KPI Recruitment Inquiry
Hi everyone,
I have a quick question about the key performance indicators for a recruitment specialist at a small IT consulting firm. Is it typical to aim for at least 200 compelling CVs and conduct 40 prequalification interviews each week?
Thanks for your insights!
What does a manager really mean by ’employee productivity’? It seems to me that the following factors shouldn’t be included in that definition:
It feels like employers either don’t fully grasp the concept or they’ve redefined it to suit their own purposes.
Are these positive indicators following an interview?
Internship exploitation at its worst
If you’re offering a long-term internship that exceeds three months without providing a reasonable stipend, you might as well post an ad saying, “Seeking to exploit someone—apply here.”
Honestly, when will the industry start prioritizing fair compensation and establishing better working conditions?
Suggestions for Switchboard Configuration?
I’m reaching out for advice as we navigate our VoIP system at our small agency (<10 staff). Currently, we have a main phone line and direct lines for each consultant, but I’ve noticed that we’re wasting a significant amount of time answering the main line. Most calls come from prospective candidates overseas inquiring about work permit sponsorship, which unfortunately we can’t assist with. This leads to our staff spending unnecessary time counseling these callers.
I’m considering implementing an answering machine on the main line. Our clients have access to their consultants’ direct lines, and all consultant emails and phone numbers are readily available on our website, email signatures, and LinkedIn profiles. So it should be manageable.
My idea is to set up a voicemail system that begins with a menu:
If a caller selects 1, the system would provide an info email address (which all staff can access) and an option to leave a voice message.
If a caller selects 2, they would be asked whether they are an existing client or a new client. Existing clients would be connected directly to the main line, while new clients would be directed to our Business Development team. If they are unavailable, the callers can leave a message and will receive an email address for follow-up.
I’d love to hear your thoughts on this approach. We have a strong focus on personal relationships with our local SME clients, so I’m concerned about potentially losing that personal touch.
Has anyone else implemented a similar system? How did it work out for you?
I’m also considering reviewing our call logs to see what percentage of our calls are genuinely important to the business, such as those from current or potential clients and candidates. Any insights would be greatly appreciated!
Feeling frustrated in our efforts to provide a great candidate experience
I’m reaching out to in-house recruiters to gather insights on how you’re managing candidate experience. My team and I are dedicated to this aspect—we provide comprehensive PDFs detailing the company, role, and process; offer a thorough introduction during screening calls; and allow ample time for candidates to ask questions. We aim to move quickly and consistently offer prompt, detailed feedback to candidates, regardless of the outcome. Additionally, I’m running NPS surveys and actively seeking direct feedback.
However, I’m beginning to feel overwhelmed by the ever-growing expectations from candidates. I know I sound like a “grumpy old man,” but my own interview experiences often involved generic responses or no feedback after several rounds. Considering the efforts we’re making, it’s disheartening to feel like it’s still not enough. How are your teams successfully creating a positive candidate experience while managing busy schedules? What do you think is the ideal time investment for this?
Where do recruiters discover job openings?
As a contractor in the IT sector, I’ve noticed that whenever there’s a new position in any government department, recruiters—both from Australia and overseas—flood my LinkedIn inbox with messages.
I’m considering starting my own recruitment agency, but I’m curious about where to find these job openings to fill.
It seems like there must be specific websites where these government positions are posted, right?
**Suggestions for Recruitment CRM – Small Agency (2-4 People)
Hello Everyone,
I’ve been approached by two friends who are looking to establish a small recruitment agency focused on 360-degree recruitment. They bring a wealth of experience to the table, and they’ve asked for my assistance in setting up their operational framework, given my familiarity with Bullhorn and HubSpot.
Currently, they’re using Folk CRM but are facing challenges due to a significant amount of manual work. While I haven’t used Folk personally, I have a few concerns I’d like to share:
Current Bottlenecks:
– Extensive manual data entry, as most information is inputted manually in Folk (they do have a Chrome extension for LinkedIn, which helps)
– Data and processes are currently scattered across multiple platforms
– There is no synchronization with Folk
Potential Issues:
– Lack of third-party calling integration with Folk raises concerns about its ability to log calls automatically (unlike options such as Aircall and HubSpot)
– Absence of third-party document signing capabilities within Folk
– From what I’ve observed, Folk doesn’t provide analytics features like time to placement, average cost per hire, or metrics on CVs sent
I’d love to hear your experiences with Folk. Additionally, what alternatives would you recommend for a small recruitment agency?
Thank you!
Insights on Candidates
Hello recruiters! I’m curious about what you consider the biggest time-waster in the recruitment process.
For instance, if candidates turn out to be a poor fit for the role several months later, what do you think contributed to that?
I have a hunch that interviewing candidates to gauge their personality and passions might be a significant bottleneck, suggesting that placing greater emphasis on selecting the right candidates for initial screening could streamline the process. What are your thoughts?
Looking for podcast recommendations! Are there any that focus on improving recruiting skills?
