Company making me use personal phone

Need Advice: Company Expecting Me to Use Personal Phone for Work

I recently landed a Talent Acquisition position at an IT company, but I’m facing a challenge. They’re asking me to use my personal phone and SIM card to contact candidates during the resume screening process. Due to recent telecom rate hikes, I’ve only opted for a calling plan, but now the company insists I get a separate data pack since the office Wi-Fi only works on company laptops.

I spoke with my manager about this and expressed that I plan to use my SIM solely for work purposes, so I requested reimbursement for the recharge. Unfortunately, they informed me that the Talent Acquisition department doesn’t receive any separate phone allowance.

It’s only my first month on the job, and I had to recharge using money from my father, which makes me feel guilty since my stipend is quite low.

As a new recruit, I would appreciate any advice on how to navigate this situation. Thank you!

Fixing resumes for candidates?

Are you helping candidates improve their resumes?

I’ve been chatting with several recruiters at staffing agencies, and I’ve noticed that many of them dedicate a significant amount of time to revamping candidates’ resumes. Often, the formatting is poor, or key information relevant to the job is missing.

Do you all do this as well? If so, what steps do you take to enhance the resumes?

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

Attention Startup Founders: What’s Your Top Hiring Challenge?

Finding talent for an early-stage startup is no easy feat—time is short, budgets are tight, and the urgency to identify the right candidates is high.

I’d love to hear from fellow founders, hiring managers, and recruiters: What has been your biggest frustration in the hiring process?

Participate in 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 on the hunt for a recruitment agency coach who can assist me in advancing my business to the next level. With 8 years of experience in recruiting and having operated my own agency for the past 4 years, I’m currently feeling stuck. Our recent deals have not been closing, and I’m finding it challenging to break through this slump.

I’ve recently restarted my email outreach campaigns to attract new clients, but I recognize that I need more than just additional outreach. I’m seeking someone who can help me refine my strategies, suggest innovative ideas I may not have considered, assess my current approach, and assist me in overcoming the obstacles I’m facing.

Ideally, I’m looking for a coach who can meet with me for one hour a month to help evaluate my business development strategies, adjust my tactics as needed, and provide the insights I require to move forward. If you or someone you know offers this type of coaching, I would greatly appreciate the connection.

Additionally, I’m interested in exploring fractional recruiting but have encountered challenges in connecting with companies that utilize this model, receiving several rejections in the process.

Thank you in advance for your help!

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

Introducing a Swipe-Based Job-Matching App: Your Thoughts?

I’ve been pondering the outdated and cumbersome nature of job applications and hiring processes. Traditional job platforms often feel excessively formal and can be a hassle to navigate.

Imagine an app that simplifies job searching and hiring with a swipe! Instead of tedious forms, users could swipe to apply, bookmark, or pass on jobs, making the process more intuitive. Employers would benefit too, having the ability to quickly sift through potential candidates. Plus, to enhance connections, the app would incorporate short video introductions, allowing job seekers to present their personalities beyond just a resume.

The aim is to revolutionize hiring by making it faster, more dynamic, and engaging for everyone involved. The app would feature freemium options with opportunities for paid upgrades to boost visibility and promotion.

Would you consider using an app like this, whether you’re looking for a job or hiring? What features do you think would enhance this concept? I’d love to hear your feedback! 🚀

Theagencyblueprint

Has anyone tried The Agency Blueprint? I believe they offer extensive coaching and guidance for launching your own recruitment firm, and there might be access to job opportunities from other recruitment companies that use their services. They do seem to charge a significant fee for this support.

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

Refining the Criteria: What Key Attributes Matter Most?

I’m developing a recruitment app designed to streamline the candidate selection process based on interview principles. At a high level, what qualities do you prioritize when evaluating candidates?

Here are the categories I’m currently considering. I’d love your input on what you would value, remove, or add:

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

Looking forward to your feedback!

Certifications

Certifications Needed
I’m currently on the job market after working as an in-house tech recruiter and I’m considering pursuing some certifications to enhance my resume. Does anyone have any recommendations for valuable certifications to look into? 🤓

the hot topic in my HR department

The Latest Buzz in Our HR Department

We’ve revolutionized our hiring process! After posting a job, we’re now able to streamline our recruitment within minutes using cutting-edge software.

This innovative tool has effectively reduced our HR assistants from six to just one. The algorithm generates customized scripts for screening and interviewing candidates, assessing their communication skills, tone, technical abilities, and cultural fit. It then cross-checks this data with their resumes to verify authenticity and offers a shortlist of the top applicants that meet our criteria.

As a result, five of our former HR assistants have transitioned into more strategic roles, significantly boosting our monthly recurring revenue (MRR).

My talent acquisition leaders now have an efficient co-pilot that handles tasks previously performed by assistants, allowing them to focus on higher-level responsibilities.

This transformation was essential, as our team leaders were spending an excessive amount of time on the administrative side of recruitment. I’ve had enough of dealing with profit-driven agencies that provide subpar candidates, which often lead to wasting HR hours.

Here are the key benefits we’ve experienced:

1. Cost Savings: We’ve saved over $20,000 in agency fees, while reallocating assistant salaries to revenue-generating positions.
2. Enhanced Efficiency: Our time to hire has dramatically decreased from 32 days to just 9 since December 24.
3. Improved Quality: By concentrating on finding the ideal fit, we’ve successfully filled 15 roles since December, with a target of 80 to 140 by year’s end.
4. Revenue Impact: Of the five Account Executive positions we’ve filled, they’ve already generated a combined $1.1 million in revenue this year. Given our fintech context, this is significant, saving us an estimated $150,000 in lost revenue for each vacant position.

I’m committed to transforming our hiring strategy by adopting innovative solutions and shifting from a reactive to a proactive hiring model. After months of searching, we’ve finally contracted with a platform that meets our needs.

So, I’d love to hear from anyone else undergoing a similar transition—how has your experience been? Our board is thrilled with these changes, and I’m curious if other companies would also embrace software that manages the bulk of the early-stage hiring process!

Thoughts on Dover ATS?

What are your thoughts on Dover ATS?

I’ve been handling more consulting projects lately, particularly advising early-stage startups on their hiring tech stack. A frequent question I encounter is: Which ATS should we choose? Given that many of these startups operate on tight budgets, cost is a significant consideration. I’ve had experience with Lever in the past, and while it’s a fantastic tool, I’m curious if there are better alternatives available. Recently, I’ve been exploring Dover, especially since it’s relatively new and reportedly free.

Check it out here!

Has anyone tried Dover? How does it stack up against other ATS platforms? I’d love to get your insights!