Kathy Pelich

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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Recruitment consultants are drowning in notifications. And guess what? Most of them are getting ignored. ❌ Too many alerts = overwhelm. So, how do you cut through the noise? Prioritise. Minimize. Focus. Only the key alerts should make it to their desks. The right tasks at the right time – that’s how you drive results. Pro tip: Tell your recruiters ➡️ Why they’re getting the alert. ➡️ Who it’s about. ➡️ The exact steps to follow. One of my clients even weaves in advice from their internal recruitment trainer right into the notifications. It’s like having a personal coach guiding consultants every step of the way. But what if I told you that you could take this a step further? That’s exactly what I’m offering: Join me for a weekly online session over 4 weeks, and I'll personally show you how to set up 4 brilliant business development automations within Bullhorn Automation. With these automations: 🏆 Cut through the noise with perfectly timed notifications. 🏆Ensure your consultants focus on what truly matters. 🏆 Drive more client leads effortlessly. 🔹 Just 60 minutes a week for 4 weeks = more clients, more leads, more success. If you're ready to take your BD strategy to the next level, DM me the word "BOOTCAMP," and I’ll send you the details. Let’s turn your notification chaos into a streamlined, high-performing system.

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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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BREAKING NEWS: Affected by the recent Tech Lay Offs? In recent months, we’ve seen significant layoffs across the technology sector as companies face economic challenges and reassess their workforce needs. It’s heartbreaking to see so many talented individuals, friends and former colleagues, affected by redundancy. To those impacted, remember: This is just a setback. It most certainly is not the end of your journey. Here are three steps you can take to rebound stronger: Leverage Your Network: Don’t be afraid to reach out! Use platforms like LinkedIn, alumni networks, and industry groups to connect with former colleagues, mentors, and hiring managers. Many people are willing to help, but they need to know you’re looking. Reskill and Upskill: Now is the perfect time to invest in learning. Explore courses in AI, data analytics, cybersecurity, or leadership development. Companies are still hiring for roles with future-focused skills. Take Time to Reflect: Use this as an opportunity to reassess your career goals. What are you passionate about? What’s the next step for you? Sometimes, a forced pause can open new doors and ignite a fresh sense of purpose. 💬 Let’s support each other in these challenging times. If you’ve been affected or are seeking new opportunities, feel free to share your story below or connect with me directly. #TechLayoffs #CareerResilience #Upskilling #Networking #JobSearch #TechIndustry #Leadership

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There's encouraging signs for tech sellers in the UK job market 😎 These 3 things happen regularly in a boom market But haven't really happened at all in 2024 Until this week! 🙌 Returning ESP customer unfreezing headcount, looking to hire multiple roles 🙌 Internal referral within a hiring company "I'm hiring and so are my 2 colleagues..." 🙌"We've just done our 2025 plan and need 7 new sales people by Q1" Small steps but here's hoping positive things to come! #salescareers #saas #recruitment

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"We have lots of candidates but just not the right ones" A big theme coming from my conversations with hiring managers and TA teams across Europe - especially ones hiring really Senior Engineering talent, and Leaders too. It is clear things have changed in Tech hiring in the last 18 months. Companies are super picky, and won't budge on their requirements and their salaries. Many hiring managers complain of inflated salaries and job titles - and not enough impact coming across in interview performance to match it. But as the market picks up something will have to give. How are other hiring managers and TA teams in Tech finding it? #techrecruitment #softwareengineering #Ventellect

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Ever wondered about the hidden job market? Independent recruiters like us at CASALI Recruitment often have access to unadvertised job opportunities. These roles are exclusive and not listed on public job boards. Why? Because companies trust us to find the right fit without the noise of mass applications. We build strong relationships with both candidates and clients. This means we understand your skills and career goals, and can match you with roles that align perfectly. It's not just about filling a position; it's about finding the right opportunity for you. Curious about these hidden gems? Drop a comment or visit https://lnkd.in/ezCc3u9y to learn more. Let's find your next great opportunity together! #Recruitment #JobOpportunities #CareerGrowth

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Competition for mid to senior level tech and change candidates is starting to pick up across both contract and permanent markets. Time for us all to look a little closer at what applicants do compared to what they say... 📨 Loads of ad response but trouble getting hold of people after a closing date? They are engaged in other processes and only have so much capacity, might come back to you later 🚩 📌 A previously responsive applicant suddenly hard to pin down or slower to come back? They have either lost interest or at best are trying to string out a process, changes in cadence of communication is a huge tell 🚩 ⌚Need longer than 24 hours to confirm an offer? Probably stringing out an answer to wait for another (preferred) offer to come in. 🚩 If you're in the market for a new role be mindful of the above, most recruiters who have been around the block a few times know what to look out for and move on quickly. Coming soon to a hiring process near you: counter offers

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Years of working with recruiters have shown us that there is a common thread of reactive behaviour within the industry.   In our experience, companies often wait for a specific opening before jumping on the candidate search.   At Fenway, we understand the importance of having the right people in place, ready to pull the trigger when the need arises.   Our approach is proactive, spending the time identifying, vetting, and building relationships with candidates all-year round. Regardless of whether or not there’s a live opportunity.   And by distributing our effort more evenly, we’re able to ensure supply always meets demand. Making our approach: 📉 Less intense 📉 Less reactive 📈 More efficient 📈 More effective And giving our clients:   ✅ faster response times ✅ higher-quality candidates ✅ a better standard of service overall. Got a need for data expertise in the not-so-distant future? Drop us a DM, we’re always happy to chat.

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Great article! It is motivating to see our companies making an impact in this space. Veterans have been overlooked for too long. We are high-performing humans, not industry experience to exploit. Bringing the human back into the interview process, highlights our strengths. Forces Horizon's Ai is doing just that. Not removing the human, but empowering!

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A couple of weeks ago I was asked to give a broader view on the TA market as it currently stands, so here goes: 1. If you are currently looking for a role right now, it is not easy. The market remains tight (globally) and there are plenty of people in this space that have taken interim roles or even positions outside of recruitment in order to just get back working again. 2. If I was working in-house in TA right now I would be doing everything in my power to show the value that I add, not only in the job that I do, but in my broader value to the company. Being a good corporate citizen goes a long way, so put your hands up for projects or initiatives that can broaden your experience. 3. Interviewing is tough as you are up against so many people right now but make sure you highlight why you are different. Cost saving is one thing but what else do you bring to the role? Are you a good corporate citizen? How do you identify people that fit with the culture, vision and values (and that doesn't mean pinging a load of people on Linked In)? 4. The Future. It is not going to get much easier over the summer, but the word on the street is that companies will start to look at strategic hiring from September onwards. Don't expect a huge rush of roles but this turn should mean that more opportunities will come up and you need to be in the right place at the right time. Keep the network tight. Lastly, find people you trust and talk to them. In recruitment we are all on the same side and the more we understand that the better.

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Playing with Prompts for Recruitment - Forecasting #24 Create a more detailed ChatGPT prompt from the following short prompt: 'We expect [x] new projects launching this year that will require [job title] support. How many hires does this equate to base on bandwidth requirements?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Detailed ChatGPT Prompt: Project Launches and Staffing Requirements Introduction • Briefly describe the organization's plans for expansion or diversification. • Mention the specific number of new projects anticipated to be launched within the current year. • Highlight the critical role of [job title] in supporting these new initiatives. Project Overview Number of Projects • Specify "[x]" as the exact number of new projects planned for launch this year. Project Requirements • Detail the scope and complexity of each project. • Explain why [job title] support is essential for the success of these projects. Job Title Support Role Definition • Describe the responsibilities and expertise required for the [job title]. • Explain how this role contributes to the project's success. Current Team Capacity • Provide an overview of the current team size and the bandwidth of each [job title]. • Assess the current team's ability to support new projects, considering ongoing responsibilities. Bandwidth Requirements Analysis of New Projects • Estimate the workload each new project will add, specifically for the [job title]. • Consider factors such as project size, duration, complexity, and critical milestones that require heavy [job title] involvement. Calculating Bandwidth Needs • Define what constitutes a full workload for one [job title] (e.g., hours per week, key deliverables). • Calculate the total additional bandwidth needed to support all new projects. Hiring Recommendations Estimating New Hires • Provide a formula or methodology for translating bandwidth requirements into the number of new hires needed. • Consider factors like the learning curve for new hires, potential for overtime, and the benefits of having a buffer in staffing levels. Strategic Considerations • Discuss the importance of aligning hiring with organizational growth and project timelines. • Suggest a timeline for hiring to ensure new staff are onboard and up to speed before critical phases of project development. Conclusion • Summarize the importance of accurately estimating the number of [job title] hires needed for project support. • Emphasize the impact of strategic hiring on project success and organizational growth. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. Please contact [email protected] for information about our fractional services or visit www.searchmarkets.services #searchmarkets

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Another week has flown by at MBN Solutions in the world of Data Talent….. Final prep for our Data event with FanDuel and BJSS in Glasgow on the 15th May (details in comments) calls all week speaking to Data Leaders about our Data Leaders Forum that we will be launching in London in June… Also sent our ebook to the designer and we will be shairing soon (Delivering Impact Through Data: A Guide for Data Leaders - it is an in-depth e-book crafted to empower data leaders with the knowledge and strategies essential for unlocking the full potential of their data assets) My colleagues have been non stop in the market and have recently found candidates excellent new positions ranging from a CTO and Lead Machine Learning Engineer in an AI Startup, Data Engineers, AI Researchers, Data Scientists, Econometricians and more….. The MBN Solutions are also going in to May with some exceptional searches in AI, Data Science, Azure Data Engineering and contract Developers / LLM) - all positions are here, www.mbnsolutions.com/jobs All and all a busy productive week and it’s nice to be finishing it at home, makes a change from being in Koba Korean Restaurant in London with Joshua Smith and clients a couple of weeks ago in this picture) Have a great weekend and please reach out direct if you are hiring data professional or would like a chat about the market and what myself and the MBN team are seeing and working on - [email protected] #AI #artificialintelligence #datascience #machinelearning #data #dataengineering #anlytics #technology #talent

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🎉 Success Story: Growing Talent, Scaling Success 🎉 I'm excited to share how Opus Resourcing partnered with Titian Software to achieve remarkable growth, expanding their tech workforce by 20% and making over 40 strategic hires across their UK and US offices within just two years! 🙌 When Titian Software, a pioneering scientific software provider, approached us, they were ready to scale but needed the right tech talent and implementation expertise to drive their vision forward. Here's how we made it happen: 🔍 Deep Understanding: We immersed ourselves in Titian's unique culture and business objectives. 🎯 Bespoke Recruitment Strategy: Tailored to meet Titian's specific needs and strategic goals. 🤝 In-Depth Consultations: Ensured every hire was a perfect fit both in skills and culture. 🌐 Leveraging Our Network: Tapped into our extensive talent pool to find the best candidates. 🚀 The impact? A 20% increase in workforce Over 40 successful hires across the UK and US Enhanced capacity for delivering global implementations and driving innovation. Looking to scale your team with world-class talent? Let's connect! Visit opusresourcing.com or drop a comment below! #TechRecruitment #SaaS #ScalingSuccess #GrowthStrategy #ITrecruitment #opusresourcing #technology

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🎉 Success Story: Growing Talent, Scaling Success 🎉 I'm excited to share how Opus Resourcing partnered with Titian Software to achieve remarkable growth, expanding their tech workforce by 20% and making over 40 strategic hires across their UK and US offices within just two years! 🙌 When Titian Software, a pioneering scientific software provider, approached us, they were ready to scale but needed the right tech talent and implementation expertise to drive their vision forward. Here's how we made it happen: 🔍 Deep Understanding: We immersed ourselves in Titian's unique culture and business objectives. 🎯 Bespoke Recruitment Strategy: Tailored to meet Titian's specific needs and strategic goals. 🤝 In-Depth Consultations: Ensured every hire was a perfect fit both in skills and culture. 🌐 Leveraging Our Network: Tapped into our extensive talent pool to find the best candidates. 🚀 The impact? A 20% increase in workforce Over 40 successful hires across the UK and US Enhanced capacity for delivering global implementations and driving innovation. Looking to scale your team with world-class talent? Let's connect! Visit opusresourcing.com or drop a comment below! #TechRecruitment #SaaS #ScalingSuccess #GrowthStrategy #ITrecruitment #opusresourcing #technology

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If you want to work on a retained basis, think about how that differs from your contingent product. Retained recruitment should break that old rule. It can be good, fast and cheap(er). In exchange for commitment. Because commitment is the be all and end all in perm recruiting. How to make it better? 💡Provide in depth reporting at each stage of your process 💡Use marketing collateral (interviews, articles, podcasts) to add more to it than your competion is doing. 💡 Provide actual account management, structured comms, site visits I speak to lots of companies desperate to get into retained work but see it as a pipe dream until it happens! Pic is me back in my retainer selling days 😂 #recruitmentmarketing #kitto #retainers

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A shortlist becomes a long list when you are working with multiple agencies to recruit a role. There is a lot of non exclusive arrangements happening in the data market at the moment. You have your work cut out for you if you are a hiring manager in this situation! A contract recruitment process on average should take from job brief to offer stage 2 weeks maximum. I have noticed this has increased with more CVs to review, interviews to complete and recruiters to deal with with when engaging more than one agency. If you a hiring manager and want to save your time, work exclusively with a one recruitment agent. #shortlist #longlist #exclusive #data #recruitment #Australia #NZ

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Working with quantum computing companies across Europe, it’s no secret that introducing them to good people is how I make my money – it funds my stroopwafel addiction. There are however other benefits of working with the team here at IntaPeople, here’s a few: Feedback loop – When interviewees have good or bad experiences, I will tell you. Constructive feedback with steps on how to rectify if needed. How do you know if someone had a bad experience at interview? Candidate market insights – What do candidates want? Are you paying enough? How hard is it to find Quantum Algorithms Researchers in Paris in comparison to Munich? Competitor market insights - How does your remote working policy/benefits package/progression opportunities/interview process compare to your competitor? Drop me a message if you’d like more info. Stroopwafel bribes welcome. #recruitment #quantumcomputing #hiring

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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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