Candidate engagement with sourcing/interview materials – Does it matter?

Candidate Interaction with Sourcing and Interview Materials – Is It Important?

Do you believe that candidate engagement with the materials you provide during sourcing or interviews makes a difference? Do you notice when candidates interact with these resources?

For instance:

• Are they clicking on the links you share?
• Are they reading the preparation guides or exploring company information?
• Does their level of engagement (or lack of it) impact your impression of them or affect how you rank candidates?

Agency calls

Agency Check-ins

I began my accounting position nearly eight weeks ago, and I secured the job through a recruitment agency. The agent who helped place me has reached out a few times to see how I’m doing. I’m just curious about why they continue to check in on me.

Seeking Recommendations for an AI-Enhanced Recruitment Tech Stack

Request for Suggestions: Building an AI-Enhanced Recruitment Tech Stack

Hello r/Recruitment community,

I’m reaching out to gather your insights as we aim to create an effective recruitment tech stack tailored to our caregiving agency’s unique hiring needs. We deal with both professional-level recruitment and high-volume roles like caregivers and housekeepers. Our primary objective is to automate various aspects of the recruitment process, particularly through AI-driven solutions for calling and follow-ups.

Key Requirements:

1. Applicant Tracking System (ATS):

2. A user-friendly platform with strong automation and AI features.

3. AI-Driven Candidate Engagement Tool:

4. Capable of automating interactions across multiple channels, such as voice, SMS, and WhatsApp.

5. Dialer and Messaging Platform:

6. Must support power dialing, SMS, and WhatsApp messaging.

7. Includes functionality to prevent calls from being marked as spam.

8. AI Integration for Outbound Calling and Follow-Up:

9. Uses AI to facilitate outbound calls and follow-up communications, ensuring timely and personalized engagement with candidates.

Factors to Consider:

• Seamless Integration: Platforms should easily integrate without complex setups.
• Automation: The ability to automate repetitive tasks to boost efficiency.
• Multi-Channel Capabilities: Support for calls, SMS, and WhatsApp for effective candidate engagement.
• Spam Prevention: Features to reduce the chances of outbound calls being flagged as spam.
• Cost-Effectiveness: Affordable options that deliver strong value for their features.

Platforms We’ve Explored:

• ATS Options: Loxo, Zoho Recruit, Breezy HR, Workable, Recruitee, Lever
• AI Engagement Tools: Paradox (Olivia), ORA AI, Sense, XOR
• Dialer/Messaging Solutions: Kixie, Orum, 2X Connect, EltoDialer, Salesfinity AI

Challenges We’re Facing:

• Achieving seamless integration between the ATS, AI engagement tool, and dialer/messaging platform.
• Ensuring a user-friendly experience across all platforms.
• Striking a balance between advanced features and cost-efficiency.
• Staying within budget constraints.

Questions for the Community:

• Integration: What combinations of these platforms have you found successful?
• User Experience: Which platforms are known for their intuitive interfaces?
• Cost vs. Features: Are there any platforms that strike a good balance between advanced functionalities and affordability?
• Spam Prevention: Which dialer/messaging platforms excel at preventing spam issues?
• AI for Calling and Follow-Up: Which tools effectively leverage AI for outbound calling and follow-ups?
• Other Recommendations: Are there any additional platforms we should consider that meet these criteria?

Your feedback and experiences would be hugely beneficial in helping us create a streamlined and integrated recruitment tech stack. Thank you in advance for your recommendations!

How can automation help you?

How can automation benefit you?
Recruiting can be incredibly time-consuming, involving tasks like screening resumes, arranging interviews, and following up with applicants. While automation tools are already streamlining some of these processes, there are still gaps to fill. What’s one specific task you wish you could automate that hasn’t been addressed yet?

Waiting to hear…

Anticipating a response… If you were informed that you’d receive an update on a specific day, but that day comes and goes without any word, would you typically conclude that you haven’t been selected for the job?

Recruiter to BDM

Transitioning from Recruiter to BDM

Hi everyone,

I’d love to hear from UK-based recruiters who have successfully transitioned into full-time Business Development Manager positions, whether in recruitment or other fields.

I’m eager to learn about your experiences. Was the change beneficial for you? What advice would you offer to someone considering this path in the future?

Thank you in advance for your insights!

Seeking advice on apetite for new recruitment CRM and ATM

Looking for Feedback on Our New Recruitment CRM and ATM

Hello everyone!

My team and I are excited to share that we are in the final stages of developing a new recruitment tool, and we would love to hear your thoughts!

Our app will primarily function as a recruitment CRM, with an Applicant Tracking Module (ATM) set to launch shortly after. We are prioritizing simplicity and ensuring that users can access the app easily on their mobile devices (not just a mobile app). In later phases, we plan to introduce features to help manage temporary and contract workers, including timesheet submissions for approval. Once we have these core functionalities in place, we will shift our focus towards automation.

Having worked with numerous recruitment agencies in the past, I have often been taken aback by the complexity and outdated nature of the systems they used (not to mention frequent downtimes). This experience sparked the idea for our app.

Initially, we plan to target smaller agencies, gradually expanding to larger ones as we develop more advanced reporting capabilities. We’re considering a three-month trial period, with a potential pricing structure around (TBD) $40 per user per month.

We would love your insight: Is there a demand for such an app? Does the proposed pricing sound reasonable? Thank you for your input!

Recruitment agency franchisee

Recruitment Agency Franchise Opportunity

Has anyone here invested in a franchise with a well-known recruitment agency? I’m particularly interested in the model where you pay an initial fee to obtain the franchise. In this setup, the company provides information about job openings, and you’re responsible for sourcing candidates through various job portals and databases provided by the company. If you successfully fill a position, there’s a revenue-sharing arrangement, typically around 50/50 between you and the company.

Do you think this is a viable option for working from home? I’d love to hear your thoughts!

Mis procesos de reclutamiento se volvieron difíciles sin serlo realmente.

Mis procesos de reclutamiento se han vuelto mucho más complicados de lo que deberían ser. Soy de Perú y trabajo en una pequeña empresa que necesita estibadores, despachadores y recepcionistas. He notado que reclutar para puestos fuera de la capital ha sido más sencillo gracias al mayor número de postulantes. Sin embargo, en el último mes, solo he recibido 3-4 candidaturas en los últimos dos días, y lamentablemente, ninguno cumplía con el perfil requerido. A pesar de haber obtenido 3 candidatos interesantes a través de la publicación en la ATS de Computrabajo, ninguno se presentó a la entrevista programada.

He mantenido la misma estrategia de comunicación que utilizaba en otras empresas donde no tuve problemas para encontrar candidatos. ¿Estoy haciendo algo mal? ¿Existen métodos más efectivos para atraer a un mayor número de postulantes que no conozco? He estado utilizando las versiones gratuitas de Indeed y Bumeran como apoyo, y también he compartido anuncios en grupos de Facebook, como suele hacer la mayoría. Sin embargo, estas estrategias apenas han generado postulaciones, si es que alguna.

¿A alguien más le ha pasado algo similar o sabe de alguna técnica más efectiva para incrementar el volumen de candidatos? Siento que me estoy esforzando, pero el trabajo parece ser en vano. Y no es fácil hacer entender a un jefe que, aunque haya pocas funciones, integrar a un nuevo empleado en 2-4 días no es siempre posible. Además, he explorado bolsas de trabajo menos conocidas y la del Ministerio de Trabajo, pero sin éxito. No sé si es mala suerte o si he perdido la habilidad para reclutar.

Business Internships

Business Internships

As a second-year student enrolled in a prestigious business program in Canada, I’ve been struggling to secure a summer internship this year. While I understand that target schools usually offer better networking prospects, I feel that those opportunities only go so far. I’m eager to gather insights and advice on navigating the recruitment process. I hope my experience can also benefit other business students facing similar challenges!