Annie Jackson

🔍 The Future of Work: Why It Matters to Us 📄 In 2021, we boldly redefined our purpose: ‘To Eliminate Bias, Privilege and Inequality within Talent Engagement.’ This mission drives us to constantly challenge ourselves, learn, adapt and evolve - even when it's uncomfortable. Our latest whitepaper, "The Future of Work Whitepaper - Insights into Diversity and Inclusion within the external workforce," reflects this commitment. It provides valuable insights from industry experts and practical processes that you can adapt into your hiring process. 🔗 Sign up here for your copy today https://lnkd.in/erAC3VZX It's time to shift the mindset. Join our movement toward building a Diverse and Inclusive workforce. #OUKFutureOfWork #DiversityAndInclusion #TechRecruitment #EquityDiversityAndInclusion

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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 Frustrated by roles vanishing, silence from recruiters, or withdrawn offers?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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Managing candidate communication doesn’t have to mean jumping between endless platforms. Our partner Loxo's Unified Inbox feature brings everything – sourcing, candidate management, and communication – into one space, even using AI to help you spot top candidates quickly, keeping your focus on what matters without the usual back-and-forth. It’s a straightforward, efficient way to keep the recruitment process running smoothly. Want to see how it could work for your business? Check out Loxo’s insights here: https://lnkd.in/dkWgy92V

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Playing with Prompts for Recruitment – Sourcing and Advertising #73 Create a more detailed ChatGPT prompt from the following short prompt: ' How could current employees get incentivized to refer their networks for our open [job title] roles?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Detailed ChatGPT Prompt: Incentivizing Current Employees for Referrals Introduction • Objective: Understand strategies to motivate current employees to refer their contacts for open job positions within our company. • Context: Given the importance of leveraging internal networks to find qualified candidates, it's crucial to establish a compelling incentive program. Core Questions Identifying Effective Incentives • What types of incentives have been proven most effective in encouraging employees to refer their personal and professional contacts for open job positions? • How can non-monetary incentives be structured to appeal to employees’ sense of recognition and achievement? Structuring the Referral Program • Monetary Incentives: • Should the referral bonus be a fixed amount or vary based on the position level or difficulty to fill? • What timeline for payout is most motivating (e.g., upon hire, after the referred employee's probation period)? • Non-Monetary Incentives: • Examples of non-monetary rewards that could motivate referrals (e.g., extra vacation days, public recognition, professional development opportunities). • How to ensure non-monetary incentives are perceived as valuable by a diverse workforce? Program Communication • What are the best channels and methods to communicate the existence and benefits of the referral program to employees? • How can the program be kept top-of-mind for employees over time? Measuring Success and Making Adjustments • Metrics for Success: • What metrics (e.g., number of referrals, hire rate from referrals, employee participation rate) should be used to evaluate the success of the referral program? • Feedback and Iteration: • How to effectively gather feedback from employees on the referral program? • Strategies for iterating on the program based on feedback and performance metrics. Best Practices and Case Studies • Summarize best practices from other organizations that have successfully implemented employee referral programs. • Are there any innovative or unique incentive strategies that have been particularly successful in encouraging referrals? Conclusion • Recap the importance of employee referrals in the recruitment process and the potential benefits of an effective incentive program. • Highlight the key considerations for creating a program that is both motivating for employees and effective in attracting high-quality candidates. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. #searchmarkets

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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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Transform your company's recruitment strategy with BridgeIN: Book a quick 30-minute discovery call today to explore how we align with your goals, bridge skill gaps, and access top talent. #netherlands #recruitment #expats

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Are you talking to everybody and reaching nobody with your recruitment content? Don't miss this episode of The Resilient Recruiter Podcast where we reveal: How to identify and speak directly to your target audience Strategies for creating content that addresses specific pain points Leveraging AI tools like ChatGPT, Gemini, and Claude to enhance your content creation Learn how to build authority in your niche and generate 90 days worth of highly relevant content in minutes! Listen now https://lnkd.in/gg8kuJKG Bonus: Check out the free AI training at RecruitmentCoach.com/AI to take your content creation to the next level! hashtag #recruitment #recruiters #careers #BusinessGrowth #Resilience

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Discover TalentWell 's next-gen platform that uses generative AI to deliver personalized emails and videos, enhancing recruitment and boosting response rates. Read the Latest full News - https://lnkd.in/dExeWKdp #TalentSourcing #AIRecruitment #HRTech #GenerativeAI #TalentWell #RecruitmentInnovation #HiringSolutions #TechTalent

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Dalia and Shaker Recruitment Marketing announce a partnership to integrate advanced candidate conversion solutions into Shaker's talent attraction services, enhancing recruitment efficiency and ROI. Read the Latest full News - https://lnkd.in/dEZ8exzj #Dalia #ShakerRecruitment #CandidateConversion #RecruitmentMarketing #TalentAttraction #HiringEfficiency #RecruitmentTech #StrategicPartnership #ROI #JobAdvertising

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HR Market Snippet As we've seen for the last few months ER/IR Heavy roles are in high demand one of the few areas of HR that almost hasn't seen a decline in ad volume (SEEK). The application per role is rising making it more competitive than ever. For those who are looking 🔎 One thing I do want to say is that this highlights the importance of networking and using LinkedIn to the best of your ability. What you see on Linkedin or SEEK isn't a true representation of the available opportunities. The increasing volume of applications is placing a toll on small-medium businesses that don't have a mature screening process and will look heavily to referrals or networks rather than traditional job postings. Connect with ideal companies, maybe even a couple in your local area, connect with your next potential manager and promote yourself! For those leading an HR Team 🏋‍♀️ Junior-mid HR talent especially in larger companies that may feel siloed, are typically on the proactive hunt this time of year. So check in with your team, open up discussion and keep them engaged! Here's to a promising H2 #hiring #leadership

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Recruitment shouldn’t feel like a black hole. With the right data, agencies can create a smoother, more personalized candidate experience. This means proactive communication, tracking candidate preferences, and leveraging data to improve every stage of the process. A candidate-first approach isn’t just good for morale — it’s good for business. #CandidateExperience #DataDrivenRecruitment #SmartHiringSolutions #TalentAcquisition #RecruitmentTech #StaffingSolutions #CandidateFirst #FutureOfRecruitment #HRTech #TalentManagement

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This statement from Spotify's CHRO strikes at the heart of modern workplace debates and will no doubt polarise opinion. Companies are grappling to find the sweet spot between empowering their people and maximising collaboration, creativity, and flexibility. Amazon, for example, appears steadfast in its demand for a total return to the office, clearly believing this is central to innovation and a customer-centric culture. Amazon's CEO, Andy Jassy's decision will be an unpopular call in some quarters, and many will ask if the company truly understands or values the shifting priorities of today's workforce. However, it will simply be looking at the bigger picture and making a bet that the upside of increased collaboration outweighs the downside of higher (short-term?) staff turnover. Amazon is a $600 billion juggernaut, and it makes decisions that are in the best interests of shareholders. Only time will tell how this plays out, but Amazon is waging that their scale and power can withstand any talent pushback. Spotify, with revenues of €13 billion in 2023, is no minnow but evidently has a different philosophy to Amazon – one that it believes serves its best interests. However, this approach also comes with its own set of challenges and potential risks. If you're a scale-up hiring into an office with a more remote location, you will need to offer a more flexible working practice, or you won't be able to access the talent to fulfil your strategic goals. My summary is that empowerment of employees instinctively feels like the right thing to do and makes my job of hiring leaders into companies considerably easier. But it's not as binary to say one company's working practices are right and another is wrong. #wfh #remoteworking #leadership #talentretention

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Our latest Salary Guide is back! 💥 In case you missed it the first time, our updated guide is now available with the latest salary benchmarks and industry trends. Whether you're refining your talent acquisition strategy or advancing your career, this guide has the crucial insights you need. Check it out today! #SalaryGuide2024 #IndustryTrends #JobMarketTrends

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Elevate Your Recruitment Game with ProAiPath In today’s fast-paced recruitment landscape, having the right tools at your disposal can make all the difference. Enter ProAiPath—our cutting-edge recruitment software designed to streamline your hiring processes and propel your agency to new heights. Whether you’re a small recruitment firm or a large agency, ProAiPath offers a robust solution tailored to meet your needs. User-Friendly Interface At the heart of ProAiPath is its intuitive design. We understand that not everyone is tech-savvy, and that’s why we’ve prioritised simplicity in our platform. The user interface is crafted to be straightforward, ensuring that even those with minimal experience with recruitment software can navigate it with ease. This means that you can start using ProAiPath immediately without a steep learning curve, allowing you to focus on what truly matters—finding the best candidates for your clients. Scalable Growth As your recruitment agency grows, so do your needs. ProAiPath is built with scalability in mind, allowing you to expand your use of the platform as your business evolves. Our cloud-based solution makes it easy to add new users, integrate additional features, and accommodate increased data volume. This means that ProAiPath grows with you, providing a future-proof solution that adapts to your changing requirements. Top-Notch Security In the world of recruitment, data security is paramount. ProAiPath takes data protection seriously, employing the latest security measures to safeguard your information. Our platform is designed to protect the sensitive data of your clients and candidates, ensuring compliance with industry standards and regulations. With ProAiPath, you can have peace of mind knowing that your data is secure, allowing you to focus on your core business activities. Real-World Impact: Case Study To illustrate the transformative impact of ProAiPath, let’s take a closer look at how it has benefited one of our clients, Aelius Venture Agency. Before adopting ProAiPath, Aelius Venture Agency struggled with outdated software that was difficult to use, costly, and lacked scalability. They faced challenges with managing their growing team and ensuring data security. Challenge: - Outdated and cumbersome software - High costs with limited scalability - Insufficient data protection Solution: ProAiPath provided Aelius Venture Agency with a user-friendly interface that simplified their recruitment process. Our affordable pricing plans allowed them to access essential features without overspending. The scalable nature of our platform enabled XYZ Agency to add new users and functionalities as their business expanded. Additionally, ProAiPath’s robust security features ensured that their data remained protected. #Recruitment #HRTech #ProAiPath #BusinessGrowth #DataSecurity #aeliusventure #UserFriendly #ScalableSolutions

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Inclusive Recruitment doesn’t have to be complicated. This checklist breaks down everything you need to know to attract and retain diverse candidates, including: → The language used in your job descriptions → The importance of your ad placement → Providing reasonable adjustments → How to provide inclusive onboarding Download the full Checklist here: https://lnkd.in/eaRr7C8Z #InclusiveHiring #DiversityAndInclusion #EquitableRecruitment #InclusiveWorkplace #DiversityInRecruitment #HRBestPractices

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Did you know: 93% of recruitment teams face challenges in managing candidate applications In today’s competitive hiring space, recruitment teams grapple with managing large volumes of candidate applications and ensuring document accuracy. Manual verification isn’t just time-consuming; it’s also prone to errors that slow down processes and create inefficiencies. Automated Document Verification – a game-changer that enhances accuracy, streamlines workflows, and elevates the candidate experience. Here’s why this technology should be on every recruiter’s radar: 1. Enhance Accuracy 2. Increase Efficiency 3. Improve Candidate Experience 4. Ensure Compliance 5. Reduce Costs Docxster’s Intelligent Document Processing (IDP) solutions take your recruitment to the next level. Our platform integrates seamlessly with your existing systems to boost accuracy, efficiency, and compliance while freeing HR teams to focus on what truly matters – strategic recruitment. Ready to transform your recruitment process? Schedule a demo https://lnkd.in/gKXz5Z6F with Docxster today and explore how our solutions can help: Reduce errors and speed up hiring Improve candidate communication and transparency Save costs and boost operational efficiency Click here to read more: https://lnkd.in/gmBBKKHe

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What has been your experience of the HR market this year? Your Thoughts... "Thin - a lot of people have packed in HR post pandemic." "Candidate expectations seem to be higher than their skill set." "There are far less recruitment/TA roles and more candidates than vacancies. Reward colleagues are harder to find and convert." Click below to read more or visit https://lnkd.in/e8mSK87P #hr #hiring #data #uk #market #quotes

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