Tim Wood

Are you curious about the core duties of a Technical Recruiter? They play a vital role in bridging businesses with potential clients, whether through calls or industry gatherings. As a Technical Recruiter, the key responsibilities include understanding job requirements, sourcing suitable candidates, guiding them through interviews, and negotiating job offers. It's essential to grasp the technology involved in different roles to succeed in this dynamic field. #TechnicalRecruiter #Recruitment #HR #Technology #JobSearch

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What are the benefits of a mental healthcare provider using a recruitment agency for their vacancies? Last week I put together a post going into the benefits of a candidate working with a recruiter to find their next role. This week, let’s dive into the client benefits! The right professionals are essential for delivering top-notch mental health care, but finding them can be a daunting task. That’s where I come in. With a proven track record and a deep understanding of the healthcare industry, I’m uniquely positioned to help you overcome recruitment challenges and build a strong, effective psychiatry team. 🚀 Here's why I should be your go-to partner: 🌟 Expertise: Athona has over 20 years of experience in healthcare recruitment, specialising in finding the perfect fit for your substantive psychiatry vacancies. My team understands the unique demands of the field and works diligently to match you with highly qualified candidates. 📈 Efficiency: Save time and resources. My streamlined recruitment process ensures that you receive well-vetted, top-tier professionals quickly, minimizing disruptions to your service. 🤝 Partnership: I believe in building long-term relationships. I’ll work closely with you to understand your specific needs and organisational culture, providing tailored solutions that enhance your team’s effectiveness and cohesion. 🔍 Comprehensive Support: From initial consultation to post-placement follow-up, I offer end-to-end support. I’ll assist with interviews, compliance checks, and onboarding, ensuring a smooth transition for both candidates and employers. 🌍 Extensive Network: Tap into my vast network of psychiatry professionals. Whether you need a consultant, specialty doctor, or junior psychiatrist, we have access to a broad talent pool ready to meet your requirements. 🛡️ Quality Assurance: We at Athona are committed to excellence. Our rigorous selection process includes thorough background checks and credential verification, guaranteeing that you receive only the best candidates. Struggling with filling vacancies? Choose me for your psychiatry recruitment needs and experience the difference that expertise, efficiency, and dedicated support can make. Let me help you build a resilient and outstanding mental health team! 🌟 📧 james.parmenter@athona.com 📲 01277 286021 #Psychiatry #HealthcareRecruitment #AthonaRecruitment #MentalHealth #SubstantiveVacancies #RecruitmentExcellence #TeamBuilding #HealthcareProfessionals

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Quick question to the hiring managers out there.... Do you like to receive speculative CV's of candidates that would have a positive impact on your ongoing / future projects or would you prefer a call from a recruiter to tell you a bit about said candidate? If there is a third option you would prefer please do share with me :) #recruitment #cyber

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3 x Biggest gripes of hiring managers with Recruitment Agencies. We speak to many hiring managers as you can imagine, as do our partners. Some of the biggest gripes companies have with us agents are: 1) The process with your recruiter is too complex. 2) The CV's they send you are not in line with the vacancy given 3) Candidates clearly off the mark. 4) All of the above make recruitment more difficult than helpful Looking for a new service provider? 😍Check out my testimonials here on LI. 👍Honesty 👍Integrity 👍Trust 👍Continual improvement 👍Results driven for you

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After interviewing 30+ recruiters Billing between 500K - $2 Million, I can confirm there's not ONE BEST WAY to do BD… - Email  - Cold calling  - Content  - LinkedIn message  - Video messages All of these channels will fluctuate on a weekly/monthly basis And you have no control over it. So you can’t rely on one single channel for new business  You need multiple channels However, a lot of recruiters are still late to the personal branding game Here’s why I highly recommend you add this channel to your arsenal… 1. Eyeballs: Every month I get around 250 -350 thousand impressions on my brand. That’s like 5-6 arenas filled with people all looking at my brand, my content, my message. 2. It continues working in the background while I do my outbound. As I’m making my calls, and doing my emails, your content is generating impressions and doing some of the heavy lifting without you needing to do anything. 3. Warmer outbound Conversations. I can’t tell you the amount of time I’ve called someone out of the blue only to be greeted with a warm “Oh Hey Sam, how are you mate?” When you’ve built an audience it makes outreach SO much more fun.

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Need Feedback What are your 3 main factors in selecting a new recruitment partner when looking for a recruitment agency? #Recruitmentagency #recruitment #vendor #IThiring #NonIThiring #feedback #elitemindz

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Boost Agency Productivity with a Remote Resourcer. Empower your recruitment agency by employing a Remote Resourcer to manage the operational burdens of sourcing and vetting candidates. Experience enhanced productivity and reduced overheads. #RemoteResourcer #AgencyProductivity #HRServices

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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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The 3 R's of Recruitment REACH | RECRUIT | RETAIN Today I'll go over how to REACH you ideal candidates in 3 steps Step 1 - Understand WHY you are recruiting. Is it because a staff member left? Is it because you are expanding? Is it because you have a new product / servive? Is is that you need to free up some of your time to concentrate on other tasks? Step 2 - WHO are you going to recruit? Is it someone with experience? Is it someone you can train? Is it someone part time or full time? What budget do you have? Step Three - HOW are we going to source these candidates? Through an agency? Through your own network? Advertise on job boards and social media ? Once you have answered all these questions throughly you will start to develop a picture of who your ideal candidate is and where they hang out. By answering them in as much detail as possible you will be able to talk directly to them when you start to RECRUIT - which we will go over tomorrow If you want 2 FREE benchmark candidates drop me a message and we will source them in just 24 hours!

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💭  Speculative CVs – to send or not to send …. Questions for recruitment consultants … 🎲 Do you regularly send out speculative CVs? 🎲 Do you send a full CV or do you hide some details? 🎲 Do you find that potential clients ever respond positively? Perhaps I am being a little naïve, but we never send out spec CVs … I’ve always taken the view that clients don’t like receiving them, and candidates want to know on whose desk their CV might be landing. I know that many recruiters do send spec CVs, and particularly when there are fewer briefs out there, I’m guessing this must open some doors. At Tarsh & Partners Marketing Recruitment, we have always prioritised transparency, actively engaging with candidates to understand their career aspirations and skills before presenting their CVs to employers. It’s about ensuring alignment and mutual interest 🤝 from the outset. But am I missing out on possible work, and more importantly fees?? 💰💰💰 Recruitment is evolving, and our methods need to evolve too. What are your thoughts on speculative CVs? Please share your insights below! 💬🌐 www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 info@tarshpartnership.co.uk 📞 +44 20 3897 6676 @Adam Tarsh @Janine Darley @Alex Hooper #SpeculativeCV #RecruitmentConsulting #TalentAcquisition #EthicalRecruitment #LinkedInDiscussion

Job Post on LinkedIn Interested Interested Interested Interested Interested Interested x 500 comments If you respond and act the same way as everyone else, you'll be ignored. Now try this. 60 second loom video with a 30/60/90 day plan attached on what you would do in the role. Keep it high level! That creates a pattern interrupt. It gets the recruiter/hiring managers attention. You're not guaranteed to get the role but you are alot more likely to gain an interview. Combine this with a strong personal brand. Combine this with multiple people tagging your name. = You stand out.

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Here’s how TA departments “recruit.” They put impossible mixes of keywords about jobs into a computer. They press a button and pay billions of dollars for a chance that the perfect candidate might materialise on their screens. When they fail to appear, they pay to play another day. The big job boards and the applicant tracking systems tell employers that sophisticated database technology will find the perfect hire. ”Don’t settle for teaching a good worker anything about doing a job. Hire only the perfect fit!” “We make that possible when you use more keywords for a job!” “The more requirements you specify, the more perfect your hire will be! The database handles it all!” Job descriptions heavily larded with keywords make it virtually impossible to find good candidates. But every day that an impossible job requisition remains unfilled, the employment system vendors make more money while companies keep advertising for the perfect hires. At the roulette wheel, the house always wins. Millions of jobs are vacant, thanks to the empty promises of algorithms and millions of candidates are ghosted en mass! The quality of the talent pool has not diminished. Rather, companies: Don’t want to pay market value to hire the right workers. Don’t want to train talented workers to do a new job. Don’t have any problem using applicant tracking systems that don’t work. Employers believe they save money when they leave jobs vacant, because their accounting systems track the cost of having workers on the payroll - but cannot track the cost of leaving work undone. Employers run the junk profitability numbers in their sleep: Fewer Employees=Lower Costs=Higher Profits. Employers that believe this are narrow minded. They should stop regarding workers as a cost, and start treating them as investments, and ensure that each worker pays off in higher profits. They should get a business plan. People must stop begging for jobs. It’s time for people to stop thinking about jobs, and high time to start thinking about how - and where - they can create profit. If I run a company, I’ll hire you to do work that pays off more than what I pay you to do it. Today, virtually no employer knows whether hiring a person will pay off. That’s why you need to know how to walk into a manager’s office and demonstrate, hands down, how you will contribute profit to the manager’s business. That’s right: Be smarter than the manager about his own business. Stop begging for jobs. Start offering profit. Think you can generate lots of profit without working for someone else? Then bet your future on yourself and your plan, and start your own business. Need help navigating your job search? DM me.

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Elixir & Erlang Hiring Managers!! I’m looking to speak with clients with live roles that require on-site presence, how is your hiring coming along?? Drop me a message if you have some free time #elixir #erlang

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Are your agency recruitment fees too high? Why not give ZyndSelect a go? Get a better outcome and reduce your agency recruitment fees by up to 90%! Registation is free, there are no set up costs and we'll guide you all the way. #employers #SMEs #CEOs #COOs #CPOs #CFOs #TalentAcquisition #HRDirector #SaveonRecruitment #AgencyCosts #AgencyFees #SaveMoney #HighROI #Disruption #MarketDisruption #Zynd #ZyndClub #ZyndSelect

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Looking to write a killer CV? One top tip is to search for specific keywords in the job description and ensure your CV includes these keywords. Remember to include keywords from the job posting naturally in your experience and skills sections and avoid keyword stuffing, which can be detected and penalised. For more tips: https://bit.ly/3zIlr3i #CVTips #JobHunting #CareerAdvice

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Recruitment agencies will focus on numbers not people. At Lambda, we focus on people. If you see people, genuinely get to know them and what they want, you cannot go wrong by anyone. If your job is dealing with people, you have to put numbers aside and understand, it’s all about the people. Be genuine. No scripts. #kindness #people #peoplematter #peoplefirst #accountants #cpaAustralia #success

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Remote work is good for people, planet and profit 🙎 🪐 💰 and here are some excellent remote jobs currently available. 🇮🇪 Remote in IE 🇮🇪 1) Senior Android Engineer at Yelp —> https://lnkd.in/eR5RXxMN - Great employee benefits including things like a €150 monthly reimbursement to help cover #remoteworking expenses and €95 caregiver reimbursement to support dependent care for families. 2) Senior Customer Experience Engineer at Microsoft —> https://lnkd.in/eN-dKTUb - Microsoft are one of the largest global employers supporting #flexiblework and stand by their tagline "There is truly no “one size fits all.” and they have great transparency on roles. 🌐 Remote Global 🌐  3) HRC/EDD Manager at Binance —>  https://bit.ly/grbinance - Global team with 5,000+ employees, 100+ locations and 110+ nationalities with 300+ roles currently open - Flex Index Q4 2024 (https://lnkd.in/eNzYRcjK) says "68% of companies offer workplace flexibility" - Closer to home, Hays Ireland 🇮🇪 "Salary & Recruiting Trends Guide 2025" (https://lnkd.in/eBuzUtFs) has that number at 60% in Ireland. - Flexibility is here to stay. Rob Sadow Brian Elliott Nick Bloom Debbie Lovich Grow Remote

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This time of year can be a tricky one... Summer is pretty much here and holiday season has begun, especially in Europe. However IBC is sneaking up on us and with budgets set - hiring needs have become pressing for many. The thing is throughout June, July and August recruitment process can slow down as people are in and out. To get ahead of this, it's worth considering: ☀️ Is everything signed off? Budget agreed? We don't want to loose time later. ☀️ When can interviews happen? Can interview rounds be scheduled in key stakeholders diaries sooner rather than later to avoid delays? ☀️ Keep candidates up to date. Most people don't mind waiting, but being out of the loop is far from ideal. ☀️Remember candidates have holidays too - plus they could also be juggling school holiday timetables. ☀️ If you want somebody in place for September you need to start the process now. #neuco #hiring #summerrecruitment

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