Anna Taylor

Does your current recruitment agency go the extra mile and fully register a candidate in person? We've been hearing more and more from candidates that this isn't always the case..... Here at KD Recruitment Limited we take the time to get to know our candidates, for us it's important to build real connections with our candidates and clients. That's why we prefer face-to-face meetings when registering candidates. It's not just about CV’s; it's about understanding their career goals, passions, and what makes them tick. We know that one size doesn't fit all when it comes to recruitment. By meeting candidates in person, we gather valuable insights that allow us to tailor our services to their specific needs. Trust us, there's more to a candidate than what's on paper. Our in-person registration process goes beyond just qualifications, its about understanding their soft skills, personality and cultural alignment. This way we know that when we speak to our clients about a candidate, we can let them know all about their skills and why we think they would be a great fit for their company, we also know that they have been thoroughly vetted and that we have also complete right to work and other compliance checks. When you work with us you're not just hiring a service; you're gaining a partner in your recruitment journey. Our commitment to personalised, hands-on service doesn't end with placements. We're here to support your long-term hiring success. If you’d like to find out more about the way we work, please drop me a DM or call 01482 762199 and we can discuss how our personalised approach can benefit you or your team. #RecruitmentPartner #HiringSuccess

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𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐢𝐧𝐠 𝐭𝐡𝐢𝐬 𝐰𝐞𝐞𝐤 𝐚𝐧𝐝 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐬𝐡𝐨𝐰 𝐲𝐨𝐮𝐫 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬? You're probably aware that your technical knowledge is a key factor in interviews. But, an equally important (and often overlooked) is your ability to solve problems and sell solutions to clients. It's not just about knowing your stuff in your engineering discipline, it's about applying it in a practical, effective way. A wee bit of advice is to know your CV inside out, and pay special attention to those key projects, the ones where you had to think outside the box to come up with a clever solution. The STAR method (Situation, Task, Action & Result) is a handy framework to follow when discussing these projects. Doing this will allow you to paint a clear picture of how you've tackled problems in the past. If you can do it convincingly in the interview, you'll have them believing you can do the same in front of clients. So, think about your key achievements, make sure they align with your CV and be ready to articulate them during the interviews. Best of luck.

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8,000+ connections hit today 🚀 So given that I am connected with so many of you, I wanted to introduce myself ⬇ 💥 I have worked on our IT contract market here at Computer Futures for the last 3 years with a specific focus on the JavaScript market within the South West and have had the privilege of working with some excellent talent and some innovative and exciting customers. I am also proud to be our Bristol DE&I advocate and champion a lot of our local events and DE&I business partnerships 🤝 Services that I offer to our customers include: ☑ Interim / contingent resourcing ☑ Full end to end project resourcing ☑ Support with market knowledge (i.e. market rates, locations to find talent, trending topics) ☑ Support with DE&I and CSR initiatives on a business partnership level. 💡 A service you may not be aware of is our Project Services Solutions where we partner with our clients to delivery the right interim resource. From resourcing single interim to full master service agreements structured through a statement of work (SOW), we provide STEM resourced into our clients' businesses through our 'collaboration by design' philosophy. If you're looking for: 1️⃣ A resourcing partner: ⚫ We can help you navigate through uncertainties, adapt to change, seize new opportunities and manage resource allocation to optimise value. 2️⃣ A cost effective outsourcing method: ⚫ We meticulously manage spend in partnership, no surprises or unexpected costs. We provide absolute clarity to our clients on their investment. 3️⃣ A service with complete flexibility and agility: ⚫ We respond rapidly with the ability to form project teams within days of agreeing scope ⚫ Flexibility and close collaboration allow us to adapt to changing requirements, reacting quickly to evolving needs and mitigating operational risk Then we have you covered with this service. For more info, visit: https://lnkd.in/efZBWXVY Or you can book an introductory call with me via this link: Book here 📞 : https://lnkd.in/gqQU6YNa #digitaltransformation #resourcing #recruitmentservices #recruitmentsolutions #techresourcing

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When creating a business strategy use data to access your ideal target market and clients 📊 Especially when entering the US recruitment industry💯 PGC have put together this useful map to help you choose the best place to area to place contractors in 2024 🗺 It shows the top areas our UK recruitment agency clients made onboards last year 💰 Interestingly... New York has regained its position as number 2 , after Texas took over last year! #recruitmentindustry #usstaffing #targeting

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AI is again at the forefront of huge change!👏 Digital Realty announce the roll out of Liquid Cooling Across 170 of its Colo Data Centres globally🌎 Helping to keep up with the growing demand of high density racks What choice did they have? Article in comments below⬇ #ai #datacentre #liquidcooling

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We all sat down this morning to discuss our plans for this financial year and how we will all move forward in our development. Many thanks for all involved in setting this up and looking forward to good things coming our way!!! #syntech# #syntechrecruitment# #engineering# #recruitmentsolutions#

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💡 Interview Tips 💡 I've sat on countless panels and conducted even more 1-1 interviews, for people starting their career eagerly applying for entry level positions, through to executive/c-suite professionals with more experience than I've been alive. While the interview itself is not always a reflection on how well you can perform in the role, it's best to prepare yourself so you can feel as confident as you can so as to put your best foot forward. Please see below for some tips and common interview questions! Design & Build Recruitment #buildingtrust #designandbuild #interview

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Always Have an Updated CV Ready... It is critical it is to keep your CV updated, whether you're actively searching or just passively open to new opportunities. Here's a recent example that underscores this point... I was working with a talented engineer who had everything a longstanding client of ours was looking for. Unfortunately, he couldn't complete his CV (probably a 5-15 minute task) before today (Friday) as I had requested. At lunchtime today, I got an email from the client saying they didn't want to see any more profiles as they thought they had a strong enough pipeline from the one we had sent across. The candidate has now missed out on that opportunity. 👉 Key Takeaway: Always have your CV up-to-date when you're actively or passively looking, there's a reason we're encouraging you to update it as soon as possible - don't miss out! #TechRecruiting #CareerTips #JobHunt #CVTips #BePrepared #OpportunityKnocks #Python

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ENGINEERING SALARY SURVEY 📣 Thank you to everybody who voted on my below poll asking to see a copy of our annual salary survey. 🙌🏻 I will ensure you receive your copy when we have compiled all of our networks data. Salaries continue to be one of the top three reasons why engineers look to leave their current role. 😩 This is mostly down to one of the below reasons; 🖊 Current salary does not meet market average (Feeling of being undervalued) 🖊 Competition paying above current employers salary banding. 🖊 Opportunity to work on the same or higher salary, on less hours, closer to home. Companies however need to work around the above by exploring other selling points in their businesses. Progression, L&D, culture, challenging work, and flexible working are the main ways to do this. 💪🏻 I am always open to discussing anything on the above matter. If any engineers or managers have any queries or would like to discuss the survey results in the coming months, let me know!

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“𝒀𝒐𝒖 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒎𝒂𝒌𝒆 𝒔𝒖𝒓𝒆 𝒕𝒉𝒊𝒔 𝒓𝒐𝒍𝒆 𝒊𝒔 𝒓𝒊𝒈𝒉𝒕, 𝒐𝒕𝒉𝒆𝒓𝒘𝒊𝒔𝒆 𝒚𝒐𝒖 𝒍𝒐𝒐𝒌 𝒋𝒖𝒎𝒑𝒚 𝒐𝒏 𝒚𝒐𝒖𝒓 𝑪𝑽” If you have worked at the same employer for 20 years, well done, it’s a brilliant achievement but it’s not the norm Most recruiters will leave at key points in their career, as they look to climb higher up the ladder The average time working at an agency is around 3 years. Not everyone has the opportunity to progress, there is sometimes a limit.   If there is a Divisional Director in your business and only space for 1, how do you reach the next level without making the current one disappear? *𝘐 𝘥𝘰𝘯’𝘵 𝘤𝘰𝘯𝘥𝘰𝘯𝘦 𝘬𝘪𝘥𝘯𝘢𝘱𝘱𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘋𝘪𝘷𝘪𝘴𝘪𝘰𝘯𝘢𝘭 𝘋𝘪𝘳𝘦𝘤𝘵𝘰𝘳 𝘴𝘰 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘱𝘳𝘰𝘨𝘳𝘦𝘴𝘴 Yes, some candidates are job hoppers, but the vast majority have left for genuine reasons Speak to them first before making judgement #r2r #rec2rec #progression

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****************Hot Job Alert Imperial Recruitment Group *****************

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Why do so many companies make it hard to recruit good top quality candidates? I have been recruiting globally across the Telecoms market for over 20 years, I know pretty much all of the software vendors across the space (not that I have worked with all of them). I am connected to to nearly 20,000 people on LinkedIn (not that I know all of them) I actively follow about 20 companies and I watch to see how long they have jobs open for on LinkedIn, and one of my red flag indicators is to see how many applicants apply for the roles. In some cases the numbers reach the hundreds, and the reality is the job ads achieve very little apart from some passive marketing. The reality is the majority of jobs never seem to get filled. I met up with one potential client a few months ago at MWC, I had noticed there were a couple of roles live that had been open for 4 months. They told me they had engaged with a recruitment firm and also their internal recruitment team are actively on the search. Ironically the jobs are still open and the applicants are coming in. As you would imagine the rejection list is ever growing, the management are under pressure and above all I would expect them to realise they are losing faith. But they keep trying!! (but not cleverly) Here are the problems: The recruitment process is nothing but a CRM rejection tool and CV database. The interview process has too many stages, and mixed objectives. The business needs are driven by profits aligned to quarter ends. The management seem to be in control and are busy running the business, but they are not focused on the long term impact of not hiring. Prices in the market are changing, and opportunity timelines are out of synchronization. The perception of the business from the candidate pool is diminishing. They are not realistic about how to attract and retain talent in todays market. The company is firefighting and distracted from the task. Maybe I am somewhat cynical as to a degree because what I do is fun and I enjoy it, it is not a job and it is definitely not a burden. My ambition is to spend time talking to the most talented people in the global marketplace. And if I can make an effort to align these conversations to roles that I am working on then with enough knowledge on my part I can recognise the match. The difference is the process, I am not answerable to a multi layer process. My sole ambition from the start is to find the 'ideal' match for my clients. This is achieved by genuinely caring about the process and the outcome. I am not rejecting hundreds of candidates, I am not collecting CV's for my database, I am not advertising jobs. The job hunting task today is a nightmare with some many companies making such a mess of it, and at the same time wasting lots of time and money. I find it shocking and sad at the same time. If you can find and hire the right people they will make a massive impact to your business as long as you treat them well. (simple)

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❓ What do you think are the top factors impacting tech contractors this year? Are day rates going up? Which specialist skills will be most in demand in 2024? 💬 Let us know in our 10-minute tech contractor survey before 13th May. Our survey is open to anyone who engages with tech contractors or works as one.  👉 https://lnkd.in/e7_cNfEb  

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How do you prepare for an interview? It's important to get some of the basics right and that includes dressing the part both as an interviewer and interviewee. Check out our blog on face to face interview tips and techniques. https://lnkd.in/eKgK-_ja #elitestaffingsolutions #recruitment #vacancies

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Looking to land more interviews and get hired faster? Maybe it's time for a CV refresh? If you want an expert in the construction sector (me) to take a look at your CV and give you some tips then visit our review page below.

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Ever wondered what actually happens within your gadgets? ✨📱 Today we dive into Resistors. They may quietly sit in the background, but they're crucial in our tech. Their mission? Blocking the current flow to allow for precise control over circuit conditions. 💡 Twiddling with your TV volume? Resistors are right there, ensuring your tweaks are spot on and responsive. Like road workers with stop signs, they keep current at safe levels by only letting what is required through, protecting sensitive circuits from overload dangers while fine-tuning signal levels. If a Resistor fails it will cause more voltage to go through to other components, building up heat and eventually 'POP' Resistors aren't just about defence, they're vital in creating time delays and adjusting signals. They're the unseen operators perfecting our electronics, from your phone's screen brightness to your sound system's boom. The UK's electronic sector thrives thanks to these humble yet essential parts. And we at MR-Solutions? 🌉 We're the connectors - marrying top talent with the pioneers crafting these key components into amazing tech. Poised for a career powered by 'resistance'? Or are you on the hunt for the 'resistive' expertise to energize your team? Reach out 🤝 or hit up mr-solutionsltd.co.uk. We're about genuine links, prime chances, and a direct route to triumph. Did you know? 🤔The world's first website is still online. It was created by Tim Berners-Lee and went live in 1991. #Electronics #Resistors #CareerConnect

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New data from Indeed shows that 74% of UK businesses are facing difficulties in recruitment. With over 908,000 job vacancies in the UK and hiring professionals feeling overwhelmed by inefficient processes, the pressure to find quality candidates is high 📈   IQVIA Commercial Recruitment offers personalised solutions to help businesses tackle these challenges and efficiently find the right talent. With access to industry-leading expertise and a CV database of over 2.4 million candidates, we have access to the best candidates on the market - and so could you 🤝💼   Message me today for more information on how you could fill your roles in under thirty days 👏   #recruitment #hiringchallenges #IQVIACommercialRecruitment    

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Check out this article on tips for CV writing 👇 #GetRecruitedUK #Recruitment

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So the results are in for my weekly poll around being able to offshore IAM resource,   52% where happy to outsource resource globally, 27% thought it was ok to offshore/nearshore but had to stay within Eurozone and 21% said no to having the resource outside of the country where the project is being delivered I agree with a lot of the comments, in regards to the question is a "it depends" question. I appreciate there are projects where certain legislation apply in country and therefore resource has to comply to these. But the main point I was hoping to get across is, be flexible if you have a project that needs a resource in a certain location, that's fine, but if another project comes up and the legislation doesn’t apply don’t make this new resource do it just because that what’s being done already. Your office may be in x location, but if there isn’t the skill set in that location let them work from other areas of the country, don’t make it a requirement to be in the office frequently I hear lots about skill shortages within IAM; personally I believe there are lot of companies out there asking for lots of experience, when they don’t actually need that level of person to do the position they have and their salaries are reflecting the true position not the job spec (this isn't a skill shortage this is a poor spec) In my opinion, if you are flexible and realistic in your requirements then it’s not as bad out there as some think. #beflexible

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