Simon Curtis

For me, there are only really two types of recruiter ... 'Sideline' recruiters and 'Embedded' recruiters. Sideline recruiters - generally on the outside, looking in. Will refer to themselves as ‘specialist’ but are too transactional in their approach to build a network of any substance. Will often make short-term decisions due to fear of missing targets and will ultimately burn bridges. Embedded recruiters - you guessed it - are embedded within their industries. Part of the ecosystem. Their knowledge of their market goes way being able to recite the ‘science’, 'the tech' or 'the leading companies'. It’s knowing whose hiring and why/when/how they hire. Having your finger on the pulse with long-term partnerships prioritized above all else. Both types of recruiter are able to make placements and score fees. I know this first-hand as I regretfully started my own recruitment career way more 'sideline' than 'embedded'. It's these experiences that have helped shape the way we approach recruitment at Metric. So much so that we made 'Partnerships' a company value and doubled down on training everyone in the business to be fully embedded within their industry. Laser focused on building a meaningful network and long-term relationships. Tenure within your industry certainly helps. However, where we really stand out, is our track record of developing $600K - $1M+ billers in their very first full year in recruitment. Something that is completely unheard of in our industry. Why am I telling you this? We are actively hiring across our Metric Bio and Metric Geo brands. Sophie Whiteley is leading our experienced hiring - so if you want to join the standout recruitment business globally - make sure you're connected with her! #execsearch

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👏Female-Led Recruitment Start-ups - Top daily motivational tips👏 Developing a robust sales strategy is crucial for your agency's growth 🔥 Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Here’s how: 👌 Identify Your Target Market: Clearly define who your ideal clients are and understand their needs. 👌 Develop a Unique Value Proposition: What makes your agency stand out? Communicate this effectively. 👌 Build a Sales Process: Create a structured approach to acquiring new clients, from initial contact to closing the deal. Helen says…'Early on in my business I developed a solid and consistent sales strategy to only target SME’s with certain criteria, e.g. PE investment or funding and/or founder-led with significant growth plans. Building an engagement plan week on week with those firms meant that we were able to not only secure multi-hire clients but build predictable income' #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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In Q2 of this year in the UK the average Perm Consultant made 4 placements and the average Temp Consultant made 6 placements. (UK) When we looked at the consultants at the Top 5 agencies on Recruiter Insider for Candidate Experience, we discovered that: 🚀 the average Perm Consultant there made 5 placements 🚀 the average Temp Consultant made 10 placements. In Q2 alone, the agencies with the highest candidate experience scores made 1 extra Perm placement per consultant and an 4 extra temp placements per consultant. Highlighting as always the impact candidate experience has on your placement numbers. The data doesn’t lie, an improved candidate experience means more placements. But if you are not measuring this you can improve it either. So if you want to make more placements get in touch with me. The data doesn’t lie!

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How you build the foundations of your sourcing strategy will directly impact your search's success. Yet many Recruiters and Sourcers dive straight into a search without any structure. They will often rely on methods and tools that they’re most comfortable with. On Thursday, June 27th, at 10am UK time (11am CET / 12pm UTC), I’ll join Serap Zel from Uplift People Consulting to discuss building an effective talent search strategy. Here are some of the topics we’ll cover; 📖 Getting your preparation right, including Talent Mapping 📖 Mastering core Boolean operators 📖 Crafting precise Boolean strings based on job briefings and job descriptions 📖 Conducting thorough keyword analysis 📖 Implementing the 'Narrow First, Then Wide' sourcing principle Fancy joining? Click the link below in the comments to register. #sourcing #recruitment

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👏Female-Led Recruitment Start-ups - Top daily motivational tips👏Your pricing strategy can significantly impact your agency's success. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Consider these points: 💰 Competitive Analysis: Understand your competitors' pricing to position yourself effectively in the market. 💰 Value-Based Pricing: Set prices based on the value you provide to clients, not just market rates. 💰 Flexibility: Be open to negotiating and adapting your pricing based on client relationships and project complexities. Helen says…'If you start off low, it’s impossible to hike up the price further down the line. If you set your bar relatively high from the outset of your business and build a great proposition and rationale behind it, you are sure to secure great quality business with quality clients' #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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Feeling Ghosted by Recruiters? ‍👻 Don't let your applications disappear into the void... Our blog post unlocks the secrets to standing out and landing your dream job in the competitive UK market. Learn how to craft a compelling application, showcase your value proposition, and build a strong network amongst a number of great tips... Click the link below to level up your job search: https://bit.ly/4f0HeTR

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UK Firms Facing Critical Hiring Challenges: How Recruiters Can Drive Economic Growth UK businesses are in a hiring crisis, with a new British Chambers of Commerce (BCC) survey revealing that 60% of companies have tried to recruit in the past three months. Shockingly, 75% of those efforts ended in frustration due to severe recruitment difficulties. Jane Gratton of the BCC highlights the gravity of the situation: "It's alarming that recruitment difficulties have increased in recent months across all sectors. People shortages and labor costs are ramping up pressure on firms and holding back growth." This is where agency recruiters like Rayner Personnel come into play. With our extensive networks, deep industry knowledge, and strong client-candidate relationships, are pivotal to the UK's economic growth. Recruiters bridge the gap, ensuring businesses find the talent they need to thrive. Is your company struggling to find the right staff? Discover how partnering with us can transform your hiring process. Share your thoughts and experiences in the comments below! #RaynerPersonnel #hiring #TotalTalentPartner #UKeconomy

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Cloudcat Recruitment's series on common mistakes made by SDRs continues. Every mistake listed is one to keep in mind, as they have been suggest by highly successful SDRs and Sales Leaders who I have spoken to over the last few years. Using AI is great, and mastering its usage makes you extremely efficient. The majority of my network is involved in selling or utilising artificial intelligence! But using it blindly is akin to trying to sell to a prospect in a monotonous, under-researched and dry tone. Over-use and brazen use of AI messaging can come across as lazy, unoriginal and most importantly: It does not signify that the seller is a solution-led individual, who wishes to solve a problem. #SDR #salesdevelopmentrepresentative #artificialintelligence

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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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Ready to expand your TA team? Are you considering contract or perm, or maybe an embedded solution? Connect with TA4TA and we can help you curate the right opportunity for the market - and we don’t charge a fee. We have seen lots of false starts recently, so why not arrange a 15 minute call or drop us a note to bounce some ideas around. Even to confirm you are on the right path, or have the right salary range. TA4TA was created because TA professionals often receive the worst candidate experience - which is ironic as they dedicate their careers to helping candidates and organisations promote their brand. It’s time to give a little back, and support TA Pro’s with an experience they deserve. If you want to meet in person, come and see us at 🎪 RecFest 🎪 , or book in a quick call using the link in the comments. #TA4TA #RecFestUK #TalentAcquisition #Careers #CandidateExperience

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Three things you need to assess BEFORE considering RPO solutions... 1. Do you deliver on your roles. The average fill rate for agencies in the UK is 20%-30%. This should be above 70% for your best customers. 2. Do you have high level customer relationships with the decision makers and board. These stakeholders need to be your advocates. 3. Are you committed to working on the business and not just in it. If the answer is yes to all these questions there is only ONE thing stopping you from moving out of the mosh pit and in to the consultative solutions space......YOU. RPO isn't just for the big agencies..... Time to fight back.... #rpo #msp #talentsolutions

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Teaching you how to successfully win and deliver retained business is a core focus of the Retrained Search programme. But there’s more than just theory needed to build a successful and scalable retained search revenue stream. Let’s think about that first customer pitch... What are you going to need? Theory - yes, absolutely. But what about your pitch deck, terms, and what to send when your customer asks for a proposal? All of that comes at a cost, both financially and mentally! We want all of your investment and headspace to be in successfully transitioning to retained. So, when it comes to materials, we’ve made the investment for you - It’s on us! Book your guided tour for a look into our materials, learning portal and community using this link: https://lnkd.in/eMt5_Vue See you there.

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Recruiters – using a pause statement is super valuable when cold calling. Because whenever you receive an objection, your brain momentarily slows down. As it analyses the “threat” and how to best respond. Which is why it’s important to give yourself a second to think (and for your brain to catch up.) And why it’s so useful to use a pause statement to buy yourself some time. As well as letting the prospect know you’re listening to them (helping defuse what has the potential to become an adversial situation.) Something as simple as “I understand” works a treat. Although the exact wording isn’t too important. As long as it sounds natural to you and gives your brain time to catch up.

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In Central London all week on F2F meetings and the sun is shining. ✅✅ I’m looking to meet hiring Managers/Directors in the GTM arena that have an appetite to develop meaningful relationships and interview 4-5 candidates per successful hire - not 50.. 👍👍 Ideally you’ll be a hiring managers fed up with the bombardment of CV’s and no shows with roles that remain unfilled month on month after an unsatisfactory experience that nobody takes ownership of..You’ll be frustrated, under pressure and need a partnership that works for you. 🤞🤞 If you want to genuinely build a relationship with a recruiter that will communicate, offer radical candour and help you fill those hard to fill roles let’s talk if you don’t want that there’s loads of folk out there that will send you the Cv’s you think you want… #techsales. #gtmhiring

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Do you bore your prospects? How many managers are sat there hoping the next call is a recruiter's sales call? Without scientific investigation I'd take a punt and say "very few". So those things you think are objections are more likely to be fob offs - 💩 Go talk to Gary in HR (love you Gary) 💩 We don't use agencies (sure...) 💩 We have a PSL (and P stands for preferred not mandatory) 💩 I'm going into a meeting (at 16 minutes past the hour. Uh-huh) You triggered this. Perhaps you're just being a little too boring Or too stock Maybe even repellent Get some purpose going for them. Be less about your agenda and start talking about theirs. =================================================== 🙌 I'm Jeremy Snell 🙌 🌟 I show recruiters how to standout and create exceptional experiences for their customers 🌟 Stay on point and keep up to date with what I share Click on the 🔔 at the top of my profile 🎙️ Listen to my podcast (people tell me it's good) 📬 Sign up to my newsletter (it's written to be read, not deleted) 🎥 Watch my YouTube channel (short and long form video)

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How much revenue/spend under management are talent solutions providers responsible for in the UK? Fun Friday Fact....this is now over half of all spend in the UK market. And it's a fair bet to say this will only increase. TALiNT Partners' Top 500 staffing firms report also highlights separately the top #rpo #msp and #talentsolutions providers. If you're a talent solutions provider you are obviously going to want to know where you rank, and if you're a provider to talent solutions firms, you're definitely going to want to know know who's in the report. Get it here: https://lnkd.in/eFCKrc2n #staffing #recruitment TALiNT Partners

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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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The latest Recruiter Insider UK Hiring Manager Insights Report is now available. The impact hiring managers have on placement outcomes cannot be understated and the data clearly shows that a poorer experience leads to less positive placement outcomes. If you are not measuring this you need to be or you are simply missing out on placements. Come talk to me about how we can help you plug this gap. Download the latest report here - https://bit.ly/3Ye3AuP

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The data doesn't lie. Insights into how UK hiring managers are impeding your ability to fill your roles. If you want to start improving your conversion to placement book in a demo - https://lnkd.in/gJK_cpHv

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