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Are You Ready for the New Hiring Reality? Top Trends Employers and Job Seekers Must Know Now! Get in touch with Geoffrey Hulbert or Ollie Ballard for a confidential chat!

I noticed this week that after almost three years with The Firm, I am now connected with over 5000 people on LinkedIn, the majority of whom are in-house recruitment and TA folks! 😮 I'm proud to be part of a community and industry that prides itself on supporting others, generosity of spirit, and connection, so ignoring the fact that the pesky algorithm can limit the reach of posts to our audience, I'm using this as an opportunity to ask for your help....! 📣 We are currently working in partnership with Adam Gordon and Poetry - the recruiter workspace, to conduct a study on how recruitment teams use their time. This is where you come in! If you work in recruitment, are you able to take just five minutes to complete the survey linked below? The study aims to uncover how TA professionals allocate their time and identify opportunities for efficiency, so as well as the opportunity to get your mits on a v*ucher of your choice (starring the word so the competition bots don't get wind!), you'll also you receive a copy of the research which could help you and your teams improve your own processes and ways of working. Bonus! If you could complete the survey and/or comment/like and share to your networks, I'd be extremely grateful! 🙏 Take part: https://lnkd.in/eV6HSQbk #TalentAcquisition #Inhouserecruiter #Research #Efficiency #Innovation #HRInsights

I've been speaking with a number of clients this week. Mainly around benchmarking salaries for 2025 requirements, as well as coming up with a hiring strategy we can Implement in the new year💪 Why Now? As the year draws to a close, many companies find themselves at a cross roads for planning for the future, and one of the most important priorities should be developing a robust hiring strategy for especially for Tech staff🧑💻👩💻 December & January is a high-traffic period in the job market. Many professionals use the quieter December weeks to reflect on their careers, often resulting in a surge of job applications in January. For employers, this is an opportunity to tap into a talent pool motivated by New Year's resolutions and new beginnings. A well-prepared hiring strategy ensures that companies can attract and secure the best candidates before the market becomes overly competitive🤼♂️ The timing of recruitment in January however, presents both advantages and challenges. On the positive side, many potential candidates have a renewed focus and clarity about their professional goals, making them more engaged and open to exploring opportunities. Additionally, as budgets and hiring plans are typically refreshed in the new fiscal year, businesses often have more flexibility to onboard new talent😊 On the flip side, the increased activity in the job market also means stiffer competition among employers, with candidates often weighing multiple offers. Moreover, the overwhelming volume of applicants during this period can make the recruitment process more time-consuming if a clear strategy isn't already in place🤔 To capitalize on this pivotal hiring season, organizations need to act. Waiting until January to start planning may mean missing out on the best candidates or being forced to rush through the hiring process. Instead, businesses should define their staffing needs, streamline their interview processes and align their employer branding to stand out in the crowded marketplace. By proactively addressing these steps, companies can not only secure top talent but also ensure their technology teams are well-equipped to meet the challenges of the year ahead🚀

Exciting News for Recruitment Agency Leaders! Are you struggling to keep up with the fast-paced tech talent market? Want to get ahead of market trends and seize opportunities before your competitors do? Introducing our Tech Talent Intelligence Newsletter – your weekly dose of insider insights designed exclusively for tech recruitment agency owners. What's Inside? 📈 Real-time Data Collection: From the biggest job boards to give you the edge in talent acquisition. 🤓 In-depth Technology and Product Research: Understand the skills and roles that are in demand, making your recruitment efforts more targeted and effective. 🌎 Macroeconomic Analysis: Stay ahead of market dynamics that impact the tech recruitment industry. This is not just another newsletter. It's your strategic advantage in the fiercely competitive tech talent market. 🔗 Sign up for FREE and transform the way you recruit: https://lnkd.in/dsRncEpU Let's redefine the future of tech recruitment together! 🌟 #TechRecruitment #TalentAcquisition #RecruitmentTrends #TechTalent

Are recruiters and job seekers speaking the same language? the numbers say otherwise! ✨ This eye-opening article reveals the disconnect between recruiter intentions and job seeker realities—highlighting key stats that show how misaligned expectations could impact hiring success. If you’re a recruiter or a job seeker, understanding these insights is essential to navigating today’s evolving job market. Dive into the data and see how bridging these gaps could transform the hiring experience for everyone involved! 📊⬇️ https://lnkd.in/gwKXBYRE

🔍 Are you asking the right questions before giving a search to your recruiter? Before entrusting a recruiter with your critical hiring needs, there's a crucial question every hiring manager should ask: "What are the metrics for my position in this city?" Imagine the confidence of knowing your recruiter has a deep understanding of the local talent market and can provide detailed metrics. It’s a game-changer that ensures you’re making an informed decision. Here’s why this question is vital and what you should expect from your recruiter: 1. Local Market Knowledge: A qualified recruiter should have a comprehensive understanding of the local talent landscape. They should be able to provide data on the number of suitable candidates, salary ranges, and competition for the role in your specific city. According to LinkedIn, understanding local market dynamics is crucial for effective recruitment. 2. Data Transparency: Ask for a snapshot of their database showing the number of potential candidates. This transparency helps you gauge their preparedness and depth of market knowledge. Glassdoor emphasizes that data-driven recruitment leads to better hiring decisions. 3. Full Market Coverage: Ensure your recruiter can map out the entire addressable market and identify top performers. This comprehensive approach increases the likelihood of finding the best fit for your position. A study by SHRM highlights that thorough market research is key to successful talent acquisition. Want to ensure your recruiter is fully equipped to handle your search? Book a call with me through the link in the comments, and let’s discuss how we can meet your hiring needs with precision and expertise. 💬👇 #Recruitment #TalentAcquisition #HiringProcess #TopTalent #LocalMarketKnowledge #FrederickFox

🔍 A major hurdle in today's hiring process is 'candidate experience'. With the competitive job market, the way a candidate perceives and interacts with your organization before, during, and after the hiring process can greatly influence their decision to accept the job offer. 💡 Leveraging tools like SurveyMonkey (https://lnkd.in/d9j4WzqW) to capture candidate feedback can greatly aid in enhancing the candidate experience. This invaluable insight could highlight areas of improvement that could potentially enhance the overall candidate journey and influence positive outcomes. #CandidateExperience #TalentAcquisition #HiringProcess #HRStrategies #CandidateEngagement Fostering a positive candidate experience could set us apart! How are you ensuring a positive experience for your candidates? Share your strategies and thoughts in the comments. 👥🌟✨

Delighted to be able to bring our first ever multi-discipline candidate sentiment report to the market. Broken down by head office / professional function, find out: 💱 What functions candidates are most keen to change jobs? 🏃♀️ What are the motivators between wanting to move and wanting to stay? 💹 What do candidates value most by function? 🏘 What % of candidates are remote vs hybrid vs office? Plus much more. As this is the first research we have done in the non-tech space, as always I would be keen to hear your feedback and thoughts.

We don't have all the answers so co-design with our customers central to what we do at Benchmarcx. Here are three new features that have today gone live - all have come from our customers: ⭐ Recruiter Experience Survey We are giving a voice to recruiters to capture their experience of working with hiring managers. This compliments the Hiring Manager Experience survey, and helps identify potential areas of improvement and development. This is a benchmarked survey and results can be displayed by Business Unit/Department (where activated), and role type. ⭐ Internal / External Candidate Filter This new filter will allow you to segment the data in your results dashboard, across all of our candidate experience surveys, by internal candidate, external candidate or All candidates. 62% of people who have applied for an internal role, also have applied for a role externally at the same time - so ensuring excellence in internal candidate experience as well as external candidate experience is crucial.   ⭐ Withdrawn Candidate - Post-Offer Survey (Now Live) Discovering why candidates have not accepted your offer is crucial to becoming more efficient and ultimately hiring your first choice candidates. This new survey, which is benchmarked, helps you understand the reasons but also allows you to compare your scores to other employers looking to hire the same skills, ultimately showing you why you maybe losing talent to your competition. Additionally we have asked candidates which employer they have decided to join and why they decided to withdraw from your process in a text response question (you can filter these results by role type). 💡 Join over 80 employers benchmarking their candidate experience with us. Benchmarcx - because you are not the only employer they have applied to. #recruitment #talentacquisition #candidateexperience #HR

Wave's Q3 Recruitment Trends report is out now. Here are the headlines from the last quarter 👇 📊 Applications surge 45.5% while job postings drop 10.6%, tightening the job market. 🗓️ Jobs posted and applications misaligned by 5 days. 📚 Education leads in job postings, while manufacturing attracts the most applications. 🚀 Management consultancy sets a new record for average applications per job. 📣 CV-Library with most jobs posted at 15%, while Totaljobs received the highest % of applications at 39%.