Mark Whitby’s Post

3 reasons I've closed more retainer clients than contingent clients as a first-time recruitment founder: 1. I'm confident. I've never NOT successfully filled a retainer role. 2. I'm consistent. 25+ pieces of outreach per day, 4+ candidates in process at all times, 30-60 days to fill roles - even at the c-suite level. 3. I'm committed. I show up for my clients the same way I show up for myself - 100% dialed in, 100% of the time. Sure, you could pay 35% of a 6-figure base salary to make your next hire. Or you could: - Pay a monthly retainer - Scale up or down as your hiring needs change - Work with a top-tier, embedded, fractional recruiter from my team of A players Your call. (But maybe ask your CFO)

My 1st recruitment podcast and hopefully many more to come 🥳 since I have actually spent over a decade in recruitment, helping recruiters and managers navigate the highs and lows of the hiring process. Konstanty decided to start the podcast with quite an awkward question one which, however, needs to be addressed to break down the myths, the mistakes, and the mindset behind recruitment 😳 I couldn't be happier to have worked with global giants like SThree and PageGroup, as well as smaller recruitment consultancies, Code Red Partners, Captato - Partner in Recruiting and wernaer GmbH, Delivering training to recruiters across the globe from the UK to the Middle East, Australia and the US, which has armed me with a world of insight as to why recruiters struggle and more importantly what to do about it. 🤔 Have a listen and visit the School of Hiring podcast on all major platforms to enjoy the full episode (link in the comments) where I break down: ➡️ The myths and mistakes that lead to hiring mishaps ➡️ Where the disconnect between managers and recruiters happens ➡️ Practical steps both parties can take to bridge that gap and hire better, together. Whether you're a recruiter trying to refine your craft, or a manager looking to get better results, this episode has something for you! 🎯 Thanks Konstanty for having me and our insightful conversation! #recruitment #recruitmenttraining

For too long, sourcers were seen as “junior recruiters.” But anyone who works with a top performing sourcer knows the immense value they bring to the talent table. Without the right candidates entering the pipeline, the right hires can’t be made. That’s why I’m loving all the incredible content Ashby has been sharing on the topic of sourcing over the past few weeks. We released a podcast, hosted an event, and analyzed proprietary data. All on sourcing. In case you missed them, I’m dropping a link to each resource in the comments. No matter what your interest or experience level, these should prove helpful to you and your team. #sourcing #talentacquisition #talentstrategy #recruiting

Could you turn a recruitment challenge into a million-dollar opportunity? Tune in this week to The Resilient Recruiter Podcast, where we uncover: How one recruiter quadrupled a client's team size in just 18 months The creative deal structure that aligned recruiter and client interests Strategies for managing large-scale hiring projects with limited upfront budget Learn how thinking outside the box can lead to extraordinary outcomes in recruitment! Don't miss this game-changing story! #RecruitmentStrategy #CreativeDealMaking #RecruitmentSuccess #careers #recruitment #recruiters Bonus: Discover how betting on your skills can lead to life-changing opportunities in recruitment!

Recruitment can be a daunting task, especially if you're unsure about who exactly you need on your team. That's why our partnership with The Closers Club has been a game changer, redefining how we approach recruitment. Listen to our latest Spotify podcast where Ryan Donaghy and I dive into what makes a hiring process successful. We discuss the hallmarks of an attractive employee, and the traits of the ideal candidate. Plus, we explore how our inclusive company culture allows team members of all levels to engage in the recruitment process, providing candidates with a comprehensive view of our dynamic. Interested in improving your hiring strategy? Listen to gain insights that could transform your approach! https://lnkd.in/gbnHKBEV

Candidate profiles have changed, and recruiters have to adapt. How do TAs assess candidates in a post-covid era, when layoffs and other changes in the market mean CVs look different today? Pinpoint's Head of Talent Mike Bradshaw broke it down on the latest episode of Talent Talks—full episode here ➡️ https://hubs.ly/Q02pzQHF0

Have you ever found yourself wondering: Where did I go wrong? Why was I rejected? The interview seemed to go so well, but then came the rejection email. You don’t have to wonder anymore. In my upcoming #HR Podcast, Nick W. and I will dive deep into the reasons behind candidate rejections. We'll be sharing insights on the major red flags that recruiters and hiring managers spot during the hiring process. This session is packed with valuable information you won’t want to miss! Register now: Red flags in candidates : Recruiters insights https://lnkd.in/e_f5qxuf 📅 When: Tuesday, October 29th, 2024, 6:30 PM CET 📍 Where: LinkedIn Audio Event Looking forward to seeing you there! #RecruitmentwithGurpreet #Insights #Hiring #Rejection #CandidatesCoach

I recently listened to an insightful podcast featuring a highly successful recruiter, and one of his key points deeply resonated with me. For recruiters, cultivating strong relationships with candidates is absolutely essential. At the core of recruitment, a recruiter is like a salesperson and the candidate their product. Therefore, it's paramount that we build solid relationships with our candidates and build a strong network. As recruiters, we should commit to: 1. Providing constructive feedback when candidates are rejected. 2. Being proactive in obtaining and sharing updates. 3. Never ghosting candidates. 4. Treating each candidate as the valuable asset they are. Let's switch things up to change the whole experience of Recruitment! #CandidateExperince #Mindset #RecruitersCollective

Hiring consistency requires all #recruiters to be on the same page in terms of the essential values they’re looking for in a candidate. In this clip from the Talent Acquisition Leaders podcast, Beth Michele Greenberg, Vice President of Global Talent Acquisition at Integral Ad Science, describes the processes she created for her #recruiting team to follow when interviewing candidates. These processes ensure the whole team is aligned on their non-negotiable candidate traits, no matter whom they’re interviewing. Listen to my full conversation with Beth at the link below. #HRtech #Talent

🎧 Can an over-engineered recruitment process sabotage your #hiringefforts? Dina and Hilary unpack this question and more in our latest Real Talk on Talent episode. Listen now wherever you get your podcasts or watch on YouTube: https://hubs.ly/Q02HXxYF0 We dissect the recruitment journey from opening a requisition to sourcing candidates, emphasizing the fine line between efficiency and providing a quality candidate experience. Learn how to avoid the common traps of repetitive interviews and leverage technology to streamline your processes. Whether you're an HR professional or a #hiringmanager, this episode offers a practical guide to creating a smooth, well-documented, and effective #hiringstrategy. #RecruitmentProcess #HRTech