June Hogan MCIPD’s Post

Are you a hiring manager facing the challenge of candidates juggling multiple job offers? It's a common scenario in today's job market. Here are some tips for navigating this situation. 1. Open Communication: Keep the lines of communication open with the candidate. Understand their timelines and any concerns they may have about the offers on the table. 2. Highlight Your Value Proposition: Communicate why your company is the right choice for the candidate. Highlight aspects such as company culture, growth opportunities, and unique benefits. 3. Flexibility: Be open to discussing aspects of the job offer that can be tailored to meet the candidate's needs. This could include salary negotiations, flexible work arrangements, or additional perks. 4. Maintain a Positive Relationship: Even if the candidate declines your offer, maintain a positive relationship. They may be a good fit for future roles or could refer other qualified candidates to your company. Navigating competing job offers with candidates requires a balance of understanding, communication, and respect. By approaching this situation with professionalism, you can enhance your employer brand and attract top talent to your organization. Looking to streamline your hiring process and attract top talent? Consider partnering with Hire With Ease, our flat fee recruiting and HR support services have allowed our clients to focus on growing their business while we staff their teams with talent that shares their vision. Visit www.hirewithease.com to learn more! #HireWithEase #HiringTips #TalentAcquisition #RecruitmentStrategies

Why I shifted from Engineer → HR Consultant I had a good job as a Sales Engineer in a renowned company. But on getting the proposal from my uncle, quit the job & we started a business. We worked for few months together. But destiny had something else for me. I had to search for a job again. But couldn't get even a single interview call after 2 months. I was sad. Demotivated. Didn't know what to do. I met a senior friend and she gave me golden advice. "Create 3 jobs for yourself, and that too in the span of one month and choose where to work". An advice for someone who struggled to get even a single interview call in 2 months. I took it with a grain of salt. Created a strategy and made things happen. Back in 1989-90: No internet, no email. But I wanted to work this out. In 18 days, I had 18 interviews scheduled. Did I take a job? Did I start a company immediately? Did I go back to work with my uncle? Watch the video and let me know what you would have done if you had been at my place. Follow Chetan Parikh for more insights. --- In 14 days, we celebrate 25 years of existence. Avail 25% discount on our HR Outsourcing services. DM me to register before 14th Sep 2024. --- #dcspl #tamarohr #HROutsourcing #mystory #HRconsultancy #HRadvisory P.S.: SME Owners, do you have an HR team in place? DM me to outsource your talent management.

When reaching out to #recruiters, #HiringManagers, #HRmanager about jobs,skip the #pleasantries & fancy #greetings and get straight to the point, express your job search intentions directly. #Recruiters and job seekers both value time so be upfront about what you're looking for. Instead of saying "Hi, how are you?"just say what you need. Keep it short, keep it clear, and get noticed! #JobSearchTips #CommunicationMatters

𝗗𝗲𝗰𝗹𝗮𝗻, 𝗵𝗼𝘄 𝗳𝗮𝘀𝘁 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗴𝗲𝘁 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗳𝗼𝗿 𝗺𝗲?           This is a question I often get asked, and to be honest there is no right or wrong answer here.    I have been fortunate to partner with leading players in the market looking for the most generic to niche positions.   A candidate shortlist has ranged from a matter of days to a few weeks. But why is there such a difference in waiting time?   Location 📍: For myself, having positions located across the major cities are going to have it's obvious advantages. HQs being based there, and majority of the talent being located in large populated cities.   Budget 💲: Lets be real, bills have to be paid, in today's world it is going to have to be one hell of a position to move from A to B and take a salary cut. Money talks in my opinion. Valuable people come with a higher price tag.   Company 🏢: The majority of people in our industry desire fast paced and dynamic companies. If you are not perceived as this in the market, it is always going to hard to attract the right talent.   Requirements ✔️: In my career so far I have seen a lot of requirements. One simple requirement my client may have could cut the talent pool by 80% in a general search and make the process that little longer.   Confidentiality 🤫: With confidential placements we work in a retained manner, the reason for this is there needs to be many more protocols which take place compared to a standard contingent search. Due to the increase in sensitivity to the procedure, these positions typically can take a little longer. Position Title (No relevant emoji): A 'General Manager' in one company can mean the exact same as 'Managing Director' in another. We all know which one sounds better. To some people this can mean a big deal. The initial attraction of a first message can make all the difference, from sparking their interest to no interest at all. There is no right or wrong answer here, this is just my opinion.   It would be great to hear as hiring managers, are there any other factors which influence the speed of a process? #recruitment #process #logistics #supplychain

🤔🤔🤔??? Why do some HR managers just post job openings and ask candidates to send their resumes via direct message, but often there’s no response when candidates reach out. It raises the question of whether the primary goal is to connect rather than fill a position? If these are genuine job opportunities, it would be helpful to provide clear application instructions, such as an email address or submission process. #jobalert #hiring #hiringalert #hrmanagers

Dear hiring managers, job seekers are losing their trust in you for this reason: Lately, many job seekers have fallen victim to the growing trend of "Ghost jobs." This happens when companies post positions without any real intention of considering anyone new, as they already have someone for the job. But candidates don’t know this. They apply, interview, and invest valuable time into a process, only to discover the role was already promised to someone else. This isn’t just disheartening for candidates, It reflects poorly on your company. #HRmanagers, it’s time to prioritize transparency. When a position is filled, communicate it clearly. This simple act saves time, builds trust, and strengthens your brand. Honesty in the #hiringprocess leads to stronger, more loyal teams. Let’s help each other by reposting ♻ this so more people normalize this, and we keep companies accountable! #hiringmanagers #hr #recruiters #jobseekers #recruitmentmanagers #hrmanager #hiringmanager

I'm not a recruiter anymore. The role of a recruiter can be quite transactional, our role in essence is putting people into jobs. HOWEVER, if you've been in the game long enough you become a consultant. This time of year brings out the natural consultant in me as performance reviews are being done, bonus' being paid and growth plans are being locked in. On top of that, I have always believed that people are people first and making a career move is a big decision. This week I've told clients that offering more money is the answer. Advising clients that moving into the role I am working on will not be fulfilling enough for them. These are not the actions of a recruiter. They are the actions of a consultant ensuring that the best interest of both parties comes first. Like this post if you'd like some advice on working with a consultant.

𝑾𝒉𝒂𝒕 𝒅𝒐𝒆𝒔 𝒊𝒕 𝒎𝒆𝒂𝒏 𝒕𝒐 𝒃𝒆 𝒂 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓? Firstly, I'd like to clarify that being a recruiter and an HR manager are different roles (only fellow recruiters and HR professionals truly understand this pain 😅). The main difference lies in their focus: a 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳 operates 𝘦𝘹𝘵𝘦𝘳𝘯𝘢𝘭𝘭𝘺, bringing new talent into the team, while an 𝘏𝘙 𝘮𝘢𝘯𝘢𝘨𝘦𝘳 works 𝘪𝘯𝘵𝘦𝘳𝘯𝘢𝘭𝘭𝘺, managing processes and communicating with the existing team. However, in some companies, these roles may be connected, known as an HR Generalist. So, what does a recruiter do? Do you think they only fill open positions? What if there are no open roles in the company? ▶ In addition to sourcing and screening candidates, they engage in daily networking, interact with various professionals, and maintain a database of information (whether in their minds or through a CRM system) to match a candidate with the suitable vacancy. ▶ They are also skilled negotiators, handling salary discussions, job offers, and benefits to make sure both the candidate and the employer are happy with the agreement. ▶ Recruiters must stay updated on industry trends. Even if there are no immediate vacancies, they stay informed about the constantly changing IT world (or non-IT). ▶ And last but certainly not least, they play a key role in building a strong employer brand by sharing information about the company culture and employee experience. In conclusion, successful recruiters master many skills: communication, empathy, attention to detail, and multitasking. They bridge the gap between talented individuals and the organization, playing a vital role in attracting top talent. #Recruitment #TalentAcquisition #ProfessionalDevelopment #recruiting

When I worked inhouse, I was told to stop liking other companies' job posts. 🤯 Liking someone's job post shouldn't have been an issue. HR throwing their weight around again ... yes, yes they were. (Before someone gets offended, I know it is not ALL of HR who do this, but my experience has been somewhat very different). It didn't affect the company I was recruiting for. If anything I was helping people who had offers retracted last minute to join the business. Did I mention HR made me ring the candidates (or should I say employees) when it should have been their job? At the point of a contract being signed, it is their responsibility. But who am I but a mere recruitment consultant eh, I know nothing... 🫣 Now I see all internal talent teams sharing their jobs and helping each other, that's exactly what it should be about. Everyone has a network, and you're helping people! I don't see a problem, does anyone else? OR even better question- who else has been told in a previous life they aren't allowed to comment/like on posts on Linkedin? I know there's a fair few manufacturing companies who are dead set on not letting their staff utilise it (they DM me directly rather than commenting on my posts because they don't want to get in trouble - did I mention most of them are senior management?) #socialmedia #linkedin #recruitment #hr

“I know I can do that Director Of HR job. If only they’d give me chance. How do I convince them Jo?” She was annoyed and frustrated because she’d already been a Director and in recent months was made redundant. She couldn’t understand why she was applying and not hearing back from Recruiters for jobs she thought should be a “slam dunk”. She was a highly-paid top-performer with a shed load of expertise that her ideal Hiring Managers are crying out for and willing to pay the big salaries of £120k £140k for Director Of HR jobs that she would love. The problem is her ideal Hiring Manager’s couldn’t see her genius and expertise. It’s annoying because being the hardworking leader with incredible expertise is wasted if you can’t help them see the real you. They can’t choose her because she’s trying to CONVINCE them to choose her using vague, generic, almost robotic CV language and missing vital micro details that means she’s leaking status, authority and value. The more she tries to convince them the more they’re not convinced. So while they see some value in her experience. They’re doubting her capability as the high-performing strategic leader who’s going to make the huge impact delivering their top business priorities. The specific leader they’re prepared to pay good money for. THAT’s exactly why she’s been applying for 3 months with only 3 interviews for jobs that were good but not lighting her up. Or paying the £6Figure salaries she wanted. THAT’s why she’s not getting past 1st interview stage. She’s not converting her applications to interviews for the job and money level she wants. And she’s not converting interviews to offers for jobs that she “could do with her eyes closed”. Because helping you understand the specifics why your positioning isn’t converting. Seeing the subtle positioning shift to make and the high-converting specific micro details to thread through your CV, LinkedIn profile, Recruiter conversations and interviews is my genius with my clients. When you get that positioning tuned-in your ideal Recruiters and Hiring Manager’s are excited to call you with high paying interviews and offers because you’ve become their obvious choice. These are the real career and money making moves you need to get your career on the upward trajectory you want🚀🚀🚀