Daniel Bendzak’s Post

How J.Riley Recruitment Matches Candidates with the Right Companies: A Behind-the-Scenes Look At J.Riley Recruitment, we go beyond simply filling open positions. Our goal is to create lasting connections between candidates and companies, ensuring a perfect fit for both. Here’s a glimpse into how we make that happen: 1. Understanding the Candidate's Vision We take the time to really understand each candidate’s career goals, values, and skill sets. By diving deeper into what drives them, we’re able to connect candidates with roles that are not only aligned with their experience but also support their long-term aspirations. 2. Partnering with Clients for Deeper Insight We work closely with our clients to understand their company’s culture, core values, and the unique requirements of each role. This collaborative approach ensures we’re finding talent that not only meets the technical needs but fits seamlessly into the team and company environment. 3. Creating Tailored Recruitment Strategies No two recruitment projects are the same. We customize our approach for each client, leveraging industry knowledge, advanced sourcing techniques, and an extensive network of Top Professionals and Veteran talent to find candidates that perfectly match the needs of the role and the company’s growth goals. 4. Providing Comprehensive Candidate Support We don’t just match candidates with companies—we ensure they’re fully prepared to excel. From refining resumes to offering personalized interview coaching, we empower candidates to present their best selves during the hiring process. 5. Focusing on Long-Term Success We measure our success by the long-term growth and satisfaction of the candidates we place and the companies we work with. By focusing on cultural fit and career alignment, we ensure that placements lead to lasting success for both parties. At J.Riley Recruitment, we believe in creating partnerships that last. Our personalized approach to recruitment ensures that every candidate is matched with a company where they can thrive, and every client receives the right talent to help their business succeed. If you’re ready to make your next great match, let’s connect!

How J.Riley Recruitment Matches Candidates with the Right Companies: A Behind-the-Scenes Look At J.Riley Recruitment, we go beyond simply filling open positions. Our goal is to create lasting connections between candidates and companies, ensuring a perfect fit for both. Here’s a glimpse into how we make that happen: 1. Understanding the Candidate's Vision We take the time to really understand each candidate’s career goals, values, and skill sets. By diving deeper into what drives them, we’re able to connect candidates with roles that are not only aligned with their experience but also support their long-term aspirations. 2. Partnering with Clients for Deeper Insight We work closely with our clients to understand their company’s culture, core values, and the unique requirements of each role. This collaborative approach ensures we’re finding talent that not only meets the technical needs but fits seamlessly into the team and company environment. 3. Creating Tailored Recruitment Strategies No two recruitment projects are the same. We customize our approach for each client, leveraging industry knowledge, advanced sourcing techniques, and an extensive network of Top Professionals and Veteran talent to find candidates that perfectly match the needs of the role and the company’s growth goals. 4. Providing Comprehensive Candidate Support We don’t just match candidates with companies—we ensure they’re fully prepared to excel. From refining resumes to offering personalized interview coaching, we empower candidates to present their best selves during the hiring process. 5. Focusing on Long-Term Success We measure our success by the long-term growth and satisfaction of the candidates we place and the companies we work with. By focusing on cultural fit and career alignment, we ensure that placements lead to lasting success for both parties. At J.Riley Recruitment, we believe in creating partnerships that last. Our personalized approach to recruitment ensures that every candidate is matched with a company where they can thrive, and every client receives the right talent to help their business succeed. If you’re ready to make your next great match, let’s connect!

Why does candidate experience matter so much for recruitment success?When searching for candidates for any open role, most of the recruiters first focus on candidate's matching skills to the open role. Yet, we recruiters also need to understand the importance of looking into the candidate experience for successful recruitment. Here is a good article which explains why candidate experience matters for successful recruitment. #NPAWorldwide #VenturePeopleCorp. #Jobindexworld [인맥놀이터]

REDUCE YOUR TIME TO HIRE Taking too long to fill a position not only increases the cost per hire but it comes with the greater risk of losing the high-quality candidates. 1.Collect the right data The first step towards working on your time to hire is establishing what metrics you need to improve, It could be ratios or time-based but acquiring this data will show you where inefficiencies lie. 2. Structure your hiring process A candidate's recruitment journey should feel effortless from start to finish. Consider the different steps in the process. How long does each stage take, how engaged may a candidate feel. 3. Write better adverts A successful job advert is not one which attracts the most candidates, it's the one that attracts the most relevant candidates. Be clear on what the role involves and the skills and experiences you require. 4. Accelerate the sourcing process Many organisations are still operating under the belief that they can find better prospects if they wait, we are in a skill short market and the top talent is passive not active. Don't do it yourself, using a specialist recruitment consultancy (not a generalist) means that this part of the process can be sped up. 5. Build talent pipelines A talent pipeline is one of the most powerful ways to reduce time to hire. Have a number of qualified candidates on speed dial who you are keeping engaged. 6. Provide a great candidate experience Candidates need to be engaged throughout the entire recruitment process. If your candidate experience is poor they will leave the process or certainly think twice about attending an interview or accepting an offer. 7. Improve the screening & interview process Delays in scheduling interviews add to your time to hire. With most companies conducting 2 or 3 rounds of interviews, the time to schedule interviews usually offers a lot of room for improvement. 8. Improve your careers page If your careers page doesn't sell to these prospective candidates, they'll either drop off immediately or end up rejecting your offer. Both of which will naturally increase your time to hire. 9. Invest in a good Application Tracking System (ATS) A good quality ATS is important at each stage of the recruitment process. It will help you increase efficiency, improve candidate engagement, and ultimately reduce your time to hire. 10. Don't delay making offers The top talent is not actively looking and remain secure in their roles. Prospective employers need to entice them away through a quick and seductive recruitment process, competitive packages and increasingly through the alure of soft benefits. The biggest reason candidates reject job offers is because they've already accepted someone else's offer. #recruitmentlife #time #hiring #toptalent #procurement

REDUCE YOUR TIME TO HIRE Taking too long to fill a position not only increases the cost per hire but it comes with the greater risk of losing the high-quality candidates. 1.Collect the right data The first step towards working on your time to hire is establishing what metrics you need to improve, It could be ratios or time-based but acquiring this data will show you where inefficiencies lie. 2. Structure your hiring process A candidate's recruitment journey should feel effortless from start to finish. Consider the different steps in the process. How long does each stage take, how engaged may a candidate feel. 3. Write better adverts A successful job advert is not one which attracts the most candidates, it's the one that attracts the most relevant candidates. Be clear on what the role involves and the skills and experiences you require. 4. Accelerate the sourcing process Many organisations are still operating under the belief that they can find better prospects if they wait, we are in a skill short market and the top talent is passive not active. Don't do it yourself, using a specialist recruitment consultancy (not a generalist) means that this part of the process can be sped up. 5. Build talent pipelines A talent pipeline is one of the most powerful ways to reduce time to hire. Have a number of qualified candidates on speed dial who you are keeping engaged. 6. Provide a great candidate experience Candidates need to be engaged throughout the entire recruitment process. If your candidate experience is poor they will leave the process or certainly think twice about attending an interview or accepting an offer. 7. Improve the screening & interview process Delays in scheduling interviews add to your time to hire. With most companies conducting 2 or 3 rounds of interviews, the time to schedule interviews usually offers a lot of room for improvement. 8. Improve your careers page If your careers page doesn't sell to these prospective candidates, they'll either drop off immediately or end up rejecting your offer. Both of which will naturally increase your time to hire. 9. Invest in a good Application Tracking System (ATS) A good quality ATS is important at each stage of the recruitment process. It will help you increase efficiency, improve candidate engagement, and ultimately reduce your time to hire. 10. Don't delay making offers The top talent is not actively looking and remain secure in their roles. Prospective employers need to entice them away through a quick and seductive recruitment process, competitive packages and increasingly through the alure of soft benefits. The biggest reason candidates reject job offers is because they've already accepted someone else's offer. #recruitmentlife #time #hiring #toptalent #procurement

30 years in recruitment. Would I recommend it? This week marks my 30th year in the recruitment industry. Like many if not most in the industry I had not planned on it lasting that long. After my first quarterly appraisal neither did my managers… The industry has been good to me and I have enjoyed every minute. I am lucky enough to surround myself with smart and ambitious people and I am never too far from having a laugh with somebody. I have an early mentor to thank for putting me on the right track but I hope that I have built upon that initial steer to develop a set of principles that govern Hunter Selection. Driven by our values and evolving our purpose to meet the needs of people and planet has been a source of considerable pride. Building an exceptional business that operates in the field of recruitment …not running a recruitment agency - has always been at the core of my thinking. Long term thinking, putting people first and never being guided by profit at the expense of principle have served us well. To anyone thinking of entering the industry I still give the same advice when asked what characteristics you need to succeed in the exciting world of recruitment. 1.      Brains. You need to learn lots and learn it fast. Whether that’s industry expertise or the skills of a modern professional recruiter and then you need to keep learning. Keeping up to date and making sure that your skills are fit for purpose is a career long commitment. There is no ceiling. Take responsibility for your own Continuing Professional Development whatever your role. 2.      Balls Yes, I said it…Bravery or Courage work too. You will have to try new things; you will have to learn the skills of influencing. You will have to confront the uncomfortable; having conversations with clients, candidates, or contractors that you’d really rather not have.  You will almost certainly have to look hard at yourself and your performance from time to time too. The sooner you can do this with honesty and confidence the better. Bravery is the ‘accelerator’ in your career. 3.      Backbone The third component is resilience. Things will not go your way. It will be harder than you imagined. Yes, the financial and career rewards can be great, but no-one said it was easy. It should not be easy. Succeeding in a professional environment should be demanding. How you deal with the hurdles on a day to day basis is key. Creating context and understanding how you use these experiences to fuel your personal growth is essential…but you must never give up. To anyone thinking about a career in recruitment I say ‘Go for it’ Find an employer who can give you the resources and support that you need, treats you with respect and feels like somewhere that you belong and you will be well on your way to an invigorating and fulfilling career. Good luck and I hope you have at least half as much fun as me along the way.

Using a recruitment agency can be a strategic advantage when hiring for your business. Here are several reasons why: 1. Access to Expertise and Resources • Recruitment agencies specialise in hiring and understand the nuances of different job markets and roles. They have experience with screening, interviewing, and assessing candidates, allowing them to find the right match for your company. • Agencies have access to a wide range of tools, including assessment software and candidate databases, which many businesses may not have in-house. 2. Time and Cost Efficiency • The hiring process can be time-consuming. Agencies streamline this by handling time-intensive tasks such as advertising, sourcing, and initial screening. 3. Quality Candidates • Agencies actively build and maintain a pool of qualified candidates, including passive candidates who might not be actively seeking new roles but could be ideal for your business. • Their vetting processes are thorough, which means the candidates you meet have already been screened for skills, experience, and cultural fit. 4. Flexibility for Different Hiring Needs • Whether you need temporary, contract, or permanent placements, agencies can adapt their services to meet your needs. • They also offer tailored solutions, like CV sourcing or interview coaching, if you prefer a more hands-on approach. 5. Confidentiality • For senior or sensitive roles, agencies can handle the recruitment process discreetly, protecting both your brand reputation and any internal changes. 6. Market Knowledge and Insights • Recruitment agencies are well-informed about the job market, including salary trends, skill availability, and hiring competition. This insight is valuable for creating competitive offers and positioning your roles effectively. 7. Reduction in Turnover • Because agencies focus on finding candidates who are both qualified and a good cultural fit, they help reduce turnover. This creates a more stable workforce and helps avoid the disruption and costs of replacing employees frequently. 8. Enhanced Candidate Experience • A recruitment agency provides a consistent, professional experience for candidates, enhancing your employer brand. Candidates receive timely communication and guidance, which reflects positively on your business. By partnering with Kiraman Recruitment Ltd businesses can benefit from a more efficient, effective, and professional hiring process, freeing up internal resources and helping ensure long-term, successful hires.

Importance of time in the recruitment industry and the benefits of early submissions: The Importance of Time in the Recruitment Industry  Overview: Time is a critical factor in the recruitment industry, especially when it comes to contract roles. Clients often seek quick closures, and prompt submissions can significantly enhance the chances of successful placements. Key Points: 1. Urgency in Client Needs:   - Most clients in the recruitment industry, particularly on the contract side, require candidates to start as soon as possible. This urgency stems from immediate project needs, temporary staff shortages, or critical deadlines. 2. Benefits of Early Submissions:   - Priority Processing: Submitting candidate profiles early gives clients more time to review and process the applications, often leading to quicker interview scheduling and faster hiring decisions.   - Reduced Competition: Early submissions mean that profiles are reviewed before the client receives a large volume of applications. This can reduce competition and increase the likelihood of the candidate being selected.   - Client Satisfaction: Prompt responses to client needs demonstrate professionalism and reliability, enhancing client satisfaction and fostering long-term relationships. 3. Challenges with Delayed Responses:   - Profile Holding: When clients receive numerous profiles, they may delay the review process. Early submissions help avoid this bottleneck, ensuring candidates are considered promptly.   - Missed Opportunities: Delayed submissions can result in missed opportunities as clients may fill positions with candidates who were submitted earlier. Strategies for Improvement: 1. Streamlined Processes:   - Implementing efficient internal processes for quickly identifying and submitting suitable candidates can give a competitive edge. Automated tools and well-defined workflows can help in achieving faster turnarounds. 2. Proactive Communication:   - Maintaining proactive communication with clients to understand their urgency and timelines can aid in prioritizing tasks. Regular follow-ups ensure that client needs are met promptly. 3. Leveraging Technology:   - Utilizing advanced recruitment software that allows for rapid candidate matching and submission can significantly reduce the time taken to present profiles to clients. 4. Building a Talent Pool:   - Developing a ready-to-go talent pool of pre-screened candidates allows for immediate submissions when contract opportunities arise, ensuring  Conclusion: In the recruitment industry, particularly on the contract side, time is of the essence. Early submissions can lead to faster processing, reduced competition, and higher client satisfaction. By streamlining processes, maintaining proactive communication, leveraging technology, and building a robust talent pool, recruitment agencies can better meet the urgent needs of their clients and achieve more successful placements. Feel free to adjust any specific details as needed.

Recruitment agencies act as bridges between 𝗷𝗼𝗯𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝗮𝗻𝗱 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀, providing hiring solutions for both multiple and individual placements. In this article we look at how recruitment agencies operate and what you can expect when working with one. #ReedMalta #LoveMondays #recruitment #hiring

"Unlocking the Power of Recruitment Agencies: A Winning Formula for Success" In the fast-paced and competitive world of talent acquisition, recruitment agencies have become an integral part of the hiring process. With their expertise, vast networks, and industry knowledge, agencies play a vital role in connecting employers with top-notch candidates. Why do recruitment agencies work well and how do they help businesses thrive? 1. Extensive Industry Knowledge: Recruitment agencies specialise in specific industries, allowing them to develop a deep understanding of the market landscape, trends, and challenges. This expertise enables them to identify and attract the most suitable candidates for a wide range of roles. By leveraging their industry knowledge, recruitment agencies can provide valuable insights and guidance throughout the hiring process. 2. Access to a Broad Talent Pool: One of the key advantages of partnering with a recruitment agency is their access to a vast talent pool. Agencies have established relationships with passive candidates who may not be actively seeking new opportunities. By tapping into this network, recruitment agencies can connect employers with highly qualified individuals who may not be found through traditional job postings. 3. Time and Cost Efficiency: Hiring can be a time-consuming and costly process for businesses. Recruitment agencies streamline the hiring process by conducting initial screenings, interviews, and reference checks. This saves employers valuable time and resources, allowing them to focus on their core business operations. Additionally, recruitment agencies have a deep understanding of market rates and can negotiate competitive salary packages on behalf of employers, ensuring cost efficiency. 4. Expertise in Candidate Assessment: Recruitment agencies have honed their skills in candidate assessment, allowing them to identify individuals who possess the right skills, experience, and cultural fit for a specific role. Through comprehensive interviews, assessments, and reference checks, these agencies can provide employers with a shortlist of highly qualified candidates, reducing the risk of a bad hire. 5. Continuous Support and Guidance: Recruitment agencies provide ongoing support and guidance to both employers and candidates. They act as a trusted advisor, offering insights into market trends, salary benchmarking, and career development opportunities. Their expertise extends beyond the initial placement, ensuring a successful integration of the candidate into the organisation. Conclusion: Recruitment agencies bring a wealth of benefits to the hiring process. With their industry knowledge, extensive talent networks, and expertise in candidate assessment, they can help Let's talk about your recruitment needs Uniting Talent is awaiting your call. 01429 802706 #unitingtalent #careers #recruitment #candidates #employers