Mulberry Talent Partners’ Post

Forget Staffing for a minute and let's talk Solutions. I've been on a million calls where the hiring manager thinks they need something but after a quick conversation, we're able to determine that what they actually NEED is totally different. This is the importance of having a dialogue with the decision maker whose you-know-what is on the line if the role doesn't get filled. Otherwise, you fall into the hamster-wheel-of-hell sourcing for candidates who constantly get rejected because they didn't have this or that and you get very little feedback to then go find other people. Here's the bottom line(s): For recruiters/account execs, if you are barred from talking to the hiring manager on a requirement, be careful about taking on the search (studies show 80% of the time it will fail). For hiring managers, if you don't have a recruiter/AE asking deep questions on how this hire affects their business, don't use them. (Use me instead 😉 especially if it's for #microsoftdynamics) Thank you for attending my Tuesday Tedx Talk. Am I right? Am I wrong? I'd love to hear your feedback.

Do you hear that? The chaos of Q4 is approaching... and the most forward-thinking leaders are spending the summer finalizing strategies to finish the year strong. To ensure you have the people power to achieve your goals, start planning for your Q4 hiring needs NOW. At Freeman+Leonard, we pride ourselves on our innovative recruiting tactics, and how we can seamlessly be integrated into our clients' teams. Our extensive experience in marketing and advertising means we can spot opportunities that others overlook. We want to talk with you early and often to help you make critical strategic decisions that will save you time, money, and headaches at the end of the year. By September, you'll need a team that can hit the ground running. Reach out today to get the conversation started! #marketing #recruitment #strategicplanning

Internal recruiters, are you working towards your next promotion? This week's free learning newsletter is for you 🔥 We're covering how you can use headcount data to tell a recruiting story that executives can't ignore. It's written by Eric Guidice who first did this successfully in-house at Uber & Bird, and then externally for VC firms. We're covering: ✅ What senior leadership care about during a business review ✅ How to communicate recruiting performance upwards to executives & boards ✅ What headcount data variance to track and report on ✅ How to take action on that data to position yourself for leadership We're also giving away a free recruiting capacity & demand forecast sheet. I have personally learnt a lot on this topic, all of which has been from listening to Eric who makes it easy to understand. Recruiting Wisdom is our 100% free learning newsletter published every 2 weeks. If you'd like to join the link is in the comments 👇

Many staffing businesses are struggling due to the economy & low amount of opportunities. The truth is, it's never been better to to do business development while everyone else is pivoting. So I made a Doc on how recruiters can identify the best opportunities on the market & reach out to hiring managers & CEOs on Autopilot. If you're interested, connect with me & DM "doc" and I'll send it over

Could you afford to lose 5 months of productivity? This is why clients turn to Robert Half to support them with finding top talent. Hiring Managers are bringing contract resources to "try before they buy" as a hiring strategy. Ping me to learn how we could help.

Looking to roll out new DEI hiring initiatives this year? Hiring managers can be your strongest allies when embedding inclusive hiring practices, but they can also slow things down. Join our free Webinar to learn from talent leaders across successful tech scale ups as they share creative ways to turn hiring managers into inclusive hiring champions. Hung Lee, creator of Recruiting Brainfood, will lead a practical discussion with experienced leaders from Multiverse, Attest and Equitas. They’ll delve into the tactics that worked well (and not-so-well!) in getting hiring manager buy-in throughout the hiring process, and how you can implement these yourself. Tuesday 30th April @ 2pm BST - Registration form in the comments.

“We’re not quite ready to hire, but let’s see who’s out there...” Bad move. 🚩 In our niche D365 market - people pick up on this instantly. When partners dip their toes into the talent pool without a clear plan, it sends a message: “We’re not committed.” I think this can actually damage your reputation in the market. Instead, it's best to be upfront and intentional. The best hires come from businesses that are all-in.

Hiring in the IT industry is giving way to skills-first strategies that prioritize organizational needs. Robert Half's Randi Weitzman shares with CIO how adopting a skills-based hiring mindset can help diversify and strengthen your team. https://bit.ly/3MEabrE

If your calendar looks like this then you’re probably in charge of hiring for your company. *scream* We know that the hiring process can be one of the biggest mountains a business has to climb, especially when it comes to tech roles. 🙄 The digital skills crisis, am I right? For starters, the costs… ⌛Time spent on sourcing  🔥Energy burned interviewing for days on end  💰Money wasted on hires that end up being the wrong fit or who leave again in a matter of months So, you can roll your sleeves up and get stuck into all that. Or, you can supplement your traditional hiring routes by trying something different. Here’s how it works with us: 🔎We Source: the people with the transferable skills to make them the perfect fit. ✅You Hire: this bit is pretty self-explanatory. 💡We Train: they go through our customised training pathways to get them ready to contribute to your workforce on DAY ONE. Interested? Drop us a DM if you fancy having a chat with one of our team.