Kaitlyn Dowd

**Are You Looking to Hire or Backfill a Position? Essential Questions to Ask Before Placing Your Ad** As a hiring manager, ensuring you attract the right candidate is crucial. Before placing your job ad, consider these five vital questions: 1. **Why is the role open?** 2. **What happens if the position isn't filled? How long have you been looking?** 3. **What have you seen so far, and what has been missing?** 4. **What are the 3 to 5 most important tasks this position will complete?** 5. **What skills are required to complete those tasks?** Answering these questions will streamline your search, helping you identify the ideal candidate and be ready to make a swift, informed offer. Give us a call and let our expert team help. #Hiring #Recruitment #TalentAcquisition #HiringManagers #HRTips ProRecruiters Array

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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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READY, SET …. RECRUIT!! So conference season in talent acquisition has come to an end for another year. Kudos to Rich Lewis-Jones of SmartRecruiters & Jo Vohland Trevor Vas of ATC - Talent Acquisition Events & Media for fantastic events in Melbourne this week & last. Both #HSAPAC2024 & #ATC2024 were, to use a Melbourne term, “grouse”. There was a treasure trove of content shared over 3 days. Topics such as #artificialintelligence, #skillsbasedhiring and talent intelligence were front & centre. As was technology, how it’s used, how it’s deployed, what’s the business case & how do we know it’s successful. So much to consider can be heading spinning & disorienting. The eternal question for #talentacquisition leaders is “With so much to consider, where do I start?” I know this is the eternal question because I heard it asked numerous times by audience members of the presenters during the two conferences. “What advice would you give in regards to getting started on (INSERT ISSURE HERE)?” Something struck me at these conferences when this question was asked. The case studies & presenters I found most impressive had variations on the same answer. That being - “JUST START!!” “GET GOING AND WORK IT OUT AS YOU GO!!” “SOMETIMES YOU HAVE TO BUILD THE PLANE WHILE FLYING IT!!” The ancient military strategist Sun Tzu said “Opportunities multiply as they are taken.” Confucius spoke of the longest journey starting with a single step. It’s my opinion this millenniums old wisdom has real application for TA professionals in 2024. Of course not everything can be changed without assistance, sign off or agreement from the wider business, but there are areas where incremental enhancements can be shown. Done well, these can deliver real business impact elevating the TA function’s prominence & perceived value. Opening up those larger projects that require wider business sign off on the basis of your newly displayed credibility. I thought Allen Russell’s presentation on talent intelligence was a superb example of this. I don’t see taking action as asking for forgiveness rather than permission, more it is about having the courage to see yourself as a genuine subject matter expert capable of taking your broader business on a journey of understanding. Show them what you already know - how transformative seemingly small but proactive first steps can be with regards to talent. As the great Paul Kelly warbles “From little things, big things grow.” Thank you to both sets of conference organisers for their efforts in elevating the value of our profession over the last week & a half.

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Employers, TAs, and HR - why collaborate with Agencies? TL;DR, 1) Time and Cost Efficiency ⏳: You may have 30 applicants or 3 applicants within the week of posting your job ad - agencies will save you the time of sifting through droves of unrelated applicants, or may already have a pocket full of candidates that they know are good. 2) Specialised Expertise 🧙‍♂️: You may be familiar with hiring Marketing positions, but what if your company needs an engineer and you cannot differentiate between a civil or mechanical engineer? We have a team specialised to help you out, whether it's Accounting & Finance 💹, Engineering🚀, IT 💾, and etc! 3) Scalability ⚖: Whether you need 1, 10 or 100 employees, we have the resources to achieve your needs. We can assist in finding a suitable CFO or multiple call centre officers. Reach out to me via DM or email if you want to discuss about a potential requirement, market insights, or strategies in finding the correct candidate. [email protected]

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Recruitment agencies are not expensive, bad recruitment is. On paper, it might look the other way around. However, open roles can pay serious dividends for any clinic. In the short term, PT clinics can lose about $5,000 per week or $20,000 per month if the position remains open. But in the long run... If referral sources and patients are turned away, they will find somewhere else. This means that it may be difficult to recover this income in time. Add in bad hiring and it becomes a perfect storm. The market of 2024 is 100% job seekers market. Good candidates don't last long on the market. A long and complicated interview process can cause any organization to lose, leaving you back with open roles and potential income.But even though they've worked with dozens of organizations over the years, they've managed to complete the hiring process and get great talent on time. Attracting talent alone does not reduce how awkward hiring is to drive everyone away. #innovation #management #humanresources

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Finding the right talent for specialised roles can be as challenging as it is critical. 🎯 Often, niche vacancies require a more tailored approach, one that traditional job postings may not fulfill. This is where the expertise of recruitment agencies, particularly those with a focus on executive social care positions, proves invaluable. Leveraging an agency's established networks can quicken the pace of your search. Recruiters often have access to a pool of pre-vetted candidates, saving time and resources on the hiring process. 👥 Moreover, they understand the nuances and demands of specific sectors, better aligning candidate skills with employer expectations. An often-overlooked benefit is the advisory role an agency plays. They don't just match CVs to job descriptions; they provide insights into market trends and salary benchmarks, ensuring you make competitive offers to attract top talent. 📈 It's all about trust and professionalism. Choose a partner like Hampton's, who not only brings years of specialised experience to the table but also values a people-focused approach, ensuring that candidates thrive in environments where their skills are needed the most. What challenges do you face when recruiting for niche roles? Share your thoughts below! #Recruitment #TalentAcquisition #SocialCare

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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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✅ Constant Updates: Stay informed every step of the way. I make it a priority to keep you in the loop throughout the entire process. ✅ Market Expertise: With a keen understanding of market conditions, I ensure your recruitment needs are met effectively. ✅ Candidate-Centric Approach: Your priorities and concerns matter. I take the time to understand them, ensuring a tailored recruitment experience. Ready to experience recruitment excellence? Let's connect! #Recruitment #ClientSatisfaction

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✅ Constant Updates: Stay informed every step of the way. I make it a priority to keep you in the loop throughout the entire process. ✅ Market Expertise: With a keen understanding of market conditions, I ensure your recruitment needs are met effectively. ✅ Candidate-Centric Approach: Your priorities and concerns matter. I take the time to understand them, ensuring a tailored recruitment experience. Ready to experience recruitment excellence? Let's connect! #Recruitment #ClientSatisfaction

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Yesterday I debated the meaning of recruitment-life with one of our directors, Ralph Saunders. We discussed the pros and cons of candidate ownership, client ownership, bonus thresholds, discretionary commissions, and all other ways of divvying up the money in this racket. We reached the incredibly unsatisfying conclusion that the perfect system doesn't exist. Perfect meaning "fair and rewarding under all circumstances" for this argument's sake. But if there is always a possible circumstance whereby someone is arguably treated unfairly or goes unrewarded, how do recruitment companies not tear themselves apart? (lol, you get it? it's funny because they tear themselves apart ALL. THE. TIME 🤣🤣) Yet stable and (relatively) civilized recruitment firms do exist. What gives? The secret is balanced management. Companies outperforming the market and with low people turnover always have management capable of bridging the gaps in the commission & ownership system. Adjudication is one of the hardest things to do as a recruitment manager. That's why companies are obsessed with creating ever expanding policies to hammer down every eventuality. "If the aliens have landed in the month of May, candidate ownership goes to the consultant wearing red panties at the time of the meeting. Unless it's a leap year." Everything to avoid a decision. The perfect ownership/bonus system doesn't exist. But a capable recruitment manager recognizes the imperfections of the company's system, and bridges the gaps to avoid having people fall through the cracks. It's simple but not easy. #recruitment #leadership #management #executivesearch #talent #hiring #NEO #NEOsearchpartners

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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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The recruitment industry is facing a challenge: finding the right candidates while trying to reduce costs. As a recruitment agency, we understand the importance of investing in platforms like Seek.com and LinkedIn. However, we have seen a significant decrease in results despite spending more on these platforms than ever before. We don't just post job openings and hope for the best. We identify talented candidates and market them to our clients. So, what's the solution? Should we accept the loss and reduce our fees, or push back against our two biggest providers of candidates? It's unlikely that any agency or company would agree with the current fees. It's time for the industry to take a stance and work together to find a solution that benefits everyone. Let's make our voices heard and work towards a more sustainable future for the recruitment industry. #recruitmentindustry #candidatesourcing #seek #linkedin

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Finding recruitment challenging? It’s not just you. Jobs and Skills Australia’s latest Recruitment Insights Report shows that 62% of Australian employers recruiting for higher skilled roles had difficulty in March. Why? Despite possible expectations, the last time the number of employers reducing headcount outpaced the number growing headcount was all the way back in September 2021. See their (slightly blurry) graph below. Expect this gap to widen in 2024. Proactive Global APAC #industrialautomation and #robotics #recruitment

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Three-way placements complicate recruitment. Focus on direct networking without compensation for better outcomes and long-term rewards. #RecruitmentTips

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The below AFR article highlights a significant trend: more workers are feeling stuck in their jobs due to fewer vacancies and rising living costs. As per the below, professionals are struggling with three major challenges; 1. Staying vs. leaving 2. Reluctant retention 3. Fear-driven performance Research is now showing that individuals in management positions who have had little to no training on leadership are struggling to navigate through this widespread anxiety amongst employees. Improving job satisfaction and boosting morale are vital measures that employers need to prioritise to alleviate the growing rates of workplace burnout. Assistant Sydney Grace Jorgensen Isabella (Issy) Armati Jessica Duncan Victoria Lister Alice Grieve Alana Chapman Caiti Elmore #assistantsydney #recruitment #officesupport #management #careers #motivation #personaldevelopment

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Two ways your choice of recruiter impacts your prospects of securing an interview. "I see that Marsden are representing you - that's one less thing we have to worry about. We've worked with those guys for years and really trust them" A quote from a Senior Partner at one of Jonathan Walmsley's clients to a Counsel I'm working with last week. Does it matter who you instruct as a recruiter? In short - yes. It does not matter if you are a Partner or an Associate, it really matters. Particularly so if your case is not straight forward (e.g. you are a Partner with a smaller portable book of business than is normally required by a firm, or you are an associate with several moves on your resume). 1) If the recruiter has a strong track record with a particular firm, going via that recruiter can increase your chances of securing an interview. We had this exact situation earlier in the year. A Tax Equity lawyer we placed with a firm had been rejected by the firm when they were previously submitted by another recruiter 6 months before. The staffing partner literally said when it came to delivering the offer "the main reason we interviewed X was because you were representing them and you pushed us to speak with them". No recruiter has that level of impact with every firm they work with (I wish we did!). However, a respected recruiter should have the ability to influence key decision makers with close clients and encourage them to take a chance to interview you. 2) Conversely, if a recruiter is a "volume recruiter" who sends lots of unsuitable resumes to a client, your likelihood of securing an interview diminishes. If the firm is on the fence as to whether or not they interview you, you will likely be tarred with the same brush as the unsuitable resumes that recruiter has sent the firm. Follow me for more #biglaw market commentary, intel and roles

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Unlocking the Power of Collaboration in Talent Acquisition In today's competitive business landscape, attracting and retaining strong talent is more critical than ever. Programmed Skilled Workforce recently released an article on how the synergy between in-house talent acquisition teams and external recruitment agencies can elevate hiring strategies to new heights. 🔍 Key Highlights: ⭐ Access to a Wider Talent Pool: Leverage off our extensive networks. Time and Cost Efficiency: Accelerate the hiring process and reduce hiring costs. ⭐Specialised Expertise: Benefit from industry-specific knowledge and skills. ⭐Scalability: Seamlessly manage periods of rapid growth. ⭐Market Insights: Gain valuable data on trends, salary benchmarks, and talent availability. ⭐Combining internal expertise with external resources ensures builds a robust and agile workforce ready to meet today’s challenges. Read the full article to discover how this powerful collaboration can transform your talent acquisition strategy! Once you have read it give me a call and lets chat about how our Perm Recruitment teams across Australia can integrate with your business. 📞 Ph: 0488 915 838 https://lnkd.in/gwY-MYeT #TalentAcquisition #Recruitment #HR #Collaboration #BusinessStrategy #Hiring #WorkforceDevelopment

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🚀 Job Seekers: Elevate Your Search with These Essential Tips! 🌟 Searching for a new role can be both exciting and daunting. Whether you're a seasoned professional or just starting out, here are some key tips to help you stand out: Tailor Your Resume: Customise your CV for each application. Highlight relevant experience and skills that align with the job description. Leverage Your Network: Reach out to connections in your industry. Networking can lead to valuable insights and opportunities that aren't advertised. Polish Your Online Presence: Ensure your LinkedIn profile is up-to-date and reflects your professional brand. Engage with industry content to showcase your expertise. Practice Interviewing: Prepare for common interview questions and practice your responses. Consider mock interviews with friends or mentors for constructive feedback. Research the Company: Understand the company's values, culture, and recent developments. This knowledge can help you tailor your responses and show genuine interest. Follow Up: After interviews, send a thank-you note expressing appreciation for the opportunity. It reinforces your interest and keeps you top of mind. Remember, the job search is a journey. Stay positive, be persistent, and believe in yourself! Wishing all candidates the best of luck in their search! 🍀 #JobSearch #CareerTips #Networking #InterviewPreparation #JobSeeker

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I woke up to a lovely testimonial from a candidate this morning. In an industry full of ups and downs, It's comments like this that me remind why I do what I do. Honesty, Integrity, Professionalism, Efficiency, Respect - these are all things a candidate should experience when working with a recruiter. Unfortunately, this isn't always the case. "I have worked with Liam twice and both times I have been successful in the role. Liam is an absolute professional, and fantastic to work with. He is empathetic, efficient and acts with high levels of integrity and honesty consistently. His detailed understanding of the role and broader organisational context helps him identify the right types of candidates and have detailed, rich conversations with them. During the recruitment process, he engages candidates with respect and keeps them updated regularly about the progress. Liam's easily the best recruitment partner out there; I wish everyone was like him." Sunil, Candidate What a pleasant way to kick off the week. It was an absolute pleasure working with you too, Sunil. #CandidateExperience #Testimonial #Review #BrightboxConsulting

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