Billy Nixon

2 tips to increase how often you get approached for relevant roles on LinkedIn ⬇: ✅ Add as many keywords to your profile as possible, you would be surprised how many Payments sales professionals don't have Payments on their LinkedIn profile and it can be causing you to lose out on loads of amazing opportunities. Recruiters use specific keywords to search for the most relevant candidates for a role, some jobs will be industry specific or will require someone who has sold in to a specific vertical so get them on your profile!! ✅ Know what role you want to be approached for and mirror your LinkedIn to be similar. I'm not saying lie about your experience but you can highlight key points which are more relevant to your desired role. These things not only make my life easier when head-hunting but will make sure you are getting approached for more desirable positions. Salt

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Struggling to find top candidates in today's competitive recruitment market? Say goodbye to outdated employer branding strategies! Watch James Whitelock’s exclusive interview, hosted by Sean Allen, where he unveils the Top 10 Employer Brand Hacks for 2024. Get ready to discover innovative, actionable strategies tailored for the current talent landscape. Watch the interview here: https://lnkd.in/e-RFfYGP Download the presentation here: https://lnkd.in/eDKVP6Nf #EmployerBranding #Recruitment #RecruitmentMarketing #TalentAcquisition #ThinkinCircles

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A really interesting time for the technology hiring space. Positive news on inflation today will act as another step to improving market confidence. The prospect of rate cuts in the second half of the year has already had an impact in the amount of money the sector is raising at seed and series A,B & C level. With powder needing to be deployed I anticipate 18 months of increasing activity in this area. That impacts hiring. Earlier this week I spoke about rising confidence on candidates in employment to make a move. This will increase leading to churn in technology departments. Already we are seeing strong profiles receiving multiple offers. Whilst it may not be a return to the end of 2021/2022 levels, I predict a strong rise in demand and competition and, almost inevitably, another rise in wage inflation in the sector. Hiring processes need to be on point and efficient. Looking forward to speaking to 50 Asset Managers from Europe, the US and Asia this afternoon about what this means for recruitment and retention across all sectors.

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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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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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Wanna find out more about TikTok and how it can help you reach more candidates for recruitment? Check out this free webinar session hosted by our very own Aliai Canetti and Eilis Buggy https://lnkd.in/dgmeb-S2

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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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I've been asked over the years what do the the top agencies on Recruiter Insider do that makes them so good. Is there a single thing or many? I would have to say that there is one key trait that ironically also came up in a (TRN) The Recruitment Network webinar I did last week with Gordon Stoddart, Kirsty Chan and Mike Scotney and that is they are absolutely obsessed with feedback. Ok so these agencies win our awards time and time again because they are obsessed with feedback, that kinda makes sense, but that isn't the real impact that I notice. The one key thing when I look at all of the agencies who are always at or near the top is that they are consistently growing, they are consistently expanding into new areas, they are consistently beating their competitors. That's not a coincidence. They are obsessed with ensuring the service they provide is always at its peak and they can identify very quickly when it is not and fix it. They can help their clients do the same as well, which adds enormous value to the process and to the client and candidate. Being obsessed with the relationships you have with your candidates and clients is the key to growth, in any market at any time. It's your biggest differentiator and as the data shows us, ensures success.

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UK economic growth slows to 0.1% GDP. What could this mean for recruitment? Cautious Hiring: Companies might be more careful with hiring, leading to fewer job openings and more competition for roles. Demand for Quality: Businesses will likely turn to recruitment firms that can find top candidates quickly, especially in high-demand sectors like deeptech and cleantech. Efficiency Focus: Recruitment companies will need to prove their value by being cost-effective and delivering quality candidates fast. flexible MSP/RPO solutions could be an option. Sector Resilience: Industries like tech and healthcare might still see growth, keeping demand for specialised talent strong. Flexible Roles: With economic uncertainty, temporary or freelance roles could become more popular as companies seek flexibility. In short, it’s a slower market, but there’s still opportunity for recruitment firms that can deliver quality and efficiency!!! 💪 #RecruitmentMarket #EconomicGrowth #GDP

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Remote work is good for people, planet and profit 🙎 🪐 💰 and here are some excellent remote jobs currently available. 🇮🇪 Remote in IE 🇮🇪 1) Senior Android Engineer at Yelp —> https://lnkd.in/eR5RXxMN - Great employee benefits including things like a €150 monthly reimbursement to help cover #remoteworking expenses and €95 caregiver reimbursement to support dependent care for families. 2) Senior Customer Experience Engineer at Microsoft —> https://lnkd.in/eN-dKTUb - Microsoft are one of the largest global employers supporting #flexiblework and stand by their tagline "There is truly no “one size fits all.” and they have great transparency on roles. 🌐 Remote Global 🌐  3) HRC/EDD Manager at Binance —>  https://bit.ly/grbinance - Global team with 5,000+ employees, 100+ locations and 110+ nationalities with 300+ roles currently open - Flex Index Q4 2024 (https://lnkd.in/eNzYRcjK) says "68% of companies offer workplace flexibility" - Closer to home, Hays Ireland 🇮🇪 "Salary & Recruiting Trends Guide 2025" (https://lnkd.in/eBuzUtFs) has that number at 60% in Ireland. - Flexibility is here to stay. Rob Sadow Brian Elliott Nick Bloom Debbie Lovich Grow Remote

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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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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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US Election Result and Its Impact on UK & European RPO Providers The recent US election has captured global attention, and its outcome has far-reaching implications. As the dust begins to settle, it's crucial to consider how these changes may affect Recruitment Process Outsourcing (RPO) providers in the UK and Europe. With a new administration in place, we might see shifts in trade policies that directly impact hiring trends across industries. For RPO providers, this could mean adapting to new business climates and regulations. The potential for increased collaboration or new restrictions are just some of the variables at play. In either scenario, agility and foresight will be key for RPO services to continue delivering value. UK and European RPO providers may also experience fluctuating demand as US-based companies reassess their global workforce strategies. Those with a robust network and a deep understanding of regional market dynamics will be well-positioned to navigate these changes. Now more than ever, the ability to provide strategic insights and adapt quickly will be crucial for maintaining a competitive edge. How do you foresee the election result affecting your hiring strategies? Let's discuss. Visit http://biggSolutions.com for more insights, or call/WhatsApp me on: +447739588448 🔹 #USPolitics #RPO #RecruitmentStrategies #recruitmentoutsourcing #managedservices #recruitmentprocessoutsourcing

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"What benefits are there to using an external recruiter?" 🤔 Below are some stats from one of our 🇩🇰 Copenhagen 🇩🇰 Clients based within the FinTech sector: 👏 2 placements since our relationship began. 👏 1.16 : 1 CV sent to 1st interview 100% offer acceptance 👏 3 : 1 1st interviews to placement 👏 With our last placement, there was a total of 23 days between the candidate’s CV being sent to an offer acceptance. Most stakeholders I work alongside mention how long it takes to recruit and finding it difficult to find the right quality of locally based profiles which can be frustrating, time and money consuming 😑 How many interviews on average do you conduct before signing the right candidate? 🤔 If you're struggling and are wondering what the bottlenecks are in your recruitment process, feel free to reach out 🤝 📩 [email protected] 📞 +45 88 74 20 85 📱 LinkedIn DMs are open

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Recruitment in the UK: It's Tough Out There... The recruitment industry is facing some tough challenges right now. From changing candidate expectations to market uncertainty, it’s becoming increasingly difficult to find and place the right talent. 📉 Talent Shortages – We’re seeing a real scarcity of qualified candidates in key sectors, while the competition for top talent is fiercer than ever. ⚖️ Shifting Priorities – Candidates are now prioritising work-life balance, flexibility & company values more than just the salary package. Finding the right match between these evolving expectations & client needs can feel like threading a needle. 📊 Economic Pressures – With the current economic climate, businesses are being more cautious about hiring decisions & candidates are more selective about taking new roles. Yet, despite these challenges, recruitment professionals are rising to the occasion, finding innovative ways to bridge the gap between talent & opportunity. We’re learning that adaptability, transparency & a people-first approach are more critical than ever. At the end of the day, recruitment is about relationships – & we’re committed to helping both our clients & candidates navigate these uncertain times. What’s your take on the current market conditions? Are you seeing similar trends? #Recruitment #TalentAcquisition #UKMarket #HiringChallenges #RecruitmentIndustry

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In today’s rapidly changing talent landscape, businesses face a pivotal choice: stick to the status quo and fall behind or adapt and gain a competitive edge.  Despite a drop in the UK's vacancy rate, many sectors still struggle to secure the skills they need. 86% of organisations can't find the talent they’re looking for, and 39% are just replacing departing employees. The truth is, the talent shortage is far from over. Discover how your business can adapt and thrive in our Talent Solutions Ultimate Recruitment Guide. Explore more in our latest Ultimate Guide. #TalentAcquisition #Recruitment #BusinessGrowth #HiringTrends #Leadership

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Exploring The Value Of Executive Recruiters In Securing Top Talent: Over the next week or so, we will examine the value executive search professionals bring to their clients and deliver exceptional hiring outcomes. We will showcase 10 elements that demonstrate the significant value they bring to clients in identifying, attracting, and retaining top-tier talent. An executive, faced with arterial blockage problems, once remarked that when it comes to something as critical as a heart bypass, the cost should not be the determining factor in selecting a surgeon. This raises the question of why organizations are often hesitant to invest in what is considered the heartbeat of their companies – top talent. While companies readily allocate substantial funds to outside legal and accounting firms, as well as various consultants promising cost efficiencies and technological advancements, they often approach talent acquisition with a cost-minimization mindset. This contradicts their goal of hiring the best, particularly at senior levels within or just below the C Suite. Although recruiting fees vary, it's essential for organizations to avoid lower-cost firms that compromise on essential processes followed by true professionals. These essential processes are vital for providing the highest level of service necessary to attract candidates with the right combination of talent, skills, and cultural fit. So why are executive search consultants worth their fees? In the coming weeks, we will uncover the unspoken reasons why it's critical to engage the services of firms specializing not only in executive search but also in advising clients on key Human Capital issues. Next up, we will cover the unique expertise that search consultants bring to the table, and how they are able to cast a wider net to catch what you are fishing for. #hiringandpromotion #Innovation #productivity #recruiting #QuantifiedTalent

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