Adam Manson

Question! How would you feel about receiving 1-2 exclusive recruitment consultants daily? 🤩 At ion - Recruitment Talent, we’ve launched our broadcast channel, where we only showcase top-billers billing 5x their base salary. We have a range of recruiters from around the world on there and it’s pretty easy to use. Just click on the link below and join. It’ll let you know when we have a new candidate available. https://lnkd.in/eMXeTpZd The best part... It's not a group so there's no spam! Just a streamlined way to connect you with candidates. Just look at our catalog of real-time recruiters below: https://lnkd.in/e7zjFGkw Why wouldn’t you want to make your hiring process easier?

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Whether you're hiring or looking to retain your best employees, it’s essential to ensure your salaries are aligned with market standards. Download our 2025 Salary Guide for insights on salary benchmarking across the UK, hiring trends, and exclusive candidate sentiment insights. Learn more here: https://lnkd.in/eU-nW8kQ

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⚡ hireful have teamed up with Reed to bring sub1000 members an exclusive offer! enjoy a FREE 1-month trial* of the Reed CV Database! ⚡ Gain access to 14.3 million candidate CVs and filter by skills, job title, salary, location, education, and more. ⚡ Preview profiles for FREE, download up to 100 CVs per day, and receive daily email alerts on new candidates. Collaborate easily with your team and streamline your hiring process. ⚡ To get this offer become a www.sub1000.com member and comment on this post. *Note: This offer is not available to existing Reed customers or those in the proposal stage. #reed #cvdatabase #sub1000 #recruitment

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💹 Have you been looking for ways to increase cost savings and candidate quality and engagement? 💹 Our free to download detailed guide serves as a roadmap for organisations to build a successful case for partnering with an MSP. We cover: - What’s required to build a successful business case based on working with hundreds of global private and public sector organisations - How to build a problem definition, project recommendations, ROI assessment, and determine project scope, goals, and objectives - Understand project risks that may arise and how to address them - How the business case should align with organisational strategic goals Get the guide today: https://lnkd.in/eEeR7GK2

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In Q2 of this year in the UK the average Perm Consultant made 4 placements and the average Temp Consultant made 6 placements. (UK) When we looked at the consultants at the Top 5 agencies on Recruiter Insider for Candidate Experience, we discovered that: 🚀 the average Perm Consultant there made 5 placements 🚀 the average Temp Consultant made 10 placements. In Q2 alone, the agencies with the highest candidate experience scores made 1 extra Perm placement per consultant and an 4 extra temp placements per consultant. Highlighting as always the impact candidate experience has on your placement numbers. The data doesn’t lie, an improved candidate experience means more placements. But if you are not measuring this you can improve it either. So if you want to make more placements get in touch with me. The data doesn’t lie!

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Thought I’d take a moment to reintroduce my company Beam it Recruitment & the services that we offer For BEAM candidates: 💜 - We work on behalf of companies across the globe to help them find people like you 🫵🏻, you’ll find our latest jobs by following our pages here or visiting beamrecjobs.co.uk You can also ensure your details & preferences are up to date here: beamrec.com/updatepref 💜 - We offer coaching to help you find a new job, this includes in-depth resume advice, interview preparation, mock interviews, help with negotations & ongoing support. This is a paid service but any fees will be refunded if you find a role through Beam it, read more & sign up here: beamrec.com/employability 💜 - We work alongside industry experts to create informative content for the community, you’ll find this at beamrec.com/forum For companies using BEAM: 💜 We can provide permanent/full time employees or contractors for your team, we work to your set budget & hiring perameters to ensure they’re a fit. Every candidate is screened for soft skills before submission. 💜 Our most popular service is our contingency recruitment model, this is only paid for if we successfully place a candidate into your company, our standard fee for this is 15% of the first 12 month’s remuneration - learn more beamrec.com/employers If you have any questions regarding the above, just send me a message here on LinkedIn #beam #elixir #erlang

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'Can we talk about the economic state of UK staffing right now?' This UK recruitment downturn looks set to last 📉 "Net income fee is down YoY 14% Robert Walters, 15% Hays and 16.7% Page Group. Forecasts have been declining all year. Share prices have been heading broadly south since the post-Covid-19 hiring bulge." If costs stays the same, profit drops. Which could mean big redundancies in the market. You need a lower cost of carry whilst driving revenue. 💷 Instead of periods of large hiring and firing companies should seek to improve efficiency. Companies should look at strategies to improve data 📊 Better data can improve search results, which can reduce time to hire and job advertising spend. It can improve marketing and new business efforts as well as ability to leverage third parties and AI to drive more revenue. Finally, it's important for effective reporting and analytics. Which can lead to improved decision making and scalable growth. To improve data you need the right CRM, user adoption strategy and validation processes. You need it to be tailored to your service offerings and verticals. You need it to reinforce your proven processes that make your business successful. How are you improving your data?

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Ready to expand your TA team? Are you considering contract or perm, or maybe an embedded solution? Connect with TA4TA and we can help you curate the right opportunity for the market - and we don’t charge a fee. We have seen lots of false starts recently, so why not arrange a 15 minute call or drop us a note to bounce some ideas around. Even to confirm you are on the right path, or have the right salary range. TA4TA was created because TA professionals often receive the worst candidate experience - which is ironic as they dedicate their careers to helping candidates and organisations promote their brand. It’s time to give a little back, and support TA Pro’s with an experience they deserve. If you want to meet in person, come and see us at 🎪 RecFest 🎪 , or book in a quick call using the link in the comments. #TA4TA #RecFestUK #TalentAcquisition #Careers #CandidateExperience

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Now is the time to act. Starting the New Year behind the curve on your hiring can be a hurtful and costly experience. Make the right hire at the right time to set you up for a successful year ahead.

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🔍 Unlocking the IT Job Market 🔓 Dive into the pulse of the UK's tech landscape with Langley James IT Recruitment. Since 1999, we've witnessed the evolution of the industry, now a £400 million daily contributor to the economy. The demand for top IT talent is soaring as digital advancements redefine the market. We go beyond recruitment - we forge partnerships. Through deep sector knowledge and cutting-edge tools, we tailor solutions for your unique needs. Whether you're a large corporation or a budding startup, we understand the challenges you face in attracting and retaining top tech professionals. Here's how we add value: 🌟 Industry Insight: Navigating diverse sectors, we grasp your specific talent demands. 🔗 Extensive Network: Accessing pre-vetted, high-calibre candidates through our robust connections. 💻 Tech-Driven Solutions: Leveraging cutting-edge tools for efficient talent sourcing and matching. 💬 Relationship Focus: Building trust and fostering open communication for long-term success. 📈 Results Speak: With over 8,000 placements, our track record speaks volumes. Let's connect the dots in the ever-evolving IT job market together. #ITJobs #TechRecruitment #LangleyJamesITNetworking

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In Central London all week on F2F meetings and the sun is shining. ✅✅ I’m looking to meet hiring Managers/Directors in the GTM arena that have an appetite to develop meaningful relationships and interview 4-5 candidates per successful hire - not 50.. 👍👍 Ideally you’ll be a hiring managers fed up with the bombardment of CV’s and no shows with roles that remain unfilled month on month after an unsatisfactory experience that nobody takes ownership of..You’ll be frustrated, under pressure and need a partnership that works for you. 🤞🤞 If you want to genuinely build a relationship with a recruiter that will communicate, offer radical candour and help you fill those hard to fill roles let’s talk if you don’t want that there’s loads of folk out there that will send you the Cv’s you think you want… #techsales. #gtmhiring

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How I helped this busy temp recruitment team using Bullhorn go from confusing candidate onboarding to streamlined, automated process: Here was their old process: Candidate registers on website → Candidate status is new lead → Manually email application form → Change status to ‘Application form sent’ → Wait for application form → Add note with application form response → Phone screen → Move to ’Screened’ status → Follow up with candidates who didn’t respond to emails or phone calls → Send compliance documents → Change status to ‘Docs sent’ → Invite for interview → Add interview notes → Check compliance requirements met → Add candidate as submission to specific jobs → Add note ‘Onboarding complete’ → Change status to ‘Available for work’ Are you confused? Even I had a hard time understanding it! This might make sense if you designed the process. But not when you are a busy recruitment team. Filling jobs AND remembering a complicated process. Too many steps. Too many stages. Too many buckets. A recipe for human error. It was a confusing, messy model of their pipeline. And not scalable. So I got clear on the process. Uncovered the function of every step. And proposed we zoom out. To describe candidate onboarding in a way everyone could understand. Here is their new, streamlined process: New Lead → Onboarding → Work Ready That’s it. Each step has simple tasks and clear rules. For example, New Leads: - Need to be phone screened - Candidates prioritised if complete prescreen survey - Move to Onboarding after a successful phone screen Recruiters only need to remember 3 stages. The tasks within each stage are clear and “bullet-pointable”. They fit onto a 1-page cheatsheet for easy reference. It’s easy to train new staff on them. That's how we improved their process. From confusing to streamlined. P.S. Big buckets > small buckets. → Follow for more. #recruitment #automation #processimprovement 

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Tech Folk. The best way to find a new job. Take a cursory look at your inmails from recruiters. Choose the best three based on their relevance to your actual skills/interest and how much the recruiter seems to understand the market Call them, ask who their clients are (are they companies you’re interested in?) If so, build a passive relationship, tell them what companies/roles would interest you and you would want to see moving forwards. Watch the bespoke, off-market job opportunities roll in. ~Craig #recruitment #recruiting #recruiter #fintech #technologyjobs

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Being a 'Specialist Recruiter' is not a new concept, everyone has a niche now. But, if you genuinely know the space you support.....and can build trust and credibility in your market over the phone - why not do that at scale? I spoke to a client last month who had 27,000 1st connections specific to the market they support struggling for new client relationships. What was their BD strategy? Over a month emailing a list of 2500 cold contacts from ZoomInfo using a 4 stage email campaign....you know the ones. Responses so far....Zero. What were they doing on LinkedIn to engage what is a fairly hefty audience....nothing........in fact they had never posted anything, ever. Based on user stats over 20,000 of that same Recruiters connections visit LinkedIn at least once a week for 7.5 minutes on average. You can communicate with them everyday through content. And they come voluntarily - Its a completely different communication strategy . If they spent some time talking about whats happening in their market right now....building some credibility and trust they could reach 8x more than the cold list off of ZoomInfo in a shorter period. If only 1% of that audience ask the recruiter for help thats 200 enquiries a week! So again.... if you rate yourself in your niche. Why are you waiting for that connected call, or email response to give yourself the chance of standing out?

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There's encouraging signs for tech sellers in the UK job market 😎 These 3 things happen regularly in a boom market But haven't really happened at all in 2024 Until this week! 🙌 Returning ESP customer unfreezing headcount, looking to hire multiple roles 🙌 Internal referral within a hiring company "I'm hiring and so are my 2 colleagues..." 🙌"We've just done our 2025 plan and need 7 new sales people by Q1" Small steps but here's hoping positive things to come! #salescareers #saas #recruitment

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Planning Your Hiring Strategy for 2025 🌟 As we approach the end of the year, it's time to start thinking about your hiring strategy for 2025. With the demand for skilled talent on the rise—nearly 70% of employers report difficulty finding qualified candidates—now is the time to prepare. Here are key steps to get ahead: 📣 Assess Your Workforce: Identify skill gaps and critical roles for upcoming projects. 📣 Define Job Descriptions: Create clear, compelling descriptions to attract the right candidates. 📣 Focus on Employer Branding: Showcase your company culture and values; companies with strong employer brands see 50% more qualified applicants. 📣Develop a Recruitment Timeline: Set milestones to ensure timely hiring aligned with project launches. 📣Leverage Technology: Utilize tools like ATS and AI; 83% of recruiters say technology improves their hiring processes. By planning now, you'll be well-equipped to attract and retain top talent. Need help with your strategy? Contact Captar Partners today! Yes - this is my lovely daughter. Just trying to get your attention here with different picture.

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