Steve Kay

A prospective client I spoke to recently really needs to hire. They have 2 agencies working across their roles. They have been open for 6 or so weeks. No progress has been made. They don't know why, either. One question I asked which the manager didn't know the answer to: "How much time are they spending on your vacancy both this week and what do they plan to spend on it next week?". I have absolutely no doubt in my mind, that the time the client believes is being spent on their role, compared to what is actually happening, would be miles apart. It would blow their mind. And not in a good way. If you're hiring and you can't answer those questions, arrange a meeting with your recruiter to find out!

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Hey, is the recruitment burden stressing you out? Staying on top of the hiring process whilst preventing those LinkedIn and Indeed PPC budgets running out of control can be a real balancing act. Dear Hiring Manager, did you know that inefficient recruitment processes can lead to wasted time and resources? It's crucial to streamline your hiring process to ensure you find the right candidates without breaking the bank. Our recommendation is to leverage data-driven recruitment strategies to optimise your hiring efforts and maximise your ROI. By analysing recruitment metrics and using targeted advertising, you can attract top talent while staying within your budget. Reach out to me if you want expert advice on optimising your recruitment strategy or need help with your hiring process. #RecruitmentStrategies #HRAdvice #TalentAcquisition

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What's the quickest way to turn off any senior candidate? Asking them to do a task stage. (Extra points if they're already 4 interviews deep into the process.) Because by that point, if you’re still unsure whether they are right for you. Then it’s you, not them. And I get it - it can be hard to work out the capabilities of somebody when they’re not in the building doing the do. But, there are definitely ways to avoid having to ask talent to complete a task as part of the interview process. And here are some of my favourites: ● Know.what.you.are.looking.for.  It sounds basic, but it’s not. Outline what you want before meeting ANYONE. Write a job spec, and then rewrite it until it’s clear, correct and in line with your business needs. ● Make sure all your interviewers are aligned. It’s even harder to agree on the right person when you’re all looking for a different thing. Take the time to understand what this hire needs to be and do for every person in the process. ● Get them to present a previous project. From this you will understand their creative approach, how they present and how they solve a business problem - all without the need of free labour. ● Give them clarity.  If you are looking for a specific thing within each stage be clear to be kind. Share interview prep ahead of schedule to allow them the best chance to succeed. An interview process is integral for finding that right hire.  And, it's often the first experience that a potential hire will get of your business. So make the process work for YOU and for THEM.

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BD and client development training - June 24th & 25th This post will appeal to 2 different audiences. The first is the sales leader, manager, founder, head of desk, who now understands what June's pipeline will underdeliver, and has worked out that to hit July onwards this year, they need more committed client work! You are constantly frustrated with low client activity, and having to (en)force 'BD hours' to happen, and despite this, still not gaining any 360 traction with your consultants as they elastic band back into 'delivery mode' on another poorly qualified job. The second is the recruiter who is absolutely petrified of making client calls, can't conceive that you could get put through to a client via a switchboard, you revert to email only CV spec'ing, and LinkedIn 'liking' as the only way to get any new clients and get noticed in your market. There's an answer to help both groups, it's happening 24th & 25th June in the lovely Windsor Berkshire 30 mins from London, but only for 6 lucky people. What we are going to covered is briefly summarised below, DM me for enquiries, pricing, and booking some places [email protected] •The difference between jobs and revenue •'5 system BD' •Getting BD to be a weekly and habitual activity •BD calls to a varied client audience •Getting the chance to talk – high impact intros •Candidate marketing •Trojan horse theory •Calls to win client meetings •Pitching something meaningful about your business •Assessing client work and PSLs •Running client meetings and taking on committed work

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PR Recruitment has been - and always will be - a constant challenge for agencies. Although this year is feeling slightly different. Agencies are trying to balance hiring needs with an inconsistent market and slow sign-offs on new business. Talent is harder to entice to new opportunities, with job security remaining front of mind. A lot of agencies are asking, for all of the redundancies that have been made, where is the talent? They are simply getting absorbed into what is still a candidate short market. There are more jobs than talent. As highlighted in the below PRWeek UK article, investing in your employer brand has become critical to attracting and retaining talent. This includes: - Building your agency's LinkedIn presence - Contributing to industry media coverage - Evolving your benefits package to align with your agency's values - Telling your agency's story when interviewing including agency growth, agency goals, and career opportunities. Be specific about what sets you apart. Want some help attracting top PR talent? Drop me a line for recruitment packages and employer brand consultation - [email protected] Thanks for including us Eliza Wiredu. https://lnkd.in/eMkArE4G

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