Lisa McGuinness

Are you looking to start a new hire in the new year? You had better start the recruitment process soon if you are. We are fast approaching the end of the calendar year. 💭 From shortlist to contract on average permanent hires take 2 weeks and contract hires take 1 week. 💭 On top of that you need 4 weeks for the new hire to resign from their current role, with holiday and shut downs, this can take longer at this time of year. 💭 This is a minimum of 3 weeks to get a contractor started and 6 week process for permanent hire, that is if everything runs on time. Ready, steady go 💨 #newhire #2025 #recruitment #data #Australia #NZ #contract #permanent

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Here are some compelling reasons why partnering with MAK Jobs Permanent division is a smart choice: ❗️ The average cost to fill a job vacancy ranges from £3,000 to £5,000, covering expenses like advertising, interviewing, screening, and onboarding. Finding the right candidate is crucial due to the high costs involved in recruitment. ✅Partnering with MAK Jobs can help save both money and time in the recruitment process. ❗️The average time to fill a job vacancy is approximately 42 days, but companies should hurry their recruitment process to prevent losing qualified candidates to competitors. ✅MAK Jobs guarantees to fill your vacancy within a short period of time. ❗️Employee referrals are highly effective in recruitment. ✅ MAK Jobs benefits from a strong reputation that generates numerous referrals from both employees and clients. ☎️ Speak to us today to learn about benefits working with MAK Jobs

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Are you "looking" or are you really looking for a new role? Last week was interesting, I was searching for new roles but got a different outcome. I finished the week with an overwhelming feeling that every hiring manager in my network was looking for a new role. Surely that can't be possible? Well reflecting I think it's two options. 1) They are being nice, the natural human response to not appear to be a dick. They aren't hiring but they say they are looking to soften the blow and keep the door open to a conversation so I don't skip over them the next time I have something juicy that fits them. 2) The last 18 months have been tough and they want something new. As a hiring manager, it's not been the best experience especially if team members have been made redundant or left and they haven't been able to replace them. How is my logic? PS - Before I get a flurry of messages asking when I think the leadership market will pick up, it's Q1 - Q4 is going to be full of essential roles and role that have been kicked down the road since Q2. Bonafide leadership roles that will have a remit rather than managing things will be Q1.

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RECRUITER? NEED NEW BUSINESS? 👇 Check out the latest RecConnect Learning Hub. The Modern Guide to Winning New Recruitment Business 💰 23rd April, Online, FREE In the current climate, winning new business is a core focus for most recruitment agencies. Join this webinar to discover how you can get more out of yours and your team's efforts, and the technology you need to be successful. Learn how to: 💥 Lay the fundamental foundations for new business success 💥 Construct targeted outreach 💥 Build pipelines to ensure regular sales 💥 Nurture and close leads 💥 Adapt to changing situations and find winning solutions If you're a recruiter wanting new business, this is the session for you. Sign up today and build your new business strategy to win new clients, develop existing ones, and make more placements. We've teamed up with the brilliant Jay Roberts from Bullhorn for our latest Learning Hub. Register today 👇 https://lnkd.in/esJytHkk

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