Jayasri Sivakumar (She / Her)

🚀 Looking for top talent to fill your client open roles? 🚀 Hiring can be a challenge, but I’m here to make it easy! With my CV sourcing and candidate shortlisting service, you’ll get access to high-quality, pre-screened candidates that match your exact needs. 🎯 What I offer: Proactive candidate sourcing from top job boards and professional networks. 💼 Whether you’re looking for talent in IT, finance, engineering, or healthcare, I’ve got you covered. From entry-level to executive roles, I tailor my approach to meet your unique recruitment needs. ⏳ Stop spending endless hours searching—let me help you find the perfect candidate quickly and efficiently! 📩 DM me today or schedule a consultation to discuss how I can support your recruitment efforts! #Hiring #Recruitment #TalentSourcing #CandidateShortlisting #HR #JobOpening #TalentAcquisitio

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https://lnkd.in/gfPU-2pB If you are a hiring manager and struggle to recruit and retain top talent have a look at my latest blog post

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🌟 Navigating Shifting Skill Sets and Evolving Workforce Needs in Recruitment 🌟 As someone deeply embedded in recruiting for industries like crane, construction, and heavy equipment, I’m continuously inspired by the adaptability required in today’s evolving workforce. The rapid pace of tech advancements and the growing skills gap present unique challenges and opportunities for both companies and recruiters. Stormie Haller's insights highlight how businesses are prioritizing not only technical skills but also crucial soft skills like communication, adaptability, and teamwork. With AI, machine learning, and automation reshaping roles, it’s imperative that we support both hard and soft skills in our hiring approach. Key Trends Impacting Recruitment: The Growing Skills Gap: With 90% of businesses undergoing digital transformation, the demand for highly specialized tech skills is soaring. As recruiters, we’re tasked with identifying not only the right technical expertise but candidates capable of evolving with tech demands. Upskilling and Reskilling: IDC’s projections on the IT skills shortage underscore the urgency for ongoing learning. By partnering with forward-thinking businesses, we’re better equipped to identify and place talent ready for growth, bridging the gap between current skills and future demands. Skills-Based Hiring: More companies are assessing candidates based on competencies rather than traditional qualifications. This shift expands the talent pool, promotes diversity, and enables us to focus on genuine skill sets and growth potential. Flexibility and Purpose: Flexibility in roles and a sense of purpose are critical to modern workforce expectations. For recruiters, this means not only finding top talent but also showcasing employers who align with these evolving values. AI and the Human Element: While AI-driven tools can optimize the recruitment process, it's crucial to balance technology with empathy and personal engagement. Building strong connections remains at the heart of successful placements, ensuring clients and candidates find the best fit for today and tomorrow. At Systematic Business Consulting, we’re committed to adapting our strategies and staying proactive to meet the industry’s changing needs. By focusing on upskilling, purpose-driven recruitment, and fostering inclusion, we aim to help companies and candidates thrive in a fast-evolving landscape. Let’s continue the conversation on how we can bridge this skills gap and create a more agile, inclusive workforce.

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🚀 Hiring Trends for Business Analysts in 2024 and What’s Ahead for 2025 🚀 2024 marked a transformative year for business analysts (BAs) in Australia, with digital transformation and data-driven strategies reshaping the role. Companies sought BAs who are strategic thinkers with skills in AI, automation, and agile project management. The emphasis was on those who could leverage tech to reduce time on documentation and focus on problem-solving and innovation. As we approach 2025, companies are prioritising specialised roles such as business systems analysts and data analysts, vital for navigating system upgrades and advanced data modelling. 🌟 But it’s not just about technical skills! Strong communication and problem-solving abilities are now essential. BAs are seen as the crucial link between business needs and technical teams, facilitating collaboration for successful outcomes. 🤝 Industries like financial services, government, commercial and healthcare are driving this trend, seeking BAs who can drive digital upgrades and spearhead data-driven strategies. Today’s BAs must be strategic thinkers who leverage data insights, AI, and automation to optimise operations and make informed decisions. 📊 As we head into 2025, BAs equipped with these skills will not only enhance their career prospects but also play a crucial role in shaping the future of their industries. #BusinessAnalysis #HiringTrends2025 #DigitalTransformation #DataDriven #CareerGrowth

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TRUST YOUR RECRUITER Trusting a recruiter can transform your job search, but it’s essential to choose wisely. Look for one who specializes in your industry; their expertise will be invaluable. Research their reputation through reviews and referrals to ensure they have a solid track record. Communication is key—share your career goals and listen to their feedback. A good recruiter will value your aspirations and keep you informed. If you ever feel pressured into roles that don’t fit, it’s perfectly fine to explore other options. Ultimately, trust your instincts. A reliable recruiter can be a great ally, but you deserve a partnership that feels right for your career journey.

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🚨 Is Your Recruitment Process Outdated? 🚨 In today's competitive business landscape, attracting and retaining top talent is more crucial than ever. But are outdated hiring practices holding you 🔙? Outdated recruitment processes can lead to longer time-to-hire, poor candidate experiences, and difficulty finding the right talent. These challenges can negatively impact your organisation, from losing top candidates to competitors to damaging your employer brand. It's time to take a closer look at your hiring strategy. We've put together a Self-Assessment Checklist to help you identify potential weak points and update your approach. 🔍 Evaluate your process and ensure you're not missing out on the best talent. #AdeccoAustralia #TalentAcquisition #Recruitment #Hiring #HR #Workplace #BusinessStrategy

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·       If you've recently been #laidoff or are #activelyseeking a #newjob #opportunity, ·        V-Soft Consulting is here to support you in your job search. ·        We specialise in helping #professionals secure new roles within their 60-day #graceperiod, ·        ensuring you stay on track with your #career goals. ·        #Whether you're looking for #H1Btransfers, #employerchanges, or #GC processing, we are committed to finding the right opportunity for you. ·        We're seeking #motivated and #aggressive #jobseekers who are ready to take action and make their next move. ·        Share your #resume with us at [email protected] and let's work together to secure your future. Please Reach to me at [email protected] Or Please call me 513- 572-8418 #lookingforopportunities #jobchange #layoffs #laidoff #Technologies #impact #jobs #employerchange #resumes #graceperiod #H1B #h1btransfers #greencards #uscitizens. #onprojecttransfers #withproject #changeofstatus #drivingittalent #smartsolutions #vsoft #consulting #lookingforjobchange #servicenow #azure #AWS #javaarchitect #architectroles #contactme #reachme #c2crequirements #w2e,ployers #w2requirements

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Hi, We have below requirement with our Direct client, please let me know if you have candidates for the role.     Power Platform Developers (737200) One Year Contract Currently Remote ***The candidate will be allowed to work remotely until all staff return to site. At that point the candidate will be required to come onsite***   Rate: OPEN   Power Platform/CRM Developers are frequently required to work in or with teams, subject matter experts and business stakeholders to analyze business requirements and translate requirements into Dynamics 365 functionality. Work cohesively in a team environment with multiple solutions being developed at the same time. • Designs, develops, and implements solutions to further expand our use of Dynamics 365 CRM across the organization in accordance with business objectives. • Provide some training and documentation for the business - Training and documentation of the system is important as changes to the system have been and are progressing at a rapid pace. • Create, Deliver and Manage Dynamics 365 CRM Solutions in the GCC • Engage and collaborate with other development groups to leverage existing functionality and components that are common across solutions • Create solution components; create managed and unmanaged solutions; configure publishers and versions; work with multiple solutions; import and export solutions • Customize Dynamics 365 CRM forms • Create view types; manage system, public, and personal views; create, modify, and delete views; customize views; customize charts; customize dashboards; use themes • Manage Dynamics CRM entities • Manage entity ownership; manage entity properties; understand system and custom entities • Configure field customizations • Develop and configure fields; configure field properties; use calculated fields; use rollup fields; configure global option sets; create alternate keys; configure field-level security; understand status and status reasons • Implement entity relationships • Create relationship types; understand cascading rules; work with hierarchical data; understand and configure entity mapping; create connections and connection roles • Understand when to use business rules; understand business rule scopes; understand how business rules are triggered; configure business rules, conditions, and actions • Implement workflows; identify workflow types; implement dialogs and custom actions; identify when to use business process flows, workflow dialogs, and custom actions • Create business process flows; enable business process flows; work with steps, stages, and categories; work with multiple entities; use conditional branching; implement role-driven business process flows.     You can reach me at (248) 516-7337 or email [email protected]

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Moving from a 360 recruiter role to the a TA role. Make sure they are a 'TA fit' not just a 'culture fit'. I recently spoke to Aasha A. about this common move in recruitment businesses. I've seen first-hand this move work brilliantly. And also fail on numerous occasions. It typically happens when someone is a great business fit but isn't quite hitting the 360 targets. Aasha's guide to making sure they are a great fit for a career in TA is: 🔥 TA isn't a place to put the 'culture hire' 🔥 Really understand their career motivations 🔥 Dig deep to know why 360 wasn't right 🔥 Make sure they loved the candidate side 🔥 Ensure they know that the activity levels in a TA role should be just as high as a 360 recruiter This is part of my one-off short series #BeyondBilling. I set out to learn more about recruitment operations. And I'm sharing some of those learnings here.

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🚨 A Note to Job Seekers: Handling Offer Rejections Professionally 🚨 Last-minute offer rejections can create significant challenges for both recruiters and employers, impacting the hiring process and stakeholder satisfaction. It's essential to communicate any concerns or alternative offers as early as possible. This transparency helps us address issues, explore potential adjustments, and manage expectations effectively. Remember, the time and effort invested by interview panels and recruiters are substantial. By thoughtfully evaluating all offers and considering factors beyond salary—such as company culture and growth opportunities—you show respect for their commitment. If you decide to decline an offer, express your gratitude for the opportunity. This professionalism helps maintain positive relationships and shows appreciation for everyone's time and effort. Your approach can make a big difference! 🤝✨ #JobSearch #CareerAdvice #Professionalism #ITRecruitment

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I am keen to hear from my Recruiter and TA network - what are the platforms and systems that you just couldn't live without? What are the biggest time savers you have discovered and love? What have been the best things you've found that add value to your candidates in terms of experience and efficiency? Please give them a shout out in the comments and let me know what you love about them 👇

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DID YOU KNOW: Employers are looking to increase their temporary staff in the next 12 months? So, how do you know if you need temporary staff, rather than permanent staff? We’ve broken down the pros and cons of contingent workers so you can plan for the future without disrupting your current staff.

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Update on the NZ job Market!!! NZ has been hit with a recession however, it has now moved out from recession and it seems to be much better. In terms of recruitment for offshore candidates trying to get in was not easy as employers where reluctant to provide tokens. Our interviews have gone up by more than 200% in June and continue to increase in July so far which is so positive for our current clients and our team. Through this tough time for recruitment we still managed a decent job offer rate exceeding some expectations as well. Its looking much more positive now as recruiters in NZ are back in our inbox sending specs and requesting CV's. We are also quite close to agreeing terms with another recruitment company in NZ which will boost the interviews and job offer rates over the next couple of months and there is much more employers that we setting up meetings with over the next 4 weeks. So happy to be working with a team that helps one another, hold each others heads up during tough times and we always find solutions to make things work and always exceeding expectations. Well done to our team for their excellent work and its always a pleasure working with you!!! Ricardo Munsami Reuben Van der Klashorst Jan Johannes Van der Merwe Migration & Investment Limited #NewZealand #recruitment #beatingrecession #Southafrica #migration

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Recruiters, Let’s Do Better! I recently came across a job post for a Talent Acquisition Specialist role that requires 7+ years of full-cycle recruitment experience, with 5+ years in end-to-end recruitment. Let’s be honest—these requirements are more suited for a TA manager or senior-level professional, not a specialist. As recruiters, we need to step back and remember how hard it is to gain experience, especially in today’s job market. A TA intern with 1-2 years of hands-on experience should feel confident applying for specialist roles without being disqualified by unrealistic standards. Are we unintentionally gatekeeping opportunities by asking for more than what’s reasonable? Recruitment is about potential, not just perfection. Let’s ensure our job postings are accessible and reflect realistic expectations. What do you think? How can we do better?

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Easy ways to make your TA team happy on Global TA Day. 1. Give timely feedback on candidates 2. Conduct intake calls with them instead of pushing the job description on them 3. Don't lowball candidates 4. Don't keep asking “Who else is on the market?” 5. Don’t keep changing requirements every week 6. Don't lay them off the moment you don't need to hire, we do so much more than just fill seats. Wait, did I say, don't lowball candidates? 😉 Happy Global TA Day. #recruiterlife

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❌ "We don't work with recruiters" ❌ In today’s competitive job market, many companies choose to handle their hiring internally, opting to forgo the assistance of recruiters. While this approach may seem advantageous at first glance, there are several compelling reasons why partnering with recruiters can significantly enhance the hiring process. ✅ Access to a broader talent pool - Recruiters have extensive networks and databases, giving them access to a wider range of candidates. They can reach passive job seekers who might not be actively looking but are open to new opportunities. This broader reach can help companies discover top talent that they may not find through traditional channels. ✅ Time and Resource Efficiency - Hiring can be a time-consuming process, often pulling HR teams away from their core responsibilities. Recruiters streamline this process by managing everything from job postings to initial screenings, allowing internal teams to focus on strategic initiatives rather than administrative tasks. ✅ Expertise in Market Trends - Recruiters specialise in understanding industry trends and salary benchmarks. Their insights can guide companies in making informed decisions about compensation and job offerings, ensuring they remain competitive in attracting top talent. ✅ Enhanced Candidate Experience - A positive candidate experience is crucial for employer branding. Recruiters can facilitate smoother communication, provide feedback, and keep candidates engaged throughout the hiring process, which helps companies build a favourable reputation in the job market. ✅ Reduced Turnover Rates - By leveraging recruiters’ expertise in finding the right fit for both the candidate and the company, organisations can reduce the likelihood of turnover. Recruiters take the time to understand company culture and specific job requirements, leading to better long-term hires. #HiringProcess #Colloboration #Recruitment #Utilisingrecruiters

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Stay ahead in the fast-paced tech industry with our latest Salary Guide. This resource is essential for employers looking to make informed workforce and salary decisions. Our data covers everything from location-specific salaries to talent retention trends! Download the Salary Guide for free 👉 https://lnkd.in/gkMtykkr #Akkodis #SmartIndusty #SalaryGuide #Talent

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As many in my network will know, I hit my 20 years at Gattaca earlier this year. What less of you may know is that 5 years ago I moved from a Technology recruitment role, into the world of workforce (MSP and RPO) solutions. I was asked a simple question the other day of "what's been different and what's been similar" between being a Recruitment Consultant and being a Talent Solutions Architect. A simple question, but one that still provoked a lot of thought! So here is my view on the differences, and similarities! Differences 👉 When you are a recruiter you (rightly) obsess over filling difficult roles. In Talent Solutions, the picture is so much bigger. Of course delivery is important, but at programme level, it's assumed as a given, and only really becomes a focus if it's failing 👉 You are normally engaging with a very different community daily. Eg no candidates (which took some getting used to, as I was big on my relationship building with senior candidates!), no hiring managers, but HR, Talent, Procurement & business leaders. Conversations are normally strategic, not transactional 👉 It's all about accountability and outcomes. PSL and 'agency' recruitment still makes the client accountable if a position isn't filled. Outsource, and that firmly becomes your provider's problem! 👉 You must be able to live and breathe your client's brand and culture. Your task is not making placements, it's delivery of a talent programme. You need to be an expert on key elements of any HRD, CPO or Talent Head's wider talent agenda, such as ED&I, Sustainability, or IR35. Similarities 👉 Do what you say you are going to do! 👉 Under promise, over-deliver! 👉 You are in immense competition whichever space you are in! 👉 The best client relationships are collaborative, progressive and where you genuinely like working together 👉 You can absolutely stand out if you obsess over doing the right thing every time (even if no-one is watching) 👉 How you deal with problems (and you will have them, no matter how good you are!) will be a true differentiator in fostering long-standing and trusting relationships I have been lucky enough to have been both a Recruitment Consultant and a Talent Solutions Architect now. Both give clients exceptional value when performed well. Both can be extremely tough and need resilience. Both are hugely rewarding. I have loved both, and whilst I know I've made the right decision for me to go into longer term, deeper working relationships with clients, I only hold even more respect than I ever did for the hundreds of thousands of specialist recruitment consultants that continue to navigate complex and ever-changing markets. Anyone else made that move from Recruitment Consultant to MSP or RPO provider? Or vice versa? Would love to hear your thoughts!

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