Sophie Evans

Scale-Ups have the greatest opportunity to create a disproportionate competitive edge by doing ONE thing right.... RECRUITMENT. Done correctly, here are some of the outcomes you can achieve: 🔥 100% Offer Acceptance 🔥 50%+ Conversion rate of Passive to Active Candidate 🔥 Sub-5% Attrition 🔥 3+ Years Average Tenure ☝ All boils down to the candidate experience you create. It's never too late to change or improve.

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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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🔥Female-Led Recruitment Start-Ups 🔥 Top Tips on researching your market for recruitment success. Deep market knowledge sets the foundation for a successful recruitment agency. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Here’s our top 3 on market research: 🔥 Identify Your Niche: Focus on specific industries or job types where you can offer the most value. 🔥 Analyse Competitors: Understand what competitors offer and how you can differentiate your agency. 🔥 Stay Informed: Keep up with industry trends, job market changes, and potential client needs. Helen says…There are definite pro’s and con’s of niches, but generally having a niche makes all of your activity much more strategic and it’s much more attractive for prospective clients and candidates. It also makes you much more scalable and saleable further down the line. #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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To all Vincere users, have any of you been experiencing issues with the "add or update" velocity plug in tab on the candidates profiles not showing? Mines not showing at all but can see the tab when i look at the search list. if so, any suggestions on how to resolve this problem? how do you get in touch with vincere support???......absolute nightmare. Any suggestions would be greatly appreciated

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If you work in Recruitment Operations, we're here to make your life easier. Come and check out what we've already got waiting for you on the platform Sign up in the comments

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There's encouraging signs for tech sellers in the UK job market 😎 These 3 things happen regularly in a boom market But haven't really happened at all in 2024 Until this week! 🙌 Returning ESP customer unfreezing headcount, looking to hire multiple roles 🙌 Internal referral within a hiring company "I'm hiring and so are my 2 colleagues..." 🙌"We've just done our 2025 plan and need 7 new sales people by Q1" Small steps but here's hoping positive things to come! #salescareers #saas #recruitment

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This has been a deeply personal product and that has made it so much more difficult to share.   Combining my experience; 🔸As an external Recruitment Partner. 🔸An internal People & Culture Advisor. 🔸Interviewing 1000's of jobseekers. 🔸Searching and 'shoulder tapping' talent that is not actively looking. 🔸Cointerviewing with clients.  🔸Consulting & training on the recruitment process design and job alignment. 🔸As a job seeker  🔸As a hiring manager I was compelled to create and launch Birdeey; a tech-enabled platform to guide and assist with better hiring processes. For the past 15 months, Role Call Recruitment has partnered with innovative, people-centric companies that understand the value and impact of a great hire, using the tool to elevate hiring processes to enable more meaningful and deeper interviews. ✨ As a result, we have now made Birdeey available for businesses to use directly for hiring (and it will continue to be exclusive to Role Call Recruitment for end-to-end engagements) Now that I have taken the brave step to share, we will be sharing more of what Sean Tilles and I have been working on along with the support of an amazing community of hiring managers, HR, TA, Recruiters & Founders/Business Leaders. If you want to know more; visit www.birdeey.com or get in touch with me on 021569499 #recruitmentAI #hiring #interviewing

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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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Hiring remote clinicians requires a different approach. At mrp, we specialise in advising our clients on the best methods to seamlessly onboard remote clinical talent, ensuring a smooth integration into your team. We've compiled our best tips and expert insights into a detailed guide for employers looking to build their remote healthcare workforce. Download the FREE guide today and discover the proven strategies that can help you successfully onboard and manage your remote clinical staff: https://lnkd.in/gj7JsmQk #HealthcareRecruitment #RemoteHealthcare #RemoteClinicalWorkforce

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The HR industry is built on expertise, and staying competitive means keeping your salaries and benefits aligned with the market. Our Henderson Brown 2024 Salary Insights Guide is your ultimate tool for making informed decisions. What’s included: ✅ Salary benchmarks for HR & Learning and Development roles ✅Trends impacting the industry in 2024 ✅ Guidance on attracting and retaining top talent Comment below and get in touch with me if you'd like a copy 📩 #professionalservices #HR #Learninganddevelopment #salarytrends #hendersonbrown

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🔊IT'S HERE - THE SYNAXIA Q1 PRODUCT MANAGEMENT MARKET REPORT🔊 Covering current market trends for the UK Product recruitment landscape including: 🤑 Average salaries 🚺🚹 Gender splits 📈 Who's been growing 🗣 Some commentary on trends Reach out if you'd like a copy - [email protected] Mario Michaels Synaxia Group #productmanagement #producthiring #productowner #product

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Now is the time to act. Starting the New Year behind the curve on your hiring can be a hurtful and costly experience. Make the right hire at the right time to set you up for a successful year ahead.

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Recruitment agency leaders: if you're currently mapping out next year's hiring plans and budget, this might interest you. Many of you know about Outrecruit | Rec2Rec Specialists's retained search model. But we also offer a talent subscription service that could be a game changer. Think of it as your fractional recruitment partner. You pay a fixed monthly fee and I work on multiple roles for you. No additional placement fees or surprises. Just ongoing support to find and hire great recruiters. This is ideal if you: ·     Expect to hire 4+ recruiters in the next couple of quarters ·     Feel your leadership team spends too much time on hiring ·     Want fixed costs with hiring flexibility and agility ·     Value proactive search and priority candidate access The big plus? Your brand story and EVP get consistent exposure across the recruiter community, backed by a credible third party. And here's something interesting - it works out up to 70% cheaper than traditional rec2rec fees. Thinking about your 2025 recruitment? Message me to learn how this could work for your business. #Rec2Rec #Recruitment #Outrecruit #TalentSubscription

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Say goodbye to endless tabs and slow recruitment workflows. Our Candidate Quick View is designed for recruiters who value efficiency and speed. Want to see more? 👀 Book a demo and see Vinny in action 🤖 https://lnkd.in/e6Q4HECY

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In Q2 of this year in the UK the average Perm Consultant made 4 placements and the average Temp Consultant made 6 placements. (UK) When we looked at the consultants at the Top 5 agencies on Recruiter Insider for Candidate Experience, we discovered that: 🚀 the average Perm Consultant there made 5 placements 🚀 the average Temp Consultant made 10 placements. In Q2 alone, the agencies with the highest candidate experience scores made 1 extra Perm placement per consultant and an 4 extra temp placements per consultant. Highlighting as always the impact candidate experience has on your placement numbers. The data doesn’t lie, an improved candidate experience means more placements. But if you are not measuring this you can improve it either. So if you want to make more placements get in touch with me. The data doesn’t lie!

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I've spoken with clients recently that have struggled to secure talent for their SDR teams. Unnecessarily lengthy interview processes, amongst general market conditions seems to be the main culprit for this. With attrition rates as high as they are, striking the right balance of thoroughly evaluating suitability and maintaining momentum in the process can be a tough one. Here's how I would structure a succinct 3 stage interview process that should cover off both: Stage 1 - Behavioral Interview with Talent Team/Hiring Manager via teams - Assessing Cultural Alignment/Understanding of the company - Opportunity to get to know the candidate Stage 2 - In person Sales Focused Interview with 2 x roleplays - Sales related questions to assess general understanding/competency - Roleplay #1 to assess ability to think under pressure, rejection handling etc - Roleplay #2 to assess coachability and willingness to take on feedback Stage 3 - Meet The Team / Informal Offer Realistically these 3 stages could be completed in 10-14 days tops, but does require a commitment from all parties to keep things moving. What are your thoughts?

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🚀 Senior to Principal Consultant level Recruiters 🚀 I’m looking for 360 Perm Recruiters to join our top-performing teams in both the FMCG and Automotive sectors here at Nexus Search. 🚘 🥖 This is an unbelievable opportunity for a recruiter to elevate their career and here’s why… 🔹 Lucrative Market: Work with industry giants the FMCG & Automotive industry is bulletproof – always in demand, never saturated. 🔹 Diverse Roles: From Senior Managers to Exec Search, and across various skillsets – Operations, Manufacturing, Commercial, Finance, Supply Chain, Purchasing, Logistics, HR. 🔹 Proven Success Stories: Experienced Consultants who have joined us have doubled their billings in 6 months. Team members with three promotions in a year and already over target for this financial year. 🔹 Sophisticated Recruitment: Engage in more detailed and interesting conversations, build lasting partnerships, and experience the excitement of high-end recruitment. This is not just phone bashing; this is about making impactful connections. 🔹 Fast-Track to Leadership: With rapid growth opportunities, you'll have the chance to move into leadership roles quickly and build your own team. 🔹 High Value Proposition: Retained searches offer more land-and-expand opportunities. Sell projects and solutions, giving you the flexibility to focus on what you excel at. 🔹 Supportive Environment: Access to top-notch resources to help you focus on what you enjoy, we split our teams between Client and Search. Our environment fosters success, giving you the focus and flexibility to do what you're good at. If you want to make a significant impact and you're an experienced 360 recruiter, who is feeling stagnant or not enjoying the market they are working in, it might be time to explore your opportunities. Drop me a message on here or via whatsapp and we can arrange a call. 07803 342 084 📱

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Whether you're hiring or looking to retain your best employees, it’s essential to ensure your salaries are aligned with market standards. Download our 2025 Salary Guide for insights on salary benchmarking across the UK, hiring trends, and exclusive candidate sentiment insights. Learn more here: https://lnkd.in/eU-nW8kQ

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