Tom Hearn

Great to see feedback like this. One of the things we hear most from clients is how refreshing it is to have a recruitment partner that is clear on pricing and genuinely supportive throughout the process. #FlatFeeRecruitment #SMEHiring #HiringSmarter

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CV Writing #CV Under your name and contact details in your CV, it is essential to include a profile or executive summary. The purpose of this section is to highlight your key attributes and strengths in direct alignment with the role you are applying for. For example, I recently received a CV for a Brand Consultant/Chef position. The candidate began her profile by describing herself as a CEO and Shareholder across multiple companies. While impressive, this immediately raised the question of why she would be applying for this role. She did eventually describe herself in terms more relevant to the position, but by that point, I was already questioning her ability to get to the point. As a recruiter, I prefer engaging with candidates who are clear, concise, and immediately relevant to the opportunity at hand. A well-crafted profile makes a strong first impression and sets the tone for the rest of the CV.

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🔑 Making Senior Hires Stick: Insights Before & After the Hire At Be Recruitment, we don’t just stop once a senior hire is placed, we partner with our clients to ensure long-term success. One of the unique tools we use with all senior hire placements is the Attachment Inventory Report. Conducted post-placement, this gives valuable insights into how a new leader is settling in, their approach to building relationships, navigating pressure, and embedding into their new environment. It’s an excellent way to strengthen onboarding and set everyone up for success. For our retained executive search assignments, we can also provide psychometric assessments before the hire is made. These reports aren’t the final decision-maker, but they give our clients an added layer of clarity: ✔️ Understanding leadership style and decision-making approaches ✔️ Highlighting potential strengths and development areas ✔️ Supporting informed, confident hiring decisions for critical roles By combining structured search, evidence-based insights, and ongoing support, we help our clients make - and keep - the right leadership appointments. 👉 If you’re looking to hire for a senior or business-critical role, let’s talk about how these tools can add value to your recruitment strategy. #ExecutiveSearch #Recruitment #Leadership #Psychometrics #BeRecruitment

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February 2026 just started, and UK hiring is already under pressure. The talent market is tighter, louder, and less forgiving than last year. Here is what I keep seeing across UK employers right now. → Fewer qualified applicants for technical and regulated roles. → Salary expectations are resetting upward after January reviews. → Candidates ghosting after two interviews with no explanation. → Hiring teams drowning in CVs but starving for the right ones. → Compliance checks are slowing offers in finance, health, and public sector roles. → Internal recruiters are stretched thin and burning out fast. This is the transition point. Companies that fix hiring speed and clarity in Q1 will win the year. Companies that do not will lose candidates to faster competitors by March. This is where TalentATS earns its keep. TalentATS cuts screening time by automating early qualification. TalentATS keeps every step compliant with UK hiring regulations. TalentATS gives candidates clear communication, so they stop dropping out. TalentATS shows hiring managers real-time data instead of gut feel. TalentATS helps teams make offers faster without lowering standards. I'm addressing this now because February sets the rest of 2026. If your hiring still feels manual, slow, or reactive, the problem is not the market. The issue is the system you are using to compete.

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The job market continues to shift, and for many candidates, standing out can feel tougher than ever. Working with a recruitment agency can make a meaningful difference. Whether you’re looking for hidden opportunities, guidance through the hiring process, or a partner who advocates for your success. Our latest blog breaks down what it’s really like to work with a recruiter, the value it brings, and how candidates can make the most of the partnership. If you’re exploring your next move, this is a great place to start. 👇 Check out the full blog post below. #RecruitingTips #CareerAdvice #ManufacturingJobs #WorkWithARecruiter #JobSearch

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Hiring has slowed across the UK. Both permanent and temporary placements are down at the steepest rate we’ve seen since mid-2020 (article linked). Yet in the housing sector – and at Neemar Search in particular – we haven’t seen that hesitation. We’re still actively hiring. Our clients are hiring. Demand for senior leadership talent remains strong. That said, the Day One Rights Bill is on its way. It brings changes like redundancy rights, parental leave, and sick pay from day one. For some, it’s adding an extra layer of consideration when making hiring decisions. In some sectors, where budgets are tight and risk tolerance is low, it’s understandable that employers are taking a more cautious approach. But in housing, it feels different. There’s still a real need for skilled, forward-thinking leaders. The work can’t wait. At Neemar, we’ve not scaled back. We’re growing and continuing to support organisations that are doing the same.

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AI isn’t just the future—it’s the productivity engine powering fast-growing businesses today. But are we truly maximising its full potential? 💡 Automating routine tasks 💡 Streamlining operations 💡 Unlocking deeper, faster insights These aren’t just buzzwords—they’re real solutions to real challenges. See how AI is reshaping productivity at every level: 👉 https://lnkd.in/eed6tCBf #AIProductivity #GrowingEnterprises #BusinessGrowth #AIAutomation

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The 2026 Salary guide is now live. 🥳 A great read which shares key insights on the market for the year ahead. 🌟 "Looking ahead to 2026, the outlook for Ireland’s technology sector remains robust. The convergence of regulatory mandates, digital transformation and AI commercialisation will continue to drive demand." #Salaryguide #MorganMcKinley

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One of the biggest hiring mistakes I see in exhibitions & conferences: Hiring too late. By the time you realise you need: – A strong Event Director – A Sponsorship Sales Lead – Or an experienced Operations Manager …you’re already behind. And in this industry, timing is everything. Here’s the reality: 🗓 Great event professionals plan their moves around show cycles 📉 The best candidates aren’t available “immediately” ⚡ Last-minute hiring = higher costs + higher risk A better approach: • Build a talent pipeline before you need it • Stay connected with freelancers & contract professionals • Map your hiring needs 3–6 months ahead of key events • Treat hiring like part of your event planning timeline The most successful organisers don’t just plan their shows… They plan their hiring strategy with the same precision. If you’re heading into a busy Q3/Q4 schedule, now’s the moment to get ahead. Want a quick benchmark of what the market looks like right now? Drop me a message.

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Inflation is finally easing and we can feel the shift across the UK staffing industry. For the last two years, most hiring conversations have been opportunistic. Firms were cautious. High-performing talent barely moved. Everybody was waiting for “certainty”. 2026, so far has flipped that. Conversations are now turning into actual growth plans. 🔴 Companies are moving from opportunisitic hiring to growth expansion 🔴 Firms are looking to hire now and not wanting to “see what happens” 🔴 Candidates are becoming more active, but still highly selective 🔴 Senior and Partner level search people are quietly exploring moves again Falling inflation doesn’t magically fix everything, but it does one thing that matters the most. It gives leaders confidence. And confidence is the fuel the recruitment market has been missing. If you’re starting to explore what could be out there for you, now's a good time to talk. 💬 Drop me a direct message on LinkedIn ☎️ 07949 074 278/ 0207 404 4884 📧 josh@heywoodassociates.com

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In a competitive job market, information is one of the most valuable advantages you can have. At Live Recruitment Ltd, we regularly publish insight designed to help the industry make better-informed decisions. Our newly released Diversity Report is a great example — and our 2026 Salary Survey will be following soon. Both are designed to give employers and candidates a clearer picture of where the industry really sits today — and where it’s heading next. If you want to stay ahead of those trends, it’s worth registering on our system and keeping close to the data shaping the market. In the meantime, take a dive into our latest blog post which examines pay difference and and gender trends in the events space. https://lnkd.in/e49PTN69 #EventsIndustry #JobMarket #EventServices #Diversity

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🌟 Hiring Trends Reshaping UK Hospitality in 2025 ⚡ Hospitality - Faster fills Average time‑to‑fill is 21 days, well under the 50-day national average. 🏠 Flex & hybrid work is on the rise – With 63% of hospitality firms offering hybrid models and 54% of frontline staff citing better work–life balance, flexibility is now a candidate must‑have. 🧠 Wellbeing & benefits boost retention – Mental health support, flexible scheduling, and earned-wage access are trending. Lung Kwan

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Whether you're running a small warehouse or scaling a national operation, recruitment isn't just about filling vacancies. It's about understanding your workflow, compliance needs, and the real cost of a bad hire. A valuable recruitment partner doesn't just send CVs they ask the right questions, tailor their approach, and stay aligned with your goals. If you're reviewing your hiring strategy this quarter, it's worth asking: Are your partners solving problems or just ticking boxes? #HiringStrategy #SmartHiring #WorkforcePlanning #BusinessOperations

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📊 Business Confidence in 2025: A Tale of Optimism and Caution Our latest Business Confidence Report reveals a complex landscape. Many business leaders are optimistic about their own performance in 2025 - but that optimism is tempered by concerns about the wider economic climate. This contrast highlights a critical shift: while confidence in government policy and economic stewardship may be wavering, businesses are doubling down on what they can control operational resilience, targeted growth, and strategic hiring. In uncertain times, clarity of focus becomes a competitive advantage. You can download the report here - https://lnkd.in/gFRyUTD8

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I’ve been looking at the recent findings on Malta’s aging workforce. With more senior professionals nearing retirement, we’re facing a massive "skills gap" in sectors like engineering, healthcare, and finance. The immediate reaction is often to worry about the loss of experience. But I see it as a huge opportunity for mentorship and internal growth. It’s the perfect time to build pathways that allow mid-career staff to step into leadership roles, guided by the veterans who built the industry. The best talent isn’t always "out there" waiting to be hired. Sometimes, they are already in the building, just waiting for the right mentorship to bridge the gap. #CareerGrowth #Mentorship #MaltaTalent

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𝐓𝐡𝐞 𝐇𝐢𝐝𝐝𝐞𝐧 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐚 𝐁𝐚𝐝 𝐇𝐢𝐫𝐞 𝐢𝐧 𝐇𝐨𝐬𝐩𝐢𝐭𝐚𝐥𝐢𝐭𝐲 We often think of a bad hire as just a replacement cost. In reality, it is far more expensive, especially in hospitality and retail. Recruitment and onboarding costs include advertising, agency fees, and training time. Operational impact shows as lower team morale, weaker customer service, and extra pressure on existing staff. Financial losses come from underperformance, mistakes, and sometimes lost sales. Replacing a mis-hire can easily cost 30 to 50 percent of that person’s annual salary. The solution? ✔️Clear role profiles outlining what success looks like ✔️A strong assessment process that evaluates cultural fit as well as skills ✔️Forward planning with a pipeline of talent ready before urgent vacancies arise In hospitality, where store managers and leaders shape customer experience and sales, one great hire can transform a business, while one poor hire can set it back months. Recruitment is not just filling a vacancy. It is a strategic decision. What strategies do you use to ensure cultural fit when hiring?

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🚀 Recruitment Agencies – Need Extra Support? Are your consultants spending too much time on CV formatting, sourcing candidates, and admin tasks instead of closing placements? I help recruitment agencies by providing Offshore Recruitment Back-Office Support, so your team can focus on clients, interviews, and placements. Here’s how I can support your business: 🔹 Candidate Sourcing (LinkedIn + Boolean Search) 🔹 CV Formatting (Professional & Client-Ready) 🔹 Lead Generation & Company Research 🔹 Market Mapping 🔹 Database & CRM Management ✔ Fast turnaround ✔ Cost-effective support ✔ Flexible (ad-hoc or ongoing) If you need reliable back-office support for your recruitment workflow, feel free to send me a message. #Recruitment #Staffing #RPO #LeadGeneration #LinkedInSourcing #OffshoreSupport #RecruitmentSupport #RPOServices #StaffingSolutions #TalentAcquisition #CandidateSourcing #RecruitmentAgency #HiringSolutions #backofficesupport #DedicatedVirtualAssistant #VirtualAssistant #VA #CVFormatting #resumeFormatting #CandidateSourcing #TalentSourcing #MarketMapping #Databuilding #Recruitment #CandidateSourcing #LeadGeneration #ATS #CRM #USAClient #UkClient #AustraliaClient #UAEClient #EuropeClient #connection #linkedin

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Proactive Solutions to Mitigate Hospitality Talent Shortages. To overcome talent shortages in the hospitality sector, employers need to take deliberate and strategic actions to address the core challenges. 1. Improve Pay and Work Conditions: Offer competitive wages and more flexible working hours to attract and retain employees. 2. Provide Career Development Opportunities: Invest in training and upskilling to make hospitality roles more appealing and offer clear career progression. 3. Expand Employee Benefits: Enhance benefits packages by offering perks such as health insurance, childcare support, transportation subsidies, and additional paid leave to make hospitality roles more attractive and competitive in the job market. We understand that these actions can be challenging, yet it's a critical investment that can significantly boost your ability to attract and retain top talent in the industry. #EmployeeBenefits #HospitalityRecruitment #AttractingTalent

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📄 The Importance of a Strong CV in Today’s Hiring Market In today’s competitive recruitment market, a CV is much more than a summary of experience - it’s your first opportunity to make an impression with an employer. With businesses receiving high volumes of applications, candidates need to ensure their CV stands out for the right reasons. ✅ Relevance matters Employers are increasingly prioritising candidates whose experience and skills closely match the role requirements. Tailoring your CV to each application can make a huge difference. ✅ Clear structure is key A well-organised, easy-to-read CV helps employers quickly identify your strengths, experience and achievements. A cluttered or overly detailed CV can often work against you. ✅ Achievements help you stand out Employers want to see impact - whether that’s improving performance, increasing efficiency, hitting targets or delivering successful projects. Measurable achievements help demonstrate your value. At Recruit 2 You, we work closely with candidates to help refine CVs so they meet current market expectations and give the best possible chance of securing interviews. As competition for roles continues to grow, a strong CV remains one of the most effective ways to stand out. #Recruitment #CVTips #JobSearch #Hiring #Careers #CareerAdvice #RecruitmentSupport

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