♌️Michelle Turner CertRP

Maximising recruitment processes is made easy with content marketing. If you're unsure of where to begin, head to our blog page for a step-by-step guide on how to utilise content marketing to create a successful strategy today. https://lnkd.in/eJtAJ4tZ

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Anyone who knows me, understands how much i love anything cloud related and to see cloud transformation mission with this client, it would be rude not to share. Connect with Jack Rainbow to register your interest. The worst that's going to happen is...nothing. #cloudtransformation #digitalisation #AWSArchitecture

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Hiring Managers! Want to stand out against your local competitors?... I recently wrote a quick note on how the team here at ApplauseIT are using valuable data from our partners at Recruiter Insider, to assist our existing clients in standing out in the market (e.g. what are competitors doing differently to appeal to the most in-demand talent) Take a look at the piece, featured on my profile page! :)

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Does your current recruitment agency go the extra mile and fully register a candidate in person? We've been hearing more and more from candidates that this isn't always the case..... Here at KD Recruitment Limited we take the time to get to know our candidates, for us it's important to build real connections with our candidates and clients. That's why we prefer face-to-face meetings when registering candidates. It's not just about CV’s; it's about understanding their career goals, passions, and what makes them tick. We know that one size doesn't fit all when it comes to recruitment. By meeting candidates in person, we gather valuable insights that allow us to tailor our services to their specific needs. Trust us, there's more to a candidate than what's on paper. Our in-person registration process goes beyond just qualifications, its about understanding their soft skills, personality and cultural alignment. This way we know that when we speak to our clients about a candidate, we can let them know all about their skills and why we think they would be a great fit for their company, we also know that they have been thoroughly vetted and that we have also complete right to work and other compliance checks. When you work with us you're not just hiring a service; you're gaining a partner in your recruitment journey. Our commitment to personalised, hands-on service doesn't end with placements. We're here to support your long-term hiring success. If you’d like to find out more about the way we work, please drop me a DM or call 01482 762199 and we can discuss how our personalised approach can benefit you or your team. #RecruitmentPartner #HiringSuccess

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Gooood Morning fellow network! On May 26th 2021 I started EML Recruitment group after years of saving, planning and preparing. The last three years has been insane. Here is a snapshot... + Made loads of mistakes? ✅ + Trust people too much when maybe i shouldn't have? ✅ + Learnt the importance of working with cients whom genuinly have the same values as you? ✅ + Used my instinct to hire great people who are as emotionally invested in the business as me? ✅ + Have multiple sleepness nights worrying about cashflow? (big tick) ✅ + Learnt the importance of being selective with clients? ✅ + Know what your good at, know what you need to change and then create a plan which can be executed in a simple manner *Big learn from me*✅ + Learnt how to juggle family and work - Still working on this one- 😣 Overall, the last three years has been well worth all the pain and challanges. One of the biggest things i have learnt though is being objectively self reflective. I believe, this is such an important piece to leadership and running a company regardless of its size. On the note of what needs to be changed, EML stands for "emotive learning" and whilst it had huge emotional connections with me through the preporation of going alone, it's no longer representative of what the company is today. So as we turn the corner and look to the next 3 years, my wife (who's the smart one) suggested a name which represents us so effectively.... Voltaic Group Ltd. - Voltaic:- Adjective- producing direct electric current by chemical action. Allessandro Volta was an italian Physicist who created the worlds first battery in 1800. Whilst we are not claiming to be on the same level as him, we are similair by our desire to accelorating progress. We just do it one placement at a time. Thank you for everyone who has helped me in the last 3 years and please keep your phone available as i will no doubt need your continued advice for the next 3. Anyone who wants to take the leap, be brave, prepare and execute. when you look back on everything, the challanges are what made it interesting. X #renewables #electricvehicle #solar #energy #renewableenergy #EV #energystorage

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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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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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No client in the history of recruitment has ever said... "𝘸𝘦'𝘳𝘦 𝘯𝘰𝘵 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘸𝘪𝘵𝘩 𝘺𝘰𝘶 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘺𝘰𝘶'𝘳𝘦 𝘶𝘴𝘪𝘯𝘨 𝘰𝘧𝘧𝘴𝘩𝘰𝘳𝘦 𝘵𝘢𝘭𝘦𝘯𝘵" ☝🏼 Having a Sales Support Specialist that - 📁 Creates relevant ICP lists for your BD consultants to prospect... 📁 Finds relevant contact data... 📁 Provides easy-to-reference research to aid in BD... 📁 Updates your CRM system with relevant hotlists... 📁 Creating tailored spec campaign's... Is not the reason clients won't work for you. 𝘪𝘛 𝘮𝘐𝘨𝘏𝘵 𝘈𝘤𝘛𝘶𝘈𝘭𝘓𝘺 𝘉𝘦 𝘉𝘦𝘊𝘢𝘜𝘴𝘌 𝘺𝘖𝘶'𝘝𝘦 𝘋𝘰𝘕𝘦 𝘛𝘩𝘐𝘯𝘎𝘴 𝘛𝘩𝘌 𝘴𝘈𝘮𝘌 𝘸𝘈𝘺 𝘚𝘪𝘕𝘤𝘌 10 𝘺𝘌𝘢𝘙𝘴 𝘈𝘨𝘖 😬 If you released your top 3 BD consultants from these tasks, what impact would it have? #offshoretalent #recruitment #salesupport  

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We use the acronym QQDM as the basis for our approach to recruitment and it works for any sales role. It stands for Quality, Quantity, Direction and Mentality.  If things are going well generally all are being met to a good standard, when things are not then there is usually one or two letting you down. If you are doing high quality work, with enough volume whilst being focused on the right opportunities then you have a high probably of succeeding. The mentality part is what keeps you from giving up when things are tough, from believing you are a rockstar when you’re doing well, to bounce back from setbacks that are outside of your control and to learn from your mistakes. Which part(s) do you need to work on?

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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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Being a 'Specialist Recruiter' is not a new concept, everyone has a niche now. But, if you genuinely know the space you support.....and can build trust and credibility in your market over the phone - why not do that at scale? I spoke to a client last month who had 27,000 1st connections specific to the market they support struggling for new client relationships. What was their BD strategy? Over a month emailing a list of 2500 cold contacts from ZoomInfo using a 4 stage email campaign....you know the ones. Responses so far....Zero. What were they doing on LinkedIn to engage what is a fairly hefty audience....nothing........in fact they had never posted anything, ever. Based on user stats over 20,000 of that same Recruiters connections visit LinkedIn at least once a week for 7.5 minutes on average. You can communicate with them everyday through content. And they come voluntarily - Its a completely different communication strategy . If they spent some time talking about whats happening in their market right now....building some credibility and trust they could reach 8x more than the cold list off of ZoomInfo in a shorter period. If only 1% of that audience ask the recruiter for help thats 200 enquiries a week! So again.... if you rate yourself in your niche. Why are you waiting for that connected call, or email response to give yourself the chance of standing out?

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If you don't have a view of what's happening in the IT job market outside of your own organisation then your at a disadvantage when your hiring/competing for top talent. What's motivating candidates to stay and move?  What skills are in the highest demand?  How does your organisations hybrid/flexible work arrangement compare to your competitors? And of course everyone's talking about AI. https://lnkd.in/gJZRx2Zg

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Our commitment to transparency and innovation ensures that our clients always feel secure 💙 Did you know that HRGO Recruitment's Client Portal offers onboarding and temp worker management—a cost-effective solution that redefines efficiency and quality. Gone are the days of cumbersome paperwork and manual processes; HRGO offers businesses a streamlined, paperless experience that is both effortless and efficient. Our Client Portal is completely free, allowing you to save on expenses without compromising on the quality of your workforce or the compliance of your operations. Experience the ease of digital onboarding and temp management with HRGO Recruitment. It's the cost-effective solution you've been searching for, delivering unmatched convenience, accuracy, and compliance every step of the way. Marie Downes Matt Forrest MREC Patryk Spalek Charlotte Johnson Lukasz Chrobok Crina Sacalos Justyna Klaczkowska #HRGORecruitment #Compliance #Onboarding #RecruitmentRevolution #RecruitmentAgency #WorkforceManagement

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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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How do you prepare for an interview? It's important to get some of the basics right and that includes dressing the part both as an interviewer and interviewee. Check out our blog on face to face interview tips and techniques. https://lnkd.in/eKgK-_ja #elitestaffingsolutions #recruitment #vacancies

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What should you be earning based on your billings? Based on your personal billings, the simplest way to answer the above is; As an OTE you should be earning about a 1/3 of what you bill. Billings v's OTE  Billing £150,000 = £50,000 OTE Billing £180,000 = £60,00 OTE Billing £210,000 = £70,000 OTE Billing £300,000 = £100,000 OTE Billing £450,000 = £150,000 OTE Commission structures, bonus's, base salaries, benefits and packages all vary from business to business and across the industry. But as a general rule your OTE should be about 1/3 of what you bill. If you're seeing less than 30% of what you bill as an annual OTE, generally you are earning less than industry average. If you're seeing 35% or more of what you bill, you're being rewarded above average and well based on your billings and OTE. #recruitment #billings #earnings #OTE

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