Active Talent Recruitment on LinkedIn: Active Talent Recruitment are a recruitment agency acting on behalf of our… (2024)

Looking to recruit? Have you ever considered a temp-to-perm? Are you tired of the costly and time-consuming process of recruiting permanent staff? In the logistics industry, where staff turnover can be high, finding the right fit for your team can feel like an endless challenge. At Driver Hire Peterborough, we understand the importance of finding skilled professionals efficiently.Introducing our temp-to-perm driver programme: This innovative scheme offers a flexible solution to your transportation recruitment needs. With our programme, you can evaluate the performance of a qualified and experienced driver before making a permanent commitment.During a minimum 12-week trial period, with a minimum 8-hour shift per day, you'll have the chance to assess the driver's abilities firsthand. If the driver doesn't meet your expectations, worry not – we'll provide a replacement at no extra cost, ensuring a seamless trial period.At the end of the trial, if you're satisfied with the driver's performance, you can seamlessly transition them to a permanent hire at no additional cost or hidden fees. If not, there's no financial obligation, and you'll only be billed for the hours worked during the trial period.Moreover, our programme allows you to train the driver according to your organisation's specific routes, procedures, and practices, ensuring a perfect fit for your team.Are you interested in learning more? Contact us today at 01733 890420 or email us at peterborough@driverhire.co.uk to explore how our temp-to-perm scheme can benefit your organisation. Don't miss out on the opportunity to find the best person for your transportation needs with Driver Hire (Peterborough)!

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1) we build a detailed questionnaire to fully understand your dealership needs 2) we spend time with individual hiring managers to ascertain both their requirements, and hiring profiles3) GMs then gives us the lowdown on the dealership, the reasons a candidate should join - this is vital to attract the right talent4) we build a regional profile highlighting housing, education, family opportunities to help attract relocation candidates5) next up is our bespoke brochure and video media which is a powerful tool to ignite the interest of suitable candidates6) we build our long list of candidates who profile the right skill sets according to the job and person specification7) we reach out to hundreds, sometimes thousands of passive candidates - those not actively seeking a new opportunity8) using a combination of our bespoke brochure, video content, and of course an in depth conversation with the candidate, we build the shortlist9) those candidates who have expressed a genuine interest, and we believe have the right skills and personality to be a solid prospect, are set an interview with the hiring manager10) the hiring manager gives us the interview feedback, we then either professionally decline the candidate (with detailed post interview notes), or handle the offer and acceptance conversation, taking care of all negotiations to ensure a successful conclusion11) weekly update calls with the candidate until they have been successfully onboard, and started12) bi-weekly and monthly follow up calls once the candidate has started to ensure a smooth first six monthswe are more than just recruiters, we are Recruitment Business Partners for Fixed and Variable Dealership Operations.Stephen Sweeney Wayne Smith Emma Platt Robert "Robby" Villanueba #sourcerg Source Recruitment Group

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“We can’t afford the costs associated with recruitment!”Many companies are looking at cost right now and as a business owner I understand why.But let me give you an example of a conversation I had recently with a client which may make you think that you can’t afford to NOT pay the costs for recruitment!A client of ours, a large automotive Dealer Group with over 50 sites, had a requirement for at least 1 Vehicle Technician per site.This means they are losing out on selling 2,000 hours per annum per technician. Plus, the associated Parts and Oil sales.£10m in lost sales opportunities…..gulp!Add in the effect on customer lead times, customer satisfaction and retention and all of a sudden the cost of recruitment doesn’t seem very much at all in the grand scheme of things.If this resonates, then you may need to consider:·Do I have a structured plan in place to attract the top talent?·Do I have a consistent message in my marketing?·Do I know what my competitors are doing?·What am I doing to retain my current technicians?·Do I know what the market pay rates are?At a time where there is a skills shortage in the UK, you need to be ahead of the game!I’m always up for a chat about cutting business costs, recruitment and being one step ahead of the crowd when it comes to business finances so drop me a line if this is an area you are struggling with.⚫️🟣⚫️Connect with me here on LinkedIn for updates on all things Recruitment, Finance, HR and Business in general. Graham James Ltd: Recruitment made simple. HR made easy.

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A brilliant post from the brilliant Matt Wells with his brilliant numbers brain.If you're looking for advice and support on how to recruit and retain top talent within your business then drop Matt a line today as he just can't geek out ENOUGH about all this good stuff...🧠 🧠 🧠Also, watch this space for his next post - are we adding the bloopers reel to this or not, M? 🤔 DMx#recruitment #finance #business #costofliving #hr #talent

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Using a recruitment agency Austen Lloyd to fill your role offers several benefits:* Access to a wider talent pool: Recruitment agencies often have access to a larger network of candidates, including passive job seekers who may not be actively looking but are open to new opportunities.* Time-saving: Agencies handle the initial steps of the hiring process, such as screening resumes, conducting pre screen interviews, saving the employer valuable time and resources.* Expertise: Recruitment agencies specialize in finding the right candidates for specific industries or roles, bringing expertise and insights into the hiring process.* Cost-effective: While there are fees associated with using a recruitment agency, the cost can be justified by the time saved and the quality of candidates provided.* Reduced risk: Agencies thoroughly vet candidates, reducing the risk of hiring the wrong person for the job.* Flexibility: Employers can utilize recruitment agencies on an as-needed basis, scaling their services depending on hiring needs.Overall, using a recruitment agency can streamline the hiring process, improve the quality of hires, and free up resources for other business priorities.Call us first to fill your vacancy uk wide01275 463111Info@austenlloyd.co.ukAusten Lloyd Legal Recruitment

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"We don’t use Agencies because we've had a bad experience" - One of the most common responses i've had over the last 6/7 yearsIf you had a bad experience in a restaurant. The customer service was poor, the food was awful, and the toilets stank. Would you never go to another restaurant again? Unfortunately, many agencies are not that great. And thats being polite. 9 times out of 10 they will have over promised and under delivered. Non-Skilled workers turn up to site who haven't been reference checked at an increased charge rate, ultimately costing you, the client, a lot of money. There have been many cowboys who have tarnished the industry good guys! At Integra People we have a number of processes in place to make sure the Construction team are supplying quality on site:- Stringent Reference checks from previous sites worked making sure any new candidates are reliable and capable! - Confirmation of all cards being valid from each awarding body - many fakes going around!- Right to work documents - Medical questionnaire- Basic H&S competency questionnaireYes you will pay a couple of £ more an hour but engaging a temporary agency can significantly reduce the time and costs associated with the hiring process. We take on the responsibility for sourcing, screening, and vetting candidates whilst also payroll and other associated administrative costs therefore saving you money in the long run! If you are looking to partner with a reliable supplier, give me a call on the number above and lets have a chatPaul QuinnEbony WindsorCallum Westwood

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Dear Candidate,We are havingfollowing positions with our MNC Client:Position:Sales LeadSenior Account Manager (Cybersecurity / Antivirus Sales)Location:Mumbai / Bangalore / Chennai / Delhi Experience Range:8-15 YearsJob Description: Profile includes introduction, demonstration, negotiations, closing the deal independently and allother sales activities to develop future business and achieve targets. Preparing Techno-commercial proposals for various decision-making Working under strict deadlines, monthly/Quarterly targets etc. Profile demands ability to grasp concepts like strategic planning, buying behaviour, leadership qualitiesand organisational behaviour and implement them as per the need. Build sustainable customer relationships by engaging with both IT and business users. Ensure Business targets are met or exceeded on a quarterly and annual basis. Build strategic CXO relationships with assigned accounts. Weekly Reporting & Weekly Planning.Enterprise Account Management: A consultative selling approach is mandatory.New Business Development: Identify cross-selling opportunities and sell new gen products.Zero Trust Sales: Knowledge of Endpoint security, Information security, MDMSales Quota Achievement: Meeting the respective organizational sales revenueCross-functional Collaboration: A good team player who can maintain cohesive relationships internally.Sales Leadership on Complex Opportunities: Must display maturity and experience in managing big-size deals.Product Portfolio Knowledge: Cybersecurity/IT/ITES, Data Networking, CRM.Key Deliverables: Achieve 100% Sales Quota monthly/quarterly.( SPANCO Process is Must) Maintain 3x/4x Sales pipeline.Required Skills: Strong product understanding Should have a customer focus and result oriented approach. Excellent verbal & written communication skills. Excellent CXO connects. Min Quota handled – 1-3 Cr p.a. Channel management Experience in customer engagement. Complete understanding of B2B purchasing behaviour. 360 Degree market understanding Analytical & Business acumen Strategic mind-set Good selling & negotiation skills Experience in proactive lead generation techniques. Good understanding of the organization’s policies and processes related to customer and partner. Behavioral Skills: Agile, need to clearly convey the value of their products or services and actively listen to customerconcerns and needs, customer centricityEssential Qualifications: Any Graduate or Post Graduate degree. Minimum 8+ years of Sales experience Preferred industry experience – IT/ITES, Cybersecurity.If interested, please share your updated CV at hemant@hrremedyindia.com--Thanks and Regards,Hemant Kadam | HR- RecruitmentMobile number: 9503786842Email:hemant@hrremedyindia.comHR Remedy India Pvt. Ltd. |www.hrremedyindia.com|Pune|Bangalore|Mumbai|Noida|Jaipur

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🏁 Hiring vs Recruiting 🏁 Two of the most important HR functions in any organization are hiring and recruiting.Hiring 🔸 Hiring is a word that is used in connection with using a person's services or even renting an apartment or taxi.You hire the services of a professional when you are consulting on insurance policy issues, painting a house, getting plumbing or roofing services in your premises.At least in this sense the word is used in British English.However, in American English, hiring is a tool that allows organizations to recruit staff to fill vacancies or vacancies in organizations.Recruitment 🔸 Recruitment is a long process of interviewing, interviewing, and finally selecting or hiring the right people for the job.They say that people are the organization's greatest asset.This is true, but only the right people, like the wrong ones, can be a burden, a disaster for the organization, and not an asset.Recruitment is an important HR function that starts with job analysis and continues with advertising, interviews, and finally selecting the right people.The main goal of hiring is to attract the best talent available on the market and hire only the right people to help maximize the organization's bottom line.Difference between hiring and Recruitment?➕ Recruitment is designed to attract the best talent available on the market to vacancies in the organization.➕ Hiring is part of the Recruitment process.➕ Hiring is the last step in the recruitment process, when the right candidate is selected and given a contract.➕ Hiring the right employee for the organization - the main purpose of Recruitment, which begins with a job analysis and ends with an introductory course and training of a new employee.➕ Recruitment may be outsourced, but the hiring function is always retained by the organization's management.➕ Hiring is the culmination of Recruitment.

🌟 Reducing Agency Costs, Elevating Service Standards! 🌟Hello Everyone! 👋At SGS, we're committed to helping you find the perfect balance between budget efficiency and superior service delivery, especially in the realm of children's homes, SEN schools, and settings for vulnerable young people in England.🚀 The Challenge: How can you significantly decrease external agency costs while maintaining or even improving service excellence?Here are 5 Steps to Help You Trim Agency Spend, While Uncovering Your Next Top Talent:1.Efficient Recruitment Protocols: Streamline your hiring process by utilizing a powerful Applicant Tracking System (ATS). An ATS, when correctly used, will shave hours off the hiring process due to its automation capabilities.2.Retention Strategies: Deploy effective retention tactics to keep your best talents on board, minimizing churn. In children’s services, especially with Children’s residential home providers, keeping your staff happy can be an enormous task. Make it part of your long-term strategy with SOPs, Events, Awards & Recognition, and operate a an open-door policies for all your staff.3.Tech Integration: Harness cutting-edge recruitment technologies to automate tasks, slashing time and resource expenses.4.Data-Driven Decisions: Leverage performance analytics for strategic insights, ensuring continuous improvement in your recruitment strategy.5.PSL in Place for Recruitment Agency Partners: There is nothing better for a recruitment agency than being awarded a place on a Preferred Supplier List (PSL) with a client. Especially when the client has taken the time to offer exclusivity of certain job types or locations to the recruitment agency. This should motivate the recruitment agency to go all out in finding you the best talent because they know there aren’t another 10+ agencies all fighting to fill the same roles.💪 The Payoff: Witness a remarkable drop in external agency spend, all while enhancing service levels for the children and young people you passionately serve.🙋🏽♂️ Samuel Goulden📞 0113 318 0595📧 Email: samuel@sgscare.co.uk

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EMPLOYERS!! Have a Need? Looking to Upgrade Talent?At BSE Recruitment, we have over 25+ years specializing in niche placement services to a variety of reputable organizations throughout the GTA, Surrounding areas and across Canada!We are specific to the Transportation, Logistics, Warehousing and Distribution sectors! After all, we came from these industries!Our niche is actively sourcing and hunting the top talent in the industry that you require for fulfillment, being growth, attrition, replenishment and or simply upgrading your teams and bench strength!We aren't about slapping relentless meaningless resumes your way, meaningless "key word" generated applicants...we only present candidates we vet via a live and lengthy interview process, vetting process, qualification process that meets and or exceeds your organizations requirements in a highly competitive market we all face today. It helps that we know this business, these industries with hands on experience in the business and roles! We believe "this separates us from the pack!"That said, we are constantly and consistently expanding our available pool of industry qualified candidates to meet your needs and exceed your expectations. In fact, a lot of our business has been developed based on our network connectivity, referrals and successful placements with our valued customers!So yes, a little advertising here and marketing to advise of our business!!We have candidates in the areas of:Senior Executive Directors (COO/CEO/VP/CFO)Business Development Directors/Managers/RepsPricing ManagersAccount ManagersOperations ManagersCarrier Sales Reps/Freight BrokersCustomer ServiceDispatch and Logistics CoordinatorsSafety/Compliance Managers/Supervisors/CoordinatorsSupply Chain ManagersOwner Operators and DriversSo, if you have an need, you aren't happy with your current sources and or simply looking for value and at a viable cost, feel free to connect and discuss where we can support you and your business today and beyond!*Confidentiality is assured where required**Network contacts please share!

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