Andy Bristow’s Post

Quick backstory here, since I've made some new friends 🤗 I last interviewed for full time TA work in 2021. About 75% of the interviews I was in, I'd realize that the hire the company needed wasn't a FTE, but better served by an RPO or embedded consultant. And I'd refer to an RPO service, or introduce someone that was the right fit. (We all know, I'm loud and proud when I'm not the right tool for the job!!) I ended up taking a contracting job I knew I would hate, because I figured there was zero chance I'd fall in love and accept a FT offer. But it was easy, and I loved my hiring teams - so I did accept that FT job. Very few regrets - because.... It was the first time I realized that even an extremely well known Fortune 500 company can be like, really broken inside. And it cured me of any lingering imposter syndrome - I'm awesome at what I do, and when I'm in a position to influence change, I can fix virtually anything. Or, at a minimum, I can recognize what I can't fix and know who to tap for help. So when that company mandated a RTO, I finally went all in - launched Haven Hiring Solutions, and am offering fractional TA consulting. Most of my projects are embedded - but I'm also available for extremely limited scope projects. ATS optimization, internal hiring process redesign, literally - anything. The point? In 2021 most FT TA jobs SHOULD have been contractor or RPO roles. And I have full confidence that companies are going to enter the next upswing eyes wide open, and I want them to know that I, and many of my colleagues, are here to support!! Companies should not be hiring FT when the need is temporary. And there are more options today than ever to avoid over-hiring and eventual layoffs - I.e. the dumpster fire that is the TA industry the past 24 months. Will link my calendar in the comments - if you're noodling on hiring in TA, chat with me first!! I promise, I'm a terrible salesperson - I'd just really love to be part of the solution, and help you find the right fit for your actual need! #BuildBackSmarter #FractionalTA #EmbeddedConsulting

When I'm hiring recruiters this is what I look for, and what I don't look for >> Look for: 🏃♀️Sense of Urgency 👂Listening Skills 😃 Being a Nice Person 👛 Motivated by Money Don't look for: ✅ Checking off boxes of Years of Experience 😴 No Clear Motivational Drive 🏢 Career Goal to Work in Corporate TA 😳 Interrupts, Late, Disrespectful What about you? How do you make your hiring decisions? #HiringRecruiters #Staffing #RecruitingBusiness

Looking for top talent to fill your open roles? 🤝 AtWork specializes in providing businesses with qualified candidates that align with their unique needs. Whether you're scaling up, filling critical positions, or managing seasonal demand, we are here to streamline the hiring process for you. Let’s partner to build a stronger workforce together! ✅ Quick placements ✅ Tailored recruitment ✅ Industry-specific expertise Let’s chat about how we can help your business grow! 🚀 #StaffingSolutions #HiringMadeEasy #BusinessGrowth #WorkforceDevelopment #Recruitment

Why top 10% candidates are not landing interviews in 2024: *Scenario* • A recruiter is managing 15 open roles. • 200+ applicants per role (500+ if remote). • They identify 10 qualified candidates per role. The challenge? • That’s 150 qualified candidates for 1 recruiter. • 20-min screening calls + 5-min buffer = 25 min. • That’s *62.5* hours just for first screening calls (1.5 work weeks). Now add the rest: • Scheduling them. • Sourcing new candidates • Managing internal referrals • Reviewing new applications • Scheduling 2nd + 3rd interviews • Conducting post-interview debriefs • Organizing hiring kick-offs for new roles • Extending and negotiating new job offers The easy fix? Hire more recruiters. The reality? Recruiters continue to face layoffs. The takeaway: It’s not that you’re not qualified—recruiters simply can’t screen every qualified applicant that applies. I hope the market changes for everyone soon. Till then, keep going. It will happen 🤞 🤝 I've heard similar scenarios from recruiters – any others experiencing this?

I'm thrilled to share the recording of my recent masterclass at the In-House Recruitment Expo in Birmingham! 🙌 In this session, I discussed why we need to stop hiring CVs and start focusing on what really matters—hiring for fit. Too often, we’re blinded by polished resumes, but what really drives success in the workplace? It’s the soft skills—communication, adaptability, emotional intelligence—that make the difference. In this talk, I also share real-life examples and dive deep into how tools like TR Recruiter can help recruiters assess a candidate’s personality and soft skills from the very first step, ensuring that you find the best fit for your team, not just the best CV. 🎯 If you’re in recruitment or HR, this talk will give you fresh insights into how you can build stronger, more resilient teams and make better hiring decisions. Click below to watch the full video and let me know your thoughts! 👇 #HiringForFit #SoftSkills #InHouseRecruitmentExpo #TRRecruiter #RecruitmentStrategy #TalentRecognition #TeamBuilding #AIInRecruitment

🚨🚨🚨 Signs you are perhaps a BAD Recruiter. Internal Recruiters: - Not using your own network before using agencies - Not open to agency support for tough to fill & urgent roles Agency Recruiters: - Being desperate and pressuring TA teams that simply don’t need help - Your USP is "we have a better network than you"... You don't know this #techhiring #tech #hiring

Recruiters and candidates are often on different timelines. While a candidate may be desperate for a job and looking to secure a position immediately, recruiters may not be able to move quite as quickly. It's important for both parties to understand and respect each other's timelines to ensure a successful hiring process. #recruitment #hiringprocess #jobsearch

🙏 ACTUAL #Recruiters- PLEASE explain how you promote and hire for jobs. For the multipleith (I made up a word, I know) time I have been nearly caught in a scam game that checked all of the traditional boxes and I am OVER IT. 🙏

Looking for top talent to fill your open roles? 🤝 AtWork specializes in providing businesses with qualified candidates that align with their unique needs. Whether you're scaling up, filling critical positions, or managing seasonal demand, we are here to streamline the hiring process for you. Let’s partner to build a stronger workforce together! ✅ Quick placements ✅ Tailored recruitment ✅ Industry-specific expertise Let’s chat about how we can help your business grow! 🚀 #StaffingSolutions #HiringMadeEasy #BusinessGrowth #WorkforceDevelopment #Recruitment

We’re recruiters, of course we are going to ask if this is still a good time to connect. We’re recruiters, of course we are going to ask for your next 3-5 days of availability. We’re recruiters, of course we are going to ask if you’re interviewing at other companies. We’re recruiters, of course we are going to stay connected for future opportunities. We’re recruiters, of course we are going to ask if you have any other questions at the end of the call. We’re recruiters, we have faced many layoffs, hiring freezes, and business changes the past couple of years. It hasn’t been easy, but recruiters are resilient. Recruiters are amazing! #RecruitmentResilience #TalentAcquisition #RecruitmentStrategies #CareerOpportunities #JobMarketInsights #HiringTrends #InterviewPrep #JobSearchTips #RecruitmentNetwork #CareerDevelopment #RecruitersUnite #JobMarketUpdates #FutureOfWork #RecruitmentChallenges #CareerConnections #EmploymentOutlook #HRInnovations #GlobalRecruitment #CareerAdvisory #ResilientRecruiters #benchsales #job #recruiters #RecruitmentExperts #TalentSourcing #HiringPros #RecruitingInsights #StaffingSolutions #HRLeaders #RecruitmentAgency #Headhunters #TalentManagement #RecruiterLife #ExecutiveSearch #HRInnovators #JobPlacement #RecruitmentTools #InterviewingTips #CandidateExperience #RecruitmentSkills #JobMarketAnalysis #SourcingStrategies #FutureofRecruitment