Greg Spruce

5 ways to ditch your best recruiter 🫡 Thinking of pushing out your top biller? Here’s a handy guide ⬇️⬇️   🫵 Micromanage them to death Hover over every call, second-guess their judgment, re-write emails, and remind them how you did it back in the good old days. Works like a charm.   🎯 Set KPIs for KPI’s sake Who cares if they’re bringing in the most revenue? Make sure they still make 50 calls a day!   🔨 Give them broken tools Outdated CRM? No access to LinkedIn? No automation? Perfect   🙅 Offer zero support Want a healthy pipeline? Don’t bother with marketing. No client intros. No admin. Let them juggle everything   👊 Create constant turf wars Pit them against others in the team, create an environment where your recruiters won’t share candidates/clients/info – nothing like a bit of healthy competition Are you a manager reading this and feeling personally attacked? I’m sorry to say you may be creating a toxic environment 😭 Are you a recruiter reading this thinking, is this post about me? Message me ASAP 🥲 Recruiters don’t leave recruitment They leave environments that make it impossible to succeed #recruitment #agencylife #recruitertips #rec2rec #recruters  

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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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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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Holiday season is over – hurrah for the job market! 😍 September is traditionally a really busy month for recruitment and so I thought jotting down my top 5 tips for getting cut through in the market would be welcomed! 1) Networking! For senior hires in particular, so much rests on your network or having people to vouch for you and recommend you. Most people have an ‘ick’ when they think about networking but start gently with asking for coffees with previous colleagues you’ve got on well with. I always tell people to imagine the situation the other way around – you’d be more than happy to help someone and have a coffee if they asked you and so it’s the same feeling in reverse. 2) Make sure your LinkedIn profile is optimised as an SEO tool for recruiters to be able to find you in their search. I have several tips on this if anyone wants to reach out for more advise, but as a starter for ten – your most recent job title on LinkedIn will be the one that governs whether you come up in recruiter’s searches. If your current job title is a little weird and wonderful, I’d make it more classic and standard. If you have changed it to saying ‘freelance’ or something open ended if you’re not in a full-time position then revert back to your old job title to ensure that you give yourself the best chance of appearing in a recruiter’s search. 3) Stay on the radar of recruiters. We speak to so many people, that it’s not always easy to remember everyone in detail. Just drop a line every month or so to the people you’ve met/had chats with to remind them you’re still on the market, how your search is going etc. It will help make you one of the first people to be called when new roles come up. 4) Controversial potentially, but also play the game with recruiters! The people who are helpful to us in terms of introducing us to people etc will be the people who stick in our minds the most to try and return the favour. 5) Don’t just rely on making a faceless application to a job. Do still send the application through the correct channel, but also reach out to the hiring manager for the job and send them a more personal message to help you stand out from the crowd. If you’re looking for a new role, or hiring then please do reach out. We have over 1000 5* Google reviews for a reason 🤩

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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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Debunking Recruitment Myths 5/10: "You'll make £100k in your first year" 🍌 💰 💰 💰 Nah! Can you make 6 figures within your first 2-3 years? YES absolutely if you are on target, bill consistently each month and are in a buoyant market, on a good commission scheme. Let's do the maths, because making empty promises to new junior consultants is not cool, setting them up realistically with stretch targets and support however ... VERY COOL 😎 Scenario: 📌 Base Salary £28,000 - average in London 📌 Commission 20% - no threshold 📌 Target £180k - considered a strong first year 💰 Take home Gross: £55,800 💷 Take home after Tax: £49, 921 How this works broken down: 📈 "Ramp period" - the time it takes you to 'build your desk'. on average 1st deals are closed in Month 3 📝 "Written Vs Billed" - Closing the deal is not when it is paid. Allow about 8 weeks to see the money as the candidate must start, then you get paid 1 month after (paid in arrears) 💸 This is an example billing pattern to make this money: No deals closed month 1 or 2 Month 3, 1 deal closed £13k Month 4 1 deal closed £13k Month 5 1 deal closed £15k Month 6 2 deals closed £20k Month 7 2 deals closed £22k Month 8 1 deal closed £15k Month 9 1 deal closed £20k Month 10 2 deals closed £21k Month 11 1 deal closed £18k Month 12 2 deals closed £23k £180k is considered good performance in your 1st year. So, hopefully that puts things in perspective. Note: All commission schemes, average deal sizes, deal cycles and rates vary. This is modelled on market averages in professional services. In short, can you earn 6 figures in recruitment YES. Will it be year 1, I very much doubt it. 🍌

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Here’s my best bits of advice for anyone who's tasked with BD in recruitment...... 👉 Start with a targeted list. There is no point prospecting to the wrong people. 👉 Timing is everything! A prospect said no a month ago? Guess what things change. And so may their needs. 👉 Engage with people not the business. 👉 Get interested in the individual and who they are. This will pay off in spades.   👉 Recapping a conversation or prev interaction on your next interaction will pave the way for a more meaningful conversation. We all inherently want to feel heard & understood. This builds trust.   👉 Pick up the phone. It is your friend. It can be daunting when you’ve not done it in a while. 👉 Inmails, emails, drip campaigns are not as effective as one one-on-one interaction  There is no shortcut. 👉 Activity targets are a must. You need to map this out and hold yourself accountable to the activity. Good, planned, intelligent activity will ALWAYS lead you to the results. Sales is actually quite simple. Find the right people through good research = Be curious about them and their challenges = Have a 7 point touch point plan (and no, drip campaigns don’t count) = chip away with varied touchpoints where you are getting to know an individual over time! Hope that helps anyone who's currently feeling it with BD! It can be overwhelming if done sporadically and without a plan. Hume Scope - Developing Exceptional Recruiters #recruitmenttips #recruitmenttraining #recruitmentconsultant

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Hiring is tough! You have a TDL as long as your arm, and somehow you need to find time to run a comprehensive interview process. Sure you are aware that finding great people is critical to your business reaching its full potential (and will free you up to focus on what you do best). Still though you find yourself struggling to do what needs to be done. Sound familiar? Below are 3 tips that can help ensure a smoother hiring process: 1. Interview more people than you think you need - this sounds counterintuitive however it beats failing to secure someone at the 1st attempt. 2. Share key facts ahead of time - a short email can help both parties avoid wasting time in case of misalignment in areas such as salary, starting date, travel requirement, working rights, languages and technical skills. 3. Trust your judgement - don’t miss out on a complete no-brainer hire because of a failure to expedite your process for an exceptional individual. I’d love to hear further idea’s on this subject!?

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The reason the perception of recruitment isn't great right now... Over the last couple of weeks, we’ve been training two new consultants, walking them through the entire recruitment process, step by step. One of the key things we teach is getting written confirmation from every candidate before representing them: • Confirming they’re happy for us to put them forward. • Checking they haven’t already been represented or applied directly. And yet, more often than we’d like, we find out someone else has already submitted them. After speaking with the candidate, they’re confused and to be frank, p****d off because: • They never got a call. • They never got an email. • They didn’t even know the role existed before we spoke to them. This is becoming way too common. And honestly, it’s so poor. Then I’m left explaining to my team: “This isn’t how it should be done.” And people still wonder why recruitment has such a bad reputation. Right now, we’re seeing: • Consultants working for little to no margin just to get jobs on. • Resumes being fired off without permission. • Recruiters working with clients while simultaneously moving their staff to competitors. • Entire markets blanketed with CVs and ghosting anyone who isn’t a “quick win.” This race to the bottom isn’t helping anyone, candidates, clients or recruiters. It’s time the industry raised its standards. One of our missions is to change the perception of recruitment. LH Partners – Your Recruitment Partners

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