All posts written by Mark Rainsbury

Recruiter SoapBox: Should we be advertising British jobs in the EU?

Recruiter soapboxLast week it was revealed that 800,000 British jobs are being advertised to the EU through a website funded by the European Commission. Prominent recruitment specialist Mark Rainsbury stirs controversial waters and asks if this strategy works for the British economy.   “Nigel Farage reacted with predictable public outrage on hearing that 800,000 British jobs were being advertised in the.
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Does Twitter actually help your recruitment process?

How many recruiters and candidates out there use Twitter as a job hunting tool? The answer is surprisingly few. Many Twittter users see it primarily as a tool to market themselves, rather than a way to link with a vast pool of untapped candidates. Part of this is down to the profile that Twitter has within the media and the perception.
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CVs or applications? How do they affect the selection process for recruiters?

There is no doubt that in a candidate rich market the number of CVs and applications that a recruiter has to review has gone up tenfold. With resources tighter than ever, this has led to noticeable changes in the ways applications are matched. The biggest change for the worse is the disheartening regret message: “If you have not heard from us.
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Good and bad ways of sourcing candidates

This is an interesting one. I believe, as I’ve said in previous blogs, that good recruitment is all about relationships and not sales targets. Bear this in mind when sourcing candidates, as you’ll have a better chance of filling your client vacancies if you can talk passionately and confidently to your clients about the candidates you are putting in front.
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In-house recruitment Vs agency recruitment

I’ve previously worked with some leading brands where I was in charge of running in-house teams, but since moving to the dark side there is one question I get asked at every networking event I go to: “Why won’t the in-house recruitment team answer the phone when I know I have candidates to fill their vacancies, especially as in-house recruitment.
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Mobile recruiting

The possibilities for mobile recruitment are endless, and though exciting, I’m unsure that the majority of businesses have completely caught on to the needs of the new generation. I recently had my own wake up call at a college event, where I was asked to support and sit in on a Dragon’s Den style panel to scrutinise and determine the best.
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Social Media – Do it properly!

As I may have mentioned in previous blogs, I love social media and how it has changed the game in modern recruitment. I love how accessible it makes candidates to recruiters and vice-versa, but beware, get social media wrong and you run the risk doing a huge amount of damage to your brand. The problem for any recruiter, especially one in-house,.
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Making your mind up

As some of you may have read previously, I’m not just a recruiter, I also coach my clients, mainly back into employment, and run a CV-writing service as well. One of the biggest debates I have with my clients is about the length of time a recruiting line manager actually spends reviewing their CV before making a decision. I tell my.
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A beginner’s guide to dealing with recruiters

I’m a start-up business so grateful for any work that comes my way and 99% of my clients are a joy to work with, but at what point do you say enough is enough? I’ve read enough blogs and LinkedIn groups where recruiters get pulled apart for sport. Some of it is completely justified, as some of the tactics that.
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How to give the right candidate experience

When I was an in-house recruiter, getting the candidate experience right was the holy grail. For me, this tells a candidate everything they need to know about the business they are applying to, how it operates and what its values are. From the first acknowledgment email, to the interview process and then to the offer, the experience a candidate has.
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