Beyond The Book’s Post

The first step in creating a better version of candidate experience is understanding your current one #candidateexperience #talentmanagement #recruitmentstrategy

Beep! Beep! Syun Consulting’s Weekly Rec Tech Radar: In Latin, Vincere.io means ‘to conquer’ and they’ve been living up to the name 🚀 Vincere have been a consistent presence on our rec tech radar since they began in 2015 and they have grown strength by strength to become a dominating force in the world of CRMs. They are Syun Consulting’s main partner and we have helped move over 70 clients to the platform and helped over 100 clients to get the best out of it through optimisation (Sunita’s speciality). Not only do we love working with their team but they have one of the best products on the market and here’s why. Vincere offers everything you would expect from a recruitment CRM but these features are where it truly shines: ✅ Integrated Platform – offers seamless integration of CRM and ATS functions, streamlining the entire recruitment process ✅ Analytics and Reporting – Vincere Intelligence offers robust analytics and reporting capabailities, helping you make data-driven decisions and monitor your recruitment performance ✅ Candidate-Centric Approach – places a strong emphasis on candidate management, making it easier for recruiters to engage with and nurture these relationships resulting in better placements ✅ Ease of Use – a user-friendly interface and intuitive design make it accessible for both experienced recruiters and those new to the industry ✅ Dedicated Support and Training – provides training and support to help users get the most out of the platform and never feeling like they are abandoned including onboarding, webinars, and a knowledge base (not to mention expert partners like Syun Consulting) ✅ Growing and Thriving – Vincere listen to feedback and invest constantly in improving their product in ways that makes the most benefit to their users and their exciting 2024 roadmap demonstrates this Keep an eye out for any Vincere webinars if you want the latest updates and we recommend connecting with Matt Donnelly, Joshua Breslin, Annabella Poon, and Jamie King. As always, we’ll have our radar ready to bring you the best recruitment technology spotlights. Follow Syun Consulting to keep up to date!

Great day at Recruitment Agency Expo today. Growth in the space is fundamental, every business needs support when it comes to recruitment, even if they don't like to admit it..... there is room for improvement everywhere. I learned a lot through conversations, and gained a lot of insight through the speakers. I reconnected and got to put a face to the name with many from my network, which was the main reason for my attendance. Shout out below (Sorry for not mentioning everyone): - Hishem Azzouz - Great to finally meet, having followed your journey. Great insights for your audience on the 5 pillars of a successful recruitment business. - Great to meet, Daniel Malka, excited for you and to follow the Hire Genius journey. - Sean Anderson, we didn't get to meet, your were being pulled from pilar to post all day - i enjoyed the insights to LinkedIn lead generation, you had a packed out area with a super engaged audience. - Grant Telfer, great to catch up and it was great to hear how WhatsApp can be used to be more competitive when hiring talent. -Team Jove Insurance, it was a pleasure to meet you all, special mention to Matt Boyle having worked closely with Matt over the past few months - best of luck with Jove! - Great to finally meet both Darren Westall & Cameron McLennan from Paiger, i first spoke to Darren in month 3 of starting Paiger, what a great example of a business scaling in the space. - Great to meet Kevin McCombie & Jim Holland, from team Carma who offer a Carbon Neutral, Planet Positive solution, this was was my surprise of the day. what a great solution! Helps people and the world, we all need a bit of that. Saman Aria-Nejad, thanks for the insight to 360WORK, looking forward to learning more about the solution and how it can help myself and TalentStack Recruitment offer even better experience for our partners. Thanks for the time Lauren, I was sold without being sold too. Great to learn more about TEAM Network. Last but not least Elliot Roberts, gave a great intro to Odro. I was hoping to finally meet Ciara Mahon or Ryan McCabe having followed the Odro journey for sometime now... maybe I'll send you a video message soon! I hope everyone who attended was able to come away the same way I have, looking forward to tomorrow and privileged to be part of the ecosystem.

HRGO Recruitment: The Compliance Chronicles Once upon a time, in the bustling world of recruitment, there was a company named HRGO Recruitment. Known for its dedication to efficiency and innovation, HRGO Recruitment was always on the lookout for ways to make life easier for its clients. One sunny morning, the team at HRGO Recruitment had a ground-breaking idea. They realised that managing compliance for candidates could be a bit of a headache for their clients. Paperwork, emails, and delays were common frustrations. So, they decided to change the game. With much excitement and anticipation, HRGO Recruitment unveiled a brand-new feature on their portal. This feature allowed their clients to view candidates' compliance status and documents with just a few clicks. Imagine this: Sarah, a busy HR manager, was in the midst of a hiring frenzy. She needed to ensure that all candidates met the necessary compliance requirements, but sifting through piles of paperwork was daunting. Enter HRGO Recruitment's portal upgrade. With a sense of curiosity, Sarah logged in and discovered a whole new world of convenience. Right there, in front of her eyes, were all the compliance statuses and documents she needed. It was like magic! No more endless emails back and forth. No more chasing down missing documents. Everything she needed was neatly organised and easily accessible. Sarah couldn't believe how much time and stress HRGO Recruitment had saved her. From that day forward, HRGO Recruitment's clients were singing praises about the new feature. It was a game-changer for their hiring processes. And us at HRGO? We're are over the moon, knowing we have made a real difference in the lives of our clients. The moral of the story? When it comes to recruitment, HRGO is not just a company; we are your workforce heroes, swooping in to save the day with our innovative solutions and commitment to excellence. Afterall, our mission is to *leave people better than we find them." So, if you're tired of drowning in paperwork and delays, why not join Sarah and countless others who have embraced the magic of HRGO's portal? Your hiring process will never be the same again! Justine Jones | Julie Lewis Mackay | Louise Willcox #HRGORecruitment #ClientPortal #Artificalintelligence

Following on from my post yesterday about Digitalent - Technology & Creative Recruitment moving to a 120 model and away from the traditional 360 model of most recruitment agencies... Another restriction of the 360 model from a Recruiter's perspective is the lack of career progression and the few options it provides in terms of career pathways. Example... You spend 3 years working your socks off in a 360 Consultant role at Recruitment Agency ABC. You do very well in those initial 3 years. You get a promotion into a Billing Manager role where you work for another 2 years. Again, you do very well. Now what? Above the level of Billing Manager, there are very few career options for you at your existing employer. Other than a promotion to Director, which may or may not be an option if you work for a smaller or very large company, your only other options are to move sideways in your existing company, or to another recruitment agency for a slightly more senior role with a bigger base. Or your take a chance and start your own recruitment business. This is probably the main reason why, in the UK at least, more and more new recruitment agencies are born every year and the market is very saturated with agencies. It is also why staff retention has always been an issue in the recruitment industry. With the 120 model, you can start as a Resourcer and you will have several great career routes available to you. You can move into more Senior roles such as Exec Search. You could hire a team of Resourcers and become a Delivery Manager. You could go down the Key Accounts (Account Management) route. You could specialise in Business Development and work your way up to a Sales Director role. By moving to the 120 model, we have hopefully given our staff a reason to stay with Digitalent beyond the customary 18 months which seems to be the average tenure in a recruitment agency these days. And a very interesting and happy place to work. What do you think? Thanks for everything! ❤️ Chris

🌟 Meet Farid Yasin, Director of MFZ Recruitment: "Connecting talent.Fuelling futures"! 🌟 Dear MFZ Recruitment Community, It is with great pleasure that we introduce you to a key pillar of our leadership team, Mr. Farid Yasin, the Director of MFZ Recruitment. Farid brings a wealth of experience and a unique perspective to our agency, embodying the values of diversity, entrepreneurship, and a profound commitment to his faith. Farid Yasin's Professional Journey: 📊 Analytical Expertise: With a robust background as a Data Analyst and Business Analyst, Farid has mastered the art of interpreting complex data and translating it into strategic business solutions. His analytical prowess ensures that both our candidates and clients benefit from insights that drive success. 🌐 Global Experience: Having lived in various countries, Farid possesses a deep understanding of diverse cultures and languages. This international exposure enhances our ability to connect talent with opportunities on a global scale. 🚪 Sales Mastery: Farid's journey includes hands-on experience in sales, including the dynamic world of door-to-door sales. This entrepreneurial spirit and sales acumen contribute to his holistic understanding of business dynamics, making him a valuable asset in the recruitment landscape. 👥 Leadership Excellence: Farid has successfully led teams in different endeavors, showcasing his ability to inspire and guide others toward collective success. His leadership style is rooted in collaboration, fostering an environment where individuals can thrive and grow. 🌍 Cultural Sensitivity: Recognizing the importance of cultural diversity, Farid actively promotes an inclusive approach. His proficiency in understanding different cultures ensures that MFZ Recruitment is well-equipped to navigate the intricacies of today's globalized job market. 🤝 Client and Candidate-Centric Approach: Farid's mission is clear – to help candidates find their dream roles and assist clients in discovering the best candidates for long-term partnerships. His commitment to client satisfaction and candidate success is at the forefront of our agency's values. 🤲 Faith-Centric Leadership: As an orthodox Muslim, Farid prioritizes the values of integrity, respect, and compassion. His faith not only guides his personal life but also influences the ethical foundation of MFZ Recruitment. Join us at MFZ Recruitment, where Farid Yasin and the entire team are dedicated to transforming careers and businesses alike. Let's embark on a journey of growth, diversity, and success together. If you are candidate looking for a job or a business looking to acquire the best talent as quick as possible shoot him a message now 🗣 #MeetTheLeadership #FaridYasin #MFZRecruitment #DiversityInLeadership #EmpoweringCareers

🚀 Promotion Systems in Recruitment Agencies: Targets VS Timelines 💼 What's best?? In the dynamic world of recruitment, how agencies structure their promotion systems can significantly impact both employee motivation and business outcomes. In the past few weeks I was able to discuss pros and cons of various promotion systems with recruiters in the Japan market and below are some of the key points on pros and cons that stood out. 1. Revenue Targets with Fixed Periods (e.g., 6 or 12 months) ⏳ ◉ Pros: - Clarity & Motivation 💡: Employees know exactly what is expected and by when, which can drive focused efforts and clear goal-setting. - Predictability 📈: Allows for better forecasting and planning, both for the agency and the employee. - Fairness ⚖️: Clear deadlines help maintain a sense of fairness and accountability among team members. ◉ Cons: - Pressure & Stress 😰: The fixed timeframe can create pressure, potentially leading to burnout or short-term thinking. - Unforeseen Circumstances 🌍: Market fluctuations or other external factors may affect the ability to meet targets within the given period, and brings strong frustration. - Premature Promotions 🚀: A short fixed period may lead to promotions based solely on meeting revenue targets, without fully assessing whether the individual is ready to handle the next level of responsibility effectively. 2. Revenue Targets Without Fixed Periods ⌛ ◉ Pros: - Flexibility 🕰️: Employees can work at their own pace, potentially leading to better quality work and less stress. - Focus on Results 🎯: Emphasizes achieving targets rather than adhering to a rigid timeline, which can be motivating for those who excel in long-term planning. - Adaptability 🌟: More resilient to market changes or personal circumstances, allowing employees to adjust their strategies. ◉ Cons: - Lack of Urgency 💤: Without a deadline, some employees might lack the motivation to push for results within a reasonable timeframe. - Ambiguity 🤔: Can lead to uncertainty about expectations and progress, potentially impacting performance and morale. - Difficulty in Forecasting 📊: It could makes it harder to predict team performance and plan for future growth. Some of the other promotion systems that do not involve just individual revenue could include Skill-Based, Team-Based Targets, Client Feedback or Satisfaction criteria and so on. While I believe there are no one-size-fits-all solution, I believe it is important for Agencies to weigh the benefits and drawbacks of each approach to align with their business goals and employee expectations. What promotion systems have you encountered or found effective in your career? Share your thoughts and experiences! If you want to know how PageGroup Japan promotion system works, let's chat!

🚀 Spotlight on WorkTaps, Employee Referral Software, by Bradley Harris 🚀 In today’s fast-paced job market, finding quality talent remains a top priority. That’s why we’re excited to highlight WorkTaps, our innovative recruiting solution designed for the hourly & deskless workforce. Why WorkTaps? We believe in the unparalleled value of referrals. Traditional job boards can overwhelm you with a flood of applications, often sacrificing quality. WorkTaps changes the game by empowering your employees to leverage their networks, turning your entire workforce into a powerful recruiting engine -- think of it as creating your own job board. The Results Speak for Themselves: Quality Over Quantity: Prioritize high-caliber candidates. Efficient Hiring: Hiring an average of 26% of applicants. Boost Retention: Improve employee retention rates by double digit percentage points. Seamless Integration: Easily integrate with your existing HR systems. By leveraging the power of referrals with WorkTaps, you’re not just filling positions—you’re building a cohesive, productive team geared for success. 🌟 Ready to elevate your recruitment marketing through referrals? 🌟 Dive back into the future of recruiting with WorkTaps and experience a perfect blend of quality and efficiency. Scan the code to book your session and explore WorkTaps today. #SeniorLiving #AssistedLiving #Hiring #Recruiting #WorkTaps #EmployeeEngagement #Retention

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