Jerome Hoyte’s Post

REASONS TO USE AGENCIES TO HELP FILL ROLES: These are great examples of MANY reasons it can be beneficial to use an agency, even if you have hundreds, or thousands, of applicants: ·       Each candidate deserves the minute or so it takes to review their application. ·       Having numerous applications does NOT mean you will have qualified candidates. ·       Talent Acquisition professionals are usually managing the rest of the hiring process and may not have the time to dedicate to the candidate process and to sort through hundreds (or thousands) of resumes and interview screens to find the perfect candidates to pass along to hiring managers. Candidates remember their experience and it can leave a lasting impression on the business overall. When the market turns back to a candidate-driven market, you don’t want candidates to have a bad impression of your company and put you at the bottom of their list because they were ghosted during the process. Let us work with you to make sure it's a positive candidate experience, while giving you time back to keep your business running. It’s Not Just About Finding Talent; It’s About Finding the RIGHT Talent Sure, almost anyone can find a warm body to fill a role. But specialist recruiters are in business of matching personalities, cultures, and quirks in addition to people that fit the technical requirements of the roles we fill. We know your team doesn’t need just any member – you need the RIGHT one. Recruiting’s not just a numbers game – it’s matchmaking at it's best! We all want the happily ever after here! So, while you might think there are plenty of candidates in the market, finding the right one is a whole different ball game. It’s like hunting for the perfect flat in NYC – the right match exists, but it’s probably hidden under a mountain of mediocrity, and that’s where we come in. Next time you’re tempted to go it alone, remember we’ve got the tools, the experience, and the uncanny ability to separate the gems from the rest. How can we help YOU? #WhyUseAnAgency? #WhyUseUs! #WhyNotGoItAlone? #KempsConnections #SherriKemp #Pharmaceuticals #Biotech #PharmaRecruiter #BiotechRecruiter Kemp's Connections

When it comes to recruiting top talent for healthcare, do you seek out active candidates or passive candidates? I’m curious to know if people think one is better than the other. While both have their advantages, I think the difference ultimately lies in your strategies and your goals. Active candidates are actively seeking new roles, making them more responsive and quicker to engage in case you’re in need of a quick hire to fill in a role. Passive candidates aren't necessarily job hunting, but they can be open to opportunities that align with their career goals, requiring more thoughtful and personalised outreach. Each has its place in the hiring strategy, and it’s about knowing when and how to engage with both to build a strong, diverse team. Let me know your thoughts! #healthcarestaffing #recruitment #talentacquisition #hiring #ANZhealthcarestaffing

"70% of the global workforce is made up of passive talent who aren’t actively job searching" - LinkedIn statistic The best talent frequently resides in the talent pool's passive 70%; At Robertson Human Asset our search process makes sure that branded outreach efforts and technologically assisted campaigns reach the whole talent pool, exposing your role to three times as many talented people. Not only do we source for skills but attitudes that contribute to individual and company success. Contact us to learn more about our recruitment process to attract passive candidates. https://lnkd.in/gqd6U_u4 #linkedIn #hiringtalent #robertsonhumanasset

Want to attract the best talent? It's all about the passive candidates. Why? Because 75% of qualified candidates are already employed. So they're not actively looking for a job. But that doesn't mean they wouldn't be interested in hearing about new opportunities. So, how can you reach the passive candidates? • Reach them where they are • Get in front of them with LinkedIn ads • Share industry insights and news • Begin building relationships By building relationships with passive candidates, you can nurture them for future opportunities. And when the time comes, you'll be the first person they think of. So, don't let passive candidates slip away. Start building relationships today and fill your recruitment talent pool with top talent. #recruitmentmarketing #recruitment #LinkedInAds

Outreach! Outreach! Outreach! As a full-cycle Recruiter, a significant part of my job is sourcing for passive candidates. We do not wait for only inbounds over here. We go out and hunt! I have met a lot of awesome candidates and peers by simply just reaching out to them on LinkedIn. I placed one of such candidates with one of our clients last month. The beautiful Thank You email she sent me after she got the offer made my day! So, beautiful things can happen from making the first move. I have had some scary stories to tell 😩but the worst thing that can happen is getting a ”No“ or being ignored. Get your Nos and keep it moving. PS: If a recruiter reaches out to you for an opportunity and you're not interested, it also does not hurt to refer a friend you believe could be a great fit as well. It’s really about helping a friend. #sourcing #candidatesourcing #sourcingonLinkedIn

🔍 How to Access Hidden Talent in a Competitive Market 🔍 Struggling to find the right people? You’re not alone. The best talent isn’t always actively looking, and many of the most skilled professionals are hidden from traditional job boards. So, how do you access this “hidden talent”? Here are some strategies we use to uncover those elusive, game-changing candidates: 🔑 Leverage Networks: The power of personal connections can’t be overstated. A well-established recruiter has access to an extensive network of passive candidates—those who aren’t actively applying but are open to the right opportunity. 🌟 🔑 Industry-Specific Expertise: Focusing on niche sectors like Engineering, Manufacturing, Tech, and more gives us an inside track on where the top talent is working. We know where to look and who to contact in your specific field. 🔑 Targeted Headhunting: Finding key professionals for high-level roles requires a direct, personal approach. We actively seek out talent through direct outreach and relationship-building, ensuring you’re not relying solely on job ads. 🔑 Employer Brand: Having a strong employer brand helps attract hidden talent. People want to work for companies that stand out. We offer guidance on how to position your brand as an employer of choice. 🔑 Referrals and Recommendations: Happy candidates often lead to referrals. We tap into our network to get recommendations from trusted sources, ensuring quality and fit before reaching out. If you’re ready to explore beyond the obvious and discover the hidden talent your business needs, let’s connect! 💼 Syntech Recruitment Ltd Syntech Talent Solutions #HiddenTalent #Recruitment #PassiveCandidates #TalentAcquisition #Hiring #Headhunting #EmployerBranding #SyntechRecruitment

Many companies often inquire about our ability to assemble a robust tech team within a short timeframe, typically 2-3 weeks. 🚀Our solution: Proactively build and cultivate talent pipelines. Our dedicated team engages with potential candidates through various channels such as LinkedIn, job boards, referrals, recruiting databases, collaboration with third-party vendors, and targeted email marketing. While this demands significant upfront effort and continuous commitment, it proves to be a valuable investment with consistent positive outcomes. We've designated team members whose primary responsibility is to daily interact with active and passive talent across diverse tech domains. Throughout this ongoing process, we not only assess candidates but also provide constructive feedback on resumes, offer job search and career advice as needed, and showcase select profiles on our social media platforms. #techtalent #talentpipelines

Are you struggling to reach top talent in the South West? You're not alone. Many organisations face the challenge of only accessing a small pool of candidates when advertising vacancies. The truth is, relying solely on platforms like Indeed or LinkedIn limits your reach to just "active candidates". But what about the other 80% of the market composed of "passive candidates"? To tap into this untapped talent pool, consider alternative methods of attracting candidates: 1️⃣ Build a strong employer brand: Showcase your company culture, values, and opportunities for growth to attract passive candidates who may not be actively job hunting. 2️⃣ Utilise social media: Engage with potential candidates on platforms like LinkedIn, Facebook, and Twitter. Share company updates, success stories, and job openings to spark interest. 3️⃣ Network strategically: Attend industry events, conferences, and meetups to connect with professionals who could be a great fit for your team. 4️⃣ Employee referrals: Encourage your existing employees to refer talented individuals from their network. They often know people who would thrive in your organization. Ready to expand your talent pool and find the best candidates for your organisation? Reach out to Green Orchard Recruitment today and let's elevate your recruitment strategy together! 🚀 #Recruitment #SouthWest #TalentAcquisition #EmployerBrand #Networking #EmployeeReferrals #GreenOrchardRecruitment

ATTENTION HIRING MANAGERS ❗ ❗ ❗ Are You Missing Out On Passive Candidates? 🔎 Did you know that there are a bunch of awesome candidates out there who aren't actively job hunting, but would listen if the right opportunity were presented to them? These passive candidates are typically happy where they are, bringing loads of experience and stability to the table. But here's the thing – they're not browsing job boards or applying to new roles, so they’re somewhat off the radar to traditional recruiting methods. And in most cases these folks don’t have the time to conduct a search on their own, even if they wanted to, while managing a full-time job. Why Work With A Recruiter ⁉ ➡ That's where a recruiter like me becomes a real benefit. I've got the resources available to find, vet and create a short list of candidates that will meet your specific needs. Oh, and by the way I’ll take the time on the front end to understand the skills and experience you desire to meet your requirements and align with your culture, so you can tackle your other tasks while I do the heavy lifting in the background. By teaming up with a recruiter, you get: 🔹 Access to a whole new pool of talent that others might miss. 🔹 Time and resource savings during the hiring process. 🔹 The opportunity to identify top-tier folks for your team. Don't let these awesome candidates slip through your fingers! Engage with a recruiter and open the door to some killer talent that's not just after any job, but the perfect fit. Let's chat and uncover some potential game-changers for your team. They might be just a conversation away! -Rob [email protected] (724) 837-6337 #recruiting #hiring #passivecandidates #talentacquisition #mrihcg

Looking to connect with top IT talent who aren’t actively seeking new opportunities? Discover proven strategies to engage passive job candidates and build a stronger talent pipeline. From leveraging social media to personalized outreach, we've got you covered. Let's find your next great hire! #viratsolutions #ITRecruiting #TalentAcquisition #PassiveCandidates #RecruitmentStrategies #TechTalent #TechTalent #StaffingSolutions #ITJobs #RecruitmentTips #HRTech #HiringSuccess #FindTopTalent #ITStaffing #TechRecruiting #TalentEngagement