UK industrial temp desks

UK Industrial Temp Positions
What’s your monthly billing goal? I’m beginning to think my company has gone a bit overboard with the targets they’ve set for us!

Recruiting with AI?

Exploring AI in Recruitment

Hello Recruiters! Having transitioned from corporate roles to running my own business, I fully grasp the challenges both job seekers and employers face in the hiring process.

I’ve been contemplating the development of a tool that allows individuals to upload their resumes and LinkedIn profiles, along with any additional information they can provide. This AI-driven solution would then analyze global job postings to identify suitable matches. Once a potential match is found, a qualified recruiter could further ensure the fit.

Is there an existing solution like this on the market? If so, I’m curious about its accuracy and effectiveness. Your insights would be greatly appreciated!

What really matters to employees?

What truly matters to employees?

Employees prioritize:

• Receiving fair compensation for their contributions
• Experiencing respect and genuine concern
• Enjoying flexibility and a healthy work-life balance
• Valuing transparency, honesty, and a sense of belonging

What employees don’t prioritize:

• Branded merchandise from the company
• Social gatherings after work
• Monthly pizza parties
• Motivational posters on the walls

Work should complement our lives, not dictate them.

Struggling to generate leads to prospecting clients

Struggling to Generate Leads for Prospective Clients

I’ve recently joined a recruitment agency that’s focused on the crypto sector. While it’s a niche market, I’m sure you all know that generating strong leads is crucial for business success. In the blockchain space, particularly within data science—which is my area of focus—it’s challenging to find top-notch candidates who are not only currently interviewing but also have a wealth of experience.

As a result, I’m not generating as many leads as I’d like, leaving me with limited opportunities. Having only been in this role for four months, I’m feeling the pressure from management to deliver results.

I would greatly appreciate any tips or creative strategies for identifying target companies and generating leads. Thank you!

Employees mentally resign months before they physically put down their paper!

Employees often begin to mentally check out long before they officially submit their resignation. A company doesn’t truly lose an employee when they hand in their notice; the departure occurs much earlier in their mindset. Fortunately, in many instances, this situation can be avoided!

Agency Consultants: How Do You Business Develop

Agency Consultants: What’s Your Approach to Business Development?

What strategies are you employing for business development?

To kick things off, here are a few tactics that might inspire you:

• Live Job Searches: Browse open positions on job boards like Indeed. Identify the hiring manager, and reach out with a cold email sequence, a Spec CV, or a cold call.

• LinkedIn Cold Messaging: Utilize LinkedIn Sales Navigator to pinpoint your target audience. Implement a three-step connection strategy: start with a simple connection request, provide value, and then include a call to action.

• Email Marketing Campaigns: Compile a list of your target audience from LinkedIn, extract their email addresses, and initiate a three-phase email campaign.

• Insights Campaigns: Generate market insights on topics such as salaries, industry benchmarks, executive movements, and overall industry outlook. Share this information through email campaigns directed at your target audience (this can also complement your Email Marketing or LinkedIn Cold Messaging efforts).

• LinkedIn Ads (currently trialing): Create a targeted audience and design an ad. Those who engage with the ad can be retargeted with more focused lead generation forms. While traditionally people advise simply picking up the phone, I’m exploring whether a scalable funnel using LinkedIn retargeting ads could yield great results. It’s early days—two weeks in, I’ve spent £200, generated 39 clicks, and achieved 6,000 impressions, but those numbers don’t tell the whole story. I’m eager to see how it evolves!

• Reference Gathering: During candidate interviews, ask for references and leverage those connections.

• CV Stripping: Research past companies, find the hiring manager, and reach out through cold emails or calls.

• Interview Intel: Discover who the hiring manager is, whether they have resigned, and if they are being replaced. With consent, follow up with a BD email or cold call.

• Interview Intel 2: Inquire about where candidates are interviewing to identify the hiring manager, then reach out via email or cold call.

• Open to Work Candidates on LinkedIn: If someone’s labeled as “Open to Work,” reach out to their hiring manager as part of your touchbase sequence.

• Referrals from Current Clients: Don’t hesitate to ask existing clients for referrals to help expand your desk.

• LinkedIn Contextual Posting: Share insights on LinkedIn several times a week to build your voice in the industry and attract inbound and warm leads.

What other strategies have you found effective?

P.S. I’m not claiming that any of these methods are flawless; they’re simply observations based on what I’ve experienced.

I am a UK Recruitment Consultant trying to work the US market

I’m a Recruitment Consultant from the UK looking to expand my reach in the US market. Here’s a bit of background: I have six years of recruitment experience, with the first four focusing primarily on business development and account management. During that time, my colleagues were responsible for sourcing candidates. For the past two years, I’ve concentrated exclusively on the US market, moving from a reliance on a separate team to personally finding candidates for my clients.

My specialty lies in recruiting software engineers with expertise in Microsoft .NET. When I entered the US market, I adapted the same strategies I’d used successfully in the UK—such as cold-calling candidates to learn about their interview schedules and scouring job boards for active openings. From there, I reached out to companies with anonymized profiles of potential candidates to pique their interest and establish connections.

Since my initial foray into the US market, I’ve refined my approach. Given the abundance of leads available on job boards, I no longer engage in cold-calling candidates. Now, after identifying a potential hiring manager, I’ll attempt to reach them via phone a couple of times within the first two days. If I don’t have success, I follow up with an email, subsequently reaching out by phone again. This process unfolds over about four weeks, during which they receive a total of seven emails (one initial and six follow-ups).

This strategy is consistently applied across all companies I’m targeting. On average, I pursue about 10-15 new companies daily. When factoring in my ongoing pitches and regular “check-in” emails to current clients, I end up contacting around 80-100 companies each day.

I genuinely love my work and have dedicated significant effort to make this transition successful.

I would greatly appreciate any advice on securing new business or insights from others’ experiences as recruitment consultants in the US. Thank you!

Quality of applicants – USA vs UK

Applicant Quality: USA vs. UK

I’m interested in hearing about others’ experiences regarding this topic.

As a recruiter specializing in niche technical positions in both the UK and the US, I’ve noticed a significant difference in applicant quality.

When I post a job on LinkedIn in the UK, around 1 in every 15 candidates typically meets the minimum qualifications. In contrast, in the US, it’s more like 1 in 50.

This leads me to wonder if the overall quality of applicants in the US is lower than in the UK. Does anyone else find this to be the case? Do US candidates tend to take more chances than their UK counterparts?

For context, I ensure that all my job postings clearly outline the minimum qualifications and include screening questions.

Interestingly, I’ve also observed that my LinkedIn recruiter messages receive a much higher response rate in the US (40%) compared to the UK (25%).

New Google/Yahoo spam filters take effect in Feb.

Important Update: New Google and Yahoo Spam Filters Starting February
Have you or your IT department reviewed your DMARC and DNS settings to ensure your emails align with the upcoming changes to Google and Yahoo’s spam filters? Mark your calendars for February 1st, as that’s when these new spam filtering rules will take effect.

For more details, you can read the article here.

Before the changes roll out, check your domain’s reputation using Mail Tester. This tool will help you determine your current score and identify any missing DMARC, DKIM, or other settings. I recently improved my score from 9/10 to 10/10 with their suggestions!

IT recruitment case!

Seeking Help with IT Recruitment

Hi everyone, I’m in a bit of a tough spot and could really use your assistance. I’m currently applying for junior recruiter positions after struggling to find opportunities in my field of communications. I’ve previously worked with an NGO, but my experience in recruitment is quite limited. The only relevant experience I have is supporting the HR department while I was a receptionist at a large plant just before I graduated.

The challenge I keep facing is that foreign companies often ask for examples of complex recruitment cases I’ve handled, and to be honest, I’m struggling to come up with a solid example. If anyone here has experience in recruitment, particularly in IT, I would greatly appreciate hearing about a real case you worked on and how you approached it.

I’m feeling the pressure as I’ve been job hunting for months, and I’m close to exhausting my savings. I’m also facing the risk of losing my rental home. Thank you so much for any guidance or advice you can provide! It truly means a lot to me.