Troi’s Post

Tips on How to Better Find Qualified Candidates for Your Business- Define Clear Job Requirements: Clearly outline the skills, qualifications, and experience required for the position. Specify both hard and soft skills necessary for success in the role. Utilize Online Job Platforms: Post your job openings on popular job boards and industry-specific platforms. Leverage professional networking sites like LinkedIn to reach a wider audience. Build a Strong Employer Brand: Showcase your company culture, values, and employee testimonials to attract candidates who align with your organization. Maintain an active and engaging presence on social media to enhance your employer brand. Employee Referral Programs: Encourage your current employees to refer qualified candidates. Offer incentives for successful referrals to motivate your team. Networking Events and Industry Conferences: Attend relevant events to connect with potential candidates. Build relationships within your industry to create a pool of talented professionals. Utilize Recruitment Agencies: Partner with reputable recruitment agencies to tap into their network and expertise. Agencies can help streamline the screening process and present you with pre-qualified candidates. Optimize Your Career Page: Ensure your company website has a dedicated career page with up-to-date job listings. Provide detailed information about your company culture and values. Implement Employee Development Programs: Develop programs that help current employees grow within the organization. A focus on internal development can create a talent pipeline for future positions. Use Advanced Applicant Tracking Systems (ATS): Invest in an ATS to streamline the application process and manage candidate data efficiently. ATS systems often include tools for resume parsing and automated candidate screening. Offer Competitive Compensation and Benefits: Research industry standards and ensure your compensation packages are competitive. Highlight additional perks and benefits that make your company an attractive employer. Conduct Targeted Search Campaigns: Use targeted search campaigns on platforms like LinkedIn to reach specific demographics. Leverage search engine optimization (SEO) techniques to increase the visibility of your job postings. Provide a Positive Candidate Experience: Ensure a smooth and transparent application process. Communicate clearly with candidates and provide timely feedback. By implementing these tips, you can create a comprehensive and effective recruitment strategy that attracts and retains qualified candidates for your business.

𝗪𝗵𝘆 𝗶𝘀 𝘁𝗵𝗲 𝗯𝗮𝗿 𝘀𝗼 𝗹𝗼𝘄 𝗳𝗼𝗿 𝘀𝗼𝗺𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗮𝗴𝗲𝗻𝗰𝗶𝗲𝘀? This is going to be a personal rant, as we have encountered the same issue repeatedly. We interview a candidate, prepare the summary, and send it to our client. Guess what? The candidate was presented by another agency. Okay, it happens. However, this is not the first time we’ve checked with candidates, and they have told us the following: ❗ They were never interviewed by the agency recruiter, nor did they receive any information about the company, the process, or anything else. Many times, they do not even know the name of the company. I have always wondered why some people say that if you cooperate with an agency, you will pay a lot of money for lower-level services, and they can harm your employer branding. What these agency recruiters are doing is really counterproductive. ⛔ They not only harm their own reputation but the industry's as well. If you’re wondering why the reputation of recruitment agencies is so low, that’s the reason. Honestly, I cannot understand why anyone would be satisfied with these low-level services. 🤝 What about client or candidate engagement? You can fill many roles with this approach, but if your clients and candidates are not engaged, what is the expectation? How will the business be sustainable? 💡 I learned something during my career: if your focus is not on quality, you will fail in the long run. You won’t have long-term client and candidate relationships, which are the key to success. That's the reason why we have a quality over quantity focus at TActix

Recruiters can get a bad reputation and some of the time this is well warranted. If your recruitment agencies focus is making placements your acting transactionally, i.e the goal is a candidate being placed somewhere and you get paid. 💰 Where that candidate goes doesn't matter too much as long as it is somewhere. So: 1. You send candidates as many places as possible (you never know that logistics company in Cornwall might actually need your London based developer, ok it's a 0.0001% chance but it's a chance right? 🤣 ) 2. Time spent on anything other than getting CV's sent out such as getting a brief and working out how to work out your USP's, market intelligence and targeted outreach campaign is minimal. This takes time away from getting CV's out and making placements. ⌛ End result for clients.... Usually alot of wasted time for a hiring manager, lot's of irrelevant CV's and end up working with multiple agencies to try and get that one candidate that will work. This is why we work as an outsourced in-house recruitment partner. This looks 👀 like as follows: - Initial discussion to understand your requirements & find out if we are likely to be the right partner for you. -Proposal put together giving you a number of options (dependent on requirement). - 1 hour kick off meeting. That will help to understand your business & how you operate, what the vacancy is and what the key USP's for the role are. - Documentation audit to understand what you have and what we may wish to alter or need to develop. - Research time and campaign sign off where we will benchmark salaries & provide feedback on potential target market and proposal on how we should target candidates. - Agreed summary of vacancy requirements. - Agreed appropriate multichannel outreach strategy (how we will target candidates) - Fulll outreach campaign developed To include; job adverts (designed from a candidate viewpoint) , social media outreach, email outreach campaign & personalised video (where applicable). - Full candidate response management and screening. - All candidates on your own employee portal , making it very easy to find all in one place. - All applications will receive a response regardless of suitability. - Offer management & onboarding. - A focus purely on you. I used to say were not a recruitment agency but call us that if easier. Not sure that really works does it? Andy | I work with Jo Hall in your growing rail or infrastructure company as your outsourced in-house recruitment team.

"Sorry we don't use Recruitment Agencies" "Sorry we already have Agencies we use" "Sorry we don't have room on the PSL" This is something that us as recruiters hear quite a lot of the time. Recruitment isn't for everyone. It can be extremely challenging, you can speak to a hundred prospect clients and be told no by every one of them. You need to find a niche, a specialism, something that sets you apart from the rest of the 30,000 other agencies out there. That is what I am, and what we are all here at Focus Search & Selection. What are the benefits of using a sector specialist recruiter? Good question - In-depth Industry Knowledge 🧠 Sector specialist recruiters have a deep understanding of the specific industry we operate in. This expertise allows us to accurately assess candidates' skills and experience, ensuring they are a perfect fit for the role and the organisation's needs. Access to Top Talent 👑 As specialised recruiters we have extensive networks within their sector, including passive candidates who may not be actively seeking new opportunities. This access to top talent gives employers a competitive edge in hiring the best candidates for their roles. Higher Quality Placements 📈 Sector specialist recruiters prioritise quality over quantity. I take my time to thoroughly screen and assess candidates, ensuring that only the most qualified individuals are presented to my client. This results in higher-quality placements and reduces the risk of turnover. These are just a few, of the many reasons why working with someone like me, a specialist, is better than working with a generalist agency. If anyone within the Property and Business Finance space is looking for new talent then feel free to reach out. Surely you want the best talent the market can offer? 👀 Get in touch. tom.roberts@focusselection.co.uk 07401 096102 Don't waste your time, use a specialist. 🎤 drop

What do you look for when chosing an external recruitment partner? We have gathered some tips and tricks for you on what to look for. What are your thoughts? #recruitmentpartner #recruiter #requisitions

Navigating the Talent Jungle: Why a Recruitment Agency is Your Map and Compass 🗺️🧭 The corporate world is a jungle, teeming with potential but riddled with hidden challenges. Entering this wilderness in search of top talent can be as daunting as an expedition. That's where the strength of a recruitment agency becomes your guiding light. Local, Personalised Recruitment: More Than Just Matching Skills 💡🤝 Local recruitment agencies thrive on a unique edge—bespoke services. They delve into the ecosystem of your enterprise, understanding not only the qualifications required but the subtle cultural nuances that make a candidate the right fit for your team. Time Savior, Quality Maximizer ⏰🌟 Consider the man-hours spent sifting through CVs, conducting preliminary interviews, and negotiating contracts. A recruitment agency takes that burden off your shoulders, allowing you to focus on core business functions while they handle the legwork. They hone in on quality candidates, ensuring each recommendation is a potential asset, not a liability. The Cost-Effectiveness Equation: Spend Less, Gain More 💼➕ Though enlisting a recruitment agency involves a fee, the long-term savings are indisputable. The speed of hiring and lower risk of turnover due to well-matched placements translate into cost-efficiency that directly benefits your bottom line. Risk Mitigation: A Strong Safety Net 🛡️ With a local recruitment agency, you have an expert by your side, one that's adept at mitigating hiring risks. They perform due diligence, verifying candidate credentials and fit, ensuring that when you take that leap towards hiring, it's backed by a safety net of reliability. In essence, entrusting your hiring process to a recruitment agency, especially one that offers personalized services, isn't merely about filling vacancies. It's about weaving the rich tapestry of your team with threads of unmatched quality and vibrant diversity. Embrace the powerful ally in a recruitment agency, and watch your business ecosystem thrive. #RecruitmentAgency #HiringSuccess #LocalExpertise 🌱🔍👥 Remember, choosing the right recruitment partner can be the difference between simply filling positions and cultivating a robust, dynamic workforce that pushes your business to new heights. 🚀

How to elevate your hiring game ⭐ Recruitment is more than filling positions; it's about trust and finding the perfect match. Check out our guide for choosing a trustworthy agency: 1️⃣ Reputation: Positive reviews and a proven track record. 2️⃣ Expertise: Industry alignment for a deep understanding. 3️⃣ Process: Transparent and well-structured methodology. 4️⃣ Screening: Thorough evaluation for a qualified shortlist. 5️⃣ Feedback: Positive testimonials showcase commitment. 🔑 Why Trust Us? We prioritize your success, leveraging our expertise to find the perfect fit for your organization. Our reputation, specialization, and client testimonials speak volumes about our commitment to delivering exceptional recruitment services. Ready to trust the journey? Click the link to explore our guide and elevate your recruitment game: https://lnkd.in/d6vVnpu6 #Recruitment #Agency #Trust #HiringSuccess #Guide #BeyondoRecruitment

LinkedIn is the #1 platform for recruitment agencies looking to attract more clients. By leveraging its professional network and tools, agencies can enhance their visibility and credibility. Here are effective strategies specifically tailored for LinkedIn: 1️⃣ Optimise Your Profile and Company Page Make sure both are professional and fully detailed. Include services and specialities with relevant keywords. 2️⃣ Publish Relevant Content Regularly share articles, industry insights, and success stories to establish expertise. 3️⃣ Engage with Your Network Like, comment, and share content from your connections to gain visibility and encourage interaction. 4️⃣ Utilise Advanced Search Features Use LinkedIn's advanced search to find and connect with potential clients by filtering by industry, company size, or job title. LinkedIn Premium for recruiters is a great place to narrow your searches and helps you connect with the right people. 5️⃣ Showcase Client Testimonials and Case Studies Build credibility by sharing positive feedback and detailed success stories from your clients. By implementing these strategies, your recruitment agency can effectively utilise LinkedIn to enhance its visibility, establish credibility, and attract more clients.

7 reasons WHY you should choose ME as your recruitment partner. 1) RELIABILITY - Florin Healthcare Recruitment is my own business, its my baby. I don't work for a corporate agency and take home a basic pay to do this job. I eat, sleep and breathe it. I have no set working hours, I am on hand 24/7. Therefore, I believe I would work harder for you than most recruiters in the industry. 2) COST - I am cost effective, I wont rip you off and charge you the earth! One of the main reasons I stepped away from working for large recruitment agencies, was because I wanted the autonomy to charge MY clients what I wanted to charge them for MY work, a fee that I deemed as fair depending on the work required, not a fee to cover the business' overheads - one size does not fit all. 3) HONESTY - I wont put applicants in front of you that I know aren't suitable and hope for the best. If during the process an applicant starts presenting as unreliable, I will tell you. If I feel that you need to make changes to your hiring process, or your job offering... or you also start presenting as unreliable, I will tell you! I don't 'fluff' things up or 'beat around the bush'. I've done this for years, I've seen every scenario play out, and I know how to prevent it. I'll always be honest if you listen to me and take my recommendations onboard! 4) REPUTATION - I pride myself on my reputation, with both candidates and care providers. No matter the outcome or the situation, I always ensure I provide the highest level of service I can give, because what goes around comes around! One day said candidate, may well turn into a client and visa versa. (Take a look at some of the recommendations on my LinkedIn profile) 5) RESOURCES - Thankfully, I am backed by one of the biggest and longstanding recruitment business investors in the UK, and not only have a large network on LinkedIn that I have built myself over many years, but also an extensive private database, access to all the relevant job boards for CV searching and advertising, and a LinkedIn recruiter license to name a few - ASWELL AS an active headhunting approach to source candidates that are passive and aren't always active online- The resources I have will ensure I cover all of the avenues when working on your roles 6) NETWORK - Recruitment is my bag, but I like to consider myself as well networked, and often get kept up to date with and involved in the latest industry updates, from new acquisitions, to changes in executive appointments, award ceremonies, CQC framework and more! I ensure I know my market inside out - As much as I like to try and help everyone, ill always make sure I can point the people that come to me in the right direction. 7) LONGEVITY - As much as everyone likes a quick win, the most important thing to me is developing long term personal AND working relationships with my clientele. I have clients that have worked with me and only me for over 5 years due to the kind of partnerships we have built.

I know first hand there’s some good Tech Recruitment agencies in MENA but so many need to do better. There's huge opportunity given the demand in the market, which means you can provide a very average service and still make $$$. Too many agencies: • Have a short-term mindset focused on quick wins and fast $$$ rather than spending time truly understanding clients' needs and requirements. If you invest in building a relationship with clients long-term and deliver when needed, you will get repeat business. • Overpromise and underdeliver. When an agency tells me they will send CV’s for a fresh search in 24 hours (a search we’ve already spent a lot of time on), instant red flag.  • Focus their content on personal life updates, holidays, weekend plans etc. Share meaningful content that can add value to the market. • Don’t have the right system in place to avoid Recruiters messaging the same company repeatedly, it amazes me how often this happens.  • Constantly ask for more business before demonstrating they can add value to a client. Based on my interactions there are some really professional agencies such as Taq Hussain Billy Brawn Jack Henry Watson