Harriet Lavender

🌍 The State of Talent Acquisition: What's fuelling the fall in quality? 🌍 Across industries, we're seeing a growth in weak hiring practices and a fall in positive behaviours. Far too many appear to be struggling to succeed in their Talent Acquisition efforts – candidate ghosting, poor candidate experiences, and unclear TA strategies are becoming alarmingly common. What’s driving this, and why does it matter ❓ 👻 GHOSTING IS UP: Both candidates and companies are ghosting each other. For candidates, it’s often due to a lack of timely, transparent communication from employers. On the employer side, overwhelmed teams may simply not follow up with every applicant. This breakdown is eroding trust in the hiring process. 💔 CANDIDATE EXPERIENCE MATTERS: From initial contact to final decision, every touchpoint reflects the company’s brand. When candidates feel disrespected or neglected, they take that impression with them – and word spreads. Poor candidate experience risks harming brand perception and losing out on potential future hires or customers. 📉 LACK OF CLEAR TA STRATEGY: Many organisations still lack a coherent, end-to-end talent strategy. Without alignment to business goals and a clear understanding of the talent market, companies can end up with disjointed hiring efforts that don't attract or retain top talent. 🚽 THE COMMERCIAL IMPLICATIONS: Getting TA wrong is costly. It impacts employer brand, increases turnover, and leads to higher recruiting costs. Even more critically, the right talent in the wrong roles can mean missed revenue, stalled innovation, and lost competitive edge. Are we, as an industry, putting enough emphasis on candidate-centric processes? What steps do you believe are needed to address these challenges in TA? Share your thoughts! 💬 #TalentAcquisition #Recruitment #CandidateExperience #HR This week I’ll be hosting a group of over 30 amazing minds with expertise in all of the above and looking forward to hearing their thoughts on this. Tagging a few to fuel the debate but if you want to JOIN US THIS THU, IN BIRMINGHAM, then sign up here: https://lnkd.in/e78aZEdN 😊 Andy, Sadie, Toni, Jeff, Chris, Sarah, Andy, Kesh. #WestMidsMeetup #TalentAcquisition #Networking #ResourcingLeaders #Birmingham #RL100

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It’s important that the person who is selected for the job is the right one who can take on the job role and run with it, but how do you make sure you have recruited the best person for the job at this stage? There are a number of steps that you can take in order to ensure that you have the person you thought that you did in the interview! Read our tips right here in our latest blog! #OurBobsJobs #OurBobsBlogs

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Are you wasting valuable interviewing resource? Online technical testing and asssessments are so often too far down the process… Ideally, we should identify any required technical capability as early as possible… because if you have the fit, but not the required skill… thats more often than not, a deal breaker… If you identify the skill first… the candidate may have the fit (or they may not) but you will most likely waste less time… Just my daily thought… Have a great day! #talentacquisition #recruitment #recruiter #talent #interviewing #assessment

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The quickest way for TA leaders to make an impact on their TA efficiency is for their teams to be connnected to every future hiring decision. The problem is your recruiters are too focussed on the reactive stuff.... How do you get the Foresight of every future hiring decision to help provide that strategic advice you're capable of? #talentacquisition #hr #workforceplanning

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The latest Recruiter Insider UK Hiring Manager Insights Report is now available. The impact hiring managers have on placement outcomes cannot be understated and the data clearly shows that a poorer experience leads to less positive placement outcomes. If you are not measuring this you need to be or you are simply missing out on placements. Come talk to me about how we can help you plug this gap. Download the latest report here - https://bit.ly/3Ye3AuP

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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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Unfortunately, many people still think HR is for anyone and does not require specific skills, rather than liking people. Oh! My Goodness! What a mistake. HR is a Function as important as Finance, Marketing, Sales and YES! It requires deep knowledge and profound experience to be a successful HR leader. Regarding liking people, I expect that all leaders and employees like people, regardless their occupational field. Any thoughts? #humanresources #peoplemanagement

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The recruitment industry is split into two sides (For the most part)… It’s also codependent… Having worked on both sides of recruiting (6 years in agency, then 15 years inhouse), I can confidently say that there are more similarities than differences… I also have a perspective which the majority don’t… and that is how much things have changed over the last 20 years… The sense of ‘community’ has only really come about in the past maybe ten years… and now we even have a festival… which I think shows how far things have come! But not everything has moved on… Almost all of the ‘in-house leader’ communities, are run by agencies, talent on demand providers, or event companies who make it happen by using the sponsorship of those companies (and of course the tech platforms, solution providers, etc etc)… So why don’t we have a collective or community approach to our networking, without the borders? I’ve worked for myself for the past almost 2 years… and the possibility of me getting work from inhouse leaders at inhouse events was always there… but because I wasn’t backed by a larger company (as I am now at Chapter 2) I was allowed in the room… Suddenly, my 20+ years of context… experience… expertise… whatever you want to call it, has become surplus to requirements… unnecessary… and in some instances, just unwelcome… As tough as it is to make that transition (Knowing that I may well move back at some point) I consider myself a universal TA or Recruiting and Talent expert… and I will still bring the same approach and perspective to whomever I work with… My hope is that in the future… minds may broaden an inch or two and we can be more inclusive with each other as professionals… For now, it seems not… but tomorrow is another day… On that note… have a great day! #talentacquisition #recruitment #talent #Diversity #inclusivity

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Going from in-house HR roles for over 20 years, it’s a totally different thing marketing my HR services. It takes time to build trust and connection. So what can I do for your business? 𝗠𝘆 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗶𝘀 𝗶𝗻 –  ▶ Delivering change projects from redundancies, to TUPE in or out, or to changing structures. Dealing with them in the right way, so people are listened to ▶ Practical manager training – the day-to-day manager fundamentals. Meaning that your leaders are more empowered and feel more capable ▶ Business partnering - perhaps you have a gap due to absence? I can support and be a sounding board. Leaders appreciate my pragmatic business partnering, and making sense of the ever changing employment landscape   ▶ Developing strategic plans around well-being and inclusion. After all, if people can be themselves at work, they are more likely to thrive 𝗦𝗼 𝗵𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗺𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝗹𝗶𝗳𝗲 𝗲𝗮𝘀𝗶𝗲𝗿? I’ve worked in some hectic environments, so people I’ve worked with appreciate my calm energy. Other feedback I’ve had: 💠 “Your coaching, especially on DE&I topics have made me a much more thoughtful and knowledgeable leader and person”. 💠 “Your gentle and calm spirit brings balance to the storms that sometimes arise. You handle pressure so gracefully!” 💠 “You have raised awareness of so many topics and not been afraid to address every day issues (such as periods, menopause and mental health) and tackle them head on” 💠 “You have endless positivity!” ➡ I have some availability from December, my business can support one-off or ongoing. If you’re seeking support in these areas or know someone who is, please feel free to connect directly. PS if only the weather was like this now! 🌞

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Here’s what people THINK great HR looks like: 🤔Job descriptions. 🤔Ticking compliance boxes. 🤔Payroll. 🤔Creating a positive culture. What great HR actually looks like: ✅Creating and managing a fantastic onboarding experience. ✅Aligning people’s needs with business goals. ✅Supporting the Founder in areas they struggle with/ don’t have time for. ✅Acting as a sounding board for issues that arise and handling them. ✅Creating an inclusive, psychologically safe, and positive culture. ✅Managing the employee life cycle for higher engagement & retention. ✅Implementing L&D strategies that support career progression I’ve spent the last 20+ years working inside the HR department of many different companies, and I’m tired of seeing the same ‘cookie-cutter’ approach being used and then defined as HR. It’s more than that. Your people are the heart of your business, and HR is what keeps that ticking so your business can grow. If you don’t have a great HR function, you can’t have a great business. Simple as 💁‍♀️

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📢  LOOKING FOR EXCEPTIONAL MARKETING TALENT? ⚙ Are you struggling to find the right people? ⚙ You’ve got amazing job opportunities on offer, but no one is quite meeting your brief. We know the market and economy is tricky, with lots of candidates a little reluctant to go job hunting. But, there are great people out there! People looking for a new challenge, a move up the ladder, a new place to apply their skills … If you’re looking for a recruitment partner who understands your needs, and WILL find the talent you need, drop us a line 📧 or give us a call 📞 As leading recruiters in brand management, marketing and consumer insights, Tarsh & Partners Marketing Recruitment will work with you as a partner, identifying hard to reach talent, and offering advice and guidance. Here are 10 promises we make to our clients and candidates to ensure the best possible outcomes: 🦉 Understanding Your Needs: We take the time to understand your brand and company culture and specific role requirements to ensure the perfect fit. 🎯 Thorough Candidate Screening: Our consultants, all with a background in marketing, screen candidates rigorously, ONLY sending clients the best qualified candidates who offer what they need. 📈 Market Insights: We provide valuable insights into market trends and salary benchmarks, helping you make informed hiring decisions. 👨‍👩‍👧‍👦 Diversity and Inclusion: We are committed to promoting diverse talent, ensuring a wide range of perspectives and backgrounds within your team. ⏱ Ongoing Communication: You can count on us for regular updates throughout the process. We’ll make sure you know what is happening and what to expect. 🤝 Candidate Experience: Our priority is offering a positive experience for candidates, ensuring they feel valued and informed at every stage of their recruitment journey. 📑 Tailored Solutions: We’ll assess your needs and offer customisable recruitment strategies that align with your specific goals and challenges. 🙂 Ethical Practice: Integrity & honesty is at the core of what we do. We work transparently and ethically with our candidates and clients. ✅ Continuous Improvement: We constantly seek feedback and strive to improve our processes, ensuring we remain at the forefront of recruitment excellence. And finally, 💪 PERSEVERENCE. We won’t give up on a role even if it feels impossible to find the right candidates. We’ll keep looking until we do! Let’s build exceptional teams together 💼✨ #Recruitment #BrandManagement #MarketingJobs #Diversity #CandidateExperience #ClientCommitment www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 [email protected] 📞 +44 20 3897 6676 Adam Tarsh | Janine Darley | Alex Hooper

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"I can't post anything incase my employer sees it" That's what many of my HR network say when I ask them why I never see posts, contribution or engagement from them on LinkedIn. The only time they do is to put out company promotion led comms. Your LinkedIn is yor own profile your personal account... it does not belong to the company! You are legally allowed to give an opinion and share your point of view on social media and it's OK to not agree with everyone or challenge the norm ...where do you think the world of innovation comes from? It comes from being curious and asking is there a better or different way and this is born from diversity of thinking. The rules are simple - Be respectful, compassionate and inclusive. (Sadly like all social media there will always be idiots who don't follow the respect rules😢😫). This along with other platforms is a place to learn, network and collaborate. I have a huge network but others don't know who you are. So let's start off with a small task. Baby steps! 🙌 1. Tell us all who you are 2. What you do 3. Why you love what you do #hr #linkedIn #networking #peoplefirst #humanhr

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I've worked as an Internal Talent Acquisition Consultant so I know the challenges they face when it comes to working with hiring managers. And often I hear from hiring managers that their internal talent teams aren't able to produce results (hence why they're talking to me). There are a number of ways hiring managers can work proactively with TA: Give them a list of companies to headhunt from Provide detailed and regular feedback Get granular in detail with your hiring expectations - leave no stone unturned Steamline your process Engage with candidates even when they're unsuccessful, provide a 10/10 experience Ultimately hiring is a team effort so no one person can do it alone. And if you're a bit lost in your process, don't hesitate to reach out to an external recruiter ;) #prontopeople #sales #talentacquisition

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"I will keep your details should anything change"... As agency recruiters, whether we are sector experts or a grad with 3 months experience, this is something we hear constantly when we are looking to expand our market presence, and support the brands we really want to help! Given the amount of approaches TA, HR and business leaders get it is surely (surely?) impossible to say that and remember every approach they shut down with this, let alone the credentials of these approaches. This would be hard work in a week, let alone months and months! However, in those approaches there are going to be people that really are experts in your sector, really do work with your competitors, really do offer value in championing your values and D&I, and REALLY can add value to your PSL (yes I get most likely have no clue and you are just on a BD list), even if you do constantly make out the PSL is rock solid and hasn't been updated since the 90's. Interested to hear what the general consensus is when it comes to PSL reviews and where all of the approaches who have heard "I'll keep your details should anything change" stand at this point. Are these approaches put in a folder to be gone over later, is it simply the most recent that are remembered, do people actually have the capacity to remember every one and who was the most credible over 12 months (that would be some talent), does everybody actually have a process where they review the PSL and what the agencies on it on a regular basis? If none of the above I am curious to hear how YOU determine who to consider when it comes to PSL reviews, and where do the contenders for change to this actually come from?

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🎯 Struggling to find high-quality candidates without blowing your recruitment budget? Keep reading – I’ve got some strategies you can implement today. 🔍 Imagine attracting top-tier talent without spending an extra dollar. Sound impossible? It’s not. When it comes to hiring, budget constraints can feel like a barrier. But here’s the reality – with a few tweaks, you can make a big impact without inflating expenses. Here’s how you can level up your recruitment game while keeping costs down ⬇️ ⬇️ ⬇️ 💵 Leverage Employee Referrals: Encourage your team to refer candidates. They know your culture best, and referred candidates often have higher success rates and faster onboarding. 💵 Optimise Your Job Descriptions: Make your job ads clear and concise, highlighting why your company is the place to be. A strong job description attracts the right candidates, saving time and resources. 💵 Engage Passive Talent: Not all top candidates are actively looking, but that doesn’t mean they’re unavailable. Use LinkedIn and your networks to reach passive talent who may be interested in the right opportunity. 💵 Build a Talent Pipeline: Don’t wait until you have a vacancy. Keep potential candidates warm so you’re ready when the need arises. It’s a proactive approach that saves time and budget. 💵 Strengthen Your Employer Brand: A magnetic employer brand can attract quality candidates organically. Showcase your values, culture, and team on social media to naturally draw talent to your doorstep. These strategies have helped countless companies find the right talent without stretching their budget. They work – and they can work for you, too. Ready to hire smarter, not harder? Let’s chat about how you can attract top talent without breaking the bank! 🤑 #recruitment #talentacquisition #hiringtips #employerbrand #medicaldevices #healthcare #pharmaceutical

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 Key Findings from the CIPD Resourcing and Talent Planning Report 2024 📣 Shout out to my fellow HR professionals... The latest CIPD report sheds light on key trends shaping the talent landscape in 2024. As a Recruitment partner, the key recommendation that I have taken away is to proactively widen your talent pools. Vary and target your recruitment outreach approach and channels and ensure your employer brand is attractive and communicated well to a diverse group of candidates. Here are some other insights: 💡  Competition for Talent is Fiercer than Ever: 69% of respondents say competition for well-qualified candidates has increased. 84% of organisations tried to fill vacancies, but 64% experienced difficulties attracting talent. Retention is also a challenge: 41% of new hires resigned within the first 12 weeks.  💡 Improving Pay & Benefits: Many organisations are offering better pay and benefits to attract talent. But is jumping ship for a higher salary always the best move? Candidates should consider the whole package, including workplace culture, development opportunities, and long-term fit.  💡 Technology is Enhancing Recruitment: Technology is transforming recruitment processes. 78% of organisations increased their use of tech in recruitment and onboarding in the past 12 months, speeding up hiring and improving the candidate experience, which makes a huge impact.   💡 Growing Talent In-House: In response to talent shortages, 56% of organisations are focusing on entry-level and career-returner programmes to develop their workforce internally, ensuring they can access and build the skills they need. These findings highlight the importance of a balanced approach to recruitment—enhanced by technology, competitive packages, and internal development opportunities. Overall message is that recruiting Talent is hard right now. After 15 years in Recruitment and HR I have a great insight so let's work together to solve your recruitment issues. #TalentAcquisition #ResourcingTrends #RecruitmentStrategy #CIPDReport #TalentManagement

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HR is going through rapid change in terms of Op Models and diverse demands. Aligning to the business purpose is the key when setting up your HR Teams

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“It’s IMPOSSIBLE to give feedback to everyone” We heard it all. Internally and externally. 💬 But at HRGO Recruitment, we’ve been turning problems into opportunities since 1957… Impossible isn’t in our vocabulary. 💪 So since December 2024, EVERYONE that applies for a job through HRGO Recruitment gets useful feedback on their application. Whether they get the job or not. 👏 Most companies don’t or can’t. They don’t care or they can’t be bothered. We want to leave everyone better than we find them. Which is why we send real, honest, actionable feedback to help them on their journey. The whole industry needs to think differently about how to create value for people. We need to race to the top, not to the bottom, in everything we do. 📈 Especially the things we don’t get paid for, but which have a huge impact on people. Here’s to doing things people say can’t be done. 🫵 Let’s make 2025 the year where we raise the bar! 👆 Leave everyone better than you find them 🚀

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