Connections The Recruitment Specialists’ Post

Are you one of 97% of leaders...? According to a recent survey, 97% of leaders view attracting top talent as one of their top priorities this year. If attracting top talent is something you need to prioritise, are you considering all the recruitment options available to you? Check out how a dedicated outsourced recruitment partner can benefit your business 👇 ✅ Gives you to have access to an in-house recruitment team without having them on your payroll. ✅ Resources that scale up or down dependent on your needs. ✅ Upfront monthly arrangement so you know exactly what the costs are. ✅ Access to additional extras such as salary benchmarking, expert advert writing, use of job boards, hiring strategies and an employer branding specialist. ✅ Reduces the need for hefty agency placement fees. Interested in finding out how it works? Reach out to Daniel Frye for a chat about how we can help you with one of your top priorities. https://lnkd.in/eCmVUMb4 #talentacquisition #recruitment #outsourcing #RPO #outsourcedrecruitment #SME #business

I got a good question from a recruitment leader last week – how to calculate "cost per hire"? Calculating the cost of your recruiting program is about understanding a few relative cost components to the formula: 1) Let's say your headcount plan is 50 FTE hires and the total annualized salary is budgeted at $5M Now let's calculate your recruitment program costs: 2a) indirect costs: this is the spend budgeted for recruitment advertisement and agency fees. Let's pretend that you've spent $100K between job boards, employee referral fees, and agencies 2b) direct (labor) costs: this is the spend from your recruitment team. Let's pretend you got 4 FTE recruiters and total salary spend is $550K Between indirect and direct costs, your total recruitment program costs are $650K Now let's divide your recruiting program costs ($650K) by the total annualized salary ($5M) of your headcount plan $650K / $5M = .013 So . . .your relative cost per hire is 13% How do you calculate cost per hire as a recruitment leader? 🤔 #recruitment #talentacquisition #hr #recruiting

Are you tired of recruitment processes falling apart due to salary issues? At The Talent Experts we understand the importance of "Cost to Company" for each stakeholder in the recruitment process. We measure our impact with clients and candidates using Recruiter Insider and are proud to share our performance across nearly 300 placements in the last 16 months. Our success is due to our robust processes, continuous training, and drive for quality. We take the time to understand employers and candidates, aligning them across culture, capability, and budget. Let us help you find the right fit for your team. #recruitment #talentacquisition #hiringprocess

Unlocking Potential with Temp Recruitment Services! In today's fast-paced business environment, flexibility is key. For businesses in the North East, temp recruitment services offer a fantastic way to stay agile and responsive to changing demands. Whether it's covering for staff on leave or managing seasonal peaks, temp workers can fill gaps quickly and efficiently. Temp recruitment services also bring a wealth of expertise to the table. By tapping into a diverse pool of talent, businesses can access specialised skills without the long-term commitment. This not only boosts productivity but also allows for fresh perspectives and innovative solutions to everyday challenges. Moreover, using temp services can be a cost-effective strategy. It reduces the overheads associated with permanent hires, such as benefits and training costs. This means businesses can allocate resources more strategically, focusing on growth and development. Embrace the flexibility and expertise that temp recruitment services offer! 🌟 #NorthumberlandBusiness #TempRecruitment #BusinessGrowth

HR Managers and Hiring Managers, do you ever ask your recruiters how they justify their costs to you? Costs are fine but what are the benefits of using your particular recruiter? Questions you should be asking: • What is your retention rate? (basically how good are they - are people still in post after 1 year and what percentage) • Rebate - if their costs are higher than average - what is their rebate scale, is it extended? • Exclusivity - if they ask for it, ask them to justify it. Remember there is difference to costs and benefits. Are you getting the most from your recruitment partners and do they offer you any benefits to working with them?

Facing challenges with new hires hitting their financial targets and KPIs? This is often listed as one of the top issues faced by recruitment companies. Reducing Time to Competence remains a key area of development for most recruiters. #recruiters #staffingagency #staffingsolutions #staffingservices #staffingindustry #recruitmentagency #recruitmentconsultant

Effective Strategies for Hiring Temporary Staff Assess Your Project Needs: Flexibility in recruitment involves adjusting talent levels according to company needs. Prior to starting the temporary hiring process, analyse your business objectives for the upcoming year to pinpoint areas where additional talent may be needed. Collaborate with Agencies: Temporary staffing agencies offer a rapid and effective solution for finding temporary workers. To enhance your search, consider specialised agencies tailored to your industry or role. Craft Clear Job Descriptions: Work with agencies to define project tasks, required skills, and duration, ensuring clarity in job postings. Prioritise Swift Hiring: Act decisively to avoid losing top candidates to competitors, as delays can result in lost productivity and revenue. Streamline Onboarding: Develop a thorough onboarding process to enable temporary staff to contribute quickly and effectively to project goals. #flexiblesolutions #temporaryjobs #staffingsolutions

An important topic that I believe requires our attention - the issue of less than acceptable behaviour in the world of recruitment. I'm sure you've come across numerous instances where the client candidate experience has been compromised, and like me, you might agree that this needs to change. In an effort to address this issue and foster positive change, in this webinar we are addressing "Unacceptable Behaviour in the recruitment process." During this webinar, we will be discussing the various challenges faced in recruitment and how we can work together to ensure a more positive and respectful experience for all involved. We would greatly appreciate your participation and thoughts on this matter. Your insights and perspectives are invaluable in shaping the future of recruitment practices. Together, we can create an environment where unacceptable behaviour is called out and improvements are made. Please let me know if you are interested in joining us for this important discussion. Your contribution would be greatly valued. Thank you in advance for your time and consideration. I look forward to you joining us #hrpath #recruitment #employeebranding #clientexperience #candidateexperience #webinar #communication

Internal Talent Acquisition Bonuses vs External Recruitment Spend... For the second time this week, I've heard a conversation around internal Talent Acquisition/Recruitment Teams targeting and rewarding themselves with financial bonuses by not seeking external specialist recruitment help, despite fires burning internally and project teams commenting on the sincere lack of talent coming through, either at the quality or speed at which they need it. Is this really a thing? I cant understand who would approve this internally, as surely internal TA teams are in place to feed the business with the talent it needs adhering to SLAs, but having specialist contacts who can quickly parachute in a hire if the business needs it and the TA teams are struggling. By putting these bonuses in place, surely it's obviously what will happen. Yes, the external recruitment spend goes down, but the business is now suffering, and still at a financial cost if bonuses are being paid for not using external specialist help. Nonsense. Does this happen where you work? Have you any experience on this? #hubudiotalent #talentaquisition #internalrecruitment

Time-to-hire and time-to-fill are both recruitment metrics used by HR—but they’re not the same. While time-to-hire is about the recruitment experience, time-to-fill speaks to organizational politics and needs. While time-to-hire is the amount of time that passes between a job’s first applicant and signing a contract, time-to-fill refers to the amount of time between deciding to open a new role and signing a contract with a new hire.