Bluco’s Post

The Middle East Recruitment Market Needs to Evolve – Fast. I’m about to say what many are thinking but few will actually admit: the job market has become a perfect storm for candidates, and the recruitment landscape in the Middle East is overdue for a shake-up. We talk a big game about innovation, DE&I, and candidate experience, but are we actually delivering? Here’s what I see – and it’s not pretty: 𝗔𝗜 𝗛𝗼𝗼𝗽𝘀 & 𝗙𝗶𝗹𝘁𝗲𝗿𝗶𝗻𝗴 𝗕𝗶𝗮𝘀 Candidates now have to jump through countless AI-driven “hoops” to get their CVs seen. Top talent is dismissed based on a scan that barely scratches the surface of their skills. It’s become about keywords over qualifications, turning skilled professionals into keyword-stuffed profiles, hoping to survive the initial filter. It’s time we let experience speak louder than algorithms. “𝗣𝗵𝗮𝗻𝘁𝗼𝗺” 𝗝𝗼𝗯 𝗔𝗱𝘀 & 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 Here’s a reality check: a huge number of advertised roles are simply “phantom” jobs. Many companies post roles publicly out of necessity – for audit and compliance reasons – but already have someone lined up internally or through their networks. It’s about ticking boxes, not genuine hiring. Job seekers are wasting hours crafting CVs, writing cover letters, and applying to positions that are never open. They hear nothing back or get a blunt rejection. It’s frustrating, discouraging, and ultimately damaging to mental health. 𝗚𝗵𝗼𝘀𝘁𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 The ghosting culture is real. Candidates apply, interview, and then… silence. Even after several rounds. A simple "thank you, but no thank you" could go a long way in building respect. Ghosting damages confidence and resilience, and it’s hurting candidates. 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗥𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗝𝗼𝗯 𝗦𝗲𝗲𝗸𝗲𝗿𝘀 As internal Talent Acquisition (TA) teams grow, the impact on candidates is profound. TA teams are tasked with minimizing the use of external recruitment to save costs. Recruitment companies, who once championed candidates, no longer have the incentive to represent job seekers proactively. There’s simply no commercial benefit for them to do so without a fee. Moreover, TA teams are often incentivized to prioritize internal talent. This explains why roles are advertised even after they’re filled – it’s a compliance exercise, not an opportunity. Bottom Line: We owe it to job seekers to offer real opportunities, transparency, and respect. The Middle East deserves a hiring market that values talent over ticking boxes. Agree? Disagree? Let’s bring this conversation out of the shadows.

To most in the recruitment industry, it is a mystery. Why do two recruiters who work equally hard and have similar personalities produce such different results? It’s not a mystery to me, although it took me a long time to work out. Those two recruiters will differ on one or more of three key measures. The quantity of their activity. The quality of their activity. Who they do that activity with. I wrote an article explaining this and a book based on it – so get around both. For today, though, to keep it easy and straightforward, here are four numbers every recruiter should know, measure relentlessly, and seek to improve forever. Most of us don’t like ‘measurement’ because we see it as inevitably uncovering our shortcomings or weaknesses. And that’s threatening. I understand. The problem is that if you don’t know what you are not doing well, how can you improve it? https://lnkd.in/gkFqz_vr

To most in the recruitment industry, it is a mystery. Why do two recruiters who work equally hard and have similar personalities produce such different results? It’s not a mystery to me, although it took me a long time to work out. Those two recruiters will differ on one or more of three key measures. The quantity of their activity. The quality of their activity. Who they do that activity with. I wrote an article explaining this and a book based on it – so get around both. For today, though, to keep it easy and straightforward, here are four numbers every recruiter should know, measure relentlessly, and seek to improve forever. Most of us don’t like ‘measurement’ because we see it as inevitably uncovering our shortcomings or weaknesses. And that’s threatening. I understand. The problem is that if you don’t know what you are not doing well, how can you improve it? https://lnkd.in/gkFqz_vr

**Why Should Your Business Use a Recruitment Agency to Improve Your Hiring Process?** **Time and Cost Savings:** Recruiting can be a time-consuming and costly process. By using Perfect Recruitment, you save valuable time and money by outsourcing the process to experts who can quickly identify qualified candidates and manage the recruitment process efficiently. **Access to a Wider Pool of Candidates:** We have access to a larger pool of candidates, including passive candidates who may not be actively looking for new opportunities. This increases your chances of finding the best candidate for the job. **Expertise and Industry Knowledge:** At Perfect Recruitment, we have the expertise and industry knowledge to identify and select the best candidates. We also provide guidance on salary levels, job descriptions, and other important factors that impact the success of your recruitment process. **Reduced Risk of a Bad Hire:** We have processes in place to screen and assess candidates before presenting them to clients, reducing the risk of making a bad hire. If for any reason a worker leaves within the first 12 weeks, we will find a suitable replacement within 4 weeks, or you will be refunded (as per our refund sliding scale T&C apply). Overall, using a recruitment agency can help streamline your recruitment process, increase the quality of your candidate pool, and ultimately lead to better hiring decisions. Learn more about how we can assist you at https://lnkd.in/gikXvss9 Lisa Brady Liz Lynch Emily Shorrock Dave Hayes Alexandra Fairhurst Jennifer Cruickshanks #recruitment

📊 Candidate Behaviour Trends in Recruitment 📊 In the ever-evolving recruitment landscape, recent statistics reveal some fascinating trends in candidate behaviour. A study by the Recruitment and Employment Confederation (REC) found that 72% of UK job seekers now prefer applying through recruitment agencies rather than directly to companies. This shift underscores the growing trust and reliance on agencies to navigate the job market effectively. For businesses, leveraging recruitment agencies can be a game-changer. Agencies bring a wealth of expertise and a vast network of candidates, ensuring a more efficient and targeted hiring process. They not only save time but also enhance the quality of hires, which is crucial in today's competitive market. According to a LinkedIn report, companies using recruitment agencies reduce their time-to-hire by an average of 30%. Moreover, recruitment agencies offer excellent value for money. While some may view agency fees as an additional expense, the long-term benefits far outweigh the costs. Agencies provide access to top-tier talent, reduce turnover rates, and improve overall employee satisfaction. This ultimately leads to higher productivity and significant cost savings for businesses. 💼 Have you experienced the benefits of using a recruitment agency? Share your thoughts below! 👇 #Recruitment #HiringTrends #BusinessGrowth

📊 Candidate Behaviour Trends in Recruitment 📊 In the ever-evolving recruitment landscape, recent statistics reveal some fascinating trends in candidate behaviour. A study by the Recruitment and Employment Confederation (REC) found that 72% of UK job seekers now prefer applying through recruitment agencies rather than directly to companies. This shift underscores the growing trust and reliance on agencies to navigate the job market effectively. For businesses, leveraging recruitment agencies can be a game-changer. Agencies bring a wealth of expertise and a vast network of candidates, ensuring a more efficient and targeted hiring process. They not only save time but also enhance the quality of hires, which is crucial in today's competitive market. According to a LinkedIn report, companies using recruitment agencies reduce their time-to-hire by an average of 30%. Moreover, recruitment agencies offer excellent value for money. While some may view agency fees as an additional expense, the long-term benefits far outweigh the costs. Agencies provide access to top-tier talent, reduce turnover rates, and improve overall employee satisfaction. This ultimately leads to higher productivity and significant cost savings for businesses. 💼 Have you experienced the benefits of using a recruitment agency? Share your thoughts below! 👇 #Recruitment #HiringTrends #BusinessGrowth

Why 500 job applicants might be worse than 50. Time to rethink recruitment. The recruitment game is changing, fast. AI is making it easier than ever for candidates to fire off hundreds of applications with semi-customized resumes and cover letters. These products are flooding the market these days. The ads for it are taking over my Instagram feed. But here’s the question: is that really a good thing? Spoiler: It’s not. Yes, it absolutely helps candidates who are actively looking for jobs—and they deserve all the support they can get. But the current trend feels like building a house of cards—it looks okay for now, but it’s all going to come crashing down. Firstly, AI is pumping out quantity, but it’s just creating a pile of noise for hiring managers. 500 applications don’t mean 500 quality candidates❗️ With the influx of applications, candidates and recruiters are ghosting each other more, which leaves everyone with a pretty bad experience. Secondly, the irony is that companies and incumbent recruitment systems are increasingly using AI to filter out those AI-generated applications. It’s like slapping a cartoon band-aid on a wound that’s only getting worse. So, what’s the fix? 🤔 For as long as I can remember, recruiters have proudly focused on the 𝘯𝘶𝘮𝘣𝘦𝘳 of applicants it attracted to a job ad. Let’s flip the script. Instead of 500 mediocre applicants, focus on 50 great ones. Or even 5. It'll create a better experience for all parties. Here’s how we will contribute: 🤝 𝗥𝗲𝗮𝗹 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀: Let’s get the human element back in. Referrals from people who know you and/or the candidate bring way more value than a mass of CVs ever could. 🎯 𝗕𝗲𝘁𝘁𝗲𝗿 𝗳𝗶𝘁, 𝗹𝗲𝘀𝘀 𝗳𝗹𝘂𝗳𝗳: Use tools that dig deeper than resumes and cover letters. It’s about finding people who actually fit the role and the company. A combination of Vouch 🤝 #1 talent referral platform and Fairsight for instance? 🙌 𝗙𝗲𝘄𝗲𝗿, 𝗯𝗲𝘁𝘁𝗲𝗿 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: Let’s aim for fewer, but more relevant, applications. Everyone saves time, and the whole experience just improves for both sides. At Vouch, we believe in bringing back the 𝘩𝘶𝘮𝘢𝘯 side of recruitment. It’s not about how many people apply—it’s about finding the right people. What do you think? Is the recruitment industry ready for this shift?