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Welcome to issue 317 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
My Favourites http://www.thomsonlocal.com/ - Online version of the local business phone directory http://www.technology-resource.co.uk/ - Independent directory of technology websites http://www.iwantoneofthose.com - From corporate gifts to presents for the family. This week's favourites were provided by David Young Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Talisman - The Recruitment System from A to Z Web enabled To find out more call Tony Doherty on 01582 478 888 or email tony.doherty@recruitment-software.net and let us show you how we can help you get a competitive edge in the marketplace. http://www.recruitment-software.net |
Article One: Entrepreneur vs Employee - What’s Best for your Business? By Gaynor Lowndes Recently, I have been involved in a number of businesses that are having trouble motivating their people. In times gone by, recruiters would rush back to their desks after having a short spring or summer break raring to go for the next year. It seems that in our stressed out lives this is no longer the case. It got me to thinking what makes a motivated person? I recently read a great book “Before you quit your job” by Robert T. Kiyosaki. He ’s the author of the huge hit “Rich Dad, Poor Dad”. In this book, he discusses 10 real life lessons that every entrepreneur should know about building a business. Firstly, let’s consider the differences between an employee and an entrepreneur. Essentially an employee gets paid for their time – the more security you seek, the less freedom (in terms of time) you actually have. As an employee, you are paid to attend work from a start time to a finish time and essentially your activities are managed in some way. An entrepreneur operates without those constraints and can operate without the security of knowing where the next cheque is coming from. Indeed many entrepreneurs have spent many years operating without money for long periods of time. Having said that, most entrepreneurs desire great wealth. A further distinction lies in the way each group is managed. Because entrepreneurs work without the security of a regular pay cheque or indeed without knowing when the next cheque is coming in, they take responsibility for their actions as blame cannot be placed anywhere but squarely on the shoulders of the entrepreneur. Employees on the other hand operate under tighter control and therefore can easily lay blame when circumstances change. The biggest differences between and entrepreneur and employee is this desire for security. If you need the comfort of a regular pay cheque (or high base salary) then I would argue that you are at your desk for the security it offers, not the freedom of being out on your own! Entrepreneurs are harder to manage as employees. This is because entrepreneurs want to operate in their own way and hate being micro managed. Entrepreneurs push the boundaries, and don’t like taking orders. They are often risk takers by nature and if you are an entrepreneur working as employee you will constantly be challenging the status quo and wanting to find better ways to do things. Entrepreneurs are often very good at what they do. This is because they learn from their mistakes and refine the process until it works for them. Employees on the other hand will tend to blame others for their mistakes. It ’s either the fault of the economy, the client, the candidate or their colleague but never their own mistake. To many of us, security is far more important than opportunity so we play it safe wherever we can. Are your people constantly learning? Are they reading or listening to motivation CD ’s to improve their knowledge? Entrepreneurs take responsibility for their own education. For example, professional athletes spend many years perfecting their skills. Once perfected, their skills are worth a great deal of money – there are very few “poor” professional athletes. Take Tiger Woods for example, it is well documented that Tiger spent many thousands of hours practicing on the golf course before earning any money on the professional golf circuit. Employees expect their education to be paid for and in addition, expect to be paid whilst they learn it. That ’s why Tiger Woods isn’t someone’s employee he’s an entrepreneur. I mentioned earlier that being able to sell was an essential skill required to be successful in our industry. That ’s why our industry attracts entrepreneurs. Entrepreneurs want to be measured in their ability to sell. If a sale falls through they will refine their process and learn from their mistakes. I believe that to have a successful recruitment business, you need to attract and retain those entrepreneurs. They will inevitably make far more money for your business than the “employees” who are more often than not seeking only the security of a high base salary. So how do we do his? A good starting point is perhaps loosening the strings a little. That is allowing employees to work their own way, learn their own way, within the business. This certainly doesn’t mean working outside your quality system, more allowing for independent learning, time management in activities that although in the short term won’t aid company morale, will eventually lead to a team which has far more loyalty than simply wishing for security in an unstable industry. Employees need micro management
to ensure that activities are completed, entrepreneurs need to know
the outcome required and to be left alone to get on with it. The
mistake many recruitment business owners make is to confuse the two
types of people. Entrepreneurs tend to run the business and because
they hate to be micro managed, believe their employees will respond
to “leave alone” management. The problem inevitably is that
their organisation is full of employees. Decide what type of
business you want and then learn how to manage the types of people
that will make it successful. 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. |
Advertisement Avoiding Liability For MSC Contractor Tax - Lawspeed Seminar 25th July With more changes to the new Managed Service Companies legislation recently announced and others still possible, this second Lawspeed seminar on the subject will cover the final position following Royal Assent. Suitable for decision makers/managers of recruitment companies supplying contractors, accountants and other related service providers offering services to contractors. Presenters: Adrian Marlowe, MD Lawspeed; Robin Wythes of HMRC to explain the government line. Q&A, refreshments and drinks until 8pm. Date: 25th July 2007. Sponsors: APRC, UK Recruiter and Recruitment Society. To book contact Lisa on 01272 236236. |
Article Two: Survey: Research Findings from Jobsite RecruitRank As the voice of the consumer continues to get louder, Jobsite RecruitRank (www.jobsite.co.uk) - the recruitment feedback system that enables the jobseeker to comment on their job hunting experience - believes companies need to better understand how to respond to feedback or risk losing business. Research has shown that a whopping 85% of us would be unlikely to use a recruitment company again after a negative experience. However, although job seekers may act with their feet after a negative experience the research shows that they’re actually less likely to provide feedback to recruitment agencies than they would other organisations. With their sense of ‘power to the people’ significantly lower in this area of their lives the survey highlights the need for jobseekers to become more transparent and confident if they want to improve their chances of getting the right job. Whilst 89% of jobseekers believe it’s important to give feedback, only 38% actually have the confidence to provide honest comments to their recruiter. Of the remainder, 14% believe the decision making power still rests with the recruiter so would only ever tell them what they wanted to hear, whilst 15% would never consider giving negative feedback in case it jeopardised their chances of getting a job. At the same time recruiters need to become more willing to engage in open feedback if they want to find their ideal candidate. An encouraging 41% of jobseekers said they had received a response to their feedback from their recruitment agency but 58% reported that their feedback had been ignored. Less than 10% of respondents said they had responses to feedback within 24 hours with 36% believing that their feedback made no difference anyway. The RecruitRank research also reveals a dramatic shift in the way that we, as a nation, are feeding back. Where once customer feedback meant a complaints letter to customer services, there is now a growing trend towards positive feedback with 75% of jobseekers placing a strong emphasis on the value of positive feedback. At the same time, the trend for anonymous feedback is disappearing - 45% of those interviewed would prefer to give feedback in person, with just 10% of people opting for anonymous feedback. Jobsite is calling on the UK’s 880,400 jobseekers to take ownership over their recruitment process. From the start of this month, Jobsite is motivating its jobseekers to increase the level of feedback they are giving to the recruitment industry through RecruitRank. They are encouraging people to focus not just on the negative but also the positive experiences, to enable Jobsite and its recruiters to continue to improve the job seeker process and make it an easier and more satisfying one for all concerned. |
Advertisement AlljobsUK.com is preparing to host the seventh National Online Recruitment Awards (NORAs). The nominations begin on the 16th July. The awards recognise the achievement in online recruitment by not only Job Boards, but also traditional recruitment firms, employers, national and industry publications. We have a new award this year, which will recognise the Best Innovation in Online Recruitment. Sponsorship opportunities are available. Please Contact Stephen O’Donnell, stephen@alljobsUK.com 0870 7460400. |
Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") Discount on The Juicy Bits of New Business DVD REC News Roundup
Press Release: Artemis 3 partnership with mindSCOPE Report: Impact of Age Legislation on Recruitment This section is sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal" |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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