Hung Lee

Is outdated recruitment holding your business back? 🕰️ In today’s fast-moving job market, relying on outdated recruitment methods can be a major setback. Rigid processes and generic matching often overlooks the top talent needed to drive innovation and growth. At SONDR, we’re challenging the norm by focusing on tailored, dynamic hiring strategies that look beyond just CVs to find real, impactful talent 🚀 #Recruitment #ChallengeTheNorm #DynamicHiring

1

So I posted on Tuesday how we currently have on our RecWired+ platform - 205 Videos across juniors, seniors and founders (including 12 as live sessions with Dan and the groups) 289 Podcasts, templates, tools, articles and downloadable materials (we have weekly content added on this across all areas) Want to see whats included? Below is a link to request a copy of what you will have access too 😀 😀 #recruitmenttraining #recruitmentcommunity #recruitment #recruitmentagencies #agencyrecruitment

2

1 Comment

PR Recruitment has been - and always will be - a constant challenge for agencies. Although this year is feeling slightly different. Agencies are trying to balance hiring needs with an inconsistent market and slow sign-offs on new business. Talent is harder to entice to new opportunities, with job security remaining front of mind. A lot of agencies are asking, for all of the redundancies that have been made, where is the talent? They are simply getting absorbed into what is still a candidate short market. There are more jobs than talent. As highlighted in the below PRWeek UK article, investing in your employer brand has become critical to attracting and retaining talent. This includes: - Building your agency's LinkedIn presence - Contributing to industry media coverage - Evolving your benefits package to align with your agency's values - Telling your agency's story when interviewing including agency growth, agency goals, and career opportunities. Be specific about what sets you apart. Want some help attracting top PR talent? Drop me a line for recruitment packages and employer brand consultation - [email protected] Thanks for including us Eliza Wiredu. https://lnkd.in/eMkArE4G

21

1 Comment

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

9

Recruitment consultants bridge the gap between remarkable talent and the businesses that need them, especially when it comes to niche roles that are as scarce as hen's teeth. Here's the inside scoop on the value they bring 🚀: 👨‍💼 Deep Dive into Industry Networks Successful headhunters don't just scrape the surface; they delve into the depths of industry-specific pools to lure out elusive top-notch professionals. . 🎯 Precision Matching: The Bullseye Approach It's not about firing arrows into the void; it's about hitting the bullseye with a bespoke candidate profile that fits the role like a glove. They don't just fill positions; they craft a perfect synergy between candidate and company culture. 🔍 Scrutinising Skills with a Fine-tooth Comb When it comes to specialised roles, it's not just about ticking boxes. Recruiters meticulously vet for niche skills that ensure the candidate is not just competent but is poised to excel. It's this blend of deep industry knowledge, targeted search strategies, and rigorous vetting that allows recruitment consultants to deliver undeniable value in the relentless quest for top-tier talent. #RecruitmentConsulting #TalentAcquisition #SpecialisedRoles

1

1 Comment

👏Female-Led Recruitment Start-ups - Top daily motivational tips👏Your pricing strategy can significantly impact your agency's success. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Consider these points: 💰 Competitive Analysis: Understand your competitors' pricing to position yourself effectively in the market. 💰 Value-Based Pricing: Set prices based on the value you provide to clients, not just market rates. 💰 Flexibility: Be open to negotiating and adapting your pricing based on client relationships and project complexities. Helen says…'If you start off low, it’s impossible to hike up the price further down the line. If you set your bar relatively high from the outset of your business and build a great proposition and rationale behind it, you are sure to secure great quality business with quality clients' #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

3

What THREE things do you need to learn FAST to be successful in moving from Agency grafter to Talent expert? Alderson James started life as a Rec2Rec adventure into the "known unknown". Back in 2013, I never thought we would be where we have got to so far. In that time we've worked with over 550 clients worldwide placing Recruiters of all specialisms - growing from a core original focus of placing recruiters, firstly into Agency roles, to now encompassing Talent Acquisition, People & HR, Executive, Sales, and Tech - via our core hiring and consulting models like FLx and GTMX. I firmly believe that nascent focus has bred an inherent appreciation of the core behaviours and traits that shape successful recruiters when moving from Agency to In-House Talent Acquisition channels. In the video below I share my opinion on the quick wins that contribute to that career path that leads from successful Agency recruiter, to powerhouse Talent hero... #talent #agencyrecruitment #aldersonjames

43

4 Comments

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

22

1 Comment

Many UK recruitment consultants aiming for the US market start with a solid understanding of their home territory. And that makes sense. But they often struggle to navigate the complexities of the US market, including local laws and market demands. This happens because the US market is different—fast-paced, diverse, and requiring a tailored approach. You may find yourself offering compensation packages that miss the mark, which results in missed hires and wasted effort. But there's a better way: The US Recruitment Academy 🎓 A course designed to elevate consultants skills, providing strategic insights from those who have successfully billed over $1 million+ in the US. Are you ready to level up your US recruitment strategy? 🛠️ Register here : https://loom.ly/Lt1x7mA

22

The Fear of Obsolescence Will Force Companies to Increase Spending in Career Development & mobility Here’s a breakdown of the concept and why companies might increase spending on career development and mobility due to the fear of obsolescence: **Fear of Obsolescence in the Workforce** 1. **Technological Advancements**: - Rapid advancements in technology (e.g., AI, automation, digital transformation) are changing the nature of jobs, making certain skills and roles obsolete. - Employees fear their current skills might become outdated, leading to job insecurity. 2. **Changing Market Demands**: - Industries are evolving, and new skills are in demand. For example, digital literacy, data analytics, and green technologies are increasingly sought after. - Companies recognize that their existing workforce might not possess these new skills, risking a competitive disadvantage. 3. **Workforce Expectations**: - Today's employees, particularly younger generations, prioritize continuous learning and career growth. - If companies don’t provide development opportunities, they risk losing talent to competitors who do. **Increased Spending on Career Development & Mobility** 1. **Upskilling and Reskilling**: - To combat the fear of obsolescence, companies are investing in upskilling (enhancing current skills) and reskilling (teaching new skills) their employees. - This ensures that their workforce remains relevant and capable of meeting future challenges. 2. **Career Mobility**: - Career mobility refers to the ability of employees to move laterally within an organization or even switch to entirely new roles. - Companies are increasingly supporting internal mobility through structured programs, mentorship, and by offering diverse career paths. 3. **Lifelong Learning Platforms**: - Businesses are investing in online learning platforms, workshops, and certifications to provide continuous education to employees. 4. **Talent Retention**: - By investing in career development and mobility, companies not only avoid obsolescence but also improve employee retention, engagement, and satisfaction. 5. **Strategic Workforce Planning**: - Companies are aligning their workforce development with long-term strategic goals, ensuring that they have the right skills in place to adapt to market changes. - This includes forecasting future skill needs and proactively developing talent to fill those gaps. **Why This Matters** - **Competitive Edge**: Companies that invest in their employees' growth are better positioned to innovate and compete in a rapidly changing market. - **Employee Loyalty**: Employees are more likely to stay with a company that invests in their future, reducing turnover and associated costs. - **Adaptability**: A workforce that is constantly learning is more adaptable to change, which is critical in uncertain economic and technological landscapes.

6

Scale-Ups have the greatest opportunity to create a disproportionate competitive edge by doing ONE thing right.... RECRUITMENT. Done correctly, here are some of the outcomes you can achieve: 🔥 100% Offer Acceptance 🔥 50%+ Conversion rate of Passive to Active Candidate 🔥 Sub-5% Attrition 🔥 3+ Years Average Tenure ☝ All boils down to the candidate experience you create. It's never too late to change or improve.

4

🔍 Navigating the Evolving Talent Market 🔍 HR Directors, are you prepared for the shifting landscape of the UK talent market? High vacancy rates and the struggle to find the right skills are challenging traditional hiring methods. The demand for technical skills, Brexit impacts, and changing workforce expectations are just some of the hurdles we confront. Stay ahead and adapt with our Talent Solutions Ultimate Recruitment Guide. 📈 👉 Message me to receive your Recruitment Guide. #TalentAcquisition #HR #Recruitment #WorkforcePlanning #UKJobs #FutureOfWork

4

1 Comment

What is happening in our market? We get asked this daily. Still not easy to predict trends but one good sign is… - graduate hiring And - Exec hiring Across US and UK are busy! Get in touch with our teams Francesca Batt Peter Bryant for a full overview of US and UK recruitment trends #recruitment #market #recruiting #staffing

18

3 Comments

Data insights every agency Owner/Director/Consultant in UK should know. Measuring the candidate experience throughout the entire hiring process is crucial to making more placements. If all you are doing is measuring those at the placement stage you are making less placements than you should be. You don't have believe me, but you should believe the data, the data doesn't lie (not that I do but the data is irrefutable). The data attached clearly shows that when you provide an exceptional experience throughout the entire process (which is how this data is collected on Recruiter Insider) fill rates sky rocket! Additionally when your clients get it right your chances of filling the job are also significantly higher. Our clients use this data to educate and help their clients and the results are clear, it works! Both the consultant and the hiring manager play a key role in ensuring the desired outcome is achieved. There are no short cuts! If you want to make more placements book a demo with us - https://lnkd.in/gJK_cpHv

7

Explore the critical role of clear messaging in recruitment ads with Steph, marketing lead at sympl🌟 Why is clarity in ad banners essential for attracting the right candidates? 🚀 Data shows that clear and concise ad messages can improve applicant quality by 50%. Straightforward communication in recruitment visuals is your best course of action.📊 Did you miss our webinar "The future of recruiting is social media"? We've got you covered. It contains essential strategies to streamline your recruitment process. Register now to access the recording and learn how to attract so many talented candidates - you’ll never stress about a vacancy again. Request the recording here 🎥 https://lnkd.in/ej5dymDp - Making recruitment sympl - #onlinerecruiting #HRwebinar #HRinnovation

4

1 Comment