Susanna O'Brien

***Recruitment Market Update*** Thankfully its going the same direction as the UK weather- key indicator for that: June Sales - 35% better than June sales in 2023 & our strongest month YTD July New Jobs - on course to be the highest number this year It bodes well for H2 & hopefully the confidence continues to build in the market. #Recruitment #Update #Indicators

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🔥🔥🔥Hot Jobs 🔥 🔥🔥 Next Ventures is Hiring, below are some of the hottest jobs we have on offer. Please reach out to Holly King for UK roles or Kyle Vyas for US roles. Or reach out to myself if you’d like to know more about what we can offer you ☎️ Why consider NV? Strong Growth. Revenue from 2019 to present has increased from £56m to £117m 📈 Great Commission. No threshold and scales to 35%. Compare the NV scheme against your own using our commission calculator on our Work for us Page. www.next-ventures.com 🌏 Fun Incentives. NV has a lot of fun, and rewards success. Check out our Instagram page to see what we offer our team next_ventures 📱 Career Progression and Development. The only way we continue to grow, is to progress our team. NV has 4 trainers in our L&D Department, who will help develop you and your team 🚀 HOT ROLES 🔥 USA - NYC - Manhattan 🇺🇸 ✅ 5 x 360 Principal Consultants across any of NV’s key niches. Contract or Permanent focus. UK - London 🇬🇧 ✅10 x Trainee Recruitment Consultants. September start. No Rec-to-Rec’s needed for trainee roles. ✅2 x Talent Internal Acquisition. Senior Appointments ✅SAP Contract Team Leader ✅Data Contract Team Leader ✅Software Development Contract Team Leader ✅Cloud Contract Team Leader ✅ Senior/Principal Consultants - Permanent - German Focused Market Knowledge We’re also interested in hiring Senior and Principal Consultants in any of niches listed above 👆🏼 All conversations are 100% confidential 🤫 Please send us a direct message if you’re interested in knowing more ☺️

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New to recruitment onboarding freebie! Lots of conversations in the last 4 weeks around hiring new to recruitment talent, be that grads or second job community. We have a real chance to get it right this time round, and with the promise of a more positive market, we owe to to your new hires to show just how good this industry can be. If you want to experiment less with hiring, save the £000,s in making hiring mistakes, then no strings attached, happy to send you a 10 page freebie with some practical onboarding suggestions, simply DM me or email - james@mcmillanbass.com and it's yours! Happy hiring #recruitmentleaders #recruitmentdirectors #recruitmentfounders #recruitmentonboarding #graduatehiring #searchleaders #executivesearch #globalrecruitment #rec2recs #recruitmentacademy

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Musing of a recruiter 🤔 - I've been back a few days, and have been catching up with candidates, client partners, industry friends, internal talent acquisition teams and getting a feel for the technology hiring landscape... The good stuff: 🥳 Good candidates from a few weeks ago have secured new roles ☎️ We've had a flurry of existing client partners looking to hire people 🤝 We've partnered with new clients who have plans to grow their teams 🚀 Hiring sentiment feels warmer and discussions of growth are happening 🙌 According to our government, Australia 🇦🇺 will need 650,000 tech people by 2030! All positive things 🙏, and it feels like we're heading in the right direction 🤞 Most of our open roles are on LinkedIn, for my free market insights 📞 #australianjobs #techjobs #recruitment

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In recruitment, standing out from the competition is the goal. But what does it take to create a compelling sales pitch that resonates with clients and candidates?  The secret lies in fine-tuning your sales pitch, building deep connections, and staying consistent with your approach.  In this guide, we break down the strategy in detail. Swipe through to learn about: ✅ Identifying and refining your ideal client. ✅ Uncovering your key selling points. ✅ Building emotional connections. ✅ Knowing when to pitch. And feel free to download a copy to your computer for future reference. Out of interest, how are you refining your sales pitch to make it stand out? Feel free to share in the comments. 💡 P.S. If you're keen to dive deeper into these strategies or need further clarification, you're welcome to message me here on LinkedIn or book a call here: https://lnkd.in/eq6SCeTU #SalesPitch #Recruitment #Staffing

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Can you afford to lose your Ops function to a competitor who will invest their development? Only 15% of Ops professionals can see their next step WITHIN their current business. Map out a clear progression to retain key talent and improve your business performance. #recruitment #recruitmentoperations #professionaldevelopment #promotions

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Can you afford to lose your Ops function to a competitor who will invest their development? Only 15% of Ops professionals can see their next step WITHIN their current business. Map out a clear progression to retain key talent and improve your business performance. #recruitment #recruitmentoperations #professionaldevelopment #promotions

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Can you afford to lose your Ops function to a competitor who will invest their development? Only 15% of Ops professionals can see their next step WITHIN their current business. Map out a clear progression to retain key talent and improve your business performance. #recruitment #recruitmentoperations #professionaldevelopment #promotions

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If you’re still using multiple recruitment agencies – DON’T | NO NO | DO NOT What a headache (paracetamols at the ready) - Duplicate CVs | Race against time to get CVs = Quantity, not Quality | Candidates not being qualified/screened properly | Candidates being contacted multiple times = poor candidate journey, negatively impacting your company's reputation as an employer of choice | CV to interview and placement ratio low | Relationships not being built | your time wasted While engaging multiple recruitment agencies may provide access to a broader pool of candidates, it's essential for you to carefully consider the potential drawbacks and develop strategies to help them effectively. Building strong relationships with a reputable agency that understands your company's needs and culture will lead to more successful hiring outcomes in the long run. You want your agency to become an extension of your team, working closely to achieve shared goals No headache (put them paracetamols away) Focussed search effort = Quality, not Quantity | Streamlined communication | Deeper understanding of your culture and values = great candidate journey | Efficient candidate screening and selection = better ratio from interview to placement | Stronger relationships being built = trust and collaboration TRUST ME; I'M A RECRUITER 😁

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Data is more valuable than gold For recruitment directors 1 x placement = c 5 troy ounces So why do recruiters not update the CRM? Why are they using LinkedIn as their database (and then leaving the company with that data)? Why are they using personal WhatsApp instead of WhatsApp for business? "There's gold in them there hills" as they said in the California gold rush But it needs leadership and process If you'd like to improve management within your business, book a meeting with me here: https://lnkd.in/eqSMZmDr

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Thinking of launching a recruitment agency with another recruiter? 👯 OK. So here are a few things to consider before you partner up ⬇️ 👉🏻 Take the time to define what your roles within the agency will be Sounds so obvious I know but ensure you take the time to communicate with one another what each others responsibilities will be within this business from Day 1. Is one of you going to be more BD-focused & other delivery? Or perhaps you're going to operate two 360 desks from Day 1? Or maybe one of you will be operations & the other focussed on the recruitment? Whatever the dynamic, define it. & define it from Day 1. 👉🏻 Have a clear exit route Sounds cynical I know but knowing how to get out of an agreement is as important as knowing how to engage with one in the first place. Be sure you talk about how a potential migration away from the business for one of the shareholders might look like; in other words, a Shareholders Agreement is important to have. You might be best buddies & might never think that there will ever be a situation whereby one of you would want to migrate away from the business but, as we know, things can change & having a clear exit route agreed & laid out in black & white helps avoid being clouded by emotion if ever that conversation arose. 👉🏻 Are you both doing this for the same reasons? In other words are you generally on the same page as to what a successful recruitment agency might look like for you both in the years to come. There's no point partnering up with a recruiter (no matter how fantastic a biller they are or how great a person they may be) if ultimately you have two conflicting definitions of what a successful agency looks like in the years to come. It comes down to honesty, transparency & the awareness to not ignore the signs that while on Day 1 might not be an issue, come 3 years down the line & one of you is pulling for the business to go in this direction & the other in that, it's a problem you don't want. #recruitmentstartup #recruitmentinvestment #recruitmentbusinesssupport #recruitmentbusinesssetup #businesstips #recruitmentstartuptips

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Recruiters!! How are you currently performing against your 2024 sales targets? 📉 We now have less than 6 months before the end of the year and if your sales are not where you want them to be, I can help! If you are currently underperforming, it is HIGHLY likely that you are not executing some parts of your role as efficiently as you should be. Are you targeting the right hiring managers? How are you sourcing and following up on your leads? What does your quality of data look like? What content are you putting out on socials? Are you struggling to win new business? Do you struggle with negotiating new terms of business with clients? Are you screening your candidates correctly? I cover all of these areas and more in my new book, The Recruiter's Playbook, a step-by-step guide to helping you make more placements. If you implement all of the things in this book, I guarantee that your end of year billings will look a lot better! LINK TO BOOK IN MY BIO 🚀 Brand Partners

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Feeling Ghosted by Recruiters? ‍👻 Don't let your applications disappear into the void... Our blog post unlocks the secrets to standing out and landing your dream job in the competitive UK market. Learn how to craft a compelling application, showcase your value proposition, and build a strong network amongst a number of great tips... Click the link below to level up your job search: https://bit.ly/4f0HeTR

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I spoke to a 500k Biller who’s world-class at landing high-value clients. His secret? ‘Finding the Gap’ in his sales calls… What is the gap?  The gap is the space between where your clients are now versus where they want to be Most Recruiters JUST focus on the Problem their clients are having: “I Need More Candidates” And completely miss the following: 1. The impact this problem is having  2. The root cause  3. Where they want to be (Future state) If you can ask better questions and understand the remaining 3 topics above You will get the client more motivated to change and You WILL close more deals.

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You aren't a priority to most agencies unless they're looking at a massive fee. Most recruiters can be working upwards of 15+ roles at once majority of the time which means realistically they're working on your brand for less than half a day per week. Sound's like your moneys worth? Didn't think so. With Cortez Agency how is works is we partner with you brand on a long term basis. What does this mean? - My clients will back me on this, I don't chase the fee, I chase the long standing relationship with you. - My books aren't over worked which means speed, efficiency and precision with personalised approaches instead of a 'see what sticks' attitude. - Probably 'bad business move' but I have worked junior roles which are pretty much impossible way longer than some senior positions, because I work with you on your growth not for you and run when it gets difficult. Picking that agency that works with you is so pivotal in this market because the good talent doesn't come easy. You know where I am if you're ever needing that support 😊 💻 Leon@Cortezagency.co

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👏Female-Led Recruitment Start-ups - Top daily motivational tips👏 Developing a robust sales strategy is crucial for your agency's growth 🔥 Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Here’s how: 👌 Identify Your Target Market: Clearly define who your ideal clients are and understand their needs. 👌 Develop a Unique Value Proposition: What makes your agency stand out? Communicate this effectively. 👌 Build a Sales Process: Create a structured approach to acquiring new clients, from initial contact to closing the deal. Helen says…'Early on in my business I developed a solid and consistent sales strategy to only target SME’s with certain criteria, e.g. PE investment or funding and/or founder-led with significant growth plans. Building an engagement plan week on week with those firms meant that we were able to not only secure multi-hire clients but build predictable income' #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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Imagine being able to better forecast placements based on the candidates experience with the hiring manager at interview. Imagine being able to impact the placement outcome if that experience isn't up to scratch. Well you can do just that on Recruiter Insider. Last Qtr in the UK, candidates who accepted offers reviewed their experience with the hiring manager against 5 specific questions between 90-100, 79% of the time. Additionally when the score is between 90-100 the job itself converted 44% of the time. Yet candidates who scored their experience between 80-90 only ended up as a placement 10% of the time. Now when the score was between 80-90 the job itself only converted to placement 26% of the time. I don't know about you but I would rather be measuring this experience and making more placements than not. It's easy to start, just book a demo with us here - https://lnkd.in/gJK_cpHv

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How much revenue/spend under management are talent solutions providers responsible for in the UK? Fun Friday Fact....this is now over half of all spend in the UK market. And it's a fair bet to say this will only increase. TALiNT Partners' Top 500 staffing firms report also highlights separately the top #rpo #msp and #talentsolutions providers. If you're a talent solutions provider you are obviously going to want to know where you rank, and if you're a provider to talent solutions firms, you're definitely going to want to know know who's in the report. Get it here: https://lnkd.in/eFCKrc2n #staffing #recruitment TALiNT Partners

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🌟 Why Use Agencies for Your Job Hunt? 🌟 Ever wondered if a recruitment agency could be your career's secret weapon? 🤔 Here's why it should be your go-to move: 1️⃣ Insider Knowledge: Agencies have the lowdown on industry trends, salary benchmarks, and the hidden job market. They're your eyes and ears on the ground, giving you an edge you can't get alone. 2️⃣ Tailored Opportunities: They don't just throw you into the job pool; they match you with roles that fit your skills and aspirations like a glove. It's like having a personal job shopper! 3️⃣ Support System: From CV polishing to interview prep, agencies provide a support system that can make the daunting job search process a whole lot smoother. 4️⃣ Time Saver: Let's face it, job hunting is time-consuming. Agencies do the legwork, freeing you up to focus on being the best candidate you can be. 5️⃣ It's Free! Typically, it's the employers who foot the bill, so you get all the perks at no cost. Why not take advantage of that? Remember, agencies are invested in your success; when you land the job, they do too. So, why go it alone when you can have a dedicated team backing your career moves? Your next career leap could be just an agency away! 🚀 #JobHunting #CareerGrowth #RecruitmentAgency

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