Ryan Jaiswal

****STAFFING A LAUNCH PROJECT**** Each Workday launch project needs the right staffing approach to gear you up for success. In the clip I explain what we would typically suggest. Bring in SME's during the project to help you stay on track. After Live there is often more project work through stabilisation and optimisation but that's also the time to consider permanent headcount to manage and support your system. #focuscloud #workday #recruitment

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Counter offers.... 🙄 There's nothing worse than getting through a process with a candidate and last minute there current company pulls out an offer that was completely out of the blue I think it's really important to weigh up a couple of things when receiving a counter offer from a candidates perspective: Why has it taken another offer for your current company to pay you more/offer you progression when it wasn't previously discussed? Accepting more money in your current company is great but what does the progression look like after this? If growth or a fresh challenge is a motivator for you to be looking for new roles then why would you stay where you are if this is not possible? 9/10 I hear from candidates 6-12 months after they accept a counter offer wanting me to help them find a new role again... Before you look for roles think about 'what if my current company counter offers me? What will I do?'

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RECRUITMENT LEADERS: The problems you're having hiring Trainee Recruiters won't go away until you engage in a more thorough & stringent process that works. Bad Trainee hires stunt growth, sap revenue & harm your team. Work with The Recruiter Academy to solve bad Trainee Recruiter hires & attrition issues & prepare the right people to excel quickly. You can either: 1 - Enrol your potential new direct hire/rec2rec Trainee Recruiters on The 7 Day Recruiter Academy. Find out if you are making the right hire or not & prepare those you decide to move forward with for speedy success. It's tailored, intensive rec-training, coaching & full, detailed individual assessments designed bespoke to your specific needs. Ensure you're hiring the right people as part of your offer/induction process ahead of taking them through your own internal training programme when the heavy investment begins Or 2 - Use The Recruiter Academy to find, rec-train & coach the right people in the skills you specifically require that fit your business needs. The whole process is completed with Academy candidates all before meeting you. It's up to you who you decide to offer. It's extremely tough. 40% fail - I take the attrition so you don't. Avoid bad hires & prepare the right Trainees to excel far quicker than any standard direct hire or rec2rec Trainee. Know exactly what a Trainee is made of before you hire them & if they're fully committed to a recruitment career or in reality, just need a job. It's a logical approach that will stop bad hires & save you a huge amount of time, money & resources. Find out more about each process. Connect with me & drop me a line at #sarasmithies to find out more about The Recruiter Academy & the 7 Day Recruiter Academy.

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Whether your job interview is over the phone, virtual or in person, these eight top tips from Robert Half recruiters can help you ace it. Get the tips now!

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We've seen a shift towards an employer-driven market this year. What does this actually mean for you? Can you again focus on what you need from an employee again, or should you still about what you can offer? In this article we share the surprising increase of applications over a 2 year period, the top search terms by a job seeker that YOU MUST include if relevant to the role; In a recent job advertising campaign, we included just one key word and our clients application levels trebled. #jobadvertising https://lnkd.in/eK-cMAhY

5 hiring delays I would fix with recruitment automation: 1. Slow recruiter response times, especially first contact 2. Scheduling meetings & interviews (use Calendly!) 3. Inefficient compliance & vetting processes 4. Lengthy decision-making & offer delays 5. Manual admin bottlenecks P.S. Delays in your recruitment process lose top talent. How do you streamline your candidate experience? #recruitment #automation #staffingautomation #bullhornautomation

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Is it a Friday blog or more of a Friday rant today? I did a poll recently, are candidates really reading the job specs? A hiring manager or HR professional put a lot of effort into crafting the perfect job specification. You outline the role's responsibilities, qualifications, and expectations, hoping to attract the right candidates. Despite your best efforts, it seems like many applicants are missing the mark entirely. The poll asking candidates if they read the entire job spec before applying, 70% claimed they did. I just put a question into a job posting and the results suggest a very different outcome. I included a question within the qualifications section that could only be answered correctly by those who had read the job specification. I would say 95% of applicants so far have got that answer wrong, I can confirm that all those resume have not been looked at. There is an influx of irrelevant resumes flooding in through our LinkedIn job postings, and I suppose brings up the question, what can be done to filter out bad resumes and free up time for us to do our jobs? Can candidates honestly say they read all the job specs of every job they have applied for? The evidence suggests no. At best it seems candidates skim over them, at worst ignore them entirely. By failing to read the job spec, candidates are not only wasting their own time but also that of hiring managers and recruiters. Surely for roles with salaries of $100,000+ per year, the expectation of being able to read and comprehend a job spec should be non-negotiable. Feels more like a rant today than a blog post, it is Friday though and time to shut the laptop shortly and enjoy the weekend. Have a good one!

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No two positions are the same. A Controller at Company A might be a Senior Accountant at Company B... A Financial Analyst at Company A might be a Staff Accountant at Company B... Strange but true. Keep this in mind during your job search and understand "What role am I really in?" "What is my skill set?" "Where can I apply these skills best?" Then you can just take that understanding and use a more targeted approach when looking for your next role. What weird position titles have you seen where they didn't match the actual job? #accountingandfinance #talentacquisition #hiring

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Hiring Manager - “We don’t need to use recruiters; our internal Talent Acquisition team are excellent”.   Recruiter – “Really, what makes them excellent?”   Hiring Manager – “Well…..they fill all our vacancies”.   Well, of course they do!   You define what you need. They present you with some options. You interview then select one of those options, or ask to see more candidates. Then you repeat the process until you eventually offer someone the position.   I’m not suggesting that all Talent Acquisition teams are bad. If you….   - Know the candidates you hire are the best possible. Not just the best presented to you. - Always secure suitable candidates within 4 weeks - Don’t waste time screening inappropriate profiles or interviewing unsuitable candidates. - Wouldn’t benefit from hiring great people instead of good people.   then you don’t need external support from anyone. However, if any of the above don’t apply, then it might be worth considering.   www.finrec.io

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The secret to attracting top quality talent to your business? It all starts with the application process. The Candidate experience you offer, may change someones perspective on your business- for the better or potentially for the worse. Do you know what your Candidate experience is like? Do you care? If you are looking for further insights into the Candidate experience and how you can attract top quality skillets to your teams- call me. ☎ 028 87755998

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Lets talk about fees in recruitment 👇 👇 👇 💷 Fees have to be fair and commercial for all parties - recruiter and client When a client asks you to drop your fee from 17.5% to 15% is that reduction 2.5% or is it more than that? Lets have a look 👇 Example - 17.5% of a £40k base salary = £7000 / 15% of £40k base salary = £6000 So in actual terms a 2.5% reduction on the headline fee is a whacking 14.28% reduction on the actual fee charged so in this instance you are actually dropping your fee by 14.28% not 2.5% Know your numbers and bare this in mind when negotiating fees If you provide a top level service which results in top quality candidates joining businesses (clients) and making a meaningful impact on that business then be proud of it, know your worth and as long as your not ripping people off dont drop your fees! Good quality service and good recruiters are hard to come by 🔥 #manchesterjobs #recruitment #feenegotiation #qualityservice

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Whether your job interview is over the phone, virtual or in person, these eight top tips from Robert Half recruiters can help you ace it. Get the tips now!

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Worried about the legal compliance within your agency labour supply chain? This blog may help. #legalcompliance #agencyworkers #procurement #purchasing #costreduction

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Finding top candidates can sometimes be a balancing game, costs vs talent. Stop compromising. SnapdUp's exclusive executive search provides a fixed fee model, ensuring you secure the best candidate for your vision, not someone driven by commission. Don't settle for less: https://bit.ly/4c9a2bA #Data #DataScience #Entrepreneur #Startups

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Transitioning firms can be a tough decision to make. Calling clients, the extra work for staff, and learning new software can all be daunting tasks. But have you considered the alternative? Staying in the wrong place, giving up more revenue than you should, watching others find success, and waiting for improvement that may never come. It's a tough call, but sometimes the hardest decision can be the best one. If you're considering a move, let's connect and discuss your options. #mpgfinancialrecruiters #financialadvisors #decisionmaking #newfirm

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