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Frequently Asked Questions...
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Q: When will I start receiving phone calls and e-mails? A: The day after we send the service out you will start to receive phone calls and e-mails. E-Mails are sent the night before, while the voicemail service happens the day(s) you want to receive calls. Q: What information do I need to provide to get started? A: Senders full name, e-mail address, call in phone number, script you wish to use, times/dates you wish job seekers to call in. Optional info: Office address, website, job seeker salary information. Q: Should I include a website in the outgoing e-mail? A: In general, no. This process depends on the curiosity of the job seeker. We need to give them the chance to learn about the opportunity first hand, through an in-person interview. Q: How do I choose the areas where I’d like to recruit? A: Please provide up to 3 cities using a standard radius of 20, 25, 30, 50, 100 or 150 miles. Q: What methodology should I use when recording the outgoing voicemail? A: Easy directions will be provided. Recordings should be under 25 seconds, should be brief, to the point and must be completely natural and unscripted. (eg., “Hi, this is Vanessa with American Republic. We found your resume online and would like to discuss it with you. Please call before 3pm today at 800-555-1212. Thanks.”) Highly populated areas (greater than 1-1.5M people) may want to add “would like to discuss a sales position with you.” It is our belief that the call should be friendly, but firm. Recruits should never get the idea that you need them more than they need you. Q: Does your service affect job seeker show rates? A: In general, no. We have seen show rates as high as 60-70% from those highly experienced in taking these types of calls. A normal show rate should vary between 40-50% and is not the responsibility of the Online Recruiting Source. Q: What types of job seekers does the Online Recruiting Source target? A: Salespeople, entrepreneurs, insurance agents, mortgage brokers, real estate agents. Depending on your area, results will vary. In Chicago or Dallas, the rate of relevant resumes will approach 90-95%. In Memphis, it may be 40-60% and in Davenport, IA, it may be 20-30%. Even though many non-sales types are contacted, we have found that they can still find great success with your opportunity. In addition, in less populated areas jobs are often scarce, so you may find that your opportunity is still in high demand even with less qualified applicants to choose from. Q: How many calls should I expect? A: Depending upon your area, approximately 30-100 calls. E-mail responses should be between 15-40. Q: How can I be the most effective in booking in potential hires that call in? A: We have found that the most successful locations have multiple, highly trained and skilled personnel answering phones. Many locations are using an assistant to handle calls. This scenario is fine as long as there are additional people available for call overflow who are also trained in handling these types of calls. If you are not achieving a consistent show rate of 50%, there is room for improvement. Q: What is the best way to handle questions by e-mail? A: We have found that responses via e-mail are generally not serious respondents. You may choose to ignore them or attempt to answer them. If you choose to answer them, the best method is a phone call. Q: I’m getting a lot of computer people calling, what can be done? A: In general, analytical types are screened out of the process. If you would like particular types of job seekers to be removed from the process, please request changes via e-mail at least 7 days prior to your scheduled service. This process is not perfect, and depends on population and regional differences. (eg., areas such as Portland, Seattle and Boston tend to have many technical applicants.) Q: Will there be duplicates? A: We automatically remove duplicate e-mails from our system. It is possible for a candidate to receive the same e-mail twice, but only if they change their e-mail address or have multiple e-mail addresses and job postings. Confidential resumes are not contacted. The voicemail system works in the same way. Phone numbers will never be called more than once. Q: Can I make changes to the e-mail or in the way you screen applicants? A: Changes can be made to virtually any part of the system. We simply require written notice by e-mail within 7 days of your service going out. Q: My managers and assistants are all in different locations. Is there a way for all of them to take incoming calls without being in the same place? A: Yes. You can set up special number through vonage.com, allowing up to six (6) phones of any type to ring simultaneously or in round-robin order. You can find a link to Vonage under the Employer Resource link on this site so you can sign up for their service. When you sign up, pick the 800# option. Q: Is it possible to control when job seekers call in, or slow down the rate in which they are calling? A: Yes. Simply supply the days and times, up to three days. (eg., Monday and Tuesday 10-3pm, Wednesday 9am-1pm). We can request job seekers to call in during specific times. In addition, the voicemail system can be slowed dramatically to slow down the call in rate. Q: What do I do if someone complains by e-mail? A: Our system automatically removes e-mail addresses and phone numbers after the first attempt. Complaints should be expected and in general, should be ignored. While it is very tempting to respond negatively to these complaints, this will only intensify the anger of the recipient. Q: What e-mail address should I use for the service? A: We use a “dummy” account for your service. Job seekers see your name but not your real e-mail address. We must use an alternate domain name to ensure proper delivery of your e-mail. Any replies to this e-mail address are automatically forwarded to the e-mail address that you provide us. Q: Do you provide the actual resumes of potential hires? A: We do not provide the full resume, however we provide the applicants full name, address, phone number and e-mail address, as well as their target job and previous job position. Q: I want to cover a large area of my state, what is the best way to go about doing that? A: Provide us with names of three “boundary” zipcodes (only the first three digits of the zipcodes are necessary) or two cities, or places beyond which you do not wish to go any further. Q: Does the e-mail have to come directly from me? A: No, the e-mail can come from any e-mail address, person and phone number of your choosing. We have found that it works best if it comes from the person who is actually answering the calls. Even though the e-mail appears to originate from you, you can direct callers to contact an assistant, or call on a particular time or day. Some of the best results seem to come from using a female to originate the e-mail and voicemail who works in “human resources”. In general, job seekers do not expect to be contacted by a CEO or company owner, so someone in HR seems more appropriate but certainly not necessary. Q: What can be done if an error is made in my outgoing e-mail? A: The process can be resent to the same recipients. For example, if an incorrect phone number is used, a brief, one line e-mail can be sent explaining the error. This actually enhances the effect of the process. Mistakes are a natural, human occurrence. |
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| Online Recruiting Source CustomerService@OnlineRecruitingSource.com 1.877.500.1929 |
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