Jo Corner

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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Tempted to lower your day rate to secure a new role? I've been chatting with a lot of designers lately who are unsure what day rate or salary they should be setting. A frequent question is whether lowering their rate might speed up securing a new role in a competitive market. Here’s the thing; your day rate or salary should reflect your value, even when the market feels a bit tight. Sure, there might be times when adjusting your rate slightly makes sense, but don't sell yourself short just to land a gig. The right company will recognise and pay for the talent you bring to the table. If you’re feeling a bit stuck and looking for some guidance on this, check out the salary and industry guide on our website (links in the comments). This should give you a clearer picture and help you stay on track. Friendly reminder for the week- you put so much into your work, don't forget your value 💫

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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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What stage of the interview process do you think is the right time to address any areas of concern or unanswered questions from the candidate? A few recommendations below from my side on how to secure the preferred candidate in this market... ⭐ Ensure all stakeholders involved in the interview process are aligned with what they are looking for in a candidate, JD, key requirements, and key selling points to discuss throughout the process. ⭐ Interview process has been defined (including stages, who will be involved, presentation brief) before kicking off the hiring process! ⭐ For permanent roles, clients who are securing the best talent are running a 3-stage interview process across 2-3 weeks max to ensure no preferred candidates are lost to other companies. ⭐ Check in with your preferred candidate during each interview, and in-between stages to see if they have any concerns that need to be addressed or anything they need clarity on before moving to the next stage. You can then share this intel with the stakeholders conducting the next interview. ⭐ Salary package + commissions/bonuses and any benefits should be discussed/made clear to the candidate from the first phone call. ⭐ Make sure you have two preferred candidates going to the final stage to ensure you don't get all the way to the end and then have to start the process all over again if you only have one candidate and they decline. #media #SaaS #adtech #marketing #sales Talent Thomas Mackenzie Saqib Zia James Ardma Lucy Nguyen

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Sound familiar? ''We've got this amazing candidate for you, only issue is they are interviewing with multiple competitors, so if you don't interview and offer them today, they'll be off the market tomorrow.'' We don't send you CV's (they're time consuming and full of bias), instead we share a pool of job ready candidates with you each week, so you can review their insights reports, see them being out through their paces in a video IV by one of our talent scouts and even request interviews at your leisure. Oh, and did I mention we provide a set of playbooks to support you with the onboarding process as well as training them for you at no extra cost? Each rookie gets access to the Solis Academy, our online e-learning academy, meaning they get up to speed in record time while you focus on the money making activities and protecting your billing managers. Worth a call?

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If you are taking more than 7 business days to hire a recruiter in Australia right now... you are a big chance to miss out on that candidate......here is why Probably no surprises with that statement but here are a few things we have noticed in the last few weeks: Our "time to place" has come done massively over the last 2 months. From Jan this year until Aug it was on average 14 business days (That's from the time we sent the cv until an offer). That's pretty slow compared to our numbers from 2022 & 23. Already for September and October that is now down 7 business days. Companies are rolling out the red carpet and moving very quickly on experienced Recruiters. Recruiters who had struggled to get in front of agencies for a while based on experience or need for sponsorship are now getting multiple offers. The market has shifted. Unicorns don't exist so stop looking for them. BUT you can still get a horse minus the horn on it's head and wings. that said, even they are hard to get right now. 🦄 Move fast and compromise and you wont be looking at that empty desk with the post Australia Day blues thinking " we should have hired months ago! ✌

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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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Welcome to the glorious revolution! Every other recruiter is going to make a market commentary so I decided to get in first. Firstly, gloating is terribly distasteful, just because they didn't vote for your "tribe" doesn't make their views or points less valid. A democracy thrives on the abundance of ideas and conversation, not shutting it down. So what will happen now that the Bolsheviks have stormed the imperial palace? Well, the markets like stability so we have effectively 4 years of "stable" government, which will allow companies to invest and bank on some economic growth and changes in market dynamics. A lot of businesses are coiled to invest and grow again but interest rates are holding them back, they don't want a 5% interest on their borrowing. So that's one thing to be considered. One big potential spanner in the works will be increased day-one employee rights. I can imagine it will put extra scrutiny on new hires as it will be harder to dismiss someone should they make a "bad" call, although maybe that will just lead to a culture of compromise agreements. Do I think leadership roles are coming back, right now I'm saying no. It looks like a lot of companies are putting in hard caps on management roles to increase efficiency and decrease the risk of middle management bloat. This is going to make intro-management recruitment fierce as there just won't be as many of those roles to go around. Overall, it's a 50/50 outlook, we are starting at the bottom so the only way is up. We just need the first domino to topple, the first-rate cut.....

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Hi When attending events/ conferences one thing that often comes up is "Oh I didn't know that recruitment companies could be B Corp Certified" or "How does a recruitment agency fit into the B Corp Movement" hold my coffee...let's demystify that..... Yep! ✅ Recruitment Agencies Can Be B Corp Certified, B Corp certification isn't just for eco-friendly products et al., it's for any business genuinely committed to balancing profit and purpose ⚖️ By becoming B Corp certified, we're held to the highest standards of social and environmental performance, transparency, and accountability. 🫡 So, where do we fit in 🧩? "Workers" is one of 5 Impact Areas that make up the B Corp Impact assessment. The "Workers" impact area evaluates a company’s contributions to its employees’ financial security, health & safety, wellness, career development, and engagement & satisfaction. For recruitment agencies, this takes on a dual meaning 🤝 💪Our own team: We prioritise fair compensation, professional development, and a positive work environment for our staff. 🥰The candidates we place: We're committed to ethical practices in how we treat job seekers and ensure they're matched with employers who value their wellbeing. Not only that, we seek out values-aligned talent that can drive your business mission forward. Bonus Round 🧘Our focus on worker wellbeing leads to more sustainable job placements. 🙌We're raising the bar for ethical practices in recruitment. ♻️By prioritising socially responsible employers, we're indirectly improving work environments across various industries. We love to partner with organisations that prioritise worker wellbeing and sustainable business practices. Whether you're B Corp certified or simply align with these values, we can work together to build better workplaces and drive positive change in your industry and the world🌍 Feel free to reach out to learn more DM's open or 📧[email protected] TalentWeb | B Corp #BCorp #EthicalRecruitment #SustainableBusiness #WorkforceDevelopment

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Sorciety's latest Recruitment Insights have been released. Market trends, Salary Guide & the latest insights from the Australian Recruitment Market. Drop a 👍 👏 💜 , Comment "Yes" or send me a message and I'll send you a copy! Chris Perdikis

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Recruitment and ChatGPT... Is it saving time or not?    Cover Letters and AI, we had a conversation with a client recently who is inundated with applications and great cover letters. He spent 6 hours in one day going through them!   The cover letters were getting him excited about the quality of applications... Until he viewed their CV's.    He couldn't work out why their cover letters were so great but their CV's and experience weren't hitting the mark..    ChatGPT, that's why. Here's an example of a advert we have going into ChatGPT, and here's your perfect cover letter...    Very easy, takes two seconds. Don't get me wrong, ChatGPT is a great tool when used properly!    But here he was 6 hours later and still not through all the applications... What's that opportunity cost with that time spent??   That's where we can help you, if you want to talk recruitment give us a call!

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We're really busy at GAGAGO at the moment, with lots of new hiring projects from clients! Here's why now is a great time to start hiring or setting plans for team growth across Q3 and Q4... 🚀 Fresh Perspectives: Graduates bring innovative ideas and new skills that can rejuvenate your teams. The scope for growth is endless! 👩‍🎓 Graduation Season: The market is full of exceptional new graduates. Seize the opportunity to get first pick of the top talent emerging this season! 📈 Dynamic Market Growth: With the economy (gradually) rebounding, students finishing their studies are keen to jump into roles that offer growth and development. 💡 Leading-Edge Education: Graduates are up-to-date with the latest industry knowledge, tech-savvy, and often more adaptable to evolving work environments. 🌟 Employer Brand Boost: Investing in graduate talent enhances your reputation as an employer who supports young professionals. 🤝 Strengthen Your Talent Pipeline: Building relationships early with the brightest minds secures future success for your business. Employers, are you ahead of the curve with your hiring strategy for the second half of the year? #GraduateRecruitment #FutureOfWork #TalentManagement

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Scaling your recruitment business? As many of you will know, aside from my role at MCG Talent - I also help early stage recruitment founders start, build and grow a business at 7-Figure Recruitment Scaling Systems Here’s what most get wrong: they focus on more – more tools, more hires, more complexity. But what actually works? 🔹 Keep it Lean: Run a tight ship. High overhead kills agility and profits. 🔹 Automate Outreach: Use tools like reply and clay to handle volume without burning time. 🔹 Hire Doers, Not Managers: You need people who make things happen, not people who add more meetings. 🔹 Build Your Niche: Get known for one thing and own that space. Broad reach = diluted results. 🔹 Get a Client Acquisition Funnel: Have a steady pipeline bringing in leads consistently. 🔹 Focus on Sales First: No fancy software or process matters if you’re not closing clients. Keep it simple, stay scrappy, and focus on what drives revenue. Want more tips on scaling smart? Drop a comment.

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Top 3 Australian Recruitment Agency hiring trends I am seeing right now..... Local Experience & Networks🤝- Do not confuse this with being able to bring your clients over. This is more about knowing who's who in a particular industry. Longevity in roles🕰️- If you have stability in your CV as an agency recruiter it is assumed you have had decent billings and been successful. The opposite is also assumed if you have job hopped. Agencies are avoiding risk at all cost right now so the stability is vital. Account Managers - I am asked daily about Account Manager roles in Recruitment. They are out there but they are verrrrrrrrrrry rare. I only see them in a few types of agencies and that is agencies who have some very large accounts. That could be a big Bank spending millions on Recruitment or a large lucrative Government account. In these cases these roles are going to very experienced Recruiters who have been in market a long time. Alternatively it may be a large labour hire account that has a dedicated Account Manager. Either way, I'd say AM roles make up for about 1% or less of the agency roles in existence in Australia. I have Agency roles coming out of my ears at the moment so if you are looking to make a move, hit me up!

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As the permanent job market starts to pick up, if you're a hiring manager in South East Auckland, you're likely finding yourself inundated with applications and unsure where to begin with your recruitment process. If you’ve ever wondered about the benefits of partnering with a recruitment agency, here are some key reasons why it could be a valuable move for your hiring strategy: 1. Access to Top Talent: Leverage our extensive network to connect with qualified candidates, including those not actively job hunting. 2. Expertise and Insights: Benefit from our specialised knowledge of market trends and niche industries like technical engineering, manufacturing, and logistics in South East Auckland. 3. Efficiency: Save time with our management of job postings, screenings, interviews, and background checks, allowing you to focus on your core business. 4. Reduced Hiring Risks: We use our experience to find candidates who are not only qualified but also a great cultural fit, reducing the risk of a bad hire. 5. Flexibility: Whether you need temporary, contract, or permanent staff at any level, we offer tailored solutions through our diverse team of recruiters. 6. Enhanced Candidate Experience: We ensure a positive candidate experience with prompt interactions, reflecting well on your company. Partnering with a recruitment agency can streamline your hiring process and provide access to a wealth of expertise. If you’re looking to optimise your recruitment efforts, it might be worth considering! Contact me via email [email protected] or give me a call on 09 271 1152 if you’d like to discuss partnering with Madison Recruitment. Eden McKee | Sangeeta Prasad

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How do you manage a team that you have zero understanding about what they do?! The team below is a perfect example. Our Tech team is potentially our most important operational team at Lead Group, Vidaura and The Outsource People and essential to our strategy of building the best company for the best recruiters in the world. Their ability to add features, automate and incorporate AI into the businesses is a game changer for us. I....know 0 about what they do. But I do know, what a happy employee looks like. I also know if an employee is working with purpose... I know when they support their team members and are equally supported by their team. I know how to ask if they have enough information to get where they're going. This teams group presentation on the company annual trip reinforced that finding the right people who believe in your company and then believing in them back can produce amazing results. Congrats Andresito de Guzman, Karen Kate Magboo - Dela Cruz, Stephen John R., Gavin Dizon, Tyrone Justin Sta. Maria and obviously Tobias Taylor for knowing some of what they're doing and translating it to a 3rd grade level for me to understand. #peoplefirst #leadgroup

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📣Hays Australia & New Zealand Salary Guide 2024 is available now!📣 The Guide covers more than 1270 roles across 26 industries and has all the data and insights you need to get ahead! The Hays Salary Guide FY24/25 has demonstrated that this year should be the year for action!! The data showed us that the extremes of the past year have stabilised, and that the workforce is ready to get to work, but organisations continue to be cautious. This year’s report highlighted that after the upheavals of the years recently past, workers are ready to get back to it. We saw that 60 per cent of employees are looking for a new role because they lack promotional opportunities, and 63 per cent are looking for learning and development skills.  While job security is important to many, 77 per cent of employees are looking, or considering looking, for a new role in the year ahead. So if you’re considering a new role soon, how are you planning on standing out from the competition?   In the Hays Salary Guide, you’ll find: ✔️Salary trends to check you’re earning what you’re worth. ✔️The benefits top employers are offering to secure the best talent. ✔️The skills employers are looking for when hiring.   Download For FREE today 👇 AU: https://lnkd.in/e4ADPE2J NZ: https://lnkd.in/edqQdtZF #Hays #HaysSalaryGuide #SalaryGuide2024

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For businesses that face significant skills gap in direct applicants, but “don't use recruiters or agencies!!!!” I genuinely wonder why? Most agencies operate on a contingency basis—meaning you don’t pay anything until you hire someone. Considering the long-term revenue loss from hiring the wrong candidates (picking the best of a bad bunch) or, worse, not hiring at all - forcing you to lean heavily on existing staff, leading to burnout and further internal issues & ultimately - revenue loss. Why not work with a market specialist to access a high-quality candidate pool? If they don’t deliver a strong candidate, you pay nothing. If they don't provide a candidate strong enough to hire, you don't part with a penny. Is this not a perfect 'no win, no fee' model? Genuinely curious as to why businesses continue to flog a dead horse by posting ads on Indeed and seeing a complete mismatch in applicants. Is it a lack of awareness about fees? Is it ignorance? Is it rooted in greed? Is there an inherent dislike of recruiters and agencies? Let’s hear your thoughts! #recruitment #techrecruitment #agencyrecruitment #hiring #techjobs #azure #cybersecurityjobs #cybersecurity #monday

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Melbourne Cup is here, but let’s talk about placing bets on something more lasting – your career! (also please don't judge my puns, I tried😂) Whether you're ready to bolt out of the gates in a new role or looking for that next thoroughbred hire, we can help you find a sure thing. Why gamble on the job hunt? Let’s line up an opportunity that puts you in the winner’s circle for the long haul! Ready to secure your career cup? 🏆 Book an appointment via the link in my bio & let's chat! #CareerCup #RecruitmentRace #PlaceYourCareerBets

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