JoJo Lyons’ Post

🚩Team fit is most important 🚩I will know them when I see them 🚩I've interviewed loads of people for this role 🚩I trust my gut A word of warning for rookie recruiters! These are 🚩Huge red flags🚩 🛑 Stop ❓ Question - how many people have you interviewed this year for this urgent role? How many have you gone ahead and hired? How will you know when you've found the right one? 👂 Listen You're on a hiding to nothing here if what the client wants is unquantifiable. Clients like this will churn through your candidates and you run the risk of being "busy" with nothing to show for it. Not a great experience for candidates either, as they are being assessed not on skills but on the gut feeling of the interviewer. ✔️Contingent recruiters always need a variety of jobs to work - your success will depend on being able to accurately qualify your clients and their needs. #franklandassociates #recruitmentjobs #r2r #clientqualification #recruitmentconsultant #recruitmentindustry #recruitinglife #rec2rec

🚩Team fit is most important 🚩I will know them when I see them 🚩I've interviewed loads of people for this role 🚩I trust my gut A word of warning for rookie recruiters! These are 🚩Huge red flags🚩 🛑 Stop ❓ Question - how many people have you interviewed this year for this urgent role? How many have you gone ahead and hired? How will you know when you've found the right one? 👂 Listen You're on a hiding to nothing here if what the client wants is unquantifiable. Clients like this will churn through your candidates and you run the risk of being "busy" with nothing to show for it. Not a great experience for candidates either, as they are being assessed not on skills but on the gut feeling of the interviewer. ✔️Contingent recruiters always need a variety of jobs to work - your success will depend on being able to accurately qualify your clients and their needs. #franklandassociates #recruitmentjobs #r2r #clientqualification #recruitmentconsultant #recruitmentindustry #recruitinglife #rec2rec

I talk a lot about our wins, but I also want to be transparent and talk about our losses and lessons from running a multi-7-figure recruitment agency. We had a couple of underperformers in quarter 2, that's just how business is. After digging into the data and analyzing calls, we found a couple of things that stood out and needed to change. 1. Job Orders → Double down on our Tiering System (Criteria to objectively rate a potential customer's JO.) → Recruiters need to value their time and know when to decline a search. → Efficiency is the name of the game. 2. Sense of Urgency → 2-3 submissions within 96 hours for Tier 1 Job Orders. 3. Ask harder questions → If the role is urgent, and the client doesn't know when they can interview, move on. → "If I find you someone that meets your criteria in 24 hours, can you interview them then?" (If yes, prioritize. If not, find another client who has that urgency. Want access to our exact "Job Order Tiering System" that we are using to objectively rate potential customer's Job Orders? Sharing the document with everyone that: → Likes this post → Comments 'JO' Follow: Dante N. #sales #recruiting #staffingagency #tiello #recruitercareers

Tired of spending endless hours recruiting for your team? 🔎 I have been working in this field for a few years now and have heard this from a lot of my clients and hiring managers. "Recruiting is my least favorite activity" Sifting through resumes, conducting endless interviews and all that boring work. Enter the agency recruiter: Here to save time, money, and a whole lot of headaches. 🦸♂️ How does it work? We do the heavy lifting, so you can focus on what you do best. Our fees can often be offset by the time and resources you'd spend on in-house recruitment. We've got the insider scoop on top talent and industry trends. We'll handle the negotiations and paperwork, so you can breathe easy. So, if you're ready to make your life easier, hit me up! Let's chat about how I can help your company save time, money, and sanity. #recruitment #agencylife #riskanalytics #hiring #talent #efficiency

I’ve been seeing a lot of job posts lately with “No recruiters, please” or “Not seeking any recruiters” and I totally get it — many of you want to handle hiring on your own. But before completely shutting down the conversation, I wanted to share a quick thought about the role recruiters play. 𝗧𝗵𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘀𝗲𝗰𝘁𝗼𝗿 𝗶𝘀 𝗮 𝗯𝗶𝗹𝗹𝗶𝗼𝗻 𝗱𝗼𝗹𝗹𝗮𝗿 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 & 𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝗷𝘂𝘀𝘁 𝗮 𝗳𝗲𝘄 𝗿𝗲𝗮𝘀𝗼𝗻𝘀 𝗮𝘀 𝘁𝗼 𝘄𝗵𝘆: • We have access to networks you might not, filled with talented people who are already pre-vetted and ready for the right role. • We save you time. From sourcing to screening, we do the legwork so you can focus on what you do best — running your business. • We bring expertise. We’re in the trenches every day, understanding market trends and the specific needs of your industry. We can help streamline your hiring process and find the right fit faster. I know the thought of working with a recruiter might not be for everyone, and that’s okay. But just remember: we’re here to add value — not just to fill positions. Often, we can save you time and money in the long run by finding the right people faster and more efficiently. So before you turn us away, maybe let’s have a quick chat. If we’re not the right fit, no problem! But at least we can explore the possibility of working together. 

"Posting and praying" is not recruiting. It's a dangerous trap that a lot of employers fall into during the hiring process. Post it on a few job search platforms and just hope for the best? 🤞 All that leads to is money and time lost and a lot of anxiety. 😫 Real recruiting is about: 👉 consistent networking, 👉 tracking referrals, 👉 and building relationships. If your staffing agency is in the business of just posting, praying, and sending you a pile of unqualified resumes to cry into, then it's time for a change. What are the other top recruiting tactics you look for in a staffing firm? #staffing #recruiting #skilledtrades #skilledlabor

Maximizing a short week ✍ For recruiting, there is a lot of work to be done to set up yourself, your clients, and your candidates for success. Recruiting can be an always-on never-off job. There are days where an offer is in flux and you need to be on a call in the evening or respond to emails at odd hours. So when it comes to time off, overcommunication is key. Here are some things I do to ensure I do not get behind and keep everything running smoothly in my absence: 1. Utilize your team and get coverage where needed / task handover 2. Communicate to candidates and hiring managers you will be OOO. Ensure interviews are scheduled to keep things moving in your absence 3. Utilize the time you do have to increase sourcing and phone screens early in the week to keep a robust pipeline 4. Change up your messaging! Holiday coming up? Acknowledge that and be open to scheduling calls before or after said holiday How do you prepare for a short week or time off? Let me know below! 🤜 🤛

Here’s why you think all recruiters are a bit sh*t 💩 You’ve been there 10x before. A well timed cold call. Your “perfect candidate”. The moon on a stick. In reality? 4  CVs that shouldn’t have made it past [Control F] followed by a call on your mobile every 17 minutes from now to eternity to “check in”, “follow up”, “touch base”, and “get some time in the diary”. Should recruiters do better? Absolutely. Could you have done anything differently? Arguably yes. As a hiring manager there’s a tendency to just want results. You’re under the pump and need the right person through the door. To make life easier. A 5 min phone call should do it. You don’t have more time, and someone else is responsible for sorting the commercials. Better leave it to them and wait for the perfect CVs to roll in. But that’s rarely how things work. And basing your recruitment partner solely on a chance encounter or a well timed call… It leaves the craft, the process, the relationship and the experience completely open to interpretation. And it’s unlikely it will align to what you’ve got in mind. If you’ve got the budget to spend thousands of pounds on a recruitment fee, you may as well spend a bit of time finding the right person or company to invest that in. #hiringintech #hiring

As much as I'd love to hear more about you... your candidates couldn't care any less. It's time to ditch the traditional "My name is Joe Recruiter and I've been in the business X amount of years." Next time you attempt candidate outreach, whether it's through email, voicemail or even text, cut back on the details about you and focus more on the opportunity. Try something like, "Hey Mr./Ms. Candidate, I have no idea if you're opening to hearing about something potentially stronger than your current situation but I'm curious about your thoughts on that. Call me back at ###-###-####." The response rate will definitely surprise you! #recruiter #recruiting #recruitinglife #recruiters #headhunter #executivesearch #executivesearchfirm #recruitingfirm #milliondollarrecruiter #recruiterthinktank

As recruiters - we like to talk about the cost of not hiring someone. It's a lot, but it's a hidden cost. (After all it's really hard to quantify lost opportunities.) Nobody talks about what a massive pain in the rump it can be to hire someone. * Screening 200 - 500 CVs * Having 10-15 minute calls with a promising shortlist of 10 - 15 people. * If you're lucky, having 2-3 people to take to interview. You're out a week before you're truly into the hiring process. And you're not doing this is in your own time - because you need to work around other people's schedules to speak to them. So the biggest cost to not hiring someone - isn't money. It's a 50/50 balance between your sanity and free time.