Clare Mullen

Hiring remote clinicians requires a different approach. At mrp, we specialise in advising our clients on the best methods to seamlessly onboard remote clinical talent, ensuring a smooth integration into your team. We've compiled our best tips and expert insights into a detailed guide for employers looking to build their remote healthcare workforce. Download the FREE guide today and discover the proven strategies that can help you successfully onboard and manage your remote clinical staff: https://lnkd.in/gj7JsmQk #HealthcareRecruitment #RemoteHealthcare #RemoteClinicalWorkforce

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Here are some of the latest jobs in TA!

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Are rising recruitment costs and third-party platform limitations holding your agency back? 🎥 Watch this teaser to see how you can transform your sourcing process by building and nurturing your internal talent database. In our upcoming webinar on July 24th at 12:30 PM GMT, we’ll cover: ✅The benefits of owning your talent data ✅Steps to build and manage your internal database ✅Tools and technologies for efficient database management ✅Success stories and actionable insights Ready to leverage your internal database and reduce costs? Click the link in the comments to register for the webinar and secure your spot today!

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As with many other markets/sectors - the various frustrations, barriers to progress, roadblocks, consternation and creeping realisation that the 'old tried and tested ways - no longer works/delivers results' - is also playing out in the recruitment/talent acquisition space. The why is as fundamental as it is jarring; the market is holding a mirror up to business - and is simply demanding new and better ideas. Today, we've invested in some good old R&D/Art of The Possible thinking and have hammered out some fresh ideas to give us that all important edge and USP's. Finding the balance between tech/process driven initiatives - and the importance of in person connectedness/collaboration remains one of our superpowers. The investment and commitment to our international strategy is testament to the confidence we have in our Recruitment 2.0 strategy: 🚀 TalentIQ - our Anytime, Anywhere, Any device - 24/7/365 reach 🚀 Whole of career coaching and pathways for our candidates 🚀 VIP candidate concierge - relocation, wellbeing PA service 🚀 360 recruitment process outsourcing - beefing up capacity/capability throughout 🚀 Hearts and minds post placement engagement/supervisions In amongst all of this; is the importance of levity, having fun - keeping things in perspective - hence our giant heads 'Dales to Delhi' animated story! Priyen Potnis - keeps updating our itinerary; I've got a new definition of 'busy/productive' - and will almost certainly need a holiday on my return. #Internationalrecruitment #Innovation

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How much revenue/spend under management are talent solutions providers responsible for in the UK? Fun Friday Fact....this is now over half of all spend in the UK market. And it's a fair bet to say this will only increase. TALiNT Partners' Top 500 staffing firms report also highlights separately the top #rpo #msp and #talentsolutions providers. If you're a talent solutions provider you are obviously going to want to know where you rank, and if you're a provider to talent solutions firms, you're definitely going to want to know know who's in the report. Get it here: https://lnkd.in/eFCKrc2n #staffing #recruitment TALiNT Partners

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To blur, or not to blur? https://lnkd.in/ePUeGAVc This week I’ve enjoyed lots of positive conversations with both clients and candidates, and we’ve also signed up to a new video interview platform (Odro) which we’re making the most of. I record videos, and interview candidates on video, daily, but I’ve never been entirely sure whether to blur my background. I have a dedicated office during the day, but its clearly a multi-purpose room that’s crammed with musical instruments, a TV that doesn’t seem to fit in any other room, a well-stocked cocktail bar, and often a cat or two (the number of cats staring at me inevitably increases as dinnertime approaches). Like many people, the pandemic was my first real experience of doing my job from home. There were many hilarious moments at first, as I learned the hard way that there is nothing more interesting to a cat than a man on my laptop screen with an animated voice and gesturing hands. So shutting the door of my office to little paws became a habit. But even then, I had a very old TV set in the background of my old house that seemed to generate even more interest than the inquisitive cat (I was once asked ‘wow, does that still work?’ three times in a week). And then one candidate I was interviewing remarked that we both had the same vacuum cleaner. I didn’t really know what to do with that- it was a rubbish vacuum cleaner, so I could hardly compliment him on his excellent purchase. Anyway, blurring my background became a habit, alongside shutting the door.  Sadly, this also seemed to shut the metaphorical door to lots of interesting conversations about cats and guitars (and even one brief jam session). Which seems a bit of a shame, as it’s a nice way to build relationships with other cat lovers and guitar enthusiasts.  On the flipside though, I’ve also been in the unenviable position of having to politely ask people I’m interviewing if they could blur their backgrounds. I’m just trying to help. Spoiler: you’re not going to get the job you’re interviewing for, if your living room resembles the aftermath of a hurricane/3 day bender/alien autopsy. So with this in mind, I will continue to blur. But just for the record, I like cats and guitars, and if we should ever end up in a Teams meeting wherein I discover that you have either cats or guitars in your background, I’ll be happy to break the ice.

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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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Q - "When you say flexible, how flexible to you mean?" A - Very. Hyper-flexible. So if you are struggling with even a few hires embedded talent solutions can now be a viable option. Fractional support with almost no delay in go-live. Root #embeddedRPO #TA #scaling

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Our latest quarterly UK Hiring Manager Insights report is out! Unique insights into the impact hiring managers have on placement outcomes all based on the candidate experience they provide. Get access to the report here - https://lnkd.in/gGSgXVWe

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🌟Thank You to Our Incredible Clients and Candidates! Our Journey wouldn't be possible without you 🌟 Shero Talent Consultancy have had their record month to date!! We are beyond grateful for the love and support that our client and candidates have continuously shown us throughout this journey! The commitment and loyalty from both our clients and candidates has been heart-warming It means so much to us that we can be part of your journey too an helping your business grow and adding to the success of your companies. None of this would be possible without our outstanding support from our candidates and the pleasure we have in placing you all in your next careers. Here's to hitting new goals and celebrating many more successes with all of you! If you don't already please give out page a follow :) ➡️ Shero Talent Consultancy⬅️ #Gratitude #ThankYou #RecruitmentSuccess #ClientAppreciation #CandidateSuccess #Milestones #TeamWork

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As our partner network grows this is why people choose to recruit with us. ✨ Great Role Briefs - We craft detailed role briefs to attract the best talent ✨ Exclusive Focus - Using multiple agencies dilutes priority. We focus on delivering exceptional results. ✨ Transparent Shortlisting - We set clear expectations for candidates, ensuring a smooth process. ✨ Strategic Searches - We find the best candidates, not just the first three. ✨ High Performer - Spotting: We identify top talent to match your needs. ✨ Brand Benefits - Our strong brand attracts candidates who trust us. ✨ Value Addition - Our offer-to-accept ratio is 150% higher than the industry standard. ✨ Retention - 90% of our placements stay in their roles or get promoted within 12 months. Want to see how we can add value to your recruitment process? Let's meet and plan your people strategy for 2024 and beyond! [email protected] 07904057385

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At Axia Recruitment, we believe it's time to change the narrative around workplace norms! Work is a significant part of our lives, and it's essential that we create environments where everyone feels valued, supported, and human. Here are some crucial things we need to normalise at work: ✅ Time off for mental health   ✅ Gaps in CVs   ✅ Asking for help   ✅ Authentic emotion   ✅ Listening to feedback   ✅ Giving people a chance   ✅ Recognising achievements   ✅ Saying NO   ✅ Respecting people have lives outside of work   ✅ Having difficult conversations   ✅ Celebrating when people leave for something better   ✅ Trying and failing   ✅ Promoting from within   ✅ Speaking up   ✅ Hearing people out before jumping to conclusions   ✅ Expressing how we feel   ✅ Sacking toxic people   ✅ Hiring PEOPLE not the CV   ✅ Paying enough for people to live!   ✅ Embracing progress over perfection   ✅ Focusing on value rather than hours worked   ✅ Giving people full autonomy   ✅ Accepting that people can have bad days   ✅ Cheering for that teammate who got the promotion   ✅ Giving people a rise before they hand in their notice   ✅ Replying to candidates   ✅ Being human!!! What am I missing from this list? For more tips and advice, visit our website and subscribe to our newsletter. #WorkplaceCulture #MentalHealth #CareerGrowth #Leadership #HumanAtWork #AxiaRecruitment

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The 2025 LHH UK Salary Guide including market trends and analysis is now live! We’re bringing you all the data you need to stay ahead of the game. From startups to skyscrapers, check out salary trends across company sizes and make your next hire a breeze. Ready to see where your business stands? Download now for the full breakdown and start planning smarter, today. #finance #accounting #humanresources #legal #marketing #communications #supplychain #procurement #sales

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For context.. this was a client who advised us that they were not interested in working with White & Clayton Recruitment because they couldn't add us to their PSL at this time. 3 weeks later.. we have an offer acceptance and some excellent feedback from the same contact who is now looking to be a very strong partner. How did we turn this around?? ⬇️ ❗ We understood ❗ Every experienced recruiter should know how it works on TA's end. If they're telling you they can't sign you up it is normally down to their personal preference, not business policy. We simply angled our reply to this client in a way that let them know we were aware of how our approach can be frustrating but we very quickly provided insight to why we could help them ❗Our Insight ❗ We simply told them our recent activity. We gave them valuable insight to the role in question and why our activity aligned with this and how we could effectively help within an efficient timeframe ❗How This Worked❗ We told the truth 🤣 #whiteandclayton // 📩 [email protected]

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Feeling Ghosted by Recruiters? ‍👻 Don't let your applications disappear into the void... Our blog post unlocks the secrets to standing out and landing your dream job in the competitive UK market. Learn how to craft a compelling application, showcase your value proposition, and build a strong network amongst a number of great tips... Click the link below to level up your job search: https://bit.ly/4f0HeTR

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When we first opened The Recruitment People, we worked non-exclusively with one of our national clients. After seeing our dedication and quality of work, they chose to go exclusive with us—and they haven’t looked back since. Discover why exclusivity makes all the difference. Episode 09 is out now! Watch here - https://lnkd.in/gt7gdYXk #SuccessStory #ExclusiveRecruitment #ClientTrust #QualityHiring #TheRecruitmentPeople #Episode09 #RecruitmentSuccess #HiringStrategy #LinkInBio

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RECRUITER? NEED NEW BUSINESS? 👇 Check out the latest RecConnect Learning Hub. The Modern Guide to Winning New Recruitment Business 💰 23rd April, Online, FREE In the current climate, winning new business is a core focus for most recruitment agencies. Join this webinar to discover how you can get more out of yours and your team's efforts, and the technology you need to be successful. Learn how to: 💥 Lay the fundamental foundations for new business success 💥 Construct targeted outreach 💥 Build pipelines to ensure regular sales 💥 Nurture and close leads 💥 Adapt to changing situations and find winning solutions If you're a recruiter wanting new business, this is the session for you. Sign up today and build your new business strategy to win new clients, develop existing ones, and make more placements. We've teamed up with the brilliant Jay Roberts from Bullhorn for our latest Learning Hub. Register today 👇 https://lnkd.in/esJytHkk

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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The latest Recruiter Insider UK Hiring Manager Insights Report is now available. The impact hiring managers have on placement outcomes cannot be understated and the data clearly shows that a poorer experience leads to less positive placement outcomes. If you are not measuring this you need to be or you are simply missing out on placements. Come talk to me about how we can help you plug this gap. Download the latest report here - https://bit.ly/3Ye3AuP

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