Karen Newcombe’s Post

Speaking to a team of experienced recruiters yesterday and they all shared the same frustration... The amount of admin that they have to do every day that could be more time spent on the parts of the process that makes them money. Some said 30% of their day is doing non-selling tasks. The parts that make them the most money are pretty evident... speaking to candidates and clients, building and developing relationships and business development activity. I'm sure in an ideal world all agency owners would also prefer that their recruiters were almost exclusively focused on revenue generation. While a lot of recruitment businesses have made strides in the last few years to reduce admin through automation, it seems some are still trying to do it all themselves. Here at Paiger our mission is to create a platform that enables recruiters to maximise their selling time by using automation to streamline several aspects of the 360 role. We have something big coming immintently that will save agencies & their recruiters a huge amount of time, reduce admin and enable them to generate more opportunities and placements faster. Is maximising your recruiters selling time and reducing admin a problem you're trying to solve at the moment?

We are now in Q2 2024 and we're opening recruitment again for Lead Generators and Energy Consultants to join us. Maybe your commissions are now monthly residual... Maybe you just want out and work for somewhere that appreciates you... Maybe you just want paid fairly for the work you do... Give me a buzz for a strictly confidential chat 📲 07944290190 Your Money: ➡ Up to £70,000 Salary DOE 💸 ➡ 20% Commission ✔ ➡ 50% Commission Paid Upfront ✍ ➡ 50% Commission Paid On Live ❗ ➡ Salary Matrix Scheme 📈 Your Job Role Benefits: ➡ Constant Learning & Development 💡 ➡ Progression Routes (we prefer internal recruitment) 👔 ➡ 125% of Target = 1 Day off Paid 📆 ➡ Flex Procurement (Beat Direct) 💪 ➡ Flex Procurement Training 🤓 ➡ Variety of Baby-Flex Products 😮 ➡ Industry Leading Closers 🏆 ➡ Ability to price with majority of market 🌍 ➡ Industry leading supplier terms 📝 Your Personal Benefits: ➡ December off paid 📆 ➡ Car Scheme 🚗 ➡ Private Healthcare 👩 ➡ 32 Days Annual Leave ⏲ ➡ Term of Service Annual Leave ⏲ DB Group Recruitment/Role Entering Q2 Stats: ➡ Internally Recruited Closers = 83% ➡ Internally Recruited ECs = 75% ➡ Internally Recruited TMs = 50% ➡ Internally Recruited Renewals Agent = 75% ➡ Internally Recruited Director Roles = 100%

Speaking to a team of experienced recruiters yesterday and they all shared the same frustration... The amount of admin that they have to do every day that could be more time spent on the parts of the process that makes them money. Some said 30% of their day is doing non-selling tasks. The parts that make them the most money are pretty evident... speaking to candidates and clients, building and developing relationships and business development activity. I'm sure in an ideal world all agency owners would also prefer that their recruiters were almost exclusively focused on revenue generation. While a lot of recruitment businesses have made strides in the last few years to reduce admin through automation, it seems some are still trying to do it all themselves. Here at Paiger our mission is to create a platform that enables recruiters to maximise their selling time by using automation to streamline several aspects of the 360 role. We have something big coming immintently that will save agencies & their recruiters a huge amount of time, reduce admin and enable them to generate more opportunities and placements faster. Is maximising your recruiters selling time and reducing admin a problem you're trying to solve at the moment?

No one answers calls anymore... Cold Calling is quite frankly an awesome way to bring in a deal, Always has been and always will be however as time goes it will get harder, People get busier, people are receiving more calls, And Less people are answering their phone.. Typically you may then leave a voicemail + shoot through a sms, Then if they end up calling back or not you will end up sending an email. This, ends up taking lots of time, and leads to the same place, So why not jump over this all? And just send a voicemail, sms, and an email straight away? Then automate it to thousands of people instantly? (yes you can send voicemail + sms drop to 1000s of people at the same time coming from a mobile number) With completely personalised email and sms messaging, where you can find out what thousands of companies are hiring, new projects and have AI white every single one a custom email? This is just what we have found to work really well for the Recruitment agencies we are working with, How are you outreaching?

Alhamdullilah Alhamdulillah..... On this blessed day of Ashura, we AE Talents are very happy to formally launch our CRM ATS(aetalents.com/ats). A big shout out and thanks for our Families and Friends and also our critics who tried to pull us down by their negativity.... AE Talents (ATS) salient features are simple. 1) Your complete tracking system right from receiving emails and calls. 2) your job portal with access to more than 5 million resumes added recently (3months) 3) your mass mailing tool where you can send requirement/hotlist mail to 5000+ candidates on each technology and 28000 vendors in no more than 6 mins (approx). 4) you can track the calls of yours and update the same for follow-Ups with pop-ups timely. 5) don't need separate mailing server to access your mails. 6) Add your clients and vendors which would be descreet and accessable to your company admin only. 7) No need to to maintain trackers and sheets or notes, with voice notes facilities that feeds your conversation with the candidate and vendors while you are being productive and at peace. 70+ other features available which would ease your placements run-up in minutes. Any small size organization (AE Talents Followers and connections only) that wish to have a 3 months free trial and can give us a feedback on what modifications are to be made are welcome. 100 logins to be given free of cost from Monday 22-July-2024. please send in your details to [email protected] or [email protected] or [email protected].

How to Find and Hire a Consultant

Resumes in sales are dead. Prove me wrong. If you’re a rep who’s applying for roles online, it’s a reflection of how you also approach your role. It’s the equivalent of joining a new company, completing your onboarding and waiting for inbound leads to get you to President’s Club. You’re putting your faith in someone else’s hands. Instead, take ownership of your career. Most hiring managers (especially the great ones) expect you to treat the recruitment process as a sales process. Are you able to: -Identify your search criteria -Creatively prospect your way into an interview -Build a compelling hypothesis on their core challenges -Prepare a solid POV of how your skill set fills those gaps -Qualify the hiring manager and company against your criteria -Build internal champions that can vouch for you  -Identify timelines, metrics and secure next steps -Set yourself apart from the competition  -Negotiate the right comp plan  -Close You can learn a lot more about a person by how they approach their own career. This tells you more than you'll ever learn from a piece of paper. A resume? An hour. Anyone can do that. Doing all of the above? It will put you in the 1% of applicants. Resumes in sales are dead.

😎I say: “Go do Solution Selling” 😁Recruiters say: “we do sell solutions” 😣I say: “A CANDIDATE IS NOT A SOLUTION” 🤨Recruiters say: “wtf?” It’s easy to think that solution selling is just about repackaging your product as a solution. It’s easy because in some cases it’s true. But not in Recruitment. As a premium, perm recruiter, the problem you solve is not vacancies - it’s ineffective hiring. The reason employers think they need an agency is because hiring is hard. It’s hard because they have no idea what they’re looking for, how to find and attract it, or how to assess it, when they do. That’s a problem. When you show up with the skills, knowledge and plan for transforming hiring from expensive drudgery into a critical success factor, they like it. The right kind of clients freaking love it. If you can prove that you can make measurable positive improvements in how they hire, you win the lot. The mit and caboodle. ✅ Higher fees ✅ Exclusive terms ✅ Upfront payment ✅ Long term contracts ✅ And even help filling the roles So results from solution selling aren’t counted in jobs on - they’re counted in clients won. The results are slower, lower in volume, and vastly more valuable. And, when you’re doing it right, you feel as though there is no competition. Because everyone else is pitching their product, and flinging CVs… Even if they call it solution selling.

When recruitment leaders DM me and ask for ‘training’ they’re often making the same mistake… Now, I’m not ANTI training BUT… Most of the time TRAINING is the wrong solution. Your sales results are either a people problem or a process problem. And I won’t help you gee-up the troops or push activity, but I will help expose the truth. Is it the way people are performing that is the problem? Or is it what you’re asking them to do? As a trainer I had to make the decision to stop what I was doing. Because it was clear… all training really does is getting people doing the wrong things perfectly. How many times have you thought: “we just need to get them doing the basics.” Reality: People are executing your process. They are good people doing the best they can with the tools they’ve been given. . But those tools are no longer good enough. The world of B2B sales is more complex and harder to win at than ever before. (At least for 15 years). It’s hard to accept sometimes but things have changed. And most recruiters haven’t. It’s a process problem. And it’s not one training will fix. What you need is a new approach. A rethink. Not just a refresh. I ask busienss leaders “when’s the last time you won a dream client from scratch …without getting lucky?” For most it’s been a hot minute. Some even swear by their lucky timing. And yet, despite the clear lack of process, leaders want people trained. Trained on what? How to get lucky? How to sell the same thing to the same people in the same way at the same time and expect different results? No. What you really want is a systematic, simple, scalable approach to sales that gives everyone in your business a clear route to £200k p/y. But you can’t train that. It’s not a people problem. It’s a process problem. Let’s fix it. ________________________________________________________ Fed up with shortform content? Join me on Substack. Actionable, thought out, provocative longform, content designed to change the way you think.

Client and Recruiter relationship 🤝 How often do you get just one line of what the requirements are for the specific job role and when you ask for a visit or a call to discuss the position unfortunately not everyone is giving you the time 🕰️ Why it is impossible to find someone right with this method of communication is because we are unable to answer questions from the potential hires 🤷♀️ My suggestion is 🤝partner with 1-2 recruiters that you can spend quality time with to get the relevant information across and they will have all the tools to find you the right candidate 🤝If you don’t have the job description, have a meeting with your recruiter and discuss what you expect from the new hire to do on daily basis and your recruiter will support you with this task 🤝If you are unsure about the salary in the current market for the roles you are recruiting- speak with your recruiter they will know this information especially if they are specialist in their field -I’m sure you only work with specialist?! 🤝If you need specific candidate to fit in the culture of the business- show your recruiter the team this person will be sat in because a good recruiter will meet people either face to face or via video call to analyse your requirements If you like my approach and ideas 💡 reach out I’m here to support all the technical and engineering world 🌍 across the uk 🇬🇧 [email protected] 07387520305