Mike North

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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Last week, PGC Group released its highly anticipated and ultimate guide; "How to Start a Recruitment Agency in the USA." Whether you're tapping into the US remotely from your existing office, or scaling up operations by landing and expanding, it's critical that you set your operations and business up correctly so you're not unpicking any mistakes further down the line. Our latest guide shares insights from subject matter experts to help you get it right first time. Expert insights include: ⭐ Tapping into the US Market Remotely ⭐ Typical Roadmap on How to Start a Recruitment Agency in USA ⭐ US Terms of Business ⭐ US Taxation when Placing Candidates ⭐ Insurance for Starting a Recruitment Agency in the US ⭐ Foreign Exchange for Doing US Business ⭐ US Immigration Advice ⭐ Hiring Recruiters for Your US Agency ⭐ Choosing Your Target Markets Huge thank you to our trusted experts; Carla Roberts, Christy Woskobojnik, Arvinder Ubhi, Jack Lane-Matthews, Dominic Johns and Elliott Manning for their valued contributions. Take a look and download the report here....👇 https://lnkd.in/evW6Ccb7 If you're keen to discuss in more detail and want to speak to one of our US Expansion Consultants, book in a free strategy session below 📞 https://lnkd.in/eFVkshN7

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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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Is your workforce evolving fast enough? ✨  According to 45% of large UK companies, most positions they will need to fill by 2030 do not exist today, highlighting a need for adaptability in recruitment.    Our latest research paper shows how you can navigate this shift so that you’re recruiting future-proof talent who will deliver maximum productivity for your organisation.   👉 Learn more about leveraging human skills in a world of tech: https://lnkd.in/eiuJXQNN    #AI #Technology #Talent #SoftSkills #Business #AdeccoUKI #AdeccoInsights 

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📈 Emerging Trends in UK's and Europe's RPO Market 📈 The Recruitment Process Outsourcing (RPO) market in the UK and Europe is undergoing significant shifts. As businesses adapt to the ever-changing landscape, several key trends are making waves in the sector. Firstly, there is a growing emphasis on data-driven recruitment. Companies are increasingly leveraging advanced analytics and AI to enhance their hiring processes. This technology helps in predicting candidate success and improving retention rates. According to a report by the Recruitment and Employment Confederation, 70% of European RPO providers are now using AI tools. Another notable trend is the increasing focus on diversity and inclusion. Organisations are recognising the value of a diverse workforce and are implementing strategies to mitigate unconscious bias in recruitment. Recent data from Deloitte indicates that 65% of UK companies have initiated diversity-focused hiring programs within their RPO agreements. Sustainability is also gaining traction in the recruitment realm. Businesses are adopting eco-friendly practices and promoting remote working options to reduce their carbon footprints. A survey by the Confederation of British Industry revealed that 50% of firms now include sustainability criteria in their recruitment outsourcing processes. At biggsolutions, we are committed to staying ahead of these trends. If you're looking to navigate these changes and optimise your recruitment strategy, visit www.biggsolutions.com or get in touch via: [email protected] | mobile: +447739588558 #Recruitment #RPO #UKBusiness

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🚀 AI is reshaping industries everywhere, and recruitment is no exception. From enhanced job matching to automated candidate submissions, AI is transforming hiring, making it faster and more efficient. With over half (51%) of agencies already embracing AI, the industry is ready for change—but what about the talent? Bullhorn surveyed over 2,400 global contingent workers to understand their recruitment experiences, including their views on AI-powered recruitment tools. Curious about what they had to say? Discover their insights below, and dive deeper with Bullhorns new GRID 2024 Talent Trends Report to see what candidates truly expect from recruitment agencies. https://lnkd.in/epxynMSb #AI #TalentTrends #Grid2024 #ukrecruiter Louise Triance ⭐️ Neelam Akhtar

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RPO Providers: A Look into 2025. How will RPO shape 2025? In the dynamic landscape of Recruitment Process Outsourcing (RPO) in the UK and Europe, 2025 is set to be a significant year. Companies are increasingly seeking efficient ways to handle their recruitment needs, and RPO providers are expected to step up to this challenge. Why the growing confidence? Transparency, cost-effectiveness, and expertise. We’re witnessing a surge in demand for agile and adaptable RPO solutions that can scale with business needs. This isn’t just about filling positions; it’s about strategic alignment with organisational goals. Recent studies show that 73% of European companies plan to increase their investment in RPO by the end of 2025 (source: ERE Recruiting Intelligence). Why is this important? Because this shift underscores the critical role that RPO providers are playing in bridging talent gaps and driving growth. The European market is diverse, and the ability to cater to this array of needs while maintaining a standard of excellence will set top RPO providers apart. Those who can offer tailored solutions and deep industry insights will lead the pack. What’s your experience with RPO providers? Do you see this trend growing in your field? Share your thoughts in the comments or get in touch directly. Visit www.biggsolutions.com for more insights, or contact me directly on: [email protected] | +447739588448 • Value for money • Expertise • Strategic alignment #Recruitment #TalentStrategy #RPO2025

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Attention AI Startups! USA only We know how crucial the right leadership is for your growth. That’s why we’re offering 1 FREE Executive Search Placement to help you secure top-tier talent at no cost. ✅ Full recruitment service for one C-level role / Founding Engineer ✅ No strings attached – 100% complimentary ✅ Optional Enhanced Support Package available for accelerated results and additional benefits Limited time offer for AI startups with <50 employees or <$10M in funding / revenue. Ready to find your next leader? Let’s build your dream team together! Contact us today to get started! Sequoia, Andreessen Horowitz, Accel, GV (Google Ventures), Lightspeed, Kleiner Perkins, Bessemer Venture Partners, New Enterprise Associates (NEA), First Round Capital, Greylock, Lux Capital, Union Square Ventures, Intel Capital, SoftBank Investment Advisers, Foundation Capital, Aspect Ventures, Menlo Ventures, Battery Ventures, ICONIQ Capital, Y Combinator, General Catalyst, 8VC, 500 Global, Insight Partners, Madrona Venture Labs, UpWest Labs Fund III LP, AI Fund, Two Sigma Ventures #AI #Startups #Recruitment #ExecutiveSearch #Leadership #Growth #Innovation

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🚀 UK Recruitment Market Insights - October 2024 🚀 Navigating the UK recruitment landscape reveals some critical trends - here's a snapshot of the latest data that is hot off the press: 📈 Employment & Unemployment: Employment is up to 75%, while unemployment has dropped to 4.0%. 💼 Vacancies: Despite a decline in total vacancies, sectors like Construction and Financial Services are growing. 💡 Tech Sector: 50% of UK tech professionals are considering leaving their roles, driven by pay, career advancement, and cultural changes. 🌍 Inclusive Hiring: 55.2% of employers do not prioritise diverse candidates. Inclusive hiring is essential for innovation and business success. 📊 Challenges: The UK faces skill shortages and economic pressures. Collaboration is key to overcoming these hurdles. As a dedicated recruiter in the technology sector, I’m here to help you find the best talent and navigate these trends. Let’s connect and discuss how we can address these challenges together! Get in touch if you would like more info on the state of play and the latest data from the Recruitment market. 📧 [email protected] 📞 02920 371821 #Recruitment #UKJobs #TechRecruitment #HiringTrends #InclusiveHiring #MarketInsights

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The latest KPMG and REC UK Report on Jobs reveals a mix of cautious optimism and ongoing challenges in the job market. While signs of stabilisation are encouraging, staying adaptable as we navigate these changes is essential. #JobMarket #UkEconomy #EmploymentTrends

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Another Successful hire at Oliver Peters this morning, here's a deep dive on the entire hiring process from start to finish.. 👨🏼‍💻 Is it time to expect more from your talent partners? 🥶 Hiring for niche roles like Live Video/OTT developers requires a strategic approach combining advanced tools, tailored outreach, and in-depth knowledge of the industry. Here's the process we follow: 1. Understand the Client Needs: Gather detailed job specifications, project scope, and client expectations & Industry Insights: Research the live video and OTT ecosystem to identify trends, desired technologies (e.g., WebRTC, DASH, HLS, MPEG), and key skills in demand. Competitor Mapping: Identify where similar talent is currently employed, e.g., Netflix, DAZN, BBC iPlayer, or Amazon Prime Video. 2. Sourcing Candidates We use a blend of tools and techniques to source candidates: LinkedIn Recruiter: Advanced searches with specific keywords like "OTT Developer," "Video Streaming Engineer," or "WebRTC Specialist." Github and Stack Overflow: Identify developers actively contributing to open-source projects or discussions related to live streaming and video protocols. Boolean Search: Leverage Google X-Ray searches to unearth profiles and portfolios beyond traditional platforms. Example: ("OTT" OR "live streaming") AND ("HLS" OR "MPEG-DASH") AND UK site:linkedin.com. Niche Job Boards: Use platforms like Dice, Technojobs, or VideoTechJOBS for targeted talent pools. Internal ATS: We use Firefish - solid when integrating to Linkedin and other job boards. 3. Shortlisting Initial Outreach: Personalized InMails or emails highlighting the unique aspects of the role and the company. Technical Pre-screening: Assess candidates on essential skills: Programming languages: JavaScript, Python, Java, or C++. Expertise in video streaming protocols (RTMP, WebRTC, HLS, DASH). Experience with cloud services (AWS Media Services, Azure Media Services). Behavioral Assessment: Evaluate their adaptability, problem-solving approach, and passion for video technology. 4. Interview Process Client Collaboration: Share detailed CVs, technical assessments, and a summary of each candidate’s expertise. End-to-End Support: Schedule technical interviews and provide candidates with preparation tips. 5. Closing and Onboarding Tools Used: LinkedIn Recruiter – Sourcing and outreach. Github/Stack Overflow – Finding candidates based on technical contributions. Boolean Search – To find hidden talent. Slack/Reddit Communities – Engaging niche OTT developer groups. ATS (Applicant Tracking System) – Manage pipeline and track candidate interactions. Technical Testing Platforms – Codility or HackerRank for live coding tests. By leveraging this comprehensive process and the right tools, we ensure that the perfect Live Video/OTT Developer is not just found but aligned with the client’s specific needs. Oliver and Team

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According to Dice's Recruitment Automation Report, recruiters can spend up to 30 hours a week just sourcing CVs. Imagine cutting that time drastically with AI!?! Automating the mundane and offering deep insights, it allows recruiters to focus on what truly matters - building relationships and finding the right talent. But remember, the magic of AI hinges on good data. So, get smarter, friendlier, and more efficient recruiting with AI! https://lnkd.in/enywUWx5

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In the competitive world of talent acquisition, the ability to measure success through recruitment metrics and KPIs is crucial. These metrics provide insights into the effectiveness of the recruitment process, helping organisations refine their strategies and make data-driven decisions. Key performance indicators such as time-to-hire, cost-per-hire, and quality of hire are essential for understanding how efficiently and effectively a company is attracting and onboarding top talent. By closely monitoring these metrics, organisations can identify gaps in their hiring, challenges, optimize their recruitment processes and ensure that they are not only filling roles quickly but with candidates who are a strong fit for the company. However, measuring success in talent acquisition goes beyond the immediate hiring process. Long-term metrics, such as employee retention rates and performance evaluations, offer a broader perspective on the impact of recruitment decisions. These indicators help assess whether the hires made are contributing positively to the organisation over time, aligning with the company’s strategic goals. By integrating both short-term and long-term recruitment metrics, organisations can build a comprehensive view of their talent acquisition success, ensuring that they are not just hiring, but hiring right. I've read the below blog on Talent Acquisition Metrics, let me know what you think? #talentacquisition #hiringstrategy #recruitment #talent https://lnkd.in/eB6ZR-w2

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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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Recruiters shouldn't care about retention, right? I've heard that so many times. Onboarding is an HR thing, TA's job ends the second they sign the offer But does it really? In this week's episode spoke to Amy Davies, the CEO of First30, and an expert in all things onboarding and employee retention We spoke about: - Why TA's role extends beyond the offer letter - How recruiters can drive retention from day one - Proven strategies that keep new hires engaged - Getting leadership buy-in for better onboarding - And much more... Available now wherever you get your podcasts 🎧

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With single vacancies attracting 100s of candidates that's a LOT of reading and shortlisting of CVs to get through... Averaging 5 minutes per CV could result in up to 8 hours’ constant reading and shortlisting (with no guarantee of finding the right candidate). Show me a Hiring Manager with 8 free hours in one week! It is not a good use of time, nor money. ▶ Take the easier route: Pimento Connection #hellopimento

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