Yugal Bhatia ( Yoogle )

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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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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📣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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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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How can you tell if a headhunter is actually GOOD? There are plenty of bare minimum recruiters out there with one foot in/one foot out of the industry who result in a sour impression of our industry as a whole. Although there isn't a sure way to know if a recruiter's good unless you've worked with them directly, these questions help you suss out if they know their stuff to hopefully avoid the experience of working with a bad recruiter: 🔍 What's your process? Every headhunter should be able to clearly lay out their process and how they support the candidates they're representing. You should know if they support on resume edits, interview prep/coaching, the method/frequency of communication to expect, if they help with offer negotiation, post-placement support, etc. 🔍 Can you tell me about candidates you've placed with a similar background to mine? This gives you an idea of their subject matter expertise - every niche recruiter can share high level stories about past placements they've made in your field (minus identifiable info). If they don't know much about your industry, you should question how much value they'll add to your search. 🔍 What's your relationship with your client(s)?* How long have you been working with them? Have you placed people with them before? A headhunter with close client relationships is a HUGE value add to your search. A commoditized recruiter who spray and prays resumes is not a value add and may actually detract value. Headhunters who invest in REAL client relationships have MUCH more influence and sway in the process (their clients trust them) which increases their candidates' odds of getting a great offer. * This also tells you if they're working through a VMS/MSP portal or directly with the hiring manager. Direct hiring manager access is highly preferable since that's where you're able to most effectively advocate for your candidates. Aligning with a top headhunter in your industry gives you a HUGE LEG UP because they are a wealth of information and insight that you'll have access to... and you should give that headhunter exclusivity :) We are NOT resume factories slinging random resumes hoping a deal falls from the sky. Those of us that take pride in what we do wear many hats: 📌 Resume writer 📌 Career advisor giving hands-on interview prep and coaching 📌 Therapist throughout the process 📌 Consultative partner working alongside candidates AND clients to close win-win deals 📌 Post-placement career advisor ensuring the right fit after the candidate starts vs bouncing once the money is in the door This is the reason why recruiter loyalty is so important. If you find a recruiter who gives a shit & knows their market, BE FRIENDS WITH THEM. Give them the RESPECT of being your first call when you hit the market instead of 2nd, 3rd, 4th, or 5th‼️ Invest the time to build that relationship. It'll pay for itself many times over.

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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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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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🚀 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

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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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Recruitment is hard! And yes, nothing good comes easy but seeing feedback collated like this was a great reminder of why choosing hard over easy is always more satisfying! Thanks all and thanks Recruiter Insider for creating this. Link in comments

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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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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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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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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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Recruiter productivity is under pressure, and while traditional metrics like time-to-hire and interviews per role might suggest slowing performance, it’s not a lack of effort, it’s the changing recruitment landscape. The surge in candidates, coupled with reduced team sizes and increased demands for top-quality hires, has added more weight on recruiters’ shoulders. But there’s good news: with the right technology, this productivity challenge can be tackled head-on. In this blog by Carv, they explore how AI is reshaping recruiter productivity and helping teams overcome the hurdles of today’s market. Here are my three biggest takeaways: AI Can Handle Repetitive Admin Tasks By automating admin work—think resume sorting, interview scheduling, and data entry—AI frees recruiters to focus on high-value activities. With infinite processing power, AI can manage these tasks in minutes, saving hours every day. Real-Time, Contextual Candidate Insights AI doesn’t just gather data; it contextualizes it. This means generating candidate summaries, suggesting tailored interview questions, and analyzing non-traditional data sources like video interviews and social media—all to streamline decision-making and match top talent with open roles faster. Enhanced Candidate Communication and Follow-Up Follow-up emails, status updates, and ATS entries are crucial yet time-consuming. AI can seamlessly manage these, using templated emails and CRM updates to ensure timely, consistent candidate communication—an approach 84% of candidates prefer. Want to dive deeper? Learn how AI can not only support but amplify your team’s productivity, and discover how it’s transforming recruitment processes worldwide, then read the blog below. #recruitment #AIinRecruitment #AI #FutureOfWork #RecruitmentTech #TalentAcquisition

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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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