Ian Tiplady’s Post

If there is ONE THING I wish people understood about staffing industry, it's that Recruiting is a SERVICE. A paid for SERVICE. We work with hiring managers to determine talent needs We connect with applicants and prospective candidates to determine potential fit for open / future roles We bring both sides through a sometimes scary and daunting process We create offers or bring closure to candidates and hiring managers We find jobs for people We DO NOT simply "take orders" and keyword match resumes Done right, we're providing a valuable SERVICE to COMPANIES. External or in-house, doesn't matter. The person writing the check dictates the activity or at least the expected outcome. This is hard for job seekers, because so many look to recruiters to "find me a job". That's not at all what Recruiters do. #recruitment #recruiting #jobs #hiring #jobsearch #jobconsulting #job #people #jobseekers #employment #lookingforjob #activelyseeking #activelylooking #resume

If there is ONE THING I wish people understood about staffing industry, it's that Recruiting is a SERVICE. A paid for SERVICE. We work with hiring managers to determine talent needs We connect with applicants and prospective candidates to determine potential fit for open / future roles We bring both sides through a sometimes scary and daunting process We create offers or bring closure to candidates and hiring managers We find jobs for people We DO NOT simply "take orders" and keyword match resumes Done right, we're providing a valuable SERVICE to COMPANIES. External or in-house, doesn't matter. The person writing the check dictates the activity or at least the expected outcome. This is hard for job seekers, because so many look to recruiters to "find me a job". That's not at all what Recruiters do. #recruitment #recruiting #jobs #hiring #jobsearch #jobconsulting #job #people #jobseekers #employment #lookingforjob #activelyseeking #activelylooking #resume

Many job seekers have a common complaint - recruiters and talent acquisition professionals don't care about me! They believe that recruiters only care about filling a job, and this perception often prevents recruiters from attracting the best talent. Potential candidates are tired of being pitched jobs that they would never accept, and they feel that recruiters are all alike. If you want to attract the best talent, stop pitching jobs and start discussing what is most important to each candidate. Conduct a general interview and see if their answers align with your opportunity, culture, and objectives. In any relationship, people want to know that you care about them, that they can trust you, and that you will keep your promises. By following this approach, you will differentiate yourself, fill your open jobs faster with the best talent, and engage and retain them. It's a win-win for everyone involved! If you're a recruiter or talent acquisition professional, share your thoughts on this approach in the comments below. #recruiting #talentacquisition #jobseekers #besttalent #hiring #humanresources

There are three different types of internal talent acquisition people in the world: 1) The order takers They add little value to the hiring manager/people leader, they don't vet candidates or screen CVs and generally don't care about finding people directly or not. 2) HR individual masquerading in TA I actually feel for these individuals, likely not passionate about talent acquisition and don't have real agency experience under their belt 3) The ex-agency recruiters who give a shit I was one of these once. I desperately wanted to find the best candidate for the role. I wanted to add value, deliver value and demonstrate how I can work as a trusted partner Remember this in your job search. Knowing how these individuals operate needs to be part of your strategy of getting your CV read. --------------- I post regularly on LinkedIn and help people secure their next career opportunity. Follow me here if you want more content on: ⚡Career Transition ⚡Interview Advice ⚡Job Search Strategies ---------------- #careeradvice #careerguidance #takeoffcc

"Recruiters, are you ready to crack the code to candidate satisfaction? It's all about honesty and genuine support. Let's dive in! 🚀 As recruiters, we have the privilege of connecting talented individuals with exciting job opportunities. However, it's not uncommon for candidates to have questions or uncertainties about the positions we hire for. When a candidate reaches out for more information, it's crucial that we respond with honesty and sincerity. It's important to show genuine interest in helping them navigate the hiring process and land their next opportunity successfully. By being transparent and open with candidates, we can build trust and establish a positive relationship. This not only benefits the candidate but also reflects well on our company and our commitment to finding the best fit for both parties. So next time a candidate comes to you with questions or concerns, remember to be honest, empathetic, and eager to help. Your genuine support could make all the difference in their job search journey! #CandidateSatisfaction #RecruitersGame

'We just can't find the right people' 'The people we are interviewing are underskilled' 'Insert any other problem to recruiting people for your company' It's not just you that's struggling. 3 in 5 (59%) businesses are experiencing increased competition to find the talent with the right skills. As a result of skills and labour shortages, they face higher hiring times and costs, greater candidate expectations around salary and benefits as well as flexible working, and difficulty ensuring diversity of candidates. If you think that just posting a job or post on LinkedIn will get you the people you need then you're going to be in for a shock when you see your competitors hiring the best people why you're left sifting through irrelevant applicants. You need to tailor your recruitment campaigns to source the best people which are not usually applying for jobs as they have an abundance of incoming job offers. Want to shape the way you recruit for your team in 2024? Drop me a like or DM and lets see where the gaps are in your process. #recruitment #recruiting #hr #jobs #recruiter

Is it okay for candidates to ghost recruiters after securing a new role? In the Data and Analytics field, where the market is highly competitive and saturated, building strong relationships is key. As someone who has placed numerous Data and Analytics professionals, it truly feels unfair when a candidate ghosts you after you've helped them land their dream role. As recruiters we work hard to maintain constant communication with candidates—it's vital to the process. While no recruiter is perfect (myself included), it’s frustrating when candidates expect consistent communication and to never be ghosted, yet turn around and do the exact opposite. Some candidates go through the entire recruitment process, accept the offer, and then vanish without a trace. No notice, no communication—just silence. So- Let’s all commit to professionalism, transparency, and respect in the hiring process. If we want a job market built on trust and mutual respect, it starts with how we treat each other—even after the offer letter is signed. Let me hear your thoughts on this. #Recruitment #Hiring #Relationships

Headhunters and Agency Recruiters: Let’s Talk About Company Culture Someone I know recently accepted a role through a recommendation from a headhunter, only to discover a toxic work culture and poor leadership upon starting. This situation got me thinking: Are recruiters doing enough to understand the environments they’re placing candidates into? We know how vital it is for recruiters and headhunters to fully grasp the culture, leadership style, and trends of the companies they represent. Without this understanding, candidates are at risk of landing in environments that can harm their well-being, professional growth, and confidence. To recruiters: How do you ensure you’re placing candidates in companies that align with their values and career aspirations? To candidates: What questions do you ask during interviews to uncover the true culture of a company? Let’s open up the conversation and share tips to ensure better matches for everyone involved. After all, recruitment isn’t just about filling a position; it’s about creating successful and sustainable partnerships. I’d love to hear your thoughts!

Candidates, having a GREAT recruiter can make all the difference in your job search. 🌟 A great recruiter isn't just someone who finds you a job—they are your advocate, your guide, and your support system throughout the hiring process. Here are some signs of a GREAT RECRUITER: 1. They Focus on Building Relationships Great recruiters invest time in getting to know candidates, understanding their skills, backgrounds, experiences, and career aspirations. They build a rapport that goes beyond just filling a position. 2. Transparent Communication   They provide clear, honest, and timely communication. They keep candidates informed at every stage of the hiring process and are upfront about job expectations and company culture. 3. In-Depth Knowledge of the Industry   Great recruiters have a strong understanding of the industry they recruit for. They stay updated on market trends, salary benchmarks, and the competitive landscape. 4. Strong Network and Connections   They have a broad network of industry contacts and can leverage these relationships to find the best job opportunities for their candidates. 5. They Provide a Comprehensive View of the Role   They give candidates a clear and detailed understanding of the job role, company culture, and what to expect, reducing any uncertainties and helping candidates make informed decisions. #ExecutiveSearch #RecruiterTipTuesday #JobSearch #Recruitment #CareerAdvice #TalentAcquisition #JobSeeker #CareerDevelopment #ProfessionalNetworking #JobOpportunities

As a HIRING Manager if I REJECT a #candidate. These are the 3 things I would do to not hurt their chances of getting another JOB: 1. Tell the recruiter all the strong points I saw in the candidate. 2. Provide the candidate with feedback on how they can improve. 3. Recommend them to my network for any suitable vacancies. Put yourself in the #candidates' shoes. We all at one point were #jobseekers, and it doesn't take much for anyone of us to be a jobseeker again. A little empathy and respect goes a long way. Let's make the #recruiting process more human.