Roheela Khan

📣 HR and Business Support Professionals!📣 Thinking it's time for a new role? Perhaps your current position doesn't challenge you enough and there's no opportunity to progress, or perhaps you just want a change of scenery. Looking for a new role can be a full-time job, let alone finding the perfect one! So, let us help. We're always interested in connecting with talented HR & Business Support professionals, who are interested in hearing about new opportunities. 📢 Don't hesitate and don't wait! Take the first step towards the next and submit your CV speculatively through our link! By doing so, you'll be putting yourself on our radar for any exciting roles that may not be advertised publicly or not yet available! 🔍 Why choose speculative applications? Here are a few reasons: 1️⃣ Embrace a world of opportunities: Speculative applications open doors to a diverse range of career prospects within the HR and Business Support domain. This allows you to broaden your horizons and discover new avenues for professional growth. 2️⃣ Gain a competitive advantage: Proactively submitting your CV sets you apart from candidates who only apply when positions are officially announced. This proactive approach demonstrates your initiative and commitment to making a positive impact. 3️⃣ Tap into the hidden job market: Not all job openings are publicly visible. Many organizations rely on speculative applications to identify talented professionals like yourself. By taking this proactive step, you enhance your chances of being considered for exclusive roles. Click the link below to send in a speculative application. There are no lengthy application forms, all you need to do is upload a CV and fill in the basic information. Then we can keep you up to date with any potential opportunities. #newjob #HR #HumanResources #BusinessSupport

📣 HR and Business Support Professionals!📣 Thinking it's time for a new role? Perhaps your current position doesn't challenge you enough and there's no opportunity to progress, or perhaps you just want a change of scenery. Looking for a new role can be a full-time job, let alone finding the perfect one! So, let us help. We're always interested in connecting with talented HR & Business Support professionals, who are interested in hearing about new opportunities. 📢 Don't hesitate and don't wait! Take the first step towards the next and submit your CV speculatively through our link! By doing so, you'll be putting yourself on our radar for any exciting roles that may not be advertised publicly or not yet available! 🔍 Why choose speculative applications? Here are a few reasons: 1️⃣ Embrace a world of opportunities: Speculative applications open doors to a diverse range of career prospects within the HR and Business Support domain. This allows you to broaden your horizons and discover new avenues for professional growth. 2️⃣ Gain a competitive advantage: Proactively submitting your CV sets you apart from candidates who only apply when positions are officially announced. This proactive approach demonstrates your initiative and commitment to making a positive impact. 3️⃣ Tap into the hidden job market: Not all job openings are publicly visible. Many organizations rely on speculative applications to identify talented professionals like yourself. By taking this proactive step, you enhance your chances of being considered for exclusive roles. Click the link below to send in a speculative application. There are no lengthy application forms, all you need to do is upload a CV and fill in the basic information. Then we can keep you up to date with any potential opportunities. #newjob #HR #HumanResources #BusinessSupport

📣 HR and Business Support Professionals!📣 Thinking it's time for a new role? Perhaps your current position doesn't challenge you enough and there's no opportunity to progress, or perhaps you just want a change of scenery. Looking for a new role can be a full-time job, let alone finding the perfect one! So, let us help. We're always interested in connecting with talented HR & Business Support professionals, who are interested in hearing about new opportunities. 📢 Don't hesitate and don't wait! Take the first step towards the next and submit your CV speculatively through our link! By doing so, you'll be putting yourself on our radar for any exciting roles that may not be advertised publicly or not yet available! 🔍 Why choose speculative applications? Here are a few reasons: 1️⃣ Embrace a world of opportunities: Speculative applications open doors to a diverse range of career prospects within the HR and Business Support domain. This allows you to broaden your horizons and discover new avenues for professional growth. 2️⃣ Gain a competitive advantage: Proactively submitting your CV sets you apart from candidates who only apply when positions are officially announced. This proactive approach demonstrates your initiative and commitment to making a positive impact. 3️⃣ Tap into the hidden job market: Not all job openings are publicly visible. Many organizations rely on speculative applications to identify talented professionals like yourself. By taking this proactive step, you enhance your chances of being considered for exclusive roles. Click the link below to send in a speculative application. There are no lengthy application forms, all you need to do is upload a CV and fill in the basic information. Then we can keep you up to date with any potential opportunities. #newjob #HR #HumanResources #BusinessSupport

In the dynamic terrain of talent acquisition, forging strategic alliances with specialist recruiters can be a game-changer. By tapping into their expertise and networks, we secure a lifeline to pools of highly skilled professionals - a crucial advantage in the quest for future talent. My journey has taught me that the essence of successful sourcing isn't hinged solely on immediate vacancies but on cultivating robust relationships with niche recruitment experts. These alliances are invaluable; they act as conduits to passive candidates, those not actively seeking new roles but who may be the perfect fit for your organisation. Working with specialist recruiters offers a window into industry-specific trends and salary benchmarks, ensuring we offer competitive packages to attract top-tier candidates. This intel is golddust in tailoring our approach and proposition to meet the expectations of high-caliber talent. Another aspect where specialist recruiters shine is in their deep understanding of their candidate base - they know the motivations, career aspirations, and skill sets of their talent pool. This insight ensures that when they recommend a candidate, there's a higher probability of a good cultural and technical match. In a landscape often defined by its agility and competitiveness, the relationships we nurture with specialist recruiters enable us to be proactive rather than reactive in our recruitment strategies. By aligning with these experts, we're not just filling roles; we're future-proofing our organisations, ensuring that we have access to the visionaries and innovators who will drive our businesses forward. In conclusion, as we look beyond the horizon for future talent, our collaboration with specialist recruiters is not just an asset; it's imperative. It's these partnerships that will help us navigate the rapidly evolving job market, ensuring we not only meet but exceed our strategic staffing goals. #TalentAcquisition #RecruitmentStrategies #FutureOfWork

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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We are hosting a webinar on "The Psychology of Success: Leadership tactics that deliver" which I thought may be of interest to many of my contacts in leadership. Link below - https://lnkd.in/edEuXpur

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Living by the words I breathe - getting comfortable being uncomfortable. I'm not one who loves photos of myself I'm not one who loves to make videos of myself either However, I am someone who loves to share insights, experience, knowledge and value to people who need it. So here is a tip for the day - I hope you find it insightful. What are some steps you have integrated in your workplaces to ensure gender equality is being worked on? #AxiaRecruitment #GenderEqualityTips #ThursdayTips

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Maximising recruitment processes is made easy with content marketing. If you're unsure of where to begin, head to our blog page for a step-by-step guide on how to utilise content marketing to create a successful strategy today. https://lnkd.in/eJtAJ4tZ

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RECRUITER? NEED NEW BUSINESS? 👇 Check out the latest RecConnect Learning Hub. The Modern Guide to Winning New Recruitment Business 💰 23rd April, Online, FREE In the current climate, winning new business is a core focus for most recruitment agencies. Join this webinar to discover how you can get more out of yours and your team's efforts, and the technology you need to be successful. Learn how to: 💥 Lay the fundamental foundations for new business success 💥 Construct targeted outreach 💥 Build pipelines to ensure regular sales 💥 Nurture and close leads 💥 Adapt to changing situations and find winning solutions If you're a recruiter wanting new business, this is the session for you. Sign up today and build your new business strategy to win new clients, develop existing ones, and make more placements. We've teamed up with the brilliant Jay Roberts from Bullhorn for our latest Learning Hub. Register today 👇 https://lnkd.in/esJytHkk

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Most procurement leaders I speak with are interested in transformation. It's exciting, impactful and engaging. You know what isn't as exciting? * Existing employees handing in their notice. * Recruiting new employees. Identifying the right talent to drive transformation is tough. But it's critical to a successful transformation. See the post below for our tips on successful talent attraction.

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New opportunity! Recruitment Resourcer/Researcher. If you've worked in recruitment for any length of time, you'll know it's a complex industry. An outsider may think it's simply about posting an advert, sending CVs, billing a fortune, then heading off to the nearest Audi showroom. To find out more, please visit the link below #Hiring #Recruitment #RecruitmentResearcher #JobOpportunity #TalentAcquisition #RecruitmentJobs #TalentSearch #TalentSourcing #ExecutiveSearch

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New opportunity! Recruitment Resourcer/Researcher. If you've worked in recruitment for any length of time, you'll know it's a complex industry. An outsider may think it's simply about posting an advert, sending CVs, billing a fortune, then heading off to the nearest Audi showroom. To find out more, please visit the link below #Hiring #Recruitment #RecruitmentResearcher #JobOpportunity #TalentAcquisition #RecruitmentJobs #TalentSearch #TalentSourcing #ExecutiveSearch

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⭐As we come into the new financial year - Are you hiring? - Immediately available / short notice candidates⭐ With 18 years in the Hays HR recruitment team, managing interim senior appointments within London, I work with a range of candidates from HR BPs to Chief People Officers as well as the specialist disciplines of HR including ER, change and transformation.  The benefits of hiring a temp worker via Hays are that all candidates are fully referenced, and compliance checked, all payroll is managed centrally inhouse and you only pay for the hours that the contingent worker works, helping you to minimise risk and costs.  If you have any recruiting needs, please do reach out! Here are a few candidates I am working with who can start a new role immediately, several of whom have been placed by Hays previously with excellent feedback: 🔹Interim ER Consultant Interim ER Consultant with experience gained in global matrix businesses. Experienced in developing and leading ER strategy, managing complex ER casework, redundancy and restructure activity as well as leading negotiations with Trade Unions. 🔹Interim HR Transformation Consultant Interim HR Business Transformation Consultant used to partnering with Stakeholders up to Global Board Executive, HRD, COO, CFO with global strategic and operational change matters. They have led a variety of Target Operating Model redesign, organisational and role deign, building teams/functions, relocations, office closures, HR systems implementations, off shoring, Mergers and Acquisitions/harmonisations, culture change, ER case management. 🔹Interim Senior HR BP Multilingual HR professional with extensive experience in HR and global exposure. Extensive knowledge of key processes of ER, M&A, Employee Experience, Performance Management, Change Management, HR Projects Management. Successful in building partnerships across the business up to senior level stakeholders. 🔹Interim People Operations Director Led complex expansion – built new HR teams, reshaped direction, evaluated performance, enhanced employee experience, aligned leadership teams and built capability, agility and confidence. Led a technology change program -  consolidated 19 HR and Reward systems into 1 global system that improved efficiency by 90%, increased focus on qualitative performance and development and increased employee engagement by 4% from previous year. 🔹Interim Chief People Officer Experienced in Business Scale-ups, HR Transformation, M&A & integration, culture build & alignment Change management,  Building leadership capability, Talent Development, Organisation Development, Board/PE/VC presentations, Greenfield HR function setup, DEI & ESG ☎Let me know if you would like to know more on any of these candidates / have any hiring needs I could assist with! Likewise, if you would just like to have a chat about the current market or your own search, do let me know! – jacqui.browne@hays.com Joanne Allsop Jessica Bellis

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PSL recruitment is crap. I've heard too many clients complain about the low quality of candidates provided by their current PSL (transactional process). Typically, they have a low perception of what recruiters do. A new client of ours was frustrated with their PSL. After exploring the issue in more detail, the solution was obvious. It made sense. What we found out: 👉🏽 Their existing PSL had evolved over time to five underperforming agencies. 👉🏽 They'd had several changes to the person working on their account. 👉🏽 They had always been working this way. The last time they reviewed performance was….never! 👉🏽 On the plus side, they got low fees as recruiters competed with each other by undercutting fees. 👉🏽 Their hiring managers were underwhelmed by the poor service, so gave little time and support to the recruiters. So why was this? ❌ Unmotivated recruiters due to a low chance of filling their roles 20%/1 in 5 in this instance. ❌ Low fees meant low effort. Sometimes passed to the office junior as a training account. ❌ Poor service with CVs flung over without much care as competing at pace with little regard for quality as it's now a foot race. ❌ CVs they got were likely low-hanging fruit. The 10 - 20% of the market who are actively seeking a job, Open to Work on LinkedIn or applying to adverts. They were missing out on the next tier of better people who aren't active but would be interested in the right role. ❌ Poor industry perception of their company. People were being approached half-heartedly by unmotivated recruiters with limited information due to the hiring managers' lack of time and support. ❌ Candidates dropping out of the process and accepting offers from other companies. ❌ The time to hire is way longer than needed. Painfully slow, in fact. ❌New employees were typically less motivated as it was just a job. Not a job they really wanted. This isn't a one-off. This is how many companies engage with recruiters, and it needs to change. So what can you do about it? ✅ Work with a recruiter who doesn't work contingency (transactional) recruitment. They know they offer a better service to their clients and candidates by working in an exclusive partnership. ✅ Engage and partner with the recruiter fully. Give them time to get to know you and the company, and give them time to understand what you really need. A full brief. ✅ Answer their questions and listen to their advice, as they will not only fill this job but improve the quality of hires for the long term. ✅ Doing this, you get the recruiter's total commitment, who will likely throw all their resources into filling your roles. ✅This results in fewer, better quality, more motivated candidates with a greater chance of long-term success. Better CVs, better processes, better industry perception, better hires now, better hires in the future. Get in touch if you'd like to find out if VC Talent could do better than your current PSL. #VCTalent

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Medical Staffing. Who’d have ‘em? 🤔 Me, that’s who! As the market tightens up, agencies need to start making far better decisions about who they bring into their recruitment teams. 🎯 And who better to than somebody with a robust understanding of workforce management, budgets, financial processes, and governance/compliance? 💼📊 People often speak about doctors leaving permanent roles to become full-time locums and the general consensus is ‘because they can.’ When Medical Staffing start to move into the agency space, it will be ‘because they need to.’ With MSPs and VMS’ taking over Medical Staffing functions across the NHS, it seems only right for employees to start looking at where their skillsets can be effectively deployed, and where they can be far better remunerated for less work and less pressure. 💰 We are now in an economy where financial stability supersedes (sometimes blind) loyalty, and when I hear people in our industry complaining about Medical Staffing (slow responses, not proactive etc. etc.), I think – wouldn’t you be the same? 🤷‍♂️ In a role where you are managing highly paid doctors, held at ransom by highly paid agencies who may earn more commission per hour for one doctor than your hourly wage? Think again. So as things change, get proactive! There are hundreds of locum agencies and insourcing providers out there who would value your expertise and pay you well for the pleasure. And we’re one of them! Click the link below to find out more. 📲👀 https://lnkd.in/gpjNQaci

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