Brandon Johnson’s Post

My 1st recruitment podcast and hopefully many more to come 🥳 since I have actually spent over a decade in recruitment, helping recruiters and managers navigate the highs and lows of the hiring process. Konstanty decided to start the podcast with quite an awkward question one which, however, needs to be addressed to break down the myths, the mistakes, and the mindset behind recruitment 😳 I couldn't be happier to have worked with global giants like SThree and PageGroup, as well as smaller recruitment consultancies, Code Red Partners, Captato - Partner in Recruiting and wernaer GmbH, Delivering training to recruiters across the globe from the UK to the Middle East, Australia and the US, which has armed me with a world of insight as to why recruiters struggle and more importantly what to do about it. 🤔 Have a listen and visit the School of Hiring podcast on all major platforms to enjoy the full episode (link in the comments) where I break down: ➡️ The myths and mistakes that lead to hiring mishaps ➡️ Where the disconnect between managers and recruiters happens ➡️ Practical steps both parties can take to bridge that gap and hire better, together. Whether you're a recruiter trying to refine your craft, or a manager looking to get better results, this episode has something for you! 🎯 Thanks Konstanty for having me and our insightful conversation! #recruitment #recruitmenttraining

In this week's episode, Sophie Power, the TA Partnerships Director of Join Talent into the topic of recruiter enablement. Join our latest podcast and find out its definition and how you can apply this practice to your hiring approach. Aside from that, she also discusses: ✨ Adapting agency skills for a startup ✨ How poor recruiter enablement leads to wasted effort, even with great hires ✨ Networking outside traditional channels can lead to recruitment success And more! Check out below! More links in the comment. #recruitment #talentacquisition #RecruiterEnablement #AllInRecruitment #PodcastAlert

“Hire attitude and train skill” Great points from Justin McGuire on the latest episode of The Recruiter's Recruitment Podcast I've worked with some great recruiters who transitioned from Industry to recruitment - so I've seen first-hand the unique advantages they offer They've walked the walk, talked the talk, and know the ins and outs of the industry So are in an even better position to effectively solve their client's problems by finding the ideal candidates So I agree that businesses should also be open to hire individuals who are within their industry as new recruiters - it makes sense! Do you agree?

3 reasons I've closed more retainer clients than contingent clients as a first-time recruitment founder: 1. I'm confident. I've never NOT successfully filled a retainer role. 2. I'm consistent. 25+ pieces of outreach per day, 4+ candidates in process at all times, 30-60 days to fill roles - even at the c-suite level. 3. I'm committed. I show up for my clients the same way I show up for myself - 100% dialed in, 100% of the time. Sure, you could pay 35% of a 6-figure base salary to make your next hire. Or you could: - Pay a monthly retainer - Scale up or down as your hiring needs change - Work with a top-tier, embedded, fractional recruiter from my team of A players Your call. (But maybe ask your CFO)

Why pay exponential fees when I'm going to fill the role anyway? Julia Arpag works on a monthly retainer for software engineering roles, primarily for small and medium-sized companies internationally. We function as an extension of our clients—more like a fractional recruiter than a contingent "gun-slinging" recruiter who "chucks a resume over the fence and runs away." Perfect for companies without an in-house recruiting team who want that support without taking on the risk of hiring internally. Tune in this week to hear the full episode. Follow Mark Whitby for more recruitment business insights and The Resilient Recruiter Podcast's upcoming episodes. https://lnkd.in/gs6RmPi #recruitment #businessgrowth #strategy

🎧 Can an over-engineered recruitment process sabotage your #hiringefforts? Dina and Hilary unpack this question and more in our latest Real Talk on Talent episode. Listen now wherever you get your podcasts or watch on YouTube: https://hubs.ly/Q02HXxYF0 We dissect the recruitment journey from opening a requisition to sourcing candidates, emphasizing the fine line between efficiency and providing a quality candidate experience. Learn how to avoid the common traps of repetitive interviews and leverage technology to streamline your processes. Whether you're an HR professional or a #hiringmanager, this episode offers a practical guide to creating a smooth, well-documented, and effective #hiringstrategy. #RecruitmentProcess #HRTech

Normal recruiters hire to fill a position. Great recruiters pave the way for a long term collaboration. This is why understanding what the candidate is after from the 1st screening interview is so crucial. You should not just ask "Why do you want to leave your current company?" You should aim at understanding what gets them out of bed in the morning. This will enable: ✅ To sell the role in a compelling manner, ✅ To prepare a pre-onboarding that will engage them ✅ To onboard them with success for both parties in mind ✅ To tailor the role and projects to their career objectives ✅ And ensure you are hiring collaborators vs. employees. Listen to my whole conversation with Jannine SEM on YouTube & your favorite podcast apps ⤷ YouTube: https://lnkd.in/gNHxXJ_B ⤷ Spotify: https://lnkd.in/gP6aS6as

Happy Hump Day! Check out what Edan Haddock 🏳️🌈 and I chatted about if you've got a spare 30 minutes this week. Would love your thoughts 😍 #Rubberband #RealRecruitersPodCast #Podcast

Want to know how valuable recruitment is? Ask the recruitment leader who recruits for recruitment agencies. On The Value of Recruitment Podcast this week I speak with Sachin Ruparelia, CEO of Camino Partners. Camino recruits non-sales roles for recruitment agencies, so Sachin has a great perspective on our industry. We talk about how Sachin has positioned Camino as a real thought leader in an inch-wide mile-deep niche. Sachin also shares how he sees recruiters evolving, providing more consultative advice to clients rather than focusing solely on finding candidates. It’s well worth a listen if you’re looking to add value, innovate, or simply understand more about our industry.  Links in the comments. P.S. A big thanks to Atlas Technologies for sponsoring The Value of Recruitment Podcast. It takes time and resources to create a podcast, and the team at Atlas saw the value in supporting this one. #recruitment #value #pricing #services #thevalueofrecruitment

Mastering Recruitment: The Essential Feedback Strategy In our journey as recruiters, providing timely and constructive feedback to candidates—whether selected or not—is crucial. This video shares best practices to enhance the recruitment process and help candidates grow, ensuring a valuable experience for all involved. This is what Abhay Mishra things about candidate feedback. WHAT DO YOU THINK? COMMENT BELOW. #RecruitmentTips #CandidateFeedback #CareerGrowth #JobSearch #HRStrategies #RecruiterAdvice #CommunicationSkills #CareerDevelopment #HiringProcess #ProfessionalGrowth #iamarecruiter #podcast