Advice Needed – Recruitment Agency / 10DLC phone SMS

Seeking Guidance – 10DLC SMS Setup for Recruitment Agency

Hello everyone! I’ve recently started my own firm and am facing challenges with setting up my phone system. I’m using Zoom Phone as my carrier, but I’m aware of the restrictions surrounding 10DLC campaigns for SMS messaging through TRC.

I know that recruiting and staffing agencies often face limitations in this area; however, my previous company successfully ran an SMS campaign as a recruitment agency. If anyone has insights on how to navigate these restrictions and what solutions or tools worked for their campaign, I would greatly appreciate your advice! Thank you!

Doing BD before your first day

Preparing for Business Development Before My First Day

Hey everyone, I’m excited to share that I’ll be starting my new role as a 360 consultant on January 6th! I have the next three weeks mostly free and would love some advice on navigating business development leads, especially since these opportunities can be time-sensitive with other agencies in the mix.

As of now, I haven’t updated my LinkedIn profile, and I don’t have access to my new firm’s success stories to reference—only my own. I’ve considered waiting until after the new year to reach out, but I’m concerned that the leads I find might be claimed by competitors or that they may hire someone else before I’m officially on board.

Also, I’d appreciate tips on how to communicate with prospective candidates when I’m not currently between jobs. I’ve been honest about my upcoming transition, but I’m curious to know how others handle this situation. Any insights would be greatly appreciated!

How can I get more candidates/leads?

Seeking Strategies to Attract More Candidates/Leads

Hello everyone,

I’m reaching out to gather insights on effective methods for attracting new candidates. For the past year, I’ve been learning the ropes of recruiting while freelancing for a specific company. Currently, I generate all my leads through free social media posts, which is the primary method I know and was taught. While this approach has brought in some leads and revenue, it hasn’t been sufficient for me to leave my other job.

My target candidates are EU citizens who are bilingual in English and any Nordic language, Italian, or Spanish, specifically for customer service or similar positions in Greece. Although we also have job openings in Spain, my primary focus is on sourcing candidates for Greece.

I’m now ready to invest some money into this effort, but I want to ensure that I spend it wisely and maximize my results.

What are the best strategies for attracting candidates that meet these criteria? I’m open to any suggestions, whether they involve significant effort, financial investment, or a combination of both.

I would greatly appreciate any advice you can share. Thank you in advance!

Recruitment Branding???

Recruitment Branding: A Double-Edged Sword?

What’s your take on social engagement as a recruiter on LinkedIn?

For me, it can swing from cringe-worthy and irritating to genuinely impressive and engaging.

I notice people actively participating, and even if there’s not a lot of interaction, I can tell their content is being seen. Your presence matters.

While there are companies and individuals who offer these services for a fee—since managing it all on your own can be quite time-consuming—I’m curious about the perspective of real recruiters.

What do you see as the value in this approach? Do you believe it can lead to meaningful connections and passive clients?

Looking for a job opportunity in to recruitment role

Subject: Seeking Recruitment Job Opportunities

Hi everyone,

I hope this message finds you well! I am currently seeking a job opportunity in recruitment within the capital city. I have 1.9 years of experience in this field, with my most recent position at an Indian multinational corporation.

I am actively searching on LinkedIn and Naukri, but if anyone has leads or can assist me in my job search, I would greatly appreciate it. My last working day was January 10, 2023.

Thank you so much for your support! 😊

Best,
[Your Name]

Commission Structure

Commission Structure Update

Hello everyone,

I wanted to share an update regarding our commission structure. Previously, our commission was set at 30% for any sales exceeding $5,000 per month. This has now been revised to a threshold of $7,500, with a 30% commission applicable to any amount over that.

I’m curious to hear your thoughts on this change. Is this a fair deal? I’m also wondering if it’s common for commission thresholds to be raised, particularly in the context of permanent recruitment. We’ve been informed that this adjustment is due to rising overhead costs.

Thank you!

What methods do you use to gauge an applicant’s soft skills?

What techniques do you employ to assess an applicant’s soft skills? I recently came across a post criticizing the notion that recruiters and hiring managers only care about whether candidates can perform the specific tasks outlined in the job description. This is clearly not the case; soft skills—like effective communication, self-discipline, and teamwork—are crucial for identifying the right candidate for a position. How do you go about evaluating whether your applicants possess these skills adequately to meet the requirements of the client or role?

All in one software with Application Tracking System and managing outreached pipeline

Subject: Seeking Recommendations for ATS Software with Sourcing Capabilities

Hello everyone,

I’m in the process of selecting our company’s first Applicant Tracking System (ATS) and would appreciate your insights.

A bit of context: we’re a Paris-based company focusing on attracting talent from prestigious firms like McKinsey, BCG, and Bain, alongside recruiting for technical and sales positions.

Here are my challenges:
– Currently, I manually gather CVs from five different job boards, screen each application, and then download them to upload to Airtable (which functions similarly to Excel in the cloud). I also manually send out screening tests and schedule interviews, which has led to human errors, occasionally resulting in the rejection of suitable candidates.
– I actively source passive candidates on LinkedIn, and I often find it difficult to keep track of my outreach efforts using Excel.

I’m convinced there’s a comprehensive solution that combines both ATS and sourcing capabilities. As our team grows from 30 to 55 people next year, it’s essential that we find the right tool. So far, I’ve spoken with Ashby, Workable, Manatal, and Lever (though the rep from Lever didn’t seem interested in doing a demo since we’re a smaller company).

If you have any additional recommendations, I would be very grateful for your help. Thank you!

Curious About the Challenges in Recruitment

Exploring Recruitment Challenges

Hello everyone,

As I navigate my job search, I find myself intrigued by the recruitment process from your perspective. I frequently come across various complaints and concerns in this space, but I haven’t grasped the full picture behind them.

From my limited viewpoint, it seems like finding a suitable candidate should be straightforward, especially with so many applicants vying for the same role. Yet, I know that’s not the reality. I would love to gain insights into the reasons behind these challenges.

Thank you for your time, and best of luck with your recruitment efforts!

New to the industry, tips on BD?

Tips for Business Development: Seeking Your Success Stories

As a newcomer to the industry, I’m eager to learn from your experiences! I’ve had over 11 years in fast-paced sales and am currently in my third month of business development. What strategies have you found effective in securing new business? I would love to hear about your successes and any tips you might have. Thank you!