Liam Pietzka

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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✅ 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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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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❗ To the HIRING MANAGER wanting to secure the top APAC talent right now AND not lose out to your competitors. ❗ Three months ago, I was speaking to candidates who were only in ONE interview process, yours. This is no longer the case. Come September, I am now speaking to candidates on a daily basis who are in two, three sometimes four processes. Here are FOUR key things to follow to avoid losing out on top talent: ➡️ Speed - Long interview processes, unnecessary time to provide feedback will mean that you will lose out. Period. ➡️ Low-balling - Set the tone and build the momentum with a compelling and competitive offer. ➡️ Selling - Learn and breathe selling your business to candidates as much as you do to your customers. ➡️ Awareness - Post-covid companies compete on much more than just salary, product, brand. Are you on par with what your competitors are offering? This post might seem annoyingly obvious, preaching to the choir almost, but I can guarantee, often isn’t actually practiced. ✅ Be quick. ✅ Be compelling. ✅ Sell your worth. ✅ Know who you are up against. What else do you do to beat your competitors in the race for top talent?

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🌊 Making Waves in Tech, Product, and Design! 🌊 Following some exciting announcements recently, we’re thrilled to share that Wave Talent is hosting another Tech, Product, and Design Leaders Workshop right here at Wave HQ! After the success of last year’s events and a refreshing summer break, we’re ready to bring together top minds across tech, product, and design once again. 🗣 You spoke, and we listened! 👂🏻 In conversations with past attendees, a key theme emerged: Data. So, we’re diving into some of the most pressing questions: 👉 How do you gather data for your teams? 👉 How do you govern that data? 👉 How do you ensure its validity? 👉 How do Tech, Product, and Design teams collaborate on data? Here's a sneak peek at our workshop topics: 👉 Data Quality as a Competitive Advantage: Driving Insights and Innovation 👉 Building a Data-First Culture Across Product Design & Development 👉 Impact of AI and Future Skills Matrix 🗓 Join us on November 28th, 6pm onwards at Wave HQ! 🗓 Interested in joining? Reach out to one of our team members to secure your spot. Stay tuned—more exciting updates coming soon!

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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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🔍 Navigating the New Zealand Recruitment Landscape: For Employers and Employees 🔍 Reflecting on the past three months in the New Zealand recruitment market, it's clear that we've been navigating through a period of significant change and adaptation. From shifts in candidate preferences to evolving employer needs, the landscape has been dynamic and challenging. Some of the key things we have been seeing are: 💥Challenges & Market Volatility: Businesses going through change and reductions creating a spike in candidates available so competition is fierce. Less contract roles available with businesses focusing on permanent hires 🌟 Remote Work (un)Revolution: Remote working for the most part a thing of the past with many organisations and the shift towards hybrid work models combining office and remote work is here to stay. 🎓 Skills Are Key: With an influx of candidates in the market and there is growing demand for candidates with specific but adaptable skill sets. Companies are investing in upskilling and reskilling programs for employees   💼 Candidate Experience Matters: Focus on creating positive and engaging experiences for candidates. Streamlined application processes and transparent communication is key Both the employer brand and your personal brand matter! 🚀 Moving Forward: As we move forward, it's essential for both employers and candidates to remain agile and adaptable. The recruitment landscape will continue to evolve, and those who can embrace change and innovation will thrive in this dynamic environment. With all this being said! We are seeing some positive shifts at the end of this tunnel and the team have great roles and great candidates at the moment so if you are looking to hire or in the market for a new role then get in touch with us today! Jennifer Brogan, Caitlyn Spedding, Tanique Francis, Stuart Maxwell https://lnkd.in/g4Hn_VHX

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**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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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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💡 Are You Referable? 💡 Following yesterday’s video on mastering the art of asking for referrals, today we're diving into what really makes you stand out as a recruiter. 🚀 Want to boost your referability and attract more referrals from clients and candidates? Here are the top strategies to enhance your credibility and make a lasting impact. 🔥 Swipe through for tips you can implement right away! #Recruitment #Referrals #TalentAcquisition #RecruiterTips #PersonalBranding #HireSplit #CandidateExperience #SocialProof

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What a great week in Sydney it's been, highlighted by some great meetings showcasing our Performance product on Recruiter Insider. The feedback has been brilliant and as of Monday our Performance product will be Live! Every agency (No ATS integration required) can use our Performance product that includes: - 22 job types with an aligned competency framework - Set your company values for your employees to be reviewed against - 360 degree feedback where employees provide feedback (anonymously) aligned to their manager - Colleague feedback where employees can leave feedback for a colleague aligned to a Company Value - One Percenters - Each employee can set up to 3 Marginal Gains to focus on to improve continuously throughout the year - Probation Reviews aligned to Competency Framework for employees role And there is more to come! Get in touch with me to check it out.

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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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📣 DE&I and Recruitment Success … I know this one is a little bit sensitive. Anything that mentions DE&I is scrutinised and debated today. Recently, we had the opportunity to pull together a proposal to join the newly formed recruitment Preferred Supplier List for a major FMCG company. Stage 1, completed a pre-questionnaire, and was moved through to Stage 2, submitting a detailed proposal with lots of examples of our work recruiting for major brands over many years. 😀 Straight through to the final stage number 3. Hooray I thought, particularly having only recently placed a senior marketer in said company’s brand team. Stage 3 … An hour and a quarter on my feet, presenting to 3 people from HR and Procurement. Not a marketing person in sight! I thought it went well.  😀  A lively discussion, lots of examples, plenty of smiles and nods as I talked about the strength of our network and track record of placing marketers over 20 years or so. 2 weeks later, the feedback came back … 1️⃣  Impressed by our track record of sourcing top-tier talent for major brands. 2️⃣  My responses to all the many questions asked were thorough and on point. 3️⃣  Positive about our analysis and understanding of market trends and insights. But .. Alas, a perceived lack of focus on our approach to DE&I, and the initiatives we are taking as a business to increase it, and hence, Tarsh & Partners are not to be appointed as a Tier 1 supplier. I know of course, you can’t win 🥇 everything, and I know that embracing DE&I is important. I had explained that our sourcing and selection processes were thorough, robust and non-discriminatory. But, our priority is, and always has been, to find the best, most capable, most culturally-suited to the job and business candidates, irrespective of race, gender or any other characteristic. Placing great people in great jobs is what creates long-term value, and drives growth for companies and brands. ◾ Am I right about this? ◾ Did I get the pitch wrong? ◾ What do other people think? 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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Data insights every agency Owner/Director/Consultant in Australia/NZ should know. Measuring the candidate experience throughout the entire hiring process is crucial to making more placements. If all you are doing is measuring those at the placement stage you are making less placements than you should be. You don't have believe me, but you should believe the data, the data doesn't lie (not that I do but the data is irrefutable). The data attached clearly shows that when you provide an exceptional experience throughout the entire process (which is how this data is collected on Recruiter Insider) fill rates sky rocket! Additionally when your clients get it right your chances of filling the job are also significantly higher. Our clients use this data to educate and help their clients and the results are clear, it works! Both the consultant and the hiring manager play a key role in ensuring the desired outcome is achieved. There are no short cuts! If you want to make more placements book a demo with us - https://lnkd.in/gJK_cpHv

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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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🚀 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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