Welcome to issue 289 of the ukrecruiter newsletter. 

If you enjoy reading the "my favourites" section each week and want to take part simply send details of your three favourite web sites to me (you can view the guidelines here).  Go on, it'll only take you a few minutes!

CONTENTS

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

My Favourites

http://www.tfl.gov.uk/tube/ - Gives you an idea on how to get across London as quickly as possible for that next meeting

http://www.careerchoices.org.uk/ - Career information on various jobs across the fmcg industry. Also good for working out the difference between a category manager and a marketing manager. Also good for some name ID.

www.bbc.co.uk/weather - How warm do I have to wrap up in the morning? 

Camilla Woodhouse is from Highfield Human Solutions.


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: Two Simple Steps to Sales Success by Matt Drought

Sales has become overly complicated. A simple search in the books section on Amazon reveals over 18,000 books dedicated to the subject. This results in sales professionals trying 101 reinvented hints and tips and “magic wand solutions” such as “mirroring”, “the Porcupine Close” and the “12 Tube Stops to Negotiation” 

Sales doesn’t have to be this complicated. It is in fact easy – but only when you get the basics right.

Two Steps

It is said that most concepts in life can be broken down into two simple steps. For example, the two steps to boxing is:

1) Hit, and
2) Avoid getting hit.

From there it’s simply a matter of doing those two basics better than anyone else.

The same goes for sales. Here are the two simple steps:

1) Gather valuable information, and
2) Solve a problem

If you do those two things better than anyone else on the prospective client’s radar, the probability is you will win the business. Best of all, the usual concerns and headaches involved in selling, such as cold calling, objection handling and closing all fade into the distance.

Let’s have a closer look at how you go about doing this:

1. Gather valuable information

There are two types of information you can gather on a client:

a. Information in the public domain

Sales peak performers take the time to research key facts about a company that will help to develop a close understanding of the prospective client. The main areas of a website of most use are company reports (particularly the exec summary at the front), the about us page, a blog if they have one and most importantly the people page. Also try Googling the prospective client’s name. Little nuggets of information such as their recent presence at an industry event, or even their pastimes can give you the edge.

b. Information not in the public domain

While public domain information is useful, its use is diminished by the fact that your competitors will also have access to it. A better way to gather information is via strategic questioning skills. Questioning skills are undervalued by most salespeople - yet they are simply the most important skill a sales person can have. The benefits of asking professional questions are many but include; raising your credibility from the outset of the conversation, helping develop strong rapport and most importantly leading the prospective client to a self-realisation that they have issues that need to be solved.

What do you think of someone who asks you a stupid question? (No need to answer that out loud). Now what do you think of someone who asks you a professional, intelligent question? Society rates very highly people who are able to ask intelligent questions. Look to the world of entertainment (Michael Parkinson), journalism (Jeremy Paxman) and psychology (Paul Britton) if you are in any doubt about this.

The better we can hone our skills at asking professional, credible questions the more prospective clients will value us, appreciate that we are not calling from a call centre and give us their time more readily.

2. Solve a problem

We all have business problems. Here are mine: We need to move offices but can’t afford the time to look around; we need a dedicated telesales person but can’t afford the time to interview, nor do we want to pay a recruiter a huge fee; we need a new colour printer but don’t trust the printer market anymore after being let down a few times…the list goes on.

You have your own problems. So do your prospects. Everyone does. The key to selling (after you have gathered the right information) is to solve problems. This means articulating the solution in exact terms that are going to thrill (not just mildly please) the prospect. But here’s the key: When you are articulating their issues, focus just on one, maybe two specific problems, and avoid mentioning all the other wonderful ways you can help them one day in the future. Prospective clients don’t like being overwhelmed – they usually want to go on a date before getting married.

Steps to solving a problem:

a. Recap their situation in brief, accurate, spoken or written words. Paraphrase if you want, but try not to lose meaning, or twist things your way. This shows great active listening skills.

b. Focus just on their one major problem, then work out the best way to solve it using your resources. If you can’t, source another supplier who can. Being selfless like this will only take 10 minutes but your prospective client will love you for it.

c. Present your solution to them without waffling. Don’t confuse the sale like so many sales people do every day. Your prospect doesn’t need to hear how global you are, or your wonderful account management model. Your job is to clear paths and make it simple for them to say “yes”. Tip: If there are more than 3 things/stages involved in them getting to “yes” then you need to simplify your approach. It’s easy to lose a sale at this stage by giving your prospective client too much to think about.

Conclusion

Sales doesn’t have to be complicated. You will absolutely make more sales if you focus on being the best you can be at gathering information and solving problems. Continually working on these basic, yet crucial, skills will ensure a brilliant selling career. 

Matt Drought is the Director of Natural Training, a company that focuses purely on providing fresh, relevant and highly practical sales and communication skills training with an emphasis on developing your brilliant natural potential. Natural Training runs open workshops and company specific in-house training across the UK. For more information visit http://www.naturaltraining.com or email matt.drought@naturaltraining.com 

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Recruiters – How much income do you lose by turning away vacancies?

Due to launch on 30th November, www.SplitFeeJobs.com is a new and unique website that offers recruiters the opportunity to advertise their jobs and candidates to other recruiters and work together on a “Split Fee” basis.  

By registering for free on www.SplitFeeJobs.com, you’ll also receive:

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So don’t turn away that vacancy – work with another agency and split the fee! 

Article Two: Website review for Chemistry Recruitment by James Saunders

www.chemistryrecruitment.com

Site description:
The web site is a classic recruitment ‘brochureware’ web site. Aimed at clients rather than candidates, it tries to be distinctive in its minimal style, use of highly stylised text and use of imagery that is unrelated to the subject matter.

Creative design:
It is evident that the site has been designed by a design and communications agency with the brief that it should try to be different from other recruitment web sites. This is actually achieved, as the overall creative design is more the style of a media agency from a few years ago rather than a recruitment consultancy. The use of the white background and bold contrasting colours presents a clean and clear site and the images must have been deliberately chosen due to their lack of relevance to the web site, something that is in line with their apparent desire to appeal to those who are fed up with traditional recruitment. However this overall creative style now looks dated.

Ease of use: 
The site is a simple five or six page site with single tier navigation, so ease of use is not a problem.

Relevant content:
The web site is far from content rich. The majority of information is client focussed and is written extremely succinctly in a series of statements. This emphasis on high impact is designed to encourage prospective clients to get in touch, but they are in danger of trying too hard and appearing too abstract and left of field to a number of prospective customers.

Candidate functionality:
There is no candidate functionality on the web site. Whilst candidates are invited to submit their CV on the contact us page, the rest of the web site is entirely client focussed.

Client functionality:
There is no client functionality on the web site. There is link to a blog page which .has obviously been removed from the site. 

Online marketing/ Search Engine Optimisation:
The web site ranks in Google, but not under anything other than the company name (which is certainly apt to the industry in which they recruit). Due to the way the web site has been designed it is not search engine friendly. The heavy use of graphical text on the site makes the site hard for the search engine robots to navigate and the content has not been written with search engine optimisation in mind. It is highly unlikely that any prospective candidates or clients will happen upon this site from any of the major search engines.

Summary:
The web site is in need of a creative re-design, should be built to be search engine friendly and should have content that is optimised for the search engines. In being so employer focussed Chemistry Recruitment are not using their web site as an effective source of candidates. It may however be the case that for the industries in which they work (which incidentally are no where specified) that they have a plentiful supply of candidates for the roles that they need to fill. If this is the case then an update is still badly needed, as the desire to be different and to do things differently, without specifying how, is unlikely to provide much assurance to the average employer.


James Saunders is Managing Director of 4mat.com, “the UK’s Leading Provider of Recruitment Web Sites”.  He can be contacted via his site at http://www.4mat.com

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Don't Miss This

Reminder: no newsletter next week
Just a reminder that there won't be a ukrecruiter newsletter next week.  We only send four issues a month - and next week is the fifth Wednesday in November.  Any significant news will be covered in Louise's blog.  We'll be back as normal the following week (6th December).   

Discount on Lander Headhunting Course
Lander Associates are offering ukrecruiter subscribers an exclusive rate for their Negotiation Skills course on 7th December in London. Normally costing £345.00 per person, ukrecruiter subscribers can book for just £295.00 per person. Call now - only few remaining places - on 01582 791838 or email emma@landerassociates.co.uk quoting reference: ukrec

Press Release: World's First Talent Agency for Video Game Wizards
A talent agency dedicated to representing the creative stars of the video games market has been launched by the Vice Chairman of the Recruitment and Employment Confederation’s IT and Comms Sector Group. David Smith developed 1 Game Agent which is believed to be the first agency of its kind in the world to provide a professional service for the most pioneering talent in the games industry. Using a similar model to that already in operation within the film and music industries, the agency will allow top game creators within IT and game development to showcase their talents for more clients on the site. http://www.1gameagent.com

Survey Findings: Ageist Stereotypes Still Rife Among HR Professionals
Organisations still have a long way to go to eliminate age discrimination at work and become fully compliant with the recent UK legislation, according to the latest findings from the Recruitment Confidence Index (RCI), produced by Cranfield School of Management. The latest research shows that while most organisations (89%) claim to have introduced or changed their policies and practices to comply with the legislation which came into effect on October 1, almost a quarter (24%) still do not have an age discrimination policy and only just over half (54%) provide training to managers with regard to age discrimination. In addition, more than 1 in 7 (16 %) of the responding HR managers admitted to being aware of current discriminatory policies and practices within their organisation, and over a quarter (28%) could not confirm that their Board or senior management were fully committed to eliminating age discrimination at work. The full report is available priced £50. To obtain a copy contact Dr Emma Parry, Cranfield School of Management on 01234 754808 or e-mail emma.parry@cranfield.ac.uk 

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Discussion Board Summary

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

Any postings you or anyone else makes will be included in the weekly digest. Sign up for the free digest here or hit reply to ask me to include your email address

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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Online Recruitment Update (sponsored by http://www.broadbean.co.uk for "the UK's favourite job posting system")

Hitwise top 10 Recruitment Sites, week ending 18th November 2006
The most visited UK recruitment sites last week, starting with the most popular, were www.jobcentreplus.gov.uk, www.totaljobs.com, www.monster.co.uk, www.jobs.nhs.uk, www.jobsite.co.uk, www.reed.co.uk, www.eteach.com, jobs.tes.co.uk, jobs.guardian.co.uk 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

Louise's UK Recruiter blog
In the past week I've talked about LinkedIn for Recruiting, Getting the Coach to Work and Is your email talking to you?.  You can read "Louise's UK Recruiter blog" at http://ukrecruiter.typepad.com 

Recruitment Blog Watch (last 7 days):
Stephen Fowler's blog: Recruitment Views: Battle between two Recruitment Consultancies
Mike Taylor's blog: Online Recruitment Marketing: Free Introductory Guide To Recruitment Blogs
Jim Stoud's Blog Charm: Shally Unleashed - Can any monkey do your job

Employmentbuddy.com resource 
www.employmentbuddy.com is Clarkslegal's online employment law resource. It provides access to a large library of training materials, accompanied by support documents, checklists and fact sheets. Some of their fact sheets that ukrecruiter readers might be interested in include the subjects "fatal attraction" (what are the consequences of employing the wrong person) and  "addressing discrimination" (could a company's dress code be discriminatory?).  For more information on the site and the services provided by Clarkslegal you can contact Darren at dcleveland@clarkslegal.com 

This section is sponsored by http://www.broadbean.co.uk; "the UK's favourite job posting system".

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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk

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