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I hate the terms active and passive candidates, I really do. And I think that’s because most folk don’t sit in either category, honestly I don’t even think the categories exist. I prefer to think more of it as a spectrum, a line that people can move

The moment you sit down with a hiring manager to take a brief is the single most important part of the recruitment process. If you don’t get this right you will waste a huge amount of time and energy, struggle to fill the vacancy, give a terrible candidate experience,

“We have an SLA with our hiring managers where they HAVE to review CVs within 48 hours” This came up in a conversation I was having with an internal recruiter a couple of years ago, they were quite proud that they had this SLA enforced on their hiring managers. Curiosity

I’ve worked with a lot of recruiters of the years, broadly speaking I think we recruiter folk tend to fall into two categories: those of us who want to be liked by our hiring managers; and those of us who would rather be respected by our hiring managers. Of

Everybody loves a good story right? Our kids love us reading them a story before bed, we share stories about our work day with our families and stories about our weekend with our colleagues on a Monday morning, but when it comes to the day job many of us forget

I shared a LinkedIn post yesterday which caused quite a bit of debate. The post basically said that recruiters & hiring managers should stop asking candidates about their current salary and it’s as relevant as their shoe size. By asking candidates their current salary you are anchoring them to