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Words of wisdom from the recruiting front lines
We asked staffing leaders around the world to share their top
priorities, biggest mistakes, and best career advice.
Here’s what they said.
What excites you most
about your job?
Finding people their dream job and knowing that you are
helping them to make a positive career change is really
rewarding to me. No two days are ever the same. One day you
can be working on a role based locally in Sydney, the next day
flying to Singapore to meet with clients and candidates. There is
never a dull moment! You are on a constant learning curve…
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment
Staffing Professionals Tell All 4
I truly love my job because of its diversity. I work as an advisor
for our internal stakeholders answering all kinds of questions
about recruiting our target audience. I am responsible for all
online recruitment initiatives. I also get to know the best
professionals in our field because of all recruitment activities we
explore.
​Britt van Capelleveen
​Sourcing Expert, Yacht (Randstad )
Staffing Professionals Tell All 5
Job satisfaction. We put so much effort into building
relationships with both our clients and candidates, and put
immense focus on understanding the cultures and values of our
clients’ working environments. When you find the definitive
match and place the right candidate with the right client, it’s a
fantastic feeling. All parties are delighted with the outcome and
you’ve just reinforced relationships all around.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 6
The variation of the work. Always getting in contact with new,
interesting people with interesting careers and personal goals.
Also, being able to help candidates as well as customers find
new career opportunities and employees.
​Johanna Hultemar
​Sourcer IT / Engineering, Academic Work
Staffing Professionals Tell All 7
​As a specialist recruiter focused on the high-tech market, I am
heavily involved in launching some exciting startups across
APAC. I am always learning about new, emerging
technologies, and this keeps me engaged in the industry… I
am passionate about people in technology.
​Sasha Jenson
​Northern Region Manager, Launch Recruitment
Staffing Professionals Tell All 8
What would you say to someone who’s
thinking of becoming a recruiter?
​
Always try to understand both the position you’re looking for,
and the person you found. Make an imaginary match before
approaching the candidate. Then listen.
​Britt van Capelleveen
​Sourcing Expert, Yacht (Randstad )
Staffing Professionals Tell All 10
​Resilience. Accept that there are going to be highs and lows
working in this industry, and despite your best efforts,
unfortunately things don’t always go your way. After all, it is
ever-changing and you are dealing with very diverse opinions,
personalities, cultures, and economic situations. So don’t take
it personally. Dust yourself off and move on. And remember
that the feeling you get when you are successful far
outweighs any disappointments.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 11
​You need to be creative, have faith in your own ability, have
the ability to see the big picture and fearless when you speak
to the market.
​Jim Roslund
​Sales Manager & Senior Partner, Additude Öresund AB
Staffing Professionals Tell All 12
​Make sure you know your field of work. No matter if you’re
recruiting IT professionals, engineers, or economists, you
need to know their market and understand what it is they
actually do.
​Johanna Hultemar
​Sourcer IT / Engineering, Academic Work
Staffing Professionals Tell All 13
​Be a sponge. Soak up everything around you from other
recruiters (good and bad!), meet as many clients and
candidates as possible and read industry articles. Knowledge
will empower confidence ,and once you’ve learnt a structure
around how to recruit, it is this self-assurance (not
arrogance!) that will set you apart from the rest.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 14
​Invest in LinkedIn and get certified. I’m strongly convinced
that LinkedIn is the best way to understand and to find your
addressable market. LinkedIn has brought me a lot of
knowledge and skills, not only to use the Recruiter Seat, but
also in terms of recruitment in general. Within my vertical, we
get most of our candidates from LinkedIn. It’s the way to go
for the future.
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad)
Staffing Professionals Tell All 15
​To be a good recruiter, you must harness your empathy and
ability to listen. I always remind new recruitment consultants
coming into our business that they should remember the time
they were once looking for a job and to think about what
exceptional service they would like to receive if they were in
those shoes again.
​Sasha Jenson
​Northern Region Manager, Launch Recruitment
Staffing Professionals Tell All 16
What are your tips for
closing candidates faster & getting
a better candidate acceptance rate?
Celebrate successes. Showcase your successes so clients
and potential candidates will see how you can be an added
value to them. Brand yourself as the dedicated recruiter for
your client and towards your potential candidates…it’s
important to showcase your successful placements.
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad)
Staffing Professionals Tell All 18
Don’t contact people who are “long shots.” If you don’t think
the position is a good fit from what they’ve told you during your
contact or their profiles why waste their (and your own) time?
It’s not professional…Feedback. Always let the candidates
know what’s happening. Even if you don’t have any new
information, let them know that.
​Johanna Hultemar
​Sourcer IT / Engineering, Academic Work
Staffing Professionals Tell All 19
Meeting every candidate you represent for a job builds
rapport and trust immediately. Candidates will automatically
feel an affinity to recruiters who take time to meet and
understand them fully. Already you have their buy in.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 20
Asking the right questions at the start of the recruitment
process can help eliminate any potential surprises towards the
end. For example, why are you looking for a new role? Quite
an obvious question, but understanding why your candidate is
looking for a new position will help when it comes to dealing
with any counter offers or salary negotiations that may crop up.
Using the knowledge you gained at the outset enables you to
handle any issues quickly and efficiently.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 21
1. Try to understand the person you reach out for. Is this
opportunity you’d like to offer really a great next step? If yes,
why? Use social media to get to know someone’s motives. 2.
Keep your message short and sweet! 3. Try to be original. The
more original you are, the more your vacancy/opportunity will
be shared and seen by the right people.
​Britt van Capelleveen
​Sourcing Expert, Yacht (Randstad )
Staffing Professionals Tell All 22
​ Understanding what’s important for the candidate if it comes
to the offer. Know what drives him and how to play with the
package to offer. Always offer a career growth trajectory.
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad)
Staffing Professionals Tell All 23
Continuous contact with your candidates throughout the
application is key. Set date expectations with them and stick to
them even if you don’t have any tangible updates. A trusted
relationship that has been built is much harder to fracture. Also,
ensure the job description, rate or salary, and length of contract
are clear up front and agreed to. Last-minute disagreements
are the root of all evils when finalizing a placement.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 24
Who & what do you turn to as
resources for doing your job better?
​I work closely with my manager who has been in recruitment for
over 25 years; I have learnt a lot already and continue to do so.
Networking with industry peers and attending events is a great
way of keeping alert on what’s going on in the industry. It’s also
a good way to share your experiences and learn from others.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment
Staffing Professionals Tell All 26
​Colleagues and other sales executives and business
developers in our sector. Customers and clients are also a
good source of how to be better in your profession.
​Jim Roslund
​Sales Manager & Senior Partner, Additude Öresund AB
Staffing Professionals Tell All 27
My colleagues. One of the reasons for the success at M&T
Resources is the collaborative manner we share information
around our candidates, clients, and markets. The people I work
with are the first point of contact I go to when resourcing for
that next role.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 28
I keep my industry knowledge up to date by interacting and
sharing information on some niche technical groups…Here I
can interact with both clients and candidates whilst raising the
Launch Brand in the market…I also refer to the Linked In
training forums to keep me abreast of new product
enhancements and ensure that my team is maximizing the way
they use LinkedIn.
​Sasha Jenson
​Northern Region Manager, Launch Recruitment
Staffing Professionals Tell All 29
​Utilising the techniques and tools available from LinkedIn, as well
as attending their training workshops, participating in online
seminars and events ensures that you are consistently learning
and making the most of what is available to you.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment
Staffing Professionals Tell All 30
LinkedIn is an effective way to proactively contact and attract
new professionals to your talent pool. Job boards are another
one. There is always a case to be made for advertising any
role, and new contacts that are readily available can be made
easily here.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 31
What are your tips for becoming
a better sourcer or recruiter?
Choose a specialty/vertical. Due to all online possibilities
nowadays — like LinkedIn, Twitter, Google — you are able to
become a thought leader in your field, build strong networks, be
the one who people think about when they like to take a next step
in their careers. The second best advice is to stand out for all the
right reasons; don’t spam your target audience just to get as
many as possible responses on your vacancy, but show genuine
interest for each potential new colleague you'd like to recruit.
​Britt van Capelleveen
​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 33
As recruiters, one of the most frustrating aspects of the role is
when you struggle for feedback after interviews or sending CVs.
Set the tone in how you deliver information and gain an
understanding as to how and when your contacts prefer to be
contacted. Also, be in it for the long haul. Clients are fed up of
cold callers and one-off contacts. Building relationships doesn’t
happen overnight. You need a long-term strategy to become and
remain front of mind when your client goes to market.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 34
Don’t be afraid to delve or ask the tricky questions. Even ask the
same question twice if necessary. It is much better in the long run
to have all the information you need at the first meeting. Your
clients and candidates will appreciate that you have a complete
understanding of their requirements.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment
Staffing Professionals Tell All 35
Investing time in getting feedback of all interactions you have
with potential clients and candidates. Asking feedback of
candidates you hired, but also candidates who decided to give it
a pass. What do they think of the way you’ve approached them
and what did they perceived positive or less positive? What tips
could they give you so you can grow your knowledge and get
more insights to improve yourself?
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad)
Staffing Professionals Tell All 36
Focus on building and developing good relationships. Making a
good impression from the start is essential for a successful, long-
term relationship. Don’t forget that candidates can often become
clients, so you want to make sure that everyone remembers you
and has a positive experience.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment
Staffing Professionals Tell All 37
Be interested in the field of work for which you are recruiting. If
you don’t understand your customers, candidates, or the market
you won’t be able to do your best work. And feedback! Always
make sure that candidates and clients know what’s happening
in the process.
​Johanna Hultemar
​Sourcer IT / Engineering, Academic Work
Staffing Professionals Tell All 38
One thing which really helps me is doing market research to
understand the market place, the persona of your target profiles
and understanding what drives them and what has their
importance. Based on that you can set a strategy how to
approach, how to steer during an interview, and how to manage
them throughout the process.
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad)
Staffing Professionals Tell All 39
What was a mistake or
difficult situation you learned from?
​It’s pretty awkward to source and “seduce” a candidate to
have a talk with us, and then hear from the hiring manager
that there will be no interview with this person because of a
shared past, a candidate’s bad reputation, or whatever. That’s
why I ALWAYS share the profiles I’ve sourced and found with
the hiring managers who I am recruiting for before
approaching them.
​Britt van Capelleveen
​Sourcing Expert, Yacht (Randstad )
Staffing Professionals Tell All 41
​Not long after starting off in recruitment…I sent a resume to the
client following a telephone interview. I had not met face-to-
face as I wanted to get the candidate’s details in front of the
client that day. Although the client was impressed with the
resume, they were not impressed that I hadn’t met the
candidate and wouldn’t interview them until I had. I managed to
meet with the candidate that night, and the following day they
were in front of the client. Luckily, I filled the role and I definitely
learned not to let that happen again.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 42
​Not knowing enough about the company and the role I was
recruiting for. Not knowing everything there is to know would
set the wrong picture for the candidates I contacted. I’m
never doing that again.
​Johanna Hultemar
​Sourcer IT / Engineering, Academic Work
Staffing Professionals Tell All 43
​I took in a job briefing onsite with a client. There were 2 other
recruiters in the room…I made myself a coffee before I called
a candidate I felt was suitable. When I called 5 minutes later,
he told me he just got off the phone with one of the other
recruiters about the same role and gave them permission to
represent him. I won’t ever go to a job briefing without the
numbers of candidates that I think could fit the role. It’s a
competitive industry and speed to market can be critical.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 44
​Always follow through on your promises. Integrity is
everything in my industry and open and transparent
communication is extremely important. Even when news is
difficult to relay to a client or a candidate, it is important to
communicate that news in a professional and caring manner.
​Sasha Jenson
​Northern Region Manager, Launch Recruitment
Staffing Professionals Tell All 45
How does LinkedIn help you?
​From a recruitment/sourcing perspective, LinkedIn always
keeps me up to date of all developments within the industry,
what’s happening at target companies/clients, and gives me
access to connect with candidates. Search strings and search
alerts really help me to be efficient, and the analytics give me
insights how I work and how I can improve. About 90% of my
candidates are from LinkedIn, both by direct sourcing and
indirect sourcing.
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 47
​LinkedIn is part of my daily routine as a recruiter. From checking
my search alerts in the morning to posting jobs, reviewing
applicants and performing searches. I also use the online training
centre regularly if I have a query or can’t work out how to do
something. Reading the articles and updates usually keeps me
busy over morning tea, and sharing articles or posting jobs on our
company page is something we also do regularly.
​Elaine Moran
​Senior Recruitment Consultant, Market Search Executive Recruitment
Staffing Professionals Tell All 48
​I use LinkedIn almost every day, to source, to engage with
our future talents, to know and understand our market and
our target audience, and to keep up to date about latest
recruitment news.
​Britt van Capelleveen
​Sourcing Expert, Yacht (Randstad )
Staffing Professionals Tell All 49
​I use LinkedIn daily. Everything from educational articles,
connecting with interesting profiles, contacting potential
candidates and to get a good look of the market in a specific
area, segment or branch to name a few.
​Johanna Hultemar
​Sourcer IT / Engineering, Academic Work
Staffing Professionals Tell All 50
​Important for me is that my personal profile is updated with
relevant information for my clients, the developments within
the industry and my employer, but also information which can
help in driving business development. It’s a great platform to
share your successes with clients and candidates to trigger
their interest. It’s a great way to showcase yourself as the
recruitment professional of choice towards your current
network, but also towards your to-be network.
​Marco Van Veggel
​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 51
​After browsing the LinkedIn Updates email for connections
that have changed jobs, I’ll scan the homepage for interesting
posts and profile updates most morning to like or share. I’ll
also check who’s been viewing my profile…as well as my
profile ranking amongst colleagues and peers. Depending on
the types of roles I’m working on, I’ll log into Recruiter and
commence some key searches on potential candidates
before carefully selecting profiles for an introductory InMail.
​Richard Hindle
​Recruitment Specialist / Account Manager, M&T Resources
Staffing Professionals Tell All 52
​All businesses should harness Linked In to promote their
employment brand. LinkedIn Recruiter is a fantastic tool to
help any business to pipeline talent and pool candidates for
future hiring. It’s worth pointing out that LinkedIn is a highly
effective way of initially engaging with your next potential
employee and works well when copied in with personalized
engagement strategies.
​Sasha Jenson
​Northern Region Manager, Launch Recruitment
Staffing Professionals Tell All 53
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Staffing Professionals Tell All: Words of Wisdom from the Recruiting Front Lines

  • 1. Words of wisdom from the recruiting front lines
  • 2. We asked staffing leaders around the world to share their top priorities, biggest mistakes, and best career advice. Here’s what they said.
  • 3. What excites you most about your job?
  • 4. Finding people their dream job and knowing that you are helping them to make a positive career change is really rewarding to me. No two days are ever the same. One day you can be working on a role based locally in Sydney, the next day flying to Singapore to meet with clients and candidates. There is never a dull moment! You are on a constant learning curve… ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 4
  • 5. I truly love my job because of its diversity. I work as an advisor for our internal stakeholders answering all kinds of questions about recruiting our target audience. I am responsible for all online recruitment initiatives. I also get to know the best professionals in our field because of all recruitment activities we explore. ​Britt van Capelleveen ​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 5
  • 6. Job satisfaction. We put so much effort into building relationships with both our clients and candidates, and put immense focus on understanding the cultures and values of our clients’ working environments. When you find the definitive match and place the right candidate with the right client, it’s a fantastic feeling. All parties are delighted with the outcome and you’ve just reinforced relationships all around. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 6
  • 7. The variation of the work. Always getting in contact with new, interesting people with interesting careers and personal goals. Also, being able to help candidates as well as customers find new career opportunities and employees. ​Johanna Hultemar ​Sourcer IT / Engineering, Academic Work Staffing Professionals Tell All 7
  • 8. ​As a specialist recruiter focused on the high-tech market, I am heavily involved in launching some exciting startups across APAC. I am always learning about new, emerging technologies, and this keeps me engaged in the industry… I am passionate about people in technology. ​Sasha Jenson ​Northern Region Manager, Launch Recruitment Staffing Professionals Tell All 8
  • 9. What would you say to someone who’s thinking of becoming a recruiter?
  • 10. ​ Always try to understand both the position you’re looking for, and the person you found. Make an imaginary match before approaching the candidate. Then listen. ​Britt van Capelleveen ​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 10
  • 11. ​Resilience. Accept that there are going to be highs and lows working in this industry, and despite your best efforts, unfortunately things don’t always go your way. After all, it is ever-changing and you are dealing with very diverse opinions, personalities, cultures, and economic situations. So don’t take it personally. Dust yourself off and move on. And remember that the feeling you get when you are successful far outweighs any disappointments. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 11
  • 12. ​You need to be creative, have faith in your own ability, have the ability to see the big picture and fearless when you speak to the market. ​Jim Roslund ​Sales Manager & Senior Partner, Additude Öresund AB Staffing Professionals Tell All 12
  • 13. ​Make sure you know your field of work. No matter if you’re recruiting IT professionals, engineers, or economists, you need to know their market and understand what it is they actually do. ​Johanna Hultemar ​Sourcer IT / Engineering, Academic Work Staffing Professionals Tell All 13
  • 14. ​Be a sponge. Soak up everything around you from other recruiters (good and bad!), meet as many clients and candidates as possible and read industry articles. Knowledge will empower confidence ,and once you’ve learnt a structure around how to recruit, it is this self-assurance (not arrogance!) that will set you apart from the rest. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 14
  • 15. ​Invest in LinkedIn and get certified. I’m strongly convinced that LinkedIn is the best way to understand and to find your addressable market. LinkedIn has brought me a lot of knowledge and skills, not only to use the Recruiter Seat, but also in terms of recruitment in general. Within my vertical, we get most of our candidates from LinkedIn. It’s the way to go for the future. ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 15
  • 16. ​To be a good recruiter, you must harness your empathy and ability to listen. I always remind new recruitment consultants coming into our business that they should remember the time they were once looking for a job and to think about what exceptional service they would like to receive if they were in those shoes again. ​Sasha Jenson ​Northern Region Manager, Launch Recruitment Staffing Professionals Tell All 16
  • 17. What are your tips for closing candidates faster & getting a better candidate acceptance rate?
  • 18. Celebrate successes. Showcase your successes so clients and potential candidates will see how you can be an added value to them. Brand yourself as the dedicated recruiter for your client and towards your potential candidates…it’s important to showcase your successful placements. ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 18
  • 19. Don’t contact people who are “long shots.” If you don’t think the position is a good fit from what they’ve told you during your contact or their profiles why waste their (and your own) time? It’s not professional…Feedback. Always let the candidates know what’s happening. Even if you don’t have any new information, let them know that. ​Johanna Hultemar ​Sourcer IT / Engineering, Academic Work Staffing Professionals Tell All 19
  • 20. Meeting every candidate you represent for a job builds rapport and trust immediately. Candidates will automatically feel an affinity to recruiters who take time to meet and understand them fully. Already you have their buy in. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 20
  • 21. Asking the right questions at the start of the recruitment process can help eliminate any potential surprises towards the end. For example, why are you looking for a new role? Quite an obvious question, but understanding why your candidate is looking for a new position will help when it comes to dealing with any counter offers or salary negotiations that may crop up. Using the knowledge you gained at the outset enables you to handle any issues quickly and efficiently. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 21
  • 22. 1. Try to understand the person you reach out for. Is this opportunity you’d like to offer really a great next step? If yes, why? Use social media to get to know someone’s motives. 2. Keep your message short and sweet! 3. Try to be original. The more original you are, the more your vacancy/opportunity will be shared and seen by the right people. ​Britt van Capelleveen ​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 22
  • 23. ​ Understanding what’s important for the candidate if it comes to the offer. Know what drives him and how to play with the package to offer. Always offer a career growth trajectory. ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 23
  • 24. Continuous contact with your candidates throughout the application is key. Set date expectations with them and stick to them even if you don’t have any tangible updates. A trusted relationship that has been built is much harder to fracture. Also, ensure the job description, rate or salary, and length of contract are clear up front and agreed to. Last-minute disagreements are the root of all evils when finalizing a placement. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 24
  • 25. Who & what do you turn to as resources for doing your job better?
  • 26. ​I work closely with my manager who has been in recruitment for over 25 years; I have learnt a lot already and continue to do so. Networking with industry peers and attending events is a great way of keeping alert on what’s going on in the industry. It’s also a good way to share your experiences and learn from others. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 26
  • 27. ​Colleagues and other sales executives and business developers in our sector. Customers and clients are also a good source of how to be better in your profession. ​Jim Roslund ​Sales Manager & Senior Partner, Additude Öresund AB Staffing Professionals Tell All 27
  • 28. My colleagues. One of the reasons for the success at M&T Resources is the collaborative manner we share information around our candidates, clients, and markets. The people I work with are the first point of contact I go to when resourcing for that next role. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 28
  • 29. I keep my industry knowledge up to date by interacting and sharing information on some niche technical groups…Here I can interact with both clients and candidates whilst raising the Launch Brand in the market…I also refer to the Linked In training forums to keep me abreast of new product enhancements and ensure that my team is maximizing the way they use LinkedIn. ​Sasha Jenson ​Northern Region Manager, Launch Recruitment Staffing Professionals Tell All 29
  • 30. ​Utilising the techniques and tools available from LinkedIn, as well as attending their training workshops, participating in online seminars and events ensures that you are consistently learning and making the most of what is available to you. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 30
  • 31. LinkedIn is an effective way to proactively contact and attract new professionals to your talent pool. Job boards are another one. There is always a case to be made for advertising any role, and new contacts that are readily available can be made easily here. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 31
  • 32. What are your tips for becoming a better sourcer or recruiter?
  • 33. Choose a specialty/vertical. Due to all online possibilities nowadays — like LinkedIn, Twitter, Google — you are able to become a thought leader in your field, build strong networks, be the one who people think about when they like to take a next step in their careers. The second best advice is to stand out for all the right reasons; don’t spam your target audience just to get as many as possible responses on your vacancy, but show genuine interest for each potential new colleague you'd like to recruit. ​Britt van Capelleveen ​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 33
  • 34. As recruiters, one of the most frustrating aspects of the role is when you struggle for feedback after interviews or sending CVs. Set the tone in how you deliver information and gain an understanding as to how and when your contacts prefer to be contacted. Also, be in it for the long haul. Clients are fed up of cold callers and one-off contacts. Building relationships doesn’t happen overnight. You need a long-term strategy to become and remain front of mind when your client goes to market. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 34
  • 35. Don’t be afraid to delve or ask the tricky questions. Even ask the same question twice if necessary. It is much better in the long run to have all the information you need at the first meeting. Your clients and candidates will appreciate that you have a complete understanding of their requirements. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 35
  • 36. Investing time in getting feedback of all interactions you have with potential clients and candidates. Asking feedback of candidates you hired, but also candidates who decided to give it a pass. What do they think of the way you’ve approached them and what did they perceived positive or less positive? What tips could they give you so you can grow your knowledge and get more insights to improve yourself? ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 36
  • 37. Focus on building and developing good relationships. Making a good impression from the start is essential for a successful, long- term relationship. Don’t forget that candidates can often become clients, so you want to make sure that everyone remembers you and has a positive experience. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 37
  • 38. Be interested in the field of work for which you are recruiting. If you don’t understand your customers, candidates, or the market you won’t be able to do your best work. And feedback! Always make sure that candidates and clients know what’s happening in the process. ​Johanna Hultemar ​Sourcer IT / Engineering, Academic Work Staffing Professionals Tell All 38
  • 39. One thing which really helps me is doing market research to understand the market place, the persona of your target profiles and understanding what drives them and what has their importance. Based on that you can set a strategy how to approach, how to steer during an interview, and how to manage them throughout the process. ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 39
  • 40. What was a mistake or difficult situation you learned from?
  • 41. ​It’s pretty awkward to source and “seduce” a candidate to have a talk with us, and then hear from the hiring manager that there will be no interview with this person because of a shared past, a candidate’s bad reputation, or whatever. That’s why I ALWAYS share the profiles I’ve sourced and found with the hiring managers who I am recruiting for before approaching them. ​Britt van Capelleveen ​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 41
  • 42. ​Not long after starting off in recruitment…I sent a resume to the client following a telephone interview. I had not met face-to- face as I wanted to get the candidate’s details in front of the client that day. Although the client was impressed with the resume, they were not impressed that I hadn’t met the candidate and wouldn’t interview them until I had. I managed to meet with the candidate that night, and the following day they were in front of the client. Luckily, I filled the role and I definitely learned not to let that happen again. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 42
  • 43. ​Not knowing enough about the company and the role I was recruiting for. Not knowing everything there is to know would set the wrong picture for the candidates I contacted. I’m never doing that again. ​Johanna Hultemar ​Sourcer IT / Engineering, Academic Work Staffing Professionals Tell All 43
  • 44. ​I took in a job briefing onsite with a client. There were 2 other recruiters in the room…I made myself a coffee before I called a candidate I felt was suitable. When I called 5 minutes later, he told me he just got off the phone with one of the other recruiters about the same role and gave them permission to represent him. I won’t ever go to a job briefing without the numbers of candidates that I think could fit the role. It’s a competitive industry and speed to market can be critical. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 44
  • 45. ​Always follow through on your promises. Integrity is everything in my industry and open and transparent communication is extremely important. Even when news is difficult to relay to a client or a candidate, it is important to communicate that news in a professional and caring manner. ​Sasha Jenson ​Northern Region Manager, Launch Recruitment Staffing Professionals Tell All 45
  • 46. How does LinkedIn help you?
  • 47. ​From a recruitment/sourcing perspective, LinkedIn always keeps me up to date of all developments within the industry, what’s happening at target companies/clients, and gives me access to connect with candidates. Search strings and search alerts really help me to be efficient, and the analytics give me insights how I work and how I can improve. About 90% of my candidates are from LinkedIn, both by direct sourcing and indirect sourcing. ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 47
  • 48. ​LinkedIn is part of my daily routine as a recruiter. From checking my search alerts in the morning to posting jobs, reviewing applicants and performing searches. I also use the online training centre regularly if I have a query or can’t work out how to do something. Reading the articles and updates usually keeps me busy over morning tea, and sharing articles or posting jobs on our company page is something we also do regularly. ​Elaine Moran ​Senior Recruitment Consultant, Market Search Executive Recruitment Staffing Professionals Tell All 48
  • 49. ​I use LinkedIn almost every day, to source, to engage with our future talents, to know and understand our market and our target audience, and to keep up to date about latest recruitment news. ​Britt van Capelleveen ​Sourcing Expert, Yacht (Randstad ) Staffing Professionals Tell All 49
  • 50. ​I use LinkedIn daily. Everything from educational articles, connecting with interesting profiles, contacting potential candidates and to get a good look of the market in a specific area, segment or branch to name a few. ​Johanna Hultemar ​Sourcer IT / Engineering, Academic Work Staffing Professionals Tell All 50
  • 51. ​Important for me is that my personal profile is updated with relevant information for my clients, the developments within the industry and my employer, but also information which can help in driving business development. It’s a great platform to share your successes with clients and candidates to trigger their interest. It’s a great way to showcase yourself as the recruitment professional of choice towards your current network, but also towards your to-be network. ​Marco Van Veggel ​Senior Recruiter, Yacht (Randstad) Staffing Professionals Tell All 51
  • 52. ​After browsing the LinkedIn Updates email for connections that have changed jobs, I’ll scan the homepage for interesting posts and profile updates most morning to like or share. I’ll also check who’s been viewing my profile…as well as my profile ranking amongst colleagues and peers. Depending on the types of roles I’m working on, I’ll log into Recruiter and commence some key searches on potential candidates before carefully selecting profiles for an introductory InMail. ​Richard Hindle ​Recruitment Specialist / Account Manager, M&T Resources Staffing Professionals Tell All 52
  • 53. ​All businesses should harness Linked In to promote their employment brand. LinkedIn Recruiter is a fantastic tool to help any business to pipeline talent and pool candidates for future hiring. It’s worth pointing out that LinkedIn is a highly effective way of initially engaging with your next potential employee and works well when copied in with personalized engagement strategies. ​Sasha Jenson ​Northern Region Manager, Launch Recruitment Staffing Professionals Tell All 53