Matt Hearnden

Looking for an International Recruiter for UK Jobs? Here’s How to Find the Best One Finding a great international recruiter can make all the difference when it comes to landing a job in the UK or hiring talent from abroad. Here’s a simple guide to help you find the right professional: 1️⃣ Check Their Specialisation Find recruiters who focus on your industry or job type. For example, some specialise in Hospitality,healthcare, Engineering,IT or finance roles in the UK. 2️⃣ Look for International Expertise Recruiters with experience in UK placements will understand visa rules, work requirements, and cultural differences. 3️⃣ Read Reviews Check LinkedIn recommendations or Google reviews to see what others say about their work. 4️⃣ Check Their Network A recruiter with strong connections in your field is more likely to find you the right opportunities. 5️⃣ Test Communication Good recruiters reply quickly and give clear answers. Their communication style says a lot about their professionalism. 6️⃣ Ask for Referrals Friends or colleagues who’ve worked in the UK may know reliable recruiters to recommend. 7️⃣ Watch for Red Flags Avoid recruiters who ask for upfront fees or make unrealistic promises. A trustworthy recruiter will always be clear and professional. 8️⃣ Search Online Use LinkedIn to search for “UK recruiter” or “international recruiter.” Reach out with a polite message explaining your goals. By taking these steps, you’ll find a recruiter who can help make your UK career dreams a reality. Good luck! Have you worked with a great international recruiter before? Share your tips or experiences in the comments below! #recruiter #ukrecruiter #internationalrecruiter #ukrecruitment #recruiterlife

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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 - Employees fear their current skills might become outdated, leading to job insecurity. 2.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.

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The Q2 Recruitment Trends Report is out now. Our data supports what many in the industry are feeling: it's a tough market. The perception that fewer job orders are available is supported by a 10% drop in jobs compared to Q1 2024. However, there is a glimmer of hope, with a small but significant increase in applications of 2%, showing candidates are out there and looking for new roles. For a full breakdown of the recruitment industry trends and factors influencing jobs posted and applications received, head to the comments. #RecruitmentTrends #RecruitmentData #LabourMarket

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Discretion in Recruitment - It's a topic that doesn't get as much air play as it should. It's a key ingredient in effective recruitment. It’s not just about finding the right candidates; it's about ensuring a respectful and confidential process for all involved. 🔍 Why Discretion Matters: Respect for Candidates: Every candidate deserves a fair and respectful process. Maintaining confidentiality shows that we value their privacy and recognize the courage it takes to explore new opportunities. Company Reputation: Word travels fast (especially in a market like Atlantic Canada.) A recruitment process marked by discretion can enhance our brand’s reputation, showcasing us as a trustworthy employer that prioritizes integrity. Building Trust: Candidates are more likely to engage openly when they feel their information is handled with care. This trust can lead to stronger, more genuine connections and a better hiring outcome. Legal Compliance: Discretion isn’t just ethical; it’s often a legal necessity. Protecting candidate data helps us stay compliant with data protection laws and regulations. 🤝 How do you ensure discretion in your recruitment practices? Share your thoughts! #Recruitment #HR #Discretion #TalentAcquisition #Professionalism

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With unemployment rates at a low, the competition to find the perfect fit for your roles is fierce. We understand the pressure – after all, hiring can be costly, and getting it right the first time is paramount. It all starts with revisiting the fundamentals and refining your strategies from within. Here’s our expert tips (and reminders) to do just that: Highlight the non-monetary benefits in your job offer Be mindful of the culture you’re creating and show-off it off on socials Focus on retaining and investing in your people so you minimise resignations Don’t forget to make decisions quickly when you find the right person! For personalised recruitment advice reach out to us today. https://lnkd.in/gKMaTMra

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After a considerable period where the job market was firmly on the side of the job seeker, the overall environment is certainly changing. Technology, advanced manufacturing and the all-important AI skillset remain far harder to hire, with a defined talent pool able to flex their skills to use across a variety of industries. It’s critical that businesses look to the long-term when they are considering their workforce planning, auditing the skills they have and the skills they’ll need to secure their future success. To compete for those harder to find skills, employers also can’t take their eye off the ball when investing in their employer brand. Managing their reputations as great places to work is equally important now as in a red-hot job market. Candidates have long memories when it comes to those employers who really invest in and upskill their workforces. When growth returns, it tends to do so quickly, and companies need to ensure they’re positioning themselves to take every advantage they can. #AI #Skills #Skilling #FutureOfWork #Brand #Candidates

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Scheduling tickets just got more powerful in Guide 🔋 💻 Use the same or different Zoom links across interviews 🔐 RCs can set specific interviews to display as private events on the interviewer’s calendar 📤 Recruiters can now specify in their scheduling request which specific interviews should be private 🔁 Resync ATS interview name or settings changes to Guide with one click I'm excited to see how mant TA teams are consolidating ticket management away from tools like JIRA, Asana, Monday, Gmail into Guide's purpose-built queue to gain efficiency (and sanity:).

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In 2024, which is better: CVs or application forms? 🤔 It's a question we're often asked by our clients, and the short answer is, it depends. 📰 On the one hand, CVs allow candidates to present their professional journey in their own words and format. 📋 On the other hand, application forms provide structure, making it easier to evaluate candidates against one another. In our latest blog, Recruitment Specialist Danielle Fargnoli weighs up the pros and cons of each approach and explores which method organisations should prioritise based on their specific hiring needs. Read her insight here: https://ow.ly/enLV50SMoba #recruitment #recruitmenttips #hiringtips #HR #HRcommunity #HRadvice

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Recruiters, we do like to talk. I was involved in a bit of a chin wag with about 20 other recruiters last week. The topic of "what to do when you are about to close a deal with a client and you find out something disqualifying about the candidate?" The context being something like made up career info, something dishonest and definately disqualifying. As much as recruiters often get bashed for being too sales focussed, it was super pleasing that everyone was in firm agreement. If the info is verfied, be honest with the client. Dont fudge it. EVEN IF IT COSTS YOU A PLACEMENT! Worth noting, this was just recruiters chatting. No clients present to "perform" in front of. Honesty rarely fails to reward you, I reckon.

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Candidates are increasingly turning to AI tools like ChatGPT to create CVs, write cover letters, and even complete recruitment tests. According to Cristina Criddle at the Financial Times, up to half of candidates now rely on AI, leading to a surge in "low-quality" applications. While the volume of these applications has been a talking point among my clients, it's surprising to see how many candidates are using AI, particularly for completing recruitment tests. Interestingly, those using paid versions of ChatGPT to pass tests tend to come from higher socio-economic backgrounds. Furthermore, Jobseekers who used the free version of ChatGPT were less successful in passing psychometric tests compared to those who used the paid version. Is this just a sign of the times, or do companies need to do more to crack down on those using AI to get an upper hand in the interview process?

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Research shows that 85% of jobs that will exist in 2030 haven’t been created yet. Wow, that's amazing, right? AI has a lot do with that stat, no doubt. AI tools have been a mainstay of the recruitment industry for years to expedite the assessment of candidate suitability in the sea of job applicants. But with the acceleration of AI, particularly in the last year, being more accessible to the average job seeker, how will AI affect the job market? Here's a reshare of Matt Hayes - UK/USA insightful article about how AI might affect the job market. And it's not all doom and gloom. > https://ow.ly/RPMO50TlJK0 #AI #jobs #ITjobs #technology #careeradvice

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Earlier this week, a new AI recruitment company raised $30 million to challenge the traditional agency recruitment model. Is this the beginning of AI's disruption on the recruitment agency model? Mercor is an AI-powered platform that sources, vets, and pays your next employees. They use AI to conduct interviews and vet job candidates, boosting their candidate reach and reducing their need to hire a large number of recruitment consultants. A couple of days ago, they raised $30 million from a funding round led by Benchmark, including Peter Thiel, Larry Summers and Jack Dorsey as notable investors. We’re an AI-powered platform that sources, vets, and pays your next employees. 💹 Mercor was valued at $250 million. Other notable investors included Peter Thiel, Jack Dorsey, Adam D'Angelo, Larry Summers, and Chris Re. 📰 What’s their business model? The platform aims to streamline hiring, allowing companies to browse, select, and hire candidates quickly. Mercor never charges candidates themselves. They make money by successfully placing candidates and charging companies a recruiting fee, making them one of the first AI recruitment agencies. Rather than having Agency consultants screen candidates, they use AI interviews which helps them scale up and reduce their overhead. In a recent case study, they were only able to hire 500 software engineers for a leading AI unicorn. Considering they were only founded in January last year, that’s a significant valuation for a company with only 300,000 people in their candidate pool. What do you think about the business model? Is this the start of companies offering AI interviews, matching and placements in the agency sector?

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The Highlights of Chapter 2 (Tech Recruiting) from our Developer Survey 2024 💡 🔎 A consensus among HR professionals and developers suggests that two interview stages are ideal for determining a candidate's suitability for a role 👔 Nearly half of the developers express a preference for in-person interviews 🌐 LinkedIn remains a popular platform for reaching out to potential candidates 📃 About 50% of developers highlight their technical skills directly on their CVs 👥 Essential skills for tech professionals include team collaboration, problem-solving, and adaptability ⬇ Download the full chapter to get insights and discover key trends from both the tech community and HR professionals: https://lnkd.in/dyPsMwzR 🔜 Stay Tuned: More chapters coming soon!

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🎤 Recruiting: The Ultimate Talent Show! 🎤     As a recruiter, I often think about my early days booking bands and managing artists. Turns out, the two roles have more in common than you'd expect! 🎶     Just like booking gigs, placing candidates requires finding the right “fit”—balancing client needs with the candidate’s unique skills, personality, and style. Some roles? They’re the headliners that clients need urgently. Others? They’re the opening acts that require nurturing and guidance, much like working with up-and-coming artists. Both sides—clients and candidates—sometimes need a bit of hand-holding to hit the right notes.     From the high-energy excitement of a great placement to the occasional missed cue, I’m here to make sure everything runs as smoothly as a well-orchestrated show. Because in recruiting, just like in music, it’s all about creating the perfect harmony. 🎶🎤     #Recruiting #TalentManagement #EventProducerLife #PlacementHarmony 

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There's too much noise in the market making it hard to grab candidate's attention. 😪 As I recruit for several roles, I've noticed numerous other recruiters looking for the same talent pool. This saturation often leads me to ponder 😞 How can I effectively differentiate myself and stand out amidst this noisy market? So, I came up with one solution 💡 To effectively stand out and capture the interest of potential candidates, focus on cultivating a compelling personal brand that positions your company as an employer of choice. ✔ Consider the following strategies to build a personal brand to grab attention and fill in your requirements. ➡ 1. You can keep sharing your stories about hiring experiences or of your employees 2. Keep posting about your company culture, work environment, employee engagement activities, company growth, etc 📌 By implementing these basic strategies, you can effectively cut through the noise in the market, capture the attention of top talent I hope you find this helpful! Drop some likes or comments below if you have any queries! PS: I'm bad at writing CTA, So you can directly go through my profile or DM me 😁 #business #founders #personalbranding #recruitment #employee #storytelling #b2b #b2bsales #freelancerecruiter

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What are other recruitment agencies achieving in 2024? 🤔 In our latest State of Recruitment 2024 report, we explore trends across permanent and contract placements throughout the first half of this year. From consultant averages to 2025 AI predictions, this is a MUST read! (We know we’re biased but seriously, don’t sleep on this! 🙅) Read the report now to learn more about how the market is evolving. 👉 https://bit.ly/3NVjKDz

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We have our finger on the pulse of UK talent. 🌎 In the all-new Global Talent Barometer, #ManpowerGroup surveyed over 1,000 workers across the UK to better understand what workers want and how they feel. 🌡️ We asked about their wellbeing, job satisfaction, and confidence—while examining twelve unique benchmarks of worker satisfaction measuring employees’ take on today’s world of work— the results might surprise you. Download the full report at the link now! https://bit.ly/4eormJj #GlobalTalentBarometer #WorldofWork

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