Pavitra Jeevan’s Post

The recruitment process for an agency and employer is a road we need to travel together in order to succeed, so why do so many employers still insist on providing a recruiter with as little information as possible? After a decade of working with countless employers, the ones who always achieve the greatest success are the ones who share the most information. After all, our goal is to secure the best candidate, so why shouldn't we provide them as much detail as we can in order for them to: 📚 Prepare themselves for the interview process as best they can 🏢 Learn and understand your company performance, culture and goals 🤝 Let them feel like they are being welcomed into an organisation This is particularly clear when we're talking about hiring at a more senior level. An employer shouldnt be taking offence or shutting the door when we start asking about business turnover/profitability, staffing challenges or their strategy for the next 1/3/5 years. This should be information willingly provided as a tool to ATTRACT candidates as it'll showcase the opportunity for growth and development for a new employer. Likewise though, even hiring at a more junior level it's a great candidate attraction tool to be able to discuss in depth where a business is headed and how that candidate can help achieve that goal. 💡 In an industry where there can be so much secrecy, lets not let that filter down into the employment spiral. Lets work together to help it grow! Do you agree with me on this? Or am I talking hot air? (It's ok, if you think I am, be honest 😂 ) #recruitment #partnerships #hiring #people

🌟 Unlocking Talent: The Art of Recruitment 🌟 Recruitment isn't just about filling positions; it's about finding the right fit that can drive success and innovation within a company. Did you know that the average job opening attracts around 250 resumes, but only 4 to 6 candidates will be called for an interview? That's why recruiters play a crucial role in identifying top talent amidst a sea of applicants. Beyond qualifications and skills, successful recruitment involves understanding a candidate's motivations, values, and potential cultural fit within an organization. It's about creating opportunities that align with both the company's goals and the candidate's aspirations. From crafting compelling job descriptions to conducting thorough interviews, recruiters navigate a complex landscape to match the right talent with the right opportunity. And in today's competitive job market, employer branding and candidate experience are more important than ever in attracting and retaining top talent. What do you think makes for a successful recruitment strategy? Share your insights and experiences in the comments below! #Recruitment #TalentAcquisition #HiringProcess #EmployerBranding #CandidateExperience #HRInsights

Recruitment is just the beginning—Retention is the key to long-term success.   People often assume that as recruiters our end goal is placing candidates. It isn't.   Our success comes when our candidates call to tell us they have been promoted since they have joined you.    In today’s competitive job market, building lasting relationships with candidates goes beyond placing them in roles. It's about creating trust and fostering meaningful connections that endure beyond the hire.   Here are a few tips to building long-term relationships with candidates   ➡️ Personalise communication and maintain regular contact with candidates ➡️ Provide constructive feedback and guidance to unsuccessful applicants ➡️ Solicit feedback and implement improvements based on candidate experiences   To learn more on retention strategies and how to build long-term relationships with your candidates, click the link in the comments to read the full article. #TalentRetention #CandidateRelationships #HiringStrategy #TheWoolfPartnership

Many say that Talent Acquisition is all about building long lasting candidate relationships. ❌ It is not! It is way more short term focussed than we want to admit. Let's be honest, how many candidates still maintain contact with their recruiter one year after having been in an interview process? And how many recruiters stay in contact with their candidates after a recruitment process has finished (either with a hire or a rejection)? While we might start the process with intentions of long-term engagement, the nature of recruitment pushes us towards a more transactional approach. Down to the core, this is how it works: 1) A new job position opens up 2) Either a recruiter reaches out to a pool of potential candidates or job seekers apply directly for the position. 3) A recruiting processes is conducted and (hopefully) one of the candidates in the process gets hired. 4) The end Of course there are exceptions and I also still have contact with some candidates from years ago. But we are talking about a few candidates out of the thousands that I have had in recruiting processes. This is not a bad thing though and definitely nothing personal either. It is simply impossible and counter productive to actively pursue long term "relationships" with candidates at scale. Admitting that the real nature of Talent Acquisition is more short-term focused than building long-term friendships doesn't make it any less important. It just shows us the real picture. Of course we all love to make lasting connections, both recruiters as well as candidates. But the reality is that the job market moves fast. At the end it is all about getting in touch with the right people at the right time, right? #talentacquisition #recruiting #candidaterelationships

Looking to level up your recruitment game? Ashley, one of our top Account Managers, has a game-changing tip to share with all of you aspiring recruiters out there! 🚀 According to Ashley, the key to successful recruitment lies in building genuine relationships with your candidates. It's not just about ticking boxes on a checklist - it's about truly understanding their needs, goals, and aspirations. By taking the time to connect on a deeper level, you'll be able to match them with the perfect opportunity that aligns with their values and ambitions. So next time you're reaching out to potential candidates, remember to go beyond the surface level. Ask thoughtful questions, listen actively, and show genuine interest in their career journey. Trust us, this personal touch will set you apart from the competition and help you build a strong, loyal talent pipeline. 💪 Thanks for the amazing tip, Ashley! Let's all take this advice to heart and revolutionize our recruitment approach. Who's ready to start building those meaningful connections? 🌟 To find out more information on how we can help your recruitment efforts soar visit us as: https://hubs.ly/Q02vd9b80 #EliteStandardRecruitment #RecruitmentTip #BuildRelationships #CareerSuccess #EliteAdvice

7 Reasons to Trust Recruiters Who Know Their Clients well!! 1. Clear Expectations Recruiters who understand the employer’s specific needs can give a clear picture of job roles, responsibilities, and growth opportunities, helping candidates make informed decisions. 2. Accurate Culture Fit Knowing the employer’s culture helps recruiters match candidates who’ll thrive in that environment, leading to long-term success and job satisfaction. 3. Streamlined Communication With deep knowledge of the client, recruiters can address questions or concerns swiftly, ensuring transparent communication at every step. 4. Efficient Interview Prep Insightful recruiters offer tailored interview guidance, sharing unique insights about what the employer values most, boosting the candidate’s confidence and readiness. 5. Transparency in Salary and Benefits A well-informed recruiter can outline compensation and benefits accurately, reducing any surprises and helping candidates assess the total package. 6. Insightful Feedback When recruiters understand the client’s expectations and criteria, they can provide detailed feedback, enabling candidates to improve for future opportunities if needed. 7. Long-Term Alignment Recruiters who know their clients well help candidates find roles that align with their career goals and values, promoting satisfaction and longevity in their new positions. These reasons underscore the value of working with knowledgeable recruiters who prioritize understanding their clients deeply, creating a more positive and successful recruitment experience. If you receive a call for job opportunity, don’t forget to assess the recruiter first!! #recruitment #talentacquisition #job #careeradvice #recruiter #peoplesense #jobchange

“The best recruiters are curious, persistent, and empathetic. They understand the needs of their candidates and clients and are able to build strong relationships.” — A quote from Greg Savage which should be at the forefront of a recruitment process. Curious - asking why is such an important tool to use in your recruitment toolbox. To understand your candidate the best you need to find out as much information as you can about an individual. They will trust you, you will trust them and this will make for a brilliant candidate and recruiter journey. Persistent - This is simply a way of life for us as recruiter, it shows you have an unwavering determination to achieve your goals, even when faced with obstacles. Your determination ensures that you continuously follow up with leads, seek new opportunities, and remain focused on driving your personal performance. Empathetic - Being empathetic means understanding and sharing the feelings of both job candidates and employers. It involves listening carefully, showing genuine concern, and offering support that considers everyone's emotional experiences. Listen to candidates reasons for leaving, what they want in a job, what they need in a job and not just what you want to hear. *The above thoughts are that of my own and the thoughts of RSD* Here at RSD Recruitment these are the pillars of our recruitment process and why we are your trusted recruitment partner. If you seek top-tier support to fill your business with the best candidates on the market, please email me at [email protected] with any queries. I am confident that we can meet your recruitment needs. #recruitment #manufacturing #plantengineering #businesssupport #technicalrecruitment

There's a lot of opinions out there about headhunting & recruitment. "Its easy! Its just about finding someone and putting them into a role." I used to think that too. But after 10 years in the industry, I’ve learned it’s far more complex that. And it's for one simple reason: Candidates aren’t products. They’re people with lives, emotions, influences. Recruitment isn’t just about matching skills, it’s about reading between the lines and predicting if a candidate and company will truly thrive together. It often involves tough conversations to ensure both the candidate and company are ready for the commitment. In the end, it’s about locking in the right fit that drives long-term success. What do you think? #recruitment #startuprecruitment #marketingrecruitment

Insights into recruitment scenarios reveal some interesting statistics. Did you know that employee referrals have the highest applicant-to-hire conversion rate? While only 7% of applicants come from referrals, they account for over 40% of all hires. This highlights the importance of building and maintaining a strong employee referral program. Effective interview processes are also crucial, as on average, it takes 10 interviews to result in one hire. Candidates also place great importance on how they're treated during the recruitment process, with 68% believing it reflects how they'll be treated on the job. It's interesting to note that while 30% of candidates are active job seekers, 70% are passive and open to opportunities. Providing feedback after an interview is also highly valued by job applicants, with 94% expressing a desire to know their actual feedback. Additionally, 76% of job seekers research a company's ratings and reviews before applying, emphasizing the need for transparency and a positive employer brand. In today's competitive market, it's essential to create better recruitment strategies that attract top talent. #recruitment #talentacquisition #employeereferrals #interviewprocess #employerbranding

Speed to market isn't just a concept limited to product launches—it's equally as important in the world of recruitment. In today's competitive job market, the ability to identify and secure talent can make or break a company's success. Yet, it's surprising how companies stumble when it comes to this important aspect of hiring. Let’s break that down: You're tasked with filling a key position, and you begin the interview process. In the initial rounds, you identify a candidate who ticks all the boxes - a perfect fit for the role and culture. However, there's a catch - there are still hundreds of applications left to review. This is where the importance of speed to market in recruitment becomes critical. Every moment spent going through CVs and conducting interviews is a missed opportunity to onboard a valuable team member. In a market flooded with candidates, this delay could mean losing out on talent to competitors who move faster. By prioritising speed to market in recruitment, companies can gain a competitive edge in attracting and retaining talent. The ability to move swiftly from identifying a candidate to extending an offer can be the difference between success and stagnation. It’s important to make speed to market a cornerstone of your recruitment strategy. #Recruitment #SpeedToMarket #TalentAcquisition #HRStrategy The Recruiter