James Holder

Don’t know where to start with recruitment automation? You are not alone. Knowing where to begin can be the biggest hurdle. Here's a simple approach: - Set clear goals - Identify your pain points - Focus on high-impact automation Be specific. Start small. - Automate one task at a time - Test, test, test - Review and adjust Stay focused. Take it one step at a time. See the progress. And do it all again tomorrow. P.S. Speaking of, tomorrow I'll share the first 10 automations any agency should build. Hit Follow to find out. #recruitment  #automation  #bullhornautomation 

8

2 Comments

How to build a recruitment chatbot that quickly generates new leads (in less than 15 minutes): 1. Log into Bullhorn Automation 2. Go to Engagements 3. Add a New Visitor chat 4. Build a lead generation chat flow (see below) 5. Decide where notifications to go in Chat Settings 6. Give it a sweet name (e.g. “How can we help?”) 7. Go to Settings 8. Edit your Engagement Branding 9. Select your Default New Visitor Chat (sweet name!) 10. Your chatbot is live! Like me, you probably have dormant website traffic. People lurking who never engage. I’ve seen this exact chatbot generate leads overnight. Here is the chat flow: → [Statement] I’m the {your company} chatbot. → [Choose One Answer, “How can I help?”] Looking for work OR Looking for staff → [Branch 1: Candidates] Link to your job board. Ask what work they’re looking for. Get current job title.  → [Branch 2: Clients] Ask what staff they need. Confirm start date. Get company name or sector. → [Combine Branches, Text] Ask for name, phone, email. → [Statement] Thanks! Our team will be in touch soon. Bonus tip: Add extra statement steps to make your chatbot sound more conversational. That’s it. Convenient and low-effort for candidates. Effortless lead generation 24/7. Built within 15 minutes. Simple but effective. ↓ If you found this useful, share the post! It might help someone in your network. P.S. If you use this approach, let me know the results. #chatbot #automation #automation  #bullhornautomation

8

2 Comments

The Benefits of Using a Recruiter for Tech Contractors in the UK: Like if you think Recruiters waste your time! Vast network access Time-saving Specialized industry knowledge Streamlined hiring process Quality assurance Flexibility and scalability Long-term relationships Market insights Risk mitigation Post-placement support

1

****STAFFING A LAUNCH PROJECT**** Each Workday launch project needs the right staffing approach to gear you up for success. In the clip I explain what we would typically suggest. Bring in SME's during the project to help you stay on track. After Live there is often more project work through stabilisation and optimisation but that's also the time to consider permanent headcount to manage and support your system. #focuscloud #workday #recruitment

28

Refreshed for 2024 - US IT Staffing Trends Ebook 💻 Despite economic uncertainties, the US IT Staffing industry is booming with over 377,500 IT job openings annually. What's included? 👇🏻 US Tech Market Value and IT Staffing Market Overview: The report provides a comprehensive analysis of the US tech market's value and the current state of the tech job market. The Current IT Job Market in the US: Understand the demand for IT professionals across different industries, and what segments are expected to grow in the next decade. US IT Staffing Industry Trends & Temp Projections 2024: Proactively position your agency to meet upcoming demands by keeping on top of the US IT staffing industry trends and forecast for 2024. US Tech Market Trends: Detailed data on popular IT occupations, average pay rates, as well as insights into the largest IT employment markets by state and metro area. Uncover the highest revenue-generating states in addition to the top states where tech employment is highly concentrated. Get your download now 👇🏻 https://lnkd.in/eA--QQyi

8

Are your job openings lingering longer than expected? As a hiring manager, it's crucial to understand the reasons behind this delay. If your roles aren't closing within 1-2 months, there's likely more to it than meets the eye. In my latest video, I discuss some common reasons why job vacancies stay open longer than anticipated. There's a war for talent. If you're struggling to fill jobs now, just wait until the market heats up even more – take action now to ensure your team stays ahead of the curve. Watch the video below! #HiringTips #TalentAcquisition #RecruitmentStrategies

11

Don't fall for the myth—cloud staffing isn't just a passing trend. cloud computing is the new foundation of business, and companies are rapidly transforming their operations. This means one thing: the need for skilled cloud professionals will explode. Let's talk Cloud! Schedule a 1:1 call now - https://lnkd.in/geR38RGM #cloud #cloudcomputing #cloudstaffing #aws

5

When staffing cloud projects, prioritize skills-based matching. Traditional resumes often miss the mark—focus on specific technical abilities needed for your projects. This targeted approach ensures you have the right expertise on your team. Improve your hiring process and project outcomes by emphasizing skills over job titles. Follow my profile and discover more effective cloud staffing strategies! #cloud #cloudcomputing #cloudstaffing

6

Right now there are golden opportunities for recruitment agencies to make money and add value. I know so many TA teams under pressure due to lack of investment and being under resourced. Take advantage by demonstrating how you can ease the burden. How can you impact a company’s ability to improve time to hire? How many requisitions are the internal team juggling? Just by asking the right questions you can immediately find opportunities to do business and collaborate for a win for both parties!

3

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

Hiring for DevOps Engineers? According to Indeed's Aggregated Data Insights, job seekers are not clicking on job posts for DevOps Engineers in Ohio. In fact, thee has been: - a 40% decrease in job seekers clicking on Ohio job posts - a 28% decrease in resumes added or updated for DevOps Engineers This means if you are actively hiring for DevOps Engineers in Ohio, you are competing against 77 job posts from 51 employers. Don't worry, we have successfully placed multiple ONSITE DevOps Engineers in high demand and hard to find niches. Our expertise can help you find the right candidate for your company too! Contact us today to learn more. #devopsengineers #ithiring #ITtalent

5

1 Comment

Save on monthly cashflow (for organizations) Try each-out before you commit! (For both professionals and organizations) Manage seasonality, projects and cover for others when needed. Contracting is both the present and the future!

1

"limitless scaled a $1b+ revenue-generating clients global engineering team" Hiring managers or key stakeholders hiring, please read 👇 A limitless partnership... 🚀 🤝 Defining EVP 🤝 Designing a custom outreach campaign 🤝 Plugged in directly with stakeholders via Slack to improve communication 🤝 limitless IR35 product for peace of mind 🤝 Streamlined interview process 🤝 limitless candidate aftercare process implemented Case study successes... ✅ Reduced time-to-hire by 59% ✅ Saved over 180 hours of individual hiring managers time ✅ 1.2-1 CV to interview ratio ✅ 3-1 CV to hire ratio ✅ 13 days average time to hire ✅ 14 hires made with 100% offers accepted ✅ 100% retention rate with key relationships built with candidates ✅ Slashed recruitment costs by 31% across the project If you are a hiring manager or key stakeholder within your organisation where you are experiencing growth pains within your software engineering, product and data teams and the above success has peaked your interest, please book a meeting on the link in the comments as I would love to present this full case study to you and understand how we can replicate this success for your organisation 🙌

15

1 Comment

There is the right time for permanent hires, and a right time for contract hires. If you've got important milestones to hit and you need specialist skills - Contractors are the way forward. If it's a long-term team that you're looking for - Permanent hires are the route you should go down. Upcoming projects that need staffing? Drop me a message and I'll guide you down the right path for your goals.

3

JCW's 2024 Salary Guide is out now! 📰 Discover the latest market trends, salary insights, and hiring outlook for all of the verticals in which we specialize in. Whether you're a seasoned professional looking to hire or just starting your career, this guide is your go-to resource for navigating salary expectations and industry shifts. I've found this year's guide particularly insightful as we navigate a changing market. Happy to set up a call to discuss what trends I've been seeing in the tax market specifically. Drop me a message if you're interested 📲 #2024markettrends #salaryguide #taxmarket #taxrecruitment #financialservices

2

Getting candidates in the pipeline faster.... Let's look at one major source of placements in a typical IT staffing firm: 👉 Third-party vendors/candidates with sponsorship This should be 30% of all placements, because in IT, hard-to-find candidates are found here! Recruiters are being slowed down by having to manage “bcc” distro lists, individual spreadsheets and managing third-party vendors at the desk level.   Some are doing well (maybe 3%), some are wasting significant time on it, and some have punted this source all together. I get it – it's painful at times and risky. Handling hundreds or thousands of suppliers can get chaotic. (Heck even handling 10 is next to impossible for individual recruiters). The emails, calls and busy work just “managing” them is a major time suck. We hear it often - “its lazy for recruiters to work with vendors”, ”that's their job” It's painful to hear that but it is true *if the firm allows them to get beat up in the admin work when they don't have to. They need to have a formal and streamlined system to manage their suppliers/c2c providers. Not only to speed up the distribution of third-party reqs but also automate as many aspects of the process as possible while enabling reporting and metrics of their vendors to make better business decisions.  Essentially having the supplier end-to-end process in a single tool/location on auto pilot the recruiter doesn't have to think about. To get more accomplished with less effort and headaches.    Helping them cover unfilled reqs and deliver superior candidates to clients faster.  HUGE WIN: Getting access to a major talent pool without wasting time on admin work – freeing them to focus their work on W2 only roles or perm.     Truly expanding their bandwidth.  

11

3 Comments

If you build recruitment automation, stop. You must have these 5 things: 1. One problem to solve 2. Defined processes 3. Targeted audience 4. Success metrics 5. Recruiter buy-in The common thread? Specificity. Specific automation = better automation. Recruitment automation is meant to be strategic, not random. If you don’t have these in place. You shouldn’t start building. Anything you'd add? → Follow for more. #recruitment  #automation  #processimprovement 

11

2 Comments

🎉 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

6

Recruitment and technology are a match made in heaven, and here’s an example. Hiring hub has partnered with Hireful to enhance its recruitment processes by enabling ATS users to post their listings directly to the platform. This streamlines candidate searches and also automates recruitment tasks for easier processes. What’s not to love? See what else it’s doing: https://bit.ly/4ckcc7w #Recruitment #Technology #Automation

2