Chelsea Hackett

The best TA teams don’t just fill roles, they map the opportunity first. Most hiring plans are reactive. A role opens → the scramble begins. But elite TA teams flip the script: they start with the opportunity map. By looking at the talent market up front, they can: - Anticipate which roles will be hardest to fill - Spot skill gaps before they bottleneck growth - Prioritise hiring where impact will be greatest - Give leaders confidence with data-backed plans This is where TAM thinking comes in. Not just a number, but a framework to connect talent planning to the bigger picture. 👉 here we break this down in a simple way for TA leaders. Take a look and see how mapping the opportunity can make hiring smarter, faster, and more strategic.

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What strong recruiters are doing differently in 2025 👀 ⭐ Going niche Generalist 360 desks are fading. Clients want recruiters who get their world, the language, the trends, the challenges. Those who’ve carved out a niche are placing quicker, billing higher, and building real trust. ⭐ Putting candidates first The “spray and pray” approach doesn’t cut it anymore. The best recruiters are running proper interviews, giving real feedback, and investing in long term relationships. ⭐ Building their brand They’re showing up on LinkedIn. Not chasing viral moments, but building visibility. And it works... Clients and candidates are watching, even when you think they’re not. ⭐ Choosing clients wisely They say no to slow processes, vague briefs, and misaligned roles. Top recruiters are backing themselves and walking away from the wrong fits. The market has shifted & expectations have shifted. The recruiters making an impact are already adapting. Xclusive Recruitment #rec2rec

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💥 The hall of shame: interview feedback edition 💥 Let’s be honest — some of the feedback candidates get after interviews can be fairly insulting. It’s vague, lazy, and does nothing to help someone actually improve. Here are 5 of the worst offenders I hear all the time: 1. “It was a really close call.” Translation: We don’t want to tell you why we picked someone else. Zero substance, zero value. 2. “We promoted someone internally.” Fair enough — but why invite external candidates in the first place? 3. “You don’t have the right background.” Strange, considering my CV screamed that from the beginning — and you still dragged me through multiple rounds. 4. “You’re too experienced.” Ah yes, the classic crime of knowing too much. Since when is capability a liability? 5. “Another candidate was a stronger fit.” The most meaningless feedback of them all. It’s a polite way of saying nothing at all. 👉 If businesses actually want candidates to respect them (and maybe even reapply in future), feedback has to be constructive. Otherwise, it’s just hot air and wasted effort on both sides. #job #interview #candidatefeedback #business #recruitment #hiring

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A lot of recruiters jump straight into selling... “This candidate would be perfect for you!” “This role’s an amazing opportunity!”   And while we all want to move fast, speed without direction is useless.   We don’t open a search until we’ve listened - properly.   🔹 What are you really looking for? 🔹 What’s changed in the business recently? 🔹 Where have hires gone wrong before?   When you take the time to ask those questions up front, the rest moves quicker.   Because then it’s not about sending over a stack of resumes and hoping one sticks.   It’s targeted, thoughtful and it saves everyone time.   ❌ We don’t believe in compromising on quality just to check a box.    ❌ We’re not in this to hit volume, and submitting a stack of resumes that are not a good fit. That’s why we listen first. That’s how we move fast.   And that’s why we won’t ever flood your inbox with people who aren’t a fit.

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“𝗦𝗼𝗿𝗿𝘆, 𝘄𝗲 𝗻𝗲𝗲𝗱 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘄𝗶𝘁𝗵 𝗺𝗼𝗿𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲.” If you’ve ever heard that line, you’re far from alone. A recent UK survey showed that 64% of candidates were rejected from their first job application because they didn’t have enough experience. 𝙄𝙩’𝙨 𝙩𝙝𝙚 𝙘𝙡𝙖𝙨𝙨𝙞𝙘 𝙘𝙖𝙩𝙘𝙝-𝟮𝟮: 𝙮𝙤𝙪 𝙘𝙖𝙣’𝙩 𝙜𝙚𝙩 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙖 𝙟𝙤𝙗, 𝙗𝙪𝙩 𝙮𝙤𝙪 𝙘𝙖𝙣’𝙩 𝙜𝙚𝙩 𝙩𝙝𝙚 𝙟𝙤𝙗 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚. As a recruiter, I see brilliant people being overlooked every day—not because they lack potential, but because hiring processes lean too heavily on rigid experience filters. The good news? Things are shifting. Around 65% of employers now use skills-based hiring for entry-level roles. That means your abilities, achievements, and mindset matter just as much (if not more) than a job title on your CV. 👉 Employers: if you want fresh talent, be open to transferable skills and invest in training. 👉 Candidates: highlight what you can do, not just what you’ve done. Projects, volunteering, side hustles—they all count. Because the “experience gap” isn’t just frustrating, it’s costing companies amazing talent. #imhiring #recruitmentbutbetter

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