Jack McLane

So the results are in for my weekly poll around being able to offshore IAM resource,   52% where happy to outsource resource globally, 27% thought it was ok to offshore/nearshore but had to stay within Eurozone and 21% said no to having the resource outside of the country where the project is being delivered I agree with a lot of the comments, in regards to the question is a "it depends" question. I appreciate there are projects where certain legislation apply in country and therefore resource has to comply to these. But the main point I was hoping to get across is, be flexible if you have a project that needs a resource in a certain location, that's fine, but if another project comes up and the legislation doesn’t apply don’t make this new resource do it just because that what’s being done already. Your office may be in x location, but if there isn’t the skill set in that location let them work from other areas of the country, don’t make it a requirement to be in the office frequently I hear lots about skill shortages within IAM; personally I believe there are lot of companies out there asking for lots of experience, when they don’t actually need that level of person to do the position they have and their salaries are reflecting the true position not the job spec (this isn't a skill shortage this is a poor spec) In my opinion, if you are flexible and realistic in your requirements then it’s not as bad out there as some think. #beflexible

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Why do companies keep posting content on LinkedIn and turning comments off? Firstly, it shouldn't be on here if it's that sensitive. Secondly, LinkedIn is and should be about constructive, professional debate. Let people comment on your posts, or...

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Recruiters using Bullhorn Automation: What’s one thing you’d like to learn more about? Comment below. I'll write about it next week. → Follow to keep me in your feed. P.S. if I haven’t replied to you, it’s cause I had minor surgery last week and me brain is a wee bit tired 😴 P.P.S northern hemisphere friends, have a fun time at Engage this week! #bullhornautomation #recruitment #automation #bullhorn

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🎩 Title : Freelance Senior Branding + PowerPoint Designer  🎩 Start : Ideally tomorrow 😅 🎩 Length : 1 month (view to 3 months) 🎩 Client : Real Estate 🎩 Day rate : £250 a day 🎩 IR35 : Outside IR35 🎩 Remote : Hybrid working - 5 days a week: 1-day in-house with the other 4 days remote per week (there is lots of flexibility here) 🎩 Brief : 🔫 Production of brand assets - specifically PowerPoint decks, + understand these narratives. 🔫 To understand how to finesse the content by putting together PowerPoints. 🔫 Creation of presentation. 🔫 This won't be defining the brand, but instead working with brand assets, guidelines, and TOV and then creating compelling presentations like pitching. 🔫 Solid in Figma and presentation.     🎩 Location : Central London     🎩 🌈

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The backbone of the US Staffing Industry? Temporary Staffing ⭐️ Whilst delving into the predicted US staffing industry outlook for 2024, one sector notably demonstrating substantial growth is Engineering 👇🏻 ⚙️ 2024 - Projected to grow by 6% ($10 billion) ⚙️ 2025 - Projected to grow and increase by 8% ($10.8 billion) The sector's expansion is significantly buoyed by the CHIPS and Inflation Reduction Acts, aiming to bolster infrastructure and specialised fields like: ⚙️ Semiconductors ⚙️ Solar panels Investments toward renewable energy and advanced manufacturing are expected to surge, driving the demand for engineering skills. If you specialise in supplying engineering clients, you may want to look ahead at employment levels, average pay rates and salaries for specific engineering jobs, and an insight into where the best states/metro areas are for recruiting in the market. For a full guide to engineering in the US, get a downloadable guide here 👇🏻https://lnkd.in/ed2XzWNE

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🌟 Mid-Year Recruitment Insights 2024: Why Now is the Time to Partner with a Recruitment Agency!🌟 As we reach the halfway mark of 2024, the recruitment landscape is evolving faster than ever. 📈 Here’s why partnering with Syntech Recruitment Ltd for your Q3 and Q4 hiring drives is crucial to staying ahead of your 2025 talent needs. 🔹 Record Talent Shortage: According to recent studies, 75% of companies are struggling to find the right talent. The competition for top candidates is fierce, and early planning is essential to secure the best. 🔹 Rising Employee Expectations: With a 20% increase in job seekers prioritizing work-life balance and remote opportunities, it’s vital to have a partner who understands these shifts and can attract candidates that align with your company values. 🔹 Advanced Recruitment Technologies: Recruitment agencies are leveraging AI and data analytics to streamline the hiring process. This means faster, more accurate candidate matching, reducing time-to-hire by up to 40%. 🔹 Global Talent Pool: The rise of remote work has opened up a global talent pool. Agencies have the expertise and networks to tap into diverse markets, ensuring you have access to the best candidates worldwide. 🔹 Economic Forecasts: Economic experts predict a 15% growth in job openings in 2025. By starting your recruitment drive now, you’re positioning your company ahead of the curve, ensuring you have the talent needed to capitalize on upcoming opportunities. 🔹 Specialized Expertise: Recruitment agencies specialize in various industries, providing deep insights and tailored strategies that align with your specific hiring needs. Here’s why companies are partnering with us: ✅ Time and Cost Efficiency: Save valuable resources by reducing the time spent on sourcing, screening, and interviewing candidates. ✅ Quality Hires: Our rigorous vetting process ensures you get candidates who are not only qualified but also a great fit for your company culture. ✅ Market Insights: Stay informed about the latest industry trends and salary benchmarks to make competitive offers. ✅ Scalability: Whether you need to fill one position or ramp up hiring for an entire department, we provide scalable solutions to meet your needs. 📊 Stats to Consider: - 83% of companies report improved hiring quality after partnering with a recruitment agency. - 70% of businesses using recruitment agencies have a reduced time-to-hire. - 60% see a significant decrease in hiring costs. Don’t wait until it’s too late! Start your recruitment drive now and ensure your company is ready for the challenges and opportunities of 2025. Contact me today to learn how I can help you secure the talent you need for sustained success. Syntech Recruitment Ltd #Recruitment2024 #HiringSuccess #TopTalent #RecruitmentAgency #Q3Q4Hiring #Csuite #WhiteCollar #BlueCollar #RetainedServices #BusinessGrowth #SyntechRecruitment

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What's the trickiest vacancy you're trying to fill? Often it's not the "Head of xxx" or "xxx Manager". It's a Technical Consultant with 2 years' experience. Or a Junior DBA. Recently it took me 2 months to fill a 1st Line Application Support Specialist role. These entry-level type of positions are critical for any company, but especially for SMEs. In my case it was for a construction business. Technical skills were important but CULTURE fit was massive. Stakeholder management skills were critical in order to deal with a wide variety of different users. We got there in the end, and both candidate and manager are a perfect match! But why so hard to find the right person, when you're hiring at entry/junior level? ➡️ There's not a lot of work experience to go on, so lots more CV screening and interviewing required. ➡️Typically less engagement, so harder to pin down for availablity and commit to interview. ➡️ More susceptible to counter offers. ➡️ Unrealistic salary expectations. What issues do you face when hiring such roles? Comments ⬇️ please!

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Morning community!! I will be sharing a few new requirements today. Some tech and some non-tech 🤔😉 Keep your eyes peeled, posts with links to adverts coming later today! VP, Principal and Senior level roles 🔥 #profectusjobs

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Easily track recruitment referral schemes with Bullhorn Automation (steal my 3-step method): Referral schemes are annoying to manage. Bonuses don’t trigger until days or weeks into a role. Which could be months after meeting a candidate. Spreadsheets are employed. But if they’re not updated regularly. Or nobody is checking. They won’t work. Here is my 3-step automated solution: 1/ Prepare Candidate Fields → Create a Candidate Source: “Referral Scheme” → Add referee’s contact details to Referred By field Bonus Step: → Create a shortlist or tearsheet: “Referral Bonus Paid” 2/ Create a Placement Automation around Start Date Your list: → Filter for eligible placement employment types → Filter for ‘Approved’ placements → Filter for Candidate Source “Referral Scheme” Bonus Step: → Exclude candidates on “Referral Bonus Paid” shortlist Your automation: → Send notification for bonus X time after start date → Send reminder notification 2 weeks later (X = day/weeks candidate in the role before bonus paid) 3/ Payout Referral Bonus → Use Referred By information to contact the referee → Send them a digital voucher or other incentive Bonus Step: → Add referred candidate to the shortlist → This will stop the 2nd notification from being sent Easy. Steal this for your scheme. Let me know how it goes. → Follow for more. P.S. I’ve had mixed success with referral campaigns. I'm curious to hear what works for other agencies. Tell me in the comments. #recruitment  #automation  #processimprovement 

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Ever feel like your CV just isn't cutting it? You're not alone. Here are my top tips to improve your CV and increase your chances of securing your dream role. #CVTransformation #CareerAdvice #ProfessionalDevelopment #UKTech #Recruitment #TechRecruitment #Entrepreneur #RecruitmentIndustry #TechIndustry

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Bullhorn Automation newbie? Here are the first 10 automation I would build: 1. Screen new lead candidates 2. Follow up after placements start 3. Tell candidates when a job closes 4. Keep in touch with current clients 5. Reconnect with inactive candidates 6. Check interest from potential clients 7. Engage with highly active candidates 8. Notify recruiters about new applicants 9. Send immediate replies to job applicants 10. Place previous contract workers into new roles What would you do first? P.S. Get these right, and you’ll do better than most agencies. → Follow for more. #recruitment  #automation #bullhornautomation 

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Are you a hiring manager struggling with your current recruitment process? If so, we need just 20 minutes of your time to show you how Claddagh Resources can make a difference. Here’s why so many hiring managers have switched to Claddagh Resources and why our clients rave about our services: Transparency and Insights into the search: No secrets. we share our pipeline and show our clients where we are in their search. how many calls scheduled, resumes we are waiting on, etc. Exceptional Support: Our customer support is second to none—no more self-service frustration. every client has my cell phone and email. and they can get me whenever. Personalized Approach: We match candidates based on thorough understanding and context. We video interview every candidate and we screen things that you can't screen out on a call. Quality Candidates: We focus on delivering top-quality candidates who are the right fit for your team. Flexibility: We adapt to your unique needs and provide flexible solutions tailored to your organization. At Claddagh Resources, we’re dedicated to being your partner in success. Let’s collaborate to build the exceptional team and find the pieces your team needs

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Are you looking to find Tech or Engineering talent in #switzerland? iO are getting rave reviews from our clients, we have been filling vacancies that have been open for over 12 months with mutliple different agencies - we must be doing something right 💪 🚀🚀🚀 Do you have a challenge for us?? See below for services and a few client testimonials. #recruiting #tech #engineering #Switzerland #hires

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A review is always appreciated and it sure does put a smile on our faces. It also proves we are pushing in the right direction, and not just in One Direction. (Sorry could not help the punt). https://lnkd.in/eAd35gNu #recruitmentstrategy #servicereview #placement #possibilitieseverywhere

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We all sat down this morning to discuss our plans for this financial year and how we will all move forward in our development. Many thanks for all involved in setting this up and looking forward to good things coming our way!!! #syntech# #syntechrecruitment# #engineering# #recruitmentsolutions#

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Employers in the Technology space have been dealing with an ever-evolving number of recruitment challenges for some time. In 2023, more candidates began looking for new jobs due to the rising cost of living and economic uncertainty, leading to increased turnover in established teams. For more information on these trends, please read our latest report and click on the link in the comments! #opusresourcing #ITrecruitment #technologyrecruitment