Lucy Robinson

Question! How would you feel about receiving 1-2 exclusive recruitment consultants daily? 🤩 At ion - Recruitment Talent, we’ve launched our broadcast channel, where we only showcase top-billers billing 5x their base salary. We have a range of recruiters from around the world on there and it’s pretty easy to use. Just click on the link below and join. It’ll let you know when we have a new candidate available. https://lnkd.in/eMXeTpZd The best part... It's not a group so there's no spam! Just a streamlined way to connect you with candidates. Just look at our catalog of real-time recruiters below: https://lnkd.in/e7zjFGkw Why wouldn’t you want to make your hiring process easier?

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Are you a hunter or a farmer? Within most sales environments, it's fine to be either/or. Hunters have the resilience and determination to go out, find and win new business. Farmers manage those accounts, nurture and build on the relationship and expertly deliver the goods or service. In recruitment? It's both - always. It's one thing to go into recruitment blindly thinking its purely a sales role. Listening to Nigel the Nobhead about cold calling being a numbers game and if you throw out enough sh*t, some will stick BUT, you get in front of those clients, agree terms, promise the earth and then what? Too many people enter our industry and aren't taught the value of nurturing both client and candidate relationships for the long haul. Most can't see past todays activities and their target for the current month. These are thankfully not the majority but a few bad apples really can spoil it for the rest. If you're a hiring manager though, don't despair...there are some really great recruiters out there. Some in large national agencies, some in small independent firms. Unfortunately, the name above the door won't always guarantee you one or the other. If something doesn't feel right, trust your gut. It's generally right. 😉 __________________________________________________________________________________ 👋 I'm Sarah, Managing Director of RecRight 💥 Here to take away your recruitment headache ☎ 0121 492 2357 📩 [email protected] Call to see if we can help. We're honest enough to tell you if we can't. If you're looking for a Unicorn but with a budget that will get you a three-legged donkey; we'll tell you that too 😎

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Whether you're hiring or looking to retain your best employees, it’s essential to ensure your salaries are aligned with market standards. Download our 2025 Salary Guide for insights on salary benchmarking across the UK, hiring trends, and exclusive candidate sentiment insights. Learn more here: https://lnkd.in/eU-nW8kQ

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Is your recruitment agency thinking about expanding into overseas contract placements? This is a great way to increase your turnover and profitability, but it also comes with risks. In the latest MAYACHI Ltd blog, I summarise the need-to-knows of international contract placements. No fluff, just straight-up insights: 🚫 Swipe for the Top 5 Hazards to Watch Out For 💡 Key Discussions Before Engaging International Clients Read now https://lnkd.in/eYVAuZZg #InternationalContractPlacements #NonExecFD #MAYACHI

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At DG Recruit, we are VERY picky about which recruitment agencies we will partner with as a client. Here are some client qualifications we think are important (and you should consider them too if your market is similar to ours!): 1. Has to have at least 10 w2 staff The issue w a lot of recruitment firms is that they're onesie twosies. They don't offer enough of an actual platform. This doesn't work bc experienced billers usually want to join a stronger platform otherwise they can just start their own small business. 2. Has to have US-BASED 10+ w2 staff I don't care if they have 50 people "successful" in their home country. They don't know what it takes to make it in the USA and they're in experiment mode. We don't want our candidates to be their guinea pigs (nor would recommend it 99 times out of 100). Plus, the US is a brutal market, not everyone survives. 3. 5+ years of business track record So many experienced billers who start their own firm expect that the minute they file LLC paperwork, they're ready to hire. No. You haven't proven anything yet other than the fact that you signed up for a LLC which anyone can do online in 2 minutes. Egocentric, uneducated, inexperienced, AND delusional, a dangerous mix. Many leaders fall into this boat - avoid them, we certainly do. 4. Firms that promise future gains 9 times out of 10 are full of it Why? Equity is largely BS. Even legit firms are extremely shady and shiesty on this stuff. Startups are even more full of crap when it comes to making empty promises. It's easy to give XYZ percent off of nothing. Don't fall for this ol' trick in the book. Look at what they offer NOW, not "future gains". 5. We do not work with chop shops If they're hiring grads like tomatoes they're about to sling into a wall, we're good on that. They're sick of the drama and BS that comes with companies with too many cooks in the kitchen. They want to migrate into a smaller organization if anything! TLDR: We are always open-minded about which boutiques we're going to support but many do not qualify for service. Sometimes we may flex for exceptional people and businesses, but most of the time, our judgement calls are right on the money. All this is to say: Make sure you have strict client requirements and you'll be able to be a happier, less stressed recruiter. Not every potential client is a client worth engaging with. Be selective! Have client standards. Then, hone in your ability to discern the good clients from the bad. #r2r #rec2rec #recruitment #recruiters #recruiter #headhunter #headhunters #sales #recruiting

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Tailored recruitment to suit your company, not suit the recruitment company.

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Curious about the latest developments in the UK job market? Stay Informed: Our Latest UK Labour Market Insights. My new newsletter offers valuable insights and analysis on current trends, from industry shifts to government policies. Key highlights: - Summer market trends: Discover how the UK labour market fared during the summer months. - Industry-specific insights: Get a deeper dive into the tourism and hospitality sectors. - Government policy analysis: Understand how government decisions are shaping the UK market. Whether you're a recruiter or a business leader, I hope you find the information shared useful. https://lnkd.in/eZPb_Psk Let's connect and discuss how these trends might impact your business. Citrus Connect Recruitment Recruiter Awards Recruitment & Employment Confederation #candidatecare #industryupdate #recruiters #economy #businessintelligence #sales #employmentmarket #hiringtrends #revruitmentagency #monthlynewsletter #recruiterawards

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Finding the right leaders for your FMCG business is crucial 🏆 In today's competitive market, securing top-tier leadership talent can be a daunting task. This is where a specialist recruitment agency can make all the difference. With years of experience and a deep understanding of the FMCG sector, we at SmithCarey Ltd are uniquely positioned to identify and attract the best candidates for your leadership roles. Specialist recruitment agencies bring several key advantages: - ✅ Industry Expertise: We know the FMCG landscape inside out, from sales and marketing to supply chain and NPD. - ✅ Extensive Networks: Our connections with top professionals ensure we can tap into a pool of candidates that you might not reach through traditional hiring methods. - ✅ Tailored Approach: We understand that each business is unique, and we tailor our recruitment strategies to meet your specific needs. By partnering with SmithCarey, a specialist recruitment agency, you not only save time and resources but also gain a strategic ally dedicated to finding leaders who will drive your business forward. #Recruitment #Leadership #FMCG

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I'm often asked about making the transition from contingent to search-based recruiting In contingent recruitment, the emphasis is on speed and volume—filling roles quickly and juggling multiple clients simultaneously. It's a reactive environment where adaptability is paramount, and every placement is a race against time. Moving into search-based recruiting, the tempo changes. Here, the focus is on depth, precision, and building long-term relationships. It’s about becoming an advisor, not just a service provider. The search methodology requires a nuanced understanding of the client's strategic vision, as well as a commitment to finding not just any candidate, but the right one. In my journey, this switch meant cultivating patience and a keen eye for detail. Persistence is key, as is the ability to dissect and understand roles in depth. Building trust with clients and candidates alike becomes integral, and success is measured not in the quantity of placements but in their quality and impact. I help professionals embrace this transition, capitalising on their contingent experience while developing the skills necessary for the strategic, consultative process that defines search-based recruiting. For those considering this move, be prepared for a deeper engagement with your work—and the rewarding feeling that comes from making a truly impactful placement. #RecruitingShift #ExecutiveSearch #RecruitmentTrends

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As we move into 2025, our commitment at Investigo to solving Salesforce hiring headaches is unwavering. We proudly and diligently offer the following services: - Full-time recruitment/hiring - Onshore contract staffing And our two newer services, which you will hear much more about in 2025: - Near-shore staffing - Managed service support There is one question that we don't ask enough: What difficulties do Salesforce leaders have today? And how talent can help solve those difficulties? That was two questions... Sorry. Over the next 50 days, I plan to speak with 50 Salesforce leaders (with budgeting and hiring responsibilities) and understand their Salesforce headaches. If you would like to be one of those leaders, shoot me a DM or comment on this status, and we can schedule a call. I appreciate that there is much more in this for Investigo and me than for the people I'll be speaking with. But, I'm passionate about ensuring we build an offering at Investigo that adds value to the Salesforce ecosystem, and without these conversations and guidance, we are operating on assumptions, and we all know what assuming does... So please share this post, comment on it, and help me have 50 conversations in the next 50 days! I will share the results of these conversations at the end of Jan... Maybe in a video clip... If I overcome my fear of talking on camera!

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Interview this week? Here's what to do on the day of a job interview to ensure it’s a success! Download our free guide today to find out more

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When you're in the final stages of an interview, asking insightful questions can leave a lasting impression on your potential employer. It demonstrates your genuine interest in the role and the company. In the closing moments of an interview, you have a prime opportunity to shine! It's not just about them wanting you; it's about you assessing if they're the right fit for your career aspirations. Here are some interesting questions to consider: 1️⃣ "What does success look like for this position, and how do you measure it?" This shows you're results-oriented and eager to contribute to the company's objectives. 2️⃣ "Can you tell me more about the team I'll be working with?" Understanding team dynamics is crucial for your integration and collaboration within the company. 3️⃣ "What are the biggest challenges the team/company is currently facing?" This indicates your willingness to tackle problems head-on and your interest in the company's well-being. 4️⃣ "How does the company support professional development and career growth?" This question highlights your ambition and desire for long-term growth within the organisation. 5️⃣ "What do you enjoy most about working here?" This flips the script and provides personal insight into the company culture from an insider's perspective. Remember, an interview is a two-way street. It's about finding the right fit for both parties. So, don't shy away from asking the questions that matter to you! #JobInterview #CareerGrowth #InterviewQuestions #ProfessionalDevelopment

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⚡ hireful have teamed up with Reed to bring sub1000 members an exclusive offer! enjoy a FREE 1-month trial* of the Reed CV Database! ⚡ Gain access to 14.3 million candidate CVs and filter by skills, job title, salary, location, education, and more. ⚡ Preview profiles for FREE, download up to 100 CVs per day, and receive daily email alerts on new candidates. Collaborate easily with your team and streamline your hiring process. ⚡ To get this offer become a www.sub1000.com member and comment on this post. *Note: This offer is not available to existing Reed customers or those in the proposal stage. #reed #cvdatabase #sub1000 #recruitment

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£3 for 3 Days: Raising Awareness of Food Poverty in the UK The MBN Solutions team are raising money for families living in poverty across the UK this Christmas. Astonishingly, the poorest 10% of our country have, on average, just £25 per person, per week to spend on food and drink to survive. That is just £3.57 per day! So, this year in order to raise awareness and ultimately to raise much needed funds, the team at MBN Solutions have come up with a fundraising campaign which will involve us spending no more than £3.57 per day on food & drink for 3 days in December. The challenge will run from 9am on 9th December until 9am on 12th December. We will also be donating what we would have normally spent on food and drink over those 3 days to the food banks for Christmas for kids for Toys, Food and money to heat their homes. We would love your support and there’s a couple of ways you can do this: 1. Join us on the journey. If you would also like to raise awareness by joining the MBN Solutions team in this campaign please let us know by reaching out to one of the MBN team. We’ll then be able to send you the link to support the fundraising campaign with your own networks. 2. Donate. It’s simple to donate to our campaign by using this Just Giving page (link here) – all of the funds raised will go towards supporting children and families living in poverty this Christmas. Help us make a difference to families living in food poverty this Christmas.

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I often face objections when it comes to collaborating with recruitment agencies in today's dynamic market. Here are key reasons why teaming up with a specialist agency can greatly benefit a business: **Industry Expertise**: Specialist agencies offer profound knowledge in specific sectors, facilitating the efficient sourcing of highly qualified candidates. **Access to a Broader Talent Pool**: Recruitment agencies boast extensive networks of passive candidates, expanding the talent pool beyond what companies can access independently. **Time and Cost Efficiency**: Agencies streamline the hiring process, saving resources on screening, interviewing, and onboarding, allowing companies to concentrate on core operations. **Improved Candidate Quality**: Recruitment specialists meticulously assess candidates, ensuring that businesses meet individuals who are both qualified and culturally aligned, resulting in better hiring outcomes. **Market Insights & Trends**: Agencies provide valuable insights into industry trends, salary benchmarks, and skill requirements, assisting companies in making informed decisions to attract talent. **Flexibility & Scalability**: Specialist agencies can swiftly adapt to fluctuating hiring needs for permanent, contract, or temporary positions, ensuring businesses remain adaptable in meeting workforce demand. Partnering with a specialist recruitment agency can strategically position companies to achieve efficient, quality-driven, and well-informed talent acquisition solutions. #Recruitment #IndustryInsights

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