Paul Hackett

🚨 Official Launch - FPL Mini League (Feel free to share with other Recruiters) ————————— The new PL season is approaching (as a Chelsea fan this makes me nervous), which also means… The 2024/25 FPL season is upon us! Gameweek 1 officially kicks off on Friday 16th August, so for the sake of banter… I’m officially launching the ‘Your Remote Tech Recruiter’ FPL mini league 🎉🍾🎊 Now before the pitchforks come out: ✅ I'm aware LinkedIn isn't a football site ✅ This is all purely for the fun of it ✅ FPL is a free game Plus, because I'm such a nice guy, there's also some prizes… See below: 🥇£100 Amazon Voucher 🥈£50 Amazon Voucher  🥉Wooden Spoon (Wrapped & Posted) If you’re interested in signing up then do so via the following: ✅ League Code: rarthb Or… ✅ Click the 🔗 in the comments… Please share and ♻️ as it would be cool to get a decent number sign up (it’s FREE for those of you new to FPL) Questions? 🗣️ Comment below 📥 Send me a DM P.S. Non-Recruiters can join, but to have to consent to x1 cold call and a spec CV #fantasyfootball #recruitment #recruiter

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Most of the clients we partner with are looking for Rust and Golang talent at the moment. This is usually a hard requirement of at least two years in production. It's understandable why this is a hard requirement, as again most of our clients are looking for people urgently to hit the ground running, who don't need to hold hands. However, if you (a potential client or hiring manager) are using Rust or Golang and are open to speaking to people from different language backgrounds (Java, C++ etc), the talent on the market available now is beyond belief. If you can afford to be flexible with your requirements, now is a brilliant time to hire really intelligent people who (If had production experience) would probably be unattainable.

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No shows…❌ As a recruiter, you get used to people booking in for a first chat with you and then not appearing: especially on a Friday!! It’s a killer but unfortunately the games the game. However! Since implementing the following steps my Friday attendance rate has shot up and now around 90%+ of my calls booked on a Friday take place 🤝 Here’s some tips that massively helped me: Highlight the Opportunity: Position the Friday call as a chance to explore exciting potential and finish the week on a high note. Emphasize Value: Stress that the call offers valuable insights into the role and company before the weekend. Send Early Reminders: Use engaging reminders earlier in the week to build anticipation and ensure candidates remember the call. Outline a Clear Agenda: Provide a concise, compelling agenda to make the call feel organized and worthwhile. How do you improve your attendance rate? 🤝

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"rEfeReNcEs avAiLaBLe oN rEQueSt" Really? Oh, thanks for telling me! Of course your references are going to be checked following the offer of a job. It's a bit of a redundant statement. 🗑️ Much better would be a link from your CV to your LinkedIn profile... ...especially if you have taken the time to garner some recommendations! Whilst these recommendations won't replace your references, they act as validation of what is written on your CV. 🏆 Recent recommendations lets your audience know that you are active on LinkedIn and that is a great way to reach you. ✅ Credibility! As your profile starts gathering speed with recommendations, it will also become more visible, it gets you 'up on your tiptoes' ranking-wise. It makes your profile more touchy-feely, more human! It may be a determining factor on whether you are shortlisted or not if the recruiter is on the fence. ------------------------------------------------------------------- Where can your recommendations come from in order to have this kind of positive impact? Literally 𝘢𝘯𝘺𝘸𝘩𝘦𝘳𝘦 from within your professional network! 🌐 Recommendation from a manager? Especially if it the same person who will be a referee? Awesome! Recommendation from a boss from a couple of roles ago? 'This person doesn't like to burn bridges'! Recommendation from a colleague? 'This is a great person to work with'! Recommendation from a customer? 'This person's customer service skills are noteworthy'! Recommendation from a supplier? 'This person will manage my external stakeholders and could make a good negotiator'! Recommendation from a tutor, coach or mentor? 'This person takes continuous improvement seriously'! --------------------------------------------------------------------------- Seriously...recommendations are good to have!! Just one tip, space out your requests, you don't want to have a recommendation in 2015 and then 17 more in a single week. More authentic! 🤝 Think of it this way, when you are shopping, a 5-star review doesn't mean much if there are only 2 reviews. Recommendations are not easy to come by - What's your method of asking for them? #recommendations #references ------------------------------------------------------------------- I'm Dave. I work with people looking for their next role! I can help with your CV and optimise LinkedIn for max-visibility. 🔎 Follow me for job search tips. 🔔 Book a call 👉 https://lnkd.in/eqrrQgxC

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Recently, I have had two separate clients contact me with a concerning issue they have experienced a with a “ rogue” recruiter who placed candidate and then promptly headhunt them away, within a short timeframe. 🤔 ✨Just to be clear, I’d never play those games. I deeply respect my clients and candidates and am all about building genuine, long-term relationships This behaviour not only undermines the trust between recruiters and their clients but also affects the candidates’ professional stability. ✔Erosion of Trust: When a recruiter engages in this practice, they risk damaging the relationships they’ve built with both clients and candidates. Trust is the cornerstone of successful recruitment, and this kind of behaviour can erode that foundation. ✔Candidate Experience: Candidates who are placed in new roles only to be targeted again soon after may feel unsettled and undervalued. Their experience can become tainted, which could impact their perception of the recruitment industry.. ✔Ethical Standards: As professionals, we have a responsibility to uphold high ethical standards. Engaging in such practices compromises the integrity of our work and the reputation of our profession. 👩🏽If you're looking to expand your team with someone who values integrity and is dedicated to the growth of your business, I’d love to connect. Let’s discuss how we can work together to achieve your goals. #Recruitment #EthicsInRecruiting #ProfessionalIntegrity #TalentAcquisition

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If you are looking for your next Django Developer and unhappy with the current level of service you are receiving from your recruitment partner. Or if your internal team needs some support, here is a recent case study to give you an idea of numbers from Foxley Talent. If you would like more information about our process, please drop me an email to arrange a no-obligation call and let me tell you about why we are the only globally dedicated Python Django recruitment partner. #django #python #casestudy #djangoandproud

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Are you #OpentoWork ? Have you been put off having the "Open to Work" banner on your profile because of what pseudo experts, that have never worked in recruitment, said in a post? I have seen a number of posts and reposts of so called experts creating click bait by saying the Open to Work banner is desperate. The Open to Work Banner was created by LinkedIn to help people that want a job to be seen, the same as #Hiring is used by employers to let people know they are hiring. Recruiters want to be able to find the people that are open to a new job. If you don't use the Open to Work Banner, our clients struggle to fill their vacancies and you struggle to get that great job we want to talk to you about. #LinkedIn was originally created to help people find a job through online networking, don't be put off by Social Media Guru that don't have a clue about recruitment. If you are unsure about your job search, talk to a recruiter, we are the experts after all.

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Now the original post got over 250 comments - I didn't read them all, really didn't want to give the original poster the air time... so they got the "algo rewards" But wow, as a fellow recruiter, this is either a misplaced attempt at clickbait or a really disconnected, egotistical, disingenuous recruiter who has really failed to read the room, and would benefit from seeing people as people not as CV's or "tenures" ➡️ The average tenure is now 18mths - 3yrs ➡️ Layoffs have been and are still massive and prevalent ➡️ No industry (from what I can see) has been protected ➡️ No location has been protected ➡️ Super experienced and exceptional candidates are on the market - a lot of them ➡️ Job hunting is tough - now more than ever, some people have never experienced it this tough ➡️ Salaries/rates are decreasing ➡️ Application numbers at an all-time high ➡️ Interview processes are taking longer ➡️ Offers getting rescinded Nobody knows someone else's story until you speak to them, so to band everyone together shows a real lack of empathy, emotional intelligence and reflects more on you I'm not one to bash, we have enough negativity for our industry as it is... But come on people, if you can't be kind, be quiet #bekind #hiring #recruitment #helpeachotherout

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👩‍💻🚀 London Tech Week 2024 🚀👩‍💻 Looking forward to attending this week; diving into the latest innovations, networking with industry leaders, and gaining insights into the future of tech. Dean Burns and I are looking forward to catching up with old and new connections. Who will we being seeing there? DigiTech Resourcing #techrecruitment #londontechweek #tech

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What do you think are the top factors impacting tech contractors this year? Are day rates going up? Which specialist skills will be most in demand in 2024?    Let us know in our 10-minute tech contractor survey before 7th May. Our survey is open to anyone who engages with tech contractors or works as one. Click here for the survey 👉 https://lnkd.in/e-j2kVDD

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Do you engage with contractors in your technology team or work as one? Don't miss your chance to have your say in our technology contractor survey. The annual guide is a useful tool for both employers and contractors navigating the technology market and it would be great to hear your insights. Click here for the survey 👉 https://lnkd.in/e-j2kVDD

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Top tips for a software developer CV ✍ Applying for software dev roles? Here are a few top tips to help you build the base of your CV. ⬇ #CV #Developer #Software #Softwaredeveloper https://lnkd.in/ejVPw45K

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The right talent technology decreases cost, increases speed, drives efficiencies, improves speed to productivity, and/or increases quality oh hire. So, what 5 key roles should exist in a high-volume recruitment team if you already have a technology-led experience that enables application to offer in a matter of minutes? Explore the answer with Annie Hammer: https://lnkd.in/gPTmb6Ps   #Talent #HR #Technology #Future #CEO #HRTech #TalentTechnology #AMSExpertInsights

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💥👀 Crucial CV Mistakes that could be holding you back! 👀💥 👋 As a recruiter reviewing 1000's of applications over the years, I've noticed patterns that separate standout candidates from the rest. Here are the crucial CV mistakes that could be holding you back... 1. The Myth of the Two-Page Limit! 📄 Let's bust this ridiculously outdated and irritating myth! Someone in a job centre once upon a time told someone somewhere, that a CV should not go over 2 pages or the world ends! This is probably the most frustrating and over used comment in the history of job searching! 🧐 If you've got valuable experience, don't sacrifice important achievements just to squeeze everything onto two pages. Quality matters more than length - I'd rather see 6 well-thought-out pages that tell your career story properly than a cramped, unreadable document. Give your experience room to breathe! 2. Lacking Concrete Numbers 📊 Stories are powerful, but data and facts seals the deal. Whether it's "reduced staff turnover by 25%" or "managed a £2M training budget," specific figures demonstrate your real-world impact. Even small-scale metrics can paint a powerful picture of your capabilities. 3. Job Description Syndrome ✍️ Move beyond listing what you were "supposed to do" according to job descriptions and instead showcase what you ACTUALLY achieved. Transform every bullet point into a success story that demonstrates your unique value to potential employers. So rather than; Managing wellbeing programs across the business, you could write; Developed a successful wellbeing company App and associated welfare sessions which grew engagement from 20 to 90% and reduced absence by 20% over a 1 year period. 4. Playing it Safe with Language 🎯 Your choice of words can make or break your CV's impact. Replace passive phrases with dynamic action verbs that command attention such as: "lead," "transformed," "pioneered," "revolutionised." Make every word count. 📧 If you are looking for your next HR role and would like to discuss your CV and gain FREE 1-2-1 tips and advice to enhance your job search then drop me a line at lyndsey.fitheridge@foxgroves.co.uk Foxgroves Recruitment 🦊 #CareerAdvice #RecruitmentTips #JobSearch #HiringTips #CareerGrowth

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Striving for Excellence - Every Day ✨ At Maintech Recruitment our core values aren't just words on a page. Here's how we make them count: 🌟 Everyone Matters 🌟 Equality isn't just a principle, it means everything to us. From the team, to our valued candidates and contractors, we ensure everybody is treated equally. 💼 Own It 💼 Accountability is key!! When things don't go to plan, we don't pass the book. We face up, we own up, and we make things right. An apology goes a long way. 🚀 Growing Together 🚀 We all want to grow together! We want to see people achieve their goals. We believe in an environment where candidates and clients thrive and being able to trust us. We're all in this together, building something bigger, something better, with every step we take. Share your company values or how you align with ours.🎉 #CompanyValues #TeamGrowth #MaintechRecruitment

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Hiring Managers! Want to stand out against your local competitors?... I recently wrote a quick note on how the team here at ApplauseIT are using valuable data from our partners at Recruiter Insider, to assist our existing clients in standing out in the market (e.g. what are competitors doing differently to appeal to the most in-demand talent) Take a look at the piece, featured on my profile page! :)

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🔍 Picking the right people for your team is crucial to success, and who better to take inspiration from than Gareth Southgate? His approach to team selection for the England squad is something everyone can learn from. As a recruiter, I can help you apply these techniques to find the perfect fit for your team. 🎯🏆 Southgate focuses on a mix of skills, character, and potential, ensuring a balanced and cohesive unit. He values adaptability, resilience, and teamwork, looking beyond just talent. Similarly, I prioritize understanding your company's culture, goals, and the specific qualities needed for each role, ensuring we find candidates who not only excel in their field but also fit seamlessly into your team. 🌟🤝 By adopting a holistic approach, we can build a team that's not only skilled but also motivated and unified. Let's work together to find the right people who will drive your company's success, just like Southgate does with the England squad! 💼🚀 Need some help - please drop me a message - s.noble@peoplesolutions.co.uk to discuss tactics, substitutions for your team or a complete change #TeamBuilding #Recruitment #Leadership #InspiredBySouthgate #SuccessDriven

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📉 The contracting market in software development is evolving, and it's a shift that both contractors and employers need to navigate wisely. In today’s candidate-heavy market, we’re seeing: ✔️ Contracting roles becoming harder to secure. ✔️ Contractors adjusting daily rates compared to a couple of years ago. ✔️ A growing need for flexibility from both candidates and companies. To help you stay informed, Frazer Tremble has put together a quick Guide to Contracting Rates in Software Development (see the image below). It reflects the current rates across key roles—from Mid-level to Lead. 💬 How are you adapting to this changing market? - Are you adjusting rates or your hiring strategies? - What trends are you seeing in your industry? Let’s start a conversation, whether you’re hiring or seeking a new opportunity, I’d love to help you navigate this dynamic space. #SoftwareDevelopment #ContractingRates #MarketInsights #Recruitment

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