Company making me use personal phone

Seeking Advice: Company Requiring Personal Phone for Work

Hi everyone,

I just landed a Talent Acquisition role at an IT company and I’ve run into an issue. They’ve asked me to use my personal phone and SIM card to conduct candidate screenings, which I wasn’t expecting.

Due to recent price hikes in the telecom industry, I opted for a calling-only recharge plan, but now they want me to purchase a separate data pack because the office Wi-Fi is only accessible on company laptops. When I spoke to my manager about this, I requested reimbursement for the recharge since I would only be using my personal SIM for work purposes. Unfortunately, my request was declined because the company doesn’t provide a separate cell phone allowance for the Talent Acquisition team.

I’m feeling stuck since I’m only a month into the job, and I’ve had to rely on my father’s money for the recharge, which makes me feel guilty. The stipend I receive is minimal, making this situation even tougher.

As a newcomer to the industry, I would appreciate any advice on how to handle this situation! Thank you!

Fixing resumes for candidates?

Are you helping candidates with their resumes?
I’ve spoken with numerous recruiters at staffing agencies, and it appears that many dedicate significant time to improving candidates’ resumes. Often, the formatting is poor, or important information is missing that could really enhance their chances for a position.

I’m interested to know—do you also take part in this?

If so, what kind of changes are you making to the resumes?

Startup Founders: What’s Your Biggest Hiring Challenge Right Now?

Attention Startup Founders: What’s Your Most Pressing Hiring Challenge?

Recruiting for an early-stage startup can be incredibly challenging. With time constraints, tight budgets, and the urgency to secure the right talent quickly, it’s no easy feat.

I’d love to hear from fellow founders, hiring managers, and recruiters—what aspect of the hiring process has been the most frustrating for you?

Take the Poll

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 searching for a recruitment agency coach who can guide me in advancing my business to the next level. With 8 years in recruiting and running my own agency for the past 4 years, I’ve encountered a significant hurdle recently—our last few deals have been stalling, and I’m struggling to break through this slump.

I’ve reinstated my email campaigns to attract new clients, but I feel I need more than just outreach efforts. I’m seeking someone who can help me refine my approach, offer fresh ideas I might not have considered, assess my strategy, and assist me in identifying and addressing the challenges I’m facing.

Ideally, I’d like to connect with a coach who can dedicate one hour each month to evaluate my business development strategies and provide valuable insights to help me move forward. If you or someone you know specializes in this kind of coaching, I would love to get in touch.

Additionally, I’m interested in exploring fractional recruiting opportunities, but I’m unsure how to approach companies in that space. We’ve faced several rejections in this area, and I’d appreciate any guidance.

Thank you in advance for your help!

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

Introducing a Swipe-Based Job-Matching App: Would You Try It?

I’ve been reflecting on how outdated and cumbersome traditional job applications and hiring processes can be. Many job platforms feel overly formal and are often frustrating to navigate.

What if we could simplify the job search and hiring experience to make it as straightforward as swiping? Imagine being able to swipe to apply, save, or skip job listings instead of dealing with lengthy application forms. Employers could also easily sift through candidates, making the process quicker and more efficient. To add a personal touch, the app would include options for short video introductions, allowing job seekers to convey their personality beyond just their resume.

The aim is to create a faster, more interactive, and engaging process for everyone involved. There would also be freemium features available, with optional paid upgrades for enhanced visibility and promotion.

Would you consider using an app like this, whether as a job seeker or an employer? How could we improve this concept even further? I’d love to hear your thoughts! 🚀

Theagencyblueprint

Has anyone tried The Agency Blueprint? I believe they charge a considerable fee for coaching and support in launching your own recruitment firm. I also understand that they provide access to roles from other recruitment firms that use their services.

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

Refining the Criteria: What Key Qualities Do You Prioritize?

I’m developing a recruitment app aimed at streamlining the candidate selection process based on interview principles. At a high level, what attributes do you focus on?

Here are the categories I’ve identified so far. What do you think? Should I adjust, add, or remove any of these?

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

Certifications

Certifications
I’m currently in between jobs (previously worked as an in-house tech recruiter) and thinking about pursuing some certifications to enhance my resume. Any recommendations? 🤓

the hot topic in my HR department

The Hot Topic in My HR Department: Transforming Our Hiring Process

We’ve recently taken a significant leap in our hiring strategy. Whenever we post a job, it doesn’t take long—sometimes just minutes—before our new software takes charge of streamlining the entire process.

This innovative software has effectively minimized our reliance on additional HR assistants. It uses algorithms to create a customized screening script, conducts calls, and evaluates candidates on various aspects, including their communication skills, tone, technical knowledge, and cultural fit. It then cross-references this data with their resumes to verify their qualifications, ultimately generating a shortlist of the most suitable applicants based on our predetermined criteria.

As a result, we’ve reduced our HR assistant team from six members to just one, allowing the other five to transition into more impactful roles, significantly boosting our monthly recurring revenue (MRR).

My Talent Leaders now have a streamlined acquisition partner that performs all the functions previously handled by HR assistants. This transformation was necessary because my team was spending far too much time on administrative tasks related to recruitment. I was also frustrated with recruiting agencies that charged exorbitant fees and provided mediocre candidates, still requiring excessive HR involvement.

Here are the benefits we’ve experienced so far:

1. Cost Savings: We’ve saved over $20,000 in agency fees while reallocating assistant salaries towards revenue-generating roles.
2. Efficiency & Speed: Our time to hire has significantly decreased from 32 days to just 9 since December 24.
3. Quality of Hires: We’re now able to focus on finding the right fit for our organization. Since December, we’ve successfully filled 15 roles, with a goal of hiring 80-140 by year-end.
4. Revenue Impact: Four out of five Account Executive positions filled have already generated a combined $1.1 million in revenue this year. In the fintech space, this is substantial and has helped us avoid an estimated $150,000 revenue loss per vacant role.

To enhance our hiring strategy further, I’ve been exploring innovative solutions to shift from a reactive hiring process to a proactive one. After an extensive search at the start of the year, we’ve finally contracted with a new platform.

I’m curious to hear from others who may be undergoing similar transformations. How has your experience been? Our board is thrilled with these changes, and I wonder if there are more companies out there ready to embrace software that can handle a significant portion of the early-stage hiring process.

Thoughts on Dover ATS?

What are your thoughts on Dover ATS?

As I’ve been taking on more consulting work and advising early-stage startups on their hiring technology, a frequent question that arises is: Which ATS should we choose? Many of these startups are operating on tight budgets, making cost a key consideration. I’ve previously used Lever, which I found to be a solid tool, but I’m curious if there might be better alternatives available. Recently, I’ve been exploring Dover, especially since it appears to be relatively new and free.

Check out Dover ATS here.

Has anyone had experience with Dover? How does it stack up against other ATS options? I’d love to hear your insights!