Kimberly Wacaser’s Post

At the beginning of 2024, Tempting Talent observed an increase in firms hiring execution talent, a trend we expect to continue.   Our findings from the 2024 Executive Search Compensation report highlighted that executive search firms need to be competitive to hire and retain top execution talent.   An immediate change in base salary and commission structure was ranked as the most important factor by executive search professionals when considering a new role, with company vision being the second most important factor.   Click the link in the comments below to find out more. #executivesearch #compensationreport #search

Another busy week at Classic 10 with some fantastic roles coming to a close and more candidates having found their dream roles already this month. Here is reason number 2 as to why you should consider Classic 10 as you recruitment partner. Reason #2: Cost-Effective Recruitment Solutions At Classic 10, we fully understand the financial pressures that care providers face in today’s challenging economic environment. From rising operational costs to regulatory demands, we know how important it is for you to maintain a strong balance between quality care and financial sustainability. That is why we’ve developed a pricing model that ensures top-tier recruitment services at a highly competitive rate. Here is how we help you maximize your revenue while securing the best talent: 🔍 Transparent Pricing: Our costing approach is straightforward and fully transparent. We believe in clear, simple pricing structures, so you always know exactly what you’re paying for—no hidden fees or surprises. 💼 Competitive Fees: By operating as a nimble, small business, we can keep our overheads low and pass those savings directly to you. This allows us to offer premium recruitment services at a fraction of the cost that larger agencies might charge, all while maintaining the quality you expect. 💡 Value-Driven Partnership: With our flexible and affordable fees, you can reinvest more of your revenue back into what truly matters—enhancing your care services, supporting your staff, and growing your organisation. At Classic 10, our goal is to be more than just a recruitment partner—we want to be a cost-effective, long-term solution that supports your business’s success. Reach out today for a confidential conversation on how we can support your business. #recruitment #costeffective #careproviders #businessgrowth #talentacquisition #Classic10 #transparency #value

As we continue our series on the Top 10 Reasons to Partner with Classic 10, we’re excited to share Reason #2: Cost. In today’s tight financial landscape, we know how critical it is for care providers to balance high-quality services with cost-efficiency. That's why we've built our pricing model to support your business growth while keeping fees transparent and highly competitive. Reach out to Marc Prior or I today if you wish to discuss you recruitment needs and how we can support. #recruitment #costsavings #careproviders #Classic10 #businessgrowth

In the past week we have seen Hays, Robert Walters and PageGroup all reporting declines in net fee income vs the same period last year. Robert Walters are down 12% on NFI, Hays are down 11% on NFI & Michael Page have reported at 13.5% decrease in GP. It is clear that global hiring markets remain challenging and that material improvement will be gradual. Overall, temporary recruitment is continuing to outperform permanent as clients seek more flexible options. Permanent recruitment tends to see longer time to hire and lower levels of confidence. https://lnkd.in/deP5BNdN

❓ Did you know that 44% of professionals have left a job in the first 12 months because of a mismatch of expectations ❓ A mis-hire can have huge financial implications for an organisation 💲 Research from the Recruitment & Employment Confederation indicates that a wrong hire can cost a business more than 3x their annual salary... 📈 This financial blow can be even more damaging for start-ups and scale-ups who are focused on achieving growth and have smaller teams so the collateral damage can be severe. Over recent months, I have spoken to a number of Founders who have talked openly about the implications of mis-hires to their business and what steps they should take in the future to negate this... Take a read of Roddy Adair CRC MIC Adair's article on the hidden costs of mis-hiring to find out how you can limit the chances of a wrong hire in your scaling business https://lnkd.in/eW7CQdNu Amanda Whicher; Roddy Adair CRC MIC; James Hallahan, David Arkley; Justin Black; Justin Lush; Robert Barr; Mark Hooker; Martin Pardey; Danny Murphy; Samuel Kavanagh; Mike Morgan; Juliann Deegan

91% of employers experienced turnover rates above 10% last year - per the latest Voice of the American Workplace survey from Franklin Templeton. Turnover has real costs associated with it - and real risks like #employeeburnout for those who have to deal with additional workloads to mitigate departures. Having fast access to contingent labor is a great way to add flexibility to your staffing strategy. To learn more about our staffing services, visit us at sherpallc.com. Full survey download at: https://lnkd.in/eDepYKYc #sherpahires #staffing #turnover

With the October budget announcement looming, UK businesses are feeling the pressure. This year’s economic uncertainty has significantly impacted the recruitment market, leading to a noticeable sense of caution. The recruitment sector is reflecting this sentiment in the markets. Year-to-date share price changes for some of the UK's largest recruiters tell the story: Hays: down 22.91% Michael Page: down 24.41% Adecco: down 30.07% Robert Walters: down 25.56% Randstad: down 22.36% These are significant shifts. While some clients are hesitant to make permanent hires, we’re seeing opportunities in specific sectors, particularly in the interim market. Businesses with critical projects to deliver are turning to interim solutions to bridge the gap. If you're facing challenges in the current talent landscape or planning your next steps, we’re here to help. Let’s talk about how you can navigate the current market and prepare for the inevitable demand surge ahead! Feel free to reach out for a conversation. Cruinn Consulting

The 2024 BDO Recruitment report has indicated signs of optimism for the Staffing sector. Despite challenging market conditions, activity was actually deemed robust last year with 70 deals seen, only 28% behind the previous year. With some large cap deals already announced in Q1 of 2024, including HeadFirst Group's offer on Impellam Group and GI Group acquiring Kelly's European staffing business, is this an an indication that the market is returning? The report also highlighted the substantial number of off-market deals which happened, with many buyers & seller entering into direct negotiations, without testing the wider buyer audience. This is unsurprising given the increased likelihood of finding a better cultural fit in off-market discussions. If you have an ambition to close deals this year, you can't wait for good opportunities to come to market. It is critical to get ahead of the curve and start sourcing deal flow now. Drop me a note if you are interested in being more proactive with your strategy - [email protected].

A notable information from the feedback by the executive search and recruitment firms from different regions of the world on the employment and hiring status in the various industries. More than 50% of the participants said their business in the last 6 months was good to better and more than 60% of the participants said their business for the next 6 months looks promising. Manufacturing industry is still going strong along with technology and accounting and financing while banking sector is still down. For recruitment firms, where should they focus their business for the next 6 months of time?

Real time data from our Insights Intelligence tool demonstrates that the current time to get a new starter in a permanent role is still high at 74 days. This is UK wide across all PageGroup disciplines. We're now 7 weeks until the festive close down period comes, so what recruitment processes do you still have outstanding and what is a key priority to close off this side of the year? We've seen a rise in temporary solutions this year, as well as an increase in candidates showing an interest in interim roles. Perhaps this is also a good time to review whether your business has considered temporary recruitment to relieve some pressure from the permanent process. If you're considering this - candidate or client - and want to discuss how this could work, what this would look like or just make an intro I would love to connect. [email protected] #interimsolution #interimrecruitment #charityrecruitment