Michael Leembruggen

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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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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Wow. I stumbled across my billings from 2018 when I was a little over 2 years in recruitment. I'm not sure if I'm embarrassed or impressed. Here you go: Perm only I billed $899,000 I made 85 placements Transacted with 37 clients My average fee was $10,500 (LOL wowzersss) 38% of my billings were from 5 clients 62% was new business, 1 off placements Sales Recruitment, Australia Wide I did not physically meet any candidates, or clients. (not best practice, I know...) For just over 2 years recruitment experience, and my first time starting a business I did reasonably well - especially if anyone remembers what recruitment was like pre-covid. It was 10x tougher then today. But, If I had my time again I'd do a lot of things differently. Lucky for me, I get that opportunity all the time when ambitious recruiters reach out asking for advice about setting up on their own. If I can help you succeed quicker, with less mistakes, and build a business that gets you excited to wake up every day. That's a big win for me and why I love what I do. #bettertogether

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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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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

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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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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

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What are the hardest roles to get in Recruitment in Australia right now? There is massive opportunity out there right now for experienced Recruiters in Australia. Depending on what you are looking for will determine how long you will be hunting for that perfect role. If you are looking for any of these roles though, it may take a while while you search for that needle in the Haystack. ➡ Account Manager - Seeing a few of these in Blue Collar but if you are looking for something in White Collar it will be tough. These more "Strategic" roles are going to the very experienced recruiters who have been in market for a long time (8-10+ years). ➡ Candidate Manager/Resourcer - If anything there have been more redundancies & restructures with these roles than anything. With agencies being focused on 360 recruitment and winning work, the purely candidate focused roles have almost disappeared completely! ➡ Talent Acquisition/Internal Recruitment - They are out there in small numbers but what makes them hard to get is the competition. To put it into perspective I added over 50 agency recruiters to my CRM last week alone who only want to consider Internal roles. PLUS there are a lot of experienced TA's who have unfortunately been made redundant also going for these roles. VERY tough market atm. Want to know more about whats happening out there in Recruitment land? Drop me a line or give me a call! Sorciety #rec2rec

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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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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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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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A recruitment director told me yesterday that he lost a $150K fee following a client interviewing his candidate, but then hiring them 12 months and one day later. You could argue that the client was within his rights to do that, but ouch!!! A couple of my posts this week have related to cynicism. And this one does too. Anyone who knows me personally or professionally will know that my nature is trusting, but I learned the hard way that in recruitment you do need a healthy dose of cynicism too. Over the years I've heard horror stories from recruitment business owners about clients they trusted but who ‘back doored’ them. A symptom of 'back dooring' is when both your candidate and your client give great feedback after the first interview but then it goes cold. The candidate disappears off the radar and the so-called-client puts the job on hold or some other excuse. Then, they hire the person later down the line, still within your terms of business, but they don’t advise you. Sadly, most recruitment companies that undertake an exercise to analyse all first interviews from the last 12 months, often find at least one lost fee. If you are also trusting and you don't believe this is a risk for you take a look at the service offered by John Dusty Miller 'Dusty' set up a a company called Recruit Enforce nearly 15 years ago. He has some interesting stories to tell. This is from his LinkedIn.. 'Specialize in negotiation and settlement of cases where hiring companies have employed or re-engaged perm staff or contractors in contravention of Client's Terms and Conditions' And, no, I am not on commission from Dusty! Next week, I promise not to be as cynical (!) but nevertheless I hope the risks I've highlighted in my recent posts have got you thinking so that you can make the right decisions for your business. Have a great weekend everyone. WhatsApp me on +447480 790288 or book a meeting if you'd like to improve business performance: https://lnkd.in/eqSMZmDr Or for free recruitment training visit RecruitmentTraining.com and sign up for 820 recruiter and manager videos, 100% free

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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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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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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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I may have got carried away in this video so in case you don't get to the end😂.... I have opportunities with committed companies who are ready to hire! No lengthy interview processes ✔️ Interviews booked in straight away ✔️ Sydney: ✨Multiple BDR roles in fintech/finance - 70K + Super + uncapped comms ✨2xF2F BDM Roles - may come from manufacturing (company 1) or have connections with aluminium suppliers (company 2) - 100-130K + Super, car/car allowance + commission ✨AE Hospotech - 135K + Comms ✨BDM x 3 - Energy - Salary dependent on candidate and what you can bring to the table. Circa 120K for experience + car allowance + Comms ✨Partnership Management - Fintech - >140K + Super, 200-300K OTE depending on you... (this is the range people are making) Melbourne: ✨BDR - fintech - 72.5k + Super, 90K OTE ✨BDR - Edtech - 80K + Super, 100K OTE Brisbane: ✨ BDR - company acquisition - 80K + Super, 120K OTE Reach out to me if you want to find out more! 0435 226 202 Side note: - Part of this video was around exclusivity. I did a post on this the other day but it doesn't always mean full return on investment IF the company is not committed/messing around. #committment #hiring #jobopportunities

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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

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