Switchboard configuration suggestions?

Suggestions for Switchboard Configuration?

I’m part of a small agency with fewer than 10 staff members, and we’re currently using a VoIP system that features a main phone line alongside direct lines for each consultant. I’ve noticed that a significant amount of time is being wasted on the main line, primarily with overseas candidates seeking work permit sponsorship—a service we unfortunately cannot provide. Our team often ends up spending several minutes offering advice and guidance to these callers.

To address this, I’m considering implementing an answering machine for the main line. Our clients should already have the direct contact information for their respective consultants, as this is included on our website, in email signatures, and on our LinkedIn profiles, so it shouldn’t be too difficult.

I’m proposing a voicemail system with a menu interface: Dial 1 for Candidates and Dial 2 for Clients.

• Dial 1: This would provide the generic email address for inquiries, accessible to all staff, and give the caller an option to leave a voicemail.

• Dial 2: Callers would be asked whether they’re an existing or new client. Existing clients would be directed directly to the appropriate consultant, while new clients would be connected with our Business Development team. If no one is available, they could leave a message and would receive their email contact.

I would love to hear your thoughts on this setup. We’re aiming to maintain a personal touch with our local SME clients, and there are concerns that automating this process might diminish that connection.

Has anyone else implemented a similar system? How did it work out for you?

Additionally, I plan to review our call logs to better understand the percentage of calls that are genuinely important to our business—those from clients or candidates we currently work with or could collaborate with in the future.

Getting frustrated trying to provide a good candidate experience

Frustrated with Providing a Positive Candidate Experience

I’m reaching out to in-house recruiters to share insights on how you manage candidate experience. My team and I are dedicated to enhancing this experience—we provide comprehensive PDFs about our company, the role, and the hiring process, along with an in-depth company introduction during screening calls. We prioritize thorough Q&A sessions, work efficiently, and ensure timely and detailed feedback for all candidates, whether they move forward or not.

Despite our efforts, I’m starting to feel disheartened by the rising expectations from candidates. It sounds a bit like a “grumpy old man” perspective, but my personal experiences with interviews often involved generic responses or a complete lack of feedback after several stages. I believe we’re doing much better than that, yet it doesn’t seem to meet current expectations.

I’m curious—how does your team provide a great candidate experience while managing your busy schedules? What do you consider to be the appropriate level of time investment in this area?

Where do recruiters find roles to fill

Where Do Recruiters Source Job Openings?

As an IT contractor, I often notice that as soon as a position opens up at any government department, I’m flooded with LinkedIn messages from recruiters, both in Australia and abroad.

I’m considering starting my own recruitment agency, but I’m curious: where do recruiters typically find these job openings?

It seems like there must be a specific website or platform where these government roles are advertised. Any insights would be appreciated!

Recruitment CRM Suggestions – 2-4 people agency

Recruitment CRM Recommendations for a Small Agency (2-4 People)

Hello everyone,

I’ve been approached by two friends looking to establish a small recruitment agency. They’re planning on offering 360-degree recruitment services and have extensive experience in the field. As someone with knowledge of Bullhorn and Hubspot, they’ve asked for my assistance in setting up the operational side of their business.

Currently, they’re using Folk CRM, but they’re facing quite a bit of manual labor in their processes. I haven’t worked with Folk before, so I have some concerns I’d like to share:

Current Challenges:
– They are dealing with extensive manual data entry in Folk, aside from the LinkedIn integration provided by Folk’s Chrome extension.
– Information is disorganized and scattered in various places.
– There is a lack of synchronization with Folk.

Potential Issues:
– It appears that Folk does not have any third-party calling integration, which raises concerns about the inability to sync calls directly into the CRM (unlike Aircall with Hubspot).
– There doesn’t seem to be an integration for electronic document signing.
– From what I can see, Folk lacks essential analytics features, such as metrics for time-to-placement, average cost per hire, and CV submissions.

I’m interested to know your experiences with Folk. What alternative CRM solutions would you recommend for a small recruitment agency?

Thank you!

Useful info on candidates

Insightful Thoughts on Candidates

Hello recruiters! I’m curious to hear your thoughts on what you consider the biggest time-wasters in the recruitment process.

For instance, if you find that candidates turn out to be poor fits for the role several months later, what do you think contributed to that situation?

I have a feeling that spending time interviewing candidates to gauge their personalities and passions could be a significant bottleneck. It seems like prioritizing the selection of the right candidates for the initial screening stage could lead to a more efficient process. What do you think?

Podcasts?

Are there any podcasts available that can assist me in enhancing my recruitment skills?

Resume gap vs overlapping jobs?

Resume Gaps vs. Overlapping Employment: What Do Recruiters Prefer?

What tends to raise more red flags for recruiters: employment gaps or overlapping jobs? I had two software positions simultaneously, and both employers were aware and supportive of this arrangement. However, I lost my main job in August 2023, leaving me with my secondary consulting role, which I’ve held for almost a year now.

While applying for new positions, I haven’t included my consulting job on my resume, resulting in a noticeable gap. Should I list my current consulting role to avoid this gap, or is it better to leave it off even if it means my resume appears incomplete? What do you think would be the best approach?

First it was layoffs and now it’s going to be appraisals

First came the layoffs, and now it’s appraisal season.

Companies have blindsided us with sudden layoffs, leaving us in a state of uncertainty about our future. Just when we hoped for a break, here come the appraisals.

It’s disheartening to witness how organizations are using mass layoffs to further restrict budgets. They expect us to manage heavier workloads and heightened pressure while skimping on appraisals. It feels as though they believe they can dictate terms to us without considering our contributions and well-being.

Podcast, Videos, Groups and more for professional development/training

Professional Development and Training Resources for Recruiters

Hey everyone! I’ve compiled a list of podcasts, videos, groups, and more for professional development and training specifically aimed at recruiters at all levels. This isn’t an exhaustive list, but rather my personal recommendations. Feel free to contribute any additional resources you find valuable!

Podcasts/Webinars:
– The Elite Recruiter
– 30 Minutes to President’s Club
– Loxo: Become a Hiring Machine
– Top Echelon – A Comprehensive Webinar Series

YouTube Videos/Channels:
– Bob Marshall – Your Desk as a Manufacturing Plant
– Mike “Batman” Cohen – Boolean Search
– The Recruiter Roundtable
– David Stephen Patterson – Headhunters Live
– Old but Gold: Tony Byrne on Vimeo

Books:
– Steve Finkel – Breakthrough 2.0, Real Recruiting, and Search & Placement
– Extensive Collection of Sales Books on GitHub
– Full Stack Recruiting
– Google Search: A Wealth of Recruiting Books

Join Recruiter Communities on Facebook, Slack, or Discord:
– Facebook: Check out groups like Recruiters Who Actually Make Placements, Headhunter & Executive Recruiter Community, Recruiters Online, and Independent Recruiters, Staffing Agencies, and Headhunters.

• Slack: While I’m not a big Slack user, here are some groups to consider: 8+ Slack Communities for Recruiters and 7 Slack Communities for Recruiting and Hiring.

• Discord: Join the Headhunters & Recruiters Group for lively discussions and support.

Happy hunting! If you have any other recommendations, please share!

Entering resume information into multiple platforms each time is time consuming and ineffective.

Streamlining the job application process: a solution in the making

Hello, Reddit Community,

I’ve noticed that the recruiting process presents several challenges for both candidates and employers. As I explore opportunities within the HRTech space, I’ve come across numerous discussions highlighting one major frustration: job seekers often have to repeatedly enter their resume information into various platforms, which can be incredibly time-consuming. Moreover, not everyone keeps their profiles updated, leading to outdated information throughout the platforms.

I’m considering developing a solution that allows job seekers to create a single profile page. This profile could then automatically share their information with Applicant Tracking Systems (ATS) when applying for jobs on platforms like Indeed and LinkedIn.

Do you think this idea would be effective? I’d love to hear your thoughts!

Thank you!