Michael Adams

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

11

1 Comment

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

6

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 

11

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

12

Interviews can be a scary experience, but they’re also pivotal moments. At AimBig, we understand the importance of acing interviews, and we’re here to equip you with the tools and insights you need to succeed. These top interview tips will help you stand out and leave a lasting impression on your potential employers. Read more: https://ow.ly/I8Bl50Slh9Y #AimBig #BiggerThanEmployment #InterviewTips

2

Summer is just around the corner, and soon many of us will be jetting off for our holidays. While it's essential to take that time off to recharge, it can complicate recruitment processes. Here are some key considerations for hiring during the summer months to minimise delays: 1. Be flexible and realistic with your timelines. With both you and potential candidates likely to be on holiday, expect the process to take longer than the usual 4-6 weeks. 2.Identify key decision-makers and their availability. If multiple stages involve different individuals, ensure you know who else is crucial to the process and when they will be available. 3.Plan ahead. Consider upcoming holidays as you kick off recruitment efforts, and communicate any potential delays with HR and your recruitment team. We've successfully helped many businesses navigate summer hiring with minimal slowdowns, and we can help you too. Reach out to me or my colleagues Tom Wilding or Abbie McMaster and we can have a chat!

14

2 Comments

📣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

10

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

34

2 Comments

Do you want to know how to best navigate the current recruitment market as someone considering the next step in your career or how to hire the top talent? In this video I discuss * The current recruitment landscape and what factors are influencing it * Budget prediction and impact on recruitment * Outlook for the coming weeks * How to best position yourself Contact me via PM | [email protected] | 02 6108 4878 to discuss what this means to you and your current situation.

22

Some rookie errors/learnings from my first few months recruiting permanent roles: ⏱️ Rushing a process - coming from a temp/casual background, I'm used of a very fast paced desk. Pairing this with the Allied Health market, which is very candidate short - I get excited when I find good talent and sometimes can rush things! 😢 Delivering bad news - something I really struggle with is letting people know they have been unsuccessful during interview process. I especially feel guilty when it was a passive candidate! However, I know it's always best to be honest. 🤚 Boundaries - setting clear expectations with clients and candidates on the value of everyone's time and the value add of a specialist recruiter in their market. Often recruiters can have a bad reputation, however we can't all be painted with the same brush. Anyone else have anything that they struggle with? 📩 [email protected] 📞 0458584902

42

7 Comments

🌟 Navigating Today’s Job Market with Harris Hill’s Temporary & Interim Team 🌟   There’s no sugar-coating it—the job market is challenging right now, possibly the toughest I’ve seen in my 20 years in recruitment. At Harris Hill, we’re noticing that more and more organisations are turning to agile, specialised talent to fill their temporary and interim needs. Luckily, we’re here to bridge that gap, connecting talented candidates with the teams who need them most—whether it’s for a quick project or a longer contract.   🔔 Here are just a few roles we’ve had the pleasure of filling recently 🔔 - Fundraising Managers – fuelling campaigns that make a genuine difference - Finance Officers – strengthening financial foundations - Communications Specialists – elevating mission-driven messages - Programme Managers – driving projects with lasting impact - HR Specialists – building positive, effective workplace cultures - Database Managers – keeping data on-point and purposeful - Administrative Support – ensuring everything runs like clockwork   The market is competitive, but we’re thrilled to work with such bright candidates who bring expertise, flexibility, and fresh perspectives. It’s incredibly rewarding to watch them jump into roles and start making an impact, even if it’s just for a short while.   🤝 Meet the Harris Hill team dedicated to making these connections happen: 🤝   🔹 Ryan Elmer – Our go-to for Marcomms, Events, and Fundraising roles. Ryan is all about finding the right people to get your message out there and support impactful campaigns.   🔹 Sekai Loretta Lindsay – Specialising in HR, Finance, and Office Support positions. Sekai is passionate about placing skilled professionals who keep every organisation running smoothly.   🔹 Hannah Gibson – Focused on Office Support, Operations, and Project Management roles. I take pride in connecting top talent with roles that keep things moving seamlessly behind the scenes.   Whether you’re seeking interim support or exploring temporary roles, our team is here to support you every step of the way.   #HarrisHill #CharityRecruitment #TemporaryRoles #InterimTalent #JobMarket #HereToHelp 

22

1 Comment

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

12

📢 Contractor Rates in STEM 👉 Did you know that HERO offer contracting roles with our clients with the medical device and pharmaceutical industries? 👉 We also offer support to clients who would like to learn more about hiring contracting talent and the benefits of this to a business. 💯 Earlier this year HERO launched their contracting rate guide and I have attached a snippet of this below but if you would like to see the full guide don't hesitate to reach out. ☎ #contractorrateguide #hourlyrate #contractorjobs #stemrecruitment #engineering #galwayjobs #corkjobs #limerickjobs

33

2 Comments

🌟 5 Key Benefits of Working with a Recruiting Agency When Seeking Employment 🌟 Are you on the hunt for your next career opportunity? Partnering with a recruiting agency can make all the difference. Here are five key benefits of working with us: Access to Hidden Opportunities 🚀 Not all job openings are advertised. We have access to exclusive roles that you might not find on your own. Expert Guidance 🧭 From resume tips to interview coaching, we provide personalized advice to help you stand out in the competitive job market. Industry Insights 🔍 Our deep knowledge of the industry trends and employer needs ensures you are matched with roles that align with your skills and career goals. Negotiation Support 🤝 We advocate on your behalf, ensuring you receive fair compensation and benefits packages. Long-Term Partnerships 🌱 We are here for the long haul, offering ongoing support and career advice even after you’ve secured your dream job. At Vaco, we are more than just matchmakers; we are advocates for our candidates and a valuable resource for our clients. Let us help you navigate your career path with confidence and success. #CareerAdvice #JobSearch #Recruitment #Employment #JobHunt #CareerGrowth #JobOpportunities #RecruitingAgency #YourCareerAdvocate

3

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! 

25

3 Comments

How much impact do you think the election has made on the contract job market? Almost everyone you speak to within recruitment, or contractors looking for work, will tell you the market has been slower the last 12 months. We do a lot of work within the government space; recent conversations with candidates and clients have really seemed to suggest that the election could also be slowing down clients immediate need to bring on contractors. Why? I guess because if we have a change in government, then budget plans could drastically change overnight, so clients are hesitant to bring people on if they don’t have the security of what their roadmaps look like. How much impact do you think the election is having on recruitment? And do you think it’s impacting other areas of work outside of the government space? Genuinely interested in people's thoughts.

27

25 Comments

How many potential candidates do I speak to every day…….quite a few. Of the nine candidates I spoke to yesterday, only 2 were actually in a position to consider moving jobs. Now as many know I am in a market that is not ‘high volume’ recruitment. My calls are not ‘five minute catch ups’ and like to think of my sector as requiring a head hunting approach as opposed to just calling ’50 people on the database’. So what happened with the other 7? 3 I advised to stay where they are and discussed their next pay reviews and promotion prospects. I gave them advice on what to expect and where to position themselves regarding their next review and their options moving forward and to catch up towards the end of the year. The other 4 we discussed some roles but decided to catch up later in Summer to see what their position is then. Two of them were interested but wanted to see how the next month or two ‘pans-out’ before deciding a move. The other two I advised for them to have a chat with their manager and raise their concerns re pay and possible WFH before going into the process. The reason for this; firstly I don’t want to move anyone into a recruitment process where they are not committed or where the process will break down because they are unsure. My job is not to force people to move; but to give them strong options when they decide the time in right. Secondly; I want to be considered a trusted consultant – yes my role is to recruit; but I would prefer long term relationships as many of my candidates will likely be my future clients too. Thirdly; how many clients use me because I don’t waste their time? Don’t get me wrong, things do go wrong from time to time. Sometimes things get missed and I don’t claim to be perfect. What I do say though is that I believe that every candidate I provide is 100% ready for the move. I also believe that I know the candidate ticks the clients boxes and the client ticks theirs. I don’t just send as many CV’s as possible hoping ‘some will stick’. Finally and possibly most importantly – I am not here for a ‘quick buck’. I believe in doing what I do for the next 25 years. You are never going to please everyone, but if all you do is try and sell jobs (often to the wrong people) you will never build a network. So yes I do speak to a lot of clients and candidates every day but 90% of the time building relationships and becoming a recruitment partner for the next 20 years is a lot more important than fitting a square peg into a round hole. If you are just looking for ‘a round peg in a square hole’ there are definitely agencies that will do that for you (not naming any names) but I am pretty sure if you deal with those agencies you have a ‘new client manager’ every 12-18 months. If you would prefer to have a recruitment partner for the next 12-18 years I am always free for a call. #recruitment #qsjobs #costmanagement #costructionjobs #constructionrecruitment #recruiting #MRICS

3

🚀 Understanding Recruiter Fees: The Value Behind the Cost 🚀 As the owner of ThreeSixty Talent, I often get asked about our fee structure and what clients can expect in return. It's a great question, and transparency is key in our industry. 💼 So, what do recruiters typically charge? Fees can vary widely based on the role, industry, and specific requirements, but generally, our fees range from 15% to 30% of the candidate's first-year salary. Some firms might charge flat fees, while others use contingency or retained models. But let's talk about why these fees exist and what value they bring to the table. 🌟 Our Value Proposition 🌟 🔥 Access to Top Talent: We leverage an extensive network of both active and passive candidates. Our database includes individuals who might not be actively seeking new opportunities but are perfect fits for your needs. 🔥 Efficiency and Expertise: Recruitment can be a lengthy process, involving numerous steps from sourcing to final negotiations. We streamline this process, saving our clients significant time and allowing them to focus on their core business activities. 🔥 Market Insights: With our industry-specific expertise, we provide valuable insights into market trends, salary benchmarks, and the competitive sector, ensuring you make informed hiring decisions. 🔥 Quality Over Quantity: We focus on delivering highly qualified candidates who not only meet the job requirements but also align with your company culture. This reduces the risk of costly mis-hires. 📢 Let's Connect! For those who have partnered with recruiters before, how did the experience align with your expectations? And for companies considering engaging a recruiter, what are your primary concerns or questions? #Recruitment #BusinessGrowth #TalentAcquisition #ValueProposition #HRInsights

1