👨🏻‍💻 Matthew Ellis

RPO Providers: A Look into 2025. How will RPO shape 2025? In the dynamic landscape of Recruitment Process Outsourcing (RPO) in the UK and Europe, 2025 is set to be a significant year. Companies are increasingly seeking efficient ways to handle their recruitment needs, and RPO providers are expected to step up to this challenge. Why the growing confidence? Transparency, cost-effectiveness, and expertise. We’re witnessing a surge in demand for agile and adaptable RPO solutions that can scale with business needs. This isn’t just about filling positions; it’s about strategic alignment with organisational goals. Recent studies show that 73% of European companies plan to increase their investment in RPO by the end of 2025 (source: ERE Recruiting Intelligence). Why is this important? Because this shift underscores the critical role that RPO providers are playing in bridging talent gaps and driving growth. The European market is diverse, and the ability to cater to this array of needs while maintaining a standard of excellence will set top RPO providers apart. Those who can offer tailored solutions and deep industry insights will lead the pack. What’s your experience with RPO providers? Do you see this trend growing in your field? Share your thoughts in the comments or get in touch directly. Visit www.biggsolutions.com for more insights, or contact me directly on: [email protected] | +447739588448 • Value for money • Expertise • Strategic alignment #Recruitment #TalentStrategy #RPO2025

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Bit late to it... but better late than never, right? Rundown of Q2 in Team Java & Kotlin incoming ➡➡➡ 💪🏼 122% of our quarterly target 💸 Highest billing UK team at Understanding Recruitment 🏆 We hit our team incentive 📅 23 new client meetings ✅ 1.09 CV : 1 Interview ratio It's no secret that the last 18 months haven't been the smoothest sailing for the tech market, but one thing for certain is that things are moving in the right direction. What have we got in store for Q3? 💥 If you're looking to scale your engineering team this quarter and need some advice or support, feel free to reachout for a chat about how we can alleviate some of the headaches that come with hiring! #quarterlyupdate #hiring #techrecruitment #java #kotlin

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🔋 Looking for Talent in Battery Technology? We're the Specialists You Need! At Cubiq Recruitment, we’re not just recruiters—we’re Battery Tech recruitment enthusiasts with deep industry expertise. Whether you’re building teams for EV battery production, energy storage, or cutting-edge battery innovation, we’ve got you covered for roles across the US & Europe ! 🚀 Here’s why you should work with us: ✅ Industry Expertise: We understand the unique needs of the battery sector—from raw materials to manufacturing, R&D, and safety innovations. ✅ Extensive Network: We’ve built strong relationships with top talent and leading companies in the battery space, ensuring you get the best match for your team. ✅ Tailored Solutions: We know that every role is different, and we customize our approach to ensure you find the perfect fit—whether it’s engineering, management, or specialized R&D positions. Don’t leave your hiring to just anyone—work with specialists who understand your industry inside and out. Let’s build the future of battery technology together! 💡 #CubiqRecruitment #BatteryTech #Recruitment #TalentSpecialists #BatteryInnovation #EV #EnergyStorage #CleanEnergy #GreenTech #Hiring #BatteryManufacturing #R&D #Recruitment

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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 🤣

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In my post today, we're looking at a shift in the world of recruitment. Last week, the European Union published the Artificial Intelligence Act in the Official Journal of the European Union, and it's set to rewrite the rulebook for how businesses use AI. But what does this mean for recruiters and employers? Let's break it down into bite size chunks. First, let's be clear: this isn't some obscure tech regulation. It's a sweeping law that will affect any company using AI in the EU, including those in recruitment and HR. If you're using AI to sift through CVs or conduct video interviews, you need to sit up and take notice. The Act takes a risk-based approach, categorising AI systems based on their potential impact. Many recruitment tools could (more than likely) be classed as 'high-risk' because they influence people's job prospects and, by extension, their livelihoods. This classification brings with it stringent requirements. For recruiters and employers, the implications are significant. You'll need to ensure your AI tools meet new standards for fairness and transparency. Can you explain how your AI makes decisions? You'll need to. Are you certain it's not discriminating against candidates? You'll have to prove it. The Act also raises the stakes on data protection. If you're handling candidate data, the rules are about to get tighter. And if you're using AI to make hiring decisions, you might need to introduce human oversight. The penalties for getting this wrong are severe. Fines could reach €30 million or 6% of global turnover, whichever is higher. It's a figure that should make any business pause for thought, as they did with the introduction of GDPR. But it's not all doom and gloom. The Act includes measures to support innovation, particularly for smaller businesses. Companies that adapt quickly could gain a competitive edge, positioning themselves as trustworthy and ethical in an increasingly AI-driven job market. So, what's the bottom line? If you're in recruitment or HR and you're using AI, you need to act now. Review your tools, understand the new rules, and start planning for compliance. This isn't just about ticking regulatory boxes; it's about maintaining trust with candidates and employees in a world where AI is increasingly making decisions that affect people's lives. The question is: are you ready for it? As we've seen, the timeline for implementation is staggered. Within six months, prohibitions on high-risk practices will be enforced. By the one-year mark, we'll see the appointment of oversight authorities. And within two years, stringent obligations for high-risk AI systems will come into play. That’s my look at the EU AI Act and its implications for recruitment. The clock is ticking. It's time for recruiters and employers to prepare for a new era of AI regulation. Keith Rosser Lord Holmes Better Hiring Institute (BHI) Tania Bowers APSCo

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Recruitment is a time-consuming ball-ache. It takes time to: → Write adverts → Research keywords → Manage PPC budgets → Respond to candidates → Pre-screen and filter people → Headhunt passive candidates The answer? > Agencies – Bit pricey. > Do it yourself – Errm, no thanks. > In-house team – Expensive and resource-heavy. Or, how about... 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 – Yes! Automating your recruitment will: 1. Speed up the process 2. Free up your time 3. Save you money 4. Deliver better results Ready to automate? Let's talk 👍 #WeAreSpot #Recruitment #Automation #HiringSolutions

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Agency recruitment hiring managers usually are excellent salespeople - their primary job during the internal interview process is to sell their firm, team, and the role so they can attract top recruiters to join their firm. Ideally, they sell the role transparently + effectively AND deliver on their promises once the new recruiter starts. This isn't always the case, though - falling for a bait & switch is a common mistake that experienced recruiters make - it can be very challenging to get your career back on track after a bad move. The top interview tip for experienced agency recruiters to use to hedge the risk of being sold a *fake* dream when interviewing is: Ask granular, tactical follow up questions to all the sells you're being given. It very quickly cuts through the BS. For example: A hiring manager [over]selling year 1 OTE says, "We are soo good at what we do that it would be crazy if you don't make AT LEAST $150k in your first year - you probably will earn well beyond that!" Example follow up questions could be: "That sounds amazing! Can you break the numbers down for me on how that would work?" "How many first year recruiters on your team earned beyond $150k? How much did they have to bill to be able to do that?" "How much are first year recruiters billing on average? How many deals do you expect first year recruiters to do, on average? How many achieve that goal?" (cross-reference this with their commission structure to do the math for yourself & see if it checks out) "What were the team's average earnings last year across all experience levels?" "What do the top performers make? What did average performers make? What do the lowest performers make?" Granted, they may not share all of this info with you until later in the process/closer to offer stage, but the general idea of digging into all info further is the best tool you have to verify what you're being sold. I always recommend asking similar questions to different people in the interview process to see if everyone's answer is similar to cross-reference info, too. If you bring a tone of genuine curiosity when asking these questions, it typically doesn't put the interviewer on the defensive (not your goal) so you can gather enough intel to gauge whether you're being told the truth or not. If your gut is telling you something's up, keep asking question(s) in different ways until you've triangulated enough info to get to a version of the truth. In my experience, hiring managers at high quality agencies don't tend to oversell their firm/the role with grandiose statements - instead, they understand that transparency builds trust and they want to hire experienced recruiters who know what they're getting into and are up for the challenge (good, bad, ugly) . As an experienced recruiter, the questions you ask in the interview process are critical to make sure you're getting the info you need to make an informed, diligent decision.

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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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Get ready for a secure and efficient recruitment process utilizing AI with our guide, ‘Fair Play: Ethical AI in Talent Acquisition’, where we: - Explore the significance and importance of ethical AI - Explain the difference between ethical and responsible AI - Share how best to mitigate the risks in talent acquisition - Lay out how to ensure responsible and compliant deployment - Share our top 4 practical steps for TA leaders - Dissect the global governance environment - Explain how to stay ahead and empower your workforce with ethical AI skills Find out how to make ethical AI work for you at any stage of your AI journey: https://lnkd.in/ecEXjuhd #Hiring #Recruitment #TalentAcquisition #ArtificiaIIntelligence #Technology

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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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Do you ever get frustrated when you're looking for Sales candidates with experience in emerging AI technologies, but very few are available? Well, now you won't. Cloudcat Recruitment has broken down the SaaS market into 200 sectors, and identified Software which is adjacent and transferable to your new AI technology. With this demarcation, you can build a mature Sales team with proven winners who have sold a very similar software to a very similar end-user. Check out the example below to learn more about how Cloudcat Recruitment has broken down the SaaS space into contingent parts, and how we categorise similar technologies in underdeveloped or saturated candidate pools.

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Adding that personal touch to create a lasting impression on clients and candidates is always a timeless practice, no matter how modern your approach. It's never old school. 📃 #resumeformatting #cvformatting #cvparsing #cvformatter

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AI & Automation in Recruitment: Embracing it or hiding from it? ✨🤖 In today’s competitive job market, leveraging AI and automation isn’t just a nice-to-have—it's a game-changer! Here's what we have found in our business ✅ We Get An Efficiency Boost: Automated processes reduce time-to-hire, allowing our recruiters to focus on the human element—building relationships and cultural fit. 🕒🤝 ✅ We Give An Enhanced Candidate Experience: From AI-driven chatbots 🤖 to streamlined application processes, candidates enjoy a smoother, faster journey. ✅ We Offer Unbiased Screening: AI can help mitigate bias in the hiring process, ensuring a fairer, more inclusive selection. 🌍✌️ The future of recruitment is already here, and it’s powered by AI and automation. Its allowed us to grow our business over the last 3 years without the cost/risk of hiring lots of people... Are you ready to embrace it? #HiringRevolution #AIFuture #RecruitmentTech

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Brace Yourselves: Project Jarvis will take over your PC Recruitment Leaders, are you ready for a seismic shift in our industry? Google's Project Jarvis is about to change the game. It will literally be able to take over your web browser and perform repetitive tasks such as researching candidates to scheduling interviews Think about the implications This isn't just about efficiency; it's a fundamental change in how we operate. Jarvis has the potential to revolutionise market mapping by rapidly analysing industry data and identifying top talent. It could also supercharge candidate research, providing in-depth insights, from multiple sources not just LinkedIn, into a candidate's background and cultural fit. Are you prepared to adapt and thrive in this new AI-driven landscape? Here's the challenge: Upskill your teams: Embrace AI tools and train your recruiters to work alongside them. Rethink your processes: Identify areas ripe for automation and streamline workflows. Focus on the human element: Cultivate the uniquely human skills that AI can't replicate – empathy, relationship building, and strategic thinking Project Jarvis is set for limited release with a full showcase this December. Don't wait until it's too late. Start preparing now, or risk being left behind. Book a meeting in my diary if you'd like to streamline processes in your business: https://lnkd.in/eqSMZmDr #AIinRecruitment #FutureOfHiring #RecruitmentAutomation #TalentTech #recruitmentTraining

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Is your recruitment strategy in need of a boost? 📈 Our Ultimate Guide to Hiring & Retaining Marketing, Sales & Tech Talent is here to help you attract top talent and streamline your hiring. Discover how to: ✅ Create compelling job descriptions ✅ Enhance the candidate experience from start to finish ✅ Accelerate your hiring process without compromising quality ✅ Strengthen your employer branding to attract top performers ✅ Promote internal mobility to nurture and retain existing talent ✅ Foster diversity and inclusion for a richer talent pool ✅ Highlight key benefits that will make you stand out ✅ And more! Request a free copy of the Ultimate Guide to Hiring & Retaining Marketing, Sales & Tech Talent below! 👇 https://lnkd.in/dwWRgeME

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Why Ark Recruitment is Ahead of the Curve in Talent Sourcing 🌟 Traditional recruitment feels like searching for a needle in a haystack, doesn’t it? At Ark Recruitment, we’ve turned that on its head with proactive sourcing techniques that truly set us apart. 🚀 Rather than waiting for candidates to find us, we harness cutting-edge technology and an expansive network to identify top talent even before the need arises. This means we can swiftly connect the right people with the right roles, ensuring both skills and cultural fit. By the time you need someone, we’ve already got a shortlist of exceptional candidates ready. It’s about time recruitment caught up with the future—and at Ark Recruitment, we believe that future is now. #ProactiveRecruitment #TalentAcquisition #FutureOfWork

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Some really positive signs for the recruitment industry in Aprils market performance update from the Firefish Software Job Flow Index📈. TL;DR🚀: - Total volume of placements increased 28%. - Temp and Contract placements increased 38%. - Perm placements were down 3%. Further insights📖: - Jobs created increased 6% on the month. - Job Adverts were up 13%. - Perm Engineering placements were up by 18% as average Revenue per Recruiter grew 59% on the month. - Average Revenue per Recruiter in temp Construction increased by 54% and 38% in Blue Collar recruitment. More sector-specific performance🔮: - Explore here:  https://lnkd.in/ei_wDJzM

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As a rec2rec, confidentiality is a KEY foundation of my recruitment practice. Agency recruitment is a tight knit industry since agency leaders tend to know leadership from other agencies which can be a huge source of anxiety when recruiters want to passively explore the market to move agencies. Unfortunately, I've heard plenty of horror stories about rec2recs who don't understand this and/or consider the potential repercussions of a recruiter "getting caught" interviewing with another agency while they're still with their current firm. These horror stories have made some recruiters wary of rec2recs and I understand blame them because if some rec2recs are doing their candidates dirty, that reflects poorly on all of us regardless of whether we were involved. This is a big reason why I work with candidates exclusively - my competitors' business practices are typically underhanded/dirty (not all, but plenty) so I run into ownership issues due to the candidate being submitted without consent which is a headache and makes us all look bad. Backdoor referencing is a big concern for employed recruiters who are interviewing because it can jeopardize their ability to leave on their own terms (if they decide that leaving is the right move since staying is always an option). Interviewing as a passive candidate shouldn't result in your spot getting blown up from a lack of confidentiality via your rec2rec being a double agent (e.g. telling your manager you're interviewing - I'm guessing as a BD tactic?? Idk - or anything similar), the hiring manager carelessly backdoor referencing so word gets to your manager that you're looking, etc. Picking your rec2rec CAREFULLY is super important, especially as a passive candidate. Maintaining confidentiality is a CRITICAL cornerstone practice for any rec2rec who actually cares about the market - nothing positive comes from being careless here since it has a REAL impact on people's lives/livelihood so it's not a light matter. Agency-to-agency rec2rec is HIGHLY candidate driven, so building trust in the candidate/recruiter relationship is critical to a successful process. My reputation is my biggest asset, so using shady tactics or practices would irreparably harm my reputation which hurts me just as much as it would my candidates so that keeps me in line :) Also, we don't BD clients (for many reasons - mainly bc most agencies aren't attractive haha) so never spec out candidates - especially poorly executed specs (aka including the candidate's name, which HAS happened). We only partner with dedicated clients who we have longstanding relationships with - they understand the importance of confidentiality in process. If you're a serious agency recruiter who is interested in exploring the market, let's chat. I'm very upfront about my process and will keep you in the loop about what's happening every step of the way so there are no surprises.

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I completely agree, AI can revolutionise recruitment with speed and fairness, but it cannot fully replace human intuition. I also believe a hybrid approach leveraging AI for efficiency while retaining human judgment for cultural fit and potential is the ideal balance.

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