Jeremy Snell

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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***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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Tailored recruitment to suit your company, not suit the recruitment company.

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Are talent shortages impacting your business growth? Join our live webinar on Wednesday, May 22nd at 15:00 GMT and discover how to combat talent shortages with a skills-first hiring approach! Hear from industry leaders such as Cyre Mercedes Denny - Global Program Director at Schneider Electric, Milda Saenz, LL.M, MBA - Chief of Staff at EnergyX, and Louise Gregory - Head of TA at Anglo American. They'll be sharing their winning strategies on: +Top in-demand skills across industries +Future-proofing your workforce through skills-first hiring +Attracting & retaining key talent in a digital world +Implementing successful skills-first practices (and the challenges they faced!) Register below and gain the edge in the competitive talent landscape. #SkillsFirst #TalentShortage #BatteryIndustry

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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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Why Partner with a Specialist Recruitment Agency? 🤔 In the fast-evolving engineering and manufacturing sectors, finding the right talent can be a game-changer. Partnering with a specialised agency like 5S Recruitment offers numerous benefits that can streamline your hiring process and ensure you get the best candidates. Firstly, our deep industry knowledge means we understand the unique challenges and demands of the engineering and manufacturing sectors. This allows us to identify candidates who not only have the right skills but also fit seamlessly into your company culture. Our extensive network within the industry ensures we can tap into a pool of highly qualified professionals, from shop-floor workers to senior executives. Moreover, working with 5S Recruitment saves you time and resources. We handle the entire recruitment process, from sourcing and screening to interviewing and onboarding. This allows your team to focus on core business activities while we ensure you get the best talent. Our commitment to quality recruitment means you can trust us to deliver exceptional service every step of the way. Interested in learning more about how we can support your staffing needs? Visit www.5srecruitment.com or drop a comment below. Let's discuss how we can help your business thrive. #Recruitment #Engineering #Manufacturing #UKJobs

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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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I've spoken to plenty of Recruiters billing £500K+. Here are two things most of them have done to increase their billings... 1. Found better clients 2. Raised their prices But before they were able to do those 2 things... They needed more volume of leads - More volume gave them more choice - More choices gave them more confidence - More confidence made it easier to raise their prices Getting more eyeballs on your LinkedIn profile is a great place to start. And I recommend taking our FREE client attraction Quiz - It takes under a minute to fill out - Will give you a personalized 'Client Attraction Score' - Gives you actionable tips on how to get more clients This quiz is for... - Recruitment business owners who want more leads - Recruitment business owners who want to build their Personal Brand - Recruitment business owners who want better clients Links Below! Good luck.

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Is the recruitment industry changing? We’re seeing a massive benefit in clients working with us on an exclusive and retained basis where we are currently running at an impressive fill rate on this type of recruitment. What are the benefits against the traditional continency method? 🕰️Time - Giving you time back in your day to day. Not having to brief and coordinate 3/5 consultancies. 🎯Accuracy – Taking away the “CV race” which can be associated with typical continency recruitment. 📨Message – Don’t underestimate the value of having the right recruitment partner delivering the right brand information to the market place. 🏅Process – Agreeing SLA’s & timeframes upfront. 💷Cost – Avoiding those nasty Headhunter invoices. ✔️Ease – Minimum fuss is exactly what you get when working with a true specialist Drop us a line if you'd like a bit more information on how we could help you on your next campaign! #recruitment #recruitmentindustry #foodrecruitment

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Wouldn’t it be amazing to be able to access highly experienced recruitment marketers without the full-time cost? Fractional marketing from ThinkinCircles I Recruitment Marketing provides you with the specialist help you need on a flexible, cost-effective basis. Book a call to see how we can help turbo boost your recruitment marketing: https://lnkd.in/e9xEDXUa Find out more at https://lnkd.in/eEwjMSA9 #FractionalMarketing #RecruitmentMarketing #DigitalMarketing #Recruitment

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Wouldn’t it be amazing to be able to access highly experienced recruitment marketers without the full-time cost? Fractional marketing from ThinkinCircles I Recruitment Marketing provides you with the specialist help you need on a flexible, cost-effective basis. Book a call to see how we can help turbo boost your recruitment marketing: https://lnkd.in/e9xEDXUa Find out more at https://lnkd.in/eEwjMSA9 #FractionalMarketing #RecruitmentMarketing #DigitalMarketing #Recruitment

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Join us for an exclusive webinar where we explore the latest Q4 2024 hiring trends! 📈 Dive into the details of the ManpowerGroup Employment Outlook Survey, and explore why job creation may not match up with rising employer optimism. As UK businesses grapple with new employment legislation uncertainties, we'll shed light on how to balance optimism and caution. Join us as we discuss the effect of post-election politics on workforce strategies and the steps being taken towards a more diverse and inclusive workplace. Shape your ESG strategy with us. 🔗 Register now! ➡️ https://bit.ly/4dqj17l

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Are you using recruitment agencies that are under delivering? If you're experiencing issues such as delays, poor-quality candidates, or lack of communication, there are a few steps you can take: Clarify Expectations: Have a detailed discussion with the agency about what you're looking for in terms of candidate quality, timelines, and communication. Sometimes misalignment of expectations is a major contributor to poor results. Assess the Agencies' Track Record: If you've been using agencies for a while without satisfactory results, it may be worth considering if the agencies have a good track record in your industry or hiring needs. Provide Constructive Feedback: Share specific feedback about what isn’t working—whether it’s the quality of candidates, speed of delivery, or understanding of your company’s needs. A good agency will appreciate this feedback and work to improve. Consider Alternatives: If the current agencies are consistently under-delivering, it may be time to explore other recruitment options. Some agencies specialise in different sectors or have more robust networks, and that could better align with your needs. Are you facing challenges with a particular agency or type of recruitment? I can offer more tailored suggestions if you’d like.

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Why Choose Retained Recruitment? 🔹 Dedicated Focus: - A single point of contact ensures an in-depth understanding of your needs. 🔹 Quality Over Quantity: - Access to top-tier candidates you might not reach with contingent methods. 🔹 Strategic Partnership: - Collaborate closely for tailored search strategies and insights into market trends. 🔹 Commitment to Success: - Recruiters invest time and resources to ensure the best fit for your organization. #hiring #packaging #retainedsearch #recruitment

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What do clients look for most in a recruitment supplier? There are some minimum and very obvious requirements: ➡️ Understanding the brief ➡️ Understanding your client's culture ➡️ Providing suitable candidates ➡️ Providing accurate information on every candidate submitted ➡️ Moving at a reasonable pace - supplying talent quickly ➡️ Not charging the earth ➡️ Transparency Every agency will claim to be best in class at all of the above. But what actually makes a supplier stand out? Our own take? Providing genuine value and going above and beyond to help everybody in our network over the long term. What could that include? ➡️ Take work & stress away from clients - don't add to it! ➡️ Free introductions to people in our network that can help them ➡️ Shouldering onboarding and incurred costs when you can ➡️ Flagging relevant industry information & articles ➡️ Inviting them to networking events ➡️ Introducing them to potential clients of their own ➡️ Actually helping them win business ➡️ Being flexible with our own terms ➡️ Waiving a fee occasionally or providing flexible payments ➡️ Appreciating what they do to make money and how we can help them ➡️ Help them get their name in the market - tell other clients & candidates about them and the work they do ➡️ Helping support their good cause & charity initiatives It's about mutual value and long-term relationships - not a quick win! All other suggestions and ideas are welcome! #recruitment #recruitmentagency #longtermrelationships

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Unique selling point`s (USP`s) are banded around frequently but what do they mean? In a crowded market, how does one recruitment business stand out from another? Today we look at how and why Able Bridge Recruitment is generally unique! #lookingforanewjob #jobsearch #accountancyrecruitment #HR #ablebridgerecruitment #finance #edinburgh #glasgow

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Which recruitment tool (ATS) is the best for your business? Navigating the sea of applicant tracking systems (ATS) can be daunting, especially with so many options on the market. Having worked with an array of businesses, it’s clear that there are some more common tools and systems, with natural pros & cons for each. Here's a quick rundown of some of the most popular ATS platforms used in the US:   Workday: Ideal for large enterprises with comprehensive HR needs. Greenhouse Software: Loved by tech companies and startups for its user-friendly interface. Lever: Combines ATS and CRM functionalities for proactive talent acquisition (an Employ Inc brand). iCIMS: Scalable and customizable, great for businesses of all sizes. Jobvite: Enhances the end-to-end recruiting process for mid to large companies (an Employ Inc brand). BambooHR: A good choice for small to mid-sized businesses with its strong ATS module. JazzHR: Affordable and easy to use, a favorite among SMBs. (an Employ Inc brand) SmartRecruiters: Modern and cloud-based, highly scalable. ADP Recruiting Management: Integrates seamlessly with ADP’s payroll and HR services. This is based on my experience, but I’d love to hear from my network which ATS you use, what you like, and what you don’t. Which ones would you recommend to someone looking to onboard their first ATS? #Recruitment #HRTech #ApplicantTrackingSystem #ATS #HiringTools #TalentAcquisition

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Behind the scenes of recruitment agencies - what do they really do for their fee and is it worth it?   Well, they upload the job description to all the job sites, get some responses, bash out a few 5 minute calls to those that look best on paper, flip on the CV’s to their client then schedule some interviews. Perhaps pass on the offer if they get to that stage. Right? Well, no!   Maybe some recruiters work like that, but specialist recruiters in the permanent market have to cover an awful lot of ground to get the best talent, not just the ‘low hanging fruit’.   This is what actually happens behind the scenes:   ➡ We review around 600 profiles, to build a talent pool of potential candidates of around 100-120.   ➡ We activate a multi-channel campaign. When attracting passive candidates (those not actively seeking a role) research says they  need to be reached out to 5-6 times before engaging. That’s 500-600 touchpoints (calls/ InMails/ emails/ WhatsApp messages/ smoke signals/ etc). At all times our client’s brand needs to be managed and protected for all candidates engaged in a process, not just those who are proceeding.   ➡ Out of that talent pool we're typically left with around 20 candidates to be interviewed. This involves a 30 minute telephone or video call to discuss the role, company, vision, assess skills, motivations, aspirations, personal circumstances, etc. This all needs to be written up and recorded in an ATS (applicant tracking system). So, you’re looking at 1 hour per call.   ➡ 3-5 candidates are then submitted to the client and managed through the interview process. This is not just scheduling but understanding what is changing in their situation. Once a candidate starts a process, the situation can be very dynamic and subject to change at any moment.   ➡ Once the right candidate is identified, an offer has to be presented correctly. We take into account external factors including competing offers and the dreaded ‘counter offer’. This is rarely a straight forward process, in fact the best recruiters are managing this from the start of the process and tend not to present an offer they know won't be accepted.   ➡ After the successful candidate has signed the offer and resigned, they are in the ‘Valley of Death’. This means there is often between 1-3 months before they start, which is plenty of time for all sorts of things to go wrong. A good recruiter is in regular contact throughout this period to ensure nothing goes awry.   ➡ Then, only then, does a recruiter get paid, up until this point they have been working for free.   So, is a good recruiter worth their fee?   IMHO Yes, absolutely. There is an old saying ‘if you pay peanuts, you get monkeys’, never is that more true than in these situations.

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