James Mitra

https://lnkd.in/eva-Kw8w This is an example of where AI is actually creating a human capital need. Using agencies and in house teams to phone screen candidates is increasing in importance and value to hiring managers. I am going to resist the offer from LinkedIn to Rewrite in AI 🤣

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Playing with Prompts for Recruitment – Sourcing and Advertising #72 Create a more detailed ChatGPT prompt from the following short prompt: ' What recruiting events, hackathons or competitions could we sponsor to connect with promising [job title] prospects still in school?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Expanded ChatGPT Prompt: Identifying Sponsorship Opportunities for Recruiting Promising Prospects Introduction • Brief explanation of the company's goal to connect with promising prospects still in school for a specific job title. • Importance of engaging with students through relevant events to identify and attract top talent early. Event Types to Consider Recruiting Events • Career Fairs: Look for career fairs at universities known for strong programs related to the job title. Detail the importance of having a booth, presentations, and interactive sessions. • Company Open Days: Host open days, either virtually or on-campus, for students to explore the company, its culture, and available roles. • Information Sessions and Workshops: Outline plans for sessions that offer insights into the industry, company, and required job skills. Hackathons • Theme-Specific Hackathons: Consider sponsoring hackathons relevant to the company's field or specific job skills, as they serve as platforms for innovation and problem-solving. • Company-Led Hackathon Challenges: Consider creating challenges that reflect real-world problems the company faces. Discuss how this can serve as a talent identification tool. Competitions • Case Competitions: Recommend sponsoring case competitions that require skills relevant to the job title. Highlight the opportunity to see how students approach problem-solving. • Innovation Challenges: Promote events that inspire students to develop innovative solutions in the industry, potentially resulting in internship or job offers for winning teams. Target Institutions • Identify universities, colleges, and technical schools with strong programmes relevant to the job title. • Consideration for diversity and inclusivity in selecting institutions to ensure a wide range of talents is reached. Sponsorship Benefits Package • Detail the sponsorship package offerings: financial support, mentoring, resources, and internships/job offers for winners. • Explain how the company will engage event participants before, during, and after the event to enhance impact and connection opportunities. Evaluation Criteria • Define how sponsorship success will be measured (leads generated, brand engagement, participant feedback, potential hires). Conclusion - Emphasise the need to connect with students at these events to develop a pipeline of future talent. - Encourage team members to propose more events, institutions, or innovative sponsorship ideas. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. #searchmarkets

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This has been a deeply personal product and that has made it so much more difficult to share.   Combining my experience; 🔸As an external Recruitment Partner. 🔸An internal People & Culture Advisor. 🔸Interviewing 1000's of jobseekers. 🔸Searching and 'shoulder tapping' talent that is not actively looking. 🔸Cointerviewing with clients.  🔸Consulting & training on the recruitment process design and job alignment. 🔸As a job seeker  🔸As a hiring manager I was compelled to create and launch Birdeey; a tech-enabled platform to guide and assist with better hiring processes. For the past 15 months, Role Call Recruitment has partnered with innovative, people-centric companies that understand the value and impact of a great hire, using the tool to elevate hiring processes to enable more meaningful and deeper interviews. ✨ As a result, we have now made Birdeey available for businesses to use directly for hiring (and it will continue to be exclusive to Role Call Recruitment for end-to-end engagements) Now that I have taken the brave step to share, we will be sharing more of what Sean Tilles and I have been working on along with the support of an amazing community of hiring managers, HR, TA, Recruiters & Founders/Business Leaders. If you want to know more; visit www.birdeey.com or get in touch with me on 021569499 #recruitmentAI #hiring #interviewing

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Playing with Prompts for Recruitment – Sourcing and Advertising #80 Create a more detailed ChatGPT prompt from the following short prompt: ' What differentiating factors or achievements make our company culture compelling to [job title] prospects? How can we highlight these?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Certainly! Below is a more detailed and structured version of your prompt. Comprehensive Analysis of Company Culture for [Job Title] Prospects Introduction • Briefly introduce the company, its mission, and its core values. • Outline the significance of company culture in attracting and retaining top talent, specifically for the [job title] position. Key Differentiating Factors of Our Company Culture Inclusive and Diverse Environment • Describe the company’s efforts in promoting diversity and inclusion. • List any awards or recognition the company has received for its diversity initiatives. Work-Life Balance • Provide examples of policies and programs that support work-life balance (e.g., flexible working hours, remote work options, mental health days). • Share testimonials or success stories from current employees who have benefited from these policies. Professional Development and Growth Opportunities • Outline the professional development opportunities available, such as training programs, mentorship, and tailored career progression paths for [job title]. • Mention any unique resources or support systems provided for skill enhancement and leadership development. Innovative and Collaborative Work Environment • Explain how the company fosters innovation and creativity within teams, especially those relevant to [job title]. • Showcase any industry-leading projects or innovative solutions developed by the company. Community Engagement and Social Responsibility • Outline the company’s commitment to social responsibility and community engagement. • Highlight volunteer programs, sustainability initiatives, and social impact projects for employee participation. Communicating Our Company Culture to [Job Title] Prospects Recruitment Materials • Suggest ways to reflect our company culture in job descriptions, websites, and recruitment materials. Social Media and Online Presence • Highlight our company culture on social media and the website with employee spotlights, behind-the-scenes content, and testimonials. Recruitment Events and Career Fairs • Suggest ways to showcase the company's culture at recruitment events and career fairs, including interactive sessions, employee Q&A panels, and virtual workplace tours. Employee Advocacy • Explore how current employees act as brand ambassadors and how their stories can attract [job title] candidates. Conclusion • Summarize the key points about what makes the company culture compelling for [job title] prospects. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. #searchmarkets

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🌟 Empower Your Business with AR Consultancy Services – Your Trusted Recruitment Partner 🌟 In today's competitive market, finding the right talent is crucial for your business's success. At AR Consultancy Services, we go beyond just filling positions—we connect you with professionals who will drive innovation, growth, and long-term success. Why Partner with AR Consultancy Services? 🔍 Deep Industry Knowledge: Our recruiters are experts in their fields, with a deep understanding of industry-specific challenges and opportunities. Whether you’re in Technology, Finance, Healthcare, Manufacturing, or Retail, we have the expertise to find the right fit. ⚙️ Customized Recruitment Strategies: We don’t believe in a one-size-fits-all approach. Our recruitment solutions are tailored to your unique needs, ensuring that every candidate is not just a hire, but a valuable addition to your team. ⏱️ Speed and Precision: Time is money. We streamline the recruitment process to deliver qualified candidates quickly, without compromising on quality. Our efficient processes ensure you meet your business goals on time. 🎯 Top-Tier Talent Pool: With an extensive network and proactive sourcing strategies, we bring you access to a pool of highly skilled candidates, from entry-level to executive roles. Every candidate is rigorously vetted, ensuring they match your expectations. 🤝 Long-Term Partnerships: Our relationship with clients doesn’t end with a successful hire. We believe in building long-term partnerships, providing ongoing support, workforce planning, and talent management consulting to ensure sustained success. Our Comprehensive Services: Permanent Recruitment: Find the perfect candidates for long-term success. Contract Staffing: Flexible staffing solutions to meet your dynamic business needs. Executive Search: Top-level talent to lead your organization to new heights. RPO (Recruitment Process Outsourcing): Streamline your hiring with our end-to-end recruitment solutions. Talent Acquisition Consulting: Strategic insights to optimize your recruitment processes. Workforce Planning: Proactive planning to align your workforce with future business goals. What Our Clients Say: "AR Consultancy Services transformed our recruitment process. Their ability to understand our culture and find candidates who fit perfectly has been a game-changer for us." "The team at AR Consultancy Services goes above and beyond. They don’t just fill roles—they help us build a stronger, more dynamic team." Let’s Connect! You're looking to hire top talent AR Consultancy Services is here to support you every step of the way. 📞 Contact Us Today to discover how we can help you achieve your goals. 🔗 Visit our website: https://lnkd.in/d9G8VPhc 📧 Email us: info@arconsultancyservices.in Shristi Jain Deepika Singh Amit kumar Tawar Tanishq Tawar #Recruitment #TalentAcquisition #HiringSolutions #ExecutiveSearch #JobSearch #CareerOpportunities #ARConsultancyServices

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Playing with Prompts for Recruitment – Sourcing and Advertising #73 Create a more detailed ChatGPT prompt from the following short prompt: ' How could current employees get incentivized to refer their networks for our open [job title] roles?' Use Headings, sub-headings and bullet points in the new prompt. ChatGPT Detailed ChatGPT Prompt: Incentivizing Current Employees for Referrals Introduction • Objective: Understand strategies to motivate current employees to refer their contacts for open job positions within our company. • Context: Given the importance of leveraging internal networks to find qualified candidates, it's crucial to establish a compelling incentive program. Core Questions Identifying Effective Incentives • What types of incentives have been proven most effective in encouraging employees to refer their personal and professional contacts for open job positions? • How can non-monetary incentives be structured to appeal to employees’ sense of recognition and achievement? Structuring the Referral Program • Monetary Incentives: • Should the referral bonus be a fixed amount or vary based on the position level or difficulty to fill? • What timeline for payout is most motivating (e.g., upon hire, after the referred employee's probation period)? • Non-Monetary Incentives: • Examples of non-monetary rewards that could motivate referrals (e.g., extra vacation days, public recognition, professional development opportunities). • How to ensure non-monetary incentives are perceived as valuable by a diverse workforce? Program Communication • What are the best channels and methods to communicate the existence and benefits of the referral program to employees? • How can the program be kept top-of-mind for employees over time? Measuring Success and Making Adjustments • Metrics for Success: • What metrics (e.g., number of referrals, hire rate from referrals, employee participation rate) should be used to evaluate the success of the referral program? • Feedback and Iteration: • How to effectively gather feedback from employees on the referral program? • Strategies for iterating on the program based on feedback and performance metrics. Best Practices and Case Studies • Summarize best practices from other organizations that have successfully implemented employee referral programs. • Are there any innovative or unique incentive strategies that have been particularly successful in encouraging referrals? Conclusion • Recap the importance of employee referrals in the recruitment process and the potential benefits of an effective incentive program. • Highlight the key considerations for creating a program that is both motivating for employees and effective in attracting high-quality candidates. You Attach Job Description document. You Final prompt Using the above prompt analyse the attached document. Use Bullet Points. #searchmarkets

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A fantastic first day at TA Tech, hearing about the pace of change in the market right now. A great fireside chat with Adam Gordon Maria Trivellato and Aurore LE PEUC'H ⚛️ EVIDEN on the topic of Tech, challenges of today and getting ready for tomorrow. Three takeaways; 1. Change and ‘The Exponential Age.’ We live in ‘interesting times.’ - The scale and pace of change happening today will only accelerate. - Our job is to embrace that change, be ready and support our teams to adapt and evolve - leveraging the many benefits of AI. 2. Gen-Z are a growing demographic. In fact they will overtake Baby Boomers in the full-time workforce this year. - They’re pragmatic, have a strong sense of self-agency and value authenticity. - Growing up amid uncertainty means that they expect and are more comfortable with change. - Connecting with Gen-Z on the right channel (think YouTube, Insta and other video formats) with an authentic message is key. 3. Hyper-personalisation is a thing - an important one - more than a trend. Candidates expect consumer-grade experiences - we should embrace this as an opportunity and ensure our messaging resonates with the identified audiences. The Future: A consistent theme on the need to join up technology and leverage the power AI and data.

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🚨 New Blog Alert! 🚨 In today's fast-paced world, recruitment needs are anything but static. Yet, one of the most common responses we hear is: "Thanks for reaching out. We have all our recruitment needs in place and have appointed consultants for any future requirements." 🤔 This mindset might seem practical, but it’s actually holding companies back from growth and agility. In my latest blog, I dive into why sticking to this rigid approach is a missed opportunity and how keeping recruitment strategies flexible can unlock long-term success. 💼 Here’s a glimpse of what I cover: 🌍 The Fluidity of Talent: Your needs today could change tomorrow. 🛠️ Specialized Expertise Matters: No one recruiter can do it all. 🚀 Agility is Key: The businesses that thrive are the ones that adapt quickly. 🔍 Top Talent is Always Moving: Great candidates aren’t always looking, but that doesn’t mean they’re unavailable. 📈 Flexibility = Future Success: Sticking to a rigid recruitment plan can limit growth. Curious to learn more? Check out the full blog for insights on why a flexible, multi-partner recruitment strategy is essential for staying ahead in today’s dynamic business environment. 🔗 https://lnkd.in/emfZPCwF #RecruitmentStrategy #TalentAcquisition #BusinessGrowth #Agility #TopTalent #HiringBestPractices #Adaptability #FutureOfWork 💡

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Q - "When you say flexible, how flexible to you mean?" A - Very. Hyper-flexible. So if you are struggling with even a few hires embedded talent solutions can now be a viable option. Fractional support with almost no delay in go-live. Root #embeddedRPO #TA #scaling

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Pivoting is a key skill in recruitment marketing 🔐 On the latest TLM Podcast, Owen Beynon discusses the parallels between the film industry and recruitment marketing. 🎬🎯 After dedicating 10 years to the chaotic world of filmmaking, Owen boldly moved to the equally chaotic world of recruitment marketing. Why the switch, you ask? Listen to the full episode to find out 🎙️ https://lnkd.in/emGhdcHj #RecruitmentMarketing #MarketingPodcast #LonelyMarketers

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Final reminder to join us tomorrow at 12.00 BST for a masterclass on delegation! Are you ready to elevate your leadership game? Don't miss our fireside chat where we'll unravel the secrets of effective delegation with three incredible experts: Pearls of wisdom include: 🔍 Avoid Common Delegation Traps: Discover the pitfalls every new leader and manager falls into and learn how to sidestep them. 🧠 Overcome Mental Barriers: Conquer your fears and mental blocks to delegate with confidence and trust, avoiding the infamous micromanager label. 🏆 Build Trust and Psychological Safety: Learn why and how to foster a trusting and safe environment in your team and organisation to boost performance and morale. 🚀 Set Yourself Up for Success: Master the art of creating robust processes and documentation, and understand why delegating responsibility (not just tasks) is crucial for team success. 🎯 Clear Communication & Expectation Setting: Unlock the power of clear, quantitative communication to set expectations and ensure your team knows exactly what's needed. Our panellists of smooth operators, Milly Barker, Paul David Mather💡, and Leah McCarthy, will share their invaluable insights and experiences, from personal battle scars to real-life examples of effective delegation. Whether you're struggling to let go of control, unsure how to communicate your expectations, or just want to create a more supportive and efficient team environment, this webinar is for you! 🗓 Date: Thursday 🕛 Time: 12.00 BST Don’t miss out on this opportunity to learn from the best. Register now and take the first step towards mastering the art of delegation! 🔗 Register Here: https://lnkd.in/dh4gaxtt We look forward to seeing you there!

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🧘  Is your Recruitment Partner flexible enough?  🕵️‍♂️  In my network I’m seeing:   👉  TA Partners securing jobs 🎉   👉  Recruitment Agencies making placements 🙌   👉  RPOs and Embedded Talent companies signing up new long term clients 🤝 🤩  These are positive signs for sure. Root clients are telling us that they are looking for more flexible options from their Embedded Talent providers: ❌  Six month minimum Embedded Talent contracts ✅  One month Embedded Talent sprints from Root ❌  Embedded TA Partners Monday to Friday 9 - 5 ✅  Root TA Partners can be Fractional - as little as one day a week ❌  Lengthy notice periods ✅  One month notice period from Root ❌  Transactional Embedded model  ✅  True TA Partners who can advise on processes and frameworks ❌  Large hiring plans  ✅  Root Embed+ Sprint is perfect for clients with as little as one vacancy 🌱  In short “flexible” is our middle name. #TA #talentacquisition #hiring #embeddedtalent

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“One biased human hiring manager can harm a lot of people in a year,” she said, “but an algorithm at a large company could harm thousands of applicants.” Another day, another scorching article in the Times about automated decision making and selection processes in recruitment. There's a lot to say but this is probably the big one. Automating process can be excellent but if your process is poor at the outset you're just doing dreadful recruitment at scale. Vocative #ai #hiring #automation (Link in the comments)

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We've heard many times that 'Recruitment is broken' but Isabel Berwick from the Financial Times puts a new spotlight and perspective on two existential recruitment challenges we face today: an ageing workforce and the AI enabled candidate. She packs in a lot of interesting and relevant interviews in this 20 minute podcast which is both insightful and thoughtful. Some of my highlights from it are: 😵 a stat from the brilliant Lyndsey Simpson highlighting that the 18-60 working population is on course to decline by 25% in the next decade while the over 60's population is about to increase by 40%. 🌊 a 'sea of sameness' CVs and cover letters overwhelming recruiters and TA teams as the AI enabled candidate becomes mainstream. Several more voices highlighting my favourite topic of 'Scrap the CV'. 👩‍🎓 👨‍🎓 the best way to address the skills shortage is a combination of hiring for potential with self-guided learning for new skills within organisations (really nice example from Novartis in Basel on this). Well worth a listen on your commute in or home! https://lnkd.in/eXip9b7F #FT #AI #recruitment #scrapthecv #Arcticshores

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Looking forward to tonight's virtual webinar! Really hoping this help gives direction or insights to help improve your search. By the end of the session, you’ll know: ✅ How to get more responses from your applications - Sell your story in the most readable way! ✅ How recruiters review CV’s > We will review examples LIVE ✅ How to structure your CV ✅ Simple LinkedIn steps to boost your chances. There will be plenty of material to take home after the 30mins session - CV Templates - Video guides - Example CV's - LinkedIn Tips Still time, hit the link below and you'll receive your invite link directly!

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📑 Use our proven formula to attract and retain top 1% talent How? Enquire for our free pre-hire report that is tailored for your business (limited spots available) "Net Zero Search transformed our hiring strategy and secured key talent effortlessly." — COO of one leading client. Comment or message me directly for access to the report.   #NetZeroTalent #Renewables #Sustainability #EnergyTransition

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Looking to set up your own recruitment business? OR Looking for investment in your current recruitment business to scale to the next level? Drop me a message for a confidential chat. We're looking to continously expand and diversify our portfolio of businesses. For more info check out foundersseed.com obligatory alarm emoji 🚨 #entrepreneur #recruitment #growth #investment #scale

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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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