Patrick Murray

A different type of post from me & one that I hope will give all candidates (current as well as future) some helpful insight & support when interviewing for current as well as future roles, especially given how tough the Talent market is at the moment👇 The role of a Talent/Recruitment professional isn't just to get candidates jobs (Although I'm sure 99% of people will think this is the only thing Talent/Recruitment professionals do but that's a completely separate conversation🙄) We're here to provide tips & tricks & support on how best to position yourself when interviewing for a role so without further a do, take a look & if the below helps just 1 person secure their next role then I consider that a success🥳 INTERVIEW DO'S ✅ AND DON'TS ❌ DO: ✅ Arrive a few minutes early ⏲ (up to five, no need to get there any earlier or else they may wonder why you have nothing better to do 😂) ✅ Read over the job description and company website beforehand so you have an idea of what you're getting yourself into ✅ Practice giving a quick overview of your background and experience. Don't recite your resume word for word, but you should be able to talk about what you do day-to-day and what sets you apart! ✅ Come prepared with questions to ask about the company and role (if you can't come up with anything, they may wonder if you are really that interested) ✅ Write them a thank you note/email after the interview thanking them for their time 💌 DON'T: ❌ Ask about money 💸 They're trying to get to know you and see if you would be a good fit, and bringing up money can make it seem like that's all you care about! Let them be the ones to bring it up if they want to down the line. ❌ Emphasize the perks over the job. If they ask you why you're interested in working there and you just say the flexibility and PTO, they may wonder how interested you are in the actual work 😂 ❌ Speak poorly of your current company/coworkers. I've talked to plenty of candidates who want a new job because they're in a toxic work environment and I totally get that. However, the people interviewing you don't know you or your situation, so complaining about your boss can make them think you're negative and not a team player. Knowing how to interview is a gamechanger! The interview phase 100% determines if you get the job or not, so message me if you want help navigating the process!

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SKO season is finished and your new FY targets have been handed out! 😲 You've realised that there is no investment in product development and sales operations are reducing headcount. 😟 The sales teams in other regions are growing rapidly and their people are hitting presidents club but you've been told not to worry as you and your team are safe... Dont waste energy on worrying. Take a look at this video on finding your next sales role in the CX space. 🤗 https://lnkd.in/e9xhMyrs

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Do you know your GEN Z's, from your Millennials, to GEN X's and Alphas?!! Well you are a GEN Z if you have been born between 1997 and 2012, current age is between 12 to 27. In 2025, Gen Z is set to comprise 25% of the UK's workforce. Reshaping our recruitment strategies is essential. Recruiters and FMCG companies alike must evolve to connect effectively with this dynamic, collaborative and pragmatic generation. Understanding Gen Z's digital fluency, flexibility needs, and desire for purpose is key. We need to engage authentically, offer growth opportunities, and embrace tech-enabled processes. Let's adapt together! #RecruitmentTrends #GenZAtWork #FutureOfWork.

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‘For this Brand Manager role, we really need somebody already at Brand Manager level.’ I’ve been hearing this a lot recently and whilst as recruiters, we can unpick the ‘why’ behind that statement, we’d be crazy not to understand that is what they ideally want. For line managers wanting to hire somebody in the same role, you need to have compelling reasons to get a great candidate to move for the same job title (regardless of how wonderful you believe your role to be). Let’s follow the Brand Manager example: - Salary – in the past, salary wasn’t often a key driver for marketing talent…… BM in their first 1 – 2 years is likely to be earning anything from 47 – 57k so to hire them as a BM, you’ll probably need to have a banding up to 65k; - Direct reports – this would be a big carrot & often BM roles don’t have line reports so, having the ability to offer this would be a major plus; - Significant A&P budgets – often a great carrot giving the existing BM a chance to work on campaigns (often ATL desirable) they have no chance to do in their current role; - Freedom / progression opportunities – BMs reporting to SBMs who report to MM who report to MC’s etc, feels bureaucratic and not the kind of environment that promotes ownership; So, if you’re hiring currently or in the future and the ideal is really to hire somebody else in a similar role then my advice is: - really think about the points above & work out what you can offer them to move; - be very clear in your brief to your recruiter (internal or agency) about the reasons why a candidate should make the same level move; - given them 2 weeks to search & come back with feedback – if nobody is interested, collate all the data / reasons & reset……. Don’t keep flogging it as the likelihood is you’ll set yourself up for a very long process, spend a lot of time and ultimately may well end up making the sacrifices you could have made after the first 2 weeks. Are you hiring right now where you want somebody in a similar role? Let me know your approach or DM for a chat around how we can help. #Benchmarking #Hiring #Expectations

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Just spotted a gap in your leadership team? 🕵️‍♂️👩‍💼 Here's why a specialist FMCG recruitment agency should be your go-to for filling that crucial role: 1. Expertise in the Field 🎯 - Specialist recruiters have a laser focus on leadership roles. We understand the nuances of what makes a great leader and have a keen eye for spotting the right qualities in candidates. 2. Access to a Wider Talent Pool 🌍 - We have our fingers on the pulse of the job market and have access to a pool of passive candidates you won't find on job boards. We can tap into our network of top-tier professionals who are open to new opportunities but not actively searching. 3. Time-Saving ⏰ - Recruiting can be a time-consuming process, especially for leadership roles. A specialist agency takes the legwork out of the process, freeing you up to focus on your business. 4. Industry Insights 📊 - We are not just recruiters; we are market experts. We can provide valuable insights into current trends, salary benchmarks, and the competitive landscape, ensuring you make an informed hiring decision. 5. Cultural Fit 🔑 - It's not just about skills and experience; it's about finding someone who'll fit with your company's culture. Specialist recruiters take the time to understand your business and can find candidates who align with your values and vision. 6. Confidentiality 🤫 - When recruiting for senior positions, discretion is often required. Specialist agencies are adept at managing sensitive information and ensuring a confidential process. 7. Long-Term Success 🌱 - We are invested in the long-term success of your business and the candidates we place. This means we're committed to finding a leader who will contribute to your company's growth and stability over time. If you're on the hunt for a leader who can steer your ship through choppy business waters , consider SmithCarey consultancy. We're the compass you didn't know you needed! 🧭 #LeadershipRecruitment #TalentAcquisition #ExecutiveSearch

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Are companies looking for a unicorn? It was great to share my thoughts and views on the current recruitment market with Molly Innes MarketingWeek. It is definitely still a buyer's market and it has been a slow start to the year for many. However, there has been definite movement in activity in some ends of the market. See the full article below:

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A prospective client I spoke to recently really needs to hire. They have 2 agencies working across their roles. They have been open for 6 or so weeks. No progress has been made. They don't know why, either. One question I asked which the manager didn't know the answer to: "How much time are they spending on your vacancy both this week and what do they plan to spend on it next week?". I have absolutely no doubt in my mind, that the time the client believes is being spent on their role, compared to what is actually happening, would be miles apart. It would blow their mind. And not in a good way. If you're hiring and you can't answer those questions, arrange a meeting with your recruiter to find out!

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Interviewing with Amazon soon? Here are some great tips directly from Bar Raisers at Amazon! #InsideAmazon #Amazon #SellingPartnerServies

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I closed 3 VP Sales / Director roles last month without any job adverts. In fact, most senior jobs aren't advertised. Why not? - Some are confidential - Headhunting's best for finding the right profiles - Advertising generates 100's of irrelevant profiles - Targeting the relevant profiles is more efficient and saves time 🔥 Having a razor sharp focus generates the quickest results for hiring firms. PS- Need help with senior European hires? Drop me a note

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Here is a list of the key reasons I’ve heard from agencies over the last 8 years that I actually agree with as to why measuring the candidate experience isn’t a priority for them right now. There isnt one! Not a single one. Candidates deserve the best service you can give and if you aren’t measuring it you can’t improve it. No one is perfect but we can all improve.

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Today - LIVE and EXCLUSIVE training 1pm BST - through the TEAM Network I will share a tactical unpack of the Candidate Marketing Process Whatever you want to call it - speccing, MPC work, HVC marketing etc It's a practice that the recruitment industry has learnt to do wrong, perfectly. You can discover how to do it with purpose, create impact and generate business. And if what I share is what you do already, you'll have the peace of mind to know you're smashing it. Questions welcome throughout. Feel free to heckle. See you at 1pm. For those of you WFH I'll be competing with - Find it, fix it, flog it (I appreciate this could also help you make money) Border patrol (tis a repeat mind) Loose women (Could create good content for socials) and Impossible (no idea, some kind of gameshow on BBC2)

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I'm fortunate to speak with many candidates about what's important to them when it comes to changing companies. Here are 3 of the most common pros and cons I hear when considering working with Amazon either a Brand or at an Agency: Pros for working at a Brand: ➡ Can often pay better than an agency ➡ You're able to dive deeper into the workings of a business to make an impact ➡ You can get more control of the strategy and operations than you would at an agency Pros for working at an Agency: ➡ The can offer more variety in your day-to-day role ➡ Are often at the cutting edge of technology and innovation ➡ You could learn enough to start your own business in a short amount of time Cons for working at a Brand: ➡ You might find yourself working for a brand that your values don't align with ➡ Depending on the culture/size of the business your breadth of exposure can be limited ➡ You could be at more risk of downscaling where an agency could perform your function Cons for working at an Agency: ➡ You may have high client churn resulting in lots of effort for little satisfaction ➡ Your hours often stretch well beyond a typical 9-5 ➡ The rate of change within an agency might be unsettling if you want to dive deep in one area but the business pivots to another. I know I'm only scratching the surface here, but these are the most common points I hear. Feel free to add yours in the comments!

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In today's fiercely competitive job market, FMCG firms must innovate to attract top talent. Here's how: 🎯 First, let's talk employer branding. Your company's reputation is key. It's not just about the products on the shelves but the culture behind the scenes. Showcase what makes your firm unique. Is it your commitment to sustainability, your dynamic team, or cutting-edge innovation? Whatever it is, make it the heart of your recruitment campaigns. 🌱 Next, professional growth opportunities. Top candidates seek roles that promise development. Offer clear career progression paths and invest in continuous learning. This could be through mentorship programs, online courses, or regular in-house training sessions. Show that joining your firm is not just a job, it's a journey. 🤝 Then there's the power of flexibility. The pandemic taught us the value of work-life balance. If you can offer remote working options, flexible hours, or compressed workweeks, you'll stand out. It's not just about where the work gets done but how effectively and harmoniously it integrates with personal life. 💡 Innovation in recruitment is also crucial. Move beyond traditional job boards. Engage with potential candidates on platforms like LinkedIn, where you can headhunt passive talent who may not be actively looking but are open to the right opportunity. Use data analytics to tailor your approach and reach the right audience. 👥 Diversity and inclusion should be at the forefront. A diverse workforce is a strong workforce. Promote your commitment to creating an inclusive environment where everyone has a voice. This not only boosts your brand image but also appeals to a broader range of job seekers. 🚀 Lastly, don't underestimate the power of an efficient hiring process. Top talent won't wait around. Streamline your interviews and decision-making to be swift and decisive. Keep communication clear and consistent, ensuring candidates feel valued from the first touchpoint. #FMCGCareers #TalentAttraction #EmployerBranding By embracing these strategies, FMCG firms can not only attract but also retain the crème de la crème of the workforce, ensuring sustained growth and innovation in a competitive landscape.

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⭐⭐⭐⭐⭐ Candidate Feedback for Brand Partners 🚀 😁 We absolutely love receiving feedback like this! Looking for a new role in the Performance Marketing space? Or just fancy a chat to see what opportunities are out there at the moment? ✉ Feel free to reach out to Sam Brand or myself, we are more than happy to help. #performancemarketing #digitalmarketing

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Lots of companies are considering hiring an internal recruiter now. Let me remind you of all the good reasons why using agencies is still valid in any economic market BUT if you still think you need to hire an internal recruiter then DROP ME A NOTE because I also hire Talent Acquisition roles, having been a TA myself for 12 years before recruitment, having a HR degree and years of experience hiring TA's at Higher Success you will have a great partner. - Access to more candidates - Access to candidates that are harder to find, people you wouldn't otherwise get - A champion to be building your brand and sharing positive messages about your business in the market place - Someone to do all the sifting and screening calls to save you time - Someone to manage the process, which can get complex and to give a third person in the middle making sure that people can openly say what they need and it not ruin the deal so to speak, some consultation on what is reasonable on both sides - Information, insight and consultation that you get even if you don't fill the role - Hiring fees that are contingent on success as there is a rebate period etc - for perm anyway - someone to do the hiring whilst you focus on doing what you do best and therefore not distracting your team from the task of growing your own business and making money - someone who is an expert at understanding personality profiles, competencies, can interview in various styles, give honest accounts of candidates positives and negatives for the role

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Looking to make a bigger impact on LinkedIn? With over one billion users, standing out can feel overwhelming, but the platform offers immense potential for boosting your career. 🚀 At iO Associates, we guide our candidates in unlocking LinkedIn's power by leveraging essential tools like SEO and CTAs to enhance profile visibility and drive conversions. 🎯 Key Tips: - Use SEO keywords to attract relevant job opportunities. Niche terms like "jobs in tech UK" work wonders! - Add CTAs to engage recruiters, prompting them to take action. Example: "Click here to view my CV." Ready to level up your LinkedIn game? Check out part 1 of our guide to learn more! #JobSearch #LinkedInTips #CareerGrowth #SEO

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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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RECRUITMENT MARKETERS, GET IN EARLY... The Recruitment Marketing Experience returns in 2025 and Early Bird tickets are on sales NOW. ONLY 20 EARLY BIRD TICKETS AVAILABLE, THOUGH. SO DON'T DELAY. Paiger Force24 SourceFlow Ricky Wheeler https://lnkd.in/ebjdENwE? #recruitment #marketing #recruitmentmarketing

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Does flexible working really matter to candidates? A recent LinkedIn study shows that the data speaks for itself when it comes to workers being called back to the office. Companies mandating full or predominantly in-office work are experiencing detrimental effects on their recruiting efforts, seeing shrinking talent pools & heightened competition for top candidates. As we see more and more of our top candidates prioritise flexible working, get in touch to learn what matters most to candidates. #staffing #flexibleworking #x4lifesciences

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