By Tony Restell Imagine this scenario, if you will. A recruiter posts their vacancies, receives a handful of applications each time, and considers that their social media activity. Meanwhile, a competitor’s consultants are publishing sharp market observations, appearing in the right buyers’ feeds and starting conversations before a hiring need has been formally signed off. …
By Tony Restell A winning social media strategy is one where the outcome is something tangible, such as consistently booking more discovery calls. The key success pillars for a recruitment founder – and their team – are building a network of ideal clients, winning them over with compelling insights, and finally figuring out how to …
By Tony Restell Here in the UK, we’ve been in a recruitment slump for circa 4 years. Every month, the number of permanent placements has declined month on month. My understanding from US-based recruiters is that the situation isn’t drastically better there. So, how should you market a recruitment agency in a slump? A recruitment …
Your ATS tells you who applied. Your recruitment CRM tells you who you want to apply — and keeps them warm until the role exists. In 2026, that distinction is the difference between a talent team that reacts to inbound applications and one that builds a pipeline it can hire from on demand. The best …
By Tony Restell A recruitment agency can look busy on social media and still have a weak pipeline. Plenty of firms post jobs, share the odd market update, and collect a few likes, yet see no real increase in client conversations, candidate engagement, or retained search opportunities. That is why choosing the best social media …
By Tony Restell A recruitment founder with an engaged group of relevant followers and a clear point of view will usually outperform one with 20,000 passive connections and no positioning. That is the real starting point for how to build a recruitment founder brand on LinkedIn. Not more content for the sake of it. Not …
By Social-Hire For many recruitment agency Founders and Partners, the “contingency trap” is a familiar, if exhausting, reality. It is a world defined by a race to the bottom: competing against five other agencies for the same role, dealing with clients who view you as a commodity, and chasing low-margin leads that often go nowhere. …
In today’s hiring market, negotiation is not just about salary. It is about timing, positioning, leverage, and insight. The reality is simple.The strongest hiring deals rarely happen one-on-one. They happen when a skilled third party steps in to guide, advocate, and align both sides. The Hidden Problem with Direct Negotiation When employers and candidates negotiate …
There’s an old saying: imitation is the sincerest form of flattery. In business, that can be true. But it can also be manipulation. After 30 years in business, I’ve seen both. As a long-standing staffing and recruitment agency, About Staffing has experienced firsthand how competition can either strengthen an industry or undermine trust within it. …
If you’ve been in the trenches of talent acquisition for more than a few years, you’ve felt the shift. We are no longer just recruiters; we are talent intelligence analysts, prompt engineers, employer brand marketers, and—perhaps most importantly—human psychologists. The modern hiring landscape is a paradox. On one hand, we have unprecedented access to tools …