CONTENTS

• My Favourites (Emily Rogers from jobs.ac.uk)
• Article One (How to Screen Your Candidates by Bill Radin)
• Article Two (Boost Sales Performance by Removing Limiting Beliefs by David Childerley)
• Don't Miss This (Elite Recruiters course - onrec.com Conference and Exhibition - Psychometrics in Recruitment Seminar - Press Release: Innovantage launches Insight)
• Discussion Board Summary
• Statistics (Hitwise Top 10 Recruitment Sites)
• Subscribe/Unsubscribe
• Feedback & Advertising Information

Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs.

My Favourites

http://en.wikipedia.org  - A free encyclopedia that anyone can edit. This site is one of the best reference guides on the internet.

http://www.brandsoftheworld.com/ - A high quality, free image library containing photos and images of famous brand logos from around the world. An essential for any designer.

http://www.google.com/analytics/  - An excellent free service from Google which tells you everything you want to know about how your visitors found you and how they interact with your site. You can drill down statistics to examine the performance of individual web pages as well the behaviour and loyalty of your unique visitors.

Emily Rogers is the Senior Sales and Marketing Assistant at jobs.ac.uk

Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm

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Article One: How to Screen Your Candidates (Without Playing Softball) by Bill Radin 

As recruiters, we have a natural tendency to go easy on our candidates, especially during the first screening. We’d prefer to treat them deferentially, as if they were royalty. To avoid confrontation, we ask superficial questions and accept clichés for answers. Or worse, we simply tune out the answers we don’t want to hear.

Unfortunately, there’s a downside to "fluff" interviewing: We end up working with a lot of poor-quality job seekers who can potentially wreak havoc on our performance—and our reputation as recruiters. 

Are You Playing Hardball—or Softball?
Every time I screen a candidate, I try to apply a healthy dose of scrutiny. If the candidate’s free of defects, great. But if the candidate fails the litmus test, you could be in for a bumpy ride in the form of a turndown, a falloff or an accepted counteroffer. By tightening up the initial screening process, you can save time and avoid a lot of headaches down the road.

To help you decide whether a candidate gets the red light or the green light, consider these four factors: 

1. Time frame. Is the candidate ready to accept a new position now? If not, file the person away for future use or use the candidate as a source of new referrals. A typical time frame question might be, “If I set up an interview next week, and the company offered you the right job, would you be able to accept the job, turn in your resignation and start your new job at the end of this month?”

2. Profile. Does the candidate possess the skills and work history needed for a job you’re trying to fill? If so, fine. If not, come back to the person when his or her skills are in demand.

3. Motivation. Can the candidate give you a sufficiently good reason for changing jobs? If not, you may find yourself stuck with a tyre-kicker or recruiter-manipulator. With the exception of certain circumstances (such as a spousal relocation or imminent unemployment), people only change jobs if there’s something they desperately want and can’t get at their current job, or if there’s something they have at their current job and can’t deal with. 

To find out if a candidate is money-motivated, remember this simple rule: The only acceptable reason for changing jobs for more money is if the increase in pay will materially change the candidate’s lifestyle or self-identity. If it won’t, the “more money” candidate should be quarantined and filed under “MONEY ONLY.”

4. Urgency. A person may be genuinely motivated to make a job change, but unless there’s a sense of urgency, you may end up coddling a whiner or enabling a serial interviewer. Try to discover the tipping point that pushed the person from “passively disgruntled” to “locked and loaded.” If you can’t find the urgency, you may be better off working with someone else.

By asking the right questions, you can vet your candidates accurately—and quickly. And by spending more of your time with the winners, you’ll make your clients happy and your bottom line healthy.

Bill Radin’s extensive recruiting, management and recruiter training experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentals or veterans ready to jump to a higher level of success. http://www.billradin.com

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Article Two: Boost Sales Performance by Removing Limiting Beliefs by David Childerley

Recruitment business owners have always wondered why one salesperson gets great results while others fail to hit the mark.

In a recent survey by Nightingale Conant, 2663 organisations were questioned and 41.48% of sales directors said their sales staff are performing below expectations. Research conducted with over 100 recruitment companies also confirmed that 3 in 5 salespeople have limiting beliefs about their ability and income potential. Most interviewed, claimed they formed beliefs from reading their school reports: ‘could do better’ ‘bright but lazy’ ‘talks too much’ ‘easily distracted’ and the list goes on. 

These limiting beliefs learnt many years ago dictate the persons performance now and determine the individuals success in life. Like everyone, salespeople hold private beliefs about themselves, clients, market, competition, economy—beliefs that can have an enormous impact, either positive or negative, on their sales performance.

While most Sales Directors understand the concept of managing activity levels, skills development and product knowledge, only the top performing Sales Directors understand the importance of the right mindset. Yet far too many feel powerless to help their salespeople turn their negative beliefs into positive ones. Those Sales Directors who do tackle such negative beliefs have found an unbeatable path to success.

The answer lies in the underlying feelings of the person. Most salespeople have a whole bunch of limiting beliefs about what is possible for them. Most formed these beliefs at school and these are still running their lives as adults and effecting their results. Skills training will always miss the mark if there is an underlying emotional block or limiting belief that doesn’t support them or the training. 

So, how do you change staff beliefs quickly? Much has been happening in the field of performance psychology in recent times and several new "belief change techniques" have been developed which dramatically cut the time necessary for effective change. 

Top 3 tips for tackling limiting beliefs

Tip 1: Identify the limiting beliefs - ask questions, send an email survey to all staff. 

Examples of questions:
Q1: Do you believe you can hit target consistently every month? 
Q2: Do you believe in yourself?
Q3: Do you believe you are a success?
Q4: Do you believe you are intelligent?

Any no answer indicates a limiting belief that is sabotaging current performance and success.

Tip 2: Qualify the limiting beliefs - when did you learn these beliefs and who from? Examples are parents, teachers (school report), siblings, people in authority, etc.

Next, question the limiting beliefs and ask if they are still true today? If the limiting beliefs still ring true today they will be negatively affecting current performance. For example, if the answer to Q1 is NO, the belief that ‘you can’t hit target every month’ will determine your success or current lack of it. If this is your belief, your brain will unconsciously sabotage your behaviour so that you always under perform and miss your target every month. The brain’s job is to simply deliver the belief, whatever it is. So, if we change the belief to ‘I believe I can consistently hit target every month’ the brain stops sabotaging and allows the individual to succeed. 

Tip3: Remove limiting beliefs quickly using the EFT TAPPING technique

Limiting beliefs can be easily removed using the EFT Tapping technique. You may have seen the techniques recently used by Paul McKenna on a number on new TV shows. EFT is a unique form of “psychological acupuncture” that rebalances the energy and belief systems using a 'tapping' procedure which stimulates designated meridian points. Balancing the belief system ensures the beliefs are programmed for success. You can learn the EFT tapping technique for clearing limiting beliefs free at http://www.davidchilderley.com/tap.htm 

David Childerley is a performance coach with over 10 years experience and works with leading recruitment companies to maximise sales performance. David has developed techniques that accelerate personal change by rebalancing the belief system and programming it for success and abundance. Contact 01223 460166, david@davidchilderley.com and www.davidchilderley.com 

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Don't Miss This

Elite Recruiters course, 31st May – 2nd June, London
Mike Walmsley’s 3 day Elite Recruiters course "helps ensure that your inexperienced recruiters bill more quickly than ever before". See http://www.RecruitmentTraining.co.uk for the course content and details of the money back guarantee.  Call 0800 052 0003 and mention 'ukrecruiter reader offer' to get any one of Mike's new SuperBiller DVDs - normally £699 each - included when you book a place on the course.

onrec.com Conference and Exhibition, 20th June 2006, London
HR and recruitment professionals from the UK's public and private sectors can discover the latest trends, strategies, technologies and services shaping the rapidly growing online recruitment industry by attending the onrec event. Learn from leading exponents as they share their insights at the conference; view the technologies and services on display from market leading suppliers and network with fellow recruitment professionals. To "more effectively plan and implement your future online recruitment strategies", book your place now at www.onrec.com/june or Contact David Hurst at david@onrec.com 

Thomas International; Psychometrics in Recruitment, FREE London Seminar afternoon of 22nd June 2006, London
Can psychometric tools add value to candidates and clients? Do you know the culture of your team and what motivates them? Thomas International is holding a half day seminar to highlight ways of using behavioural and assessment tools in the recruitment process as well as improving internal recruitment, team performance, benchmarking and motivation. The seminar will be held in the Covent Garden area and spaces are limited. To reserve your place and for further information, please contact Alan Brown on 0207 257 2800 or email alanb@thomas.co.uk  

Press Release: Innovantage launches Insight - "a powerful business intelligence tool for the recruitment market". 
"At its core is a platform able to find, classify, structure and extract jobs published on corporate websites. This delivers a database of 115,000 vacancies UK wide – a number that is expected to increase significantly over the next few years. Employment agencies, executive search firms and job boards will be able to use the web based solution for better understanding the recruitment needs and challenges faced by UK corporates. It provides the up to date recruitment intelligence on over 360,000 organisations in the UK."  Registrations for a web demonstration and free trial are being taken at www.innovantage.co.uk/freetrial.

Discussion Board Summary

Don't forget to visit The Discussion Board. Current topics on the site include:

Making My Niche better... - An IT recruiter looking to create a smaller niche wanting some feedback and ideas 
Working from home - Help - Advice and support required from those recruiters working from home
VOIP providers - Any Suggestions? - Can anyone suggest a reliable Voice over IP provider?
Decent recruitment job board - Which recruitment to recruitment job boards are the best?

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Statistics

Hitwise top 10 Recruitment Sites, week ending 20th May 2006
The most visited UK recruitment sites last week, starting with the most popular, were www.jobcentreplus.gov.uk, www.totaljobs.com, www.jobsite.co.uk, www.reed.co.uk, www.monster.co.uk, www.jobs.nhs.uk, jobs.tes.co.uk, jobs.guardian.co.uk, www.eteach.com and www.jobsgopublic.com. Hitwise don't aggregate data from sites who form part of a network such as fish4.co.uk 

For more information about Hitwise, visit http://www.hitwise.co.uk

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