Sumanth Shyamsundar’s Post

As a temporary recruitment agency, you’re not just filling roles—you’re creating career opportunities for people looking to gain experience, develop new skills, and progress in their careers. But how can you help your candidates truly make the most of their temp roles and advance professionally? Here are 4 ways temp work can lead to career growth: ✅️ Expand skill sets: Temp jobs offer exposure to different industries, tools, and tasks. Encourage candidates to view each assignment as an opportunity to gain new, valuable skills. ✅️ Build professional networks: Every temp role is a chance to connect with managers, colleagues, and industry professionals who can open doors to permanent positions or new opportunities. ✅️ Gain diverse experience: By working across multiple companies, candidates can build a rich portfolio of experience, making them more versatile and attractive to future employers. ✅️ Prove reliability and adaptability: A strong performance in temp roles can lead to permanent job offers or high-demand referrals from clients who see their work ethic firsthand. Ready to help candidates grow their careers? Let TempOrganiser streamline the process. #recruitment #recruitmentsoftware #recruiters #temporarywork

So what kind of recruiter are you? Do your due diligence when narrowing down career opportunities. Not all recruiters are built for the same role. 🔬 Scope and Focus: Generalist: Recruiters across various functions and levels with broad job knowledge. Specialist: Focuses on specific roles or industries (e.g., tech, healthcare) with deep expertise. Technical Recruiter: Specializes in technical positions, requiring technical knowledge. ♻ Recruitment Lifecycle Involvement: Full-Cycle Recruiter: Manages all recruitment stages from sourcing to onboarding. Sourcer: Identifies and engages candidates using advanced search techniques. Recruitment Coordinator: Handles administrative tasks like scheduling and communication. 📏 Strategic vs. Operational Focus: Strategic Talent Acquisition: Works on long-term planning, employer branding, and talent pipelines. Operational Talent Acquisition: Focuses on daily recruitment tasks and candidate experience. 🎯 Industry-Specific Roles: Agency Recruiter: Works with multiple clients, often specializing in industries or roles. Corporate Recruiter: In-house role focusing on a company’s recruitment needs and culture. 🌎 Geographical Scope: Local Recruiter: Recruits within a specific region. Global Recruiter: Manages recruitment across multiple countries with a focus on international compliance. 🎚 Level of Experience: Entry-Level: Handles administrative tasks and supports recruitment processes. Mid-Level: Manages recruitment processes, builds relationships, and mentors junior staff. Senior-Level: Oversees strategy, leads teams, and works on high-level recruitment initiatives. 👩💻 Technology Use: Traditional Recruitment: Uses standard job boards and methods. Tech-Enabled Recruitment: Employs advanced tools like AI and data analytics. 🏗 Company Size and Structure: SMEs: Roles are broad and hands-on. Large Corporations: Roles are specialized with distinct teams for different recruitment aspects. Understanding these distinctions can help you tailor your resume & job search. It can also help chart a career development path to align with your skills and goals. Why can't this be easier 😂 Anyone else have any? I know I missed some! #happyhunting #recruiter101 #recruiterlife #opentowork #milcruit

EFFECTIVE RECRUITMENT; TYPES OF RECRUITMENTS Sequence to my previous post, it is important to note the type of recruitments method that can help you as a recruiter attract top talents. By choosing the right recruitment type, Recruiters can help organizations drive business success, attract top talents and retain them. Here are some: Executive Recruitment: Hiring senior-level executives. Through: * Executive search firms * Headhunting * Board of director recruitment * Networking events Benefits: * Strategic leadership * Industry expertise * Change management * Visionary direction Passive Recruitment: Targeting candidates not actively seeking a new role. Through: * Social media * Networking events * Employee referrals * Targeted job postings Benefits: * Access to top talent * Reduced competition * Increased quality hires * Long-term retention Graduate Recruitment: Hiring recent graduates or students. Through: * Entry-level positions * University/college job postings * Internship programs * Campus events Benefits: * Fresh perspectives * Moldable talent * Future leadership potential * Diversity and inclusion Virtual Recruitment: Online recruitment methods. Through: * Online job boards * Virtual job fairs * Social media recruitment * Video interviews Benefits: * Global reach * Cost-effective * Faster hiring process *Increased accessibility Contingent Recruitment: Hiring temporary or contract workers. Through: * Freelance platforms * Staffing agencies * Project-based hiring * Temporary staffing Benefits: * Flexibility * Cost savings * Expertise on demand * Adaptability Diversity Recruitment: Targeted hiring initiatives for underrepresented groups. Through: * Inclusive job postings * Diversity job boards * Partnering with diversity organizations * Targeted recruitment events Benefits: * Increased diversity * Improved culture * Enhanced innovation * Compliance with regulations International Recruitment: Hiring across borders. Through: * Global job postings * International recruitment agencies * Expatriate recruitment * Cross-border hiring Benefits: * Global talent access * Cultural diversity * Market expansion * Competitive advantage Niche Recruitment: Specialized hiring for specific industries or skills. Through: * Targeted job boards * Industry-specific networks * Skill-specific recruitment agencies * Professional associations Benefits: * Expertise * Efficiency * Quality hires * Competitive edge Understanding the various types of recruitment strategies is crucial for attracting and hiring top talent. Choose the right recruitment method for your client's needs and leverage technology, diversity initiatives, and innovative approaches to stay ahead in the competitive job market. #HR #HRRecruitmentNG (Nigeria) #ProfessionalServices #WestfieldConsultingJobs Westfield Consulting

📣 In light of the newly released budget and with rising employee and business costs, it’s even more important to make sure that the people you are employing across your sales, marketing and communications teams are the right people to make sure its a successful long term investment.   🎯Although, yes, there is a cost to agency whether retained, exclusive or contingency, we assess all candidate pools across both the passive and active candidate markets to find the best people at the right time   🔎Advertising for vacancies will only give you access to an average of 55% of your possible candidate pool, the other 45% being the passive (non-active) candidate pool. In the Tech/Saas sector a whopping 57% are passive candidates   🖐️Candidates rely on recruiters as applying for a new job, let’s face it, is a job in itself and we have quick access to hiring managers and market knowledge, which is why the best talent may not be applying for an open vacancy but working with a recruiter instead   🥇We make sure that candidates are the right fit based on not only skillset and experience, but also culture and values and also that salary/package expectations are aligned, so that you have a shortlist of quality candidates after surveying a wider candidate pool Get in touch to discuss your next recruitment project across sales, marketing and communications. #marketingjobs #salesjobs #techsector #saassales #mediasales #engineeringsales Lotus Talent Solutions

Engaging more than one recruiter to fill your job is not a great hiring strategy! Struggling to fill a role with the right candidate? Taking hours of time? Still not landing with the ideal match? If you're looking to fill a vacancy with a great candidate, it may be tempting to engage multiple recruitment agencies. But let me explain why this is a really BAD idea Majority of tech contract and permanent roles are worked on a contingent basis, therefore the recruiter only gets paid for a placement (even if they've spent weeks working the role). Here's what any recruiter worth their salt know is thinking: ➡ Exclusive Engagement - 100% chance of filling and getting paid for my work. Let's do this! I will focus only on this role until it's filled, even if that means working weekends, late nights. ➡ 2 agencies engaged - only a 50% chance of filling and getting paid for my work. I'll prioritize exclusive roles first and then work on this one. ➡ 3 agencies engaged - only a 33% chance of filling and getting paid for my work work. The risk is so high I will cap my time spent working this role to maximum of 1 hour. ➡ 4 or more agencies engaged - 0.00001% chance of filling and getting paid for their work 🤣I won't actively work this role and will only send a candidate if they happen to come across the right fit by chance. In my 28 years of recruiting, the exclusive engagement has the highest chance of success for both customer and candidate. As a recruiter, you have the comfort in knowing you can dedicate enough time to find the right person, not just rely on sticking a job advert out. You'll get a much more focused service Plus, do you really want to be shifting through 30 CVs from 4 agencies and dealing with 4 recruiters?? #hiring #exclusive #businessanalystjobs #precisionsourcing #recruitment

As a temporary recruitment agency, you’re not just filling roles—you’re creating career opportunities for people looking to gain experience, develop new skills, and progress in their careers. But how can you help your candidates truly make the most of their temp roles and advance professionally? Here are 4 ways temp work can lead to career growth: ✅️ Build adaptability: Temp roles teach candidates how to thrive in diverse environments and handle new challenges with ease. ✅️ Showcase dedication: High performance in temp roles reflects strong work ethic, often leading to positive references or full-time offers. ✅️ Explore various industries: Temp work provides firsthand experience in different fields, helping candidates discover their true passions. ✅️ Boost resumes: Short-term roles help build a rich portfolio of accomplishments, increasing employability. Ready to help candidates grow their careers? Let TempOrganiser streamline the process. #recruitment #recruitmentsoftware #recruiters #temporarywork

Why is it hard to get a job as a Recruiter in 2024❓❓ Put simply, both Recruitment Agencies and Corporate Businesses have adopted a low-risk hiring strategy this year, still reeling from the reckless hiring of 2022 We all know what happened following this excess of hiring, bloated TA functions downsized, the market dipped for Agencies, all leading to mass redundancies As we enter Q4 2024, the market still hasn't fully recovered, but it has stabilized So, why is it still hard to get a job as a Recruiter❓❓ 👉 Agencies are really only hiring niche experts with local networks 👉 Full 360 agency experience is essential 👉 It's very difficult for an Agency Recruiter to change sector as the value is in their sector / niche expertise 👉 It's also difficult for Agency Recruiters to move In-House 👉 Most Corporates are hiring TAs through their internal referral network rather than sifting through 100's of job applications 👉 It can often be about 'who you know' rather than 'what you've done' 👉 If you've moved jobs several times over the last 4 years you are seen as high-risk Is the above rationale unfair? Possibly. But most Hiring Managers / Business Owners will say it's justified to avoid what happened in 2023 You may see our posts across Linkedin advertising multiple Recruiter roles all over the country and internationally Yes we are busy, yes the market has picked up, but our Clients are still only making strategic, low-risk hires As always, available for a chat with any / all Recruiters in my network. Drop me a note on this #careersinrecruitment #rec2rec #rectorec

Unleash Your Career Potential with a Specialist Recruitment Agency 🚀✨ Are you ready to take the next big step in your career? If you're in the packaging industry, seeking that perfect job can feel like finding a needle in a haystack. That's where a specialist recruitment agency comes in—and the benefits are indeed compelling. ✅ **Insightful Industry Expertise** As someone who's been in the packaging industry for over 32 years, I've seen firsthand how complex and dynamic this sector can be. Specialist recruitment agencies like Cloud 9 Recruitment have their finger on the pulse of industry trends, hiring patterns, and the skills in demand. 🌟 This insight positions you for roles that perfectly align with your experience and aspirations. 📈 **Streamlined Job Search and Application Process** The job search can often feel overwhelming and time-consuming. With our expertise, we simplify this process for you. We do the heavy lifting—scouring our connections, 🌍 meeting with industry leaders, and shortlisting opportunities that match your qualifications. No more endless scrolling through job listings. Just targeted, relevant opportunities landing right in your lap.🎯 🤝 **Personalised Career Guidance and Support** A job is more than just a position; it's a pivotal part of your life's journey. At Cloud 9 Recruitment, we provide personalised career support. From CV tweaking ✍️ to interview prep, we ensure you're not just another application in the pile. Our Skills and Psychometric Assessments align your strengths with the ideal role, making your job search not only easier but more effective. 📊 **Data-Driven Decisions** Did you know that in 2023, 78% of job seekers who used specialist recruitment agencies in the UK secured roles within three months? 📅 [Source: Office for National Statistics] This isn't just a statistic; it reflects the power of tailored recruitment strategies. We utilise data-driven insights 📉 to ensure you're matched with employers looking for your specific skill set. Have you used a specialist recruitment agency before? 🤔 If you're searching for your next role in the packaging industry, reach out to us at www.cloud9recruitment.com. Let's make your next career move the best one yet. 🚀 #packaging #recruitment #careergrowth #cloud9recruitment

Guide to Effective Recruitment & Selection: Best Practices for Hiring! Hiring the right people is crucial for your organization's success! Whether you’re a small business, large corporation, or nonprofit, a strong recruitment and selection process helps you find top talent and reduce turnover. Here’s a simple guide to get you started: What is Recruitment? Recruitment is about attracting the best candidates to apply for a job opening. You can do this by posting job ads, using social media, and tapping into internal talent. What is Selection? Selection is choosing the best candidate from the pool of applicants. It includes interviews, skill assessments, and background checks. Why Does Recruitment & Selection Matter? ·       Attract Top Talent: Reach a wide pool of qualified candidates, including those not actively job hunting. ·       Save Money & Time: Avoid costly hiring mistakes and turnover. ·       Promote Fairness: Create an unbiased, structured process to give all candidates a fair chance. Steps in the Process: 1.     Create a Clear Job Description 2.     Advertise the Job 3.     Screen Resumes & Applications 4.     Interview Candidates 5.     Test & Assess Skills 6.     Select the Best Candidate & Make the Offer 📈 Boost Your Hiring with Technology- Use tools like LinkedIn, Hirect, or an Applicant Tracking System (ATS) to streamline your process and find the best candidates faster! 👉 Follow these steps to hire smarter, faster, and more effectively! #hiring #recruitment #jobhiring #talentacquisition #employeeengagement #jobsearch #careergrowth #hr #recruitmentprocess #hrbestpractices #ats #nonprofithiring #techinhr #hiring #recruitment #jobhiring #talentacquisition #employeeengagement #jobsearch #careergrowth #hr #recruitmentprocess #hrbestpractices #ats #nonprofithiring #techinhr. LinkedIn LinkedIn for Marketing LinkedIn News India LinkedIn News LinkedIn Talent Solutions Linkedin Sales Navigator Premium LinkedIn Life LinkedIn Skill Pages LinkedIn Collective LinkedIn News UK LinkedIn News Asia LinkedIn News Europe LinkedIn News DACH LinkedIn News Australia LinkedIn News Africa LinkedIn News Middle East LinkedIn! Post Posted By Rohen R Murari /Ronnie!

It's true that there are indeed different types of recruiters, each with their own focus and responsibilities. Here's a summary of each type: Internal Corporate Recruiter: Works within a specific company to fill roles exclusively for that organization. Typically partners closely with hiring managers or departments to understand the specific needs of the business. Paid a salary by the company they work for. Executive Search Recruiter: Acts as a consultant specializing in finding, engaging with, and selecting executive-level talent. Operates independently from the hiring organization and often manages a small number of high-profile opportunities. Compensation may come in the form of a retainer or a fee for successful placements. Agency Recruiter: Works with multiple companies across different industries, filling roles that can span from entry-level positions to senior leadership. Agencies often specialize in certain industries or types of roles. Manages relationships with both clients (hiring companies) and candidates seeking employment. Compensation can be based on retainers or fees for successful placements. Staffing Recruiter: Focuses on quickly filling temporary or contract positions for various companies. Positions filled can range from warehouse workers to administrative assistants. Typically compensated with either a flat fee or a percentage of the hire's wages. Understanding the distinctions between these types of recruiters can help job seekers tailor their approaches and interactions accordingly, depending on the type of role they're seeking and the context of their job search.