Generate’s Post

Did you know that there were 352,600 job vacancies as of May 2024 in Australia? Employers are increasingly turning to recruitment agencies and professionals to find the right talent as they try to fill key roles in a competitive job market. 💼 Therefore, now is the perfect time to start a staffing agency in Australia! Click on our #blog for tips on how. #StaffingAgency #BusinessTips

⚠️ All recruiters know the market is tough, but the best client attraction method for 2024 has remained a mystery – until now. ⚡ Generate surveyed 223 CEOs, Managing Directors and Business Leaders who are looking to hire this year. This audience shared what they’re ✨ really✨ thinking about and what they really need from recruitment agencies. 🔥 Push past hiring freezes to tap into your clients’ real needs and get more customers in 2024. See the report 👇 https://lnkd.in/e5S65PEu #recruitment #recruitmentlife #recruitmenttrends #recruiting #hiring #hiringtrends #employment #jobsmarket

Why Hays? Did you know Hays is more than just another recruitment agency? Hays Recruitment provides support, guidance, detailed market insights, additional training options for staff, and the ability to partner with your business in a truly professional way! Our team is down-to-earth, honest, and always ready to go above and beyond to support your business during challenging times. What sets us apart? 💥Expertise and Innovation: We combine deep industry knowledge with innovative technology to deliver tailored recruitment solutions. 💥Global Network: Our vast global network provides insights and data across many sectors, ensuring you have access to the best talent worldwide. 💥Customised Solutions: We offer a variety of services, including managing contingent labour forces, recruitment process outsourcing (RPO), onboarding, compliance, assessment, and workforce planning. 💥Long-term Partnerships: We focus on building lifelong partnerships with our clients, ensuring continuous support and value creation. 💥Workforce Planning: We help identify and manage your workforce requirements, define hiring strategies, and ensure your projects have sufficient resources. If your business is looking for a trusted recruiter, Hays should be at the top of your list! Why compromise when you can partner with a local, yet market-leading recruiter? #haysrecruitment #hays #hayshr #haysohs #haysmelbourne #haysjobs #workingforyourtomorrow #marketleader #hropportunties #recruitment #haysglenwaverley

Dear Founders and HR Leaders, Revolutionize Your Hiring Process with Temp Recruiters for Hire At Mint International we are excited to introduce a revolutionary solution: Temp Recruiters for Hire. This cost-effective, instant service allows organizations to seamlessly meet their recruitment needs across all departments.  Our monthly fixed-rate service provides expert recruiters who integrate into your HR team, ensuring you achieve your hiring targets with ease. Key Benefits: 1. Reduced Costs & Predictable Billing: Pay a fixed monthly fee instead of ongoing recruitment expenses and eliminate percentage-based placement fees (e.g., 8.33% - one month’s salary of a candidate). 2. Expert Support: Access dedicated recruitment specialists with extensive experience across various departments. 3. Faster Hiring: Achieve your recruitment targets swiftly with our team working tirelessly to fill your open positions. 4. Flexibility: Choose the service duration (3 months or more) based on your specific hiring needs. 5. Focus on Your Core Business: Allow your internal HR team to concentrate on other critical tasks while we manage your recruitment. Streamline your recruitment process and achieve your hiring goals efficiently with Mint International. Write to us at [email protected] today to learn more about how Temp Recruiters for Hire can benefit your organization

🛑 Some free advice for my fellow recruiters following my recent encounter with a company regarding recruitment rates 🛑 This morning I had an interesting conversation with a company seeking recruitment services following a recommendation they had received on me and the work I had done staffing an ERP programme. As someone who has been working in recruitment a few years now, I'm always open to exploring potential collaborations. However, during our discussion, it became apparent that their expectations regarding fees were miles off and significantly lower than even the industry standard, quoting 10%. Once I have 'proven' myself and lucky enough to join the PSL, I am then rewarded with a wholesome 15% (non negotiable) - wait, it get's better... While I understand the importance of cost-effectiveness in business decisions, it's essential to recognise the balance between affordability and quality. In the UK recruitment market, a 15% fee cap is notably below the industry norm within the ERP market - I cannot quite remember the last time I worked at (or was even pitched by a company to work at) 15%. As someone committed to delivering exceptional results for my clients, I cannot compromise on the quality of my service and attention to detail. Recruitment isn't just about filling positions; it's about finding the right fit for both the employer and the candidate. It requires expertise, dedication, and a deep understanding of the market. Cutting corners on fees often leads to shortcuts in the recruitment process, potentially resulting in mismatched hires and missed opportunities for growth - something that experience has taught me, to stay well clear of! To my fellow recruiters and hiring managers, I urge you to be discerning when evaluating partnerships. While cost is undoubtedly a factor, it should never overshadow the value that high-quality recruitment services bring to the table. To wrap up, the role that this company desperately needed help with, has been live for 3+ months now, with their internal team and 2 recruitment agencies (from their PSL) working the role with no success. Enough said? Welcome to recruitment. #GetWhatYouPayFor #QualityMatters #Recruitment

When deciding which contract staffing firm to partner with, it's important to consider several key factors to ensure you choose the right firm that meets your business needs. Here are the top three things to watch out for: 1. Reputation and Experience: -Track Record: Investigate the staffing firm’s history and reputation within the recruitment industry. Look for firms with a proven track record of successfully placing high-quality candidates in Contract Staffing roles. -Client Testimonials and Reviews: Check for client testimonials, reviews, and case studies. Positive feedback from other businesses can provide insights into the firm’s reliability and effectiveness. 2. Specialization and Industry Expertise -Industry Focus: Ensure the staffing firm has expertise with different levels from fresh graduates to Key Executive levels. The more years of experience lets you know this firm is more likely to understand the unique challenges and requirements of a search process, leading to better candidate matches. -Range of Services: Evaluate the firm’s range of services to ensure they can meet all your staffing needs, whether temporary, contract-to-hire, or permanent placements. 3. Understanding of a Temp-to-Perm Philosophy -When to properly implement a Contracting Philosophy issue over a Permanent Hiring Strategy. -Labor Laws and Regulations: Verify that the staffing firm has a thorough understanding of labor laws and regulations. This is crucial to avoid legal issues and ensure compliance with employment standards. For over 40 years, First Search has transformed how companies hire (and how candidates get selected) with results that outpace the industry norms for companies like Motorola Solutions, T-Mobile, PulteGroup, Fluor Corporation, Verizon and Salesforce Partners. We have worked with fresh start-ups to NYSE-listed companies. This includes temp to perm, contract and retained searches. Need to build your contracting team ASAP? Reach out: Al Katz, at [email protected] or 847-612-4676. #temptoperm #contracting #workforce #projects #business #ceo #productivity #recruitment #staffing #management https://lnkd.in/g-teTjfm

RECRUITMENT MARKET UPDATE Q1 - Across the board it seems to have been an average start to the year. Most businesses either had a good January OR good February and most have can an average March. So 1 good month out of 3. The outcome of this is not many businesses have huge growth plans, but are still keen to hire top recruiters. As usual contract heavy businesses are doing better and are still taking on recruiters with potential... Most businesses want the finished article. Please reach out if you want anymore information!

Earlier than normal for my posts - have a full day with participants - so here it is Career Services/Career Management Tip/Learning #1 Recruiters – What are the flavors: Although if you do a search you can find over 8 different types of recruiters – In my time in the industry I have mostly dealt with internal and external recruiters. Internal recruiters or in house recruiters - These are professionals and employees work within the organization, collaborating closely with hiring managers and team leaders. Their deep understanding of the company's culture, values, and specific hiring needs allows them to source candidates who not only possess the necessary skills but also align with the company's ethos. External recruiters based on my experience come in two flavors: Retained and Contingent. Contingent recruiters – I call these the match makers – they are looking for positions and individuals that might match the position – they are third-party professionals who are paid only when they successfully place a candidate. They operate independently and often work with multiple clients simultaneously – there could be a challenge here if the company does not like the candidate then the prospect could never hear from the recruiter again. Retained are recruiters differ from contingency recruiters as they receive an upfront fee, or retainer, regardless of the hiring outcome. This model fosters a deeper commitment to understanding the client's needs. If you are contacted by a recruiter just ask what type of recruiter they are – here is an in depth of all types of recruiters - The Different Types of Recruiters and How To Use Them Effectively (pg-rec.com)

Revolutionize Your Hiring Process with Temp Recruiters for Hire Dear Founders and HR Leaders, At Mint International, we are excited to introduce a revolutionary solution: Temp Recruiters for Hire. This cost-effective, instant service allows organizations to seamlessly meet their recruitment needs across all departments. Our monthly fixed-rate service provides expert recruiters who integrate into your HR team, ensuring you achieve your hiring targets with ease. Key Benefits: Reduced Costs & Predictable Billing: Pay a fixed monthly fee instead of ongoing recruitment expenses and eliminate percentage-based placement fees (e.g., 8.33% - one month’s salary of a candidate). Expert Support: Access dedicated recruitment specialists with extensive experience across various departments. Faster Hiring: Achieve your recruitment targets swiftly with our team working tirelessly to fill your open positions. Flexibility: Choose the service duration (3 months or more) based on your specific hiring needs. Focus on Your Core Business: Allow your internal HR team to concentrate on other critical tasks while we manage your recruitment. Streamline your recruitment process and achieve your hiring goals efficiently with Mint International. Write to us at [email protected] today to learn more about how Temp Recruiters for Hire can benefit your organization

Why is a bench so important to the quality of an IT staffing service? Most IT staffing/outsourcing companies don't maintain a bench. They hire for projects, so know as much about the qualities of the IT profiles they place as they can guess from a usually short and often far from robust HR and technical interview process. And while HR teams theoretically follow up with references - they rarely do in reality. When a project finishes, the contractors staffing it are typically let go. That pattern might be occasionally broken if the IT outsourcer/staffing company happens to have another vacancy that requires the profile of a contractor finishing a project at roughly the same time. In most cases, when a project finishes, it's "thanks for the memories, keep an eye on our future vacancies, good luck!" If you've been in or around IT recruitment or project staffing for any length of time, you'll be familiar with that picture. Clients of a typical IT staffing provider are basically using a headhunting and payroll service. #aimprosoft operates differently. We maintain a bench. When one of our 350-strong team finishes a project, they are not let go - they move to our bench until the next project their profile is a fit for. Bench time is spent upskilling. In a perfect world, our team members will spend around 2 of every 24 months on the bench, getting better. It means we have great retention - both for our team and our clients. They usually stay with us for years, many for 10+. It also means we know each member of our team inside out and can accurately match their hard and soft skills to a new assignment. And that all team members come with client references from previous projects. For our clients, it means they can almost always pluck someone from our bench at short notice when they need a particular profile. And place them back when they don't. The plug-in, plug-out system works for them - it means they can always maintain their "Goldilocks" IT capacity without wastage from overstaffing or bottlenecks at moments resources get over-stretched. The risk of recruitment mistakes is minimised because they are deploying a specialist that has been with us for years - not quickly recruited yesterday. And it works for us. It reduces our recruitment costs and client churn. Next time you choose to work with an IT staffing partner, lift the rock of their bench policy and peer underneath 👀 It will tell you a lot about the consistency of quality you can expect from their contractors. #bench #itstaffing #itoutsourcing #itrecruitment