People – Prime People, ManpowerGroup Austria, Acorn, LinkedIn TalentIn

Published

2 years ago

March 5, 2021

UK-based recruitment firm Prime People announced that Donka Zaneva-Todorinski will step down as the company’s finance director with effect from 31 March 2021. Zaneva- Todorinski was appointed as finance director in October 2015 and has served the company diligently during a period of change, particularly through the turbulent period following the spread of the Covid-19 virus and subsequent lockdown, the company stated.

ManpowerGroup Austria has been expanded to include the Experis IT Solutions and Outsourcing division. Oliver Pillwein will head the new division as Senior Director Experis IT Solutions & Outsourcing. “The rapid developments in 2020, triggered and accelerated by the global Covid-19 pandemic, were followed by a structural change within the ManpowerGroup,” the company stated. “This service portfolio is to be established in Austria in the future, adding another chapter to the success story. ”

Matt Southall, Founder and Managing Director of Acorn, a recruitment firm based in the UK, announced he is leaving his post as group managing director. Southall founded Newport-headquartered Acorn in 1992. The company has approximately 60 different branches across the UK, Poland, Portugal and Australia, and currently attracting a combined annual turnover of circa £180 million. Acorn’s Group Operations Director Andrew Tugwell will take on the role of interim managing director. Acorn’s parent company is France-based staffing firm Synergie.

LinkedIn has announced that Janine Chamberlin, Senior Director at LinkedIn, has been appointed to UK Country Manager, effective 1 April 2021. Chamberlin takes on the role from Josh Graff, who was recently appointed Managing Director of Europe, Middle East, Africa and Latin America at LinkedIn, and continues in his role as Vice President of Marketing Solutions in EMEA and LATAM. Chamberlin will be responsible for leading LinkedIn’s business in the UK and will also continue to lead LinkedIn’s Global Client Program for its Talent business.

European workforce strategy specialist TalentIn announced it opened a UK office to support UK-headquartered companies with their local and international workforce management challenges. TalentIn also announced that Dugald McIntosh has joined them as a Managing Partner. Previously Dugald held executive roles within ManpowerGroup and Capita where he was responsible for their workforce solutions business (MSP & RPO) across EMEA. TalentIn was established in 2017 to help clients respond to the changing world of work.

3 ways to recruit engineers who fly under LinkedIn’s radar

Published

10 months ago

December 4, 2021

Entireweb News Bot

3-ways-to-recruit-engineers-who-fly-under-linkedin’s-radar-|-techcrunch

Sergiu Matei is the founder of Index, a platform that helps teams find and hire world-class remote software developers and be globally compliant from the get-go.

We’ve recently been bombarded with news of job surpluses, including predictions that the number of software developer roles will increase 22% by 2030. With the need for nearly a quarter more developers, recruiters are having to scale their search and look under the stones that have previously been left unturned.

It’s easy to assume in the digital age that job candidates are waiting at the end of a mouse click, but the online hiring space isn’t as encompassing as we think. Less than 10% of people on LinkedIn don’t have an education that surpasses high school, despite 87% of developers having taught themselves a new coding language, framework or tool without formal education.

People who live in emerging markets use LinkedIn less frequently, even though these locations harbor some of the world’s most promising tech talent.

Some developers choose not to have a LinkedIn account because it feels like another social media channel to maintain. This aversion makes sense considering engineers focus more on hard skills rather than their online personae.

This week, LinkedIn announced it would start offering its services in Hindi, which will allow the service to reach 600 million people globally. People who live in emerging markets use the platform less frequently, even though these locations harbor some of the world’s most promising tech talent.

Companies can’t let how they’ve hired in the past influence their approach today — doing so means missing not just the quantity of developers, but the quality and diversity of them. The remote revolution didn’t just broaden where we can recruit, it’s expanded who we can bring on board. With that in mind, these are the best ways to tap into the hidden developer gems.

Open up your content, chats and code

No recruiter should think of hiring a developer as the same process as selling a product or service. As Adam DuVander explains in “Developer Marketing Does Not Exist,” resonating with developers requires more education and less promotion than the majority of companies currently provide.

The content you publish can organically pique people’s interest, as long as it has a strategic purpose and doesn’t overly mention your brand or services; for example, blog posts about upskilling, industry trends and exclusive data insights. You could also host events like webinars, round tables, quizzes and hackathons that are less for recruitment purposes and more to showcase the team and culture. Don’t be afraid to be lighthearted with your content, either. Memes, GIFs and videos are a great way to demonstrate that you don’t take yourself too seriously. And once you remove the promotional positioning, developers in the shadows will start to come forward.