Seeking a Recruitment Agency Coach to Help Me Get to the Next Level

Looking for a Recruitment Agency Coach to Elevate My Business

Hello everyone,

I’m on the hunt for a recruitment agency coach who can assist me in advancing my business to the next level. With 8 years of experience in recruiting and having operated my own agency for the past 4 years, I’m currently feeling stuck. Our recent deals have not been closing, and I’m finding it challenging to break through this slump.

I’ve recently restarted my email outreach campaigns to attract new clients, but I recognize that I need more than just additional outreach. I’m seeking someone who can help me refine my strategies, suggest innovative ideas I may not have considered, assess my current approach, and assist me in overcoming the obstacles I’m facing.

Ideally, I’m looking for a coach who can meet with me for one hour a month to help evaluate my business development strategies, adjust my tactics as needed, and provide the insights I require to move forward. If you or someone you know offers this type of coaching, I would greatly appreciate the connection.

Additionally, I’m interested in exploring fractional recruiting but have encountered challenges in connecting with companies that utilize this model, receiving several rejections in the process.

Thank you in advance for your help!

A Swipe-Based Job-Matching App – Would You Use This?

Introducing a Swipe-Based Job-Matching App: Your Thoughts?

I’ve been pondering the outdated and cumbersome nature of job applications and hiring processes. Traditional job platforms often feel excessively formal and can be a hassle to navigate.

Imagine an app that simplifies job searching and hiring with a swipe! Instead of tedious forms, users could swipe to apply, bookmark, or pass on jobs, making the process more intuitive. Employers would benefit too, having the ability to quickly sift through potential candidates. Plus, to enhance connections, the app would incorporate short video introductions, allowing job seekers to present their personalities beyond just a resume.

The aim is to revolutionize hiring by making it faster, more dynamic, and engaging for everyone involved. The app would feature freemium options with opportunities for paid upgrades to boost visibility and promotion.

Would you consider using an app like this, whether you’re looking for a job or hiring? What features do you think would enhance this concept? I’d love to hear your feedback! 🚀

Theagencyblueprint

Has anyone tried The Agency Blueprint? I believe they offer extensive coaching and guidance for launching your own recruitment firm, and there might be access to job opportunities from other recruitment companies that use their services. They do seem to charge a significant fee for this support.

Narrowing the list. What do you look for at a high level?

Refining the Criteria: What Key Attributes Matter Most?

I’m developing a recruitment app designed to streamline the candidate selection process based on interview principles. At a high level, what qualities do you prioritize when evaluating candidates?

Here are the categories I’m currently considering. I’d love your input on what you would value, remove, or add:

• Content/Relevance
• Communication Skills
• Confidence and Delivery
• Structure and Organization
• Adaptability and Critical Thinking
• Technical Industry Knowledge

Looking forward to your feedback!

Certifications

Certifications Needed
I’m currently on the job market after working as an in-house tech recruiter and I’m considering pursuing some certifications to enhance my resume. Does anyone have any recommendations for valuable certifications to look into? 🤓

the hot topic in my HR department

The Latest Buzz in Our HR Department

We’ve revolutionized our hiring process! After posting a job, we’re now able to streamline our recruitment within minutes using cutting-edge software.

This innovative tool has effectively reduced our HR assistants from six to just one. The algorithm generates customized scripts for screening and interviewing candidates, assessing their communication skills, tone, technical abilities, and cultural fit. It then cross-checks this data with their resumes to verify authenticity and offers a shortlist of the top applicants that meet our criteria.

As a result, five of our former HR assistants have transitioned into more strategic roles, significantly boosting our monthly recurring revenue (MRR).

My talent acquisition leaders now have an efficient co-pilot that handles tasks previously performed by assistants, allowing them to focus on higher-level responsibilities.

This transformation was essential, as our team leaders were spending an excessive amount of time on the administrative side of recruitment. I’ve had enough of dealing with profit-driven agencies that provide subpar candidates, which often lead to wasting HR hours.

Here are the key benefits we’ve experienced:

1. Cost Savings: We’ve saved over $20,000 in agency fees, while reallocating assistant salaries to revenue-generating positions.
2. Enhanced Efficiency: Our time to hire has dramatically decreased from 32 days to just 9 since December 24.
3. Improved Quality: By concentrating on finding the ideal fit, we’ve successfully filled 15 roles since December, with a target of 80 to 140 by year’s end.
4. Revenue Impact: Of the five Account Executive positions we’ve filled, they’ve already generated a combined $1.1 million in revenue this year. Given our fintech context, this is significant, saving us an estimated $150,000 in lost revenue for each vacant position.

I’m committed to transforming our hiring strategy by adopting innovative solutions and shifting from a reactive to a proactive hiring model. After months of searching, we’ve finally contracted with a platform that meets our needs.

So, I’d love to hear from anyone else undergoing a similar transition—how has your experience been? Our board is thrilled with these changes, and I’m curious if other companies would also embrace software that manages the bulk of the early-stage hiring process!

Thoughts on Dover ATS?

What are your thoughts on Dover ATS?

I’ve been handling more consulting projects lately, particularly advising early-stage startups on their hiring tech stack. A frequent question I encounter is: Which ATS should we choose? Given that many of these startups operate on tight budgets, cost is a significant consideration. I’ve had experience with Lever in the past, and while it’s a fantastic tool, I’m curious if there are better alternatives available. Recently, I’ve been exploring Dover, especially since it’s relatively new and reportedly free.

Check it out here!

Has anyone tried Dover? How does it stack up against other ATS platforms? I’d love to get your insights!

Headhunter side hustle

Side Hustle in Headhunting

Hello everyone,

I’m in the process of launching an agency focused on commercial roles such as SDRs, AEs, Customer Success, Account Managers, and Sales Management (both AE & SDR). I’ve been busy laying the groundwork, including developing a website, defining my target market, identifying my ideal customer profile, crafting a go-to-market strategy, and planning my marketing efforts. I’m nearly ready to go live!

I have a question for those who’ve ventured into headhunting while still employed: Did you find that your current job impacted your ability to attract candidates? Currently, I work as an Enterprise Account Executive, but I intend to resign once I successfully place a few candidates.

One concern is that candidates may notice my current title when they view my profile. I’ve kept this endeavor under wraps from my current employer, so I’m not fully transparent on LinkedIn. I’ve discussed my plans with my management, but they don’t seem to take my side hustle seriously.

Any insights or experiences would be greatly appreciated!

Omg so real

Wow, this is so true!

“Dear Recruiters,

If you’ve already made your decision about who will get the job, let’s make it a norm to skip the interviews that are just for show.

Many candidates are spending money on transportation, purchasing new clothes they can’t really afford, and nurturing hope that can often lead to disappointment. It’s a tough situation out there.

A bit of transparency can make a huge difference. It’s not only about filling a position; it’s about valuing people’s time, dedication, and dignity.”

I came across this on LinkedIn and felt it was worth sharing.

Struggling to find candidates – UK

Challenges in Finding Candidates – UK

I’m currently recruiting for a position in the manufacturing sector, but I’m facing significant challenges in sourcing candidates due to limited accessibility. As part of a small recruitment agency, I primarily utilize CV-Library and our internal database, but I often exhaust my options quickly, especially since the roles we fill are located in hard-to-reach areas.

Additionally, the salaries offered by our clients (particularly in London) and the job requirements are not very competitive, making it even more difficult to attract candidates.

Given these circumstances, I’m in need of assistance finding suitable candidates. Are there any alternative sourcing strategies or platforms that recruiters in the UK have found effective? I’ve already tried sharing opportunities on Facebook and WhatsApp groups, but I’ve not seen much success. Any insights or recommendations would be greatly appreciated!