Michael Wright

RPO = Recruitment Process Outsourcing. Where should I start with a tech-enabled RPO? What is the difference between a traditional RPO and modern RPO? How are other organizations planning to benefit from tech-enabled hiring? What role does human intervention play in tech-enabled hiring? How to introduce a tech-enabled RPO, and why data is so important? Explore the answers to these key questions in our whitepaper: https://lnkd.in/gS3u6APA #Talent #HR #Hiring #Recruitment #Staffing #Tech #Technology #HRTech #AI

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Our Q1 Job Market Report indicates a few shifts in the market that you're going to want to hear about! The competition for top talent is high, with new vacancies increasing across most specialisms. We have seen a big increase of 34% in jobs when we compare Q4 and Q1 last year. This is consistent across most of our specialisms. If you'd like to compare YoY insights as well as see what Q1 looked like in the Digital job market, this one is for you - regardless if you are a job seeker or an employer. Our latest Salary Survey found that 59% of respondents are considering career moves in 2024. Our Job Market Report findings help you tune into salary benchmarks and hiring trends so you can bring in the best talent to scale your teams. The time to strike is now. As always, we are happy to help so please reach out if you need any support. Download the report here: https://lnkd.in/eEnDK_5j #JobMarket #Hiring #Recruitment

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𝗔𝗿𝗲 𝗮𝗹𝗹 𝗥𝗣𝗢 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲? 𝗧𝗵𝗲 𝗮𝗻𝘀𝘄𝗲𝗿 𝗶𝘀 𝗻𝗼. Not every RPO solution is created equal. The difference between a high-performing RPO and a low-performing one can make or break your talent acquisition strategy. Here’s what to look for: 𝗛𝗶𝗴𝗵-𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗥𝗣𝗢 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: • 𝗖𝘂𝘀𝘁𝗼𝗺𝗶𝘇𝗲𝗱 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀: Top RPO providers don’t just offer generic services—they dig deep to understand your goals, creating tailored solutions that align with your objectives and culture. • 𝗦𝗽𝗲𝗲𝗱 & 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆: With fast, responsive hiring processes, a high-performing RPO partner reduces time-to-fill without sacrificing candidate quality. • 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗢𝘃𝗲𝗿 𝗤𝘂𝗮𝗻𝘁𝗶𝘁𝘆: Instead of overwhelming you with unqualified candidates, they focus on sourcing individuals who meet your exact standards. • 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: High-performing RPO solutions prioritize a seamless hiring journey, building your employer brand and keeping candidates engaged. 𝗟𝗼𝘄-𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗥𝗣𝗢 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀: • 𝗚𝗲𝗻𝗲𝗿𝗶𝗰 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵: Low-performing RPOs often apply one-size-fits-all strategies, which may not align with your industry needs or growth stage. • 𝗦𝗹𝗼𝘄 𝗼𝗿 𝗜𝗻𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 𝗣𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀: Sluggish timelines and lack of urgency can cost you top talent and lead to frustration. • 𝗛𝗶𝗴𝗵 𝗩𝗼𝗹𝘂𝗺𝗲, 𝗟𝗼𝘄 𝗤𝘂𝗮𝗹𝗶𝘁𝘆: With quantity over quality, low-performing RPOs may flood you with mismatched candidates, increasing the burden on your team. • 𝗣𝗼𝗼𝗿 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: An uninspiring, drawn-out hiring process reflects poorly on your company, leading to missed opportunities and a damaged employer brand. Choosing the right RPO partner makes all the difference. 𝗔𝘁 𝗕𝗿𝘂𝗻𝗲𝗹, 𝘄𝗲 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗵𝗶𝗴𝗵-𝗶𝗺𝗽𝗮𝗰𝘁, 𝘁𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝗥𝗣𝗢 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝘁𝗵𝗮𝘁 𝗱𝗿𝗶𝘃𝗲𝘀 𝗴𝗿𝗼𝘄𝘁𝗵 𝗮𝗻𝗱 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆—from hiring speed to quality candidates and beyond. Interested in taking your recruitment strategy to the next level? Let’s talk! #RPO #BrunelRPO #myteamisbetterthanyours #TalentAcquisition #HiringExcellence #Brunel

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RPO = Recruitment Process Outsourcing. Where should I start with a tech-enabled RPO? What is the difference between a traditional RPO and modern RPO? How are other organizations planning to benefit from tech-enabled hiring? What role does human intervention play in tech-enabled hiring? How to introduce a tech-enabled RPO, and why data is so important? Explore the answers to these key questions in our whitepaper: https://lnkd.in/eu53jyhj #Talent #HR #Hiring #Recruitment #Staffing #Tech #Technology #HRTech #AI

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In the highly competitive industry of Technology, understanding your candidate experience for all job types is not only critical to hiring and retention, it can make the difference between those candidates not hired continuing to engage your business and your brand, or not. Benchmark your candidate experience this year like these past CandE Winners have done: AppFolio, AT&T, Deluxe, Intel Corporation, Meta (Facebook), Netsmart Technologies, UST, Virtusa, and many others. (Technology is one of #TheCandEs largest participating segments). Learn more about participating in the 2024 CandE Benchmark Research Program, open to all companies big & small across all industries who want to measure and improve their recruiting and hiring practices. #recruiting #hiring #candidateexperience ERE The CandEs

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Very interesting guide about how RPO solutions can help your business going forward with the right talent acquisition strategy. Mandatory to download! #morethanwork

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Want to know how your compensation compares to the market average? Are you considering expanding your team into another country and curious to understand the costs and regional differences? Curious about how to engage Gen Z and gain tips on how to become a more attractive employer of choice? We’ve got you covered, and we cover a whole lot more in our ‘A Changing Landscape: Language Industry Talent Insights Report 2024’. Download your free copy today! https://lnkd.in/e6Gh_yi3 #CompensationAnalysis #GlobalExpansion #GenZEngagement #TalentInsights #IndustryReport2024 #HRLeadership #EmployerBranding

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🚀 Data = Recruiting Game Changer 🎯 Recruiters, are you ready to power-boost your hiring strategy? Imagine having the keys to unlock a treasure trove of insights and using them to land top talent effortlessly! 🌟 📅 Dive in with me, and industry experts Amy Silverman, the Director of Recruiting at Chime, and Brittany Mitlo, the Director of TA at Duolingo as we unravel the secrets of data-driven recruitment in our not-to-be-missed webinar! Whether you're a seasoned pro or a rising star in talent acquisition, this event is your golden ticket to revolutionizing the way you use data to recruit. 🎫 ✨ What's in store? - Introductions: A quick hi and hello to network and set the scene - Expert Presentation: Indulge in 30 mins of pure, unfiltered knowledge from top industry leaders. - Q&A: Got burning questions? Get them answered! 5 mins Don't miss out! Even if you can't join us live, sign up to receive the webinar recording delivered straight to your inbox. 📬 👉 Register now: https://lu.ma/rk0zibk8 And hey, while you're at it, follow us on LinkedIn for all the latest updates and events. Your future hires will thank you! 🌈 Covey

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Absolutely spot-on! 🚀 Partnering with a recruiting agency like Next Level Impacts isn't just about filling positions—it's about transforming your hiring process and gaining a strategic advantage in a competitive market. Our latest blog, "The Power Of Partnership: How Recruiting Agencies Supercharge Your Hiring," showcases how we can help you find the top talent that will drive your business forward. Don't miss out on these insights! Check out the blog and discover the power of partnership. #Hiring #Recruiting #TopTalent #NextLevelImpacts

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RPO = Recruitment Process Outsourcing. Where should I start with a tech-enabled RPO? What is the difference between a traditional RPO and modern RPO? How are other organizations planning to benefit from tech-enabled hiring? What role does human intervention play in tech-enabled hiring? How to introduce a tech-enabled RPO, and why data is so important? Explore the answers to these key questions in our whitepaper: https://lnkd.in/eREvATAQ #Talent #HR #Hiring #Recruitment #Staffing #Tech #Technology #HRTech #AI

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Here's well-informed take by Kevin Wheeler (industry legend!!) on a false dilemma in staffing and TA. This quote: "As we approach 2030, the potential of RPO to replace traditional internal corporate recruiting functions becomes increasingly apparent." Growth in RPO (PAYG, Subscription, or some other mix of models) has certainly grown - which make a lot of sense. But to replace internal corporate recruiting functions??? That doesn't track for me. https://lnkd.in/eynHx8aW

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With VireUp you CAN have your cake and eat it 😊 ❌ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague managing large recruitment project WITHOUT incorporating VireUp AI technology in the project: HM: Why am I interviewing this candidate? TA: They came over really well in the screening call HM: What do you mean? TA: They seemed professional and positive and gave good answers. HM: Like what? TA: They came over as keen about joining us and worked at our competition and delivered a lot. HM: Like what? TA (scrabbling through notes): Let me go back to my notes and come back to you…. I did so many screening calls, this is a big project.   ✔ Pre- “face-to-face interview” conversation between Hiring Manager and TA Colleague when incorporating VireUp AI technology in the project:   HM: Why am I interviewing this candidate? TA: This candidate came top out of 500 applicants on the ‘decision-making’ question.  For example, 1 minute 42 seconds into the answer the candidate talked about “weighing up pros and cons” and at 1.78 the candidate described “asking for advice from peers”. HM: Wow! TA: The candidate also came 20th on ‘project management’ and 14th on ‘dealing with conflict’. Would you like to see the evidence? However, they scored 97 on ‘drive for results’, so I recommend probing this at your face-to-face interview. HM: WOW!!

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“Unfortunately, candidate resentment is higher than ever in our benchmark research. For most companies, whether B2C or B2B, this can impact candidates’ willingness to refer others and/or be brand advocates, which ultimately could impact the business, the brand, and the ensuing revenue. However, it is possible to experience a positive or negative direct revenue impact for consumer-based businesses (and indirectly in referrals for B2B companies). For the unfortunate majority of candidates who have negative experiences and who choose to be a customer no longer, we have a candidate resentment calculator on our website that calculates the potential revenue loss for a business.” From Referrals to Revenue: A Higher Rate of Return for Improving #CandidateExperience - #TheCandEs ERE The CandEs #recruiting #hiring

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In the US, RPO providers are closely integrated into organizations. When it comes to contingent labor however, things are very different. Can we do some of the things we do with RPO, with contingent talent? Can we narrow the train tracks between contingent and full-time labor? Learn how to attract, engage and retain contingent workers, and explore the future of contingent hiring: https://lnkd.in/gVjQjwnB #Talent #HR #Hiring #Recruitment #Staffing #Contingent #ContingentHiring #Contractors #US hashtag #UnitedStates #UnitedStatesJobs #USAJobs

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This is a great visual for the response of "what do you actually do for your money?". Some people don't recognise the amount of work that goes into finding the right candidates for a vacancy, and the number of hours of searching, sourcing, screening and interviewing candidates, to shortlist the correct ones for our clients. As someone once said "whilst you are doing my job [recruiting], who is doing yours?" Recruitment is a very challenging and specialised industry and when I've sat down and costed the time of clients with them, it is far more cost-effective to invest in a retained search with a skilled and experienced headhunter, than trying to do the work themselves. Good headhunters are a valuable investment!

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The RPO Partnership: More Than Just Hiring 🤝 Recruitment Process Outsourcing (RPO) isn’t just about filling positions—it’s about creating a strategic partnership that drives your business forward. At TeamLease we embed ourselves in your organization, understanding your culture, goals, and challenges. This deep integration allows us to not only find the right talent but to also anticipate your future needs. With RPO, you gain a partner who’s invested in your success as much as you are. Let’s redefine what recruitment can do for your business. 🌱 #RPO #StrategicPartnership #TalentStrategy #Ayanta Ganguly#Preethi Nair#Amit Jain

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To stand out for a promotion in Global Talent Acquisition, you'll need to demonstrate a combination of skills, qualities, and achievements that showcase your value to the organization. Here's a guide to help you stand out: *** Expertise in Global Talent Acquisition: Demonstrate a deep understanding of the intricacies of global talent acquisition, including sourcing strategies, candidate assessment methods, compliance regulations, and cultural nuances. *** Strong Communication Skills: Effective communication is crucial in talent acquisition. Showcase your ability to communicate persuasively with candidates, hiring managers, and stakeholders from diverse backgrounds and cultures. *** Proactive Problem-Solving: Highlight instances where you identified challenges in the talent acquisition process and proactively implemented solutions. Employers value individuals who can anticipate problems and take initiative to address them. *** Data-Driven Decision Making: Use data analytics to inform your talent acquisition strategies. Show how you've utilized metrics such as time-to-fill, cost-per-hire, and quality-of-hire to optimize recruitment processes and improve outcomes. *** Cultural Competence: In a global context, understanding and respecting cultural differences is essential. Showcase your ability to work effectively across cultures and demonstrate cultural sensitivity in your interactions with candidates and colleagues. *** Leadership and Teamwork: Even if you're not in a formal leadership position, demonstrate your ability to lead and collaborate within your team. Highlight instances where you've taken the lead on projects, mentored junior team members, or contributed to team success. *** Continuous Learning and Development: Stay abreast of industry trends, best practices, and emerging technologies in talent acquisition. Pursue relevant certifications, attend workshops or conferences, and share your knowledge with colleagues. *** Results-Oriented Approach: Quantify your achievements wherever possible. Highlight successful placements, improvements in recruitment metrics, and any cost savings or revenue increases attributable to your efforts. *** Adaptability and Resilience: The global talent landscape is constantly evolving, so demonstrate your ability to adapt to change and bounce back from setbacks. Highlight instances where you've successfully navigated challenges or managed difficult situations. *** Building Relationships: Cultivate strong relationships with candidates, hiring managers, and external partners such as recruitment agencies or vendors. Your ability to build rapport and trust can make a significant impact on the success of talent acquisition efforts. By showcasing these qualities and achievements, you'll position yourself as a valuable asset to your organization and a strong candidate for promotion in Global Talent Acquisition. Frank Gump The Frank Gump Agency www.thefrankgumpagency.com [email protected]

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