Hung Lee

If you work in Recruitment Operations, we're here to make your life easier. Come and check out what we've already got waiting for you on the platform Sign up in the comments

9

1 Comment

With VireUp you CAN have your cake and eat it 😊 ❌ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague managing large recruitment project WITHOUT incorporating VireUp AI technology in the project: HM: Why am I interviewing this candidate? TA: They came over really well in the screening call HM: What do you mean? TA: They seemed professional and positive and gave good answers. HM: Like what? TA: They came over as keen about joining us and worked at our competition and delivered a lot. HM: Like what? TA (scrabbling through notes): Let me go back to my notes and come back to you…. I did so many screening calls, this is a big project.   ✔ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague when incorporating VireUp AI technology in the project:   HM: Why am I interviewing this candidate? TA: This candidate came top out of 500 applicants on the ‘decision-making’ question.  For example, 1 minute 42 seconds into the answer the candidate talked about “weighing up pros and cons” and at 1.78 the candidate described “asking for advice from peers”. HM: Wow! TA: The candidate also came 20th on ‘project management’ and 14th on ‘dealing with conflict’. Would you like to see the evidence? However, they scored 97 on ‘drive for results’, so I recommend probing this at your face-to-face interview. HM: WOW!!

15

3 Comments

Do you need a niche recruiter or a generalist? Having worked in both niche recruiting agencies and in generalist ones, I think there is a happy medium. When working for a very niche agency, we missed out on alot of partnership opportunities because once we did our niche hire, the company did not have any other business in our niche - we need a recruiter who can help on all roles they said. When working for a generalist agency, we missed beating out competitors by being super niched down - we need specialized recruitment they said. If you've been in the game long enough, you learn a lot about different industries. When talking with most #fractionalexecutives they are quite versatile and work across industries. This is mainly because the craft - whether it be sales, marketing, human resources, operations or you guess it recruiting. Is nearly identical across industries. Vetting these positions is 90% the same, the other 10% is industry specific. You may have industry specific knowledge you will need to know, but learning an industry can be done in a few months while learning a craft can take a lifetime. At Ready Set Exec we have taken our niche recruiting experience working in agency for key executive positions: #sales #marketing #humanresources and #operations and coupled it with deep industry experience in select verticals #aerospace #manufacturing #construction #startups #energy #healthcare and #hospitality. While this is always a work in progress, this has allowed us to be niched down enough while being able to partner with our clients long term and support on doing both executive search and team build outs.

2

At PTMatch we've started publishing candidate profiles for you to review. If you're looking for PTs take a look at the link below to get an idea of who we're finding and helping to find their ideal match. This is just a sample at this point. We'll be adding more each day. 2 more things: Salary ranges are in the profiles. So if you're curious what PTs are asking right now, you'll get a real world idea. If you want us to look for PTs for you, just let me know. https://lnkd.in/gSTAbUPF

5

👏Female-Led Recruitment Start-ups - Top daily motivational tips👏Your pricing strategy can significantly impact your agency's success. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Consider these points: 💰 Competitive Analysis: Understand your competitors' pricing to position yourself effectively in the market. 💰 Value-Based Pricing: Set prices based on the value you provide to clients, not just market rates. 💰 Flexibility: Be open to negotiating and adapting your pricing based on client relationships and project complexities. Helen says…'If you start off low, it’s impossible to hike up the price further down the line. If you set your bar relatively high from the outset of your business and build a great proposition and rationale behind it, you are sure to secure great quality business with quality clients' #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

3

If you are working in the recruitment space, then you really should be picking up a copy of this guide. It provides some great insights from leading industry experts that you can’t fail to learn from. Get signed up!

7

I need some help please! It's video content-related. I'm launching a new platform, all geared towards helping candidates navigate the job market, and get interviews (more info coming soon). This will come in a few forms, but part of it will be a load of pre-recorded video material, which will be viewed on mobile and desktop (not designed to be blown up to be watched on big screens, really). I must caveat the following, with the fact I'm not great with tech... Do I: a) use my iPhone, a ring light and a lapel mic. The cinematic HD mode seems good quality b) buy a half decent camera, if so which one c) use the Logi HD webcam I have (720p I believe) And when it comes to editing, is it easy, or should I get a pro to do it? This will be for circa 25 videos, roughly 5-8 mins each. Any ideas/suggestions would be great. Thanks 😊 #videocontent

15

36 Comments

I try and help our clients all the time in using the data they have on Recruiter Insider and the impact we see the candidate experience has on placement outcomes to get closer to their clients and make more placements. Applause IT Recruitment are starting to see it take effect. They are sharing their unique hiring manager insights data with their clients and suggesting training the hiring managers to improve their performance and outcomes. https://lnkd.in/dgDrCxcv Helping your clients perform better means helping yourself perform better too. You also build a stronger relationship and are seen as a part of their business, not just a partner. Data is leading the way and I have no doubt Applause IT will see this improve their own results too. Now if only every agency wanted to do the same for their clients and their own business too 😉

11

Unleash your creativity with sympl’s interactive advertising editing tools. ✨ Move and resize elements like logos and text to perfect your recruitment campaigns, ensuring they align with your visual and branding needs. 🖌 Total control: Adjust advertising elements to ensure your recruitment campaigns look exactly the way you envision. 📊 Enhanced advertising performance: Precise customisation can boost ad performance by up to 30%. 👁 Creative freedom: Experiment with advertising layouts to create engaging visuals that capture attention and communicate your message. sympl’s flexible advertising tool empower you to design more effective and appealing recruitment campaigns. 🚀 Ready to take your recruitment ads to the next level? Book a no-cost demo with our sympl experts today. Reserve your spot ➡️ https://lnkd.in/dwCDFnKC - Making recruitment sympl - #onlinerecruiting #HRtech #talentacquisition

1

Saturation in any niche market is a myth. It's an excuse used by those whose results are poor. The only things that ever get saturated are old school recruitment methods, cloned automated messages, and reused pitch decks that everyone has. But recruitment services can never be saturated. Think about a successful recruitment agency… There are probably dozens of agencies in the same area, it’s one of THE MOST "saturated" markets… But they still get a lot of business because their approach is better than everyone else’s, particularly in using unique marketing methods. I’m telling you, it's not the market that's saturated…it's your approach to the market that's saturated. EVERYONE makes the same mistakes. I think I get dozens of cold emails and LI messages every week at this point, and 80-90% of them are just not good. It’s just the same copy-and-paste script over and over again. Here's the deal: the market is getting smarter, not saturated. Your potential clients are bombarded with claims and pitches from all directions. They're not going to be impressed by your "We provide the best candidates" pitch. They don’t care about that; they care about results. How is your recruitment service going to solve their hiring problems? There is a gap between their current problem state and their ideal situation, and they want you to be the bridge. So, instead of offering generic recruitment services, how about promising to get them "three to ten top-tier candidates per month through our unique candidate sourcing system"? This actually appeals to the prospect because they’re focused on the results they want. You're not selling recruitment services; you're selling more successful hires WITH your recruitment process. If you can make bold promises, show that you've delivered before, and demonstrate your expertise, you’ll stand out much more than most of the generic pitches people cold email with. And above all else, guys, just stick with your strategy for more than a month. This is how you actually escape "saturation". It takes AT LEAST six months to see anything significant happen. If you're hopping from one business model to another every three months, you're effectively sabotaging yourself repeatedly. The market isn't the problem; your strategy is.

24

1 Comment

In 2024, winning new business is a top priority for recruitment agencies. Lets dive on in to how Bullhorn’s suite including Automation, Analytics, and SourceBreaker can help agencies achieve this goal. Understand Clients: Utilising Analytics dashboards to track client metrics and engagement seamlessly. The dashboards are customizable (what a perm recruiter wants to see vs a temp can be quite different) and these offer deep insights into job activity, interviews, contractor activities to help tailor your strategy to client approach. Don't think of this as KPI watching/micromanaging and view this as being able to analyse the effort vs outcome so areas of improvement can be identified. You should be looking for data driven decisions to strengthen relationships. Re-engage Dormant Clients: Using Analytics to identify inactive clients through a variety of metrics (think clients I have worked with in <12 months with no calls in 90 days) this shows warm companies who you and your team know but aren't speaking to, almost having to rebuild the relationship from the ground up. With Sourcebreaker this helps to monitor companies you have identified you are working with or want to work with. From there you switch on a Sourcebot to alert you about any new jobs being posted to the company website. An integration like this ensures you stay informed about new leads and start to prioritise your efforts. Taking this one step deeper you use Automation to further enhance re-engagement strategies. Think about setting up automated campaigns based on vertical or persona, reminders around specific conditions or triggers. (no note type of meeting booked in >60 days - then send email to request a coffee catch up). Don't forget you can personalise the way you communicate, this doesn't have to look like a robotic outreach. The more personal, the more responsive clients will be. Find New Leads: With Sourcebreaker recently launched in the APAC region this reimagines BD by giving you visibility of when companies you are working with or may want to work with are posting to their career page. Providing you direct access to JD's and gather insights from company profiles, all within the the Bullhorn platform. Simplifying lead searches with an extensive library of keywords and also having access to highlight when companies may have received recent funding helps you identify and plan when a client or prospect may have an increase in hiring needs. The long and short of it is, With Bullhorn you can begin using Data, Automation and advanced analytics you can streamline BD efforts, understand clients better, re-engage dormant clients and discover new leads. Get some time with me to chat through your BD strategy. Josh 💚 0477 618 963 joshua.mccole@bullhorn.com

36

So you've hired your first recruiter... Now how do you measure impact? It's great when you see startups invest in internal recruiting resources early however it's tricky to figure out what metrics to use to evaluate performance. With a team of 1, not only do you lack historical performance data but you also can't leverage relative performance indicators so it's important to back into some goals based on industry benchmarks while also keeping in mind all the factors involved. Here are a few starting metrics to start tracking once you are building a recruiting team. These will also scale as you grow out the org: Volume by channel: - Raw number of people that are coming in from the recruiting channels that they own. This would be split out into outbound sourcing, applicants, and referrals. - More "credit" is often given to outbound sourcing since this requires the most work on their end but going through a large number of applicants is time consuming so you want to think about how many "qualified" people are they getting overall through all the different channels. - Usually you want to look at how many technical screens are being set up for the hiring manager per week with the goal likely being about 1 technical screen a day to ensure a healthy pipeline (this is just a target based on benchmark passthrough rates). - You can also set onsite goals per week for the team as a way to measure momentum. Efficiency/Passthrough: - Volume is great, but only if the candidates meet your hiring bar at a rate that is efficient. - You want to track how many people that the recruiter submits for a technical phone screen are making it to later rounds of interviews. - Tracking rejection reasons are important in order to diagnose why people are falling out at each stage and ways that you can get better signal on these things earlier in the process. Speed: - Many companies look at recruiting performance as "time to fill". So the date that the role is kicked off with the recruiter until the date someone has signed an offer (some companies will use the start date instead). A role typically takes around 2 months to fill from kick off for an IC position but this can vary depending on the difficulty of the role and stage of the company. - I like to look at "time in stage" that candidates spend in the process as well. So how long does it take someone to go from phone screen to each stage of interviews thereafter. This is obviously not indicative of recruiter performance necessarily but it does give you a sense of any bottlenecks in the process and can act as a red flag for something broken in the process or maybe there is a lack of urgency in how the candidates are being moved forward. I would also encourage founders to actually talk to candidates (even those who didn't receive an offer) about their experience directly. These anecdotes can give amazing color to the numbers. #recruiting #hiring #techrecruiting #techhiring

63

19 Comments

Navigating Recruitment: The Right Way 🧭 Choosing the right recruitment strategy is a pivotal decision that can shape the future of your company. In our latest guide featured on our blog, we offer a comprehensive step-by-step approach to ease this complexity. #RecruitmentStrategy #HiringProcess #TalentAcquisition

3

1 Comment

Hiring remote clinicians requires a different approach. At mrp, we specialise in advising our clients on the best methods to seamlessly onboard remote clinical talent, ensuring a smooth integration into your team. We've compiled our best tips and expert insights into a detailed guide for employers looking to build their remote healthcare workforce. Download the FREE guide today and discover the proven strategies that can help you successfully onboard and manage your remote clinical staff: https://lnkd.in/gj7JsmQk #HealthcareRecruitment #RemoteHealthcare #RemoteClinicalWorkforce

18

🎙 Join us on the ThinkinCircles YouTube channel to find out what Matt Comber thinks is going to be influenced, changed, and eradicated by AI in recruitment marketing, and the knock-on effects on his own business. 💻 Full episode on YouTube: https://lnkd.in/eSJrub3V #MarketingRules #TheVoiceOfRecruitmentMarketing #ThinkinCircles #RecruitmentMarketing #MarketingPodcast

10

1 Comment

PR Recruitment has been - and always will be - a constant challenge for agencies. Although this year is feeling slightly different. Agencies are trying to balance hiring needs with an inconsistent market and slow sign-offs on new business. Talent is harder to entice to new opportunities, with job security remaining front of mind. A lot of agencies are asking, for all of the redundancies that have been made, where is the talent? They are simply getting absorbed into what is still a candidate short market. There are more jobs than talent. As highlighted in the below PRWeek UK article, investing in your employer brand has become critical to attracting and retaining talent. This includes: - Building your agency's LinkedIn presence - Contributing to industry media coverage - Evolving your benefits package to align with your agency's values - Telling your agency's story when interviewing including agency growth, agency goals, and career opportunities. Be specific about what sets you apart. Want some help attracting top PR talent? Drop me a line for recruitment packages and employer brand consultation - dean@wearelatte.com Thanks for including us Eliza Wiredu. https://lnkd.in/eMkArE4G

20

1 Comment

Staffing your new US recruitment office, what's best? Existing talent moved across from the UK, or proven US located recruiters? Launching a UK recruitment business in the USA is still incredibly lucrative, but also incredibly challenging. And the starting point for launching the new office typically starts with who is going to be the boots on the ground. Where do you start? I sat down recently with Stephen Pye to discuss the best ways to do this. He's a former VP of Operations in the US, helping agencies scale throughout multiple US locations. His advice: 🔥 Start with who you know: Relocating trusted UK staff can jumpstart your US operations due to their familiarity with your culture and standards. 🔥 Embrace the cultural shift: A direct copy-paste won't fly. Building a blended team with US locals is key for long-term success. 🔥 Compliance is crucial: Visa restrictions require a mix of local hires and relocations. 🔥 Develop a US-centric culture: Your company culture needs to adapt to the US market for better employee engagement. 🔥 Invest in talent: Hiring and training US talent creates a powerful recruiting force. --- This is part of my short one-off series, Beyond Billing, conversations with recruitment operations experts. I set out to learn more about all areas of recruitment operations and I'm sharing those learnings here. #BeyondBilling

23

4 Comments

What’s the difference between multi-agency recruitment vs an exclusive partnership? Well, next time you’re hiring, ask yourself: 🤔 Do you want to review 15-30 of the best and/or easily-accessible applicants a handful of consultants can find? Keeping in mind that each consultant will be working under pressure of competition in a ‘first past the post’ application process, and all fully aware there’s a significant enough chance that every hour or day spent on your search could generate zero revenue. Or… 😀 Do you want to see the best matching 3-5 applicants an experienced consultant can find after several days of calm, methodical and focused search and assessment work, with confidence that if they do their work effectively, they’ll be paid for their efforts? ------------ If you’re responsible for hiring for legal finance staff and you’re not getting the results you’d like to see, please get in touch and I’d be happy to talk through the process and workflows we adopt for our exclusive partnerships.

19

A candidate journey should be engaging, authentic and can even be fun. Bringing your employer brand to life is easier than you think, you just need to get started.

14

1 Comment