Michael Craven

What are some of the challenges UK agency recruiters face when moving into US market? 1. Broad approach and not a true specialist. Must be ultra niche, focus on growth areas and build pools of specialist talent. Get your GTM right. 2. Avoiding IR: Most US companies have an established internal rec team so need to partner with IR rather than going around them - agencies can help fill the 2-10% of roles prospects may be struggling with 3. Undervaluing your service: Based on above the perceived value is higher leading to Perm fees of around 25% and contract margin over 35%. Often increased appetite for retainers and projects. 4. Treating the US like it is one location: America is actually 50 states and compares more to Europe in size. Have an area of focus. 5. Underestimating the importance of compliance: US can be a legal minefield so clients want to be sure you are 100% compliant - prove it. There are so many more so what have you experienced?

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Why the 482 → 186 PR Pathway Is Now the Smartest Option for GP Recruitment We’re currently experiencing significant visa delays — not just for the 186 Direct Entry stream, but also for 482 (Skills in Demand) visas, which are now taking up to 3 months to process. The 186 Direct Entry pathway is even slower, with processing times often stretching 6 to 12+ months, making it an increasingly risky and impractical option for both clinics and GPs. 👉 That’s why many GP clinics are choosing to: ✔️ Start with a 482 visa ✔️ Support PR via the 186 Temporary Residence Transition (TRT) after 1–2 years Here's why this approach makes sense: ✅ Faster initial onboarding – Even with current delays, 482 visas are still faster than direct PR ✅ Lower PR risk – Clinics assess fit before committing to PR sponsorship ✅ More flexibility – GPs can access PR after just 2 years under updated rules ✅ Stronger retention – GPs feel supported with a structured pathway to PR ⚠️ While even 482 processing now requires more lead time, this route remains the most reliable and strategic way to bring international GPs on board. #GPRecruitment #VisaDelays #482Visa #186Visa #AustralianImmigration #GeneralPractice #PEPSpecialist #DoctorJobs #MaryPippinsRecruitment #HealthWorkforce #WorkforcePlanning

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KOLY Wednesday Wisdom. Interview Tips for both Clients and Candidates! Clients 1) Make sure take 15min to review the CV/Resume/ LI profile 2) Write down questions linked to what you saw on your review, that might be a question on specific project/ highlighted achievement 3) Make sure you are prepared with the Job brief, all details (the things you don't see on a JD) 4) Make sure you know how to sell the opportunity (why is it so great to work with the team, company, project) 5) Be prepared for Questions - Most interviewees will prepare 3 Q's or more, typically around the culture, team, biggest challenge. Make sure you have prepared answers to the FAQ. Candidates: 1) Make sure you research the client/company, their projects, review last articles posted by the interviewers, take a look at their profiles, any synergy from their past experiences (write down links) 2) Write down some Questions you would like to specifically ask around the opp, culture, project, challenges etc. Do NOT ask about WFH, Benefits, Salary. This should of been discussed or at least displayed prior to interview or application. If NOT, save it for the between stage 1 and 2 moment, when you pass 1st round and they select you for 2nd stage (then loop these in before committing to next round) 3) Make sure you are prepared with your answers to the standard Q, Tell us about yourself (can you articulate your story in less than 3min?) Do you know your projects (timelines, budget/cost/achievement), do you know your numbers (Sales ppl should have this recorded, somewhere, right?) 4) Make sure you know how to sell yourself. 5) Make sure you leave a lasting impression. Tell a joke near the end of the interview, make them laugh, ask a Question which is diff to the typical FAQ they hear. I like this one, So tell me why did you join this company? Reading them over, very similar both sides. However in my exp I have witnessed both sides not doing this well, some clients don't even read the CV before meeting someone. Some Candidates don't even research the company, like WOW! Don't do yourself a disservice, if you have been applying and applying and you finally get an interview, make sure you put in the effort to smash it. And most importantly, be YOURSELF! Happy Wednesday ALL! #Recruitment #Interview #Tips

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Backdoor references can kill great hires. Your mate says the candidate was “meh.” But they never managed them. I’ve seen companies walk away from top talent because of gossip. Always vet the source. Or risk passing on an A-player. #Kaliba #GTMhiring

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