Victoria Yates

Can AI make the right calls in recruitment and selection?    In a data-rich world, technology excels at processing vast amounts of information, but finding the right balance with human expertise is essential.    Our clients want broad visibility of the market and the applicants within it, and Broadreach delivers it.  At Broadreach, we bring together industry-leading talent pools with the human expertise to identify the “X Factor” that makes them fit client A, but not Client B, which makes the difference when it matters most in recruitment and selection. As leaders we are proud of our team and the value they provide our clients.   So far, we have not found an AI tool that can offer what they can: Field experience in our sectors Company culture awareness Reading body language Integrity and morality Empathy We call our recruiters recruitment consultants because we expect them to consult.   What do you think?  Have talent farms and AI driven out the cost OR the value of outsourced recruitment & selection? Share your thoughts in the comments below. #AI #recruitment #talent #search #selection #hiring #employment

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According to the latest ONS data, 20% of businesses reported worker shortages in September. Demand is reflected in the Firefish Software recruitment agency data in Q3, showing the strongest quarter of 2024 despite a challenging August. Positive stories across the board📈. TL;DR🚀: - Total volume of placements increased by 3%. - Jobs created increased by 5%. - Temporary & contract placements increased by 3%. - Permanent placements decreased by 6%. Sector Insights📖: - Technology placements were up 24% in perm and 35% in temp/contract. - Revenue per Recruiter increased by 106% on the previous month. - Engineering perm placements increased by 13% and 39% in temp/contract. More sector-specific performance 🔮: https://lnkd.in/e9mS4cuc

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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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🔋 Looking for Talent in Battery Technology? We're the Specialists You Need! At Cubiq Recruitment, we’re not just recruiters—we’re Battery Tech recruitment enthusiasts with deep industry expertise. Whether you’re building teams for EV battery production, energy storage, or cutting-edge battery innovation, we’ve got you covered for roles across the US & Europe ! 🚀 Here’s why you should work with us: ✅ Industry Expertise: We understand the unique needs of the battery sector—from raw materials to manufacturing, R&D, and safety innovations. ✅ Extensive Network: We’ve built strong relationships with top talent and leading companies in the battery space, ensuring you get the best match for your team. ✅ Tailored Solutions: We know that every role is different, and we customize our approach to ensure you find the perfect fit—whether it’s engineering, management, or specialized R&D positions. Don’t leave your hiring to just anyone—work with specialists who understand your industry inside and out. Let’s build the future of battery technology together! 💡 #CubiqRecruitment #BatteryTech #Recruitment #TalentSpecialists #BatteryInnovation #EV #EnergyStorage #CleanEnergy #GreenTech #Hiring #BatteryManufacturing #R&D #Recruitment

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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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What's the real difference between contingent and retained recruitment? It’s that they're different payment models. Not talent strategies. Working on a retained basis (on its own) does not guarantee a result. But what it does is allow the right Recruiter to switch their mentality from speed to quality. You’ll start collaborating to get the right outcome. It allows us the time to understand what's in the market, map a full list of suitable candidates, benchmark against competitors, create a scorecarding system for candidates etc etc. All the value-add that surrounds finding and securing the right candidate. Leaving as little as possible to chance. And the fact is that a good Recruiter just can't give that level of service for free. In my opinion the question shouldn’t be whether you’re comfortable working on a retained basis for certain roles, but what do you get in return for agreeing to that payment model. And is your Recruiter genuinely good enough to pay up front. Interested to hear your thoughts. #retainedsearch #executivesearch #fd #cfo Leo Hewett Cally-Marie Burgess Richard Bailey Bex Hall Micâ Postans Louis Cordice Lewis Bittle

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"Why should we outsource recruitment? Can't our TA team handle it?" I think... Internal TA teams are experts in understanding the company culture. Bu when it comes to scaling quickly or hiring niche roles, it's impossible to throw every role at them and expect them to fill it. Sometimes you need extra hands. Partnering with external recruiters who can tap into wider networks is valuable. If you're looking for embedded talent - ping me a message

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It's never a bad thing to have a secret weapon 🤫   The job market is competitive - candidates with the niche SAP skills you need are not easy to find.   Cue that secret weapon - specialist recruiters.   They've got the deep industry knowledge and extensive networks within specialist fields that you need.   They understand the unique challenges, skills and qualifications needed for niche roles, so they'll be able to match you with candidates with the speed and accuracy you're unlikely to find from a generalist.   When you pay for recruitment services, you’re paying for more than just finding a candidate. You’re paying for:   ✅Expertise ✅Experience ✅Market knowledge ✅Tools and technology ✅Comprehensive services ✅Time investment ✅Professionalism ✅Precision in matching the right candidate ✅Guarantee of successful placement ✅Adherence to legal and compliance standards ✅Sacrifices and dedication   Yes, fees might seem higher initially when you partner with recruitment specialists, BUT they are justified by the significant benefits they offer in both the short and long term. Don’t forget, that the cost of a poor hire, including lost productivity, training, and rehiring expenses, often far exceeds the initial investment in a specialist recruiter. You will save money in the long run.   If you'd like to see how I can elevate your hiring process, and keep your recruitment budget in the black, reach out. Myself and my team will be able to advise on how to approach your hiring challenges and have profiles over to you in a matter of hours.   If you find a secret weapon, it'd be a real shame not to use it!

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How's the market? A question I get very often as a recruiter. In 2024 I have seen a drop in activity and the amount of job postings compared to previous years. 👉 In the UK the unemployment rate rose to 4.2% from over a year ago suggesting a loss of jobs in the market 📉 According to the Office for National Statistics (ONS) in October 2023 job vacancies were down 26% from their peak 💳 According to the ONS, real earnings have continued to rise in 2024 by 2.1% (not including bonuses) and the nominal wage has risen by 6.0% (not including bonuses). 🗒 Job postings offering remote or hybrid terms have dropped from 16.3% to 14.4% 🌈 The number of job vacancies posted continued to fall in Q1 2024 but remain above pre-pandemic levels The job market has been unusually tricky for those looking for their next opportunity. Stay positive, I feel the months ahead will be a turning point for UK job seekers. #staypositive #jobsearch

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***NEW WEBSITE ALERT*** If you still aren't sure what Montash are up to, then I've got a treat in store for you. Presenting our all new and improved website, where you can gain access to all the Montash insider info, including live jobs!!

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Following my recent post on the Tech recruitment market, it seems that a positive shift is on the horizon in the next quarter. This makes it crucial for companies to get their hiring processes right to attract and secure top talent effectively. Candidates will soon have more options, and having an efficient and effective recruitment process becomes a differentiator for success. Here are some basic steps you could take to enhance your hiring process: - ▶ Review the current hiring process and assess its effectiveness this year. ▶ Simplify the process to a maximum of 3 interview stages for efficiency. ▶ Set clear timelines for candidates from the outset. ▶ Provide prompt feedback on CVs and interviews within 24-48 hours. ▶ Consider having a contingency plan with specialized agencies for additional support where needed (Try Marston Search 👍). As the market begins to shift, having a seamless recruitment process will ensure you are better equipped than your competitors. For more detailed advice on how you can improve the process with case study examples, please reach out. #Recruitment #Process

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The data doesn't lie. Insights into how UK hiring managers are impeding your ability to fill your roles. If you want to start improving your conversion to placement book in a demo - https://lnkd.in/gJK_cpHv

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Another case study highlight 🚀 "limitless scaled a telecommunication unicorns UK & EU Engineering team" Hiring managers or key stakeholders hiring, please read 👇 A limitless partnership... 🚀 🤝 Defining EVP 🤝 Designing a custom outreach campaign 🤝 Plugged in directly with stakeholders via Slack to improve communication 🤝 limitless IR35 product for peace of mind 🤝 Streamlined interview process 🤝 limitless candidate aftercare process implemented Case study successes... ✅ Reduced time-to-hire by 84% ✅ Saved over 130 hours of individual hiring managers time ✅ 1.6-1 CV to interview ratio ✅ 3-1 CV to hire ratio ✅ 8 days average time to hire ✅ 7 hires made with 100% offers accepted ✅ 100% retention rate with key relationships built with candidates ✅ Slashed historical recruitment costs by 18% across the project ✅ Limitless Search and TaaS bound partnership introduced If you are a hiring manager or key stakeholder within your organisation where you are experiencing growth pains within your software engineering, product and data teams and the above success has peaked your interest, please book a meeting on the link in the comments as I would love to present this full case study to you and understand how we can replicate this success for your organisation 🙌

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Who is ready for a new Vincere release this weekend! My spotlight feature is a new view for shift scheduler. Consultants used to a more spreadsheet feel? Here is something that may help make the transition! This is just the 1st iteration so as always keep our feedback coming through our product portal and let us know what you think. #RecOS #tempstaffing #shiftscheduler

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🚫 Recruiters- when do you decide not to work with a client? 🤔 For me, these are all major 🚩🚩🚩🚩🚩🚩🙅‍♀️ 🗑 No specific job brief (Can you not just send me CVs??) 🗑 Pushes as long as possible rebate (Always the recruiter's fault, right!) 🗑 Long-winded processes 🗑 Too busy to schedule a proper meeting or briefing call What are your turn-offs when it comes to a new client? A combination of the above? It's a thanks but no thanks from me ✅ #recruiterlife #recruitment2024 #integrity #selfworth

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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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Tech Folk. The best way to find a new job. Take a cursory look at your inmails from recruiters. Choose the best three based on their relevance to your actual skills/interest and how much the recruiter seems to understand the market Call them, ask who their clients are (are they companies you’re interested in?) If so, build a passive relationship, tell them what companies/roles would interest you and you would want to see moving forwards. Watch the bespoke, off-market job opportunities roll in. ~Craig #recruitment #recruiting #recruiter #fintech #technologyjobs

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September and October have probably been our best months for new contract hires across Tech and Change. But the market still isn't great for a lot of people looking to secure new roles. Permanent hiring seems to be picking up, but I think a lot of organisations are going back to basics and all focus seems to be on revenue generation. Something that I've found really interesting though, I've placed more 1st time contractors in the past 12 months than ever before. I think I've even placed more 1st time contractors this year, than experienced contractors. That's no doubt affected contractors that are competing in this current market. There is a variety of reasons for this... - Permanent hires being made redundant and with less perm opportunities they've been looking at contract roles - People are feeling like permanent roles aren't as stable as they once were, with a lot of the 'safe' companies letting teams go - Easier route for people to get involved with project work, rather than BAU I think that's another reason why contractors are finding it tougher at the minute, and no doubt when perm hiring picks up, it will ease. Reminder that your network is invaluable during these markets - and it won't last forever..

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Feeling Ghosted by Hiring Managers or Recruiters? ‍👻 Don't let your applications disappear into the void! Our blog post unlocks the secrets to standing out and landing your dream job in the competitive UK market. Learn how to craft a compelling application, showcase your value proposition, and build a strong network. Click the link below to level up your job search! https://bit.ly/4f0HeTR

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