Edan Haddock 🏳️‍🌈

📢  LOOKING FOR EXCEPTIONAL MARKETING TALENT? ⚙ Are you struggling to find the right people? ⚙ You’ve got amazing job opportunities on offer, but no one is quite meeting your brief. We know the market and economy is tricky, with lots of candidates a little reluctant to go job hunting. But, there are great people out there! People looking for a new challenge, a move up the ladder, a new place to apply their skills … If you’re looking for a recruitment partner who understands your needs, and WILL find the talent you need, drop us a line 📧 or give us a call 📞 As leading recruiters in brand management, marketing and consumer insights, Tarsh & Partners Marketing Recruitment will work with you as a partner, identifying hard to reach talent, and offering advice and guidance. Here are 10 promises we make to our clients and candidates to ensure the best possible outcomes: 🦉 Understanding Your Needs: We take the time to understand your brand and company culture and specific role requirements to ensure the perfect fit. 🎯 Thorough Candidate Screening: Our consultants, all with a background in marketing, screen candidates rigorously, ONLY sending clients the best qualified candidates who offer what they need. 📈 Market Insights: We provide valuable insights into market trends and salary benchmarks, helping you make informed hiring decisions. 👨‍👩‍👧‍👦 Diversity and Inclusion: We are committed to promoting diverse talent, ensuring a wide range of perspectives and backgrounds within your team. ⏱ Ongoing Communication: You can count on us for regular updates throughout the process. We’ll make sure you know what is happening and what to expect. 🤝 Candidate Experience: Our priority is offering a positive experience for candidates, ensuring they feel valued and informed at every stage of their recruitment journey. 📑 Tailored Solutions: We’ll assess your needs and offer customisable recruitment strategies that align with your specific goals and challenges. 🙂 Ethical Practice: Integrity & honesty is at the core of what we do. We work transparently and ethically with our candidates and clients. ✅ Continuous Improvement: We constantly seek feedback and strive to improve our processes, ensuring we remain at the forefront of recruitment excellence. And finally, 💪 PERSEVERENCE. We won’t give up on a role even if it feels impossible to find the right candidates. We’ll keep looking until we do! Let’s build exceptional teams together 💼✨ #Recruitment #BrandManagement #MarketingJobs #Diversity #CandidateExperience #ClientCommitment www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 [email protected] 📞 +44 20 3897 6676 Adam Tarsh | Janine Darley | Alex Hooper

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🔍 Are you struggling to fill a critical role and in need of expert recruiting assistance? Reach out!! Here's a little client partnership story from earlier today... After grappling with their own recruitment efforts for over three months, our client reached out to us for help. Tasked with finding a candidate to fit a challenging marketing role within an emerging MarTech Stack specialization, they needed expertise and reach beyond their current capacity. In just 25 days we have fulfilled the hiring need with an accepted offer. How did this come together? First, we conducted a comprehensive blueprint intake session to fully understand their needs. Our seasoned recruiting team leveraged our vast talent network, we meticulously screened candidates, presenting only the top three who met their criteria. We then facilitated the entire interview process, culminating in securing an accepted offer. What sets our team apart is our experience and deep understanding of both client requirements and candidate expectations. We pride ourselves on making the best match, bridging the gap between talent and opportunity seamlessly. If you're at a hiring impasse and need a trusted partner to navigate the recruitment landscape, don't hesitate to reach out. 📞 💻 📱 #Recruitment #HiringAssistance #TalentAcquisition

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This month RCSA 'Recruitment Consulting Certification' (facilitated by yours truly) kicks off on Wednesday. We have a few places left. If you're new to recruitment or want to enhance your knowledge and hone your skills contact the RCSA Australia and New Zealand to enroll. #recruitment #bestpractice

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In the last few years, we’ve seen nearly all employers get on the EVP and Employer Band wagon. That is: develop their own messaging and branding for recruitment purposes and their careers website. And well done to all. I have to say after being a national judge in the Talent Table (Indeed and Teamtailor Research) Awards, earlier this year I saw some great websites and messaging out there in 2024. However, I think the time has come for EVP and Employer Branding 2.0. What I mean by this is that Internal Recruiters themselves now have to raise the platform on their own branding and messaging. Especially their LinkedIn profiles. Many Internal Recruiters are now on LinkedIn (always have been) but actually have poor or weak profiles. If they are now advertising via LinkedIn and or doing search assignments themselves (approaching candidates via cold calling/messaging, as many are) they need to have a top of the range LinkedIn profile. When the competition is fierce, as it currently is in a candidate tight marketplace, recruiters themselves need to have an attractive brand and the right messages. My conclusion - all people in TA and companies now need to have a really shmick LinkedIn profile. It's networking 2.0, an inevitable evolution in our digital world. If you don't show up on LinkedIn, your company is not part of the conversation. You're unseen. Forgotten. Invisible. So TA - how good is your company and individual LinkedIn profile? Is it professional and scripted by an expert? Does it send the right messages? How about your Hiring Managers? Especially those who Recruit A LOT? Are they attracting a following/candidate. People will check them out. This is EVP and Employer Branding 2.0. I’m pleased to say I am going to be working with my good friend and LinkedIn Profile Legend Karen Tisdell in the very near future on a special program for TA Teams and Hiring Managers. We are looking to put together a new short (half day) program for TA teams. It will be advertised on https://lnkd.in/gXWaBk8G and can be booked that way OR DM me on LinkedIn - just reach out to myself and or Karen for details. I think this is a great way to spend your new FY 2025 TA training budget to uplift those profiles. I’m getting mine done!! For more details - watch this space! #EVP #EmployerBranding #Candidatecare #Recruitment #Attraction

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🔎 Did you know about the Recruit4staff Candidate App! 📲✨ Our latest innovation is designed to streamline worker management and offer candidates a seamless, on-the-go solution packed with a range of powerful features: 🕒 **Clocking System** Candidates can effortlessly clock in and out through the app, providing precise clock times and GPS location for accurate tracking. This data pulls through onto timesheets so you can approve timesheets in just a few clicks! 📅 **Setting Availability** Perfect for managing an ADHOC temporary workforce, candidates can easily set their availability for work, ensuring efficient scheduling. 📢 **Absence Notifications** Candidates can notify us if they're running late or unable to attend, allowing our account managers to effectively manage the temporary workforce. ✅ **Confirmations** View and confirm shifts directly within the app, enabling us to re-confirm the temporary workforce for each shift with ease. 📋 **Online Timesheets** Candidates can view completed hours and, if required, fill out timesheets for approval right in the app. And that's not all! The app also includes secure messaging, document uploads, push notifications, and much more to enhance the overall experience. Try out our new Candidate App today and experience the future of workforce management! #Innovation #TechInWorkforce #CandidateApp #WorkManagement #Efficiency #TemporaryWorkforce #HRTech #OnTheGoSolution #Recruitment #Recruit4Staff

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The Recruiters Roundtable is back following a summer break! This is an interesting topic for recruiters and people considering new roles. How are employer and employee expectations matching up and how is that playing out in the recruitment market? Join us to find out!

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In recruitment, a lot can damage the process. Speed tops the list! ⏱️ When engaging with NEOS, one key point I stress to clients is our efficiency. We can present candidates within 1 to 48 hours, depending on the role. Once we identify a keen, interested, and excited candidate, I urge clients to schedule interviews promptly. 🚀 Delaying interviews by one to two weeks often results in candidates getting calls from other business', potentially with higher-paid roles. Act swiftly and secure the best talent before they move on! ✨ Following the interview, getting feedback to candidates whether it be successful or unsuccessful is vital! If you are to offer a candidate, give the candidate the good news quickly along with the offer letter! Saying the offer letter will be with them next week still doesn't mean you have secured the candidate! Are you struggling with your hiring process? Reach out at neos-engineering.co.uk or share your thoughts in the comments below. Jamal Kent Liam Quinn Emily Adams Josh Whittaker #Recruitment #Hiring #SpeedToHire

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The quickest way for TA leaders to make an impact on their TA efficiency is for their teams to be connnected to every future hiring decision. The problem is your recruiters are too focussed on the reactive stuff.... How do you get the Foresight of every future hiring decision to help provide that strategic advice you're capable of? #talentacquisition #hr #workforceplanning

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OK - so bandwagon jumping time: 𝗧𝗵𝗲 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗝𝘂𝗻𝗰𝘁𝗶𝗼𝗻'𝘀 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗠𝗮𝗻𝗶𝗳𝗲𝘀𝘁𝗼 𝟮𝟬𝟮𝟰 Oᴜʀ Pʟᴇᴅɢᴇ ᴛᴏ Rᴇᴠᴏʟᴜᴛɪᴏɴɪꜱᴇ Rᴇᴄʀᴜɪᴛᴍᴇɴᴛ Mᴀʀᴋᴇᴛɪɴɢ Harness the Power of Purposeful Partnerships: We will continue to build strong, enduring relationships with our clients, working collaboratively to craft recruitment marketing strategies that align perfectly with their unique goals and values. Together, we will elevate the recruitment industry. Champion Clarity and Measurable Results: In a world of marketing noise, we will cut through the clutter. Our laser focus will remain on strategies that deliver quantifiable ROI while communicating insights in a straightforward, jargon-free manner. Accountability and transparency will be our watchwords. Leverage the Wisdom of Experts: With our team's unparalleled expertise in recruitment marketing, we vow to infuse every project with the industry wisdom needed for success. Our years of specialised experience will be your competitive advantage. Embrace Innovation in Social Media & Technology: As pioneers in recruitment marketing, we pledge to stay at the forefront of social media and technological advancements. We will harness emerging platforms and tools to attract top talent, engage audiences, and grow your business in exciting new ways. Make Marketing a Revenue Driver: We will shatter the stereotype of marketing as a mere cost centre. Through strategic planning and flawless execution, marketing will become a core driver of your revenue growth and commercial success. Partner with us to witness the transformation. 𝗧𝗵𝗲 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗝𝘂𝗻𝗰𝘁𝗶𝗼𝗻: 𝗬𝗼𝘂𝗿 𝗩𝗼𝘁𝗲 𝗳𝗼𝗿 𝗮 𝗕𝗿𝗶𝗴𝗵𝘁𝗲𝗿 𝗙𝘂𝘁𝘂𝗿𝗲 𝗶𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴. Humour, Wisdom, Clarity, Partnership - it's all in our manifesto. Let's embark on this journey together and amplify your success. #RecruitmentMarketingManifesto #TMJ2024 #Recruitmentmarketing cc The Marketing Junction - #RecruitmentMarketing let's increase your sales & reduce marketing costs#RecruitmentMarketing let's increase your sales & reduce marketing costs

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I’m talking ‘Career Pages’ on Drive by Friday this week and trust me, I’m not trying to do myself out of a job. I often see company career pages that are lacking information, don’t inspire and quite frankly are darn right dreadful to navigate.   Talent is visiting your site to learn what it’s like to work at your company and in most cases will decide whether to apply or not apply. Ask yourself the question - what do they see when they visit your site? Let’s unveil the power of company career pages!   #careers #careerpages #hiring #jobopportunities #recruitment #hr #jobsearch #employerbranding #companyculture #careerdevelopment https://lnkd.in/gRZg6ksT

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This time of year can be tricky for job seekers! We are heading into the holiday period where a lot of businesses will quieten down in preparation of the new year. Be kind to yourself if you are job seeking between now and February- I hope these tips are helpful. #jobssydney #jobswesternsydney #jobmarket #jobsearch

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Employment Law is changing with our new Labour Government! Labour announced a detailed plan back in May to ‘make work pay’ through ‘delivering a New Deal for Working People’. HR teams across the country need to start planning for the 60+ new changes in Employment Law coming within the next 100 days, including changes to: ·        Day-one rights ·        Minimum wage and statutory sick pay (SSP) ·        Zero-hours contracts ·        Flexible working ·        Family-friendly rights ·        Pay gap reporting ·        The time limit for tribunal claims All across my feed, my connections in HR are all having the same thoughts- "How on EARTH can we get in line with the new changes in time and not leave our Employers or Employees at risk?!" It's a mammoth task in itself. So many small businesses simply don't have the man-power or even the time or knowledge to re-adjust their policies and contracts- the risk of which can be huge, especially if not done properly. We are covering the basics that businesses will need to know in our Webinars over the coming weeks if you need some insight or advice. You can also watch these on demand! https://lnkd.in/errXBKFk

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Discover how DFP’s Unbundled Recruitment Services can give your organisation the flexibility to select the services you need, when you need them. With tailored solutions designed to meet your strategic goals, and maximise your talent acquisition connect to find out more: https://lnkd.in/d8P52-22 #dfprecruitment #RecruitmentSolutions #Hiring 

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This is a bit of a hobby horse of mine. No matter what you feel about recruiters, we are acting on behalf of either a client or a candidate. Perhaps some might act out of self-interest, but most take the view that unless we do our best for whom we represent, then a sustainable relationship is unlikely. Please remember always that a candidate needs/wants a job. They have families to look after and bills to pay. In some situations, these people are understandably anxious about getting back into the workforce or getting out of a toxic environment but can’t because of the aforesaid commitments. Why do employers/clients unnecessarily keep these people waiting? Any delays in getting back to a recruiter ultimately hurts the anxious candidate. Is it really so hard to place yourself in that person’s shoes and have some empathy? I am relatively new to this industry, but I am truly shocked at the unconscious preparedness of people to leave candidates on tenterhooks. Conversely, candidates, within reason, should make themselves available to participate in the recruitment process. Of course, potential employers need to be respectful of pre-existing obligations, but goodwill on both sides should see a seamless process. If everyone is doing their job properly, by the time an offer is made, there will be no surprises so the contract of employment should be representative of those discussions and be accepted within a reasonable timeframe. Utopia? Maybe, but why should it not work that way? PS The gents in our team at Slade Group are all participating in the wonderful men’s cause Movember. If you’d like to support us - there is just a couple of days to go - please visit our donation site https://lnkd.in/ghzMF7Si.  I should add that the site is worth visiting just for the clever memes.

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Let me deliver a good service! In recruitment, there is more than one way to skin the proverbial cat. The skill of a recruiter seems to be finding a process that works for the client and leads to placing candidates. I could be considered a Recruitment control freak. My default process is to approach every role like a retained search, with deadlines, feedback calls and interviews all pre-booked so a client knows exactly what they need to do and is held accountable but also know when the role is going to be placed. But that doesn't work for everyone, some client loves a CV deadline and pre-booked feedback calls while others see pre-booking first and 2nd round interviews as almost impossible unless they have seen some CVs. So it's always a conversation. The guiding light is always "Let me deliver a good service to you". If that's always front and center of mind my clients are always happy. If you are looking to recruit digital talent get in touch. #recruitment #digitalmarketing

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What is the most difficult role in recruitment? The role of Billing Manager. Why? Because it is much more than just a single role. You have to manage up and build a productive relationship with your board and/or senior leadership team (not easy as most of them are crackers!) You have to manage across looking after your own personal revenue. Lastly you have to manage down and develop the team who report to you. The role is made even harder because the majority of billing managers receive no formal training before taking the role. Tough eh! ... Like this type of stuff, if so, please give me a follow #j9online #leadership #recruitment #sales #training #coaching

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It’s the most wonderful time of the year in recruitment. *Coffees with Consultants looking to explore the contracting market in 2025. *Coaching conversations about what life after consulting can look like. *Consultants actively interviewing for new roles to kick off in early 2025 as bonuses are often paid shortly. *Virtual coffees with overseas candidates looking to relocate for the summer on a WHV or Aussie’s returning home. *Last minute client calls for sharp strategy delivery before the end of the year. At Oaktree Talent Group & Future State Consulting we build relationships with top-tier consultants months, sometimes years, before they leave consulting. It’s always worth knowing the market, your options post consulting and who’s hiring. Curious about what life looks like post consulting? Say hello! 

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