Izzy Johnstone

🚨 Hiring PSA: September is Your Last Good Month to Kick Off Hiring for Key Roles 🚨 Sharing hard-won wisdom from years of recruiting experience: 🚀 September is coming fast! Decisions made now can significantly impact your team’s ability to meet H1 goals. Open headcount left unfilled by November is at greater risk of delays 🛑 or budget loss. 💸 Make September count—to safeguard your 2025 success! ✅ #Hiring #Recruitment #TalentAcquisition #Leadership #BusinessStrategy #WorkforcePlanning #2025Goals #SeptemberHiring #TeamSuccess

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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This gets me excited - it's why I love recruitment... Working with amazing startups and matching them with exceptionally talented (and awesome) people - like Kris Tremblay. Seeing people excited 1-month in is great, but seeing people even more excited 1-year in is much better. It's awesome to work with amazing clients like VRIFY. They are making huge impact in the mining space by: 1. Making vast improvements to how mining companies communicate to their stakeholders - utilizing 3D technology. 2. How mining companies harness the power of AI/ML + geology/data-geoscience to successfully predict where they should drill next for best results. Starboard Recruitment continues to help the team grow. Stay tuned for new opportunity announcements! #starboardrecruitment #recruitment #recruiter #mining #tech

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Our Slack experiment made celebrating wins contagious. Do you celebrate during tough times? We’ve discovered the power of celebrating more. Whether it’s: - (The good)Helping a client finally close that tricky position - (The bad )when it doesn’t work out for your favourite candidate Helps keep spirits high when the going gets rough. This year we introduced a "Kudos" channel on Slack. Where our team are encouragd to celebrate each other We have one rule: no win is too small to celebrate. Celebrating wins is not natural to everyone. Me included! I'm learning to recognise achievements more. For myself, my team and our clients. The best part? Peer recognition hits different than top down praise. Our Slack channel created that culture of appreciation. Remember: When times are tough, celebrations matter more. Couldn't recommend it enough! Do you celebrate small wins?

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Having the best hiring process isn’t enough. Having the best candidate experience isn’t enough. And having the best employer brand isn't enough. It's the combination of all three things that help the best TA orgs win. And if you truly want world-class hiring, you have to invest in all three from the start.

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The Hiring Market: What's Really Going On? 🤔 Luke Webber has cracked the code on understanding hiring trends, using three key factors: market crash, sentiment, and hiring execution. What's the latest scoop? A shift in sentiment is happening! Some pivotal roles are being earmarked, but uncertainty is causing a hiring freeze. Founders are caught in a dilemma: “Do we hire & go for it?” Frustrated by roles vanishing, silence from recruiters, or withdrawn offers? You're not alone! Here’s the reality: companies are testing the waters but not diving in (they won't admit it!). 😵‍💫🤐 The bright side? Things are moving in the right direction, with gradual hiring execution on the horizon. However, I would still buckle up—2024 it will be a roller coaster ride!

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Yeah! You are ready to hire! STOP • Is this hire inline with other departments and operational priorities? Will someone scoff and throw up some barriers? Finance is ready for this, right? • You know the salary range? That means you've discussed the level of the role and expertise you need? • What approach does the Hiring Manager want to take to make this hire - leverage their network, screen candidates, etc.? Has the Hiring Manager and interview team done this before and prepared to hire? • Is HR prepared to onboard at the suggested start date? Too many small companies hit an unexpected barrier just when they are ready to make the offer ➜ Take time upfront to make sure everyone is aligned and that you have ALL the necessary approvals. This is a Top 10 reason hiring projects stall. Get the other 9 at

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Happy Monday Connected Colleagues and Friends! Let's talk about Retainers and small projects :) I just had another GREAT conversation with a strong TA Talent Strategist in our industry. We talked a lot about what a mess things have been since Covid, how challenging the last year has been for those of us who have been job searching for the last year ... and what has worked and what hasn't worked. I have loved the Fractional consulting gigs that I have completed ... as well as the Retainer agreement roles. Why? The Retainer agreement shows Trust and Faith from a company that I haven't worked with before... and it allows me to receive a 3K or more upfront payment to start working on their project. As a single mom to two boys in an uncertain market ... this provides my housing and a bit more for immediate bills and gets me started on their project instantly! In return, the client receives one person with over 15 years of experience.... solely focused on their hiring need who is 100 percent committed to achieving their target early or on time! Instead of farming it out to 5 different agencies with a possible 20 percent return. If you are interested in working with me on a targeted role that I can fill in the next 30 days or less.... let's talk! I have my documentation ready to go and I can start immediately :) Below are some notes from a case study on Retainers vs Contingency: Why is retained recruitment more effective? Priority and speed The recruiter will give your role top priority, much more of their time and their resources and an accelerated process if required by your timescales More screening Usually part of the agreement is in-depth interviewing (telephone or “face to face”). This means that you only see CVs and meet candidates the recruiter believes to be suitable. This differs from contingency hiring where they may believe they have no choice but to shortlist marginal candidates. Because if they don’t, another recruiter might, and they might get the fee. More responsive and better service You’ve paid a fee which means that you have the recruiter’s attention. There will be a much much greater likelihood of a successful conclusion from a retained recruiter. A good recruiter, operating in their core markets, will have a success rate well above 90% Conventional wisdom is that “agency” or “contingency” recruitment is always a lower fee than retained recruitment. The many advantages of retained recruitment suggest that this is not inevitably true. From a recruiter’s perspective, “contingency” is a lottery and they will fill a small minority of the roles they fill. The success rate is generally around 20%. A great recruiter will fill nearly 100% of retained roles (unless they are cancelled). Please reach out if I can help!

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Behind the scenes work clients don’t see (Embedded RPO version) Hours working on our recruiting funnel dashboard to use on projects. Refine our sourcing funnel to mimic the best sales teams. Sit through 100+ hours of demos for TA tools. Purchase the best, roll them out and track ROI - deploy the best for our teams. Hours obsessing about hiring manager enablement content and resources. Producing and designing those materials. Research. Dialogue. review, test, iterate, to get our interview process and interview structure optimised. Doing secret shopper application processes in our clients vacancies to identify gaps / weaknesses. Talent mapping entire talent pools for emergent skills, & documenting them. Testing and optimising candidate & hiring manager NPS feedback forms. Using first principles to implement best practices across each and every stage of the hiring process. Creating and testing email templates with outreach tools. Learning across multiple accounts simultaneously, always evolving what we do to provide world-class TA solutions. Creating always-on sourcing funnels for our clients using optimised copy and latest tooling. Personalising every single outreach message for top-tier talent. Personalising the follow-up also. Making sure our humans in the loop are the best at what they do so they represent our clients brands in the best possible way. Obsessing over recruiting funnels ———————— What the clients sees: Strong pipeline Good candidates Quality Hires made ———————— And I f**kin love that! Quality hires are a lagging indicator of everything else working well. We do all the heavy lifting, the geeky, gristley stuff, so our clients can focus on their missions 🌒

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As external recruitment partners, we work closely with hiring managers and internal TA teams, many of whom have been through the wringer in terms of navigating hiring freezes, downturns, and layoffs and are now finally turning a corner. If that's you; quick reminder to review your hiring protocols meticulously. An unforeseen two-week background check or unexpected stakeholder involvement who has differing views on what the position needs can cost you a rockstar applicant. Top candidates are always sought after and won't appreciate curveballs in the hiring process. #HiringTips #Recruitmentlife #TopTalent

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Happy Friday Network! For those who have been following my journey, you know that over the last decade, I've worn many hats in the employment and talent space, but my passion for helping people find the right opportunities has never wavered. So, I figured it was time for a quick re-introduction! Hi! I’m Jessica! Personally, I’m a bit of a nerd (big fan of 'How it's Made') who loves the outdoors, but you’ll mostly find me in arenas playing hockey, coaching hockey, or cheering with questionable enthusiasm. Professionally, I’m a Senior Recruiter specializing in construction, infrastructure, and renewables. What gets me out of bed? Besides coffee? Connecting with awesome people—candidates and clients—and learning something new every day in this ever-evolving industry. These sectors aren’t just about concrete and solar panels; they’re about driving economic growth and creating a sustainable future. Sure, AI and automation are shaking things up, but let’s be honest: robots aren’t exactly known for their charm or people skills. We still need talented professionals to push these industries forward and create solutions for tomorrow. So, if you’re looking for your next step, need top talent for your team, or just want to discuss why the Oilers are the best hockey team, let's connect! #construction #recruitment #renewables #himynameis #dmcrecruitment #yeghockey

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Remember when I asked for your questions last month? Well we have started answering them! Make sure you are following Verve Recruitment Group Ltd on LinkedIn and on Instagram to keep updated on when we post more. Have a question you want us to answer? Send me an email! [email protected]

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Most TA teams we talk to at Guide arrive with a common misconception: they think they want efficient interview scheduling. But what they really want, after digging into the details, is efficient interview coordination (where true operational efficiency lies). The difference is that scheduling involves 1 stakeholder (the RC) and coordination requires 4: 1. RC 2. Recruiter 3. Interviewer 4. Candidate If you “automate” scheduling i.e. build or buy tooling for the RC - but your recruiters or interviewers aren’t engaged, or need to ping you for information, or your candidates no-show and interview -you now have a reschedule scenario. And no matter how efficient that process is, it simply shouldn’t have happened in the first place. Great recruiting coordination *requires* great collaboration.

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Risk mitigation is super important when making career decisions, but especially so right now when the market isn't as strong as it could be. In agency recruitment roles, risk mitigation is pretty simple. The absolute RISKIEST position to be in in any agency right now is a cost center (non-billing manager, internal ops, etc.). The second riskiest position to be in in any agency right now is a recruiter-only role (only candidate-focused delivery with no sales/client relationship ownership). The strongest/"safest" positions in any agency right now (given good performance) are either full desk (at least 50% time spent on the client side in sales) and/or staffing salespeople who are purely sales-focused. No matter how strong or weak the market is, the people in these roles have the ability to hunt for new business and control their own destiny as much as they can with job flow which is what EVERY agency is prioritizing right now - these positions are critical and are the most highly sought-after/prioritized skillset right now. I've always emphasized to my candidates the importance of being client facing in an agency since it's the skillset that agency leadership want recruiters to have first and foremost. The 2021-2022 supercharged market was the only market where I've seen this shift slightly because the demand for recruiter-only candidates was very high (clients were basically falling out of the sky - very abnormal but it was because we were in a market bubble). Outside of that abnormal, imbalanced market, agencies are always seeking recruiters carrying a client book. Why is this? We've been around in the boom and bust times, so we know full desk or sales-focused recruiters NEVER go out of style. The further you get away from owning those client relationships YOURSELF, the riskier your job is... because you're inherently relying on other people to drive demand for your talents (both inside and outside of your agency). If you're the most badass recruiter but never sell to clients, you're still relying on salespeople to bring in enough jobs to keep you busy. In tougher times when the market is tight, agencies get a 2-for-1 when they hire someone full desk because they can flex to do both sales and recruiting - whatever is needed from them at any given moment - which is always attractive. Diversifying and upskilling your skillset and track record on the sales side is a MUST if you want a long term career in agency.

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Not sure who needs to hear this, but there are no recession-proof recruiting niches. But there are recession-proof recruiting businesses, and those are led by owners with a recession-proof mindset. It's not about finding the perfect niche that will weather any economic storm. It's about building a business that can adapt and thrive no matter what the market conditions are. This starts with a mindset shift: Embrace Change: Recession-proof business owners understand that change is constant. They don’t cling to what’s comfortable; they adapt to what’s necessary. Invest in Skills: These leaders are lifelong learners. They invest in their skills and their team’s skills, ensuring they are always ahead of the curve. Focus on Value: Instead of chasing the next big thing, they focus on delivering consistent value to their clients. This builds trust and loyalty, which are crucial in any economic climate. Build Strong Relationships: Networking and relationship-building are key. Recession-proof businesses have strong connections that support them through tough times. Maintain a Positive Outlook: They view challenges as opportunities for growth, not as insurmountable obstacles. Focus on What You Can Control: The best leaders are very aware of what's in their control and what's out of their control. They can’t control the economy, but they can control their actions, their mindset, and their commitment to excellence. By adopting a recession-proof mindset, you can create a resilient business that not only survives but thrives during economic downturns. Focus on what's necessary, invest in continuous improvement, and build a business that stands the test of time. What necessary steps will you take today to move closer to your goals?

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Recruiters, if you’re not leveraging SaaS tools, you’re already behind... (And missing out on game-changing efficiencies.) The recruitment game is evolving fast. Manual processes and spreadsheets? Those are relics of the past. 🚫 Here’s why the best recruiters are turning to SaaS solutions: 1. Automated Outreach & Follow-Ups: Platforms like LinkedIn Recruiter help you automate outreach and track responses, ensuring no candidate slips through the cracks. 2. Candidate Management & Analytics: Tools like Greenhouse and Lever offer end-to-end candidate management, providing data-driven insights on your pipeline performance. 3. Video-Based Recruiting with CazVid: CazVid is revolutionizing the recruitment space by allowing candidates to showcase their skills through short video resumes. 🎥 Recruiters can screen talent faster, gauge communication skills upfront, and make more informed hiring decisions without endless phone screens. 4. Enhanced Collaboration: Slack and Microsoft Teams integrations keep your entire hiring team aligned, ensuring faster feedback loops and better candidate experiences. In 2024, SaaS isn’t just an option; it’s the standard. It’s time to ditch the manual and embrace the digital. 👉 Are you using any of these tools? Drop your favorite below!

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What are the top 5 things we do at Benefex that helps our TA team move fast? 🚀💨📈 Without compromising on quality or experience!! Since October 2023, Average Time to Hire = 15 days / Average Time to Fill = 31 days. (This is a team of 2 TA, filling ~20 roles per month on average.) 1️⃣ Alignment call with the hiring team ✅ We do not go live with a role until TA and the Hiring Team have aligned. This allows us to be clear on...selling the role, core requirements, interview process, commitment & expectations from both sides. ☝ THIS STAGE IS ESSENTIAL. 2️⃣ Clear, consistent hiring process 🔁 We have a hiring blueprint that we apply to ALL roles. TA, interviewers and hiring managers are clear on their roles, each interview stage and the scoring system. 3️⃣ Removing any HM review points ⛔ Hiring managers DO NOT review CV's, TA are trusted to screen and interviews are booked in for interviews. Candidates progress based on our scoring system, not waiting for green lights from the HM. 4️⃣ 24 hour feedback rule ⏳ Every interviewer needs to input their feedback in the system within 24 hours. 5️⃣ Automation and templates 🤖 Anything in the process being done more than once needs to have a template or trigger set up. What do other great things do TA peeps do to make sure their processes are fast and efficient? (Without compromising on quality and experience). #talentacquisition #candidateexperience #hiringprocess #hiring #recruitment

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CRO = everyone knows Conversion Rate Optimization not many know: TRO = Talent Recruitment Optimization Have you optimized your Talent recruitment yet for 2024? If you're looking to avoid seeing hundreds of unqualified candidates for an opening and only see the best candidates on the market, then book an appointment. While you're enjoying your long weekend I'll be networking your open opportunities.

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Having a plan beats scrambling at the last minute, every time. 📓 Whether you're a candidate or an organization, planning ahead makes all the difference when the pressure's on. For candidates, the time to build relationships with recruiters and engage your network isn’t when you’re urgently searching for your next role. It’s when things are going well, when you’re content in your current position. This gives you time to explore opportunities at your own pace, without the stress of needing something right now. Plus, you never know when an unexpected opportunity might come along! On the organizational side, having a clear Plan A (and Plan B!) in place before you’re actively hiring sets you up for success. Waiting until you need to fill a role means you're operating under pressure, and decisions made under stress tend to be more reactive than strategic. Knowing your options ahead of time allows for smoother, more thoughtful hiring processes, and ultimately, better results. If you’re not thinking ahead, you’re already behind. #failingtoplan #planningtofail #recruiting #jobsearch Hawkeye Search Group

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