Matt Page

Being a 'Specialist Recruiter' is not a new concept, everyone has a niche now. But, if you genuinely know the space you support.....and can build trust and credibility in your market over the phone - why not do that at scale? I spoke to a client last month who had 27,000 1st connections specific to the market they support struggling for new client relationships. What was their BD strategy? Over a month emailing a list of 2500 cold contacts from ZoomInfo using a 4 stage email campaign....you know the ones. Responses so far....Zero. What were they doing on LinkedIn to engage what is a fairly hefty audience....nothing........in fact they had never posted anything, ever. Based on user stats over 20,000 of that same Recruiters connections visit LinkedIn at least once a week for 7.5 minutes on average. You can communicate with them everyday through content. And they come voluntarily - Its a completely different communication strategy . If they spent some time talking about whats happening in their market right now....building some credibility and trust they could reach 8x more than the cold list off of ZoomInfo in a shorter period. If only 1% of that audience ask the recruiter for help thats 200 enquiries a week! So again.... if you rate yourself in your niche. Why are you waiting for that connected call, or email response to give yourself the chance of standing out?

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Doing the round ups yesterday with the ProBuild Recruitment Solutions Ltd team personified what the rollercoaster of recruitment can be like: ⏰ Only 1/3 of the month left 😯 Just the 1 deal on the board 😍 6 HUGE deals pending at offer stage, all looking positive... it will be a record month if they all come in... but all could fall through too. The work we can now do to affect the outcome is minimal. The effort and skill is done at the front end. So what do you do? You move on to the next one! Focus on the efforts to load more in to your sales bucket. Those deals will happen or they won't, don't invest too much emotional energy to them. Invest your time in making more happen. Ben Hussein and I are still looking to speak with job seekers for roles for ➡ ➡ Assistant QS Liverpool, resi ➡ ➡ #2 QS Manc south, industrial ➡ ➡ QS, Manc Fire Subcontractor ➡ ➡ Project QS, Manc North, schools ➡ ➡ Senior QS Manc south, industrial Let us know if we can help. #recruitment #jobs #quantitysurveyorjobs #quantitysurveying #QSjobs

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For me, there are only really two types of recruiter ... 'Sideline' recruiters and 'Embedded' recruiters. Sideline recruiters - generally on the outside, looking in. Will refer to themselves as ‘specialist’ but are too transactional in their approach to build a network of any substance. Will often make short-term decisions due to fear of missing targets and will ultimately burn bridges. Embedded recruiters - you guessed it - are embedded within their industries. Part of the ecosystem. Their knowledge of their market goes way being able to recite the ‘science’, 'the tech' or 'the leading companies'. It’s knowing whose hiring and why/when/how they hire. Having your finger on the pulse with long-term partnerships prioritized above all else. Both types of recruiter are able to make placements and score fees. I know this first-hand as I regretfully started my own recruitment career way more 'sideline' than 'embedded'. It's these experiences that have helped shape the way we approach recruitment at Metric. So much so that we made 'Partnerships' a company value and doubled down on training everyone in the business to be fully embedded within their industry. Laser focused on building a meaningful network and long-term relationships. Tenure within your industry certainly helps. However, where we really stand out, is our track record of developing $600K - $1M+ billers in their very first full year in recruitment. Something that is completely unheard of in our industry. Why am I telling you this? We are actively hiring across our Metric Bio and Metric Geo brands. Sophie Whiteley is leading our experienced hiring - so if you want to join the standout recruitment business globally - make sure you're connected with her! #execsearch

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“𝒀𝒐𝒖 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒎𝒂𝒌𝒆 𝒔𝒖𝒓𝒆 𝒕𝒉𝒊𝒔 𝒓𝒐𝒍𝒆 𝒊𝒔 𝒓𝒊𝒈𝒉𝒕, 𝒐𝒕𝒉𝒆𝒓𝒘𝒊𝒔𝒆 𝒚𝒐𝒖 𝒍𝒐𝒐𝒌 𝒋𝒖𝒎𝒑𝒚 𝒐𝒏 𝒚𝒐𝒖𝒓 𝑪𝑽” If you have worked at the same employer for 20 years, well done, it’s a brilliant achievement but it’s not the norm Most recruiters will leave at key points in their career, as they look to climb higher up the ladder The average time working at an agency is around 3 years. Not everyone has the opportunity to progress, there is sometimes a limit.   If there is a Divisional Director in your business and only space for 1, how do you reach the next level without making the current one disappear? *𝘐 𝘥𝘰𝘯’𝘵 𝘤𝘰𝘯𝘥𝘰𝘯𝘦 𝘬𝘪𝘥𝘯𝘢𝘱𝘱𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘋𝘪𝘷𝘪𝘴𝘪𝘰𝘯𝘢𝘭 𝘋𝘪𝘳𝘦𝘤𝘵𝘰𝘳 𝘴𝘰 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘱𝘳𝘰𝘨𝘳𝘦𝘴𝘴 Yes, some candidates are job hoppers, but the vast majority have left for genuine reasons Speak to them first before making judgement #r2r #rec2rec #progression

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Recruitment. People ask me all the time, how did I get into recruitment? The answer is still the same I was moving to a new city and I needed a job. I don’t think many people planned to get into a job which is often described as “champagne and razor blades” Day in day out we have to manage expectations and manage emotions from clients, candidates and colleagues. Recruitment still hurts, drop outs, counter offers, spec changes last minute and slow processes drive me nuts. What have I learnt? ✅ There’s no need to sell sell sell ✅ Be honest and you’ll be appreciated ✅ Don’t work with people who don’t value you ✅ Candidates become your best clients ✅ Push value #recruitment #vinova #career

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Technical Prep & Equipment for your video interview Check your camera, microphone, and internet connection by testing them with your Merritt Recruitment Consultant. Our clients use a range of platforms with Zoom and Teams as the most popular. All seems standard these days but please make sure you know how to join the call, mute/unmute, and share your screen if needed. Not all video conferencing tools are the same! And we highly recommend, if you are including a presentation as part of your interview, a practice session is essential to ensure you know how to ‘share screen’ and run the presentation. And have a backup plan! Let your interviewer and Merritt Consultant know you are having problems. If you can, we recommend you have a backup device or hotspot ready. Lastly, make sure you join the meeting 5 minutes early in case you need to switch devices or reboot your device. For more tips on video interviews, have a read of our recent article: https://bit.ly/3BtzYRi #interviewtips #interviewadvice #onlineinterviews #videointerviews #candidateadvice

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Technical Prep & Equipment for your video interview Check your camera, microphone, and internet connection by testing them with your Merritt Recruitment Consultant. Our clients use a range of platforms with Zoom and Teams as the most popular. All seems standard these days but please make sure you know how to join the call, mute/unmute, and share your screen if needed. Not all video conferencing tools are the same! And we highly recommend, if you are including a presentation as part of your interview, a practice session is essential to ensure you know how to ‘share screen’ and run the presentation. And have a backup plan! Let your interviewer and Merritt Consultant know you are having problems. If you can, we recommend you have a backup device or hotspot ready. Lastly, make sure you join the meeting 5 minutes early in case you need to switch devices or reboot your device. For more tips on video interviews, have a read of our recent article: https://bit.ly/3BtzYRi #interviewtips #interviewadvice #onlineinterviews #videointerviews #candidateadvice

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Staffing & Recruitment 101: Doing perm business is like doing the impossible; make it possible by all means, or   I like to put in the die-die-must-do attitude required to do perm business placement.   A good permanent consultant lives, eats, sleeps, and works on their job orders.   There are no job orders they cannot fill.   A good perm consultant will always perform rigorous screening and assessment to find the most suitable candidate profile to meet their client's needs.   A meticulous screening process is critical.   Successful agencies implement:   Resume reviews to filter out unsuitable candidates.   Skills assessments and initial interviews to evaluate qualifications and fit.   Verify credentials and past performance, ensuring that only the most suitable candidates are presented to clients.   Highlight the candidate's proven track records and achievements with factual data and results.   They ensure the shortlisted candidates at least meet up to 70% and above the criteria requirements for the job position sourced for.   Almost 99.99% of all job orders received by recruitment agencies will certainly contain few aspects of challenges; otherwise, they could have filled up those vacancies easily on their own.   Thus, the perm consultant must source and locate the most suitable candidates to match those job order's needs.   Definitely no low-hanging fruits or expected easy closure job orders. Do you have the attitude of a Perm successful consultants?

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Contractor Recruitment in the UK: Trends and Insights The demand for skilled contractors in the UK is on the rise, with more businesses relying on temporary talent to meet project needs and stay flexible. A few key stats: The UK contractor market adds £109 billion to the economy every year. In 2023, around 1 in 7 workers in the UK were self-employed, making up 15% of the workforce. Demand for IT contractors has shot up by 32% over the last year, with similar growth in engineering, construction, and healthcare. Roughly 40% of UK businesses now use temporary staff to fill skills gaps and keep things moving. Why hire contractors? Flexibility: Scale your workforce as needed. Expertise: Contractors bring specialist skills to your projects. Cost savings: Access top talent without the long-term commitment. At Elite Talent Services, we help connect businesses with experienced contractors across IT, engineering, construction, healthcare, and more. Whether you're a company looking to get the right people in place or a contractor looking for your next gig, we’ve got you covered. #ContractorRecruitment #UKRecruitment #TalentAcquisition #ETS #ITContractors #Engineering #Construction #Healthcare

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***Recruitment Market Update*** Thankfully its going the same direction as the UK weather- key indicator for that: June Sales - 35% better than June sales in 2023 & our strongest month YTD July New Jobs - on course to be the highest number this year It bodes well for H2 & hopefully the confidence continues to build in the market. #Recruitment #Update #Indicators

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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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July 2024 has been my BEST ever month in recruitment! This month has been nothing short of extraordinary… 🎯 Hit my yearly target – With 5 months to spare! 🌟 Signed on 8 new clients through BD! 🤝 Closed multiple deals making it the best start to a Q ever! 🏢 Launched a new desk in Manchester! 🚀 Welcomed 3 new starters – Exciting announcements coming soon! 📈 Boosted my LinkedIn game and presence! BUT... here's the reality check. As amazing as this month has been professionally, it came with significant personal sacrifices. 💔 My mother faced serious health issues, landing in hospital twice. ⏰ I worked some insanely long hours and also did some intense rowing training. 😴 I hit a brick wall and was completely drained, needing a full day just to recover. As Graduates look to enter the world of recruitment this summer, it’s only right I share the highs with the lows. Agencies are quick to point out the earning potential and career progression, but often gloss over the realities of how hard and draining recruitment can be. The hard truth is that success in recruitment demands relentless hard work. To all aspiring recruiters this summer – be prepared. It's one f**king amazing journey, but not an easy one! #CareerGoals #RecruitmentTransparency #RecruitmentLife #Graduates

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🚚 Impact of IR35 on Hiring HGV Drivers 🚚 IR35 is changing the game for hiring HGV drivers. Here’s how: ✔️ **Cost Implications**: With IR35, companies may face higher costs due to increased NIC and other tax liabilities. ✔️ **Driver Availability**: Some contractors may shy away, preferring permanent roles to avoid complex tax rules. ✔️ **Compliance Burden**: Recruitment agencies now need to ensure strict compliance with IR35 rules, meaning more administration. ✔️ **Client Relationships**: Clients may require more guidance to understand and implement IR35 changes effectively. ✔️ **Driver Preferences**: Many drivers may seek clear communication on contract terms to understand their earnings post-IR35. Engage or comment on your experiences with IR35 changes! #IR35 #HGV #recruitment www.scorpionrecruit.co.uk

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These 5 Recruitment Business owners Came through our Free Trial And the results have been insane... What is the free trial?  We write you TWO posts completely FREE  Let me show you some of the results…. Recruiter #1: - 100,000+ impressions - Decision makers flooding their profile Recruiter #2: "One post landed me a 30K client" (Not bad for something free) Recruiter #3: - 15,000 impressions - Dream client liked her post - Finally on their radar Recruiter #4: - 80,000 impressions - Old client came back - New deal worth 20K Recruiter #5: - 30,000 impressions - Perfect candidate reached out - Relationship started 4 out of 5 of the recruiters above have become paying clients. Why? Because we didn't ask them to trust us. We showed them what we could do. No risk. No commitment. No pressure. Want to test it out? DM me :) (But don't wait too long. Good offers don't last forever)

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Starting a recruitment agency doesn't have to break the bank—it can be done on a "shoestring" budget initially, relying on revenue from placements to fund growth. Everyone knows I'm a numbers guy. Knowing the true costs and where to secure resources is crucial to avoid delays in launching your agency. Understanding this upfront allows you to establish your business efficiently and effectively. Here's all you need to know https://lnkd.in/es7GaEkF #MAYACHI #RecruitmentStartUp #RecruitmentAgencyOwner

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One of the main results from the full MOT's has been the reduction in cost to hire for the companies involved. Most recruiters don’t undertake formal audits – they often don’t have time or, sometimes, dare I say it, the inclination to have a light shone on their work. Yet recruitment is SO expensive (according to the REC the gross value added of recruitment to the UK is over £40Bn) and, in the current market, so tough, that it pays to invest in having an external auditor assess where you are, what you’re doing well and what you’re doing badly. More specifically, an audit of your current recruitment tech, processes and media, plus an investigation of how competitive your salary and benefits packages are compared to your competitors, can quickly save you money in the short to medium term.  Are you getting best value from your advertising or recruitment agencies? How does your content/copy stack up against others advertising similar jobs? Do you fully understand everything your ATS can do, or only bits of it? Do you measure your time to hire, cost per hire, media effectiveness and traffic and engagement with your recruitment website (always assuming you have one)? Are you making the best use of LinkedIn, Facebook and other social media?  I will improve your cost per hire, take a free Mini-Mot and see what you score? if you want further action then a paid for MOT can follow. Go to https://lnkd.in/eeBykWFS to find out more

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Perm Recruiters what is your average fee and do you have a minimum fee in your terms of business? In a tougher market it is sometimes hard to get clients to increase percentages of fees worked to . However, if you have a minimum fee in your terms of business when that new client calls saying we only work to 15% you can say that’s fine my minimum fee is £7K for example . (You`ll know what works for you) They can then agree to this or not, or maybe they only use you for senior hires. Similarly think about the return of what you are working on and rank your jobs. For example, yesterday I had a couple of Business Development Manager opportunities come in , in the US and Dubai with two of my best clients. I will prioritise these as if I fill them the fees will be above my average fee. Think effort and return. Don`t sell yourself short. Always try and work on jobs at or above your average fee. What is your average fee from 1st January ? Do you know? #R2R #PermanentRecruitment #Averageplacementfee

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