Richard Hooper’s Post

You're ready to launch your own recruitment agency if: ✔️ You can reliably win new customers and place candidates in your market (and have been doing it for ideally >2-3 years) ✔️ You're self-motivated and don't need your boss standing behind you to hit your targets ✔️ The market conditions are good enough for you to win new roles and deliver on them, for yourself (you only have 1 mouth to feed) Things you DON'T need: ❌ "Business" knowledge on accounting, taxes, brand building, incorporation, legal, etc (these things can be outsourced by people who deal with it day in, day out) ❌ An absurd amount of funding: a 4-6 months runway of personal + business expenses is typically enough for you to keep the lights on whilst your business gets off the ground We've launched countless young, hungry, recruiters with 2-3 years experience who are smashing it and taking home more than they were in agency, by doing the exact same work.

Is your law firm's ATS holding you back?  Learn how to spot the signs and find the perfect ATS solution to supercharge your legal recruitment efforts. Explore the article for valuable insights: https://lnkd.in/gfAPi54Z #ATS #LegalRecruitment #LawFirm #RecruitmentTech

You're almost definitely not reinventing or redefining recruitment. Chances are, you're doing the same thing as thousands of other companies whether that be temp, contract, interim, perm, retained... whatever. But, that's ok. You can deliver that same service and still have your own tone of voice. Think about lawyers! Accountants! Noone's reinventing law. Ironically, by saying you're changing the recruitment game (which isn't true) you end up sounding like all the other recruiters who are also not doing that. Think about what your secret sauce is. What makes you, you and then leverage that so it comes through when you communicate. Think about your tone of voice, read your website and see if it sounds like you. If it doesn't and you don't recognise it, change it. Picture here is my attempt during a recent shoot at a cool, unique Kitto hand signal. It's still a work in progress. #kitto #recruitmentmarketing #toneofvoice

How Many Finance Recruiters Should You Partner With? 🤔 Candidates and Clients in the Finance space often think, “The more recruiter relationships the better.” From all of my years in Accountancy & Finance recruitment, here’s why partnering with fewer recruitment partners is often the best strategy. 1️⃣ Quality Over Quantity Casting a wide net might seem effective, but it often compromises the calibre of candidates. 2️⃣ Focused Effort Working with multiple recruiters can turn into a race to submit candidates, not necessarily the best fit for the role. 3️⃣ Loyalty and Investment Partnering with 1 or 2 recruitment consultancies means they’re more invested in understanding and meeting your specific needs. 4️⃣ Clear Communication If multiple recruiters approach the same candidate for your role, it can cause confusion and raise concerns about the role. 🚩 5️⃣ Consistent Branding Ensuring your brand is accurately represented is essential. Can multiple agencies deliver an accurate message to the market? 6️⃣ Efficiency in Time Managing calls, emails, and meetings with multiple recruiters will take up a lot of your time. Do you agree? #Recruitment #FinanceRecruitment #HiringTips

Honesty is the best policy 👌 it's all about the delivery... I am sure we have all been in a variety of situations where you have been afraid of being honest with somebody. Mainly because we are afraid of the aftermath on how the other person will react, we say and do things everyday without batting an eyelid of whether you will get a 'good' or 'bad' reaction back; I could talk on this subject for hours, we are all human and sometimes being honest can be hard to deliver and also receive. Being honest from outset with your candidates and clients is so important, it takes practice and confidence to have these conversations, but the outcome will be rewarding 🤝 If you want to work with an honest recruiter who will give you honest advice then lets connect - polly@stormx.co.uk StormX Recruitment - Accountancy & Finance/HR/ Office Support Specialist Recruiters

👩⚖️ Staffing Agreement Negotiations 👩⚖️ 🏢 Company X is a rapidly growing technology startup that has recently secured a substantial project. They need a team of skilled software developers to quickly meet the project's demands. After exploring various options, they decide to engage the services of Staffing Solutions Inc., a reputable staffing agency with expertise in IT recruitment. 🤝 Initial Contact and Expression of Interest: Company X reaches out to Staffing Solutions Inc. to express their interest in forming a staffing partnership. The agency's representative, Sarah, responds promptly, acknowledging the inquiry, and schedules a meeting to discuss the details further. 🗓️ Negotiation Meeting: During the negotiation meeting, Company X's hiring manager, John, and Sarah from Staffing Solutions Inc. sit down to explore the possibilities and iron out the details of the Staffing Agreement. 1️⃣ Scope of Services: John outlines the specific roles and skills required for the project. He explains that they need ten experienced software developers with expertise in various programming languages and technologies. 2️⃣ Timeline and Urgency: John emphasizes the urgency of the project and the need to onboard the developers as soon as possible to meet the project deadlines. 3️⃣ Fees and Payment Terms: Sarah presents the agency's fee structure, which includes recruitment costs and hourly rates for the developers. She explains the payment schedule and terms. 4️⃣ Flexibility and Scalability: John expresses that the project requirements might fluctuate and requires the staffing solution to be flexible, allowing them to scale up or down the team as needed. 5️⃣ Candidate Selection Process: John and Sarah discuss the candidate selection process, including pre-screening, technical assessments, and interviews. John emphasizes the need for highly qualified developers with proven experience. 6️⃣ Confidentiality and Non-Disclosure: Both parties agree on the importance of maintaining confidentiality and ensuring that any sensitive information shared during the recruitment process remains protected. 7️⃣ Duration and Termination: The negotiation covers the initial duration of the agreement and the possibility of early termination if either party is dissatisfied with the collaboration. 8️⃣ Liability and Indemnification: Sarah explains the insurance coverage offered by the agency, and John seeks clarification on liability and indemnification clauses. 💼 Finalizing the Staffing Agreement: After thorough negotiations, John and Sarah come to an agreement that satisfies the needs of both Company X and Staffing Solutions Inc. They finalize the Staffing Agreement, incorporating all the negotiated terms. #staffingsolutions #ceo #contractdrafting #employmentlawyers #legal

Paying for a recruiter isn't ideal. We'll add on a 15-20% fee for our work, but it's worth it compared to... 😫 Hiring the wrong person 😢 Spending months trying to recruit with no luck 😖 Reposting job ads and overspending on company budget 😳 Hiring someone then watching them leave in the first few months because there's no real "fit." The recruitment process is costly. You will pay in time and money, without a recruiter. You have to pay for resources to make sure that the process is efficient and actually works. You need to vet people and understand candidate behaviour (something we all excel at). We know a time-waster when we see one. You also need to understand how to get in front of the right people and differentiate yourself from the competition so that people actually want to work for your company. I've known companies to spend 3x our fee trying to recruit, and in the end, they've had to reach out to us anyway. Hiring a recruiter will reduce: - Risk - Cost - Stress We charge because there's VALUE in what we do. 💖

Yesterday, I cold called a recruiter about a Contract in Germany. Explained I can assist candidates with Local Compliance, Tax, Take-home optimization, etc... 💸 Her answer surprised me😐: "𝗧𝗵𝗶𝘀 𝗶𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘁𝗵𝗲𝘆 (ℎ𝑒𝑟 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠) 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘁𝗮𝗸𝗲 𝗰𝗮𝗿𝗲 𝗼𝗳 𝘁𝗵𝗲𝗺𝘀𝗲𝗹𝘃𝗲𝘀" 🐺 OK... 🤔 but what if they don't ? I welcomed her objection, and it was partially correct. Then I added that it's also 𝗵𝗲𝗿 𝗔𝗴𝗲𝗻𝗰𝘆'𝘀 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼 𝗲𝗻𝘀𝘂𝗿𝗲 𝘁𝗵𝗲𝘆 𝗽𝗿𝗼𝘃𝗶𝗱𝗲 𝗮 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿 𝘄𝗵𝗼'𝘀 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝘂𝗻𝘁𝗿𝘆 𝘁𝗵𝗲𝘆'𝗿𝗲 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝘄𝗼𝗿𝗸 𝗶𝗻 ✅ 💣 Failing that, a 𝗽𝗹𝗮𝗰𝗲𝗺𝗲𝗻𝘁 𝗰𝗼𝘂𝗹𝗱 𝘁𝘂𝗿𝗻 𝗶𝗻𝘁𝗼 𝗮 𝗹𝗼𝗻𝗴-𝗹𝗮𝘀𝘁𝗶𝗻𝗴 𝗻𝗶𝗴𝗵𝘁𝗺𝗮𝗿𝗲, at several levels: commercial, legal, financial, brand/marketing, ... 😩 ...that's for everyone involved: 𝗔𝗴𝗲𝗻𝗰𝘆 + 𝗖𝗹𝗶𝗲𝗻𝘁 + 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲... 🙈... needless to say: you'd likely lose this client to a recruiter who cares better about 𝗱𝗼𝗶𝗻𝗴 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗥𝗜𝗚𝗛𝗧. Having been in this game myself, I know how adrenaline can take over in the fast-paced contract recruitment arena. 🏎 But this shouldn't stop you from doing things right❗ Double check compliance for all parts involved when recruiting for #contractor . 👉 I𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆 𝗮𝗻𝗱 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘄𝗶𝗹𝗹 𝗯𝗲 𝗮𝗻 𝗮𝘀𝘀𝗲𝘁 (𝗻𝗼𝘁 𝗮 𝗯𝗹𝗼𝗰𝗸𝗲𝗿) 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝘀𝘂𝗰𝗰𝗲𝘀𝘀 𝗮𝗻𝗱 𝗿𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻. Personally, I consider that the compliance side of a contract placement is very much the Recruiter's responsibility, and I see it as part of their service & commitement to serve their client well as a trusted partner. Am I right or wrong ⁉ Let me know what you think ⬇ ⬇ ⬇ #recruitment #contractjobs #contractrecruitment #compliance

💥 BEWARE of those DISHONEST Clients (and Recruiters & Candidates) 💥 They are in every business sector. A few years ago as an agency recruiter I was working on behalf of a tech company. Long story short. They engaged me to fill a job. I found a candidate. Candidate was interviewed. Client told me the candidate was not suitable. A month or so later I called the Client to follow up (as you do). My call was answered by their auto-attendant software - press 1 for him, press 2 to her, press 3 FOR MY CANDIDATE. 😡 It took 7 months to get paid. They disputed the claim. The candidate stuck with the client's story. We engaged Solicitors (thanks Eversheds Sutherland). The Client's Solicitor came all the way to Newcastle from down south for the Court Hearing, THEN SETTLED on the steps of the Court, 25 minutes before it was due to start. It cost that company the £8,000 fee plus our costs of £4,300 AND their reputation! To win like this:- ✔ Make sure you have all your paperwork in order ✔ Don't take shortcuts with the detail ✔ Don't do any work unless Terms of Business have been agreed in writing ✔ Send everything via your ATS ✔ Update ATS with details of phone calls etc - not just "called Tom". ✔ Ensure you have a digital trail to verify 'candidate ownership' ✔ Be organised, and keep good records of jobs discussed and conversations with candidates. It transpired that the Client had tipped off his friend (a Recruiter) after the first interview, who already knew of the Candidate, convinced him switch agents as he was "now handling this exclusively", and the Client supported this statement. I am annoyingly thorough and write down every conversation and commitment made by all parties, always have done, so that there can be no misunderstandings. Having an accurate record of events really matters when things go wrong. So, if you think your 'perfect candidate' has disappeared off the face of the earth and no longer wanting to engage with you, don't rely on LinkedIn to tell you where they are - call the client company, and ask to speak with them!