Getting InMail Credits Back

Reclaiming Your InMail Credits

If you find yourself running low on InMail credits each month, here’s a helpful tip: Add a line to your InMails that says something like, “Please feel free to decline if this isn’t of interest.”

Since I started doing this, I’ve noticed a significant increase in my response rates. This approach prevents me from dropping below the 13% threshold for bulk messaging, as candidates are more likely to decline rather than simply ignore my messages. As a result, we’ve been able to recover a considerable number of costly InMail credits for future use.

I hope you find this helpful! 🙂

Thoughts on AI recruitment?

Thoughts on AI in Recruitment?
Hello! I’m currently studying UX design and my capstone project focuses on the intersection of AI and recruitment. Would anyone be open to taking a brief survey? It will only take about three minutes of your time.

If you’re interested in participating, just let me know and I’ll share the link with you! Thank you!

DipRM is it worth it?

Is the DipRM Worth It?

Hello everyone,

I could really use your insights or advice. I’m based in the UK and I’ve received an offer to enroll in the DipRM course.

Has anyone here taken it? Did you find it beneficial? How long did the course take to complete?

Thanks in advance for your guidance!

Weird job offer situation

Strange job offer situation
Hey everyone, I hope this is the right place to share my experience. So, I interviewed for a job I didn’t actually apply for (I accidentally walked into the wrong office, haha) and somehow ended up receiving a verbal offer. My start date is supposed to be tomorrow, but I haven’t received an offer letter or any information about the I-9 form yet (edit: even though I was told I’d get an email on the ‘night of’ the offer). Should I be worried? I know it’s the weekend, and it’s probably just sitting on someone’s desk, but I’m feeling a bit anxious about job security at this time of year. Any advice would be appreciated! Thanks!

Does anyone have access to Radford comp?

Does anyone have access to Radford compensation data? I would love to know the recommended base salary for a senior recruiter in the SaaS/software sector based in New York. Any information would be greatly appreciated!

Key Account Owners – What are your rules?

Key Account Management – What Guidelines Do You Follow?

I work at a small firm that serves around 100 clients each year, with approximately 30 of them being regulars who rely on us for their staffing needs.

We’re currently looking to clarify our criteria for defining a Key Account. Recently, a subsidiary of a previous client reached out to us for staffing support after they started working with a different recruiter. This situation has led to some internal tension, especially since our last engagement with this client was just a single placement three years ago, which our management doesn’t think qualifies for Key Account status.

Does your organization have specific guidelines for managing Key Accounts? We’re interested in developing a policy to prevent any potential issues in the future.

Controversial topic – but what are the best paying Recruitment Agencies

Controversial topic ahead: What are the top-paying recruitment agencies?

I’m considering a career in recruitment but have heard numerous stories of consultants not receiving their fair share. I’d love to know what I should look for in an agency or who I should consider joining. I’m based in Melbourne, Australia, and believe I have a lot to contribute to the field.

I’ve been offered a position with Robert Walters but ultimately decided against it, and I’ve also had meetings with Hays. I have friends from university who studied marketing and have transitioned into recruitment, now successfully leading HR initiatives at reputable companies. This makes me think that recruitment could be a promising career path.

I also appreciate the option of eventually going freelance and working remotely after gaining some experience.

Any tips or insights would be greatly appreciated!

New ceo of tp ph

Announcement About TP PH’s New CEO

Hello everyone!

I wanted to share an update from our HRD, who informed us last Friday, December 16, 2023 (PH time), that today will be our final working day for the year. They mentioned that there will be an evaluation regarding whether our company (not TP) will be reinstating us as TAs next year. This discussion arises due to a change in ownership at TP PH, as they now have a new CEO.

It appears that the new CEO may not have included the business partners in his plans for the new structure. I’m currently looking into whether this is indeed the case or if our company might just be encouraging us to resign or terminate our contracts. If anyone has any information on this situation, I would greatly appreciate your insights. Thank you!

Software for automated reachout

Automated Outreach Software Inquiry

As a recruiter, a significant part of my role involves sourcing the right talent and reaching out to them via LinkedIn. However, I’ve noticed that the response rate for these messages tends to be quite low. To improve this process, I’m considering automating the initial outreach: using a job description to identify suitable candidates on LinkedIn and then sending them an automated message.

I only want to engage further once I receive a response from the candidates. Is there any software available that can help with this?

State of tech recruitment ?

Exploring the Current Landscape of Tech Recruitment

Hi everyone,

I hope I’m in the right place to share my thoughts! I’m keen on diving deeper into the current state of tech recruitment. I’m considering developing a tool (which doesn’t exist yet) aimed at assisting both recruiters in finding talent and engineering students in securing software engineering roles. There’s more complexity to it, but that’s the basic idea. I’m particularly eager to hear from in-house tech recruiters who hire new graduates and students, although I welcome insights from anyone!

I’d love to discuss:

• What primary methods or platforms do you use for sourcing and evaluating software engineering candidates? Are they effective?

• What challenges do you encounter when trying to identify and assess potential candidates for tech roles?

• What specific technical skills or qualifications do you consider most important when hiring junior or entry-level software engineers?

• How prevalent is it for students to possess practical work experience when applying for software engineering positions? Does this help them stand out?

• Any other insights related to what I’ve mentioned!

Currently, this is just an idea, and I’m eager to gather feedback from professionals in the recruitment field before I move forward with development. Thank you!