Graeme Lingenfelder

Running a recruitment desk/team is like building a jenga tower. Each one of the below is a building block: Niche Non negotiables that feed KPI’s Client and candidate routes to market learned and executed. Process rather than outcome focused on. Remove one of the above and everything collapses in on itself. #j9online #sales #recruitment #training #coaching

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Recruiters, don’t be blasé about your billings & commission structure when you are interviewing for a Recruitment position. When you’re interviewing with an agency, your numbers matter. So if you don't know them before you meet an Agency or speak to someone like me: find out. Or if you are a temp recruiter that isn't measured on revenue, it could be number of hours billed per week or day, or temps out. But know them. Be armed with that information. Because it helps you. It also helps you build your desk. We know you aren't billing/placing what you were 18 months ago. If you share your billings and are able to explain your commission structure and how much you have earned in comms, (or not earned) every Leader and Manager in the room will do the maths. Because we work it out backwards, starting with the comms you have earned. If you've earned a certain amount of commission, and your structure pays, for example 30% monthly and your salary is $80k, we can work out what you've billed. If the figures don’t add up, it’s obvious and it damages your credibility and honesty. Instead, approach it like this: Be transparent. The market has shifted. No one expects you to be billing what you were two years ago. Owning that reality shows maturity. Know your structure. Understand your commission scheme and be ready to explain how your earnings were calculated. Highlight your value. If your numbers dipped, explain what you did to adapt whether that’s client development, smarter sourcing, or candidate care. Agencies don’t want a fairy tale version of your billings. They want an honest recruiter who understands their desk and can talk about performance with confidence. 🥰 check out my list of recruitment jobs here. https://lnkd.in/gyyscyX

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Recruitment is a contact sport. 🏉 The more people you engage with, the more opportunities you create. High activity = results Quantity leads to momentum — and momentum uncovers quality. Quantity x Quality = Real, consistent success. Every top-performing recruiter started off by covering lots of ground. They weren’t just making calls — they were: - Learning their market - Fine-tuning their approach - Sharpening their instincts - Mastering their craft Reps build confidence. Confidence builds performance. And performance builds a career. 🔨

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In big recruitment firms,  “𝐬𝐢𝐧𝐠𝐥𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩” is broken. Here’s why... Over the last 5 years with one client we had: >5 key consultants work with the client >10+ supporting team members >Delivering across a blend of permanent, contract, and consulting hires Result? That client scaled rapidly, worth 24bn JPY (~$16.3m USD) in recruitment value. No single recruiter could deliver that outcome! >It takes specialization. >It takes collaboration. >It takes solving problems across multiple hiring models. That’s the real value clients pay for. Steven Li follow for more cyber security recruitment content in Japan

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When we founded Alexander Daniels 15 years ago, we couldn't have imagined we’d build such a loyal team. Many of our colleagues have been with us for over a decade — which in recruitment, and in business generally, is something I feel incredibly fortunate to say. It seems strange to call them colleagues, because in truth, so many are now our friends. But here’s the reality: along the way, we’ve also lost some truly great people I would have loved to keep. Not because they weren’t performing, or because the culture didn’t fit — but because they needed new challenges we simply couldn’t offer at the time. And that’s okay. One of the hardest lessons as a leader is understanding that retention isn’t about holding on to everyone at all costs. It’s about building an environment where people want to stay — and also recognising when someone needs to spread their wings elsewhere. Sometimes the best thing you can do for a talented colleague is to let them grow beyond your business. When it is right for someone to stay, here’s what I’ve learned about keeping your best people engaged for the long haul, not just through my own journey, but also from the many great CEO's and Leader I get to work with: ✨ Clarity of mission – People stay when they’re connected to the bigger “why”. ✨ Growth opportunities – Even in a startup, you can give space for learning and stretch. ✨ Recognition – A genuine thank-you is more powerful than a bonus. ✨ Flexibility and trust – In today’s world, this isn’t a perk, it’s a baseline. ✨ Listening – Not just at review time, but through ongoing, honest conversations. Retention isn’t about perks, although we've had some great ones! It’s about creating an environment where people feel valued, trusted, and challenged. And when they do move on, it’s about celebrating their growth, not resenting it. What’s the one thing your company does that makes great people stay — and how do you handle it when they choose to leave? Do you measure retention? #Leadership #Retention #Startups #ScaleUp #Talent #Culture #Team

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Ready, Steady… Stop. It happens more often than we care to admit. A client gives the green light to recruit. The job spec is finalised, the role goes live, candidates are shared for consideration, then.. silence. Annual leave takes place, there's radio silence and processes stall. Meanwhile, great candidates are left in limbo—waiting for feedback, unsure if the role is still active, and naturally… exploring other offers. In today’s market, speed matters. So does communication. We understand holidays are essential. But releasing a job and disappearing for two weeks without a clear process or point of contact? That can do real damage: ✅ Top candidates drop out. ✅ Your reputation suffers. ✅ Your employer brand takes a silent hit. ✅ The same role has to be re-briefed—and re-advertised—weeks later. If you're planning time away, a simple fix goes a long way: 🔁 Align with your recruiter on timelines. 📅 Delegate decision-making while you're out. 📢 Communicate with candidates upfront. Candidates don’t expect instant hires—but they do expect clarity. The best people never hang around. Plan your hiring like you’d plan your holidays—thoughtfully and with follow-through. #HiringInIreland #GalwayJobs #RecruitmentTips #ConnachtCareers #IrishJobs #cpl #cpljobs #cplgalway

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Workwear & PPE Recruitment Trends As we move into October and the final quarter of the year the broader headlines around recruitment in 2025 are more of a continuation; ▪️ Candidate availability is up ▪️ Job flow is down ▪️ Many sectors are in ‘wait-and-see’ mode But, that’s not the full story within the Safety and Workwear market and in particular the function of recruiting salespeople. In this space, I feel we’re still operating in what feels like a micro-bubble. The broader recruitment trends only tell part of the picture. While generalist data points to a ‘Client Driven’ recruitment market with more available ‘candidates’ and fewer jobs, we’re still facing: ▪️ Low levels of truly ‘Active’ sales candidates ▪️ A shortage of experienced sales individuals with relevant product/sector knowledge ▪️ A shortage of the next generation of salespeople coming through the ranks. ▪️ Hiring managers who remain rightly selective - holding out for team fit, industry experience, and who require a level of certainty when they hire. In short... demand is still very real, but the talent pool is shallow and timing seems to be everything. 𝐓𝐡𝐞 𝐡𝐮𝐦𝐚𝐧 𝐭𝐨𝐮𝐜𝐡 Traditional or more personable recruitment methods and headhunt approaches seem to operate better within these market conditions. ▪️ Deep market insight and knowledge ▪️ Real conversations with sales individuals to understand their needs and wants (not just housing CV’s in a database). ▪️ The ability to clearly manage expectations on both sides   ....and yes, patience to manage longer recruitment cycles. With the advent of AI tools it feels like most people in 2025 distrust a faceless online application process. They value human interaction; they value recommendations and they value feedback and support through the process. It seems Old School is the New School Dan Sullivan Huntr Looking to hire or perhaps considering your career options?

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