Anil S.

As we continue to explore the possibilities of AI, let’s prioritise solutions that are not only advanced but also responsible. Read what our Head of Digital Ethics has to say about best practice for ethical and sustainable AI #AI #Sustainability #EthicalAI #TechForGood #SopraSteria

7

Can AI make the right calls in recruitment and selection?    In a data-rich world, technology excels at processing vast amounts of information, but finding the right balance with human expertise is essential.    Our clients want broad visibility of the market and the applicants within it, and Broadreach delivers it.  At Broadreach, we bring together industry-leading talent pools with the human expertise to identify the “X Factor” that makes them fit client A, but not Client B, which makes the difference when it matters most in recruitment and selection. As leaders we are proud of our team and the value they provide our clients.   So far, we have not found an AI tool that can offer what they can: Field experience in our sectors Company culture awareness Reading body language Integrity and morality Empathy We call our recruiters recruitment consultants because we expect them to consult.   What do you think?  Have talent farms and AI driven out the cost OR the value of outsourced recruitment & selection? Share your thoughts in the comments below. #AI #recruitment #talent #search #selection #hiring #employment

6

https://lnkd.in/eva-Kw8w This is an example of where AI is actually creating a human capital need. Using agencies and in house teams to phone screen candidates is increasing in importance and value to hiring managers. I am going to resist the offer from LinkedIn to Rewrite in AI 🤣

6

Today - LIVE and EXCLUSIVE training 1pm BST - through the TEAM Network I will share a tactical unpack of the Candidate Marketing Process Whatever you want to call it - speccing, MPC work, HVC marketing etc It's a practice that the recruitment industry has learnt to do wrong, perfectly. You can discover how to do it with purpose, create impact and generate business. And if what I share is what you do already, you'll have the peace of mind to know you're smashing it. Questions welcome throughout. Feel free to heckle. See you at 1pm. For those of you WFH I'll be competing with - Find it, fix it, flog it (I appreciate this could also help you make money) Border patrol (tis a repeat mind) Loose women (Could create good content for socials) and Impossible (no idea, some kind of gameshow on BBC2)

10

Happy global TA Day to all my connections working in talent acquisition! I am quite uniquely outspoken in my advocacy for internal TA, considering a large proportion of my role is reliant on companies engaging external support. I have never understood the completely outdated dynamic of internal TA & external talent partners almost battling against each other. For me, the very best businesses and the very best individuals in both worlds, collaborate effectively and know each others worth. It was part of the reason for me joining FDI, a refreshing approach to working with TA, not against TA, as so many recruitment companies seem to do. I want to take a moment to thank all the amazing TA professionals in my network, you are absolutely pivotal to our industry and at a time where your role has probably never been harder, it’s great that there is a day dedicated to your recognition. There’s a common misconception that internal recruitment must be easy right now. Advert responses are through the roof and there is a misunderstanding that there is more talent on the market than ever before. In reality, while applications are high, TA are having to spend more time than ever sieving through CV’s/resumes and qualifying people that either aren’t relevant or aren’t the right fit for the business. All while budgets are tight, average tenure is down and expectations are high! So, to those on each side of the “fence” let’s have less “butting heads” and more “combining minds”. Keep on making a difference Life Science TA!! 

14

4 Comments

🚀 Iconic Resourcing - Exclusive Search Methodology 🚀 As a tech recruiter, I often encounter high-value-add job opportunities that have remained open for months. The reality is though, it's not about finding the right candidate—it's about attracting them through a comprehensive, data-driven approach. ✨ WE DON'T CHARGE EXTRA FOR ANY OF THE BELOW ✨ 🔍 Our Exclusive Search Method ensures that even the most challenging roles get filled. Here’s some of what we do: 1️⃣ Deep Talent Mapping: We analyse not just active job seekers, but the passive talent pool—those highly skilled professionals who aren’t actively applying but are open to the right opportunity. 2️⃣ Market Mapping: We will research and compile market data specifically in relation to the position as well as identifying other professionals working in a similar capacity across the market 3️⃣ Video Tech: At Iconic Resourcing, we use video technology (both in our adverts and candidate submissions). You'll be given access to an online dashboard where you'll view the shortlisted candidates video interviews, CVs and supporting info. This is collaborative and can be shared with your team internally 4️⃣ Employer Brand: We partner closely with you to ensure your employer brand describes your reputation as a place to work and your employee value proposition 💡 If you’ve had an opening in your tech team for months, don’t settle for the same old approach and expect a successful outcome. Get in touch on the below and I'd be happy to talk you through our process: 📱 : 07512 548 051 📧 : [email protected] #TechRecruitment #TalentAcquisition #JobSearch #HiringTrends #CareerOpportunities #PassiveCandidates #ExclusiveSearch

10

2 Comments

A tip for those who require sponsorship to work in the UK... A lot of recruiters out there work with clients who do not support sponsorship, although many companies do offer this, save yourself time and make them aware of this at the beginning of the call. Sometime's (more often than not), the need for sponsorship is not included in the CV and sometimes it can be presumed that you are freely able to work. Granted, it's the recruiters job to ask these questions, but by bringing this up right away.... 🎯 You will save yourself time 🎯 You will avoid disappointment 🎯 You will know right away if the role is suited to your situation 🎯 You will fast track the process of finding a role that suits you I once had a candidate who hid this from me until the offer stage, in which they wasted a 3 weeks of their life! A rule of thumb is that the larger the organisation, the higher the likelihood is that they can sponsor you. Don't give up, volume is key.

2

With just a couple of weeks to go until the release of our project "A Guide to DEI in Contingent Workforce Planning" we thought we would come onto LinkedIn to talk about some of the solutions discussed in the guide: 1. Expand Outreach: Actively engage with diverse communities and use a wider range of recruitment channels to enhance the inclusivity of talent pools. 2. Training and Awareness: Provide in house training on unconscious biases and encourage a culture of inclusivity among hiring managers. 3. Equal Treatment: Ensure there is equality surrounding compensation, benefits, and career development opportunities for contingent workforces. 4. Data-Driven Approach: Regularly analyse hiring metrics of the entire company, including the contingent workforce, to identify disparities and implement ways of improvement. Sign up to receive the report when it is released via this link - https://lnkd.in/echpcHjh

4

1 Comment

'Sector Spotlight' - Decoding Deep Tech Our very first 'Sector Spotlight' session was with Jeff Crusey on Decoding Deep Tech. These sessions are part EVONAs commitment to continuous learning and keeping our team at the forefront of industry trends. Jeff shared invaluable insights into the evolving landscape of Deep Tech, including key trends and his unique perspective on its impact in the start up world. 𝘽𝙪𝙩 𝙬𝙝𝙖𝙩 𝙙𝙤𝙚𝙨 𝙩𝙝𝙚 𝙩𝙚𝙧𝙢 𝘿𝙚𝙚𝙥 𝙏𝙚𝙘𝙝 𝙢𝙚𝙖𝙣? Jeff came back on this saying it can be an amorphous definition used for marketing purposes - because you could ask 10 different people 'what is Deep Tech' and get 10 different answers. He said - ultimately, Deep Tech isn't 1 industry, it's a load of different industries pushed together under 1 umbrella. So the way to view it, is to take the '𝘿𝙀𝙀𝙋' out of Deep Tech. Jeff emphasised that what truly matters is the innovation and impact of the technology itself, regardless of labels. Thanks Jeff for sharing your perspective on the Deep Tech world! 🌍 ... We're eager to connect with other industry experts too! If you have expertise to share or know someone who does, we'd love to hear from you. Let's drive innovation together #DeepTech #Innovation #Training #IndustryExperts #Recruitment

48

3 Comments

Struggling to find the right contractors for the job? If so, I thought I’d come on here to summarise why TechShack is the No.1 choice for contractors for numerous clients! Network 🛜 Struggling to find the perfect candidates from job ads? Having a database of over 250k active and passive candidates gives us the ability to find the PERFECT candidate you might not find on the job boards! Not only that, we have private communities with candidates that are exclusive to TechShack. Budget 💰 Like the idea of seeing the perfect candidates for your roles at no extra cost? At TechShack our contracts team work to an all-inclusive budget. Meaning we’ll work to provide you the profiles you’re looking with the fee included in the day rate you’ve set! IR35 Status Tool 🔧 Struggling to determine whether a role is Inside or Outside IR35? We’ve partnered with an independent company that provides us a tool to help determine whether your contract roles are inside IR35 or Outside IR35 and will insure all parties involved. Expert Knowledge 🧠 At TechShack our consultants specialise in vertical markets. This means the consultants working with you specialise in the required field, which ensures the profiles provided are of a high calibre for what you’re looking for. If you’d like to find out more, please DM #techshack #contractors

25

1 Comment

Lots of companies are considering hiring an internal recruiter now. Let me remind you of all the good reasons why using agencies is still valid in any economic market BUT if you still think you need to hire an internal recruiter then DROP ME A NOTE because I also hire Talent Acquisition roles, having been a TA myself for 12 years before recruitment, having a HR degree and years of experience hiring TA's at Higher Success you will have a great partner. - Access to more candidates - Access to candidates that are harder to find, people you wouldn't otherwise get - A champion to be building your brand and sharing positive messages about your business in the market place - Someone to do all the sifting and screening calls to save you time - Someone to manage the process, which can get complex and to give a third person in the middle making sure that people can openly say what they need and it not ruin the deal so to speak, some consultation on what is reasonable on both sides - Information, insight and consultation that you get even if you don't fill the role - Hiring fees that are contingent on success as there is a rebate period etc - for perm anyway - someone to do the hiring whilst you focus on doing what you do best and therefore not distracting your team from the task of growing your own business and making money - someone who is an expert at understanding personality profiles, competencies, can interview in various styles, give honest accounts of candidates positives and negatives for the role

9

3 Comments

“What’s their rate?” 😤 Short answer -€650 per day. Detailed response…. Where is the job? What does in entail? What else is provided? Value of the job? Responsibilities? Is it an all in rate? Where is the project up to? How many people under their remit? Rotations on offer? Etc etc etc. Hiring manager - If you cannot answer the above at the beginning but still expect a figure, please don’t expect their not to be changes to the rate towards the end. Short term pain at the beginning, long term gain towards the end OR the opposite should you choose that route! #construction #rates

146

13 Comments

𝑰𝒏𝒕𝒆𝒓𝒗𝒊𝒆𝒘𝒊𝒏𝒈 𝒕𝒐𝒅𝒂𝒚 𝒊𝒔 𝒎𝒐𝒓𝒆 𝒊𝒎𝒑𝒐𝒓𝒕𝒂𝒏𝒕 𝒕𝒉𝒂𝒏 𝒆𝒗𝒆𝒓. Recruiting teams are more overwhelmed than ever. It's becoming easier and easier for candidates to mass apply. The increase in AI being used for cover letters, CVs and assessments means hiring decisions are harder to make. Many people haven't needed to think about their approach to interviewing before, but it's vital now. The good news is, you can gain a competitive edge by upskilling and adapting before the rest. Want to learn more about how upskill your teams approach to interviews? Reach out! #interviewing #hiring #training #coaching

1

💡 Why Providing Candidate Feedback Matters in Recruitment 💡 At Bolt Exec, we believe that recruitment is a two-way conversation. Whether candidates are selected or not, providing feedback is an essential part of the process. 🔍 Why We Prioritise Feedback: Respect for Candidates: We value the time and effort each candidate puts into the process, whether that's spending evenings updating their CV or finding the time in their working days to have initial interviews. Growth Opportunity: Constructive feedback helps candidates understand where they excel and where they can improve, aiding them in future opportunities. Positive Candidate Experience: Even if a candidate isn’t selected, feedback leaves a lasting impression and allows strong relationships to be formed based on trust and honesty. ✨ Our Promise to Candidates: Personalised feedback after interviews Timely communication throughout the process Transparent insights into why decisions were made

5

The IT Odyssey: Cracking the Code of the UK Job Market In the realm of Information Technology, the UK marketplace is akin to a vast network of interconnected dungeons, each filled with puzzles, traps, and treasures. You, the valiant IT candidate, must navigate this labyrinth with the precision of a master coder and the strategy of a seasoned project manager. 🗡 The Quest for the Holy Grail of Positions  The search for the perfect IT role is like debugging a complex program—tedious, requiring immense patience, and occasionally making you question your life choices. You’re looking for that one job that doesn’t require you to have coded the next Facebook in your spare time. 🤼‍♂️ The Battle Royale of Competition The competition is as intense as a midnight launch of a new gaming console. You’re up against legions of fellow tech wizards, each armed with their own arsenal of certifications, GitHub repositories, and Stack Overflow reputations. 👻 Ghosting: The Silent Server Error  Being ghosted by employers is like sending a request to a server and receiving no response—did it timeout? Did it crash? You may never know. It’s the ‘404: Feedback Not Found’ of the job search world. 🤦‍♂️ The Echo Chamber of Silence Post-Interview  The lack of feedback after an interview is like running a script and getting no output. Was there a syntax error? Did it execute correctly? The console remains blank, leaving you to wonder if you should just turn it off and on again. But don’t let the system overload you! Here are some tips to keep your spirits up and your skills sharp: ☁ Network in the Cloud Connect with professionals in virtual meetups, LinkedIn groups, and online forums. Your next opportunity might just be a DM away. 🖥 Refactor Your CV Treat your CV like code—constantly refactor it to be cleaner, more efficient, and more impressive to the hiring algorithms. 🗣 Speak in Code Well, not literally. But do tailor your language to the IT crowd. Drop in terms like ‘agile’, ‘full-stack’, and ‘cloud’ to catch the right eyes. 🐞 Debug Your Approach If something’s not working, debug it. Change your strategies, learn new skills, and don’t be afraid to ask for help from your network. So, put on your best geek t-shirt, fire up your favourite IDE, and prepare to conquer the UK IT job market. Remember, every great developer started out with a ‘Hello, World!’—and every great IT career starts with ‘Hello, Interviewer!’ If you need any help, then do get in touch. Good luck, and may the source be with you! #jobsearch #jobhunting #ghosting #jobs #ITjobs #developerjobs

2

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

12