Leeds Professional Resources’ Post

How do you measure your personal success as a recruiter? 🏆   - Number of placements? - Monthly billings? - Claps & cheers from your colleagues in the office? - Praise and feedback from your manager?   Only celebrating the moment you get that placement figure on the board, or when your manager comes and shakes your hand, or when that commission lands in your bank account, can leave you feeling like you’re in a hole 99% of the time.   It’s a great feeling, but it won’t happen every day, or even every week. We need to learn how to celebrate the small wins in between these big moments! Getting past the gate keeper, booking a meeting with a decision maker, building rapport with a hiring manager, successfully handling an objection, sourcing a perfect candidate, giving a great candidate experience, the list goes on.   If you only focus on the end results, especially in a slower market than usual, you’ll get in your own head and your performance will suffer, learn to celebrate the small wins along the process and you’ll find yourself with a lot more motivation! #motivation #recruitmentconsultant #smallwins

This is your last chance to win a €250 retail voucher by sharing your opinion in our What Workers Want survey. We want to hear your thoughts on the good, the bad and the ugly when it comes to applying for jobs. 🤔 How long is too long for a job application process? ⌚ How soon do you expect to hear back from recruiters about your interview? ❌ Have you ever abandoned an application process because of a bad experience? Take our 10-min survey today 👉 https://lnkd.in/e5_DfDB3 #WhatWorkersWant #WorkplaceTrends #WorldOfWork #WorkTrends

Yesterday Jo Hamer (FIRP) placed a People Services Manager into a permanent role. The candidate and the client were both really excited they met each other. So much so, the client asked to make the offer herself. Poor Jo didn't get to share that moment but she wasn't forgotten when the candidate later messaged her telling her she was over the moon. If you wonder what gives a recruiter job satisfaction. It is the result, but it is also knowing you have a real relationship with the candidate and client and you are all in it together. It's never just a transaction. #celebratesuccess #franklydifference #recruitment

This morning I joined Sourcr & James Jennings's webinar on how to shift your business development strategy to succeed. It was epic to gain insights into our market from some of the best in our industry across both Australia and New Zealand. Valuable insights were shared around how the landscape has changed significantly since 2021 & 2022, alongside how to best implement your BD strategy moving forward through points of difference and becoming value focused. It was interesting to note that across the board there has been a 13% decline in permanent placements and an 8.5% decline in jobs added. This trend aligns with the economic landscape, as clients seem to be regaining control over their recruitment processes and trying to rationalize their decisions to engage with agencies. Today's webinar was really enlightening. The knowledge shared about our industry and strategies for a value-centric approach have left me feeling better equipped to navigate my own BD strategy. The statistics highlighting declining trends in permanent placements and job listings show the importance of staying adaptable and client-focused always. If you are struggling to find talent, reach out to me today and I would love to walk you through my points of difference, how I source my talent and even some salary benchmarking to really show you what the market is doing right now! BD sorcerer here to help!🧙♀️😉 #ChooseFuse #businessdevelopment #sourcr

As the end of the year is soon approaching, I just wanted to reflect on something I have learned a lot about this year working for Now Careers. A passionate recruiter does not just want to "put bums on seats". They want to create a solution for both the candidate and the client! 😍 Investing in Relationships: Our recruiters go the extra mile to understand the unique needs of both our clients and candidates. Building meaningful relationships allows us to make matches that stand the test of time. 💎 Quality Over Quantity: Placing bums on seats may be a quick win, but we know that lasting success comes from sending the right people to our clients. We prioritise quality, ensuring that every candidate we present is not just competent but also a cultural and strategic fit. 👑 Advocating for Excellence: We take pride in being ambassadors for excellence. When we send a candidate to a client, we're not just endorsing their skills but vouching for their passion, dedication, and potential to make a lasting impact. 💥 Shaping Careers: We don't just find jobs; we shape careers. Our recruiters understand the dreams and goals of our candidates, and we're committed to connecting them with opportunities that contribute to their long-term success. If I can help you shape your new career whether it be immediate or for 2024, please get in touch ASAP! deb@nowcareers.com.au 0431045920

They key to qualifying better reqs & developing real partnerships with HM's? Open-ended questions. Here are a few go-to questions to ask: Why is this req open? How long has it been open? Who else has been working on this? Internal? What difficulties did you have with the candidates they brought? Agency? Why weren’t they able to fill it? Then you can start getting to the good stuff: What are the top 3 skill sets, and why are they so important for this role? What do the benefits look like? What does the time off look like? etc etc The first batch of questions make a hiring manager actually open up and talk about what’s really important with a role, and they let you look like a life-saver when you use their answers to go out and find the perfect candidate. Or, they reveal to you that this company might not be ready to partner with an agency, or they have unrealistic expectations, or both. It's exciting when you think there's fish on the line....but that's when you have to stay calm and composed, and follow the process to reel it all the way in. Otherwise you expend all this energy just to realize you reeled in seaweed....

How I think my clients feel when they tell me state just walked in and the DON they thought they hired, prior to our conversation, accepted a counter offer. This is something we cover IN DEPTH. Look, its silly to think we could take someone perfectly happy away from their job and expect them not to end up staying. One of the benefits of having a third party is that we can make sure the opening you have is offering solutions to the reasons they are exploring options to begin with. Don't end up like this cat.

Spoke with a recruiter who reached her breaking point. For 4 years, she settled for subpar clients Until she finally said, "Enough was enough”. “I was working with companies that didn’t value recruiters” - They constantly bailed on meetings - They never provided enough information - They just wanted "bums on seats" In her own words: "I was fed up, and things needed to change." Determined to improve her situation, she implemented a strict qualification process: - Every brief required a minimum 45-minute meeting - Clients must provide ALL relevant information to effectively sell the role - They had to demonstrate genuine care about the recruitment process The result? She transformed from a very busy but average biller at her first company To one of the Top Performers at her second. Key takeaway: Choose your clients wisely. They directly impact both your billings and stress levels.

When I was in college, I tried working as a call center agent to cover my expenses. Someone from HR sent me an offer to work, and we scheduled an interview. During the group interview, I heard the details of the offer again, but the budget was different from what had been originally communicated to me. My response was to leave the interview and block the HR representative. This experience led me to be direct in my approach when working in Human Resources, ensuring transparency in everything related to job offers and work-related matters. Be direct, be trustworthy.

We’ve been doing very well with our recruitment and consulting services. And there’s a secret formula behind that success. We understand the businesses we work with and the roles we hire for. We’ve heard numerous times, quoting here: 👉🏼 “You’ve immediately understood what we were looking for.” 👉🏼 “The questions you asked during interviews were much better than we would have asked.” 👉🏼 “Wow, the way you could dive deeper into the topic…” After spending the last 6-7 years working in and with eCommerce and marketing agencies, I am confident in saying we know the industry inside and out, and we understand the roles well enough to distinguish good talent from bad. Being able to understand your market not only allows you to deliver excellent service, but it also makes your life so much easier. So before you dive into any service, make sure that’s where you start.