Luke Nelson

“Open for work” doesn’t mean “open to anything.” I recently spoke with a candidate who said, “I just need something, anything.” My advice was simple: if you take anything, you’ll be back in the same spot in 90 days. What do you actually need? What will drive you? I know the job market can be tough, but don’t take a job just to “land on your feet”. That’s like dating someone just because they have a Netflix password. The right role should challenge you, grow you, and actually make you want to log in on Monday. Focus on the opportunity where your skills create impact, where you will be appreciated and your career truly moves forward.

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“If he really wants to work here, then $5K shouldn’t matter…” Yepp, if you've hired, you might have said something along those lines before. After weeks of sourcing, screening, and (honestly) interviewing more candidates than I’d typically recommend, they finally found "the one". I advised the VP of Finance that the Finance Manager had another offer on the table, and exactly what compensation would close the deal. I wasn’t guessing, I knew what would get it done and what we were up against. Well, what did they decide to do? They offered $5k less. Because “if he really wants to work here…” Listen, I totally get it. Your company is fantastic, and you are recognized as one of the best places to work. You have beautiful offices, great work-life balance, and free lunches. This all sounds lovely. But you risk losing top talent. After all the time, effort, and energy you’ve invested....over $5K? Not the first time I’ve heard this logic, and unfortunately, I doubt it will be the last. So what happened? The candidate went with the competitor. They rolled out the red carpet. They offered above their salary range, increased the bonus, and even sweetened the title. And they won. Ugh! If you’re serious about hiring exceptional talent, you have to treat them exceptionally. It’s like when they ask at Chipotle, “the guac costs extra, that okay?” Have you ever said yes and regretted it? Yeah, me neither.

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ATTN RECRUITERS - If you’re not making cold calls, you will be replaced by AI. Over the last 3 weeks, I’ve been interviewing candidates for an executive recruiter role at Benchmark Search. Out of a dozen conversations, I was shocked by how few have actually made real cold calls. Cold calling feels like a dying art. But it's the difference between great and good. -Yes, the calls can be awkward. -Yes, the rejection can sting. But when I get that one “yes”? It fuels me for the next few hours. It reminds me of a line I heard: "A good attitude doesn’t guarantee good results, but good results guarantee a good attitude." That’s cold calling in a nutshell. Staying positive doesn’t mean the call will go your way. But when you win, it changes your whole energy.

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The difference between Talent Acquisition vs Staffing Agencies? Reactivity vs Proactivity TA is great if used correctly, but 99% of companies out there don't understand how to utilize them. High quantity positions that can afford to be reactive are phenomenal for TA to work on and fill. High level, niche roles can start to be worked on by TA for a period of time (dependent on urgency level), but those really should be given to a staffing agency that specializes in that sector and ideally has the relationships to identify the ideal candidate quickly and efficiently. In summary- "saving cost" by avoiding agencies can be doable, but don't shoot yourself in the foot by sending your TA team to war with a butter knife as they just flat out don't have the resources or head start that agency recruiters have! #staffing #recruiting

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Earlier, ghosting was common from candidates... now the tables have turned — HR started ghosting consultants and candidates. Here’s what’s happening in the market 👇 1️⃣ “We’re looking for vendors” — really? HRs post on LinkedIn saying they’re open to vendor partnerships. You email — no reply. You call — suddenly it’s: “Vendor empanelment is closed.” All this within 12 hours. 2️⃣ The percentage trap If you manage to get on a call, the first question is: “What % do you charge?” The next line? “We already have vendors working at 4%.” Then why post at all? Why waste everyone’s time? 3️⃣ Zero feedback culture You start working, share profiles… and then, silence. After 20–25 days: “The position is closed. Let’s work on a new one — on priority.” Same cycle again. This time: “Candidate cleared internal rounds but got rejected by the client.” You ask for a reason, and they say: “We’re still waiting for feedback.” If someone is rejecting a profile, there is a reason. Why not share it with the consultant who worked hard to get the candidate in? 🙏 Humble request to all fellow consultants: Stop accepting 4% roles. Recruitment takes effort, time, tools, and teamwork — we deserve fair value. If you've faced similar issues, comment below and let’s raise our voice together. #JagoConsultantJago #RecruitmentReality #FairHiringPractices #VendorPartnership

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Why I decline to send candidates to certain firms I’ve walked away from roles that came with high fees, because they weren’t right for the candidate. Why? Because not every firm that’s hiring deserves access to great people. Before I recommend any opportunity, I look at: • turnover data (via LinkedIn Insights) • leadership stability & progression (how long leaders stay and what progression actually looks like) • staff feedback (online reviews, Glassdoor, and word of mouth) • workplace flexibility (work-from-home options, flexible hours) If a firm has a toxic culture or a partner who doesn’t value their team, I won’t sugarcoat it, I’ll tell you. Sure, recruiters are incentivized to fill roles quickly. But I’m not in this for quick wins. My priority is building long-term relationships, and pushing someone into the wrong job damages trust with both the candidate and the client. It’s not just about making a placement. It’s about helping you find the right one. 📞 0400 353 850 📧 td@key-moves.com.au

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Losing a Recruiting Agency? It's Easier Than You Think. Ever wonder why your recruiting agency isn't delivering? Sometimes, the problem might be closer to home. Agencies thrive on partnership and communication. When you: * Take forever to respond to candidate submittals ⏰ * Declare a role "extremely important" but then go silent on feedback 🤫 * Rarely, if ever, provide constructive insights on candidates 📉 ...you're making it incredibly difficult for them to help you. No one wants to work with a company that leaves them in the dark. A strong agency relationship is built on timely communication and mutual respect. Let's make it easy for our partners to find us the best talent! #Recruiting #Hiring #AgencyPartnerships #TalentAcquisition

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This may surprise some people out there but I'm not perfect! Yes, on occasion I've forgotten to reply to a candidate... Yes, I've missed you message in my Inbox... email or LinkedIn! However, this is only a handful of occasions and I try to respond to everyone that gets in contact. Even if there is no job to share, I can always share advice or resources to help. When it comes to interview feedback this is even more important and I make sure I always (98% of the time) get back to candidates with feedback, weather they like it or not! It takes seconds to write an email, send a text or leave a voice note... it takes only minutes to have a quick conversation. PLUS with automation tools even a "There's nothing to tell you at the moment but I'll be back in touch soon" isn't hard.

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***PSA*** Received an offer? Going through the background check/employment verification process? Pay attention! If you previously worked a contract through a staffing firm, be sure to list the staffing firm (NOT the end client) on your background check. If not, you will be delaying your start date! #jobsearch #jobseekers

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Companies are interviewing but they're not hiring... We’re seeing it more and more: Multiple interview rounds Promising feedback Then suddenly... “The role is no longer available.” What’s really going on? 1. Budget cuts 2. Internal reshuffles 3. Uncertainty at the top 4. Intelligence gathering 5. Or simply—no clear hiring plan in place My gut says it's intelligence gathering. What do you think of this practice? My guess is their internal justification for it is that it is not wasted time as they are interviewing you as a potential candidate to join their company at some point in the future. If you're a candidate caught in this loop, it’s not you.

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Building Bridges, Not Burning Them: Why a Quick "No, Thanks" Goes a Long Way with Recruiters I wanted to share a quick thought on recruiter outreach that can make a big difference in the long run. We've all been there: a recruiter pings you about a role, and you're perfectly happy in your current position. It might seem easy to just ignore it, especially if you're not actively looking. But here's why a brief, polite response can be incredibly beneficial, especially when a recruiter has clearly done their homework and the role seems relevant to your experience: * Keeps the Door Open: A quick "Thanks for thinking of me, but I'm happily employed right now" keeps the lines of communication open. Recruiters keep detailed records and often remember responsive candidates. Even if it's years down the line, that positive interaction can make a difference when you are ready for a change. * It's a Two-Way Street: Just like any good professional relationship, there's a bit of give and take. Many recruiters, myself included, send countless personalized emails that often go unanswered until a candidate needs something. Acknowledging their effort, even with a "no," builds goodwill. * Networking Power: Want to go above and beyond? If you know someone who is actively looking and would be a good fit for the role, consider passing their name along. It's a small gesture that can be a huge help to both your connection and the recruiter. It's the little things that can genuinely help open doors when you eventually need them. Building these relationships now can benefit you immensely by keeping you connected to industry happenings and potential future opportunities. On the flip, I make it a point to respond to candidates that ping me and often just say nothing new on my desk when they follow up if I don't have a role for them. What are your thoughts on this? Do you usually respond to recruiters even when you're not looking? #hiring #cpgindustry #salesrecruitment #marketingrecruitment

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