Andrew McFetrich

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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Feeling Ghosted by Hiring Managers or 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. Click the link below to level up your job search! https://bit.ly/4f0HeTR

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There are two burning things that contractors want more than anything else from their recruitment partner: ✔️ To get paid on time ✔️ To help them find their next role and ensure continuity of income Interested to hear what else you would add to the list? Aurora Search

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New Recruitment and Beyond Podcast Episode 🎙 https://lnkd.in/ej_zw7is 🎙 'We're not running daycare for adults' An interesting approach from a company in the job advert describing their approach to flexible working. We have talked about flexible working a lot over the last few years, and yet it feels like we are still not getting it right. So I had a good chat with Lynn Houmdi CMgr MCMI, who runs Flexible Working Scotland, a group with over 15,000 members that discusses the challenges of finding flexible options at work. We chatted about: 👉 What flexible working actually means 👉 The barriers to flexible working 👉 What good looks like in terms of Flexible working. Download it today and share your stories about flexible working—how it works and how it doesn't.   

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Are you losing great talent at the interview stage? Is there a problem getting people over the line? Check out this week's Recruitment and Beyond Podcast, where 👁‍🗨 Natalie and I discuss some of the research we compiled on over 1,000 workers from across the UK. - How many interviews are too many? - How long are candidates willing to wait to hear back? - What style of interview works best? Download the latest episode in the comments Eden Scott | BeyondHR #Podcast #HR #Leadership And much more...

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🎉 Exciting News Alert! 🎉 The UK economy is officially out of recession, according to the latest official figures! 📈 Now is the perfect time for companies to capitalize on this positive momentum and expand their teams. 💼 Syntech Recruitment is here to support your recruitment drive and connect you with top talent to drive your business forward. Let's work together to seize this opportunity for growth! 💪 #UKeconomy #RecruitmentDrive #SyntechRecruitment Syntech Recruitment Ltd

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With just a couple of weeks to go until the release of our project "A Guide to DEI in Contingent Workforce Planning" we thought we would come onto LinkedIn to talk about some of the solutions discussed in the guide: 1. Expand Outreach: Actively engage with diverse communities and use a wider range of recruitment channels to enhance the inclusivity of talent pools. 2. Training and Awareness: Provide in house training on unconscious biases and encourage a culture of inclusivity among hiring managers. 3. Equal Treatment: Ensure there is equality surrounding compensation, benefits, and career development opportunities for contingent workforces. 4. Data-Driven Approach: Regularly analyse hiring metrics of the entire company, including the contingent workforce, to identify disparities and implement ways of improvement. Sign up to receive the report when it is released via this link - https://lnkd.in/echpcHjh

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This time of year can be a tricky one... Summer is pretty much here and holiday season has begun, especially in Europe. However IBC is sneaking up on us and with budgets set - hiring needs have become pressing for many. The thing is throughout June, July and August recruitment process can slow down as people are in and out. To get ahead of this, it's worth considering: ☀️ Is everything signed off? Budget agreed? We don't want to loose time later. ☀️ When can interviews happen? Can interview rounds be scheduled in key stakeholders diaries sooner rather than later to avoid delays? ☀️ Keep candidates up to date. Most people don't mind waiting, but being out of the loop is far from ideal. ☀️Remember candidates have holidays too - plus they could also be juggling school holiday timetables. ☀️ If you want somebody in place for September you need to start the process now. #neuco #hiring #summerrecruitment

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As Tate Recruitment's Operations Director and EDI Lead, I recently discussed the significant challenges and solutions related to talent scarcity alongside Nicky Wright, MD of Diversity Jobs Group. Our conversation delved into how an EDI-focused approach can transform recruitment and retention strategies across various sectors. In this clip, we explore the critical impact of slower migration on the UK's talent landscape—a topic that continues to shape our strategic initiatives at Tate. Watching this again, I'm reminded of the importance of innovative thinking in our field. I recommend watching the entire webinar for those who missed the live session or wish to revisit our discussion. We cover a range of actionable insights crucial for today's HR professionals and business leaders. Additionally, you can request a copy of our detailed white paper for a more in-depth exploration of the topics we discussed. Please email me directly at becky.webber@tate.co.uk for your copy. The link to the video is in the comments. I'm eager to hear your thoughts and discuss further. How are you integrating EDI strategies into your talent management practices? #TalentScarcity #EDI #HRLeadership #DiversityInclusion #FutureOfWork

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The Equality Act in the UK is designed to protect job applicants from discrimination based on what are termed “protected characteristics”. Recruiters should be aware of these and ensure that everyone involved in their recruitment process is up to speed on them as it can be very costly, both reputationally and financially, to be caught on the wrong side of a discrimination case. Read our tips and advice right here in our latest blog! #OurBobsJobs #OurBobsBlogs

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⭐⭐⭐ Interview Tip ⭐⭐⭐ 💻 For those of you embarking on the job search, it can be a nervous and/ or exciting time 🤗 When invited to 'that' interview, for that job you *really* want, we all want to showcase our experience and tell the interviewer everything we can do 🌬 But remember to take a breath ⌛ Take a moment to think about what you've been asked, answer concisely and then ask if they would like you to elaborate 😱 It's a common mistake to go too far in depth with the answer, when you've already answered the question 10 minutes ago 🙋‍♀️ Every now and again, take a few seconds to pause which can allow the interviewer to interject with the next question 🤞 Good luck #InterviewTips #Recruiter #JobInterview #JobHunting

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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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Get in touch with us today to register with our Webinar on the 15th August to discuss the latest trends, key challenges and winning strategies in the engineering sector! See below for the link https://lnkd.in/e2c5d5hy #webinar #engineering #strategy

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🦹‍♀️💥Recruiters Assemble 💥🦸‍♂️ So, it’s Monday morning and you need some help recruiting… Unless you’ve a go-to recruiter, it can be difficult to decide which consultant to use 🤷‍♀️ Before working in consultancy, I could’ve reeled off some brands to you, but I’d have been hard pressed to make any firm recommendations. With this in mind, I like to make some annual suggestions as to who I’d use if I wanted to find the best talent in the region. If you’re crazy enough not to be using the best recruiter in the county (you know starts with M ends in Norris 😉😉) here’s my go-to list: Sally Gillespie and Janine Sharland at Riverside Recruitment UK - Down to earth, know their stuff, care deeply about the candidates and clients that they work with 💚 Paul Murphy at Recruit North Recruitment Ltd - Over 40 years experience in recruitment. Genuine. Does the right thing by his clients, time and time again. Lovely bloke! Jeanett Alberti and Karen McDonald at Link Recruitment - Honest, stick to their word with a supportive hassle-free process. Deliver on their promises. And finally… Claire McLean, CEO/Founder at Realise HR - I had to put Claire in here, right? One of the most talented HR professionals in the country. More connections than anyone I’ve ever met. Deeply trusted in the HR and TA space by leading brands in the UK and across the globe. CEO of the UK’s Consultancy of the Year as awarded by British HR Awards. So, there you have it. And while this isn’t an exhaustive list, these are those I recommend business to. High ethics, no funny business, there to help you get the people that you need. We’re in it together 💚 #recruitment #talentacquisition #hr #recruiters

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𝐖𝐡𝐲 𝐛𝐨𝐭𝐡𝐞𝐫 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐛𝐫𝐚𝐧𝐝 𝐚𝐭 𝐰𝐨𝐫𝐤? 🤷‍♀️ In the current tough recruitment market, employers expect three-quarters (71%) of UK workers to seek a new job this year, with 9% aiming to transition into a new industry. A study has shown that it takes an average of 27 job applications in the UK to secure an interview 🤯🤯 The job market is competitive. I want to share something I believe is crucial, which can help you stand out. 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐘𝐨𝐮𝐫 𝐎𝐰𝐧 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐁𝐫𝐚𝐧𝐝 & 𝐖𝐡𝐲 𝐈𝐭'𝐬 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 I credit Leeanne G. for inspiring my personal brand journey in my work and career ✨ Personal branding is a hot topic. It has many definitions. But, I prefer a simple one: it's "how you present yourself and your value to the world."" Here are some tips to help you get started: 💰 𝐓𝐡𝐢𝐧𝐤 𝐚𝐛𝐨𝐮𝐭 𝐲𝐨𝐮𝐫 𝐑𝐎𝐈 𝐟𝐨𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬: What are you good at? What is your unique selling point (USP)? Understanding these will help you find your strengths. They will show what you can offer employers and make you stand out! 𝐖𝐡𝐲 𝐘𝐨𝐮𝐫 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐁𝐫𝐚𝐧𝐝 𝐢𝐬 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭: ✅𝐆𝐚𝐢𝐧 𝐜𝐫𝐞𝐝𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 ✅𝐃𝐫𝐚𝐰 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐭𝐨 𝐲𝐨𝐮𝐫 𝐬𝐤𝐢𝐥𝐥𝐬, 𝐯𝐚𝐥𝐮𝐞𝐬, 𝐚𝐧𝐝 𝐛𝐞𝐥𝐢𝐞𝐟𝐬 ✅𝐂𝐚𝐩𝐭𝐮𝐫𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬' 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 ✅𝐒𝐡𝐨𝐰 𝐲𝐨𝐮𝐫 𝐚𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜𝐢𝐭𝐲 𝐚𝐧𝐝 𝐭𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Self-awareness and eagerness to evolve both professionally and personally are some of the best qualities to have (in my opinion) Figures from the Industrial Strategy Council estimate that by 2030, around 20% of UK workers will be under-skilled for their roles, amounting to 7 million workers struggling in their jobs. Defining your personal brand will help you identify your niche and present your strengths to the masses. #PersonalBrand #Recrutimentactvity #Jobmarket #Recruitercontent #JobMarket Olivia Bledzka

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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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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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