<p>​There&rsquo;s nothing quite like landing your dream job. The release of happy chemicals and burst of excitement when someone shares that you've been offered the role is simply amazing! But to be the person on the other end, sharing the good news, is just as rewarding! Helping candidates build an incredible career and working with clients to find some amazing talent - what&rsquo;s not to love?&nbsp;</p>
<p dir="ltr">Recruiters are passionate and ambitious individuals who thrive off helping others build incredible careers. They care about every single person they work with and go above and beyond to support them in finding their perfect role or candidate.&nbsp;</p>
<p>Now if you&rsquo;re umming and arring about whether a career in tech recruitment is up your street, you&rsquo;re in the right place. We&rsquo;re going to share our top 3 tips on what makes a successful recruiter.</p>
<p>​</p>
<h2>1. Be trustworthy and reliable</h2>
<p dir="ltr">One of the biggest parts of being a recruiter is building strong relationships and we know these can take time. This fits nicely in with one of our values that says it all - earn it. You must earn respect and commitment by ensuring you build and maintain the relationships through being trustworthy and reliable. You need to demonstrate to your communities, clients and candidates that you have their best interest at heart.&nbsp;</p>
<p dir="ltr">By giving truthful advice, offering solutions and being loyal to the core, you can position yourself as a thought leader within your market and become the go-to person for that individual or businesses recruitment needs.</p>
<p>But to offer advice and solutions, you need to know your stuff. And with that, there&rsquo;s a whole load of expertise, skills and talent that goes on behind the scenes. For example, one area is data analytics. Recruiters use data analytics to perform a wide range of tasks, from evaluating candidates to sourcing hires and measuring the success of their hiring efforts.</p>
<p>As explained by our Head of Talent, Hannah Gardiner, in this&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/hiring-2023-talent-leaders-navigate-changing-market?src=e-nl&amp;trk=recruiting-daily-blog-newsletter">LinkedIn Talent Blog</a>.</p>
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<h3><strong>HANNAH GARDINER</strong></h3>
<p>&ldquo;<em>Understanding data trends supports so many aspects, whether that&rsquo;s your outreach, sourcing strategies, candidate experience, or uncovering key market insights. Our industry is continuously evolving and this enables us to stay ahead of the curve and innovate</em>&rdquo;.</p>
<ul>
<li>Head of Talent</li>
</ul>
<p><img src="https://cdn.sourceflow.co.uk/lgpnqdsix2x0gvny8rq2dhd4c09f" alt=" HANNAH GARDINER" width="300" height="300"></p>
<p>Don&rsquo;t worry though - we&rsquo;ll give you all the training you need to become an expert in your field and be an amazing tech recruiter.</p>
<h2 dir="ltr">​2. Grab every opportunity... and create them too!</h2>
<p dir="ltr">As a recruiter, you&rsquo;ll need to take every opportunity thrown your way and grab them with both hands. Not only this, but you&rsquo;ll be proactive in creating your own opportunities. Being an opportunist means you&rsquo;re ready for an adventure and to get stuck in.&nbsp;You should take pride and own every opportunity you get, reflected in another one of our values - own it.&nbsp;Although a missed opportunity is a lost opportunity, you can still learn and grow from your experience but it&rsquo;s always best to dive in and explore the possibilities, no matter how big or small.&nbsp;</p>
<p>Recruiters love to challenge the status quo and do things differently so if you&rsquo;ve got ideas and insight to share, be sure to speak up. You&rsquo;ll be an expert in your field and a thought leader in the industry so people will respect you and be grateful and appreciative for any insight, advice, tips or opinions you share.</p>
<p dir="ltr">​</p>
<h2 dir="ltr">3. Be a lifelong learner&nbsp;</h2>
<p dir="ltr">Being a recruiter means you&rsquo;re passionate, ambitious and dedicated to your market and community and therefore want to keep learning about it as it progresses and changes. Just like our value - love it, you should LOVE everything about your career.</p>
<p>You should take huge pride in doing a great job and achieving your goals, celebrating the highs and collectively finding your way through the lows. Mistakes are okay, as long as you learn from them! As a lifelong learner, you should also be willing to share your learnings with your teammates and pitch in when they need help.</p>
<p dir="ltr">Recruiter jobs are very rewarding, not just in terms of&nbsp;<a href="https://www.austininternational.com/d-and-i-plus-be-you#afi-text-img-tabs?source=google.com">compensation and benefits</a>, but also the relationships you form with clients, candidates and your team. At Austin International, we have&nbsp;<a href="https://www.austininternational.com/your-growth?source=google.com">clearly defined career tracks</a>&nbsp;to help shape your career and get you well underway to success! We&rsquo;re proud to have an amazing bunch of tech recruiters and we continue to grow our team.</p>
<p dir="ltr">Take 2 minutes to&nbsp;<strong>complete the quiz below to see if a recruitment career is for you</strong>&hellip; And if it is,&nbsp;<a href="https://www.austininternational.com/jobs?source=google.com">head to our career page&nbsp;</a>to see the awesome opportunities we have available.&nbsp;</p>
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<p>&nbsp;</p>

3 tips on how to have a successful recruitment career

<p>The impact a recruitment consultant has on the candidate experience is mega! After all, as the recruiter, you&rsquo;re the person who takes them through the entire recruitment process helping them prepare for a potential new career. You have the opportunity to ensure their experience is not only smooth and seamless but that it adds value every step of the way, gets the excitement flowing, and builds meaningful connections and relationships throughout.&nbsp;</p>
<p dir="ltr"><a href="https://talenthub.io/articles/the-importance-of-understanding-bad-candidate-experience-and-how-to-turn-it-around">72% of candidates who have a negative experience will tell others about it.</a>&nbsp;But on the flip side, if it&rsquo;s an amazing experience, they&rsquo;ll shout about it! We all know that word-of-mouth marketing is the best kind, so having a fantastic candidate experience has the potential to generate a pool of new candidates, which in turn will impact the bottom line. More candidates, more incredible futures to build, more placements and more revenue -&nbsp; win, win and more wins!&nbsp;</p>
<p dir="ltr">When a recruitment consultant learns about the candidate's wants and needs, it&rsquo;s their responsibility to align them with the right opportunity, company values, purpose and mission. This plays a huge role in ensuring a successful placement and a long-term, fulfilling career for the candidate. By making the right match, the recruitment consultant can help create a positive and productive work environment that benefits both the candidate and the company​</p>
<p dir="ltr">Here are our top 3 tips on how to offer an incredible candidate experience during the recruitment process.​</p>
<h2 dir="ltr"><strong>1. Treat everyone individually</strong></h2>
<p dir="ltr">When you reach out to a candidate, that initial contact will shape their opinion going forward. People are bombarded with messages all the time and can sometimes end up feeling like a number or tick box exercise. You&rsquo;ve probably been in a similar situation yourself where a message has landed in your inbox that clearly has no relevance to you whatsoever. By taking a one- size-fits-all approach, you might a) target the wrong people and b) miss out on really getting to know the right candidates. Not to mention the impact it may have on yours and the businesses reputation!</p>
<p dir="ltr">The recruitment industry is a competitive market and one thing that can really differentiate you from another recruiter is the meaningful relationships you build with your candidates. By demonstrating you care and have the candidates best interest at heart and are genuinely invested in helping them build an incredible career, means you can develop a relationship based on trust and loyalty.&nbsp;</p>
<h2 dir="ltr"><strong>2. Go the extra mile</strong></h2>
<p dir="ltr">Most people think of a candidate's experience as a recruiter helping someone find a job. But as you&rsquo;ll know, it&rsquo;s so much more than this!&nbsp;</p>
<p dir="ltr">Our Head of Talent,&nbsp;<a href="https://www.linkedin.com/in/hannah-gardiner/" target="_blank" rel="noopener">Hannah Gardiner,</a>&nbsp;mentioned in&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/hiring-2023-talent-leaders-navigate-changing-market?src=e-nl&amp;trk=recruiting-daily-blog-newsletter">LinkedIns Talent Blog</a>&nbsp;- &ldquo;Every candidate, every conversation, whether that candidate is successful or not, we&rsquo;ve got an opportunity and a responsibility to add value to those individuals. Lead with empathy. If you have a phenomenal candidate experience, that is massively going to support you in winning great talent.&rdquo;</p>
<p dir="ltr">Sharing your experiences and knowledge and adding value to the candidate is another thing that&rsquo;ll make your approach stand out. This goes above and beyond the standard expectations of a recruiter as you can bring the candidate out of their shell by mentoring them with insights, tips and advice. By putting their needs above all else, you can help them be the best version of themselves.&nbsp;​</p>
<h2 dir="ltr" role="presentation"><strong>3.&nbsp;Check in regularly&nbsp;</strong></h2>
<p dir="ltr">No one likes to be left in the dark! Sometimes this small element can be missed in the hustle of the recruitment process. To ensure a seamless recruitment process, it's essential to keep candidates informed about what they can expect from you as their recruiter, as well as provide a detailed outline of each step of the process. This will help to maintain their engagement and provide clarity throughout the recruitment journey, reassuring them that they are front of mind and that you&rsquo;re doing everything you can to support them.&nbsp;&nbsp;</p>
<p dir="ltr">As a recruiter, you have your candidates best interests at heart and genuinely want them to have an incredible career. A simple message or call asking how they&rsquo;re feeling or if they have everything they need will really make all the difference. This personal touch is key to going above and beyond in the candidate experience!&nbsp;​</p>
<h3 dir="ltr">IF YOU&rsquo;RE GONNA DO IT, DO IT RIGHT&hellip;</h3>
<p dir="ltr">Here at Austin International, we practise what we preach and are proud to have amazing recruitment consultants who offer incredible candidate experiences. Not only that, but we also want to ensure that anyone joining our team has the best experience too. So if you fancy joining our team of incredible recruitment consultants,&nbsp;<a href="https://austininternational.com/contact" target="_blank" rel="noopener"><u>reach out to our lovely talent team.</u></a></p>
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<p dir="ltr"><a href="https://www.austininternational.com/jobs?source=google.com" target="_blank" rel="noopener">Search jobs</a></p>
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How to improve the candidate experience in the recruitment process

<p>Our top priority is to ensure the safety and security of our candidate's personal data. Recently there has been a rise in the number of unethical individuals impersonating recruiters and using fake job adverts to deceive and defraud job seekers across the industry. Their ultimate goal is to trick candidates into sharing personal information or even making payments. Rest assured, our systems remain uncompromised and have not fallen victim to any hacking attempts.</p>
<p dir="ltr">In this article, we'll share tips on how to identify and avoid recruiter impersonators to help protect yourself from recruitment scams.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Be wary of unsolicited job offers</span></h2>
</li>
</ul>
<p dir="ltr">One of the primary objectives of recruiter impersonators is to deceive job seekers into believing they have exclusive access to high-paying or rare job opportunities. To avoid falling victim to such scams, independently verify the existence of the job opportunity. Conduct a web search, check with the company mentioned, and verify the position through official channels. If the opportunity seems too good to be true or lacks verifiable information, verify the recruiter's credentials and the legitimacy of the job. By ensuring that the job offer is legitimate, you protect yourself from scams and the possibility of sharing your personal information with strangers. So, always be extra cautious and do your due diligence before proceeding with any job offer, especially if it's unsolicited.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Do your research</span></h2>
</li>
</ul>
<p dir="ltr">Before engaging with a recruiter, research the recruiting agency to familiarise yourself with its reputation, history, and years of experience. A trustworthy recruiting agency will have an established online presence, industry recognition, and a job board section on its website. On our website we have consultant profiles, so it&rsquo;s worth checking these out too.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Watch out for requests for personal information</span></h2>
</li>
</ul>
<p dir="ltr">Be cautious if a recruiter immediately asks for personal details like your social security number, bank account information, or copies of official documents. Legitimate recruitment processes usually involve background checks and documentation, but these requests should come at later stages, not during initial contact. We will never ask for sensitive personal information over SMS or WhatsApp.</p>
<p dir="ltr">Moreover, it's important to remember that a reputable recruitment agency will never ask candidates to pay for the job opportunity!</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Check for communication red flags</span></h2>
</li>
</ul>
<p dir="ltr">Recruiter impersonators often rely on SMS, WhatsApp or email to initiate contact. While this is not inherently suspicious, it's crucial to stay vigilant and look out for warning signs. Be cautious if the communication comes across as unprofessional, has excessive use of jargon, or inconsistencies in the information provided. Legitimate recruiters strive for clear and professional communication, so any deviations should raise concerns.​</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Trust your instincts</span></h2>
</li>
</ul>
<p dir="ltr">Never underestimate the power of intuition. If something feels off or raises suspicion during your interactions with a recruiter, listen to your gut feeling. Fraudsters may employ persuasive tactics or create a sense of urgency to pressure you into making impulsive decisions. Remember, legitimate recruiters will respect your need for time and will provide all the necessary information to make an informed choice.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);">Report suspicious activity</span></h2>
</li>
</ul>
<p dir="ltr">If you suspect that something isn't right, take action and protect yourself by immediately discontinuing interactions with an unverified recruiter.&nbsp;<a href="https://austininternational.com/contact">Contact us</a>&nbsp;and let us know about the suspicious activity.</p>
<ul>
<li>
<h3 dir="ltr" role="presentation">UK:</h3>
</li>
</ul>
<p dir="ltr">You can report SMS scams by forwarding them to 7726 - a free reporting service. If you have received an email which you&rsquo;re not quite sure about, forward it to&nbsp;<a href="mailto:report@phishing.gov.uk">report@phishing.gov.uk</a>.&nbsp;<a href="https://www.actionfraud.police.uk/report-phishing">Read more about reporting scams in the UK here.</a></p>
<ul>
<li>
<h3 dir="ltr" role="presentation">USA</h3>
</li>
</ul>
<p dir="ltr">Visit the Federal Trade Commission (FTC) to report the scam online at ReportFraud.ftc.gov.&nbsp;<a href="https://www.usa.gov/where-report-scams">Read more about reporting scams in the USA here.</a></p>
<ul>
<li>
<h3 dir="ltr" role="presentation">GERMANY&nbsp;</h3>
</li>
</ul>
<p dir="ltr"><a href="https://www.verbraucherzentrale.de/wissen/vertraege-reklamation" target="_blank" rel="noopener">Read more about reporting scams in Germany here.</a></p>
<p dir="ltr">Remembering these tips will help you recognise and avoid recruiter impersonators and recruitment scams. When it comes to your job search, it&rsquo;s best to be cautious and protect yourself. By knowing what to look out for, you can stay safe and focus on legitimate opportunities that will help you take the next steps towards your career goals.​</p>

How to look out for recruiter impersonators

<p>When we hear the words "learning" and "education," it's easy to assume that they mean the same thing. However, there is actually a big difference between the two.</p>
<p dir="ltr">Let&rsquo;s take cooking as an example. Imagine you have friends coming round for dinner and you want to impress them with a delicious meal. Cooking has never been a passion or interest of yours so you&rsquo;ve never dedicated time to learning how to. But now you have this dinner event coming up, you suddenly have this new desire and motivation to learn. You can enrol in a cooking class or watch YouTube videos. You can also learn by experimenting in your own kitchen, trying out different recipes, and learning from your mistakes. This is a learning process which is more organic and natural and happens through life experiences and interactions.</p>
<p dir="ltr">Now sticking to the cooking example. Imagine you&rsquo;re back at school and your next lesson is cooking. You have zero interest in cooking but as it&rsquo;s school, you must engage with the content, regardless of whether you want to or not. This is education.</p>
<p dir="ltr">To help you understand the difference between learning and education, Christine, our Global Learning and Development Partner, shares her experiences and thoughts.</p>
<p dir="ltr">&ldquo;When people ask me what the difference between learning and education is, I usually ask them back what they remember from their first day of school. Most people remember things like the clothes they wore, who they sat next to, and whether the teacher was nice. In Germany, kids get paper cones filled with goodies (&ldquo;Schult&uuml;te&rdquo;), so lots of people remember those. What&rsquo;s interesting is that no one really remembers what classes they had that day, or which subject was taught. And that, right there, is the difference between learning and education.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>What is education?&nbsp;</strong></span></h2>
<p dir="ltr">Education is trying to get people to memorise information &lsquo;just in case&rsquo; they need it. It&rsquo;s a formal conservative process aiming to develop abilities, attitudes and other behavioural practical values in the society to which they belong. So basically school. I went to school for 13 years and passed all my exams. Ask me how much of that content I remember today - Hands down, very little. Why? Because most of it I simply didn&rsquo;t need once I passed the respective class.</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>What is learning?</strong></span></h2>
<p dir="ltr">Learning, on the other hand, means adopting knowledge, values and skills through experiences in our day-to-day life. This happens automatically and continuously and can be intentional or unintentional, conscious or unconscious, for better or worse. This is the stuff we really care about, often because we have to. I didn&rsquo;t learn the English term &ldquo;cylinder head gasket&rdquo; in my 8 years of English classes. I learned it when my car broke down in New Zealand and started billowing black smoke. That was almost 20 years ago, but I still remember it today. Just like I remember the dress I wore on my first day of school. Why&rsquo;s that? There&rsquo;s a theory that suggests what our brain stores are not facts but emotions. I remember the car breakdown because it was stressful. I remember that dress because I was super excited to wear it. Just think about the things you remember in your past, and what exactly you remember.​</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>What does this have to do with corporate training?</strong></span></h2>
<p dir="ltr">Firstly, we need to move away from the education system approach into a learning process. Rather than force content down people&rsquo;s throats, we need to create training that is actually relevant to the job we want people to be trained on and give learners a chance to practise. Because that&rsquo;s what sticks, especially when it goes wrong the first time.&nbsp;</p>
<p dir="ltr">It's also important to assess whether people see a need to engage with a certain topic. If they don't, making the learning mandatory is not going to make it stick. Instead, we should try to create experiences that show them the need (e.g. their blind spots) to create an audience that wants to engage.</p>
<p dir="ltr">And secondly, we need to remember that learning does not just happen in the 90 mins that we&rsquo;re in the classroom with a Learning and Development facilitator. Learning happens all the time. So we need to create learning opportunities (observations, guided practice, coaching etc.) wherever possible. The more closely the training environment mirrors the &ldquo;real life&rdquo; situation, the better.&nbsp;</p>
<h2 dir="ltr"><span style="color: rgb(185, 106, 217);"><strong>Learning and Development at Austin International&nbsp;</strong></span></h2>
<p dir="ltr">In learning and development, we speak of 70-20-10, where only 10% of learning is achieved through structured courses, 20% is learning through others (e.g. peers, mentors, coaches) and the remaining 70% of learning are achieved through experience in the workplace. We need to make sure this is reflected in the way we approach "training" in the work environment by using our classroom time most effectively, creating useful on-demand performance support, and creating a seamless experience for learners between what they get from the learning and development team and their respective managers and teams.</p>
<p dir="ltr">The Learning and Development team have spent considerable time revamping the existing training courses with these concepts in mind. We aim to make our training interesting, relevant, practical, and fun. We want to create safe spaces where our learners (i.e. all of our people) can try, fail, and learn from their mistakes. We want to give them the chance to practise the real-world scenario in a safe-to-fail environment so that when they go out into the world, they feel prepared and ready. Hopefully a lot more ready than I felt when I finished school and was let loose in the real world!</p>
<p dir="ltr">And that is the essence of the difference between learning and education. It's about experiences, emotions, and the practical application of knowledge. As Christine aptly puts it, learning is not about memorising information just in case we need it; it's about adopting knowledge, values, and skills through our day-to-day lives. It's the stuff that sticks with us because we care about it as we've experienced it firsthand.</p>

The difference between learning and education

<p>When it comes to searching for a job, we all have our own unique set of priorities that shape our decision-making process. Whether it's the need for flexibility, a thirst for career progression, or a craving for attractive compensation, understanding what matters most is the key to finding the perfect fit</p>
<p dir="ltr">Linkedin reported in their&nbsp;<a href="https://business.linkedin.com/talent-solutions/global-talent-trends">global talent trends</a>&nbsp;that due to inflation and an uncertain economy, priorities have changed. To find your candidates their perfect role and to stay ahead of the curve in the industry, it&rsquo;s essential that you know what the priorities are, so let&rsquo;s explore them.​</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>Compensation and benefits&nbsp;</strong></span></h2>
</li>
</ul>
<p dir="ltr" role="presentation">When it comes to attracting top talent, it should come as no surprise that compensation is a top priority for them. However, compensation isn't just limited to the base salary your candidates receive. It encompasses a wide range of rewards and benefits that they receive in return for their hard work.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>TRANSPARENCY IS A MUST</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">In&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/hiring-2023-talent-leaders-navigate-changing-market?src=e-nl&amp;trk=recruiting-daily-blog-newsletter">LinkedIn&rsquo;s talent blog</a>&nbsp;(which our Head of Talent, Hannah, features in!), they discuss how employers are providing more transparency to help set expectations for job seekers. No one wants to waste time going through a hiring process without fully understanding what they&rsquo;re getting in return. From base salary, commission structure and quarterly bonuses, putting things into perspective and being completely transparent helps showcase what the candidate could get.&nbsp;</p>
<p dir="ltr">At Austin International, we have interactive career tracks to help candidates visualise the path to success and make informed decisions about their future. This level of transparency is incredibly valuable to them as it allows them to understand the steps they need to take to reach their goals. By showcasing these career tracks, we empower our candidates to take ownership of their career development and make the most of the opportunities available.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>REWARDING GREAT PERFORMANCE</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Incentives are a great way to keep motivation levels and morale high. Think of amazing trips abroad, delicious lunches at fancy restaurants or fun activities. Even a bonus is always a welcome addition to the wallet! Being rewarded for great work outside of a standard salary can be the icing on the cake for many candidates. These attractive additions are part of the compensation package so be sure to highlight them.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>TALK PERKY TO ME!</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Beyond just the salary, candidates often look for additional perks such as health insurance, cycle-to-work schemes, pensions, and other benefits that can positively impact their overall job satisfaction and quality of life. These offerings demonstrate that a company values its employees' well-being and is willing to invest in their long-term success.&nbsp;</p>
<p dir="ltr"><a href="https://www.g2.com/articles/recruitment-statistics">60% of people report that benefits and perks are a major factor in considering whether to accept a job offer</a>&nbsp;so you should be sharing these with your candidates too.​</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>Balance and Flexibility</strong></span></h2>
</li>
</ul>
<p dir="ltr">It may come as no surprise, but two priorities that significantly increased during the pandemic and still remain a top priority are balance and flexibility.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>GETTING THE RIGHT BALANCE</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Gone are the days when you&rsquo;d have to fit your personal life around your work life. People are now wanting a fair balance, and rightly so! According to Zippia,&nbsp;<a href="https://www.zippia.com/advice/work-life-balance-statistics/">77% of employees have experienced burnout at least once in their current jobs.</a>&nbsp;So not only are they missing out on their personal lives, but it&rsquo;s affecting their mental and physical health too.&nbsp;</p>
<p dir="ltr">The same report from Zippia found that 72% of workers believe work-life balance is a very important factor when choosing a job, and 57% of job seekers say a poor work-life balance is a dealbreaker. As a recruitment consultant, it's important to encourage your clients to share with you what they do to promote healthy work-life balance.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>FLEXIBILITY IS DIFFERENT FOR EVERYONE</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Hybrid, remote jobs, part-time, WFH, flexi hours. All these buzzwords define flexibility differently to different people. Candidates want to know what the deal is when it comes to flexibility.</p>
<p dir="ltr"><a href="https://flexa.careers/blog/q2-2023-flexible-working-index">Recent data from Flexa Careers</a>&nbsp;found that between April and June 2023, there was a 10% increase in the number of job seekers who expressed a preference for companies offering work-from-anywhere (WFA) schemes. In fact, a staggering 88% of all workers preferred WFA jobs during this period, marking the highest percentage recorded by the Index since its launch in July 202<strong>2.&nbsp;</strong></p>
<p dir="ltr">The same report also found that the demand for WFA roles saw a remarkable 120% surge, with one-third of all job seekers actively searching for such opportunities. Furthermore, there was a continuous month-on-month growth in the demand for&nbsp;<a href="https://flexa.careers/flexapedia/what-is-fully-remote-work">fully remote</a>&nbsp;roles, where workers are not required to come into the office. By June 2023, 59% of all workers expressed a preference for fully remote positions, indicating a 13% increase from April of the same year.</p>
<p dir="ltr">This is certainly a topic to discuss with your candidates to see what their preferences are and with your clients to see what they would be willing to offer.</p>
<ul>
<ul>
<li>
<h3 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>INCLUSIVITY OPENS UP MORE OPPORTUNITIES</strong></span></h3>
</li>
</ul>
</ul>
<p dir="ltr">Flexibility helps improve workplace equality and creates an inclusive culture by opening opportunities to more people. It helps parents fit work around their family, reduces the gender pay gap and supports people with health conditions, just to name a few ways.</p>
<p dir="ltr">Candidates want to be part of an inclusive culture where they&rsquo;re celebrated for being themselves and employers want to create this culture for their people. According to&nbsp;<a href="https://www.deloitte.com/global/en/about.html">data from Deloitte</a>, 74% of millennial employees believe their organisation is more innovative when it has a culture of inclusion, and 47% actively look for diversity and inclusion when sizing up potential employers.</p>
<ul>
<li>
<h2 dir="ltr" role="presentation"><span style="color: rgb(185, 106, 217);"><strong>Upskilling</strong></span></h2>
</li>
</ul>
<p dir="ltr">As Henry Ford once said - &ldquo;The only thing worse than training your employees and having them leave is not training them and having them stay.&rdquo;</p>
<p dir="ltr"><a href="https://www.workramp.com/blog/learning-and-development-statistics/">94% of workers said they&rsquo;d stay at a company longer if their employers invested in their careers</a>. If people don&rsquo;t feel like they&rsquo;re being invested in, then they&rsquo;ll leave! And this is why learning and development is a top candidate priority.</p>
<p dir="ltr">Candidates are wanting the opportunity to learn new and highly desired skills. Not only will upskilling boost their long-term career opportunities but will also help them become even better at their job. When helping your candidates find their perfect role, remember that sometimes it&rsquo;s not just fulfilling a short-term goal, but also finding a career with plenty of opportunity for growth.</p>
<p dir="ltr">​</p>
<p dir="ltr">One of the best things about being a recruitment consultant is the diversity of people you meet. And this includes their priorities! For one person, compensation may be top of the list but for another, it&rsquo;s at the bottom. This is why building those relationships, digging deep and really getting to know your candidates will help you find their dream job. And if you&rsquo;re the one looking for your dream job -&nbsp;<a href="https://www.austininternational.com/jobs?source=google.com" target="_blank" rel="noopener">check out our opportunities! ;-).&nbsp;</a></p>

Top 3 things candidates look for when searching for a job

<p>Our commitment is to support our incredible people in every aspect of their jobs, enable them to develop new skills, improve performance, and adopt new behaviours to create a true culture of learning.</p>
<p dir="ltr">It's not just about shaping careers, but also contributing to personal growth and success. We believe in dreaming big, taking risks, and embracing lifelong learning because we know that incredible futures are built through continuous growth and self-belief.&nbsp;</p>
<p dir="ltr">Our FlexAppeal policy allows our people to choose where and when they work most productively. In line with this, our learning and development approach is designed to be accessible and supportive. By aligning our learning and development approach with our flexibility policy, we empower our people to continuously grow their skills, enhance their performance, and achieve their full potential in a way that suits their individual needs.</p>
<p dir="ltr">&ldquo;Flexibility is not just about location, it is also about how people learn and how leaders facilitate learning. It would be a travesty for L&amp;D professionals to not rethink what true flexibility looks like when it comes to learning.&rdquo; Says Amy, our Head of Performance Development,&nbsp;<a href="https://learning.linkedin.com/resources/workplace-learning-report">in&nbsp;the LinkedIn learning report</a>.</p>
<p dir="ltr">From an interactive learning platform to sales training and 1:1 coaching, we&rsquo;ll share insight into how we support our people&rsquo;s growth and development.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>Welcome week</strong></span></h2>
<p dir="ltr">We understand that starting a new role is a big and exciting, but also often slightly scary step. To make all our new starters feel welcome, included and supported from day 1, we offer a week-long onboarding programme, run by our dedicated Onboarding Specialist. During this week, new starters get the opportunity to meet new people, learn about our company processes and values, and get a first taste of what the job ahead will look like. They also get a chance to ask their many, many questions, and get a first flavour of what makes working at AI so exciting.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>Sales training</strong></span></h2>
<p dir="ltr">To make sure our recruitment consultants are not only familiar with their roles and responsibilities but also embrace our values and processes, we run a 4-week sales programme, specifically designed to equip them with the necessary skills and knowledge to excel in their careers in recruitment. The programme covers every aspect of the recruitment cycle in a gamified and immersive way. New recruitment consultants go through the programme in small cohorts, so our Technical Development Consultants can address individual needs and make sure everyone can start their AI journey with confidence and feel well-equipped. We believe that only a small amount of learning should happen in the classroom. That's why throughout the programme the consultants spend time on desks with their managers and teams, to give them a chance to immediately apply new learning, practice new skills, and bring any upcoming questions back to the classroom the next day. This makes our training approach more applicable and sustainable.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>Tailored 1:1 coaching</strong></span></h2>
<p dir="ltr">We understand that every individual has unique needs and learning styles, and we believe in providing tailored training that caters to those specific requirements. Our leaders and dedicated Learning and Development team work closely to identify areas of improvement and create a personalised training plan that addresses their specific goals. These individualised sessions allow our people to receive focused attention, ask questions, clarify doubts, and receive guidance from experts in their respective fields. By offering this personalised approach to training, we ensure that our people receive the support they need to enhance their skills and reach their full potential in a way that is best suited to their learning styles and preferences.</p>
<h2 dir="ltr"><br><span style="color: #b96ad9;"><strong>Leadership training&nbsp;</strong></span></h2>
<p dir="ltr">Strong leadership is the ability to effectively navigate challenges, guide a team towards success, and create a positive and inspiring work environment. It involves demonstrating integrity, empathy, and vision while empowering others to reach their full potential. That's why we have a dedicated Head of Performance Development, Amy, and a Global Learning and Development Partner, Christine, who both bring a wealth of knowledge and experience in leadership training. Amy serves as a valuable resource, providing coaching and guidance to our current and aspiring leaders. With her expertise, she helps our leaders unlock their full potential and become the best versions of themselves. Amy understands that effective leadership is crucial for driving success and encourages our leaders to develop their skills, cultivate their strengths, and adapt their leadership styles to inspire their teams.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>Masterclasses</strong></span></h2>
<p dir="ltr">We believe in the power of collaboration and continuous learning. That's why we offer a range of masterclasses that are run by individuals at all levels and expertise. These masterclasses provide a unique opportunity for our people to share their knowledge and expertise with their peers. By doing so, they not only contribute to a culture of knowledge-sharing but also create the chance for our people to learn new ways of thinking and approaching challenges. Through these masterclasses, our people benefit from exposure to new ideas and approaches that can have a transformative effect on their work.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>Skill snacks</strong></span></h2>
<p dir="ltr">We&rsquo;ve developed a library of short, on-demand training videos hosted on GWEN. Similarly to masterclasses, these videos are created by different people across the business and are laser-focused on a particular skill or piece of knowledge. These videos serve as quick, bite-sized resources that provide valuable tips and tricks for achieving success in various aspects of our work.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>Lunch &amp; learns</strong></span></h2>
<p dir="ltr">Lunch and learns are voluntary sessions that take place during lunchtime, either online or in person. Our people bring their lunch along and learn from one another. The purpose of lunch and learns is to bring together individuals from across the business in order to foster collaboration and drive personal, team, and business development. These sessions are led by anyone in the business who is interested in sharing their knowledge, whether it be sales skills, business strategy, or other relevant topics. In addition, our DE&amp;I Advocate has also hosted lunch and learns focused on diversity, equity, and inclusion.</p>
<h2 dir="ltr"><span style="color: #b96ad9;"><strong>External experts to facilitate key sessions&nbsp;</strong></span></h2>
<p dir="ltr">In addition to our internal resources, we also invite external experts to facilitate learning sessions. Some of our externally facilitated sessions are specific to recruitment, where we gather insights into current recruitment trends and best practices. Others may be more motivational and inspirational, focusing on personal development, leadership, and well-being. For example, we recently invited Matt Pepper to do a talk on creating better mental and emotional fitness. These sessions are designed to help our employees thrive both professionally and personally.</p>
<p dir="ltr">Our leaders and Principal Consultants are given the opportunity to opt-in to a subscription called Sales Psyche. These sessions are designed to elevate performance through a strong, happy and empowered mindset.</p>
<p dir="ltr">We take great pride in being more than just a recruitment company; we are a driving force for personal and professional development. We encourage our people to challenge the status quo, push boundaries, and carve their own path towards success. We LOVE to witness our people&rsquo;s growth and see them flourish into the best versions of themselves.&nbsp;<strong>That's why we&rsquo;re proud of our investment in learning and development!</strong></p>

Your learning and development journey with Austin International

KEEP THE GOODNESS COMING!

<p>"Being a truly diverse company is not just a matter of having the right numbers on a spreadsheet; it is about creating a space where everyone can flourish, drive change, and innovate. We want to ensure that every employee feels a deep sense of belonging. We embrace different cultures, disabilities, races, ages, ideologies, genders, and religions. We are creating the future of Austin Fraser, our best future. Building a diverse culture is and will continue to be one of our main strengths in our Austin Fraser journey."</p>

HEAR FROM OUR CEO, STUART

OUR PEOPLE

We're committed to prioritising Diversity and Inclusion for our people, our clients and our candidates

OUR PROMISE

<p>​We believe that everyone should have the opportunity to build themselves an incredible career. A future that was designed just for you, in a place that allows you to grow further, somewhere that feels like home and gives you the unmissable chance to lead the way. So if you're ready... let's chat about how you can build an incredible future, made just for you.</p>

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<p>Whether you need staffing support or want to talk about your career ambitions, we&rsquo;re here to listen.</p><p><strong>Just drop us a line!</strong></p>

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LEARNING &amp; DEVELOPMENT

<p>​Our purpose, as a leading international tech recruitment agency, is to build incredible futures, making sure that every single person has the opportunity to grow and develop a career they can be proud of. Our career tracks are intended to equip you with clarity and flexibility, enabling you to manage your career in a way that works for you. Your personal development will be managed consistently, no matter where you&rsquo;re located.</p>

YOUR FUTURE STARTS HERE

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INCREDIBLE JOURNEYS

<p>We believe that everyone should have the opportunity to build themselves an incredible career. A career that was designed just for you, in a place that allows you to grow further, somewhere that feels like home, and somewhere that gives you the unmissable chance to lead the way. So if you're ready&hellip; Let's chat about how you can build an incredible future today, one that was made, just for you.</p>

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