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Welcome to issue 328 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
My Favourites http://www.google.com/analytics/ - It’s now completely free and it provides detailed stats and information on your business website traffic. The service provides excellent graphs and colourful charts to help you monitor your search engine traffic. All you need to do is pop a few lines of code onto your home page and you’re up and running. http://www.online-translator.com/ - This multilingual website provides an instant online translation service between English and 5 other languages. Even better, the website also provides a free service, so that you can make your English language website available these languages at the touch of a button, namely Russian, German, Spanish, French and Portuguese. http://www.tradedoubler.co.uk/
- Put banner and text link advertising on your website and make money through clicks and commission sales. The site offers advertising
from some of the biggest names in the UK and indeed, the world, including AOL, Apple, Carphone Warehouse, Dell, Dixons, Eurostar, Hilton, John Lewis, Skype, Toshiba, Virgin Mobile, Yahoo and many others. This week's favourites were provided by Karl Drury, Director of Quick on the Net. 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: Treat Your Candidates The Way You Would Wish To Be Treated; Part Two by Gaynor Lowndes) Continued from issue 327 Last time we saw how important it is to establish a relationship with your candidates and how to start this process at the registration and pre-screen stage… The relationship between you and your candidate really kicks into gear during the interview stage, but don’t be fooled into thinking that this stage begins only when you meet them and sit down for the interview. In fact, it is absolutely essential to look at how well your candidates are treated whilst they are waiting for an interview, in your reception area. The Golden Rule certainly applies here. Treat your candidates the way you would wish to be treated in the same situation. Make sure the chairs of the waiting room are comfortable, that the receptionist is friendly and alert, that refreshments of some kind are offered, that the candidate does not have to wait long, and that he or she is not inundated with paperwork and initial testing. As you can see, the candidate, by the time he or she actually meets you in the flesh, has already come to some conclusions about you and your service. Apart from the obvious motive of gathering information about the candidate’s suitability for the role, the interview also works the other way around: It gives the candidate information about how genuinely interested you as a recruiter are in helping them and satisfying their career needs … in short, how suitable YOU are for finding them the right role. With this in mind, it is important to commence the interview by setting an agenda: What you will be covering, what the purpose of the interview is. Clarity will put the candidate at ease. Always make sure that the candidate does more talking than you do. Ask open questions that will allow the candidate to talk about themselves, and thus feel more in control. Body language is extremely important. Good posture and eye contact show that you are interested in what they have to say, and your gestures and movements need to be adjusted, depending on what style of personality you perceive them to have. An essential point to remember here is to exchange commitment during the interview process. Tell the candidate that you are committed to making them a priority in your work, and that, for this to happen, you need a commitment from them not to register with any other agency for a period of time. As before, if the candidate feels comfortable that you have their best interests in mind, then there is no reason why they will not commit to an agency that will get them results. It is important, however, to only make this commitment if you believe that this candidate is placeable enough to be worth extra priority. You may have already asked for candidate referrals at the pre-screen stage, but now that you have built up a greater personal rapport with your candidate, the conclusion to the interview is an even better time. Once again, there is no reason why you will not get a positive response, if the candidate is happy with your service. If the candidate you have interviewed is not suitable, ask them if they know potential candidates who might be interested. If the candidate is suitable for the current role, you can describe to them a different role you are also trying to fill, and ask if they know anyone who may be interested in it. In this candidate-short market, it is imperative that you stay close to your candidates after the interview. Don’t assume, as so many recruiters do, that the candidate will automatically accept an offer. You need to know where your short-listed candidates are, and who they are interviewing with. I cannot stress this enough: You need to stay in control of the recruitment process. Expect counter offers. Remember that it’s far cheaper for a company to throw a few thousand dollars at an existing employee, than to recruit and retrain a new one. An essential part of candidate care is to counsel your candidates on how to resign, discuss counter offers, and most importantly, stay close, even after they have accepted the offer, as this does not necessarily guarantee that they will start. You can maintain profitable relationships with your candidates, regardless of whether you actually place them or not. A candidate who you have not been able to place will still appreciate the effort you put in to place them, and the warm, personalised service you provided them with. Therefore, they won’t hesitate to recommend you to their friends and colleagues, other potential candidates. Don’t waste this opportunity to get valuable referrals from them, and remember, they themselves may need your services again in the future. Indeed, those recruiters who understand the importance of proper candidate care and management, enjoy working with the same candidates many times during their career, either as candidates seeking new opportunity, or as clients. Remember, the biggest billers don’t fluke their way to success. They understand the importance of every single candidate relationship, and the direct and indirect profit opportunities they provide. Do you want loyal and committed candidates, who spread positive word-of-mouth about your agency, and who come back to you as both candidates and clients? It isn’t difficult; all you need to do is care for your candidates!
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Article Two: The Secret of My Success; Interview with Angela Ashwell Angela Ashwell is Joint Managing Director of AshwellForbes Ltd, specialising in recruitment to recruitment covering the South of England. She has nearly 8 years recruitment experience covering commercial, sales and recruitment to recruitment. She was a top Permanents biller and coach within Blue Arrow and became a Director of her first recruitment to recruitment company at the age of 25. What do you wish you'd known at the start of your career? Which person within the industry has influenced you the most? Is there a person in recruitment you’d most like to emulate? Which lesson has taken the longest to learn? What is the biggest mistake a recruiter can make? What cliché do you think is true? What Cliché do you think is false? What words of advice would you give to someone starting out in recruitment? What is your favourite interview technique? Tell me about the most interesting assignment you've worked on What's the strangest interview situation you've encountered? Which job would you most like to recruit? What job would you be doing if you weren't in recruitment? Is there a famous person you'd like to interview? What do you think it is that has made you so successful? This is the fifth in a series of articles we have introduced to the newsletter. In each article Louise interviews someone who has achieved success within the recruitment industry. If you would like to recommend someone for inclusion in the series please email contact2@ukrecruiter.co.uk with their details. |
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Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") REC News Roundup Recruitment Society Event, The imminent death of temporary contracting as we know it?, 18th October, London PreVisor's Breakfast Seminar and Networking, 5th October London Free Search Engine Optimisation from Recruta This section is sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal" |
Online Recruitment Update (sponsored by http://www.broadbean.co.uk for "the UK's favourite job posting system") Louise's UK Recruiter blog Press Release: Guardian Relaunches Jobs Site Press Release: Toplanguagejobs.com Launches New Sites Press Release: Jimmy Kyriacou joins Hcareers.co.uk Discussion
Board Summary 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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If you want see back issues of the newsletter visit http://www.ukrecruiter.co.uk/recnet NOTE: This newsletter may be copied and distributed free of charge in its entirety. Individual sections may NOT be copied or distributed without the prior written agreement of louise@ukrecruiter.co.uk. Copyright (c) 2007, UK Recruiter Ltd |