there a demand for this type of app? Does our pricing strategy seem appropriate? Thank you!

UK Budget Recruitment Sh*t Show

UK Budget Recruitment Chaos

As an agency owner in the UK, I just need to vent a bit—to reassure myself that I’m not alone in facing this recruitment mess over the past few weeks.

Even though we don’t operate in the retail or hospitality sectors, and we only deal with positions offering salaries of £50k and above (with many exceeding £100k, primarily in the FS and PS sectors), I thought we were somewhat insulated from the immediate impacts of the UK budget’s National Insurance changes.

But here we are! If I have to deal with another role being put on hold at the offer stage or a new requirement being pushed into 2025, I might just throw my computer out of the window! 😂

Thanks, Rachel and team. You’ve really messed things up!

Is anyone else experiencing similar challenges?

Recruitment agency franchisee

Title: Recruitment Agency Franchisee Experience

Has anyone here become a franchisee with a well-established recruitment agency? I’m referring to the model where you pay an upfront fee to obtain the franchise. The company provides access to job openings, and you’re responsible for sourcing candidates through job portals and other databases they supply. For each position you successfully fill, there’s typically a revenue-sharing arrangement—often a 50/50 split with the company.

I’m curious to know if this is a viable option for working from home. I’d love to hear your thoughts and experiences!