Sekeena Johnson Inc’s Post

🚀 Ready to Launch Your Healthcare Recruitment Agency? 🏥 Starting a healthcare recruitment agency involves mastering the foundational elements of entrepreneurship while delving into the specifics of the healthcare industry. Our comprehensive training program is designed to equip you with the knowledge and skills needed to succeed in this dynamic field. Foundations of Starting a Business: We cover essential aspects such as business planning, legal considerations, financial management, marketing strategies, and client relationship building. Understanding these fundamentals sets a strong foundation for your journey as an agency owner. Starting a Healthcare Recruitment Agency: Delve into the intricacies of healthcare recruitment, focusing on talent identification, candidate attraction, and successful placements in hospitals and healthcare facilities. • Hiring Healthcare Recruiters: Learn how to recruit and hire talented individuals who excel in healthcare recruitment. • Job Posting Strategies: Discover effective techniques for crafting compelling job postings. • Screening Interviews: Master the art of assessing candidates’ qualifications and suitability for specific roles. • Job Selection: Understand how to prioritize job opportunities based on client needs and market demand. Training Duration and Support: Our program spans approximately four weeks, with intensive sessions on key areas. Plus, we provide three months of ongoing support and mentorship to guide you through real-world challenges. Additional Services and Benefits: • Immediate Positions: We offer supplementary services, providing positions for your employees to fill right away. • Remote Work Flexibility: Reduce costs with contractors working from home. • Global Accessibility: Tap into talent pools worldwide. • Scalability: Scale operations seamlessly as your agency grows. Join our program to gain expertise in healthcare recruitment, access a supportive network, and propel your agency to success. We’re committed to your entrepreneurial journey and look forward to welcoming you aboard! 🌟 #HealthcareRecruitment #Entrepreneurship #TrainingProgram #JoinUs #AgencyOwner #RemoteWork #Scalability #SuccessJourney https://lnkd.in/dVCHM7k3

Recruitment Leaders are frustrated about how hard it is to win quality new business. They’re eager for answers and frustrated by their rate of growth. And yet;   AI tools feel spammy. Inbound lead gen feels too good to be true And working harder has brought diminishing returns   All three are necessary. However, Amongst the 1000+ recruiters I’ve worked with, the top performers share one crucial difference:   They have a plan.   They aren’t reliant on live vacancies. Or a quality candidate to showcase. They’re winning retainers from new clients, at full fee ahead of their next hire.   And with the right playbook you can too.   The problem?   Building a bespoke sales methodology for a recruitment business takes three to six months and meticulous attention to detail.   However, we’ve seen consultants get quick wins with a smaller plan.   A “Quick Wins Campaign”.   A tried and tested methodology tailored to your market, business and capacity Complete with scripts and frameworks for phone, email and social outreach All you need to book meetings, run meetings and negotiate retainers It covers objection handling, navigating gatekeepers and dealing with HR It’s all available through a simple portal you have ongoing access to   This is based on the exact blueprint used by Million-Pound-Billers and team actively winning high value new clients today.   Let’s be clear, for sustainable, scalable success you will likely need something more. But this will get you started. It’s a way to turn things around quickly and ensure you finish the year strong.   The Quick Wins Campaign Guide, is normally priced at £950.   Today I’m making it available for just £400.   This offer is only available to the first four eligible applicants.   To get access, dm me "Quick Wins" and we’ll discuss your eligibility and address any questions you have.

One of the frustrating things about LinkedIn has to be the hundreds of messages I get monthly from recruitment agencies and outsourcing companies. I never respond to these messages, because I simply believe that certain things are just better done in-house. 1️⃣ I wish LinkedIn has a way for me to report this type of spam better, so that over time those accounts will get flagged and blocked. 2️⃣ I know cold outreach is hard to do, but I wish there was some more creativity. I always appreciate a truly personalised message (not: "I noticed you work at Mews"). While I still won't respond, I do sometimes take an extra 3 seconds before I delete the message if it is cleverly written. What are my thoughts about outsourcing for a company like Mews? RECRUITMENT AGENCIES This month we hit 1,000 employees and almost all Mewsers have been recruited by our incredible in-house team. We see retention rates at Mews far above industry average. The engagement across our business is strong hitting 88%, showing that our teams have a strong sense of belonging and are proud to work at Mews. Of course this is not all because of our in-house recruitment, but we just see better cultural alignment and a realistic expectation setting. Life is great at Mews, but it is also incredibly challenging and we are always honest about this, up front. We are not incentivising our teams by short term bonuses (like agencies), but focus on long term retention and engagement. It is a big investment to hire in-house recruiters, but if you are a scaling business you will have enough recruitment coming up for this to pay back quickly. DEVELOPER OUTSOURCING We are incredibly customer obsessed at Mews, we believe that the people who build our products should engage with our customers directly. We also believe that a keen interest in hospitality and travel is required to build the best solutions, even for people doing the deep coding. When you hire in agencies, long term you don't get this level engagement with our specific mission, we want a team that has true pride and ownership in the mission of enabling remarkable hospitality. So far this is working well for us. I am sure there are many great exceptions and companies who have proven that it is possible build incredible innovation through external teams. At this stage of our journey, we just believe culture and engagement with our mission is absolutely critical if we are going to win the space (and we are absolutely here to win). If we would ever outsource any of our core business in the future, I would always seek out advice from successful founders, rather than respond to a badly researched cold-invite. 😇 As always interested in the views of other startup and scale ups, am I off the mark here?

❓ Agency Recruitment, what actually is it? ❓ When I was 1st applying for recruitment roles, hand on heart – I didn’t REALLY know what it was… I also speak to a lot of candidates now who don’t know what it is when pressing apply (which is fine!). But here’s a post that might help. To put it simply, On the surface level, recruitment is SALES. 🌟 But instead of selling a product you’re selling ‘people’ and opportunities! 🌟 It’s a very self-sufficient role, where you will use different sourcing methods to pull on job roles from clients + match make the perfect candidate to this role. You build out a client base + account manage all of your existing clientele, persistently adding value to each client and building a long-term relationship with them. (resulting in returning business) Yes there’s cold calling, yes there’s cold out reach – so you have to be confident enough to jump on a call to just about anyone! So where do you make commission? 💰 The $$$ comes from the salaries of the candidates you place into the roles. There are also 2 sides to recruitment. (You may have heard this terminology be thrown about before). 180 Recruitment - This is called resourcing. People bring on jobs from clients and you just fill the roles without having the client relationship or doing any active business development. 360 Recruitment - The full process from sourcing the candidate, pulling on the client and role and managing the whole process from start to finish. Both are equally rewarding, and the commission can balance out depending on the company’s commission scheme you work for. Skills involved in recruitment: - Listening + communication skills. - Negotiation - Consulting - Adaptability + so much more. **This is a VERY brief rundown of recruitment!!** But if it sounds like a bit of you, let’s chat! (There are also about a million +1 perks regarding the social side + rewards of recruitment, I have other posts about this on my page!) 🧡 I specialise in placing entry-level candidates and graduates into their 1st ever role in recruitment. – Need help? 🧡 📲 07477 256 831 Drop me a call!

How To Build An Insanely Profitable Recruitment Business How do you maximise for wealth creation? After 16 years and working with over 1000 recruiters…here’s what we know. 1. Only work jobs you’re going to fill. That means only deciding whether to work the role after you’ve been briefed. 2. Only work with clients who value recruitment. That means they pay fairly, they pay up front and they chose you exclusively. 3. Only work roles that are easy to source. You need to tell the client what to look for, not the other way round. 4. Only work with a tiny handful of clients. Make BD your core focus always and chose better clients. 5. Only hire rookies and tool them up. Experienced recruiters don’t know how to win high profit business. Start fresh and show them how to win big. 6. Only sell to Platinum grade target clients. Know your ICP. Use AI to build a hyper targeted list. Filter by triggers. 7. Only let consultants do high value work. Outsource admin, automate research, plug in an email scheduler and autodialer. All consultants do is talk. 8. Only work the right niche. If you can’t find 20 clients worth £50k each, get a new niche. (sector knowledge is not a super-power, it’s a safety blanket. You’re smart. Pivot). 8. Only hire people with discipline and acumen Only two traits drive profit: Process execution and Opportunity awareness. 9. Only let experts work with you Pay suppliers well. Growth hurts. ROI doesn’t come from playing it safe. Building a business for profit only isn’t everyone’s goal. But if it’s yours these are the steps that will get you there.

How can you handle sales recruitment during a hiring freeze? Handling sales recruitment during a hiring freeze can be challenging, but it's not impossible. Here are some strategies you can consider: Utilize Internal Resources: Look within your current team for individuals who may have transferable skills or the potential to move into sales roles. This could involve cross-training employees from other departments. Optimize Existing Team: Assess the productivity and performance of your current sales team. Are there areas where they can be more efficient or take on additional responsibilities? It might be possible to optimize your existing team before bringing in new hires. Freelancers or Contractors: Consider hiring freelancers or contractors for specific projects or to fill temporary gaps. While not a long-term solution, it can help manage immediate workloads without committing to a permanent hire. Technology and Automation: Invest in sales technology and automation tools that can streamline processes and reduce the need for additional manpower. This can enhance the productivity of your existing team. Networking and Referrals: Leverage your professional network and encourage employees to refer potential candidates. Employee referrals often result in high-quality hires, and they can help you bypass traditional recruiting channels. Internship Programs: Explore internship programs that can provide you with temporary support. This not only allows you to assess potential future hires but also provides an opportunity for interns to gain valuable experience. Outsourcing: Consider outsourcing certain sales functions to external agencies or vendors. While this might not be a permanent solution, it can help you manage workloads during the hiring freeze. Flexible Hiring Plans: Work with your HR team to develop flexible hiring plans that align with the organization's overall strategy. This might involve presenting a case for specific roles that are crucial for immediate business needs. Remote Work Opportunities: If feasible for your industry, consider hiring remote sales professionals. This expands your talent pool beyond geographical constraints and may allow you to find skilled individuals who are willing to work on a remote or contract basis. Communication and Transparency: Keep open communication with your team about the hiring freeze and the reasons behind it. Transparency can help manage expectations and foster a collaborative environment where employees understand the current challenges. Remember that these strategies should be aligned with your organization's policies and goals. Always consult with your HR department and leadership team to ensure that your approach is in line with company guidelines and regulations.

How My Recruitment Service Can Benefit Estate Agents Introduction Recruitment plays a crucial role in the success of estate agents. Finding the right staff can make all the difference in creating a successful agency. My recruitment service is specifically tailored to meet the staffing needs of estate agents, providing them with the best candidates to drive their business forward. The Role of Recruitment in Estate Agents Recruiting the right staff for estate agents is vital for the success of the business. The quality of the team can impact customer satisfaction, sales performance, and overall business success. Hiring the wrong staff can lead to decreased productivity, high turnover, and a negative impact on the agency's reputation. Utilizing a specialized recruitment service for estate agents can streamline the hiring process and ensure that only the best candidates are selected. Understanding the Needs of Estate Agents Through extensive research and analysis, it is clear that estate agents have specific staffing needs that differ from other industries. The real estate industry requires staff with a unique skill set, including strong interpersonal skills, knowledge of the local market, and sales acumen. My recruitment service understands these needs and is equipped to address the challenges of hiring staff in the real estate industry. From agents to administrative staff, we have the expertise to find the right fit for any position within an estate agency. The Benefits of Using My Recruitment Service My recruitment service offers a range of benefits for estate agents. We provide a tailored approach to finding the best candidates for each role within an agency. Our services include screening, interviewing, and selection processes, ensuring that only the most qualified candidates are presented to estate agents. By using our specialised recruitment service, estate agents can save time and resources, ultimately leading to a stronger and more effective team. The Recruitment Process The recruitment process for estate agents involves a systematic approach to finding and selecting the best candidates. My recruitment service follows a step-by-step process, starting with a comprehensive understanding of the agency's staffing needs. We then employ various methods and strategies to attract and identify potential candidates, followed by a rigorous screening and selection process. By utilizing these methods, we ensure that only the best candidates are presented to estate agents for consideration. Conclusion My recruitment service is dedicated to meeting the unique staffing needs of estate agents, providing them with the best candidates to drive their business forward. I invite estate agents to consider using my service for their staffing needs, and I am confident that together we can achieve great success. For more information or to get started, please contact us at warren.gordon@amrgroup.co.uk or 01494 919001.

I’m a recruiting agency, not a High-Tech company- let me manage relationships like I want to be doing and not deal with all of this new expensive tech ! This is typically a common opinion of agencies that have been around for a while, and there’s a lot of truth to it; the only problem is that with today’s abilities that were never possible before, they’re gonna be falling behind. Here are the trends: 1) Mass Customization: With automated outreach ability, that’s able to extract certain data on the candidate- job changes, location changes, etc., agencies are able to create super specific outreach at mass. This allows them to keep their unique messaging and strategy while doing it for thousands of candidates simultaneously, something that could have never been possible before. Agencies that don’t adopt these type of tools can’t possibly keep up with the agencies that are currently reaching out to the same candidates in a timely manner. 2) BizDev indicators: Winning new business used to be a lot of due dilligence over tens of different companies by the sales team member just to find a relevant company hiring. Now agencies are able to alerted automatically when companies are hiring especially through Hiring Managers they’ve worked with, saving hours of research by the team that can now be used for the actual outreach and relationship management. Recruiting is changing, but the basics will always stay. To make sure to not fall behind, it’s worth investing time now to learn more about the new developments, to not create a gap too large to come back from with all of this rapid development. On that note, for more content and info- follow for more!!

Career paths in agency recruitment tend to be fairly predictable: - Start out as a 180 candidate-focused recruiter to learn the business - Transition into a client-facing role & learn sales (either as a full desk recruiter or a 180 staffing salesperson) - this can happen on day 1 or years in Once a recruiter and/or staffing salesperson is closing their own deals autonomously and consistently hitting billing targets, they're considered "experienced" (typically >2 years in) which is when they start reaping the rewards of the work they've put in over the years via referrals/inbound, keener eye for quality, high earning potential. From here, experienced recruitment/staffing professionals can: a) stay as an individual contributor (typically highest earning potential since comp structures disproportionately reward individual billing) b) transition into a billing manager role to lead a team while doing your own deals (typically lower total comp potential vs IC route since training juniors can take awhile to see ROI, but is high visibility and diversifies skillset) Most recruiters live for the majority of their agency career - reaping the benefits of a strong book of business can provide a great life, especially for specialized recruiters with a strong network/reputation in their industry. If experienced recruiters have aspirations beyond this, they'd typically be: a) doubling down on the leadership route, shifting away from billing to focus on leading team(s) + running the agency in a strategic role a) launching your own agency - either solo, with business partner(s), and/or a team you've hired Recruitment entrepreneurship is the pinnacle of the career path since you're taking on the full risk & reward that comes with this business. Although it's not for everyone, there are lower barriers to starting your own agency in recruitment vs most other industries which can be a big draw for entrepreneurially-minded recruiters. No matter the long term goal, learning sales and carrying a book of clients is SUPER important for long term career development in agency. Lacking sales experienced holds recruiters back more than anything else, so I always advise agency recruiters to become client-facing ASAP and build up their sales/BD skillset. Continually building your ability to identify/create new client relationships is the # 1 differentiator between having an evergreen high demand for your skillset and command the strongest comp packages vs experience large swings in demand for your skillset and minimized opportunities overall. In an era where job security is difficult to come by, building a strong sales track record is the best hedge to continually objectively show your value + can be leveraged extensively outside of recruitment if needed. * Moving into internal recruiting/TA, HR, ops, etc is EXITING the industry so those career paths are not included here. Although plenty of people do this, that's not considered the pinnacle of this career path.

Recruitment is not easy, and if you are a business owner who conducts and manages recruitment by yourself, you can totally agree. It requires great skill of professional judgment and empathy. In alchemy outsourcing, we have Jane who takes care of all recruitment operations - from sourcing to placement. Let us consider recruitment in Jane’s perspective as someone who works hard in the recruitment space and her advice to business owners who fear recruiting new team members due to bad experience. 💙 What are the biggest challenges in recruitment? Attracting the target candidates. As a recruiter for Alchemy outsourcing, I am attracting virtual team members that are experienced, highly skilled, and with values. I look for specific requirements not just skill wise but value wise as well and that is challenging. 💙 How do you mitigate the risks of hiring the wrong person? Define clear job requirements and build relationships with the onboarded applicant. This is essential to make the applicant feel comfortable and at ease in the new environment which can then boost productivity and make them feel a sense of belongingness within the organization. 💙 Advice on business owners who fear recruiting due to bad experience. Team members are the framework of business success. It is important that you are clear on what you are needing help with and what tasks you are willing to delegate to someone. Understand the different skill sets - you might need help in social media marketing, sales, or lead generation. These require different skills which mean you have to make sure you are searching for the right person. Make every mistake a learning opportunity and build trust in yourself that you will make it right this time, or outsource recruitment! You can consult with a recruitment agency to take care of the recruitment process for your business. If you want to know how Alchemy Outsourcing can support you, connect with our CEO, limited slots available here: https://lnkd.in/g6VTbvpu