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Welcome to issue 334 of the ukrecruiter newsletter. We've now got over 40 regularly updated blogs listed on UK Recruitment Blogs page at www.ukrecruitmentblogs.co.uk - go take a look! | 
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CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
My Favourites www.waybackmachine.org - This Web site enables anyone to see what a particular Web site looked like at some time in the past - from 1996 to the present. This means you can search for and link to any of your favourite Web sites of the past and find them preserved very much as they were at various "snapshots" in time. www.wikipedia.org
- I love the fact that this open source encyclopaedia is created entirely by its readers, with entries which can in the main be edited by www.youtube.com - It is a fantastic video sharing website where users can upload, view and share video clips. As well as hilarious amateur home movies there are also some vintage film and advertising clips. In fact it seems that every day, some short video clip on YouTube makes headline news.
Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Question. Which website has been used by over 100,000 employers and 1 Million candidates over the last 12 months to find and contact recruitment agencies to work on their behalf? Answer. www.AgencyCentral.co.uk – the most popular site in the UK for employers and candidates looking to find recruitment agencies. Agency Central Ltd also provides job posting services (www.VacancyCentral.co.uk) and CV Access (www.CVCentral.co.uk), plus our unique Rec2Rec tool for establishing recruitment partnerships, www.SplitFeeJobs.com. Trial packages start from less than £60 per month for a 3 month evaluation. For more information, send an e-Mail to sales@agencycentral.co.uk, or call 01925 639100 |
Article One: How to Avoid Making a Bad Hiring Decision By Ron Bates It is amazing how many executives, at one point or another, feel they have made bad hiring decisions. I'm not talking about hiring an executive who has fraudulently misrepresented their career accomplishments or capabilities either. I'm talking about hiring great executives with well-substantiated track record of success that simply did not work out in the present role they were recruited into. How does this happen? It happens quite simply as a result of human nature; we like to interact with and work around people we like. This typically leads to disastrous hiring decisions based on simply looking for executives that have the same or relevant industry experience who have held similar scope & scale of responsibilities to the role you're trying to fill with whom you enjoy talking to and as a result like being around. What typically precedes a bad hiring decision is: Ultimately, enjoying dynamic, intellectually stimulating or charismatic conversation with a candidate is irrelevant to making a solid hiring decision and combining this solely with the criteria that a candidate simply possesses relevant industry experience and successful track records in similar scope & scale of responsibility roles is insufficient criteria for making a good solid hiring decision. Why is simply possessing a relevant positive track record of experience in similar scope & scale of responsibility roles insufficient criteria? From a career perspective, your experience is simply what you have done. What you have done says absolutely nothing about how you got it done (work methodology combined with skills & abilities employed). Two people can produce the same outcome through completely different methods, which effectively translates into each of those individuals having the same experience. People produce outcomes, results, and achieve objectives by leveraging their skills and abilities. Experience simply provides a context and/or relevant common sense when leveraging your skills and abilities (i.e., it is an either you have it or you don't "check in the box"). What someone has done isn't nearly as important as how they got it done. Experience doesn't necessarily translate in a leveragable way from job to job, or from objective to objective, because the value of experience is context dependant. How someone achieves objectives is highly leveragable and translatable from job to job, and from objective to objective, because the value of how they produced results (work methodology combined with skills & abilities employed) is much less context dependant. For example, if you drop an executive with the experience of successfully growing a company's revenue from $30M to $70M in 3 years, does that mean the same executive will be able to accomplish the same objective is you drop them into a similar company in a similar industry? Absolutely not. If the objective at their former company required them to leverage their ability to be a "roll up the sleeves hands-on" executive that leads by doing, and who can work with a team of inexperienced managers (i.e., effectively micro-manage them), and the latter company requires the executive to grow revenue from $30M to $70M in 3 years by leveraging a critical ability to "get work done through others" by delegating tactical execution responsibility to experienced managers and leading them in a hands off manner, then this executive is potentially at risk of falling on their face in this new role while destroying any hi-performance experienced management team they may be inheriting walking into the role. Making great hires is difficult. It requires a lot more input and effort than most executive hiring authorities and boards are aware of. It is paradoxical to consider how much effort and energy a company will put into assessing their needs, creating evaluation criteria, and evaluating solutions when looking to invest over $100,000 in a capital equipment or software acquisition, and yet the same company will invest only a fraction of the same time and effort into assessing their needs, creating evaluation criteria, and evaluating executive candidates to ultimately make a much more costly investment in a mission critical executive with the hopes an entire business function will product the results/ROI that in many cases drives the success or failure of the company. As a result of following an objective process you dramatically increase the possibility of making a well informed mission critical executive hiring decision that propels your business in the direction you intended.
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Article Two: Cold Calling Tips – Part One by Nido Marketing How to get the most from your canvass calls for new jobs Telemarketing through canvass calls and ongoing business development calls is a proven way to grow your recruitment business and develop a steady, regular pipeline of jobs to fill and good candidates to place. How else can you directly communicate with decision makers at the companies you want to recruit for? Recent research has discovered that telemarketing was found to be the most popular medium for targeting key business decision makers (27%) closely followed by direct mail (26%). By implementing the following simple tips and techniques you can radically increase your calling success rates and ultimately make more fees! Tip 1: Make sure you target the right companies Who do you want to call and why? Is there a particular industry sector you want to target – a certain size of business? Exclude the companies that don’t have a real need for what you offer and make sure your hottest prospects are included. Work out who your current ‘best’ clients are and what about them you particularly like. This will help you profile the characteristics of new companies you want to recruit for. Rather than just calling the same old companies on your database, think about buying in a new, targeted list and make fresh calls to these companies alongside your regular follow up and ‘keep in touch’ calls. If you are buying or renting data use a reputable data company who will clean your prospects against all the compliance schemes (including Telephone Preference Service (TPS) and Corporate Telephone Preference Service (CTPS)) to avoid a fine. Tip 2: Prepare your pitch before you pick up the phone You will get better results if you map out your introduction – ultimately, why are you calling? Include your name, your company name and a few key benefits that sets you apart form other recruitment companies which you can bring into the conversation at an early stage. Always be polite - ask if now is a good time to talk and if not, ask for a better time and make sure you call them when you say you will. Even just asking this simple question will set you apart form many other recruitment companies out there. Try to get the other person talking as soon as possible so you are having a meaningful conversation. Ask open-ended questions (who, where, when, how etc) to build a rapport and deepen your understanding of the person and their recruitment needs relative to your business. Tip 3: Make a good first impression Do you know what you sound like on the phone? Are you naturally enthusiastic with a fast pace and short sentences or are you more measured with a slower, deeper voice? Why don’t you record your voice on your answer phone to get an idea of how you sound? When you make calls focus on speaking clearly and confidently. If you try to rush then you will cause confusion and irritation. Sound genuinely enthusiastic when you are being spoken to but avoid over familiarity – especially in a first ‘getting to know you’ call. Tip 4: Listen – It leads you to success Don’t just make listening sounds. Really listen and take notes whilst you are doing so to prompt you. Repeat back the key things that are being said and clarify. This also shows that you have got the right end of the stick and you’re not misunderstanding anything. Especially important when taking down that all important job spec! Tip 5: Follow up! Follow up! Make sure that you do what you say you will do – send out a well-presented information pack with a personalised letter. Book in a follow up call – ask when would be the best time to speak again and put that date in your diary. If the conversation has gone really well, don’t be afraid to suggest an informal meeting. If you don’t ask, you won’t get! Try out these simple techniques and remember to look out for the next installment and more top tips in future newsletters.
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Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") Final Call for Recruitment
Networking Event, 22nd November, London REC News Roundup Press Release: ReThink Recruitment wins Recruitment Consultancy of the Year Award from Computing Magazine Recruitment Society Event, Christmas Social, 12th December 2007, London 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") Hitwise top 10 Recruitment
Sites, week ending 17th November 2007 Louise's UK Recruiter blog Discussion
Board Summary Press Release: reed.co.uk offers CV Search and ‘Guaranteed Response’ job posting service Press Release: Launch of ECM Careers Press Release: Zubka Jobs now on Facebook Press Release: Big billing recruitment guru launches MikeWalmsley.com. comScore: Top 10 Career Services & Development Sites for October 2007 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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