Ben Westwood

Over recent years, we've seen AI impact every stage of the product lifecycle. And as the tools continue to evolve, their impact is set to grow. 📈 Has your recruitment strategy considered AI impact? Scienta has put together a whitepaper covering: 🔎 Emerging Skill Requirements 💰 AI Salary Benchmarking 🤖 Utilising AI in Your Recruitment 😍 Attracting AI/ML Talent Download the full whitepaper for free on your website ⬇ https://lnkd.in/e-ZH4Hdt #AI #lifescience #AIinlifescience

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HR Market Snippet As we've seen for the last few months ER/IR Heavy roles are in high demand one of the few areas of HR that almost hasn't seen a decline in ad volume (SEEK). The application per role is rising making it more competitive than ever. For those who are looking 🔎 One thing I do want to say is that this highlights the importance of networking and using LinkedIn to the best of your ability. What you see on Linkedin or SEEK isn't a true representation of the available opportunities. The increasing volume of applications is placing a toll on small-medium businesses that don't have a mature screening process and will look heavily to referrals or networks rather than traditional job postings. Connect with ideal companies, maybe even a couple in your local area, connect with your next potential manager and promote yourself! For those leading an HR Team 🏋‍♀️ Junior-mid HR talent especially in larger companies that may feel siloed, are typically on the proactive hunt this time of year. So check in with your team, open up discussion and keep them engaged! Here's to a promising H2 #hiring #leadership

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Going global with your Early Careers strategy can help you identify new opportunities, increase efficiencies, and improve business and hiring processes. Scaling from a local to global Early Careers strategy may feel like mountains need to be moved. We’ve got a roadmap for the route. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #WeAreAMS #TalentIsOurWorld

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Question: Diane, What are your thoughts on working contingent vs. retained searches? I've been on the retained side, but I see possibilities for delegating people to work contingent roles. I know you love contract placement - this could be an interesting way to break into it... My Anwser: take the contingent work -- there are lots of people who will do splits, work with them or use contractors or employees. Some people prefer contingent to retained because you can decide which roles to work on and are not beholden to certain searches - that's a personal preference. As for contingent as a way to "break into" contract placement - makes no sense. There's no "breaking into it," you just do it. Ask your current and past clients where they need contractors or where they use them or could use them, and then sign up with an employer of record who does all the back office, compliance, invoicing, payroll, and insurance. I can introduce you to the ones I like best if you need recommendations for a good back office/ EoR ps: If you join my program, people share resources like a good VA Sourcing firm that one of the members has tried and tested.

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The data is clear, the candidate experience that the hiring manager delivers at interview directly impacts placements and placement risks (turnover once the candidate starts). If you are not measuring this (and if you are not using Recruiter Insider you aren't) you are not making as many placements as you should be.

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Recruitment consultants are drowning in notifications. And guess what? Most of them are getting ignored. ❌ Too many alerts = overwhelm. So, how do you cut through the noise? Prioritise. Minimize. Focus. Only the key alerts should make it to their desks. The right tasks at the right time – that’s how you drive results. Pro tip: Tell your recruiters ➡️ Why they’re getting the alert. ➡️ Who it’s about. ➡️ The exact steps to follow. One of my clients even weaves in advice from their internal recruitment trainer right into the notifications. It’s like having a personal coach guiding consultants every step of the way. But what if I told you that you could take this a step further? That’s exactly what I’m offering: Join me for a weekly online session over 4 weeks, and I'll personally show you how to set up 4 brilliant business development automations within Bullhorn Automation. With these automations: 🏆 Cut through the noise with perfectly timed notifications. 🏆Ensure your consultants focus on what truly matters. 🏆 Drive more client leads effortlessly. 🔹 Just 60 minutes a week for 4 weeks = more clients, more leads, more success. If you're ready to take your BD strategy to the next level, DM me the word "BOOTCAMP," and I’ll send you the details. Let’s turn your notification chaos into a streamlined, high-performing system.

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