Tristan Hamish Mackrory

Are rising recruitment costs and third-party platform limitations holding your agency back? 🎥 Watch this teaser to see how you can transform your sourcing process by building and nurturing your internal talent database. In our upcoming webinar on July 24th at 12:30 PM GMT, we’ll cover: ✅The benefits of owning your talent data ✅Steps to build and manage your internal database ✅Tools and technologies for efficient database management ✅Success stories and actionable insights Ready to leverage your internal database and reduce costs? Click the link in the comments to register for the webinar and secure your spot today!

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"We have lots of candidates but just not the right ones" A big theme coming from my conversations with hiring managers and TA teams across Europe - especially ones hiring really Senior Engineering talent, and Leaders too. It is clear things have changed in Tech hiring in the last 18 months. Companies are super picky, and won't budge on their requirements and their salaries. Many hiring managers complain of inflated salaries and job titles - and not enough impact coming across in interview performance to match it. But as the market picks up something will have to give. How are other hiring managers and TA teams in Tech finding it? #techrecruitment #softwareengineering #Ventellect

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HR Market Snippet As we've seen for the last few months ER/IR Heavy roles are in high demand one of the few areas of HR that almost hasn't seen a decline in ad volume (SEEK). The application per role is rising making it more competitive than ever. For those who are looking 🔎 One thing I do want to say is that this highlights the importance of networking and using LinkedIn to the best of your ability. What you see on Linkedin or SEEK isn't a true representation of the available opportunities. The increasing volume of applications is placing a toll on small-medium businesses that don't have a mature screening process and will look heavily to referrals or networks rather than traditional job postings. Connect with ideal companies, maybe even a couple in your local area, connect with your next potential manager and promote yourself! For those leading an HR Team 🏋‍♀️ Junior-mid HR talent especially in larger companies that may feel siloed, are typically on the proactive hunt this time of year. So check in with your team, open up discussion and keep them engaged! Here's to a promising H2 #hiring #leadership

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End of another productive couple of weeks in the UK. Yes, the market has been slow. On the brighter side, several recruitment agencies are looking at: ✅ Consolidation and retaining top performers ✅Diversification ✅ Leveraging efficient delivery models ✅ Optimising costs by focusing on maintaining internal database/CRM against spending on job boards, LinkedIn etc. In terms of the sectors, tech and healthcare experiencing a slight uptick which is always a good news, or shall we say the beginning of good news 😉 Business development still a significant focus for all, hence we’ve experienced an increase in our market mapping services. Tech and outsourcing certainly the areas businesses are considering giving a shot. Because, “Insanity is doing the same thing over and over again and expecting different results.” So, if you are a recruitment agency wanting to hire an offshore team member to work for you directly or want to learn about the offshore model, ping me for a free copy of my e-book, “Dummies Guide To Developing Your Offshore Team” today! Want to have a chat, DM me and we can talk.

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Here are some of the latest jobs in TA!

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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It is so easy to stand out in a job application! You just have to put the extra bit of love into it... Recruiters have the job of going through 100's of CV's every week and let's be honest, it can get tedious. We want to see something that grabs our attention and keeps us reading. Here's a few tips on how to do that: ✨BE YOURSELF ✨ As cliche as it sounds, putting your personality on a CV is important (to me). It's your first impression and I want to know if you are the right person for the company as well as the role. 💡RESEARCH THE TEAM💡 It's so clear when someone has no idea what they are applying for. Show us that you know the team as well as the company, who you will be working for and why you think you can make a positive impact. Take time to apply with care, it really does help you stand out. 🎶MENTION MUSIC🎶 And for goodness sake, if you are applying to a music job, tell us how much you want to be a part of the industry and why. Sharing your favourite artists goes a long way. Prove the passion! 💎MAKE IT CLEAR💎 Don't make us guess, be clear with your information and try not to be too wordy. The most relevant work to the job you're going for should be the focus on the page. Bullet points are good but make sure there is enough information there for us to understand your input on a project or within a role. Don't stop refining! Keep going and the right role for you will be in easy reach. ATB x

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📌 Why TikTok for recruitment is the way to go in modern recruitment strategies? 📊 Tiktok is transforming the recruitment landscape, proving itself as a crucial tool for modern hiring strategies. With its extensive reach and high engagement, TikTok allows recruiters to connect with a wide range of audiences. Based on +9000 recruitment campaigns at sympl, we’re seeing that TikTok attracts a diverse age range, not just a younger audience, making it highly useful for various recruitment campaigns: ▶️ TikTok's age demographics reveal that 37.3% of users are under 25 and 62.7% are over 25 years old ▶️ Globally, TikTok has around 1 billion users, providing a rich pool of potential talent. ▶️ The platform's adaptation to support long-tail keyword searches has made it even more attractive for precise recruitment campaigns. ▶️ TikTok users engage heavily with the platform, with over 1 billion video views daily, showing its high user activity and engagement. Don’t miss leveraging TikTok to enhance your recruitment efforts. Did you miss our webinar: 'Stop recruiting on LinkedIn'? No worries! We've packed it with insights and strategies for a more efficient recruitment approach. Register now to get the recording and see what you’ve been missing out on. Let’s transform your recruitment strategy together. 🚀 Register for the webinar recording here ▶️ https://lnkd.in/eTD6a84P - Making recruitment sympl - #onlinerecruiting #hrwebinar #talentacquisition

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Last summer, I was running out of options 🚨🤦‍♂️ Some context: ❌ I’d just been laid off for the 3rd time in 9 months (!!!) ❌ I’d applied to 100’s of TA jobs with no reply ❌ I had absolutely no idea what to do In short… I was in the position a lot of Recruiters find themselves right now! Out of work, struggling to get traction and worried! ————————— So during my job search, I decided to try something… launch my own Freelance gig💡 ✅ I dusted off a random business plan I’d created 2 years earlier ✅ I formally registered my business on Companies House ✅ I designed a logo, brand colours and collateral ✅ I created a landing page on Squarespace ✅ I re-jigged my LinkedIn profile ✅ I started prospecting Fast-forward to now: ✅ I’m running a solo business ————————— Recruiters (even career TA) have skills that transfer to loads of areas, including Sales and Marketing… skills you need to run a business! So… To any of the Recruiters in my network struggling to secure a new role… Have you considered going freelance whilst you search? If the answer is ‘yes’, or even a ‘maybe’… Then I’m happy to answer your Q’s! 👍 #recruitment  #talentacquisition  #freelance #solopreneur #freelancerecruiter

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As our partner network grows this is why people choose to recruit with us. ✨ Great Role Briefs - We craft detailed role briefs to attract the best talent ✨ Exclusive Focus - Using multiple agencies dilutes priority. We focus on delivering exceptional results. ✨ Transparent Shortlisting - We set clear expectations for candidates, ensuring a smooth process. ✨ Strategic Searches - We find the best candidates, not just the first three. ✨ High Performer - Spotting: We identify top talent to match your needs. ✨ Brand Benefits - Our strong brand attracts candidates who trust us. ✨ Value Addition - Our offer-to-accept ratio is 150% higher than the industry standard. ✨ Retention - 90% of our placements stay in their roles or get promoted within 12 months. Want to see how we can add value to your recruitment process? Let's meet and plan your people strategy for 2024 and beyond! abbi.simms@sixtyeightpeople.com 07904057385

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The best recruiters have huge networks. Tons of live conversations every single day. But try to remember a list of people who are willing to relocate to London and what do you get? Patchy results. Some recruiters have photographic memories. The rest need Metaview. Meet Siadhal Magos, the Co-Founder of the product turning your large network and masses of data into a powerful tool that drives your business. Siadhal is a self-confessed tech optimist at the forefront of tech development and adoption. Yet his passion is for helping recruiters do the most human parts of their role better: Levelling up the industry with better quality interactions with the most relevant people at the right time. In a wide-ranging interview, we discussed: 🎧Fueling Productivity With AI 🎧Consistently Developing Alongside AI 🎧Creating Consistent Recruitment Cycles 🎧Engaging With Data & AI 🎧Attracting Vs Assessing Talent 🎧Automating Human Interactions ... and much, much more. Being able to search every conversation you've ever had for complex data, like willingness to relocate. That's a tech-powered future worth getting excited about. Right? Let's dive in.

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Instead of designing your interviews in a way aimed at tripping people up, create a safe and relaxed environment that will bring the best out in people. Try sending something like this ahead of your next meeting with a potential hire. Dear Jonny, The team at xxx are really excited to meet you in person, here are some fun facts about xx and xx who you are meeting. The Conversation will go for approx 45 mins, and here are a couple of areas that they would like to discuss with you, I've attached our EVP doc that should give you a better understanding of us and we encourage you to come prepared with any questions that you may have. This icebreaker can make a big difference- give it a go and see what you notice. #creativenatives

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So you've launched your start-up, acquired funding and have started generating revenue - now what? 🤔 It's probably time to seriously consider entering the talent market... Now you have a few options to start this process: ⭐Do it all yourself ⭐Hire a TA ⭐Find a good talent partner Doing it yourself is time-consuming, utilises a limited network, and shoulders all the risk of a poor hire. CapEx is zero, but the real hidden costs are much worse. Hiring a TA is Capital Intensive (systems, salaries, recruiting tech.) great for large scale-up missions but restricts flexibility to attack the market or utilise a variety of networks. Getting a good recruitment partner that knows your niche, is well-connected in the market and doesn't overcharge and under-deliver? Wide network, flexible at-will hiring, de-risked process, and the least time-intensive of your options. If you are looking for a genuine ROI for your hiring strategy then you've found it. 📧ayrton@aymrecruitment.co.uk 🤙(+44) 2 078 660 550 #recruitment #talent #US #California #evcharging

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Odds in your favour stack, or difficulty you will experience...is what Yoda would say... Star Wars reference aside, I understand its a challenging market for TA professionals right now. While Agency Recruiters who are consistent in their activity will always bill and should look at the current state of the market with some optimism. Its TA folk who need support. 😀 Connect, connect, & connect! Network and continue to network like crazy, don't ask for jobs but sell your skills and past achievements! 🚀 Think impact! When speaking with people talk about how you can impact the role and the company employing you. 📊 Use Data! Always use data to talk through past achievements, or use data to focus on your conversion funnels and analytics so prospective employers understand your value metrics and set early expectations. 💪 USP = Everybody has a superpower, make sure you are communicating what yours is and ensure its easily understood and adds maximum value. 🎶 Alerts - Have every alert, RSS feed, saved search set up to save time in running new searches every day. ⭐ STAR technique - Master the star technique when speaking with people, its the best proven way to talk somebody through an experience so the interviewer understands exactly the situation, task, actions and results. 👩‍👩‍👧 Social Proof - Speak with industry folk in the same situation, like and comment on news feeds, the more eyeballs on you the increased likelihood of opportunity. 🧠 Innovate - Do something nobody else is, are you in any press? Have you contributed to any webinars, group talks for example? Stand out and get noticed. Focus your story on something that will impact and be valuable to others. 🧛‍♂️ Have a back-up Plan - Although this is really not something I actively promote, however everybody's situation is different, if you are consistenty up against 300 other applicants then your chances of securing an opportunity in the next 3 months are minimal. Do you need to consider interim work in other fields to weather the storm?

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Sunday Night Development after a glorious week of Annual Leave. The discussion covered a range of topics, from AI's Impact to Sourcing Strategies, to Future Challenges. With some really interesting stats, did you know that applicants on average spends only 14 seconds (58 words) on reading a Job Advert. When i think of the hours I’ve spent trying to create the perfect ad, this has left me thinking if we need to look into how we advertise our roles... One of the key takeaways was the exponential growth of AI in the recruitment process, with Chat GPT's adoption rate surpassing even social media giants like Facebook and Instagram. However, the panel also discussed strategies to combat the use of Chat GPT by candidates during interviews and through CVs/Cover letters. Will face-to-face interviews make a resurgence? Another important point that was highlighted was the critical role of employer branding in attracting talent, especially in a challenging labour market where applicant expectations have evolved. From attracting applicants to onboarding, employer brand is key. Inclusivity and diversity remains paramount, and the discussion highlighted the importance of supporting candidates throughout the hiring process. TA teams require both the capacity and capability to navigate niche roles and busy recruitment cycles effectively. Building strong relationships with Hiring Managers is essential for successful talent acquisition strategies. Lastly, the panel discussed the future challenges in balancing technology with a personal touch, addressing salary concerns, and combating candidate 'ghosting' during the offer process. What are your thoughts on the current and future trends within the TA Space? #TrendsInTA #RecruitmentProcess #TAteams #EmployerBranding #InclusivityAndDiversity #SourcingStrategies #AIinRecruitment

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🤔 How do you know when you are doing a good job? 🗣 When a client you only been working with for 4 days, refers you another client with similar hiring challenges they met at a global conference. The good job - Last week the Level Up. team were briefed on 24 positions for a new stealth gaming start up. In the space of the first 6 days...... 🕹 We have sourced and shared 29 candidates 🕹 We have 1 offer pending from the very first interview (3 days after sending) 🕹 16 candidates starred as priority and interviews to be scheduled for early next week 🕹 11 candidates awaiting feedback 🕹 Only one that has not quite hit the mark What's more impressive we have globally headhunted super niche gaming talent, those that are working on some the worlds most iconic and popular games to bring them to Dubai. This shortlist includes candidates from: 🇨🇳 China 🇩🇪 Germany 🇯🇵 Japan 🇵🇱 Poland 🇬🇷 Greece 🏴󠁧󠁢󠁥󠁮󠁧󠁿 England 🇨🇦 Canada 🇺🇸 USA 🏴󠁧󠁢󠁳󠁣󠁴󠁿 Scotland 🇪🇸 Spain 🇮🇳 India 🇰🇷 South Korea 👏 Cracking work so far Duane Wilson-Clarke and John Richardson Whether its niche AI, Data, Software Engineering, Cloud, DevOps, Cyber, Marketing, Sales or Gaming talent, the Discovered MENA and Level Up. expert teams can tell your story and bring your business global or local talent in rapid time. To learn more about our talent solutions drop me message or email mark@discovered.ae #disruptingthefuture #gaming #talentsolutions

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An alarming reminder of the challenges we face in the recruitment market! CityA.M.'s latest report shows that over 400 UK recruitment companies went bust last year 🤯😩. Some of which were boutique SME's & Start-Ups, others were prestigious enterprises which you would've never predicted. According accountancy firm Mazars, we were hit with a 19% drop in job vacancies across the periods of November 23 to January 2024 😢 Link: https://lnkd.in/eZJ_ZcEj In an industry where costs are incredibly high and business is incredibly volatile (even at the best of times!), it's a reminder of how impressive survival can be! We're eternally grateful to our customers for being so reliable & committed 🫶 And for all those interested in working with us, come check us out 👇 Addition+ 🇬🇧👩‍💻 Add Talent 🇺🇸💻 Add Education 🇺🇸🚸 Add Property 🇬🇧👷‍♂️ #RecruitmentMarket #JobMarket #UKRecruitment #BusinessChallenges #EconomicTrends #JobVacancies #EmploymentData #IndustryInsights #SurvivalStories #CustomerAppreciation #BusinessResilience

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Major Tech Industry Layoffs: April 2024 April 2024 has seen significant layoffs across the tech sector, affecting over 22,000 of employees globally. Here are some of the major announcements: Tesla: Elon Musk announced that Tesla has gutted its charging team which impacted over 11,000 employees worldwide. Getir: The company is shutting down operations in the U.S., U.K., and Europe, resulting in at least 6,000 job losses across these markets. Nike: Eliminated 740 employees that summer. Checkr: Laid off 32% of its total workforce. Apple: Laid off 614 employees in California after abandoning its electric car project. Take-Two: The GTA 6 publisher laid off 5% of its workforce, affecting around 579 employees. AWS: Cut hundreds of jobs across Sales, Marketing, Global Services, and its Physical Stores Technology team. TikTok: Laid off 250 employees in Ireland as part of restructuring its Training and Quality team. #TechLayoffs #CareerTransition #IndustryNews

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Something that separates Pivotal London from other talent partner or recruitment agencies: We build flexible talent solutions that solve different challenges. We aren’t a traditional recruitment agency that tries to charge you 25% for a transactional hire. We help companies grow by offering truly valuable talent solutions. This takes a lot of different forms and flexes to fit each client’s needs as they change. The way we work changes depending on business needs, rather than trying to push a client into a particular product or fee structure. It asks us to be adaptable, which keeps us on our toes, but it also helps us deliver more meaningful value to clients. Talent Solutions for the #Marketing, #Sales and #Tech Pivotal Contingent | Pivotal Projects | Pivotal In-House | Pivotal Search

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