Paul Jenkins’ Post

Recruitment is no easy job. You may think how difficult can it be right? You post a job, you shortlist, you interview and an offer is made. I wish it were that easy. The truth is navigating the realm of recruitment is akin to steering through a complex maze where every decision has a ripple effect. It demands a keen understanding of diverse industries, impeccable communication skills, and the ability to decipher the nuances of both candidates and clients. As recruiters, we are the architects of professional connections, weaving together the intricate threads that build successful teams. Each placement is a testament to the countless hours spent sifting through resumes, conducting interviews, and negotiating offers. Despite the challenges, the reward for me lies in witnessing careers flourish and organizations thrive. So the next time you wonder why HR isn't filling the position quickly enough, now you know 😁

When applying for a job, it is crucial to clearly specify the position you are seeking. Employers often receive an overwhelming number of emails from applicants, and clearly indicating the job title makes it easier for hiring managers to identify and consider your application. This simple step significantly increases the likelihood that your application will be noticed. In a sea of resumes and cover letters, hiring managers look for quick ways to filter through candidates. By clearly stating the position, you demonstrate your attention to detail and respect for the hiring process. Additionally, it shows that you have a clear understanding of what role you are aiming for, which can make you stand out as a serious and focused candidate. Moreover, specifying the position helps to streamline the recruitment process for employers. It saves them time and effort in identifying which candidates match which job openings, leading to a more efficient and organized selection process. This clarity can be the deciding factor in whether your application moves forward, as it reduces confusion and ensures your materials are reviewed in the appropriate context. In essence, this practice not only benefits the hiring team but also maximizes your chances of securing the desired job.

Applying on a company's website might not cut it in today's competitive job market. With hundreds of resumes pouring in, standing out is crucial. As an external recruiter, I'm here to be a candidate’s advocate throughout the hiring process. Candidates get personalized support, ensuring their strengths shine at every stage. Employers gain a partner who understands their needs and company culture. Building your network and relationships with recruiters can be a long-term advantage to you in your job search. Here’s how an executive recruiter can help in your job search: 1.      📩 Direct Resume Access: Ensure your resume reaches the right hands with detailed insights beyond what's on paper. 2.      🤐 Confidential Job Search: Explore opportunities discreetly, minimizing the risk of your current employer or network finding out. 3.      🎯 Personalized Interview Prep: Navigate the hiring process with guidance on expectations and nuances. 4.      🔄 Real-Time Feedback: Adapt and improve your approach with continuous feedback throughout the process. 5.      💼 Negotiation Expertise: Navigate salary, bonuses, sign-ons, equity, and relocation packages seamlessly – and eliminate surprises at the offer stage! 🌟 Real Success Story: We recently placed a candidate who had previously worked with a senior leader at my client’s company. They hadn’t been in touch for a few years. Having successfully worked together in the past, the candidate wanted us to make the introduction. The client, unaware of the candidate's recent accomplishments, might have missed out. We amplified their story, helped land an interview, and the candidate ultimately got a new job! #jobsearchadvice #executiverecruiter #standout

The "perfect candidate" - a concept that recruiters, hiring managers, and HR personnel often strive for. But let's face it, the perfect candidate doesn't exist. Companies tend to limit their options by focusing solely on the job description and the resume. This institutional thinking can prevent us from seeing past the paper and finding someone who could be a fantastic asset to the team or organization. Experience, education, and certifications are important, but what about potential and the willingness to learn? Hiring someone who wants to work and who is willing to put in the effort to understand their duties can be more valuable than someone who simply meets the job requirements. Accolades and certifications have their place, but they can't beat determination and the willpower to work hard and learn. If companies started to look beyond the job description and hired based on potential, our job market would look vastly different. Let's not forget about those who have the potential to grow and contribute in ways that cannot be measured by a piece of paper. So, let's challenge the institutional thinking and look beyond the resume. Let's focus on hiring individuals who have the potential to grow and be successful. Who knows, we might just find the perfect candidate after all.

The best candidates are off the market in 10 days! This is a crazy stat! It drives home why it is so important to control your clients. There is a lot of talk about controlling candidates, but last time I checked, it takes more than a candidate to make a placement. We have all had (or maybe still have) clients that take weeks or even months to get to offer stage. If this is the case, then they will be losing out on the best candidates, and so will you. Part of your job is to be a consultant. You need to consult the client on their recruitment process. How can they improve it? What are the implications of not improving it? Don't work to their schedule, work to yours. They will have multiple things that they think are more important than recruitment. Part of your job, and part of the reason they are paying you, is to get the placement over the line. What is your average time from CV send to placement? How can you get it to 10 days or less? #recruitment #recruiters #recruitmenttips #recruitmentcoach

There are weeks in recruiting that can be challenging, especially when internal candidates are in the mix. But these hurdles don’t deter us—they only fuel our determination to prove that our candidates are the perfect fit. We go the extra mile to gather outstanding references and coach candidates on how to stand out, even against internal competition. When you apply directly to a position without a recruiter, you may miss out on invaluable support. We offer personalized tips to help you land the job, such as crafting impactful thank-you notes and ensuring you have strong references ready before you start your search. These small but crucial steps can make all the difference. Some may feel that working with a recruiter isn't worth their time, preferring to apply directly. But remember, recruiters provide more than just job leads. We relentlessly seek feedback after every interview, offer transparent insights about your standing in the process, and share exactly what the client values in candidates. A recruiter isn’t just a resource—they’re a luxury! I highly recommend using a recruiter for your job search. If you or someone you know is looking for a job and doesn't know where to start, send them my way! I would love to help. #Recruiting #JobSearch #CareerAdvice #Hiring #Recruitment #JobHunt #BoutiqueDoesItBest!

Finding the 'right candidate' is something we love to challenge. Having been on both sides of the recruitment cycle - we have had our perspective changed. We understand that a CV won't tell you everything about; a candidate's character, their capabilities and simply their demeanor. What a CV will tell you, is the bullet point career history, skills they've developed (if they remember them all 😅 ) and well, 'wordy' things whilst they try present themselves in the best way possible through a page or two. Recruitment, or finding the best candidate is more than looking through CV's, its looking beyond what a candidate can do and shifting to look for what they could do. 💚 Why are we passionate/ different about recruiting? Well, recruiting well simply means there is a long term benefit for both parties. There is stability and growth for both the employee and the employer. Everyone deserves an opportunity. That's why if you're looking for a new hire, let us have a look around for you. We may just find the 'unicorn' you've been looking for. 🦄 Pop us a message and let's find your team. 💬 #recruitment #ConsultingHR #businessdevelopment

The traditional ways of filling job vacancies are no longer effective. Simply writing a job ad and posting it on platforms like Seek won't guarantee that you'll find the perfect employee. Nowadays, job seekers are more diligent than ever. They are looking for roles that provide daily gratitude and help them advance in their careers. If your role doesn't resonate with them, you will likely receive mediocre applications and waste time in interviews because the ideal candidate won't be in your applicant pool. To be effective, finding the right employee must be beneficial for both you and them. Employees are now seeking the assistance of staffing agencies such as Inselec. With the help of a coordinator who understands their long-term goals and cares about their future, they can be matched with opportunities that align with their objectives. This way, both employers and employees can find a mutually beneficial arrangement that helps them achieve their goals. #recruitment #recruiter #jobopening #jobopportunity #staff #staffing

In 2018, I was given the opportunity to work in recruitment. At first, I was excited about the prospect of being able to help people find jobs. My experience was different from what I had expected. I declined more applicants than I accepted and I began to question whether my job was truly helpful. Despite this, I was determined to make the career change work. So, I decided to think about how I could help job seekers even when I couldn't offer them a job. Here are some things that I did: 🙂 Offer feedback - I provided candidates with feedback that could help them improve their chances of getting hired in the future. 🌟 Be transparent - I shared any potential concerns early on, so that there was clear communication throughout the process. 📎 Provide CV tips - I gave candidates suggestions on how to improve their CVs. 🤝Offer interview prep - I helped guide candidates to show their best selves during interviews. 💸 Give salary negotiation tips - I had conversations with candidates early on in the process and let them know when they could be earning more or when their salary expectations were unrealistic in terms of the budget for the role. Although nothing beats the feeling of making a job offer, helping someone increase their chances of success in the future is a close second.

Three ways to tell if the top candidate for your job is about to turn down your job offer: Often, leaders go through long hiring processes only to have their preferred candidate turn down their job offer. 😫 This hurts. It also stresses out already busy managers and adds more pressure to already busy teams - the good news is there is something you can do about it. Here are three powerful tactics that will help you get a sense of if your preferred candidate is going to reject your job offer: 💎At multiple stages during your recruitment process, ask, 'How are the other jobs in your pipeline progressing?' This will give you a sense of how many other roles you might be up against and how quickly those recruitment processes are moving along. This means you can speed yours up if you need to, and you'll get clarity about your candidate's options if you listen deeply. 💎 At a relevant stage, ask - 'Do you have any hesitations about this role?' This is a powerful question and it unearths any doubts your preferred candidate might have. It also gives you an opportunity to discuss and information gaps, cover off doubts, and provide more detail if needed. 💎Ask 'If offered, would you accept this role and why or why not?' Listen really deeply to that they say in response here. This question helps you understand if things are on track between you and your preferred candidate. If things are not on track, it will show up in how they answer you, giving you the opportunity to listen do something about it. 💎Ok, those are my top tips - do you have any tactics you'd care to share? We'd love to hear it! Share below.💎 Happy Hiring! If we can help you find top talent reach out to us at [email protected]