Tom Pollock

♻ 🌍 ⚡ 🏢 Want to know how your pay stacks up against your peers in the #BMS space? During your break why not take 30 seconds to fill out of 2024 BMS Salary Survey - Whether perm or contract we have you covered! 👇 📊 Join us in uncovering current compensation trends and shaping industry pay standards. ✅ Gain valuable insights on market competitiveness ✅ Benchmark your salary against industry peers ✅ Receive our findings straight to your inbox Head on over to https://lnkd.in/e_cKbH3Y Don't miss on this opportunity to stay informed and ahead of the curve! 💼💡 #BMS #SalarySurvey #IndustryInsights

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The recruitment market is witnessing a shrinking permanent market and a slow-growing interest in more contract work. With businesses grappling with budget constraints and volatility, the draw of flexible staffing solutions is growing notably. My desk has certainly seen an increase in contract work in 2024, IR35 plus the pandemic meant a big swing in the favour of permanent opportunities for financial and job security. Now with the pandemic behind us and people getting their heads around the IR35 situation we're seeing more contract opportunities and candidates back in the contract market..........so why are contractors good for businesses.... - Flexibility 👍 - Cost and time savings 💵 - Instant impact ⚡ - Temp cover at short notice ⌚ - Ease of separation 👫 If you;re a contractor how are you finding the market at the minute? Is it more vibrant for you at the moment? Let us know if we can help 😁

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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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I'm constantly looking for ways to improve our tech stack, in order to enable the Partners to achieve the best possible results. We're coming up to renewal on our ZoomInfo contract, amongst other things...so I'm in full research mode. Recruitment network - I would love to hear your opinions. Thoughts on ZoomInfo? Any other tools you'd recommend? Anything you cannot live without? Thanks 🙏 #zoominfo #salesql #chatterworks #loxo #recruitment #recruitmenttech #recruitmenttools

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People will remember those companies who treated them well at interview stage. We are firmly in an employers market but it is still fundamentally important to set a great first impression when a candidate enters a interview process with your company. ✅ Do: - Provide regular updates (No news is news) - Ensure a smooth process with the 1st and follow up interviews within a week of each other - Spend the first part of the interview selling your company and fully explaining the role - Where possible meet face to face and give your potential hire the time of day ❌ Don't: - Keep the candidate in the dark for weeks on end - Have a one way question question question style interview - Involved 7/8 stake holders with multiple rounds - Low ball a candidate after the interview Remember this is a very small market and reputations can quickly form. When the market booms and we pivot to a candidate driven market they will remember how they were treated. #interviewprocess #companyreputation #newjob #SAP #S/4HANA

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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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Why do recruiters put up with clients putting them in a 'no win no fee' box? NorthStar People are working with recruiters helping them in taking back control and winning hearts & minds of clients... shifting the dial to RPO & MSP.

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****STAFFING A LAUNCH PROJECT**** Each Workday launch project needs the right staffing approach to gear you up for success. In the clip I explain what we would typically suggest. Bring in SME's during the project to help you stay on track. After Live there is often more project work through stabilisation and optimisation but that's also the time to consider permanent headcount to manage and support your system. #focuscloud #workday #recruitment

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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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Top 7 challenges when recruiting Cloud Specialists: High demand = Extremely competitive hiring landscape Skills = Finding right technical mix Salary expectations = High demand = High salaries Retention = Attracting and retaining talent in a competitive market Cultural fit = Aligning with company values / mission Remote work challenges = People expect a lot of flexibility now Vendor lock-in = Balancing multi-platform skills Navigating these challenges requires a deep understanding of the Cloud talent market. My customers come to me because they usually have a mix of these problems. If you're hiring in Cloud and not getting the results you want, let's talk. With the right approach all these problems are fixable!

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Despite a hesitant start to the year, demand has sprung back for these roles in the market. However, there is a shift that companies are now looking to hire more on a permanent basis than on a short term or contracting basis. Talk to me if you are looking for top talent to fill one of these roles.

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Want a standout candidate experience? Try this recruitment automation tip: Complete the candidate journey yourself. From start to finish. Every pathway. Every sequence. Every touchpoint. You’re looking for: - Sticking points - Getting lost - Confusion - Delays - Gaps If you feel it, your candidates will feel it. Most agencies “prioritise" the candidate experience. But have never gone through their hiring process. Want to improve the journey for candidates? This is a good place to start. P.S. Prioritising candidate experience is crucial. Don’t build automation in isolation. Always think about the impact on your candidates. → Follow for more. #bullhorn #recruitment  #automation  #candidateexperience

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Here is a list of the key reasons I’ve heard from agencies over the last 8 years that I actually agree with as to why measuring the candidate experience isn’t a priority for them right now. There isnt one! Not a single one. Candidates deserve the best service you can give and if you aren’t measuring it you can’t improve it. No one is perfect but we can all improve.

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Given all the discussion around AI in Governance, we highly recommend reading the excellent Technology article written by our sponsors Kuberno in our 2024/25 Governance Market Guide, available to download free now! #AI #Governancetech #marketguide

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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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Is your recruitment website effectively attracting the 3 Cs? Candidates, Clients, and Consultants. It's essential to have a user-friendly platform that caters to the needs of all three groups. ☑ Create a seamless experience for candidates to apply. ☑ Showcase your success stories to attract clients. ☑ Highlighting the benefits for consultants to join your team. And you can ensure that your website maximises its potential for success.

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In recruitment, standing out from the competition is the goal. But what does it take to create a compelling sales pitch that resonates with clients and candidates?  The secret lies in fine-tuning your sales pitch, building deep connections, and staying consistent with your approach.  In this guide, we break down the strategy in detail. Swipe through to learn about: ✅ Identifying and refining your ideal client. ✅ Uncovering your key selling points. ✅ Building emotional connections. ✅ Knowing when to pitch. And feel free to download a copy to your computer for future reference. Out of interest, how are you refining your sales pitch to make it stand out? Feel free to share in the comments. 💡 P.S. If you're keen to dive deeper into these strategies or need further clarification, you're welcome to message me here on LinkedIn or book a call here: https://lnkd.in/eq6SCeTU #SalesPitch #Recruitment #Staffing

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In recruitment, standing out from the competition is the goal. But what does it take to create a compelling sales pitch that resonates with clients and candidates?  The secret lies in fine-tuning your sales pitch, building deep connections, and staying consistent with your approach.  In this guide, we break down the strategy in detail. Swipe through to learn about: ✅ Identifying and refining your ideal client. ✅ Uncovering your key selling points. ✅ Building emotional connections. ✅ Knowing when to pitch. And feel free to download a copy to your computer for future reference. Out of interest, how are you refining your sales pitch to make it stand out? Feel free to share in the comments. 💡 P.S. If you're keen to dive deeper into these strategies or need further clarification, you're welcome to message me here on LinkedIn or book a call here: https://lnkd.in/eq6SCeTU #SalesPitch #Recruitment #Staffing

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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)........? 🤔