James Mitra

Another excellent article by Jo Major (She/her) of Diversity in Recruitment exclusively for The HR World A big topic and well worth 10 minutes of your day!

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Check out the latest blog post from Elite People Partners: How to Cultivate Top Talent While Navigating a Volatile Job Market

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Wanna find out more about TikTok and how it can help you reach more candidates for recruitment? Check out this free webinar session hosted by our very own Aliai Canetti and Eilis Buggy https://lnkd.in/dgmeb-S2

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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To help investment funds access and attract the industry’s top talent, we need to have a fundamental view of the key motivators of the candidates they are targeting. First launched in 2016, Kea’s Talent Shift report is a deep dive into the motivations of candidates who are seeking moves into investing. This year, our Vice President of Research & Insights Dan Thomassen has refreshed our findings, surveying heaps of candidates across backgrounds to form the most comprehensive understanding of what really drives their motivations for the buy-side. Among other topics, our full 26-page report gives detailed insights into: 💡How candidate motivations have evolved since 2016 💡How motivations between men and women compare 💡How consultants and investment bankers differ in motivations 💡Key motivators for socially and ethnically diverse candidates This blog post provides a small window into the work we have done. But, do get in touch if you’d like a copy of the full report and to schedule a chat thereafter! #PrivateEquity #ExecutiveSearch #Insights

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Competition for Cleantech Talent is intensifying, and our insight unveils a strategic hiring approach. By onboarding both experienced senior leaders and next-gen talent simultaneously, we reduce the team's learning curve. This enables senior experts to swiftly align cleantech insights for commercial success. Learn more about this trend: [Link to article](https://lnkd.in/gkVug5am) Tell us how your firm is building cleantech expertise by commenting below. #cleantech #careers #jobs #careeradvise

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🎙 RECRUITMENT SMARTS LIVE SHOW - 23rd May Our second live show for next week is happening on the 23rd of May! 🎉 Join Louise when she chats with Dave Jenkins, Founder and CEO of Wave, on the 3 W's that eliminate Recruitment FOMO! In today's competitive market, every job advertisement must optimize its return on investment (ROI). Join us to find out what the 3 W's are! Join us by registering here 👉 https://lnkd.in/etCbxxZr #RecruitmentSmartsLive #Data #Insights #LiveStream #LiveShow #UKjobs #ukrecruiter Louise Triance ⭐️

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Struggling to find top candidates in today's competitive recruitment market? Say goodbye to outdated employer branding strategies! Watch James Whitelock’s exclusive interview, hosted by Sean Allen, where he unveils the Top 10 Employer Brand Hacks for 2024. Get ready to discover innovative, actionable strategies tailored for the current talent landscape. Watch the interview here: https://lnkd.in/e-RFfYGP Download the presentation here: https://lnkd.in/eDKVP6Nf #EmployerBranding #Recruitment #RecruitmentMarketing #TalentAcquisition #ThinkinCircles

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🔥Female-Led Recruitment Start-Ups 🔥 Top Tips on researching your market for recruitment success. Deep market knowledge sets the foundation for a successful recruitment agency. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Here’s our top 3 on market research: 🔥 Identify Your Niche: Focus on specific industries or job types where you can offer the most value. 🔥 Analyse Competitors: Understand what competitors offer and how you can differentiate your agency. 🔥 Stay Informed: Keep up with industry trends, job market changes, and potential client needs. Helen says…There are definite pro’s and con’s of niches, but generally having a niche makes all of your activity much more strategic and it’s much more attractive for prospective clients and candidates. It also makes you much more scalable and saleable further down the line. #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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Why I've Dedicated My Career to Retained Search in the R2R Space   In an industry often driven by transactional relationships and quick wins, I've carved out a different path.   Over two decades of headhunting within the recruitment sector has taught me one fundamental truth: true talent acquisition is about forensic precision, not volume metrics.   As a retained search specialist focusing exclusively on the recruitment sector, I've built my reputation on being a genuine hunter. Not the type to hide behind LinkedIn messages or rely solely on database searches.   My approach? Rolling up my sleeves and diving deep into market mapping to uncover those exceptional recruiters and leaders who can genuinely transform organisations.   Why retained? Simple. It creates a partnership, not just a process.   When a client commits financially to a search, it establishes a foundation of mutual investment. This commitment grants me the access and influence needed to manage the hiring process effectively - from securing interview slots with busy Directors to obtaining timely and meaningful feedback that shapes the search strategy.   Over the years, I've grown a network of c.19k recruitment professionals spanning the UK, US, Europe, and Asia. But it's not about the numbers. It's about the relationships. Each connection represents a potential game-changing placement or a valuable source of market intelligence.   My track record speaks for itself - approximately 450 successful placements of experienced recruiters and leaders since establishing my business.   What truly sets my approach apart is the bespoke nature of each search. Cookie-cutter solutions don't work in high-stakes hiring. Every client has unique needs, cultures, and challenges that demand a tailored strategy.   The recruitment landscape has evolved dramatically during my 20+ years in the industry. What hasn't changed is my commitment to being a proactive partner rather than a passive service provider.   Success in retained search isn't just about filling positions - it's about shaping organisations through strategic talent acquisition.   To those considering the retained search model for their critical R2R hires: it's not just about securing a fee upfront. It's about committing to a partnership that delivers superior results through focused, dedicated effort.   In an industry where everyone claims to be a specialist, true expertise is demonstrated through consistent delivery and long-term relationships.   The future of recruitment continues to evolve, but the fundamentals of successful headhunting remain constant: deep market knowledge, genuine relationships, and a commitment to excellence.   That's why I remain passionate about retained search - it's the model that truly serves both clients and candidates in achieving their strategic goals.   #RecruitmentIndustry #RetainedSearch #HeadHunting #TalentAcquisition

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Do you know about Masters's #DEIRetention programme? 🌟 This course is an indispensable tool for companies seeking to uplift their organisational culture and drive meaningful change in diversity, equity, and inclusion (DE&I). Designed by the noted DE&I authority Gary Loke, our programme goes beyond the basics, intertwining advanced DE&I strategies with your core organisational objectives. Learn how to create a workplace that truly values diversity, ensuring that every team member feels seen, heard, and empowered. This is not just about meeting quotas or ticking boxes; it's about building a foundation for innovation, employee engagement, and sustainable growth that aligns with the ethos of Environmental, Social, and Governance (ESG) standards. In today's global marketplace, cultural intelligence and inclusive leadership are not just advantages—they're necessities. Enrolling in our #DEIRetention programme is the first step in preparing your organisation for a future where diversity and inclusion are at the forefront of success. Take the lead in shaping an inclusive future! https://lnkd.in/dYtVDnMG #DEIRetention #diversityandinclusion #empowerment #futureofwork

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Imagine a world where finding top tech talent is seamless, strategic, and—dare we say—future-proof. 🌍 At Key Global Recruitment, we’re fusing cutting-edge tech with genuine human insight to reshape recruitment from the ground up. Our new vision? It’s ambitious: from AI-driven screening to global expansion, we’re setting a new standard in tech hiring. Curious about how we’re redefining the future of recruitment? Dive into our deck to see what’s next. ➡ #NextGenRecruitment #KeyGlobalRecruitment #FutureOfWork #ADHD #FutureOfHiring #RecruitmentInnovation #KeyGlobalRecruitment

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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

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🚨 New Blog Alert! 🚨 In today's fast-paced world, recruitment needs are anything but static. Yet, one of the most common responses we hear is: "Thanks for reaching out. We have all our recruitment needs in place and have appointed consultants for any future requirements." 🤔 This mindset might seem practical, but it’s actually holding companies back from growth and agility. In my latest blog, I dive into why sticking to this rigid approach is a missed opportunity and how keeping recruitment strategies flexible can unlock long-term success. 💼 Here’s a glimpse of what I cover: 🌍 The Fluidity of Talent: Your needs today could change tomorrow. 🛠️ Specialized Expertise Matters: No one recruiter can do it all. 🚀 Agility is Key: The businesses that thrive are the ones that adapt quickly. 🔍 Top Talent is Always Moving: Great candidates aren’t always looking, but that doesn’t mean they’re unavailable. 📈 Flexibility = Future Success: Sticking to a rigid recruitment plan can limit growth. Curious to learn more? Check out the full blog for insights on why a flexible, multi-partner recruitment strategy is essential for staying ahead in today’s dynamic business environment. 🔗 https://lnkd.in/emfZPCwF #RecruitmentStrategy #TalentAcquisition #BusinessGrowth #Agility #TopTalent #HiringBestPractices #Adaptability #FutureOfWork 💡

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Interested in attracting and retaining top talent? Have a look over some top tips for engaging with the market’s best professionals: https://lnkd.in/eqaSP--e FileWave's Director of People & Workplace, and Podcaster, Stefan Berndt, talks remote solutions for promoting effective collaboration and communication at a global leader in UEM, ITAM, & MDM software. We hear insights on remote interview practices, what makes FileWave attractive for employees, along with strategies in remote teamwork, and how to build an OOO environment. In similar fashion to how FileWave®, a pioneer in unified management for devices and platforms, helps promote technical solutions in any environment, Stefan's role as Director of People & Workplace embodies this on a more human level. #x4talks #x4lifesciences #remotework

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DEI is a change management programme! It needs: ✅ Exec sponsorship ⬆ Leadership accountability 💰 Appropriate investment 📈 Milestones targets and measures 📊 Project management capabilities 👩‍👩‍👧‍👦 The ability to engage and influence DEI initiatives, programmes and strategies that don't have the above fail. Negatively impacting EVP, investor appetite, talent management and reputation. Would you add anything?

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