Jessica Fitzpatrick

🚀 Making a Candidate Offer: How to maximise your chances of Success 🚀 Here at Strive, we have worked hard to maximise our offer process, addressing potential issues right from the outset of the hiring process. We recently created a comprehensive guide to successfully making an offer, which shares some best practices as to how to manage the offer process, to maximise the probability of your employment offer being accepted. 𝐏𝐥𝐞𝐚𝐬𝐞 𝐫𝐞𝐚𝐜𝐡 𝐨𝐮𝐭 𝐭𝐨 𝐠𝐚𝐢𝐧 𝐚𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐭𝐡𝐞 𝐟𝐮𝐥𝐥 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭! And in the meantime, read our blog here to learn more: https://lnkd.in/erZbmfVN #softwaresalesrecruitment #scalewithstrive #saassalesrecruitment #saassales

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Tired of unpredictable recruitment costs? Introducing fixed pricing. - No commission - No conflicts of interest - Total flexibility With fixed pricing, you know exactly what you're getting and exactly how much it'll cost. No hidden fees. No surprises. Just a straightforward pricing model. And why is this important? It allows you to save money on recruitment and budget more effectively. Plus, you'll have peace of mind knowing that you're working with a company that puts your needs first. So, if you're looking for a better way to recruit, consider fixed pricing. It could be the game-changer you're looking for.

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⏳ Flexibility in Workforce Management! Temporary and contract staffing are vital for managing fluctuating production demands. We're building a pool of reliable temporary workers ready to step in and keep operations running smoothly. #TempStaffing #ContractStaffing #WorkforceFlexibility #WomenInRecruitment

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Nothing worse than when your candidate gets ‘pipped to the post’ by another! 😢 It’s a swirl of emotions as your stand out candidate doesn’t land an offer as the other candidate is preferred by fine margins 😣 It’s never an easy call letting someone down, especially when your candidate was really looking forward to the opportunity and genuinely excited for the role. But either way I will always get back to you, no matter what stage of interview, no matter the news, good or bad 🫡 The good news? Me and this candidate have formed a great relationship throughout the process and the trust is 100% there for when the next role comes around 💪🏾 Transparency and honesty is key in this game and that’s all you’ll get when working with me, whether as a client or a candidate 👍🏾 So what now? Now I try and find this fantastic candidate a new opportunity with one of our many clients as I know they’ll add massive value 💪🏾 Reliability and positive feedback throughout an interview process really speaks volumes about a person, but that’s probably best left for another post 👏🏾 Have a great Thursday people ✌🏾❤️ #Agile #Recruitment #Offer #Opportunities #Trust #Honesty #Transparency

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Final call to join Joe Nolan as he sits down with the legend Rob Cassidy to discuss what activity salespeople can be doing to add value to their clients. You can expect to learn things like: • How to price to be more attractive to the buyer 💰 • Strategies to ALWAYS be adding value 🎯 • Battling a downmarket 📉 This one will be packed full of value and remember if you can't make it - why not go through the recording as a team. Hit the link in the comments to register!

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⏰ Want to show your worth as a recruiter in the current market? DON'T IGNORE THE IMPORTANCE OF BD 🤳 Sales ability is 👑 right now, at Harrison Sands Rec2Rec we're still seeing delivery-focused recruiters being overlooked for 360 roles and massively limiting their progression opportunities. 🔸 Don't build up BD in your head 🔸 Don't think of making a sales call as something you can't do or shouldn't have to do unless you're a trainee 🔸 Don't look down on sales as 'cold calling' and spec outs as 'CV flinging' So many aspects of recruitment and candidate generation and placement are sales- BD is a natural follow on to this and there to expand YOUR network, get the best opportunities for YOUR candidates and act as a tool to allow YOU to fulfil your career (and earning) potential. #businessdevelopment #salesability #recruitment #recruiterlife #career

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After interviewing 30+ recruiters Billing between 500K - $2 Million, I can confirm there's not ONE BEST WAY to do BD… - Email  - Cold calling  - Content  - LinkedIn message  - Video messages All of these channels will fluctuate on a weekly/monthly basis And you have no control over it. So you can’t rely on one single channel for new business  You need multiple channels However, a lot of recruiters are still late to the personal branding game Here’s why I highly recommend you add this channel to your arsenal… 1. Eyeballs: Every month I get around 250 -350 thousand impressions on my brand. That’s like 5-6 arenas filled with people all looking at my brand, my content, my message. 2. It continues working in the background while I do my outbound. As I’m making my calls, and doing my emails, your content is generating impressions and doing some of the heavy lifting without you needing to do anything. 3. Warmer outbound Conversations. I can’t tell you the amount of time I’ve called someone out of the blue only to be greeted with a warm “Oh Hey Sam, how are you mate?” When you’ve built an audience it makes outreach SO much more fun.

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In Q2 of this year in the UK the average Perm Consultant made 4 placements and the average Temp Consultant made 6 placements. (UK) When we looked at the consultants at the Top 5 agencies on Recruiter Insider for Candidate Experience, we discovered that: 🚀 the average Perm Consultant there made 5 placements 🚀 the average Temp Consultant made 10 placements. In Q2 alone, the agencies with the highest candidate experience scores made 1 extra Perm placement per consultant and an 4 extra temp placements per consultant. Highlighting as always the impact candidate experience has on your placement numbers. The data doesn’t lie, an improved candidate experience means more placements. But if you are not measuring this you can improve it either. So if you want to make more placements get in touch with me. The data doesn’t lie!

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Choosing an recruitment partner that understands their market is key when looking to add talented individuals to your business. Yes you will receive approaches from every agency under the sun but working with recruiters who truly understand your market will add so much value and streamline your whole process. 💡 Network: A specialist in your market will have access to a wide range of candidates and a great understanding of what the right skillset is for your roles, including hidden candidates you wouldn't have access to organically. 💡 Candidates Trust: Candidates will trust a recruiter who has a great understanding of the market and can represent a company in the right way. 💡 Streamlined Process: A recruiter that understands the market will understand and be able to manage the process a lot better, ensuring both parties feel assured throughout the interview process. 💡 Relationships: Building a lasting relationship with a market specialist will give you access to hidden gems a lot faster as recruiters who feel valued will in return, offer you the best candidates first. If anyone tells you all recruiters are the same, that is a load of 💩, i wouldn't have a clue how to recruiter in many markets so I'm sure recruiters feel the same about different markets too. #recruitment #renewables #recruitmentpost #renewablesjobs

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Recruitment is competitive, loads of agencies say they can fix your hiring challenges. Standing out isn't just a goal—it's a necessity.  One game-changer for me has been making the effort to visit my clients on-site.  It's not just about ticking a box; it's about truly understanding the heart of their operations. Take my recent trip to Northern Ireland, for example.  I visited a client who was busy setting up a brand-new factory.  I was able to see: → their vision of the future → Their team and how they operate → The environment they're creating for future employees The visit was invaluable.  When I talk to candidates now, I'm not just listing job specs.  I'm painting a picture of their potential new workplace, from the layout to the cutting-edge machinery and the team they'll be part of.  It's about helping them see themselves there, which makes the opportunity much more real and exciting.  I'm able to give candidates an idea of the kind and welcoming culture they can expect.  It's tough to get this insight from afar.  Seeing the facilities and meeting the team can be crucial. This is especially true for roles where the work environment plays a big role in someone's decision to join. So, while yes, you can recruit from a distance, nothing beats the authenticity and depth of understanding you gain from being there in person.  It's about turning a job description into a vision and a culture that candidates can't wait to be part of.  Thoughts?  ___ If you're looking for a recruiter to support your company's hiring needs, I'd love to chat and find out if we'd be a good fit! 📞 07809117856 📧 John.Small@ProteaRecruitment.com

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🚫 Recruiters- when do you decide not to work with a client? 🤔 For me, these are all major 🚩🚩🚩🚩🚩🚩🙅‍♀️ 🗑 No specific job brief (Can you not just send me CVs??) 🗑 Pushes as long as possible rebate (Always the recruiter's fault, right!) 🗑 Long-winded processes 🗑 Too busy to schedule a proper meeting or briefing call What are your turn-offs when it comes to a new client? A combination of the above? It's a thanks but no thanks from me ✅ #recruiterlife #recruitment2024 #integrity #selfworth

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So many recruitment agencies still measure activity badly 😑 Manual BD calls one on one… Manual candidate calls one on one… Manual outreach one on one… Relying on referrals and word of mouth… one on one… Guys you can literally spend 15 mins a day building your personal brand and reaching 100,000s of people a month. Combine that with some AI/automated systems, and sales funnels with pre-set email sequences and you have a never ending source of leads. There’s really no excuse to be doing everything so manually in 2024. Do you agree? 👇🏼

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New opportunity! Recruitment Resourcer/Researcher. If you've worked in recruitment for any length of time, you'll know it's a complex industry. An outsider may think it's simply about posting an advert, sending CVs, billing a fortune, then heading off to the nearest Audi showroom. To find out more, please visit the link below #Hiring #Recruitment #RecruitmentResearcher #JobOpportunity #TalentAcquisition #RecruitmentJobs #TalentSearch #TalentSourcing #ExecutiveSearch

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New opportunity! Recruitment Resourcer/Researcher. If you've worked in recruitment for any length of time, you'll know it's a complex industry. An outsider may think it's simply about posting an advert, sending CVs, billing a fortune, then heading off to the nearest Audi showroom. To find out more, please visit the link below #Hiring #Recruitment #RecruitmentResearcher #JobOpportunity #TalentAcquisition #RecruitmentJobs #TalentSearch #TalentSourcing #ExecutiveSearch

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Digital transformation is perhaps one of the most talked about topics in the life sciences industry currently! In our recent blog, LSC’s Sales Manager Aoife Kiely discusses the impact that digital transformation is going to have on the industry and what these changes will mean both for clients and consultants.

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📊 UK Labour Market Update - June 2024 📊 The key points... Employment dips to 74.3%, with unemployment rising to 4.4%, indicating increased candidate availability. Job vacancies remain high at 904,000, while redundancies decrease to 3.4 per thousand workers. Salary growth holds steady at 6%. Despite these trends, nearly 33 million are employed, demonstrating a robust workforce. This is the time to attract talent! Choosing a recruitment agency can help you navigate this candidate pool efficiently, ensuring you find the best talent quickly and effectively. Pre-Pandemic Comparison....the parts my clients find most interesting. 🌏 Employment Rate: Pre-pandemic levels were around 76%, showing a slight decrease. 🌏Unemployment Rate: Pre-pandemic unemployment was approximately 3.8%, so the current 4.4% is higher, reflecting more job seekers. 🌏Job Vacancies: Vacancies were significantly lower pre-pandemic, making the current 904,000 a notable increase. 🌏Redundancies: Pre-pandemic redundancies were around 3 per thousand workers, similar to the current 3.4, indicating stability. 🌏Salary Growth: Salary growth was around 3-4% pre-pandemic, lower than the current 6%, highlighting stronger wage increases now. #ManchesterJobs #Manufacturing #Logistics #LabourMarket #Recruitment #UKJob

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Looking to save money in your recruitment process? Don't start with the fee. ✖ Negotiating from 18% to 10%, will not save your business money. ✖ Lowballing a Candidate by a couple of grand, will not save your business money. ✖ Increasing your rebate from 12 weeks to 16 weeks, will not save your business money. ✖ Not paying the fee within the agreed payment terms, will not save your business money. DO: ✅ Select a recruitment partner who wants to understand your business thoroughly and will assist you in finding someone who will add value to your business! ✅ Be clear about your expectations in terms of both skill set and behaviour. ✅ Be honest and open about your culture, your hiring process and what to expect during the onboarding/induction. ✅ Work with your recruitment partners, take constructive feedback and agree on forward actions. ✅ Utilise exit interviews to understand what is going on in your business/department. ✅ Manage/lead fairly and effectively- you will see an increase in retention! When thinking of recruitment, some businesses will look at the 'cost of hiring' being the upfront money spent to fill the vacancy. However your cost of hiring drives deeper- the lost productivity, the revolving door of recruitment, etc. If you're interested in how to save money by optimising your recruitment strategy, give me a call.

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Why Hiring Managers Need to Act Quickly! In the current recruitment market, if the right candidate comes across your desk, it's super important to act quickly. Delayed decisions can lead to losing the best candidates to competitors. Swift hiring improves candidate experience, cuts costs, boosts offer acceptance rates, and maintains team morale. Have you been struggling to fill your Account Handler vacancy for months? Good news! We typically fill these roles within just 28 days! This is a combination of our proven methods to source talent but also working with hiring managers that are engaged in the process and prepared to move things forward quickly. Adapt quickly to stay ahead in the fast-paced job market. Prioritise speed to build a stronger team! #lifeofarecruiter #insurancerecruitment #jointheelite

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