Onin Staffing的动态

Do your administrative hires have the soft skills they need to succeed? Learn how to evaluate these critical traits during the hiring process with our latest guide. https://lnkd.in/d9ieB8vP

Reclaim Your Time: How a Virtual Assistant Can Transform Your Recruitment Process. As a recruiter, you wear many hats. From sourcing candidates to managing client relationships, your plate is always full. But what if you could offload some of that workload and focus on what matters most? I remember a conversation I had with a recruiter, Roland, who was feeling overwhelmed by the sheer volume of resumes he was receiving for a particular job opening. He was spending hours sifting through them, trying to find the perfect candidate, but it was taking away from his ability to focus on other important tasks. I offered to help him streamline the process by creating a robust screening system, using tools and keywords to identify top candidates. Together, we worked on implementing the system, and it ended up saving him hours of time and effort. But what struck me most was when he told me, "I feel like I've got my life back." He was no longer drowning in resumes and could focus on what he loved which is building relationships with candidates and clients. That moment stuck with me, and I realized that virtual assistants can have a profound impact on recruiters work-life balance and overall well-being. By taking care of administrative tasks and streamlining processes, we can help recruiters rediscover their passion for their work and achieve a better balance between their professional and personal lives. By outsourcing tasks like data entry, candidate research, and email management, you can free up your time to focus on high-touch tasks like building relationships and finding the perfect candidates. Let's work together to transform your recruitment process and reclaim your time. Send a DM to learn more about how a Virtual Assistant can support your recruitment needs! Welcome to the new week???? #VirtualAssistantForRecruitment #RecruitmentSupport #VirtualRecruitmentAssistant #RecruitmentOutsourcing #RecruitmentEfficiency

Am I Experiencing Workplace Micromanagement as a New Recruiter? #Micromanagement #Recruitment #WorkplaceDynamics Hey everyone, I’m reaching out to get your thoughts on something that’s been on my mind lately. So, I’m pretty new to my role as a recruiter, and I have two managers: an Account Manager and a TA Manager. We all collaborate closely to fill positions in the healthcare industry, which I really enjoy! Here’s the thing: my TA Manager has asked me to send her daily emails detailing my work. Every morning at 9 am, I let her know what I’m working on—like who I plan to source and which candidates I’ll be touching base with. Then, at the end of the day, I send another email summarizing everything I accomplished—how many candidates I sourced, which jobs I posted, and so on, all while CCing the Account Manager. Now, I chatted with a colleague on another team, and she mentioned that this whole daily reporting feels pretty micromanagey. ?? I’m left wondering: Is this standard practice in our field, or is it a bit too much? Here are some points that come to mind: Clarity vs. Control: While regular updates can provide clarity, I sometimes wonder if it creates an environment where I feel controlled rather than trusted. Impact on Morale: Constant reporting might affect my motivation—do I really have the autonomy to do my job well, or am I just checking boxes? Time Consumption: Crafting these emails takes time away from candidate sourcing and actual recruiting tasks! In light of this, I think a possible solution could be to establish a more balanced reporting system. For instance, maybe a weekly summary would suffice instead of daily emails? This way, I could focus more on sourcing talent and less on reporting. ?? What does everyone think? Have any of you experienced similar situations? How do you handle reporting in your roles? I’d love to hear your insights and any tips you might have! ??

?? ?? ?? As a busy CEO, Mr. Rich had been struggling to manage his workload. He was constantly overwhelmed with emails, meetings, and tasks, and was starting to feel like he was drowning in responsibilities. One day, he realized that he needed help. He decided to hire an executive assistant to support him, but he wasn't sure where to start. "What are the essential skills and qualifications required to become a successful executive assistant?" he wondered. After some research, Mr. Rich determined that he needed someone with excellent communication skills, strong organizational abilities, and the capacity to handle confidential information. He posted an ad and began interviewing candidates. "How do I find and hire the right executive assistant for my team or organization?" he asked himself. After several rounds of interviews, Mr. Rich met Dammy, a highly qualified and experienced executive assistant. Dammy had a proven track record of supporting high-level executives and had a keen understanding of the business world. Mr. Rich was impressed and decided to hire Dammy. But he wasn't sure how to delegate tasks effectively. "What are the most effective ways to delegate tasks and responsibilities to an executive assistant?" he thought. With Dammy's guidance, Mr. Rich learned to prioritize tasks, communicate clearly, and trust his assistant to handle important projects. Dammy quickly became an indispensable member of the team. As they worked together, Mr. Rich realized that Dammy was not only a skilled assistant but also a valuable career resource. "How can an executive assistant support my career development and help me achieve my goals?" Mr. Rich asked Dammy. Dammy offered insights and suggestions, helping Mr. Rich to refine his leadership skills and develop a strategic vision for the company. Finally, Mr. Rich appreciated the importance of building a strong working relationship with his executive assistant. "What are the best practices for building a strong and productive working relationship with an executive assistant?" he reflected. By communicating openly, setting clear goals, and trusting each other, Mr. Rich and Dammy formed a powerful partnership that transformed the way Mr. Rich worked. Attention all administrative assistants, personal assistants, and virtual assistants! (And CEOs, we know you're listening too). Here's the deal: you don't have to be a superhero to save the day (but if you are, that's cool too). With the right skills, support, and teamwork, you can achieve greatness... or at least get the job done without too much stress #AdministrativeAssistants #ExecutiveAssistants #VirtualAssistants

?? Click to read the full Q&A ?? We're excited to welcome a new client to Back Office! Check out their Q&A below to learn more about their business and what makes them unique. ?? ?What made you choose Back Office? ?I was referred to Back Office by a friend who has been using the company and spoke highly of their services. Their positive experiences and the company's reputation for excellence made me eager to explore the opportunities they offer. ?What inspired you to start your recruitment agency? ?With 13 years in the industry, my inspiration to start a recruitment agency stemmed from my passion for connecting talented individuals with opportunities that align with their skills and aspirations. I identified a gap in the market for a more personalised and transparent approach to recruitment. My goal was to create a platform that prioritises not only filling positions but also understanding the unique needs of both clients and candidates. ?What's your secret to client satisfaction? ?The key to client satisfaction lies in building strong relationships based on trust and open communication. I prioritise understanding my clients' specific requirements and organisational culture, which allows me to provide tailored solutions. Regular check-ins and feedback loops ensure that I remain aligned with their needs and can adapt as necessary. ?What do you value most in a business partnership? ?I value mutual respect and alignment of goals in a business partnership. A successful partnership is built on shared values and open communication, allowing both parties to collaborate effectively. I also believe in the importance of transparency and accountability, as these elements foster trust and enhance the overall success of our joint efforts. #RecruitmentFinance #BetterWithBackOffice #RecruitmentFactoring

Going through job portals, looking for some potential HR customers, left me quite stunned. There are many decision-maker positions to fill and many companies look for new people. Does that make sense? Not always… When it comes to filling roles, the best candidates might already be part of your team. Internal recruitment (promoting or transferring employees from within the organization) can bring significant advantages for businesses of all sizes. ?? Increased Employee Retention and Engagement: Offering growth opportunities shows employees that they have a future with your company. This can boost morale, reduce turnover, and foster a stronger company culture. ?? Cost and Time Efficiency: External recruitment can be time-consuming and costly. With internal candidates, you save on advertising, screening, and onboarding costs, while also cutting down the time it takes to fill the role. ?? Reduced Risk: Current employees already understand your company’s culture, values, and workflows. They’re also a known quantity, meaning you have a track record of their performance and commitment, making them less risky hires. ?? Quicker Onboarding and Transition: Since internal recruits are already familiar with the company, they typically require less training and adapt more quickly to their new roles. This means productivity can start almost immediately. Take the example of a construction firm that’s looking for a project manager. Should they invest in hiring someone new, someone who doesn’t know the company culture and team? It should be the last option. There are internal people, like experienced supervisors, that would be ideal for the role. Long story short: If you’re looking to fill a position, consider looking internally first. It could be the smartest move for your team and your bottom line.

?? Tips for Staying Organized as a Recruiter ?? In the fast-paced world of recruitment, staying organized is key to success. Here are some tips that have helped me streamline my processes and stay on top of my game: Use a Robust ATS (Applicant Tracking System) ?? An efficient ATS can automate many tasks, from posting job ads to tracking candidates’ progress. It’s a game-changer for managing large volumes of applications. Create a Detailed Recruitment Plan ??? Plan out your hiring process from start to finish. Define the job roles clearly, outline the interview stages, and set realistic timelines. A clear plan keeps everyone on the same page. Leverage Technology ?? Tools like LinkedIn Recruiter, Zoom, and scheduling software can help you manage interviews and communications more efficiently. Automation tools for email follow-ups can save hours of work. Maintain a Candidate Database ?? Keep an updated database of past candidates. You never know when a previously interviewed candidate might be the perfect fit for a new role. Prioritize Your Tasks ?? Use task management tools like Trello, Asana, or even simple to-do lists to prioritize daily activities. Focus on high-impact tasks first. Stay on Top of Industry Trends ?? The recruitment landscape is always evolving. Keep learning about new sourcing strategies, industry trends, and best practices to stay ahead. Communicate Clearly and Consistently ??? Ensure clear communication with both clients and candidates. Regular updates can help manage expectations and build trust. Take Care of Yourself ?? Recruitment can be stressful. Take breaks, stay hydrated, and maintain a healthy work-life balance. A clear mind is crucial for staying organized and making the best decisions. By implementing these strategies, you can enhance your efficiency and effectiveness as a recruiter. Remember, organization is not just about managing tasks—it's about creating a seamless experience for both clients and candidates. #Recruitment #TalentAcquisition #HR #CareerTips #Organization #Productivity

The Procurement industry is becoming increasingly more popular and with more people pursuing a career in procurement, the hiring process has become more competitive. As your CV is the first contact you have with a prospective employer, it is your first chance to make a good impression, and an impressive and effective CV is one way to stand out from the crowd. But what does an effective CV look like???? Simplicity is best. The way you format your CV is highly important. On average, hiring managers will spend 6-8 seconds looking at your CV before they decide whether you are suitable for the vacancy or not.? Firstly, use a standard font and no unusual formatting, pictures or graphs and keep your CV in a structured & chronological format, to?highlight your experience, skills and achievements. Although different employers will be looking for other things depending on the position it is important to ensure that you highlight the following: ? Key achievements:? One crucial element of a CV that is always overlooked is showcasing achievements. Hiring Managers WANT to know what you have accomplished and it will be one of the first things they look at. Achievements can include cost savings and efficiencies as well as any rewards acquired or anything you’re particularly proud of. If you have stats, include them! ? Qualifications, training, accreditations & memberships:? List all your qualifications (such as the MCIPS), any relevant training courses and professional memberships MCIPS is becoming highly sought therefore we would highly recommend this qualification to give yourself the best chance of securing a new role.? Get in touch with one of our consultants today and take the next steps in your career with us. Call us directly on ?? 0207 650 3191 or alternatively, visit our website ?? https://lnkd.in/eevMvscX #Recruitment #Recruitmentprocurement #ProcurementCV

People don’t always like to hear this, but it’s true: when recruiters say we spend less than 10 seconds looking at a resume, we mean it. Here’s what we’re focusing on: - Metrics & Accomplishments: How do you quantify your impact? We’re looking for things like how much revenue you generated, time you saved, your ranking against team targets, or the volume you managed. Qualitative accomplishments matter too – did you present monthly updates to the C-suite? Own quarterly reporting for stakeholders? Lead cross-functional teams through major projects? - Company: Company names, sizes, and industries matter. Working as a VP of Sales for a 10-person startup is different than leading a sales force of 500. It’s your responsibility to paint that picture. - Titles: Are the roles you’ve held in the same ballpark as the one you’re applying for? For example, if you’re applying for a Senior Project Manager role but have never held a Project Manager title, you’re probably not the most qualified candidate. - Dates/Years of Experience: If the role requires 7+ years of experience and you have < 3, we’re moving on. - Location: Are you local or open to relocation? Make that clear. Now, here’s what doesn't move the needle: - Objective Statements: We know your objective—you're looking for a job, to drive impact, and collaborate. Leave it out. - Fancy Design: Keep it clean, simple, and well-organized. We don’t need colors, shapes, or photos. - Soft Skills/Buzzwords: "Strong communicator" or "detail-oriented" doesn’t say much. Show us instead. Highlight executive communications you’ve managed or the cross-functional partnerships you've led. Bottom line: when we get 200 resumes for one role, maybe 10% move to the phone screen. We simply don’t have the bandwidth to chat with 50 candidates per role when we have 15 open requisitions. We prioritize resumes that best represent talent likely to succeed - that is our job.

People don’t always like to hear this, but it’s true: when recruiters say we spend less than 10 seconds looking at a resume, we mean it. Here’s what we’re focusing on: - Metrics & Accomplishments: How do you quantify your impact? We’re looking for things like how much revenue you generated, time you saved, your ranking against team targets, or the volume you managed. Qualitative accomplishments matter too – did you present monthly updates to the C-suite? Own quarterly reporting for stakeholders? Lead cross-functional teams through major projects? - Company: Company names, sizes, and industries matter. Working as a VP of Sales for a 10-person startup is different than leading a sales force of 500. It’s your responsibility to paint that picture. - Titles: Are the roles you’ve held in the same ballpark as the one you’re applying for? For example, if you’re applying for a Senior Project Manager role but have never held a Project Manager title, you’re probably not the most qualified candidate. - Dates/Years of Experience: If the role requires 7+ years of experience and you have < 3, we’re moving on. - Location: Are you local or open to relocation? Make that clear. Now, here’s what doesn't move the needle: - Objective Statements: We know your objective—you're looking for a job, to drive impact, and collaborate. Leave it out. - Fancy Design: Keep it clean, simple, and well-organized. We don’t need colors, shapes, or photos. - Soft Skills/Buzzwords: "Strong communicator" or "detail-oriented" doesn’t say much. Show us instead. Highlight executive communications you’ve managed or the cross-functional partnerships you've led. Bottom line: when we get 200 resumes for one role, maybe 10% move to the phone screen. We simply don’t have the bandwidth to chat with 50 candidates per role when we have 15 open requisitions. We prioritize resumes that best represent talent likely to succeed - that is our job.