Matt Buckland

iO Associates - UK/EU are proud to partner with Leap AI, revolutionising the recruitment process in the AI and robotics space! 🚀🤖 The exclusive Recruitment Process Outsourcing (RPO) collaboration empowers Leap AI to efficiently manage talent acquisition, control spending, and create a culture of growth. Our bespoke RPO solution is tailored to Leap AI's unique needs, ensuring a standardised and seamless recruitment process that aligns with their ambitious growth strategy. Together, we aim to push the boundaries of AI and robotics, addressing pressing challenges like labour shortages and cost inflation. As Leap AI continues to innovate and expand, we are proud to support them in building a dynamic team that will deliver cutting-edge AI-powered robotics solutions. Watch the video below for more details on how our RPO solution has been a fantastic choice for Leap AI and its hiring needs. 👇 Or to read more about our partnership, read the full website story via the link in the comments below. 🔗 #RPOSolution #Partnership #Hiring #Recruitment #Testimonial #Feedback

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Question: Diane, What are your thoughts on working contingent vs. retained searches? I've been on the retained side, but I see possibilities for delegating people to work contingent roles. I know you love contract placement - this could be an interesting way to break into it... My Anwser: take the contingent work -- there are lots of people who will do splits, work with them or use contractors or employees. Some people prefer contingent to retained because you can decide which roles to work on and are not beholden to certain searches - that's a personal preference. As for contingent as a way to "break into" contract placement - makes no sense. There's no "breaking into it," you just do it. Ask your current and past clients where they need contractors or where they use them or could use them, and then sign up with an employer of record who does all the back office, compliance, invoicing, payroll, and insurance. I can introduce you to the ones I like best if you need recommendations for a good back office/ EoR ps: If you join my program, people share resources like a good VA Sourcing firm that one of the members has tried and tested.

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JC Townend, CEO of LHH UK & Ireland, recently featured on The Recruiting Future podcast by Matt Alder to discuss some of the biggest challenges facing employers today. With the labour market in constant flux and new technologies like AI reshaping the way we work, JC shared her expertise on how organisations can stay ahead by focusing on retention and internal mobility. In the episode, JC delves into Career Activism—an approach that empowers employees to take charge of their career paths, driving both personal growth and organisational success. Key topics that were discussed: - The rise of Career Activism - The end of traditional career paths - Tools to help employees grow and advance - The impact of AI on jobs and careers - How to build a future-proof workforce Don't miss the opportunity to hear JC's valuable insights on navigating the future of work and supporting employees' development! Listen now 👉https://lnkd.in/gac8d8Xe #CareerActivism #InternalMobility #FutureOfWork #AI #Leadership #LHH

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The staffing industry is evolving rapidly 📈 Over the next 12 months, we are set to face some significant challenges. From the rise of remote work to the growing demand for specialised skills, the landscape is shifting. One major hurdle is the talent shortage. With unemployment rates at a record low in the UK, finding the right candidates is becoming increasingly difficult. This means recruiters need to be more innovative and proactive in their approach. Another challenge is the integration of technology. AI and automation are transforming the way we source and manage talent. While these tools can enhance efficiency, they also require a new set of skills and a shift in traditional recruitment methods. It's crucial for recruiters to stay updated with the latest tech trends and continuously upskill to remain competitive. Lastly, there's the issue of employee retention. With more opportunities available, candidates are becoming more selective about where they work. Companies need to focus on creating a positive work environment and offering competitive benefits to retain top talent. This is where TEEMA's expertise comes into play. We specialise in building meaningful relationships and providing tailored recruitment solutions to meet these challenges head-on. What challenges do you see in the staffing industry? Share your thoughts in the comments or visit teemagroup.com to learn more about how we can help. Feel free to contact me at [email protected] #Staffing #Recruitment #TalentManagement

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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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To help investment funds access and attract the industry’s top talent, we need to have a fundamental view of the key motivators of the candidates they are targeting. First launched in 2016, Kea’s Talent Shift report is a deep dive into the motivations of candidates who are seeking moves into investing. This year, our Vice President of Research & Insights Dan Thomassen has refreshed our findings, surveying heaps of candidates across backgrounds to form the most comprehensive understanding of what really drives their motivations for the buy-side. Among other topics, our full 26-page report gives detailed insights into: 💡How candidate motivations have evolved since 2016 💡How motivations between men and women compare 💡How consultants and investment bankers differ in motivations 💡Key motivators for socially and ethnically diverse candidates This blog post provides a small window into the work we have done. But, do get in touch if you’d like a copy of the full report and to schedule a chat thereafter! #PrivateEquity #ExecutiveSearch #Insights

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/d3Fp_2Y8 #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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AI is revolutionizing the recruitment industry, enhancing job matching and streamlining candidate submissions. 📈 With 51% of agencies already delving into AI experimentation, the landscape is rapidly evolving. ⚡ But how does today's talent perceive this shift? Find out more here: [Link to article] #AI #Recruitment #TalentPerception

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The UK is widely recognized as one of the most fiercely competitive markets for recruitment and staffing. It’s no surprise that there seems to be a trend for them to expand into the US. Since talking to Elliott Manning - London NYC Austin Charlotte Cape Town on THE SEARCH podcast, people from the UK have been asking me for help entering the US staffing market. UK people need to get through some red tape, including state-by-state registrations, tax IDs, compliance, etc. but these things can be outsourced. ATTN: US perm placement agencies need to set up staffing immediately,  because these guys from the UK are good. PS: What do you think of this British Invasion?

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What we said and what we saw. As 2024 comes to an end, PeopleScout UK revisit the eight key areas we predicted would shape talent management. What changed, and what’s next for 2025? Explore our insights and join the conversation! 🚀 #TalentTrends #FutureOfWork #HRInsights #2025Predictions

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"55% of respondents expect an increase in their compensation over the next 12 months" Throughout March and April of this year, The Barton Partnership collated data from over 600 consulting partners across Europe. The result was the creation of what we understand to be the most comprehensive compensation report for the executive professional services market. Due for publication in early June – we would be delighted to share this with our network and discuss the trends which will shape partner compensation over the next 12 months. #managementconsulting #professionalservices #compensation #rewardstructure #executivesearch

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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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Chin up recruiters - There's opportunity in the markets you trade in Despite what was shared by James Reed on Keunssberg at the weekend. Job boards aren't the barometer for the job market they once were. Don't let Laura and James inadvertently become your Chief Revenue Officer and give you reasons to feel dismayed. From the clients I work with, job board use is reducing out of choice. Money is being invested in the job boards that generate a return. - It's not pipeline. Especially in the sub 10 head recruitment agency space. Reed's "job numbers" are down 13% month on month and 26% year on year says as more about Reed as a job board than it does the economy. The data I crunched with a client last week in their end of year review showed Reed to be their lowest performing source of candidates. Top source of placements for their business was Indeed and Linkedin which was reflected in their investment decisions regarding job advert marketing through H2 of this year. Set your target for next year and work out how many clients you need to deliver it. Then work out how you're going to find and engage with them. There's enough business out there for you to achieve your goals.

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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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Competition for Cleantech Talent is intensifying, and our insight unveils a strategic hiring approach. By onboarding both experienced senior leaders and next-gen talent simultaneously, we reduce the team's learning curve. This enables senior experts to swiftly align cleantech insights for commercial success. Learn more about this trend: [Link to article](https://lnkd.in/gkVug5am) Tell us how your firm is building cleantech expertise by commenting below. #cleantech #careers #jobs #careeradvise

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So Sorry....you have not been selected on this occasion....but why? 🚀 Did you know that most ATS systems (Applicant Tracking System) exclude applications with limited keyword hits? With Architectural practices and Studios starting to streamline HR processes, don’t be surprised if an ATS system responds, rather than a human. In today's job market, it is essential to tailor your CV for each application. An ATS (Applicant Tracking System) will often filter out CV’s that don’t match specific keywords, or automatically reject applicants based on pre-qualifying questions built behind the vacancy 🔑. This means your application might not even reach human eyes if it's lacking certain terms. Consider this: 70% of job applications never make it past the initial ATS scan (Source: Jobscan UK). As recruiters, we always advise having a robust strategy if you are going it alone and applying to companies directly. Here at White Space, we recommend doing your homework before you apply – analysing job descriptions and incorporating relevant keywords or phrases more than once to beat the algorithms 🌟. Remember, it's not just about having a well-polished CV, but a smart one using industry terminology within your own area of expertise. Need help crafting that perfect application? Reach out to us at https://lnkd.in/ezhCwjWj. We’re always here to help you land your dream role, even if we are don’t hold all the vacancies in the market. Let's make your CV stand out! 💼 #JobSearchTips #Recruitment #CareerAdvice

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