Welcome to issue 246 of the ukrecruiter newsletter.
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Sales Superstar Strategies – How the World’s Best Salespeople Get More Sales!
Starting this week Gavin Ingham provides a strategy to become a sales superstar. Look out for further steps over the next few
months
Strategy 1: Have a plan and work it every day.
Sales superstars know what they want and they are focused on getting it. Period. When I run sessions I ask individuals to review WHY they are in sales and WHAT they want to get out of it. Most people do the exercise with the state of mind… “I know this” or “Why are we doing this? Can’t we just get on with it??!”. The problem is that although it seems obvious, it’s this desire that focuses us on doing what we need to do on a day to day basis.
Top sales performers plan their day the night before or at the very latest in the morning over their coffee. Rather than chatting about Eastenders (they probably don’t watch that rubbish anyway!) they are getting down to planning their day. They ask themselves questions like, “How can I achieve my goals today?”, “What activities do I need to undertake today?” and “How can I add value for my clients today?”. Then they plan their campaign and work through it meticulously.
Gavin Ingham is a keynote speaker & author. Get more strategies & tools free by joining his free newsletter, Real World Sales Tools, at
www.gaviningham.net.
My Favourites will be back next
week. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Recruitment Consultancy web site review - right4staff.com
by 4mat.com
URL: www.right4staff.com
Site description:
A very basic site which, by company name, clearly defines that it is a recruitment agency. However the user is given no indication of which industry sectors it covers.
Creative design:
The site looks very basic. However, apart from the home page, it has quite a modern design. The same style is used throughout the site and each page is laid out in an easy to read and logical order.
Ease of use:
Both employers and candidates have access to their section from the home page.. The client and candidate sections each display a menu so that the user can easily identify and then access the page they want. Everything from the home page, vacancy search to contact us is clearly displayed.
Relevant content:
All content within the site was informative and relevant. Some pages would benefit from subheadings to break up the chunks of writing and help navigate the user through the page.
Candidate functionality:
Candidates can access the job vacancies search function from the home page. The quick search function is very basic and would benefit from having just a keyword search, although this is available in the full search. A major downfall is that many of the searches provided no matching jobs, and the was provided with no help on how to then
proceed. Jobs were found through ‘list all vacancies’ and were displayed in a clear and informative manner. A major downfall is that there is not an easy way to view your jobs basket. Also when applying for a job it takes you back to the registration page, which could confuse the user.
Client functionality:
Clients are informed about the different recruitment services offered; temporary, permanent, outsourcing etc. They do not however have a login and can only post a job online through the ‘contact us’ function. It would be beneficial if a ‘post a job’ function were available. Also by having a direct e-mail address for each recruitment service contacting the company would be more efficient.
Online marketing:
This website was not found using a variety of jobs / staff / recruitment based keyword phrases. The only way the website was found by the search engines was through the company name.
Summary:
Overall the design and functionality of the website is very basic. It would benefit from having some graphics and the home page being completely re-designed. The site is easy to navigate. However a keyword job search function would improve access to jobs. Clients would benefit from having a login so that they could post jobs without having to fill out all the company details each time. There should be an easy way for candidates to access their jobs basket and the application process needs to be different from the candidate registration. The site would greatly benefit by investing in online
marketing. Not only would they receive more candidates and clients, the knock-on effect would provide more jobs for candidates to search for.
James Saunders is a Director of
4mat.com, the UK's leading provider of recruitment web sites. You
can reach him or the 4mat team at james.saunders@4mat.com
or see their products at www.4mat.com
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Article
Two: Attraction Strategies for Success by Gaynor Lowndes
One of the most important goals for a successful company is to attract and retain quality employees. Many HR Managers are finding themselves in a position of constantly recruiting, even when they may not have a position available. Experienced recruiters have seen this market before when quality candidates are in short supply. Rest assured that we will see this market again! The important thing for a recruiter to remember is that as soon as the market starts to change, so to, the recruiter should change the way he/she works. In this climate, quality candidates are like gold and should not be sitting on agency databases – they should be pro-actively marketed until placed.
I have heard many recruiters say to me in the past few months that advertising just isn’t working for them anymore. No wonder when you consider the competition for quality people. To be successful in this marketplace, you must first of all start with a “fill-able” role. That is, when taking a job brief, it is your responsibility to educate your clients on how realistic their requirements are. Always start with the outcome of the role and work backwards, filling in the blanks and use your consulting skills to consult to your clients on how difficult it will be to find their “perfect” candidate. Having come from the accounting recruitment space, I have always been acutely aware of the shortage of quality candidates. Quite often I was only able to put forward one candidate for the role and on most occasions, that candidate was selected because I had spent time “educating” my clients on how many people they could expect to see for the role.
Other than advertising, how can you attract quality candidates so that you can fill your jobs? Firstly, you need to consider more passive methods of attraction. Where do your candidates hang out? What do they do in their spare time? How can you tap into their networks? For example, when I was an accounting recruiter working for a small firm I approached the National Institute of Accountants in Sydney and offered my services to assist their part time students in changing roles. The NIA office organized for me to speak to the part time students on preparing a resume and interview tips. I gave up a couple of hours of my time and in return was able to tap into over 60 potential candidates – but not just those that were present for the lectures, the networks of those that were present as well. I enjoyed referrals for a long time after the events. The point being that to have access to quality people, you have to hang out with them. Join their professional bodies; attend their events and network, network and NETWORK.
If you keep doing the same thing, then nothing will change. Think about innovative ways to reach your candidate base. Don’t just rely on advertising. Treat EVERY single candidate (whether you can help them nor not) with respect. It may sound very basic, but you would be surprised how long an individual remembers a bad experience (and tells anyone who will listen!). People look for little things, like returning phone calls promptly and judge you accordingly. Remember that if you want a long term career in this business then how you behave towards every single person creates your reputation. The recruitment market, like the economy runs in cycles and if you want to be successful into the future, then you need to develop candidate attraction strategies that will work in any market.
In summary – consider the following attraction strategies and add to them depending on your business:
· Industry networking
· Join relevant professional bodies and attend their functions
· Trade shows – if not as a contributor, just attend and network
· Graduate schools, universities, TAFE Colleges
· General branding of your business
· E-mail campaigns to your candidate database
· In-direct headhunting
· Working your personal and family networks
· Ensure that every single interaction with every single candidate is positive
Finally, remember that without quality candidates to place, you won’t have a business, so spend time brainstorming effective ways to reach your candidate base.
Gaynor Lowndes, the Managing Director of The Recruitment Training Company, has over 18 years recruitment experience, gained in both Australia and the UK. If you liked this article, consider Gaynor’s highly successful book “The Art of Recruitment”. Visit
www.trtc.com.au to place your order.
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Don't
Miss This
Announcement: New Discussion Board
Due to increasing technical issues with the discussion board software, caused we believe by the volume of traffic, we have decided to move to a new provider. You can view the new discussion board at
http://ukrecruiter.willco.com/forum/Forum/.
The look and feel of the new board is different to this one, but it has a number of
benefits. I'm sure it will take a little time to adjust and that there
are likely to be a few teething troubles. However, the board is provided by the same company who we use to send the ukrecruiter newsletter and they have a proven record of excellent support.
Until we are ready to make the official move can you please continue to use THE EXISTING discussion board at
http://www.ukrecruiter.co.uk/forum, but if you would like to help us with final stages of testing please post messages on the new board relating to the discussion forum (ideas for developing it further, usability, category suggestions, etc).
Free Top-Consultant.com's recruiter
event
Readers of UK Recruiter are invited to attend Top-Consultant.com's
annual recruiters' event, at which the latest data in candidate
application trends will be shared and the UK's leading professional
services recruiters will be singled out for praise. To register
for your free place go to: http://www.top-consultant.com/UK/events/Article_display.asp?ID=7
UK Recruiter Discussion Forum
- Are you using it?
Don't forget to visit http://www.ukrecruiter.co.uk/forum.
Current topics on the site include "Copyright
on the web", "Job
Board Success Rates Survey" and "Good
Job Boards for Engineering Candidates..??". It is free to use the
discussion board and you don't have to register to view messages. Visit the
site; ask questions and share your knowledge
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 15th January 2006
The most visited UK recruitment sites last week, starting with the
most popular, were Jobcentreplus.gov.uk, Totaljobs.co.uk,
Monster.co.uk, Jobsite.co.uk, reed.co.uk, jobs.nhs.uk,
friendsreunitedjobs.co.uk, jobs.guardian.co.uk, TESjobs.co.uk
and eteach.com. For more information about Hitwise, visit http://www.hitwise.co.uk
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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