Declan Johnson

5 ways to ditch your best recruiter 🫡 Thinking of pushing out your top biller? Here’s a handy guide ⬇️⬇️   🫵 Micromanage them to death Hover over every call, second-guess their judgment, re-write emails, and remind them how you did it back in the good old days. Works like a charm.   🎯 Set KPIs for KPI’s sake Who cares if they’re bringing in the most revenue? Make sure they still make 50 calls a day!   🔨 Give them broken tools Outdated CRM? No access to LinkedIn? No automation? Perfect   🙅 Offer zero support Want a healthy pipeline? Don’t bother with marketing. No client intros. No admin. Let them juggle everything   👊 Create constant turf wars Pit them against others in the team, create an environment where your recruiters won’t share candidates/clients/info – nothing like a bit of healthy competition Are you a manager reading this and feeling personally attacked? I’m sorry to say you may be creating a toxic environment 😭 Are you a recruiter reading this thinking, is this post about me? Message me ASAP 🥲 Recruiters don’t leave recruitment They leave environments that make it impossible to succeed #recruitment #agencylife #recruitertips #rec2rec #recruters  

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Undercutting candidates salaries at offer stage… 🤯 (I’m not talking about contracts or project-based work where there are multiple factors involved) This is in reference to perm hires, where salary expectations are discussed and confirmed upfront. As a recruiter, we’re super clear from the start. 
We tell the client what the candidate is looking for, and we make sure it’s within the agreed budget. They go through multiple interview rounds, everyone’s aligned, we reconfirm expectations the whole way through… Then it gets to offer stage and they offer below the candidates expectations? Now, I get that there can be some internal factors, budget constraints, additional benefits etc. But if something’s changed in the process, let’s just be transparent about it. Don’t let a great candidate go through multiple interviews, investing timing and energy, if you are unable to offer what they are looking for. Too many times we see, businesses loose good talent because they simply low ball on the salary at the last minute 😖 Salary conversations don’t need to be awkward, but they do need to be honest and transparent throughout!

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When did cutting corners become a recruitment strategy? Lately, we’ve come across agencies sending candidates to clients after a quick 5-minute chat - no proper registration, no interview, no background checks. Just… “Here’s someone who might be okay. Good luck!” There are so many things wrong with this: * It’s not fair on the candidate, who deserves to be properly prepped and supported. * It’s not fair on the client, who’s trusting you to do your due diligence. * And it’s not fair on the industry, which relies on professionalism, trust, and relationships. Recruitment is more than matchmaking. It’s about understanding people, vetting thoroughly, and delivering quality - not speed over substance. To the recruiters out there holding the line and maintaining standards - thank you. Let’s protect the integrity of our profession!

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I’m currently supporting an organisation on a contingent basis, and their internal team mentioned that another agency is sending 10-15 CVs a week across just 3 roles. For transparency - DanOps has sent 7 CVs total across those same roles. At first glance, it looked like the other agency was “working harder”… but when you break it down, this is where being a true market specialist pays off. Principal Cloud Engineer - DanOps → 2 CVs → 100% 1st stage, 1 straight to final (no 2nd needed), 1 offer, 1 placement - Other agency → Sent 28 CVs (they had the role 5 weeks earlier), only 3 first stages, 1 second, 0 finals Head of SRE - DanOps → 2 CVs within 12 hours of receiving the brief → 100% requested for interview - Other agency → 16 CVs over 6 weeks, just 2 first stage requests Senior SRE - DanOps → 3 CVs → 100% 1st stage success - Other agency → 42 CVs in 5 weeks, 15 interviews booked… all dropped after failing to back up their CVs in interview On the surface, it looked like they were “smashing it” with volume. But volume isn’t value, it’s just noise. Worse still, they even sent CVs without speaking to the candidate about the role… which should honestly be outlawed in recruitment. When you live and breathe your market, quality isn’t a target - it's a standard. ✅ Quality of introduction ✅ Time saved on irrelevant interviews ✅ ££ saved in wasted process and feedback cycles That's why DanOps doesn’t do busy work. Don’t be fooled by fake busy.

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💡 Interview prep tip: Hiring managers don’t just want to know you’ve delivered a project, they want to hear how you handle challenges. One of the best ways to show this is with the STAR technique: ✅ Situation – what was the challenge? ✅ Task – what was your role? ✅ Action – what did you do? ✅ Result – what impact did it have? What does this look like? - On my SuccessFactors project, one of the managers really didn’t want to move away from the old process (situation) - My job was to get their requirements while keeping the project on track (task) - I set up regular one on one meetings, listened to their concerns, and then showed them how the new solution would actually make their team’s workload lighter (action) - By go live, they became one of the biggest supporters of the system, and their team had one of the highest adoption rates (result) That kind of clear, structured story shows both technical ability and people skills, which is a combination that clients really value #sap #successfactors #interviewtips #sapcareers #saprecruitment Speller International

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HERE IS A BIG BIG ISSUE agency recruiters run into with searches: - Client NEED isn't a true NEED This is the fundamental reason why so many contingent searches go awry. Listen here: The biggest issue with contingency searches is that too many agency recruiters are not fully on the same page with the true URGENCY of the need. This is why you should ALWAYS sell retained down. ALWAYS. The point of this isn't to win retainers. The point of this is to actually VET HOW URGENT THE HIRING NEED IS. Hear me out: 3 possibilities will arise (in order of least likely to most likely) Client says --> "Sure" in which case, woah that was easily agreed upon. Continue the process to vet and see if they'll ultimately pay up AND VET the retained parameters closely to make sure it is truly fillable. Client says "NO" or "I'll get back to you" --> this means they REALLY want to but likely they don't control the purse strings so need to run it up the chain. This is high buying behavior which is a very good thing, means there's a serious need. Client says "NO, I really don't think it's a serious search enough to pay a retainer. I just want you to keep an eye out." Now, you have your answer. This is why you need to close the miscommunication gap. On any topic, close the gap. Make sure you're on the exact same page before wasting your precious time. TLDR: It's not contingent that's the problem. It's the fact that the client isn't really serious about the search. This is where the pain starts bc the expectations are so vastly misaligned. Does this make sense? #r2r #rec2rec #recruitmenttraining #headhunter #headhunters #sales #recruiters #recruiting

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