Hard to fill roles

Struggling to Fill Challenging Positions

As a newcomer to HR recruitment within the healthcare sector, I have been assigned the task of filling several positions that have remained vacant for months. Two of these roles—Radiation Therapist and Audiologist—are proving particularly difficult to fill due to a lack of local programs.

I’m reaching out to seek advice on how to successfully recruit for these hard-to-fill positions. What strategies have you found effective? (Please note, I’m looking for alternatives beyond hiring an agency, as that option has already been ruled out.)

For additional context, I have already tried posting advertisements, utilizing multiple job boards, and reaching out to candidates through purchased resume banks via emails, phone calls, texts, and postcards. I also plan to attend upcoming university job fairs. Any further suggestions would be greatly appreciated!

Help with conducting phone interviews (Aus)

Assistance Needed for Phone Interviews (Australia)

Hi everyone! I’ve recently begun conducting phone interviews for work and would love to hear your advice or any interesting experiences you’ve had during your own phone interviews.

Any tips would be greatly appreciated! Thank you 😊

How to conduct phone interviews? [Aus]

Tips for Conducting Phone Interviews! [Australia]

Hey everyone! I’ve recently started conducting phone interviews for my job and I’m curious if anyone has any tips or interesting experiences they’d like to share about the process.

I’d really appreciate any advice you have on how to effectively conduct phone interviews!

Thank you! 😊

High-Volume interview booking software recs?

Recommendations for High-Volume Interview Booking Software?

I’m looking for suggestions for interview scheduling software that can handle our high volume of bookings. So far, I’ve explored Zoom Scheduler, MS Bookings, Calendly, and Hubspot (which serves as our CRM and de facto ATS). However, I haven’t found a solution that fully meets our needs. I would appreciate any recommendations based on your experiences, including the pros and cons, to help us streamline the scheduling process.

A bit of context:

• We conduct between 700 and 950 interviews each year, averaging 10 to 60 interviews per week over 38 weeks.
• Our interviews aren’t scheduled on a regular basis, and the interview panels (typically consisting of two members) vary by the day and time. Staff members are brought in based on their expertise related to specific candidates, and the HR support person may also change depending on the time of day, as our small team wears multiple hats.

Last year, I manually scheduled 750 interviews, and I would love to reclaim that time for this upcoming cycle. What I’m ideally looking for is a tool that allows me to provide candidates with a booking page featuring specific time slots on designated days. I’d also like the flexibility to either assign interview panel members by day/time or to add them manually after the interview has been booked, though the latter is less appealing.

From my observations with the tools I’ve tried, the booking pages seem to either require consistent teams or work on a set rotation for random distribution.

Is there a tool—either one I’ve mentioned or another option—that allows candidates to easily select their time slot while also enabling me to adjust the panel members as needed? Thank you in advance for your help!

How to not being annoying when marketing to target clients.

Tips for Avoiding Annoyance in Client Marketing

When reaching out to your target clients through marketing or sending messages, how can you ensure you don’t come across as annoying? What contact frequency works best for you?

Also, how can you overcome the fear of being perceived as “annoying” while pursuing new business opportunities?

Education vacancy newsletter central london

Subject: Education Job Vacancy Newsletter in Central London

Hi everyone,

I’m currently looking to fill some Senior Leadership Team (SLT) positions in London and I’m curious if there are any teaching or education newsletters where I could post these job ads. If anyone has any tips or recommendations, I’d greatly appreciate your insight! Thank you! 🙏

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

Looking for Effective Metrics for Recruiters and Sales in Our Staffing Agency

Hello everyone,

I’m seeking your insights on how to establish performance metrics for our recruiters and sales representatives in our staffing agency. Currently, our recruiters are averaging around 3-4 resume submissions each day, and we want to ensure we’re defining realistic and impactful goals as we move forward.

We also have a Sales Development Representative joining our team next week. Until now, our sales strategy has been quite informal, lacking specific metrics for our sales reps, operating more on a “see what comes in” basis.

As we continue to grow, we aim to implement strong metrics for both positions. For those with experience in staffing, what would you consider to be reasonable and effective KPIs for:

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

Any advice or suggestions on how to effectively measure and enhance performance would be greatly appreciated!

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 an hourly pay of $20-$25. They offered me $21, but I was hoping for something closer to $25, so I attempted to negotiate. However, they informed me that the budget for the role was actually only $17-$20 and that the $21 offer was a special case due to my qualifications.

When I pointed out that the job posting clearly stated a pay range of $20-$25, the representative seemed confused. Fortunately, I have a screenshot of the original posting as evidence. I’m feeling a bit unsettled by this situation and sense that I may have been misled.

I would appreciate any advice on how to address this without being difficult, as I’m worried that raising the issue again could jeopardize the job offer.

Fake Profiles

Concerns About Fake Profiles

I’ve noticed a troubling trend lately regarding certain profiles that don’t match up during our conversations. Specifically, we’ve encountered several candidates who, while presenting themselves as Polish, sound distinctly different on the phone, often resembling a Chinese accent.

Some of these individuals have managed to get through the initial screening and even secure interviews. During these interviews, it becomes evident that they are searching online for answers to technical questions in real-time.

I’m curious if anyone else has experienced something similar. What do you think their motivation might be? Even if they were to receive a job offer, they wouldn’t have the right to work, leading to an inevitable dead end. What could be driving this behavior?

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 background in working with locum staff within the NHS, we’re eager to hit the ground running. One key resource we’re looking for is a pre-existing database that includes details about GP surgeries and doctors.

We’ve attempted to reach out to a company about purchasing such a database, but they informed us that they do not sell it for this purpose. I also tried to inquire with my previous employer regarding where he sourced his database, but he didn’t share that information.

Any guidance or suggestions on where we might find a suitable database would be greatly appreciated. Thank you in advance for your help!