Ben Miller ▶︎’s Post

𝙋𝙖𝙧𝙩 3 𝙤𝙛 𝙩𝙝𝙚 𝙎𝙚𝙧𝙞𝙚𝙨: 𝘾𝙤𝙣𝙩𝙞𝙣𝙜𝙚𝙣𝙩 𝘼𝙜𝙧𝙚𝙚𝙢𝙚𝙣𝙩𝙨, 𝙉𝙊𝙏 𝘾𝙤𝙣𝙩𝙞𝙣𝙜𝙚𝙣𝙩 𝙋𝙖𝙧𝙩𝙣𝙚𝙧𝙨𝙝𝙞𝙥𝙨 𝗖𝗹𝗶𝗲𝗻𝘁 𝗥𝗶𝘀𝗸𝘀 𝗪𝗵𝗲𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗟𝗼𝘀𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗞𝗲𝘆 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲: Clients often experience a drop in recruiter responsiveness over time, particularly when there are delays in decision-making, feedback, interview scheduling/availability or changes to the role. 𝗥𝗶𝘀𝗸𝘀: Delayed Hiring: When recruiters lose focus, the time to fill positions increases, leaving key roles vacant longer than necessary. Lost Candidates: Top candidates may accept offers elsewhere due to a lack of momentum in the hiring process. Recruiters may try to place those same candidates with other clients that are more decisive and firm on the needs and requirements of the role. Strained Relationships: A decline in communication and responsiveness can strain the client-recruiter relationship, reducing trust and future collaboration. 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Clear Timelines: Set deadlines for feedback and next steps to maintain focus. Incentive-Based Fees: Introduce performance-based incentives for recruiters who meet certain milestones or deadlines. Regular Progress Reviews: Schedule ongoing check-ins to ensure alignment on expectations and to keep the process moving efficiently. Recruiters stay more engaged when timelines are clear, and clients get better results when they hold recruiters accountable.

I’ve shared before how I can spot a good recruiter by their preparedness and the numbers they bring to our calls. Here’s a general reminder for those of you on the hunt for new roles. Before you jump on a call with any potential employer or recruiter, make sure you have these numbers ready at a bare minimum: - Your billings for the last 3 years - If you’re a manager, your team’s billings - Your average deal size - How many accounts you bring in versus the accounts you inherited If you’re aiming to make a strong impression, you could also look at - The increase in spending on accounts you’ve worked on since you took over - Where your network lies (HR, Line, C-Suite) - A solid business plan—they will ask for it - References you plan to use Senior recruitment managers would love your comments on what you’d like to see from recruiters in an interview.

There's nothing worse than working hard ... exceeding your targets and then BANG ... the KPI conversation comes up and knocks your feet like this poor lad💥‼️ We believe KPI's rightfully have their place within the recruitment world however, once you're up and running and consistently billing, we all know what's important - the invoiced revenue and level of service provided to the candidates / clients & thankfully our client recognises this ... A true believer of autonomy, flexibility and a mature approach to recruitment, this business provides you with all the tools to be successful with non of the naggy & unnecessary 'how many calls, how many CV's, how many candidates added conversations' KPI conversations! Alongside a basic of up £50,000 (depending on experince and figs) you'll earn up to 30% commission on everything invoiced (with no threshold) whilst working within the highly lucrative US Legal market! If you're a legal recruiter OR a professional services recruiter with US market experince we want to hear from you! Get in touch .... Jo Green: 07780 705 173 joanne.green@spencerhunt.co.uk Drew Steele: 07825 560 327 drew.steele@spencerhunt.co.uk Rory Fittes: 07557 110 357 rory.fittes@spencerhunt.co.uk

Be nice 😊 You never know, you might need that recruiter again in the future You never know, you might need that candidate again in the future You never know, you might need that client again in the future Everybody has off days, but don't let your emotions and feelings get in the way of a potential working relationship, it could benefit you more than you think in the long run 💡 Less ego = better outcomes #accountsandfinance #getrecruited #recruitment

"We overlooked you originally because...." This conversation with a (now) key partner business yesterday, which many business owners would hate....but I absolutely buzz off! "We thought there had to be a reason you were cheaper than everyone else" Was a statement that came out over coffee yesterday, about our initial dealings with a new client just over 2 years ago, when they chose another Recruiter over us on a key appointment. My answer: "There was (and still is) a reason....it's because our business values fair and transparent pricing that creates great long term relationships, with very little need to negotiate from a flat fee of 16% + vat. Oh, and by the way - what about the perspective that we might not be cheap, but your other suppliers are charging you daylight robbery sums, and getting away with it??" I've said it before and I'll say it again, in a mainstream agency world (and I include Exec appts in this), anyone charging north of 20% is absolutely having a laugh with your cash. (and probably only needs it because of their choice to pay for unnecessarily lavish internal events, office fit out or work in an expensive postcode - all for their show, not yours). What's happened since? 1) Said chosen agency placed that role. With a candidate who proved themselves to have been poorly vetted, and overly coached by that agency for the interview (which he disclosed) - who were charging 22% (negotiated down from 25%). Oh and in the process, the client had received 8 CV's of which they only wanted to see 2 people, one was the above, the other turned up and admitted he'd never even met the agency and wasn't really sure about the role. Sound familiar? 2) Candidate was finished after 5 weeks - on mutual agreement. 3) We've owned an exclusive partnership with the client ever since. And don't get me started on the contrived sale of Retained solutions by our industry in most instances...... Its not rocket science. Fair and reasonable pricing, for experience that is largely unmatched, and a pure service that others cannot (or will not) provide. Why does it need to be more complex than that? Call me, you'll see. #recruitment #hr #humanresources #talent StormX Recruitment - Accountancy & Finance/HR/ Office Support Specialist Recruiters

Recruiters 📢 THE most important thing when choosing a backer is that you choose the RIGHT one! Percentages aside I always say pick the backer you LIKE the most. I spoke to a great Recruiter recently who was purely focused on the percentages. What she didn't realise was that one of the backers she was interested in DID offer higher percentages BUT their additional costs were WAY higher. For example if there was a board meeting the backers charged a whopping £1,500. In fact I know of the backer she was referring to and let me tell you their board meetings consisted of talking about footie and nights out with a little bit of business mixed in. Definitely not worth £1,500 the cheeky %^*&ers! If I was launching I'd want to know what the TOTAL cost was going to me in terms of percentages. Otherwise it's impossible to budget but more importantly it will mean you're not actually earning as much as you thought you would be which just isn't right. If you think you might want to launch and want an initial 10 mins chat to find out how it works contact me anytime on 07970 840061 ruth@ruthmoran.co.uk #rec2rec #r2r #recruiterlife

Over the past week or so I've had 3 businesses reach out to me to discuss pricing. One of those businesses was struggling to hire 2 specific roles for 3 months and they wanted me to quote for both of those openings. I told them the rate we work at, they then told me that I was too expensive and that they had agencies working at 10%. That's right, 10%! I came back with another adjusted, negotiated quote, where I had agreed to lower our fee if we worked on a retainer. I never heard back. I then got the EXACT same role on with a direct competitor of theres, same location, same spec, same position. I told them what we work at and 2 minutes later our terms were signed. One CV later and a hire was made. Recruiters, know your value and make sure you're working with the right clients. Hiring managers, don't moan you can't fill a role if you aren't willing to do what it takes to fill it.

🌟 Great Read Alert! 🌟 Just finished reading Greg Savage's latest article, and it's packed with valuable insights on client relationships and the challenges we face in the recruitment industry. 🚀 If you want to stay ahead and keep your client partnerships strong, this is a must-read. Thanks, Greg Savage, for sharing your expertise! #Recruitment #ClientRelationships #GregSavage

Choosing who to partner with should NEVER be based on price………. Working with a retained search and selection recruiter may at first seem more expensive but consider the extra value and the service you get for the money. When choosing a recruitment partner consider: Value Add (What else are you getting other than a pile of CV’s) Market Specialism (Don’t go to a generalist). Communication (How well do they communicate with you and do you feel understood). Speed of Execution (How long is average engagement to completion time). Process (What happens and what are the timelines). Placement / tenure ratios (Do the people placed work out!). It’s sad but there are so many cowboys / cowgirls in this market who agree a low fee but just don’t deliver. You get what you pay for! 

Absolutely inspiring story! It's a powerful reminder that perseverance and determination can lead to incredible success. For all recruiter friends out there, keep pushing through the challenges – your breakthrough is just around the corner. Keep going! 💪 #Support #Motivation #RecruitmentSuccess