James Drysdale

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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In my post today, we're looking at a shift in the world of recruitment. Last week, the European Union published the Artificial Intelligence Act in the Official Journal of the European Union, and it's set to rewrite the rulebook for how businesses use AI. But what does this mean for recruiters and employers? Let's break it down into bite size chunks. First, let's be clear: this isn't some obscure tech regulation. It's a sweeping law that will affect any company using AI in the EU, including those in recruitment and HR. If you're using AI to sift through CVs or conduct video interviews, you need to sit up and take notice. The Act takes a risk-based approach, categorising AI systems based on their potential impact. Many recruitment tools could (more than likely) be classed as 'high-risk' because they influence people's job prospects and, by extension, their livelihoods. This classification brings with it stringent requirements. For recruiters and employers, the implications are significant. You'll need to ensure your AI tools meet new standards for fairness and transparency. Can you explain how your AI makes decisions? You'll need to. Are you certain it's not discriminating against candidates? You'll have to prove it. The Act also raises the stakes on data protection. If you're handling candidate data, the rules are about to get tighter. And if you're using AI to make hiring decisions, you might need to introduce human oversight. The penalties for getting this wrong are severe. Fines could reach €30 million or 6% of global turnover, whichever is higher. It's a figure that should make any business pause for thought, as they did with the introduction of GDPR. But it's not all doom and gloom. The Act includes measures to support innovation, particularly for smaller businesses. Companies that adapt quickly could gain a competitive edge, positioning themselves as trustworthy and ethical in an increasingly AI-driven job market. So, what's the bottom line? If you're in recruitment or HR and you're using AI, you need to act now. Review your tools, understand the new rules, and start planning for compliance. This isn't just about ticking regulatory boxes; it's about maintaining trust with candidates and employees in a world where AI is increasingly making decisions that affect people's lives. The question is: are you ready for it? As we've seen, the timeline for implementation is staggered. Within six months, prohibitions on high-risk practices will be enforced. By the one-year mark, we'll see the appointment of oversight authorities. And within two years, stringent obligations for high-risk AI systems will come into play. That’s my look at the EU AI Act and its implications for recruitment. The clock is ticking. It's time for recruiters and employers to prepare for a new era of AI regulation. Keith Rosser Lord Holmes Better Hiring Institute (BHI) Tania Bowers APSCo

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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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What do you think of this? "The latest government data (published June 2024) reveals that the mean average UK weekly wage (including bonuses) across all industry sectors (in England and Wales) is £687 gross (that’s the equivalent to an annual pre-tax salary of £35,724." Interestingly, younger earners under 30 are earning around 25% less than their counterparts aged over 40. This wage disparity raises important questions about career progression, opportunities for younger professionals, and the evolving job market. Be interested on hearing your thoughts are the state of the current market?

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Great article! It is motivating to see our companies making an impact in this space. Veterans have been overlooked for too long. We are high-performing humans, not industry experience to exploit. Bringing the human back into the interview process, highlights our strengths. Forces Horizon's Ai is doing just that. Not removing the human, but empowering!

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We don't use the "market" as an excuse for not being able to perform The reason why is pretty clear - we have the data. I've carried out full scale BD in multiple countries, across multiple industries during the 2021-22 "Boom" right the way through to the apparent "decline" in 2024 Every single time, regardless of industry or geography, I average between a 10-15% conversion from people I speak to (cold) - to meetings booked & 50% conversion from first meeting to onboarding a new customer. All at the same price point (we don't discount - ever) Not only that, the rest of the team get pretty much the same conversion numbers. Why? Because no matter how you slice it - there are people out there who need help hiring the right people. Everywhere in the world. In every industry. So quit moaning & go find some people that need your help. 𝘗𝘚: 𝘞𝘦 𝘴𝘵𝘪𝘭𝘭 𝘧𝘪𝘯𝘥 𝘙𝘰𝘢𝘥 𝘞𝘢𝘳𝘳𝘪𝘰𝘳𝘴 𝘵𝘰 𝘚𝘦𝘭𝘭 & 𝘚𝘦𝘳𝘷𝘪𝘤𝘦 𝘺𝘰𝘶𝘳 𝘦𝘲𝘶𝘪𝘱𝘮𝘦𝘯𝘵 ;)

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