​★★Recruitment Opportunities in US and Canada★★

U s &  canada

Julie O'Neill is currently working on several roles in the US for an established brand in growth mode; her client is looking to attract well-trained, successful staff that have been trained and tutored in the UK and have a good track record within Accounting and Finance, Sales and Marketing or Technical, who now want to move to America – several locations available! The roles are from consultant and billing levels (for those with a longevous career history) through to director level roles at c$120-$150k US. These are attractive opportunities for those who want to experience life internationally - but are also prepared to work hard and maximise the business opportunities because it’s an intense market in the US, and you will need to be able to handle that.

If interested and want to learn more about these opportunities, please contact Julie O'Neill on ✆ 07713 643761 or ✉

Posted in General on 23rd November 2017

​Why Don’t More Recruiters Move Abroad?

1200px  sydneyoperahouseThere are a few things in life that we feel are for “others,” but not for ourselves.

Owning a Porsche, food shopping in Harrods or taking every Friday and Monday off could be examples; but there are a good few other instances that are less out of reach than they seem. Having a stint working abroad could be one of those!

Where skills and knowledge are transferable, and language is not a barrier, taking a role abroad can broaden horizons and provide unique experiences that would never have come to fruition at home. Recruitment is an industry that lends itself well to international moves, and UK recruiters are some of the best qualified in the business plus they come from a mature market…there are many benefits to be enjoyed for those who take the plunge.

However, there are many more who don’t even consider it.

On a business trip last month to our offices in Singapore and Sydney, it struck me that their candidate shortages can be alleviated in a way that a UK candidate shortage cannot. Recruitment businesses in these regions need to market themselves more actively to the UK recruiter base. We need to make candidates in the UK more open to an international move – and to demonstrate to them what they could enjoy.

For a UK candidate with a decent record of billing and a solid knowledge of their market, if their personal circumstances allow for a couple of years abroad – or longer, it strikes me as a no-brainer. Many more senior candidates travel with families (although school fees can be prohibitive) and a fair few younger ones actually stay and put down roots – of course if one travels and finds job, new life, new relationship, new everything! The UK market is becoming squeezed at both ends by technology that enables companies to recruit more effectively for themselves and a tsunami of solopreneur recruiters working in ever smaller micro-niches. Working abroad simultaneously relieves this pressure and also gives you a unique life experience.

Of course, there has to be a significant amount of commitment from both sides. The recruiter has to feel that their future employer believes in them and will support them in the transition (sometimes financially and definitely in terms of guidance re where to live, what paperwork and medical checks are needed) and in return the employer has to be assured that the individual is worth the investment and will make the transition. Having said this, despite the geographical distance, securing an international role is not always so much more complicated that a local one. The level of bureaucracy is higher with visa and tax implications, but once that has been dealt with, the considerations are much the same as any other move.

Except you can chose to be moving to Sydney instead of Leeds! You can have weekends away in different locations – not return to Blackpool and Devon (much as you might like those beaches too!)

Choosing where to work is far from easy and I hope that we are able to offer some sage advice in this area. Sydney is a different beast to Brisbane, and Singapore is a whole world again, but with hundreds of placements under our belts we have a feel for where you might thrive. Often a candidate has family and friends abroad too which is a draw – maybe they’ve visited before and liked it.

It is true to say that it always makes sense to have a back-up plan just in case you want to return. Keeping in contact with your old network is crucial and will help to smooth your journey back home – the activities of many “expat” recruiters online help to maintain their visibility and make those initial enquires that little bit easier. Making the move back isn’t always the easiest sell, but in my view the transferrable skills and varied experiences are worth their weight in gold.

It might not be forever, and if it is well that’s fine too - however a few years abroad can definitely give you a real sense of accomplishment, joy and that added extra dimension!

Written by Julie O'Neill 

Posted in General on 23rd November 2017

​What is the Point of Social Media for Recruiters?

Download (4) As the archetypal middle men (and of course women) in a transaction, by the very nature of what we recruiters do for a living, you could wonder how much candidates and clients care about what recruiters have to say for themselves.

Clients care about the candidates and vice-versa - but as long as recruiters have facilitated the right match, how many second thoughts are they spared, after the initial matches of CVs have been made. Does anyone want to see pictures of their office dog, latest big-biller trip or whatever else they see fit to share? As a long-term recruiter (we won’t say how many years…!) I have many loyal clients and candidates thankfully, so birthdays, anniversaries etc. are often noted – but is that the norm? Or is the view more likely to be, you are a recruiter, you have a job to do, get on with it….

The thing is that recruitment is rarely as easy as just sending a CV over and waiting for the commission to roll in. As technology takes over the more mundane aspects of the profession, recruiters are fast becoming proficient relationship managers - ambassadors for their clients and advisors for their candidates and a real fount of all knowledge.

We generally accept that most people understand that getting to know the recruiter properly ensures that clients hire and retain only the most suitable people. Confiding in a recruiter guarantees that a candidate’s best interests are being properly represented, but, in both cases, social media can play a crucial role.

While Facebook, like wedding/celebration pictures might rack up the likes from well-wishers, the truly valuable content can lie at a level deeper. When someone is interested in developing a meaningful relationship with a recruiter, they may chose to spend ten minutes reading a couple of blogs. They are putting their trust in this individual or this company, so why would they not want to dig a little deeper. Granted, as illustrated above, such an attitude is not so common, but for the people who do want to get to know their recruiters well, a meaningful social media presence can help.

Recruiters don’t have so much time to dedicate on a one-to-one basis to such interested parties, but it is very easy to give a flavour of what they are all about with a targeted update or blog every now and again. Putting that content out there shows that a recruiter is making an effort to add value for those people who want to read further and appreciate time spent. I know that this is certainly my aim.

The common complaint is that it is so hard to measure. All I would say is this:

How can you measure the impact of an extra five minutes spent with a candidate on the phone going over their smallest concerns? They would probably get the job anyway, but you want to do all that you can to help their cause.

I do believe that assuming recruiters believe in doing everything in their power to getting closer to their candidates and clients, then a meaningful social media presence is essential and adds real value. Of course it’s not a daily bulletin (and definitely not a rant when someone or something is annoying!) otherwise I would see it as a living and breathing extension of a website – if I want to talk about something, it is so easy to do. There will be people out there who want to listen – it doesn’t have to be a huge amount (this isn’t about quantity necessarily!) but, they will be out there and for those it’s a service they like . I read and enjoy other peoples’ blogs after all!

If I remain silent on social media, I am letting down those valuable people who do want to read blogs and may care about some of the topics I cover.   

Written by Julie O'Neill 

Posted in General on 18th October 2017

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