On Thursday 12th June, recruitment leaders from across the IT Channel gathered at LinkedIn’s London HQ for the inaugural Recruitment Advisory Board (RAB), a new initiative aimed at driving collaboration, innovation, and best practice across hiring in the tech sector.
Hosted by Robertson Sumner’s Marc Sumner, the evening brought together an experienced panel of industry voices: Dan Dale (Tenable), Mark Coyne (Bytes), Elisha Kirkham (Softcat) and James Riley (Immersive).
The conversation was packed with insights and shared challenges, all geared towards helping build a better, smarter recruitment future for the Channel.
Here are 8 of the top takeaways from the evening:
1. Attracting Talent in the Most Candidate-Driven Market Yet
Elisha Kirkham described today’s environment as “the most candidate-driven market I’ve seen in 12 years,” highlighting a tight talent pool and shifting generational expectations. With high competition and limited supply, James Riley stressed the importance of hiring for potential, not just polished CVs: “We want storytellers and solution sellers, not just box-tickers.”
Key point: Standing out requires more than flashy perks, it’s about culture, honesty, and human touch.
2. Employer Branding: Cut Through the Noise
While companies like Bytes have the advantage of strong growth and reputation, others double down on storytelling. Immersive has grown significantly in recent years and uses that trajectory as a compelling pitch. Elisha from Softcat emphasised that every candidate interaction matters “how you connect is crucial, and the culture has to match the pitch.”
Standout tip: Enable your recruiters to build personal brands, authenticity wins hearts.
3. Hiring Process: Realism, Relationships, Referrals
The group stressed the importance of internal collaboration. “Be realistic with hiring managers,” said Dan Dale. “What’s on the job spec often isn’t what the role really needs” added James Riley. Referrals remain gold, but relying on networks alone can limit diversity. The hiring approach should be equal parts volume, quality, and diligence.
And ghosting? Unanimous agreement: It’s unacceptable if there’s been a human interaction, candidates deserve feedback.
4. AI is Coming, But Don’t Lose the Human
There’s cautious optimism around AI. From Gemini to Copilot, all the panellists are exploring tools that improve efficiency but warned against losing the human element. As Dan Dale put it, “AI will let the cream rise to the top, but true recruitment partners will always be irreplaceable.”
Bottom line: Use AI for admin, not for empathy.
5. LinkedIn: Still Underutilised
While Bytes reported 80% of hires coming through LinkedIn and have made significant investments in the platform, others admitted they’ve only scratched the surface. Building out Life Pages, using LinkedIn Recruiter, and engaging communities were all flagged as high-potential plays still evolving.
6. Agencies: Partners, Not Competitors
When it comes to external recruiters, there was strong consensus: “It’s not a competition, it’s a partnership.” Agencies bring market insight, niche networks, and speed. When respected and involved properly internal Talent Acquisition teams are not blockers but facilitators of better decisions.
7. Early Careers & Internal Mobility: Untapped Gold
Graduate programmes, internal promotions, and long-term retention got serious airtime. James Riley raised a great challenge: “Whenever we hire externally, I ask: is there someone internally who could do this role?” and all agreed that internal mobility needs structure and buy-in from your senior leadership team.
Insight: Retention isn’t just a HR metric, it’s a recruitment strategy.
8. The Future: AI, Diversity & Development
The closing conversation looked forward. AI is exciting, but not a silver bullet. Diversity isn’t just about gender, it’s about mindset and inclusion at every level. Internal development was flagged as the most cost-effective and strategic way to scale.
Memorable line from Dan: “No gifts, even internal hires should earn the role.”
Final Thoughts
The Recruitment Advisory Board aims to be more than just a one-off event, it’s a platform for ongoing collaboration, innovation, and shared success in hiring across the Channel.
As Marc Sumner closed the event he said: “This is just the beginning. We’re building a space for honest conversations and practical ideas that can genuinely shift the dial for recruitment in our industry.”
Stay tuned for future RAB updates and initiatives; and if you’re in the Channel, we’d love you to be part of the conversation. Follow us on LinkedIn
