Help with conducting phone interviews (Aus)

Seeking Tips for Phone Interviews (Australia)

Hi everyone! I’ve recently started conducting phone interviews for work, and I’d love to hear any advice you might have. What tips do you recommend for conducting effective interviews? Additionally, if you’ve had any interesting experiences while interviewing over the phone, I’d love to hear about those as well!

Thanks in advance for your help! 😊

How to conduct phone interviews? [Aus]

Tips for Conducting Phone Interviews

Hello everyone! I’ve recently begun conducting phone interviews for my job and would love to hear any tips or interesting experiences you might have had during your own phone interviews.

Any advice on how to improve the process or make it more engaging would be greatly appreciated!

Thanks in advance! 😊

High-Volume interview booking software recs?

Recommendations for High-Volume Interview Scheduling Software?

I’m on the lookout for interview booking software that can handle high volumes. I’ve tried Zoom Scheduler, MS Bookings, Calendly, HubSpot (which we use as our CRM and makeshift ATS), among others, but I haven’t found the perfect fit yet. I’d appreciate any recommendations based on your experiences, including the pros and cons, as I’m looking to streamline our scheduling process.

A Bit of Context:

• We conduct between 700 to 950 interviews annually, averaging 10 to 60 interviews per week over a span of 38 weeks.
• Our interviews aren’t scheduled on a fixed rota, and our interview panels (consisting of two members) vary from day to day and hour to hour. Staff members are brought in based on their subject expertise pertinent to specific candidates, making our HR support also variable throughout the day (our small team wears multiple hats).

Last year, I manually scheduled 750 interviews, and I’d really like to reclaim that time this year. Ideally, I’m looking for a solution that lets me send out a booking page with specific time slots available on chosen days. I’d also like the flexibility to either assign panel members by day/time or add them to the booking post-confirmation (the latter is less desirable). From what I’ve seen, most tools require either a consistent team setup or a rota for random distribution of bookings.

Is there a tool, whether one of the ones I’ve mentioned or another option, that allows candidates to book their own time slots while giving me the flexibility to adjust the interview panel as needed? Any advice would be greatly appreciated!

How to not being annoying when marketing to target clients.

Tips for Avoiding Annoyance When Marketing to Target Clients

What strategies do you use to avoid being perceived as annoying while reaching out to your target clients through marketing or sending marketing touchpoints (MPCs)? What kind of communication frequency works best for you?

Additionally, how do you manage any feelings of annoyance when pursuing new business opportunities?

Education vacancy newsletter central london

Education Vacancy Newsletter – Central London

I’m currently looking to fill some Senior Leadership Team (SLT) positions in London and am interested in suggestions for teaching or education newsletters where I can post job advertisements. If anyone has any recommendations or insider tips, I’d greatly appreciate your help! 🙏

What Are Good Metrics for Recruiters and Sales in a Staffing Agency?

Seeking Guidance on Effective Metrics for Recruiters and Sales in a Staffing Agency

Hello everyone,

I’m reaching out for your expertise on establishing performance metrics for our recruiters and sales representatives at our staffing agency. Currently, our recruiters are averaging about 3-4 resume submissions per day, but we want to ensure our goals are both realistic and impactful as we move forward.

Next week, we’re excited to welcome a new Sales Development Representative to our team. Historically, our sales approach has lacked structure, relying more on what comes in without defined metrics for our sales reps.

As we continue to grow, we want to implement concrete metrics for both roles. For those of you with experience in staffing, what do you consider reasonable and effective KPIs for:

• Recruiters: (submissions, placements, etc.)
• Sales Representatives: (meetings scheduled, deals closed, etc.)

Any insights or advice on how to track and enhance performance would be immensely helpful!

Thank you in advance!

I tried to negotiate a $21 job offer but they said the salary range was only $17-20, but the job posting clearly said $20-$25

I recently applied for a position that advertised a pay range of $20-$25 per hour. They offered me $21, but I was hoping for something closer to $25, so I attempted to negotiate. However, I was told that their budget for the role was only $17-$20, and that the $21 offer was actually generous given my qualifications.

When I mentioned the job posting’s stated pay range of $20-$25, the hiring manager seemed confused. Fortunately, I have a screenshot of the original posting as proof. This has left me feeling misled, and I’m unsure how to proceed. I don’t want to come off as difficult, but I’m worried that if I raise the issue again, they might withdraw the offer. Any suggestions on how to handle this situation?

Fake Profiles

Concerns About Fake Profiles

I’ve noticed a pattern in recent months where we’ve encountered profiles that don’t quite match their representations. Typically, these are Polish candidates with Polish names, but during phone conversations, they often sound more like they’re from China.

Some have managed to slip through the screening process and even secured interviews. It becomes evident that they are searching online for answers to technical questions during these interviews.

Has anyone else experienced this phenomenon? What do you think their motivations might be? Even if they were to receive an offer, they wouldn’t have the legal right to work, rendering it pointless. What drives them to do this?

Starting a recruitment business.

Launching a Recruitment Business

Hello everyone! As the title indicates, my partner and I are excited to embark on starting a recruitment business.

With our backgrounds in working with locum staff within the NHS, we believe we have valuable insights to offer.

We’re currently looking to purchase an existing database that contains details of GP surgeries and doctors.

If anyone knows where we might be able to acquire such a resource, we would greatly appreciate your guidance. We reached out to one company, but they informed us that they don’t sell databases for our intended use. I also tried to inquire with my former employer about their source, but unfortunately, I didn’t get any information.

Thank you for any help you can provide!

Looking for Advice: Teaming Up with a Recruiter to Start a Side Hustle? (UK-LDN)

Seeking Advice: Collaborating with a Recruiter for a Side Hustle (UK-LDN)

Hello everyone,

I come from a solid background in operations, having successfully managed several small businesses, and I’m currently working as an Operations Manager at a thriving FinTech company. While I may not be a recruitment expert, I’m considering launching a side project to generate some additional income.

My concept involves teaming up with a recruitment professional who is also interested in venturing into their own business. They would bring their recruitment knowledge and client acquisition skills, while I would take charge of the operational aspects—such as administration, website management, accounting, CRM, social media, and sales support.

One of the main hurdles is that I can only commit about 10–20 hours per week initially. I’m unsure how enticing that might be for a potential partner, and I recognize it could be challenging to find someone currently working in recruitment due to non-disclosure agreements and other limitations.

I would really appreciate your insights. Does this approach seem viable, or are there challenges I might not have considered? Any advice would be greatly welcomed!

Thank you!