Karim Ben-Romdhane

Running a recruitment desk/team is like building a jenga tower. Each one of the below is a building block: Niche Non negotiables that feed KPI’s Client and candidate routes to market learned and executed. Process rather than outcome focused on. Remove one of the above and everything collapses in on itself. #j9online #sales #recruitment #training #coaching

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I've had a number of people contact me after recent posts about visas to come to Australia. If you’re in engineering, construction, or any high-demand trade, the state wants you. But there’s a process, and it pays to get it right the first time. Here’s how I would do it (always talk with an immigration agent too): 🔹Check the South Australian Skilled Occupation List - Check that your role is on the list. 🔹 Pick the right visa pathway - 491 Skilled Work Regional (Provisional) – 5 year visa, work regionally, pathway to PR after 3 years - 190 Skilled Nominated (Permanent) – direct PR if you meet nomination requirements (Source: Australian Department of Home Affairs, 2025) 🔹 Get a skills assessment - Your qualifications must be verified by the relevant authority e.g. Engineers Australia, VETASSESS. 🔹 Submit your EOI - Via SkillSelect, make sure to nominate South Australia. 🔹 Apply for state nomination - South Australia reviews nominations weekly and prioritises in demand sectors. It’s not instant, and it’s not effortless. But if you’ve got the skills and a clear plan, and a real desire to move, this is how I would approach it. #Australia #SouthAustralia #SkilledVisas #Engineering

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Why a skills-first mindset is the future of hiring—especially in an AI-driven world As technology reshapes the way we work, we’re seeing a pivotal shift in how organisations approach talent. AI is now handling many of the routine, process-heavy tasks that once filled our days—freeing people to focus on what they do best: ✨ Thinking creatively ✨ Adapting quickly ✨ Solving complex problems In this new reality, traditional job titles and rigid CV requirements just don’t tell the full story anymore. What really matters? ➡️ Skills. ➡️ Potential. ➡️ Agility. Our Enterprise Solutions team, led by Patrick Hollard which partners with some of the world’s largest global businesses, is seeing this first-hand. Skills-based hiring isn’t just a trend—it’s becoming a strategic necessity. Here’s why a skills-first approach works: 🔹 Career paths are no longer linear. People gain critical skills through side projects, online learning, and lateral moves. 🔹 Global talent pools demand flexibility. Job titles and credentials don’t always translate across borders—but core skills do. 🔹 Retention improves. When candidates are hired for what they can do, not just where they’ve been, they’re more engaged—and they stay longer. 🔹 It unlocks diversity. Skills-based hiring opens doors to non-traditional backgrounds, helping organisations build more inclusive, innovative teams. Whether it's building better assessments, upskilling hiring managers, or redefining what “qualified” looks like—we’re helping our clients navigate this necessary evolution. The future of hiring isn’t about ticking boxes. It’s about recognising ability, unlocking potential, and creating fairer, more forward-thinking pathways into work. Let’s build teams for tomorrow—starting with the skills that matter today. #SkillsFirst #FutureOfWork #AI #HiringInnovation #TalentStrategy #InclusiveHiring

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Million dollar biller.✅ Developed multiple big billers✅ Multi million exit.✅ Black eye to top it off. 😉 Marcus Lynch has seen it all in recruitment, from starting out as an Aussie in London to co-founding a business and exiting for millions. And he hasn’t just billed big himself. He’s helped countless recruiters hit seven figures too. On The Special Source, Marcus drops the lessons elite recruiters live by:   Don’t fear the “No”   Play the odds to win big   Being highly visible   Manage your time like a pro This one’s a must-listen. 🎙️ (Especially how he got the black eye!!) Links in comments. PS: Also check out Marcus' newest venture Zinger

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🔥 A lot of senior marketing roles right now are happening off the radar. They’re not always advertised, and the way senior marketers find their next move has completely shifted. For junior and mid-level roles, you’ll still see plenty online, but even then, people are often placed through networks, referrals, and conversations. For senior marketers, though, it’s time to hustle. The roles are out there, but they’re found through back channels, introductions, and the power of relationships. And you know what? That’s not a bad thing. It’s forcing the market to slow down, reconnect, and have real conversations again. It’s bringing the human side of recruitment back: the coffee chats, the mutual intros, the genuine partnerships. In those conversations, businesses are already thinking about 2026. There might be gaps in strategy, proposition, commercial goals, team alignment, and much more. They aren’t advertising these roles, but you could be exactly the person they need. If you’re a senior marketer right now, your next role might not be in a job post. It could be just one good conversation away. #MarketingJobs #SeniorMarketing #CareerOpportunities #HiddenRoles #Networking #CRM #MarketingLeadership #BusinessGrowth #Recruitment #MarketingStrategy

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As summer winds down and professionals may be looking for new opportunities - we often find that September is one of the busiest months for recruitment. If you're hiring, now’s the time to get ahead. 📉 With 94% of employers facing skills shortages, competition for talent is fierce. However, we've got some advice to help you standout: 🔍 Be clear about what skills are really essential ⏱️ Speed up your hiring process to avoid losing top candidates 💼 Consider contractors or interim solutions 🌟 And don’t forget to showcase your EVP - it matters more than ever! Whether you're scaling up or filling key roles, this guide is a must-read ➡️ https://lnkd.in/eJvsyyUp

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Contingent work is on the rise in Australia. And pharma is paying attention. Over 35% of the Australian workforce now operates on a contingent basis, and pharma is leaning into this model more than ever. Why? Because the industry needs speed, specialised skills, and flexibility... Without the delays of permanent headcount approvals. In recent months, we’ve seen a number of larger pharma and medical device companies face tight headcount controls, while still needing to deliver on critical programs. The solution? Skilled contractors who can hit the ground running. And as a result, this space is growing fast. I’m seeing contingent roles make a real impact across: 🫵Digital transformation 🫵Product launches 🫵CRM and eCommerce 🫵Sales & Marketing 🫵Medical Affairs 🫵Pharmacovigilance 🫵Medical Information 🫵Regulatory and QA projects 🫵Commercial analytics and insights For companies, it means agility without long-term overhead. For candidates, it means variety, flexibility, and a seat at the table on high-impact projects. If you're a skilled professional open to short-term work, now is a great time to explore it. And if you're a hiring manager navigating resource gaps or urgent deliverables, contingent talent might be the answer. I’ve seen first-hand how valuable it can be when done right.

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Recruitment is a contact sport. 🏉 The more people you engage with, the more opportunities you create. High activity = results Quantity leads to momentum — and momentum uncovers quality. Quantity x Quality = Real, consistent success. Every top-performing recruiter started off by covering lots of ground. They weren’t just making calls — they were: - Learning their market - Fine-tuning their approach - Sharpening their instincts - Mastering their craft Reps build confidence. Confidence builds performance. And performance builds a career. 🔨

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