Barbara Robertson

***Recruitment Market Update*** Thankfully its going the same direction as the UK weather- key indicator for that: June Sales - 35% better than June sales in 2023 & our strongest month YTD July New Jobs - on course to be the highest number this year It bodes well for H2 & hopefully the confidence continues to build in the market. #Recruitment #Update #Indicators

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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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Recruitment is a time-consuming ball-ache. It takes time to: → Write adverts → Research keywords → Manage PPC budgets → Respond to candidates → Pre-screen and filter people → Headhunt passive candidates The answer? > Agencies – Bit pricey. > Do it yourself – Errm, no thanks. > In-house team – Expensive and resource-heavy. Or, how about... 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 – Yes! Automating your recruitment will: 1. Speed up the process 2. Free up your time 3. Save you money 4. Deliver better results Ready to automate? Let's talk 👍 #WeAreSpot #Recruitment #Automation #HiringSolutions

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Following bleak recruitment performace in June, there has been a resurgence of job creation, adverts being posted, and placements being made in July. TL;DR🚀: - The total volume of placements increased by 34%. - Temporary & contract placements increased by 40%. - Permanent placements increased by 11%.  - Revenue per recruiter increased by 49% against a slow June. Further insights📖: - Jobs created increased 15% on the month. - Job adverts increased by 19%, reaching the highest level this year. - Both perm and temp & contract placements were at the highest level this year. More sector-specific performance 🔮:  https://lnkd.in/ehMfNtZP Firefish Software

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Here are some compelling reasons why partnering with MAK Jobs Permanent division is a smart choice: ❗️ The average cost to fill a job vacancy ranges from £3,000 to £5,000, covering expenses like advertising, interviewing, screening, and onboarding. Finding the right candidate is crucial due to the high costs involved in recruitment. ✅Partnering with MAK Jobs can help save both money and time in the recruitment process. ❗️The average time to fill a job vacancy is approximately 42 days, but companies should hurry their recruitment process to prevent losing qualified candidates to competitors. ✅MAK Jobs guarantees to fill your vacancy within a short period of time. ❗️Employee referrals are highly effective in recruitment. ✅ MAK Jobs benefits from a strong reputation that generates numerous referrals from both employees and clients. ☎️ Speak to us today to learn about benefits working with MAK Jobs

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For businesses that face significant skills gap in direct applicants, but “don't use recruiters or agencies!!!!” I genuinely wonder why? Most agencies operate on a contingency basis—meaning you don’t pay anything until you hire someone. Considering the long-term revenue loss from hiring the wrong candidates (picking the best of a bad bunch) or, worse, not hiring at all - forcing you to lean heavily on existing staff, leading to burnout and further internal issues & ultimately - revenue loss. Why not work with a market specialist to access a high-quality candidate pool? If they don’t deliver a strong candidate, you pay nothing. If they don't provide a candidate strong enough to hire, you don't part with a penny. Is this not a perfect 'no win, no fee' model? Genuinely curious as to why businesses continue to flog a dead horse by posting ads on Indeed and seeing a complete mismatch in applicants. Is it a lack of awareness about fees? Is it ignorance? Is it rooted in greed? Is there an inherent dislike of recruiters and agencies? Let’s hear your thoughts! #recruitment #techrecruitment #agencyrecruitment #hiring #techjobs #azure #cybersecurityjobs #cybersecurity #monday

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Behind the scenes of recruitment agencies - what do they really do for their fee and is it worth it?   Well, they upload the job description to all the job sites, get some responses, bash out a few 5 minute calls to those that look best on paper, flip on the CV’s to their client then schedule some interviews. Perhaps pass on the offer if they get to that stage. Right? Well, no!   Maybe some recruiters work like that, but specialist recruiters in the permanent market have to cover an awful lot of ground to get the best talent, not just the ‘low hanging fruit’.   This is what actually happens behind the scenes:   ➡ We review around 600 profiles, to build a talent pool of potential candidates of around 100-120.   ➡ We activate a multi-channel campaign. When attracting passive candidates (those not actively seeking a role) research says they  need to be reached out to 5-6 times before engaging. That’s 500-600 touchpoints (calls/ InMails/ emails/ WhatsApp messages/ smoke signals/ etc). At all times our client’s brand needs to be managed and protected for all candidates engaged in a process, not just those who are proceeding.   ➡ Out of that talent pool we're typically left with around 20 candidates to be interviewed. This involves a 30 minute telephone or video call to discuss the role, company, vision, assess skills, motivations, aspirations, personal circumstances, etc. This all needs to be written up and recorded in an ATS (applicant tracking system). So, you’re looking at 1 hour per call.   ➡ 3-5 candidates are then submitted to the client and managed through the interview process. This is not just scheduling but understanding what is changing in their situation. Once a candidate starts a process, the situation can be very dynamic and subject to change at any moment.   ➡ Once the right candidate is identified, an offer has to be presented correctly. We take into account external factors including competing offers and the dreaded ‘counter offer’. This is rarely a straight forward process, in fact the best recruiters are managing this from the start of the process and tend not to present an offer they know won't be accepted.   ➡ After the successful candidate has signed the offer and resigned, they are in the ‘Valley of Death’. This means there is often between 1-3 months before they start, which is plenty of time for all sorts of things to go wrong. A good recruiter is in regular contact throughout this period to ensure nothing goes awry.   ➡ Then, only then, does a recruiter get paid, up until this point they have been working for free.   So, is a good recruiter worth their fee?   IMHO Yes, absolutely. There is an old saying ‘if you pay peanuts, you get monkeys’, never is that more true than in these situations.

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1st of day of trading: Monday 8th July First temp on site: Thursday 11th July 👏🏻👏🏻 When looking at the early months of trading in your new recruitment agency, it doesn't always happen that quickly. But when it does it does nothing but re-affirm the decisions you had around "making the leap". Hats off to one of our newest agencies who have taken all of a few days to get their first temp on the books. #recruitmentstartup #recruitmentinvestment #recruitmentbusinesssupport #recruitmentbusinesssetup #businesstips #recruitmentstartuptips

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"No agencies please” 🧐 Have you thought about the impact of what you write? I have seen so many hiring managers recently comment “no agencies please” on their job posts. Look I get that you’re bombarded with applications as well as “perceived cost > benefits implications of using external parties”. However your comments send the wrong message. You risk undermining respect for those in recruitment who play a critical role in finding top talent. What then happens when you do want to use agencies, the best may chose not to work with you. Instead of closing doors, why not keep the focus on attracting the best? A collaborative approach can maintain your credibility and open up more opportunities for growth. Recruitment is only a cost if your hire the wrong person, if you hire right, you’ve just #Invested in #People appropriately to help your business thrive. Think about that before you finish your posts please 🙏 Our industry is built on providing careers and jobs for people, so show the recruiters your respect for the industry. ORCA Search - Investing in People Ellis Ruffley #recruitment #recruitmentpartner #recruiting #talentacquisition #talentmanagement #engagement #recruitmentstrategy #engagetalent #recruitright

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📈 Recruitment agencies must evolve to thrive in today's market 📈 It’s time to move from being mere order-takers to true consultants! 🚀 Building genuine credibility is key. How? By: ✨ Specialising in a niche ✨ Providing relevant insights ✨ Gathering 'talent intelligence.' Become a strategic partner, offering solutions that drive your client’s success. By combining people, processes, and data, your agency can move beyond order-taking and unlock sustainable growth. #Recruitment #TalentStrategy #Consulting #Growth

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If you're navigating a jobs campaign or looking for insight into a new market, new vertical, difficult roles etc, Tim is the go-to expert for that final layer of insight🔮 His advice has been invaluable in helping me make data driven decisions and get ahead. I highly recommend his services! 🌟 #JobMarketInsights #CampaignAdvice

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Tailored recruitment to suit your company, not suit the recruitment company.

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Do you keep seeing the same applicants over and over for the jobs you advertise? Are you looking for new talent to bring in, but failing to attract the right people? It can be difficult to know what to do to break the deadlock in this circumstance. We’ve put together a list of ideas you may wish to try before going for the more expensive agency approach! #OurBobsJobs #OurBobsBlogs

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May Recruitment Market update: Year on year comparisons in recruitment can be the most confusing at this time of year because of where Easter falls. April this year was very busy and the second best month ever at RBR. However with Easter in March this year (and March 2023 being our 3rd best ever month), a look at the two month trend is probably more helpful to compare like with like. In this regard the trend is still on an upward trajectory by 20%. Actually an encouraging sign for the jobs market. Q2 in 2023 was when the pinch in demand for jobs starting to become more noticeable. Our market trackers for Essex, Suffolk, Cambridgeshire and Norfolk, show the overall number of vacancies lowering between April and December 2023, before stabilising in 2024. Not at the high levels of 2021/2022, but these were record job numbers and unsustainable. What we seem to have at the moment is more of an equilibrium in the market between quality vacancies and availability of high caliber candidates. Something of a happy medium of it being both a good time to recruit for companies, as well as being a good time for candidates to be looking at their next career option. In particular we are seeing spikes in demand for Temporary and Interim roles, reflecting that businesses are still running very lean and are using temporary options to cover their own demand spikes, or to cover permanent roles whilst they are recruiting. Marketing and Sales roles are picking up considerably in demand, another positive sign of more green shoots for businesses. Whilst Accountancy is very active at the newly qualified, part qualified levels, but also we are seeing many more senior leadership roles at Finance Director and Finance Controller emerging as well. As ever this market analysis comes with the caveat that it could just be us, and Rutherford Briant's experience of the market. We do have a superb team who are breaking personal and team records since the start of 2024, and who between them have an incredible amount of experience in our markets. But we do build very close relationships with our clients and candidates in the region, as well as a respectful eye on other recruiters, so cautious optimism for Q2 and the year ahead is hopefully justified. #Recruitment #Essex #Suffolk #Cambridgeshire #Norfolk

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Most recruiting agencies lose 20-30% of their customer base every year. It’s why the best recruiters always set aside time to do BD, build brand and mushroom accounts. It’s also why the target niche we pick matters so much. If every 3-5 years your customer base changes then you need to have a market that… - Is dense with businesses for you to both target and source from - Has a solid CAGR - Has multiple high demand roles with low supply That’s why hyper niche roles only really work within an ecosystem of roles that you can place multiple people at. You may open an account with the hyper niche role but you work to add roles and repeat business either within the team or adjacent teams. According to Recruiterflow the magic number is 80% or more of your YOY clients should be repeat business. They recently released an ebook on what successful agencies are doing differently where they dive into this a bit more. One of the best things that helped me level up our BD and client retention game was our systems and assets that we catered to our markets. It’s how I was able to position myself in a crowded field and win 6 figure retainers, build repeat business and have an average LTV of $250k for my clients. The Recruiterflow ebook also touches on this. Definitely check it out for a short read.

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⛔ The recruitment system is broken. ⛔ Just had a look at the number of applicants we have received over the last 5 days at Cognify Search... 962!! This week we have submitted over 30 data candidates to our clients. Only one of these candidates have come from our adverts (admittedly we sill have around 1/3 to review).. ⛔ Easy apply is creating too much noise! ⛔ Much of the noise comes from candidates who have very few of the skills required ⛔ Most are not based in the UK ⛔ Many companies only accept candidates who are British Citizen, have ILR or Settled status. ⛔ There is a disconnect between candidates and hiring companies in terms of remote and hybrid working. ⛔ Data is becoming more silo'd, companies are looking for a specialist within a specialist.

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Being a 'Specialist Recruiter' is not a new concept, everyone has a niche now. But, if you genuinely know the space you support.....and can build trust and credibility in your market over the phone - why not do that at scale? I spoke to a client last month who had 27,000 1st connections specific to the market they support struggling for new client relationships. What was their BD strategy? Over a month emailing a list of 2500 cold contacts from ZoomInfo using a 4 stage email campaign....you know the ones. Responses so far....Zero. What were they doing on LinkedIn to engage what is a fairly hefty audience....nothing........in fact they had never posted anything, ever. Based on user stats over 20,000 of that same Recruiters connections visit LinkedIn at least once a week for 7.5 minutes on average. You can communicate with them everyday through content. And they come voluntarily - Its a completely different communication strategy . If they spent some time talking about whats happening in their market right now....building some credibility and trust they could reach 8x more than the cold list off of ZoomInfo in a shorter period. If only 1% of that audience ask the recruiter for help thats 200 enquiries a week! So again.... if you rate yourself in your niche. Why are you waiting for that connected call, or email response to give yourself the chance of standing out?

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What’s more impressive as a hiring manager- a top performer of a company, or someone with higher billings? I’ve spoken to 2 candidates recently who are top billers in their company, both with billings >100k There are other candidates at other firms who are billings 200k< but are nowhere near the top of the leaderboard Surely those who are billing 200k+ are going to be more profitable and bring in the most revenue for the business, meaning they are more desirable? However, if everyone at the same company is provided with the same tools and training, then those who are at the top are more impressive, meaning the top billers generating >100k are more desirable? It’s important to understand all of the facts during the hiring process- just because someone has lower numbers, it doesn’t mean they don’t have the potential to shoot to the top of the leaderboard given the proper training, support, and structure What do you think? Would you rather hire a top performer (regardless of their billings), or stick to billing number (regardless of where they sit on the leaderboard)?

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Placements made by recruitment agencies often fall into two categories: permanent placements and temporary/contract placements. Permanent placements are where an agency places a candidate to work directly for the client and charges an introductory fee. Temporary/contract placements are where an agency places a candidate on a short-term basis with a client and during that time will pay the candidate and take a fee per hour/day worked. Temporary/contract placements will often require the agency to pay the candidate before the client makes payment, which means the agency will have to fund the placement for a period of time. While some agencies may have the required cash flow in their account to plug the funding gap, others will need to source external funding to pay the candidate, and there are many solutions on offer to the recruitment market. Invoice finance solutions are secured against the clients’ creditworthiness, the contracts that the agency and client are engaged with, and the authorised timesheet confirming the work has been completed. There are many solutions on the market, and our guide provides useful insights into what is available for agencies to use. Who wants a copy? #TempPlacements #ContractPlacements #RecruitmentGuide

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