Leah Stone

💼 Navigating the Storm: The Impact of Rate Reductions in Healthcare Agencies 🌐 As many of you know, the recruitment landscape is constantly evolving. Recently, we’ve seen a trend where recruitment agencies are significantly lowering their charge rates in an attempt to attract more clients. Lowering charge rates may seem like a quick fix, but it can lead to a cycle of underinvestment in quality, staffing, and resources. This not only impacts the agencies themselves but also puts immense pressure on the healthcare professionals who are already facing burnout and stress while working daily to ensure our loved ones are looked after safely💔 🔸 Quality at Risk: Slashing rates often compromises the quality of care that patients receive. Agencies may struggle to attract and retain skilled professionals, leading to burnout and high turnover. 🔸 Sustainability Concerns: When agencies operate on razor-thin margins, it threatens their long-term viability. Unsustainable practices can lead to staff shortages and decreased service availability. 🔸 Perception of Value: Lower rates can alter the perception of our industry. We must ask ourselves: are we valuing the expertise and dedication of healthcare professionals appropriately? 🔸 Innovation Stifled: Reduced funds mean less investment in training, technology, and resources. This can hinder agencies from adopting innovative solutions that improve patient care and operational efficiency. As we navigate these challenges, it’s crucial for stakeholders—agencies, healthcare providers, and policymakers—to engage in a dialogue about sustainable practices that prioritize quality and equity in healthcare delivery. Let’s work together to ensure that our future in healthcare is not just about cost-cutting, but about creating value and improving outcomes for everyone involved. 🤝✨ #Healthcare #Agencies #Sustainability #QualityCare #HealthcareInnovation #ValueInHealthcare

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Asking the right questions at interviews... I've been supporting Managers in the sector for almost 8 months now - I've seen countless interview processes and conducted countless preparations! My 3 Killer Questions of the week... 1. Do you have any reservations about my suitability to the role? With everyone I work with, this is the number one question I would recommend. I've used it myself in interviews! It's a great way to gather real time feedback, overcome any objections and strengthen any answers which may have been overlooked. 2. How would you describe the team dynamics and culture? Helps you understand the collaborative aspects of the workplace and if you'll be a good fit with your future colleagues. (The culture is responsible for the majority of managers exploring other opportunities and leaving their role!) 3. What does a typical day or week look like in this role? This helps you visualize the day-to-day responsibilities and expectations, showing your eagerness to understand the job. Happy to discuss these points further, don't hesitate to drop me a message for more!

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🤳 Calling all clients ….. being flexible is key 🔑 Being flexible in recruitment is essential for attracting and retaining top talent. Here are some key aspects to consider: 💥 Adaptable Job Descriptions: Tailor job descriptions to focus on essential skills rather than rigid qualifications. This can widen your talent pool. 🔥 Remote and Hybrid Work Options: Offering flexible work arrangements can attract candidates who prioritise work-life balance. 💥 Diverse Interview Formats: Use various interview methods (video, in-person, panel) to accommodate different candidate preferences and circumstances. 🔥 Flexible Timelines: Be open to adjusting timelines for hiring processes to accommodate candidates’ schedules. 💥 Continuous Feedback: Regularly solicit feedback from candidates about their experience and adjust processes accordingly. 🔥 Skill-Based Assessments: Consider skills and potential over traditional qualifications, allowing candidates from non-traditional backgrounds to shine. 💥 Collaborative Hiring: Involve team members from different departments to gain diverse perspectives, which can lead to better hiring decisions. Being flexible in recruitment not only enhances the candidate experience but also helps organisations build a more diverse and capable workforce.

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Why wait? "I'll start looking for a new role in the new year" "They were fantastic but just want to see if we can speak to any more candidates before making an offer" "Great CV, they would be perfect! But let's gather a couple more CVs before arranging interviews" Just a few of my everyday conversations with employers and candidates. Is it good planning or procrastination? Either way, you almost guarantee that the candidate or job you want won't be available after delaying. What usually follows is a long and arduous job search to find a similar role. Or a similarly difficult candidate search in a candidate-led market after letting a fantastic applicant slip through the net due to delays. Don't wait!

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What's the biggest difference between a 80k biller, a 160k biller, a 320k biller and a 640k biller? If I asked 100 recruiters this question, they would probably come up with answers like; Drive Work Ethic BD proficiency Training Ability to multitask Natural ability Etc etc. These things are all really important and if you're good at them all you'll definitely see results. But don't be fooled, even with the full package, a perfect recruiter will seldom be able to double their billings. So what is the main difference between a 100k and a 800k biller? It's your market. My first bit of advice to any potential new recruiter is "choose your market wisely". Do you really want to work a desk for 10 years that realistically has a ceiling of 180k per year no matter how hard you work? That's a 60k take home on average. You might hit 200k or even 250k with a good year and if the stars align but you'll never break 500k. You'll never see the real money. So why even bother? You need to take action now. Look around you. Are any of your peers or competitors really earning the money you realistically want to make? If not, it might be time to switch it up. Recruiters in Manchester. Leeds. London. Drop me a message, I'll help you fix your career. I'll surround you with high billing recruiters in the strongest sectors, I'll make you rich. Stop doing the same thing and praying for a miracle that won't happen.

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Big news from The Industry Club family! 🎉 We've taken a huge leap together; we're now an employee-owned company! Now, every single one of us now has a stake in our thriving business. 🌱   It's been an incredible 13-year journey bridging gaps in the marketing and media sector with our talent solutions. We've grown from strength to strength, building relationships, success stories, and – most importantly – a shared vision.   Our founder, Melissa Smith, has been our guiding star 🌟. Melissa's vision to craft a strong ethos over the years has been the foundation of our accomplishments. By moving to employee ownership, we're keeping that culture alive and kicking, protecting the values that make us...us.   We've all been part of this industry, bringing unique insights and depth to each challenge. Our average staff stay is seven years, which is pretty unheard of in recruitment! This speaks volumes about the home we've built here.   But we're not just about business. We've stepped up to the plate for social and environmental change, too. Remember Marketing Debuts? We brought over 20 college leavers into the marketing fold, embracing diversity and inclusion. This year, it's about planting roots – literally – with JUST ONE Tree🌳, making our mark against climate change.   I'm super excited as the Employee Representative on the Trust Board. My role is all about ensuring our voices ring loud and clear. It's about making sure every idea and suggestion is heard, to sculpt our future.   We've always been a transparent bunch, sharing the inner workings of our company. But now, we've got the power to truly shape our path forward. There’s definitely a new energy and excitement, ready to make a difference together.    Stepping into this new chapter, we remember why we’re doing this. In the UK, diversifying business structures like ours isn't just jazzing up the economy; it's building resilience and pushing us to think outside the box.   So here's to The Industry Club – to our continued success, unity, and the legacy we're creating for the future! 💪 https://lnkd.in/edJdPmMe   #EmployeeOwnership #TeamWork #JustOneTree

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I spoke to a recruiter billing 280K  He only works 30 HOURS a week Here’s how his mind works: “Based on my billings and the amount of time I’m working I figured out that saving 30 minutes a day on a single process Would make me an extra £19,000 a year in billings So now I look at time in a completely different way - If there's a tool that can save me time, I’ll buy it  - If there's a process that’s clunky and needs fixing, I’ll fix it  - If there's a low-level task I can outsource, I’ll give it to someone else Viewing my time in this way has forced me to create shit-hot systems. Now, I spend most of my day focused on needle-moving activities And I spend the remaining time with my family" Fantastic Reminder for recruiters  Time is your ultimate resource Don't waste it on low-level tasks Use it to make more money Or spend more time with the ones you love!

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🚀 Recruitment consultants, are you hesitant about partnering with an umbrella broker to manage your contractors? Here’s my reason why you shouldn’t be: 👏 Working with an umbrella broker can streamline the entire process of managing contractors, freeing up your time to focus on what you do best: recruiting top talent. 👌An umbrella broker provides specialised knowledge and tailored solutions that cater specifically to the unique needs of contractors. This means your contractors will have all the reassurance they need and 24/7 support! Please feel free to message me or call 07949114231 for more information! #umbrellabroker #contractors #payroll

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"Yes the role has been open for 3 months but we have an internal rec-team." The team: All jokes aside, I get that companies have an internal team and try not to use agencies as they believe this can help reduce costs but here are some reasons as to why you may want to consider using one if you're struggling to fill a role, despite having an internal team... Specialised Expertise: Recruitment agencies often possess specialised knowledge and experience in sourcing candidates for specific roles or industries. They can provide deep insights and networks that complement the capabilities of the internal team. Access to a Larger Talent Pool: Recruitment agencies typically have access to a broader pool of candidates through their networks, databases, and industry connections. This is particularly beneficial for niche or hard-to-fill positions where the internal team may struggle to find suitable candidates. Reduced Time and Cost per Hire: Outsourcing certain recruitment activities to a specialised agency can streamline the hiring process, potentially reducing the time and cost per hire. Agencies often have efficient systems and processes to expedite candidate sourcing, screening, and selection. Extended Reach for Employer Branding: Recruitment agencies can enhance a company's employer branding efforts by effectively communicating its value proposition to potential candidates. This can contribute to attracting top talent and improving overall recruitment outcomes. Overall, the collaboration between an external recruitment company and an internal recruitment team can create a synergistic partnership, combining the strengths of both to achieve efficient and effective hiring outcomes. #recruitment #meme

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Social care recruitment stands apart, and here's why. 🌟 Firstly, it's deeply personal. Unlike many sectors, social care roles aren't just about qualifications; they're about character. The right person for the job must possess a unique blend of empathy, resilience, and a genuine desire to make a difference in people's lives. 🤲 Secondly, the stakes are incredibly high. Social care workers profoundly impact the well-being and quality of life of those they support. This means the recruitment process must be rigorous, ensuring that only those truly suited to these vital roles are selected. 🎯 Lastly, social care recruitment is about building community. It's not just about filling a position; it's about finding someone who can integrate into the lives of individuals and their families, becoming a trusted and valued part of their world. 🌍 #SocialCare #Recruitment #CommunityBuilding #vetro #vetrorecruitment

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Good morning LinkedIn and happy Thursday! As the weekend becomes visible at the horizon it's a good time to talk about standards. I always find it personally that when I am looking forward to something, or I am nearly finished with a task at hand I get the urge to start being complacent. This is why when you begin something for instance setting a fitness goal, or targets at work, even tasks at home the MOST important thing is to set your own standards at a high level. This way you abide by them like law, you never let standards drop and you can only exceed them. You stay CONSISTENT with them, that way when you let your standards drop only YOU can feel the pain because you do it for yourself. Lets all remind ourselves to ignore the noise and bad examples towards the end of the week and finish of how you started... or BETTER. ❕ As always if you are a Mental Health Practitioner looking to up your standards and work with me get in contact with me I have exclusive jobs and roles across the whole country ❕ 📩 [email protected] 📞 020 7246 9827 #selfimprovement #standards #motivation #EddiesThoughts

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Adding more agencies to your PSL may not be the answer I spoke with two clients last week who are considering adding more recruiters to their PSL next year. Both either felt there was a lack of commitment from their recruitment partners or they simply were not getting the right candidates and hoped more agencies would improve results. ❌ Lack of focus. I completely understand the logic—having multiple agencies feels like you're spreading your odds. But in reality? It often has the opposite effect. You end up with 2-3 recruiters putting in half the effort, racing to fill the role. What’s the solution? ✅ Work with a good recruiter you trust to prioritise your roles and give them their full attention. How do you ensure that? 👉 Exclusivity or a retainer. This ensures your recruiter is fully invested, dedicating their time and energy to finding the best candidates for you. Quality beats quantity, every time. #recruitment #hiring #saassales #techsales #sales

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🔍 What to Ask During Your First Recruitment Consultation Starting a partnership with a recruitment agency can be a game-changer for your hiring process. But what should you ask during that initial consultation to ensure you're making the right choice? Firstly, ask about the agency's experience in your industry. Understanding their background can give you confidence in their ability to find the right candidates. For example, at Heyland Recruitment, we have over 65 years of combined experience in sectors like Finance, HR, and Marketing. This expertise allows us to tailor our services to your specific needs. Next, inquire about their candidate sourcing methods. Do they rely solely on job boards, or do they have a robust network of passive candidates? Knowing this can help you gauge the quality and diversity of the talent pool they can offer. At Heyland, we pride ourselves on building long-term relationships, ensuring we have a wide range of candidates to choose from. Finally, discuss the agency's approach to understanding your company culture. A good recruiter will take the time to get to know your business, ensuring they find candidates who are not only qualified but also a great cultural fit. This is something we prioritise, as we believe that the right fit goes beyond just skills and experience. 💬 What other questions do you think are essential during an initial consultation? #Recruitment #HR #Hiring

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In this new age of opportunities and access to whatever opportunity you want at your finger tips, when businesses recruit, they need to realise they need the candidate just as much as the candidate needs them. The businesses that are fighting harder for candidates and overlooking minute factors such as location of the candidate, a slightly higher salary expectation, or anything else in between, will always be more successful with their staff turnover and growth than the businesses who don’t. It’s 2024, the way we recruit has changed and businesses need to accept that. #recruitmenttakes

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One of our non-negotiables at JLA Resourcing Ltd is providing candidates with feedback on each step of the process. Also when we reject people we give them a reason why. Last week I had a big pool of candidates who applied for one of the roles. Unfortunately most with completely irrelevant experience. But I still did my best to reply to every applicant with a reason why they wouldn’t be right for the role. One of the applicants had a very good and broad experience but zero mention of the particular one we’ve been looking for. I’ve sent him a rejection email explaining that. He came back to me saying he has loads of experience in that field. I said that’s great but I cannot find it on his CV. We spoke on the phone, he provided me with more details about what he was doing in his previous roles, and then we agreed he will rewrite his CV. Will he land the job? I have no idea. I know he wouldn’t have even been submitted if it wasn’t for me providing him with reasons why I rejected him. That’s why, from your POV as a job seeker, it’s so important to read the job advert, understand it and include specific details on your CV that fit the job description. ----- Hope that helps to understand the recruitment proces from the perspective of a recruiter! ♻ If you liked this post, please share and like so more people can see this advice. Thanks! #recruitment #jobsearching #jobsearch

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🤩𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝘃𝘀 𝗥𝗲𝗮𝗹𝗶𝘁𝘆😐 A common trend I’m noticing more is a rise in demand for a 'jack of all trades' when really its a merge of 5 roles into one, masked as a 'generalised' marketer. 🤔 There's a demand for technical skills combined with search and performance, but a stringent salary package. 👩‍🏫Employers are decreasingly considering the effort that is poured into learning these sought after skills. Merging a specialist role with the core digital skills should not be one role!!! 💭Not giving a thought out recruitment process with “competitive packages” and a lack of proper employee value proposition means clients are losing out on top talent. 🏃Expecting candidates with experience in every channel, high budgets and wanting new hires to spread themselves thin in their new role, without sufficient remuneration, is showing to decrease retention. Saving on resources and hiring one overworked marketer won’t drive long-term growth. Chat to me today and let's discuss your hiring and growth goals!

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You wouldn't apply to a job without seeing the description. You wouldn't interview someone without seeing their CV. Therefore, the details and context are important. With the vast majority of roles I work on, I'll discuss the position with the hiring manager first. This isn't because I'm nosey or love asking questions for the sake of it! This is so I can firstly, understand the challenges of the role, the experience and skills required and the person / individual needed for the position. And secondly, so that when discussing the role with a candidate, I can give them all the necessary information to make an informed choice, sell the benefits of the position, company & culture, and paint a picture of what the role will actually be like. Details and context are important for both parties. So if we're discussing a role, the more information I can gather and you can provide, the better and more efficient the process will be! And again, just to reiterate again, I'm not just being nosey, I'm trying to do my job to the best of my ability! 😂

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🩺💡 Let’s Talk Value—And Why We Forget It in Recruitment! 💡🩺 Imagine this: You need surgery. There’s a super cheap, very cost-effective surgeon halfway around the world with limited experience and… well… none of the right tools. Are you picking them? Probably not. You’ll opt for the experienced local surgeon—because when the stakes are high, we all know that expertise and quality matter. 💼 So, why do we forget this when hiring in recruitment and other service industries? Many of us work tirelessly to craft lasting, effective solutions. We don’t cut corners; we invest in quality, training, and tools to do the job right. But time and again, we lose out to lower-cost, transactional options—only to hear later that clients aren’t satisfied. They’re paying less, but getting way less, and it’s the same as hiring that “bargain surgeon.” 🔧 Side note: I’m also starting plumbing work. I have zero experience, no tools, and barely any idea what I’m doing—but hey, I’ll be cheaper than an actual plumber! How about it? 😆 #solutions #recruitment #hiring

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