Sam Struan

I recently hired a candidate who had a 1.5-year employment gap. Despite this, the candidate was highly talented and passed all interview stages and tests impressively. When asked if they had any questions, the candidate curiously inquired, "Why didn't you question me more about my employment gap?" My response was straightforward: "Having been on both sides of the interview table, I've learned that life throws unexpected challenges at us. I focus on skills and attitude rather than a flawless career trajectory. Someone once gave me a chance, and I believe in doing the same." Over the years, I've realized that chasing perfection in candidates is futile. It's not resumes that fulfill the duties of a job—it's the people. That's why we should hire PEOPLE, not resumes. Do you agree? #Hiring #Leadership #Recruitment #HumanResources #CareerGap #InclusiveHiring #TalentAcquisition #CareerAdvice #JobSearch #DiversityAndInclusion #RecruitingTips #HiringBestPractices #PeopleNotResumes #SecondChances

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Designers who are looking for a new role, please read this.... If a recruiter reaches out to you and wants to book a screen call, please please please don't turn up to the call having not done any research into the company/opportunity I am a 3rd party recruiter so I am never tied to one business I work with BUT, it still gives me a slight red flag. However, when it comes to internal recruiters I am not sure they will react in the same way. I completely appreciate how tough the market has been and is still today. Don't make it harder with lazy preparation. I always liked the saying 'Fail to Prepare, Prepare to Fail' #design #productdesign #uxdesign #uxinterviews #designinterviews

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I've been sharing intel to the peeps   And it isn't going down very well at all   I get calls, messages, applications for certain roles   And I've had to say things like   It is a quiet hiring market right now For this particular role type And we are not seeing many opps In this Clinical Trial discipline currently   It is really hard to hear that news   Especially if it feels like it is   Slowing down your career progression   But when it is out of your hands   For reasons you cannot control   You need to think of how to maximise   This time before the market lifts again    Get proactive   Keep upskilling - do the courses, workshops & certs Learn new tools - Tech in our space is changing daily Network, Network, Network - you will never lose If not working - try consulting for now Also if not working - offer to volunteer Seek a mentor - Get the guidance of a pro   The tide always turns   So stay focused on your goals   You will absolutely get there

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Market Insight Monday: How transparent are your candidates during the interview process? In reality, candidates tend to be 60-70% more transparent with a recruiter than with the hiring manager of a job they applied to directly. There are several reasons for this: 1.     Fear of Jeopardizing Opportunities: When interacting directly with hiring managers, candidates may fear that too much transparency might negatively affect their chances of getting the job. 2.     Perceived Impact of Feedback: Candidates may feel that any negative feedback or concerns raised with a recruiter can be managed and addressed before they reach the hiring manager. 3.     Less Formal Interaction: The interaction with recruiters is generally seen as less formal than with hiring managers. This informality can make candidates feel more relaxed and candid in their discussions. Lack of transparency can lead to misaligned expectations, higher turnover rates, wasted time and resources, lowered morale, and even damage to your company’s reputation as an employer. Robertson & Company Ltd. will work with our clients and candidates to ensure expectations are aligned on both sides and the right hire is made. #Hiring #Transparency #RightHire #JobMarket

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How do recruiters start new searches for designers not already in their network? How does a design recruiter search? What platforms? Can you share an example of a client brief? All of it?? The raw unedited version. The things they said they don’t want. How do recruiters write Inmails? Why do they sometimes write bulk, vague inmails? 🕰️ How do recruiters write submittals? What is a submittal? How long is it/do recruiters take writing one? Does the write up help or is it just my portfolio and resume?????? Okay. Listen up. There’s a LOT of strategy that goes into recruitment. If you were on our webinar last week, you would’ve heard me compare the relationship you have with a Recruiter to that of being in a water-peddler peddling together to the other side of the lake. We are here for you! and yes, we are also loyal to our client, but we are matchmakers… and deep down, We really care and it’s almost not even deep anymore. On the surface, in this market - we really really care. We are constantly trying to make everybody happy. It’s a 3-sided marketplace! The other day I was writing a write-up to a client and I shared it with the candidate, which to them was a first! I also made sure that everything I wrote was accurate; that I got their story correct. I don’t think recruiters ever really do that… but just so you all know: my writeups take me 15 to 20 minutes, sometimes longer. I am piecing together notes from our call + your LinkedIn info + your resume + your portfolio + how I felt during our call. Then I give my personal opinion. Which the client values based on my reputation in this field. Sometimes I ask you to write a blurb about yourself in relation to the role I’m presenting you for. It helps get you across the line. Any of this resonate for next weeks Design : Unfiltered with Jared Tredly and Joanne Weaver ? Wednesday May 1 @ 1pm ET > search “Design : Unfiltered” for sign up.

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What are the benefits of a mental healthcare provider using a recruitment agency for their vacancies? Last week I put together a post going into the benefits of a candidate working with a recruiter to find their next role. This week, let’s dive into the client benefits! The right professionals are essential for delivering top-notch mental health care, but finding them can be a daunting task. That’s where I come in. With a proven track record and a deep understanding of the healthcare industry, I’m uniquely positioned to help you overcome recruitment challenges and build a strong, effective psychiatry team. 🚀 Here's why I should be your go-to partner: 🌟 Expertise: Athona has over 20 years of experience in healthcare recruitment, specialising in finding the perfect fit for your substantive psychiatry vacancies. My team understands the unique demands of the field and works diligently to match you with highly qualified candidates. 📈 Efficiency: Save time and resources. My streamlined recruitment process ensures that you receive well-vetted, top-tier professionals quickly, minimizing disruptions to your service. 🤝 Partnership: I believe in building long-term relationships. I’ll work closely with you to understand your specific needs and organisational culture, providing tailored solutions that enhance your team’s effectiveness and cohesion. 🔍 Comprehensive Support: From initial consultation to post-placement follow-up, I offer end-to-end support. I’ll assist with interviews, compliance checks, and onboarding, ensuring a smooth transition for both candidates and employers. 🌍 Extensive Network: Tap into my vast network of psychiatry professionals. Whether you need a consultant, specialty doctor, or junior psychiatrist, we have access to a broad talent pool ready to meet your requirements. 🛡️ Quality Assurance: We at Athona are committed to excellence. Our rigorous selection process includes thorough background checks and credential verification, guaranteeing that you receive only the best candidates. Struggling with filling vacancies? Choose me for your psychiatry recruitment needs and experience the difference that expertise, efficiency, and dedicated support can make. Let me help you build a resilient and outstanding mental health team! 🌟 📧 james.parmenter@athona.com 📲 01277 286021 #Psychiatry #HealthcareRecruitment #AthonaRecruitment #MentalHealth #SubstantiveVacancies #RecruitmentExcellence #TeamBuilding #HealthcareProfessionals

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Job adverts again… if you are currently hiring for your marketing team and the job boards aren’t generating the results you need… There is another way! Let me find you the best fit candidates for your marketing role. Headhunting… ➡️ You give me a detailed brief ➡️ I search the market for great candidates ➡️ I speak to them to evaluate their fit ➡️ We talk about your company and the role ➡️ You get engaged and aligned candidates ➡️ This leads to successful interviews ➡️ A high likelihood of hiring! Job done. Saving your insanity one hire at a time! #marketingrecruitment #headhunting #marketingjobs

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Spoken to a number of agencies recently that have been burnt when investing thousands for people to teach their recruiters how/what to post on LinkedIn. Thousands of pounds per consultant 😳 Maintaining a presence is an important thing for sure, but what long-term problem is this training solving and why so expensive? From my short time in recruitment and when speaking to 100s of recruiters every week the most common challenge I hear is TIME 💭𝐓𝐢𝐦𝐞 𝐭𝐨 𝐭𝐡𝐢𝐧𝐤 𝐨𝐟 𝐜𝐨𝐧𝐭𝐞𝐧𝐭 💬𝐓𝐢𝐦𝐞 𝐭𝐨 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭𝐥𝐲 𝐩𝐨𝐬𝐭 🔎 𝐓𝐢𝐦𝐞 𝐭𝐨 𝐬𝐨𝐮𝐫𝐜𝐞 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 📞𝐓𝐢𝐦𝐞 𝐭𝐨 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬𝐥𝐲 𝐁𝐃 Unfortunately what these recruiters learn is put to practice for a few weeks, maybe a month and then once the plates start spinning they find themselves back where they were before If this sounds familiar and you are open to a conversation about a business that not only provides this training but also the tools to solve these inconsistencies then fire me a DM P.S. We are doing this for thousands of recruiters… not pounds

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Struggling to find the right person for the #job? With an apparent shortage of qualified candidates, finding and #hiring the ‘right person’ can feel unobtainable. Why not see if ASC Connections can support you in making the unobtainable, attainable?! There are no generalist recruiters here, our consultants focus on one industry or discipline within our core sectors of Engineering, Manufacturing & Technology, as well as Supply Chain and Procurement across a wide range of industries. This ensures we have in depth market knowledge, allowing us to connect with good candidates and provide an excellent service to clients. Whilst I'm a specialist recruiter to the Plastics Industry, sourcing candidates from an Injection Moulding background, if you have a role that you don’t think fits within my specialism, please do still reach out, as I really have a cracking team of colleagues who will likely be able to assist you. The harder the struggle, the more glorious the triumph!

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Hello LinkedIn! Let's talk about Mondays in the world of recruitment! 🚀 At BCS Connect, we know that Mondays set the tone for the entire week. It's the day where goals are set, strategies are crafted, and opportunities are seized. For us, Mondays aren't just the start of the week; they're a fresh canvas to connect top talent with innovative companies, to foster growth, and to make impactful career matches. It's about more than just filling positions; it's about building bridges between talent and organisations, shaping futures, and driving success stories. So, as we dive into another Monday at BCS Connect, we're fueled by the excitement of what lies ahead. We're ready to tackle challenges head-on, to uncover hidden gems in the talent pool, and to partner with businesses in their quest for excellence. Here's to embracing Mondays with enthusiasm, determination, and a relentless pursuit of greatness! Let's make this week one for the books! 💼✨ #BCSConnect #Recruitment #MondayMotivation #CareerSuccess

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"Why would I work with a recruiter?" is a question I get asked a lot by potential candidates. Recruiters are professionals who specialise in connecting job seekers with job opportunities (some more so than others!). Imagine this: You want to extend your garden patio, spend hours researching how to do it yourself, and then realise it would be much simpler to call a landscaper. A professional who gets the job done right and saves you the hassle. This is a good recruiter! So, how can I help you secure your next role? 🔍 Tailored Job Matching: As a dedicated psychiatrist recruiter, I understand the nuances of the field, ensuring you get matched with roles that align with your expertise and career goals. 🤝 Personalised Support: From the initial consultation to securing your position, I offer personalised support every step of the way. I'll handle the details so you can focus on what you do best - providing excellent patient care. 🌐 Extensive Network: With a vast network of private and public healthcare providers, I can open doors to a wide array of opportunities, whether you’re seeking a role in a bustling city hospital or a quiet rural clinic. 💡 Industry Insights: Stay ahead of the curve with access to the latest industry trends and insights. I'll keep you informed about changes in the healthcare landscape, including pay scales and upcoming opportunities, helping you make well-informed career decisions. ⏱️ Time-Saving: Let me take the hassle out of job hunting. My streamlined process saves you time, allowing you to focus on your current responsibilities while I find your next role. 🔒 Confidentiality Assured: Your job search is handled with the utmost confidentiality. I understand the sensitive nature of career transitions and ensure your privacy is maintained throughout the process. Join the many psychiatry professionals who have successfully advanced their careers with my services. Your next great opportunity is just around the corner. Send me a message today and let’s make it happen! 📧 james.parmenter@athona.com 📲 01277 286021 #PsychiatryCareers #JobSearch #MentalHealthProfessionals #HealthcareRecruitment #AthonaJobs

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42 weeks, 42 thoughts: One of the weirdest things I’ve seen in the Sourcing landscape is career progression. In agencies, the route was always “Start as a sourcer, learn the ropes, become a recruiter”. In larger corporates, you might have a team of sourcers who report to a Head of, who then sits under a TA Head. In consulting and Executive Search, you’re a specialist in your function, and as a business owner you’re running projects or working fractionally. It feels like Sourcing as a function is still waiting for its day in the sun for career progression- going from Head of Sourcing to Head of TA. In what I’ve seen over the years, speaking generally, a Head of L&D or Recruiting can move to a Head of TA role, more often than not, a Head of Sourcing is required to move across to recruiting/L&D/Data or Business Intelligence. I hope to hear from dozens of my peers that I’m wildly out of touch on this. #talentacquisition #talentsourcing #sourcing

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Many agency recruiters I coach face this SAME issue when dealing with both candidates and clients: - Not digging deep enough due to fear of being perceived as too aggressive or nosey. This lack of deep digging is eventually what manifests into a lost deal because KEY pieces of information were missed in the initial and continued conversations. Here are some examples: - Are you working with any other recruiters? "no" - Are you currently already engaged in any existing processes? "no" - How urgent is the hire? "very urgent, needed them yesterday (laughs)" - Are you happy to have me work on the req exclusive contingent? "absolutely" Not only are direct Yes or No questions a horrible questioning format, the recruiter will hurriedly continue the line of questioning without digging deeper. Look, at this stage in the game, if you're dealing with a seasoned hiring manager, I hate to break it to you but... They know the game. They know exactly what the hell to say to get you to doggedly work for free on their req. They know! So, what's the solution? 2 things: 1. Dig much, much deeper "why aren't you working with other agencies?" "why aren't you already exploring other opportunities?" 2. Push back and sell the opposite of what you want to achieve "It doesn't seem like this is an urgent hire. How about we catch up in 3 more weeks and see how it goes?" "It doesn't seem like you'd be a fit right now as a candidate for me being that you're still figuring things out. How about you hit me up in a few weeks?" People who GENUINELY want to hire and/or be placed do not give up easily. They will push back. You must test your prospect and never take their word at face value. In this business, people are out to serve themselves and you must understand how their psyche works if you're to win at chess. What do you think of this concept? #r2r #rec2rec #recruitmenttraining #recruiters #recruiter #headhunter #headhunters #sales #salescoach #salestips

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Hiring Managers, here's the psychology behind the best designers signing with you & getting rave reviews from the rest: 1 - Working full-time while job hunting, if you can keep it to a 2-stage interview, you gain their appreciation and respect over your competitors.  2 - The thing that causes discouragement and exiting your interview process is: Taking too much of their time to make a decision about them. 3 - Designers talk to each other. You can't prevent it. But you can influence the conversation. Apply your UX expertise to your process to create a streamlined, and enhanced candidate experience. Whether this person is hired or not, they will only have positive things to say about the company & process. Have you applied any of your UX knowledge to the interview process? #uxui #uxdesign #recruitment #uxjobs #designhiring

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https://lnkd.in/eaRTntmg In today's competitive job market, relying on a single source for candidates is not an option. At our company, we understand this reality all too well. We employ a diverse range of recruitment strategies, ensuring that we attract top talent from various channels, including international hires. This approach not only broadens our talent pool but also brings diverse perspectives and skills to our organization. Our commitment to staying ahead of recruitment trends means we regularly update our strategies. Engaging with industry peers and networks allows us to continuously refine our methods and adopt innovative ideas. By participating in conferences, webinars, and professional forums, we stay informed about the latest best practices and insights in recruitment. We believe in a long-term approach to talent acquisition, which is why we actively engage with schools and colleges to showcase the healthcare sector as a viable and rewarding career path. Through apprenticeships and collaboration with educational institutions, we help shape the future workforce and ensure that students are well-prepared to join our industry. For those already within our organization, we offer fantastic development programs designed to support career progression. These programs are regularly reviewed and improved based on employee feedback, ensuring they meet the evolving needs of our workforce. We also emphasize promoting from within and providing clear career pathways, allowing employees to see a future with us. As a growing company, we are committed to offering opportunities that align with our employees' aspirations. We understand that supporting their goals not only benefits them but also strengthens our organization as a whole.

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📝CV TOP TIPS📝   We receive a lot of applications, and whilst we'd love to speak to everyone, there's just not enough time in the day! Applying for new roles can take time and energy, so don’t let your CV work against you.   ✏Make sure it is completely up to date. ✏Include at least one form of contact information - so we can reach you! ✏For each role, include titles and tenures in months AND years. ✏Proof read it, get someone else to proof read it, and read it again! First impressions count.   Need additional tips to prep for your job search? Take a look at our blog posts: https://lnkd.in/eZ5-2rD8

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The candidate experience isn't focused on enough. Came across this in a post for a Software Developer opening. If it takes 6 rounds to determine if a Software Developer is a fit then the people conducting the interviews shouldn't be interviewing. Round 1: Preliminary Interview  Round 2: Hiring Manager Interview Round 3: Take Home Assignment (Coding Challenge) Round 4: Behavioral Interview Round 5: Technical Interview Round 6: Executive Interview It should be no more than 3 for most positions.... The Two to Three Interview Rule: Many hiring professionals advocate for a structured hiring process that includes two to three interviews. The rationale behind this approach is to strike a balance between thorough evaluation and respecting the candidate's time and experience. Pros of 2-3 interviews: Efficient Use of Time Positive Candidate Experience Better Decision-Making Two to three interviews can provide a comprehensive assessment while preventing interview fatigue, which can lead to suboptimal decision-making. Cons of Excessive Interviews: Diminished Interest Negative Perception Missed Opportunities as they drop out / accept another offer The ideal number of interviews for assessing candidates is a delicate balance. While two to three interviews are generally considered sufficient to make an informed decision, exceeding this number can have adverse effects on the candidate experience and the organization's reputation.  6 rounds...No thank you

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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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How I send the best candidate and client feedback directly to my marketing team: Automate it. Where you have recruitment surveys, you’ll find positive feedback and testimonials: - on placement - post-interview - post-placement care - on application/rejection Social proof to boost your brand. Ready to be shared with your audience. Content your marketing team will love. I like to build this around an NPS and free-text response box: → Filter for survey NPS scores of 9 or 10 → Filter for written responses using a % symbol (A % looks for text. People might rate a 10 but not provide feedback. Useful data, but here we want quotes for marketing. This filter excludes rating-only responses.) A simple automation that builds on your existing surveys. Don’t make marketing wait for recruiters to pass on this information. Let automation take care of your best feedback. → Follow for more automation and marketing use cases. P.S. If this is an automation you’ll try, let me know in the comments. #marketing #recruitment  #recruitmentmarketing  #recruitmentautomation

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