Harry Tough

Hiring remote clinicians requires a different approach. At mrp, we specialise in advising our clients on the best methods to seamlessly onboard remote clinical talent, ensuring a smooth integration into your team. We've compiled our best tips and expert insights into a detailed guide for employers looking to build their remote healthcare workforce. Download the FREE guide today and discover the proven strategies that can help you successfully onboard and manage your remote clinical staff: https://lnkd.in/gj7JsmQk #HealthcareRecruitment #RemoteHealthcare #RemoteClinicalWorkforce

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The 2025 LHH UK Salary Guide including market trends and analysis is now live! We’re bringing you all the data you need to stay ahead of the game. From startups to skyscrapers, check out salary trends across company sizes and make your next hire a breeze. Ready to see where your business stands? Download now for the full breakdown and start planning smarter, today. #finance #accounting #humanresources #legal #marketing #communications #supplychain #procurement #sales

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Had a really interesting lunch with a CEO for a health tech company yesterday… One of the things we discussed was how he ensures anyone hiring in his company HAS to provide candidates with a list of topics they want to discuss in their interview. He said it means candidates can come in prepared as he isn’t bothered about putting people on the spot. It creates unnecessary stress and isn’t needed in their day to day duties, so why bother? “It’s not a memory test. I just want to know if they’re the right fit for my company” I love this, and also told him how it creates a consistency to their interviewing too as they’re covering the same topics each time. Do you do this? #recruitment #recruiting #interviews

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🏢🏠 '𝑾𝒉𝒂𝒕 𝒊𝒔 𝒕𝒉𝒆𝒊𝒓 𝒘𝒐𝒓𝒌 𝒇𝒓𝒐𝒎 𝒉𝒐𝒎𝒆 𝒑𝒐𝒍𝒊𝒄𝒚?' 🏢🏠 Probably the most commonly asked question from candidates these days. And often, more importance is placed on the answer to this question than to any question relating to salary. Strangely though, not many agencies in the market research space are trying to differentiate themselves with a creative approach to answering this question - particularly when striking a balance between flexibility and freedom vs accountability and collaboration is a tricky one. Complete freedom to WFH? - the team culture starts to disappear and junior members of staff start to get disillusioned In the office 4/5 days p/w no matter what? - Where's the trust and understanding of life outside of work 𝑺𝒐 𝒘𝒉𝒆𝒓𝒆'𝒔 𝒕𝒉𝒊𝒔 𝒈𝒐𝒊𝒏𝒈?? ... 𝒄𝒖𝒆 𝒂 𝒔𝒂𝒍𝒆𝒔 𝒑𝒊𝒕𝒄𝒉: 1. If you're looking to hire and want to discuss an EVP that sets you apart from the crowd relating to the work vs office debate, I can share plenty of ideas with you. 2. If you're an AD working for an company struggling to find the right answer to this question, I'm working with a boutique agency who really do have a novel way of striking the perfect balance between flexibility and freedom vs accountability and collaboration. ☎️ 01625 541 044 📧 [email protected]

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The black market of linkedin tools that linkedin doesnt allow yet exist is creating hundreds of millions in valuation. I think it's time for Linkedin to invest more in HRIS/ATS/CRM partnerships and integrations so people no longer need to use such black market tools.

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Partnering with a recruitment specialist for permanent roles can be a game-changer! 🌟 They bring expertise and efficiency to the hiring process, saving time and ensuring top-notch candidates. 🕵️‍♂️💼 Unlock exclusive access to top talent, streamline your recruitment efforts, and increase the likelihood of finding the perfect fit for your team. 🚀👥 Embrace the power of collaboration and strategic recruitment practices to elevate your organization's success! 💪 #RecruitmentSpecialist #PermanentRoles #HiringSuccess

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The Harrison Sands Rec2Rec salary survey is running for 1 more week- everyone who takes part will be sent a detailed report of the results in August! To be included in this, if you haven't yet, make sure you've voted!! #salary #salarysurvey #recruitmentinsights #recruitment2024 #industryinfo #rec2rec

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Medical Staffing. Who’d have ‘em? 🤔 Me, that’s who! As the market tightens up, agencies need to start making far better decisions about who they bring into their recruitment teams. 🎯 And who better to than somebody with a robust understanding of workforce management, budgets, financial processes, and governance/compliance? 💼📊 People often speak about doctors leaving permanent roles to become full-time locums and the general consensus is ‘because they can.’ When Medical Staffing start to move into the agency space, it will be ‘because they need to.’ With MSPs and VMS’ taking over Medical Staffing functions across the NHS, it seems only right for employees to start looking at where their skillsets can be effectively deployed, and where they can be far better remunerated for less work and less pressure. 💰 We are now in an economy where financial stability supersedes (sometimes blind) loyalty, and when I hear people in our industry complaining about Medical Staffing (slow responses, not proactive etc. etc.), I think – wouldn’t you be the same? 🤷‍♂️ In a role where you are managing highly paid doctors, held at ransom by highly paid agencies who may earn more commission per hour for one doctor than your hourly wage? Think again. So as things change, get proactive! There are hundreds of locum agencies and insourcing providers out there who would value your expertise and pay you well for the pleasure. And we’re one of them! Click the link below to find out more. 📲👀 https://lnkd.in/gpjNQaci

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This sort of stuff is epic to see .. Lakestar-backed blood testing startup Aware expands to tap growing preventative care market. I'm interested to see when Aware push the button on expanding to the UK market and who they consider to be their key competition here. For blood work analysis I currently use (& would highly recommend!) Medichecks which is not a dissimilar (by the looks of it) value proposition but does have a c. 6 working day (varies depending on the test) turnaround period and they do not have their own clinics - you need to either do the blood draw yourself (would not recommend 💉😷 ) or book into one of their clinic partners. For anyone looking for more knowledge on this sort of space I would highly recommend starting with the works of Gary Brecka & Peter Attia. https://lnkd.in/eKMN_gjw

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New Recruitment and Beyond Podcast Episode 🎙 https://lnkd.in/ej_zw7is 🎙 'We're not running daycare for adults' An interesting approach from a company in the job advert describing their approach to flexible working. We have talked about flexible working a lot over the last few years, and yet it feels like we are still not getting it right. So I had a good chat with Lynn Houmdi CMgr MCMI, who runs Flexible Working Scotland, a group with over 15,000 members that discusses the challenges of finding flexible options at work. We chatted about: 👉 What flexible working actually means 👉 The barriers to flexible working 👉 What good looks like in terms of Flexible working. Download it today and share your stories about flexible working—how it works and how it doesn't.   

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𝐒𝐡𝐞𝐋𝐞𝐚𝐝𝐬 𝐇𝐞𝐚𝐥𝐭𝐡: 𝐎𝐯𝐞𝐫𝐜𝐨𝐦𝐢𝐧𝐠 𝐈𝐦𝐩𝐨𝐬𝐭𝐞𝐫 𝐒𝐲𝐧𝐝𝐫𝐨𝐦𝐞 💻🚀 Scroll to the bottom of the page using the link below to watch the full recording of our SheLeads Health/iO-Meet-Ups webinar on Overcoming Imposter Syndrome. https://lnkd.in/ec6ha9Bg

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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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Over recent years, we've seen AI impact every stage of the product lifecycle. And as the tools continue to evolve, their impact is set to grow. 📈 Has your recruitment strategy considered AI impact? Scienta has put together a whitepaper covering: 🔎 Emerging Skill Requirements 💰 AI Salary Benchmarking 🤖 Utilising AI in Your Recruitment 😍 Attracting AI/ML Talent Download the full whitepaper for free on your website ⬇ https://lnkd.in/e-ZH4Hdt #AI #lifescience #AIinlifescience

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To understand the quality of your hire, it is now easy peasy lemon squeezy apparently: Simply just use this simple formula.... QoH (Quality of Hire) = (APR + AE +HMS + ER/N)........? 🤔

Scaling a SaaS business is exciting, but let's face it, recruiting top tech talent in the UK is no easy feat. With high demand and competition for skilled professionals, standing out is key. Firstly, the pace at which tech evolves means skill gaps are a moving target. Keeping teams up to speed is a relentless task. We tackle this by focusing on continuous learning within roles, ensuring our candidates don't just fill your present needs but are primed to evolve with your tech stack. Then there's the retention challenge. How do you keep your star players? Beyond competitive salaries, we've found that career progression, company culture, and work-life balance rank high on candidates' wish lists. At Highbridge Talent, we're all about matching values as well as skills, creating lasting partnerships where individuals and businesses grow together. Lastly, location can be a barrier. With remote work becoming the norm, expanding your search to include remote candidates can drastically increase your talent pool. We tap into this trend, connecting you with a wider yet still highly curated selection of candidates. We're here to ease these pain points. By combining industry knowledge with an extensive network, we at Highbridge Talent proactively propel SaaS businesses forward with top-tier talent. Because in the end, the right people aren't just a part of your business - they are your business. 👉 Reach out to our team or explore more at highbridgetalent.co.uk to see how we can support your growth journey. #Recruitment #TechTalent #SaaSGrowth

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𝗖𝗮𝗻'𝘁 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘀𝘁𝗶𝗹𝗹 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴... 🤦‍♂️ Spoke with a talented HealthTech Commercial leader yesterday who's considering leaving her role because her company is mandating 4 days in the office per week. The cost? Far more than just losing a great employee: • Recruitment fees 💷 • Lost productivity during vacancy 📉 • Time spent interviewing and onboarding ⏳ • Knowledge and relationships walking out the door 🚶‍♀️ • Potential impact on team morale and retention 😕 Not to mention the message it sends about trust and flexibility. 🚩 In today's market, top talent values autonomy and work-life balance. Forcing people back to pre-pandemic norms risks losing your best people. Before implementing blanket return-to-office policies, leaders should consider: • What's driving the decision? 🤔 • Is it truly necessary for all roles? • How will it impact retention and hiring? • Are there compromise solutions? The most successful companies I work with in #MedTech and #HealthTech embrace flexibility. They focus on outcomes, not hours in a chair. What's your take? Have you seen companies successfully navigate this challenge? Share your thoughts below! 👇 #FlexibleWorking #TalentRetention #FutureOfWork

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Video interviews are an increasingly popular way of vetting candidates for a job role. Sometimes they are used exclusively in the place of an in-person interview process – but they are commonly used for a first-stage interview. Here are our tips on how to approach a video interview to ensure success. https://lnkd.in/eqBcw35A #interviewtips #interviewsupport

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Are you using ICCE to identify A -Player recruiters during interviews? Large SaaS companies I've worked with in the past use the ICCE framework to build high-performing sales teams — and I think recruitment firms would benefit from adopting the same approach when interviewing for recruiters. Here’s why ICCE is a game-changer for recruitment hiring: 🧠 Intelligence: Recruiters need more than just market knowledge—they need to think on their feet, solve problems, and adapt quickly to evolving markets and, client and candidate needs 💪 Character: Integrity, resilience, and drive are non-negotiables in recruitment. A recruiter's character impacts the relationships they build and the success they deliver for your business. 🎓 Coachability: The best recruiters are continuous learners, open to feedback and new approaches. Coachability ensures your new hires will grow with your business. 📈 Experience: It’s not just about years on the job. Focus on transferable skills and past success that prove they can excel in your role. Whether they’ve thrived in fast-paced sales environments or shown consistent performance, their track record should show they can hit the ground running. I think by using ICCE, recruitment businesses can identify stronger, more adaptable teams, just like the best SaaS companies do with their sales hires. What other interview techniques have you implemented into your processes? #SW6Associates #Onlytheambitious #interviewtechniques #recrutiment #rec2rec #saassales

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If I were a Head of Talent Acquisition, here are the 8 tactics I’d develop asap; - Weaponised candidate experience - Leadership Personal Branding - Guerilla employer branding - Content Library (Ungated) - Pipeline, pipeline, pipeline - Talent Market Research - Show under the hood - Talent Communities HR and Talent peeps, what strategies are you focusing on for 2024?

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