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Welcome to issue 336 of the ukrecruiter newsletter. We've started adding dates for 2008 training to our events directory page. If you are looking for recruitment training you may well find it there. | 
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CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
My Favourites http://www.oanda.com - There are many currency/exchange sites out there but Oanda is always extremely simple to use and usually provides you with the information you need within a couple of clicks. http://www.applegate.co.uk - Applegate is a long established internet directory for industry, manufacturing and technology companies in the UK. Every company sells something and, if you are looking for new companies to target within a particular sector, this is a good place to start. http://www.techsupportalert.com/best_46_free_utilities.htm
- This one is not strictly business orientated but good for a one stop guide to the best free utilities software with a good description of each. Phil Dancey is an Account Manager at Intapeople IT Recruitment (www.intapeople.com) Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Talisman Front Office from only £400pcm! This includes:- 5 user licence, all support charges, use of fast hosted server in Docklands Front Office features: Client, Contact, Candidate databases, SMS, Email, Diaries, Document database with integrated letter writing for booking, placement and all other communication Also available: Back Office - Timesheet Processing, Payroll, Invoicing, Ledgers, Client and Contractor Extranets Talisman - Fully integrated, web enabled, end to end solution for discerning recruiters. To find out more call Tony Doherty on 01582 478 888 or email info@recruitment-software.net |
Article One: The Seven Deadly Sins and how to use them in recruitment by Dan Atkinson For three years I spent my days as an undergraduate being told different theories of motivation and their effects in the workplace. During a final seminar my lecturer delivered the one piece of motivation advice that has probably helped me most in my business life. And it was this – somewhere down the line, most human motivation can be shown to be in line with the seven deadly sins. Religious or not, thinking about how the forces of lust, gluttony, greed, sloth, wrath, envy and pride are going to affect how a candidate reacts to a potential opportunity will give you a real world advantage when it comes to persuading them they should be on your shortlist. In this series of bite size articles I will be exploring the seven deadly sins in more detail. I’m going to show you how you can use them in your day to day conversations to attract more candidates. Why should you carry on reading? Because you may want to move in to a position that gets you the car you’ve been lusting after. Possibly you want a house with more rooms than you know what to do with. Maybe you want to make a shed load of money? Or make the same amount of money that you’re on now but spend more time doing precisely nothing? Maybe you’ve got something to prove to an ex boss? Maybe you envy what someone else has? Or potentially you simply want to become more important than those around you? I’m not saying any of these reasons are virtuous ones. Quite the opposite in fact – they’re all examples of the seven deadly sins. But don’t pretend you aren’t motivated by at least one of them Before I start though, I want to offer this piece of advice – no matter how gregarious and engaging you are on the phone, thinking about what you’re going to say and why you’re saying it will always make you better. There are always ways you can improve a conversation without it appearing scripted, even if it’s just a simple line like ‘what I like about you is…’. Flattery will get you everywhere. If you’ve got information in front of you about a candidate, whether it’s their full CV, their LinkedIn profile or even just some prior knowledge about their current company, applying a little more thought to the approach call will pay dividends. Now let’s get back on track and focus on the first of our seven deadly - Lust. In the biblical sense, lust is defined as being a sin of a sexual nature. But there are always things people will lust after in a career. So to avoid straying on to the territory of the remaining six sins, let’s restrict lust to what purely physical aspects may make your client appear sexy to a candidate. What are their offices like? If they’re in a great place or have a great design then don’t be afraid to say so, especially if you’re aware that the candidate is currently based on a 60’s trading estate. A client of mine did not have the best pay structure, and their offering was good but not the best. But their offices were amazing. And several candidates whose interests were borderline were persuaded to go to interview, partly because of this. Likewise, could a candidate lust after the demographic of the team? If it’s dynamic, well dressed and generally inspirational then say so. Flatter the candidate and tell them it’s an environment they’d fit in well with. Is there a company car, and what sort of vehicles are on offer? This may not be for everyone, but if you know already the candidate doesn’t have a car scheme or receives a small car allowance, then there’s a good chance that this will excite (men under 40 seem particularly prone to lust of this nature). Other things that a candidate will lust after in a company include the image of the brand (few interior designers would turn down the chance to design an Apple store for example). The important thing is, think about what your client possesses that candidates may be attracted to before you pick the phone up, then put two and two together. Offer the candidate something you think they’ll lust after. Dan Atkinson is a director of Accite Executive research. He has been in international search for over ten years as a provider of research and researcher training services. He holds a BA in Behaviour in Organisations from the University of Lancaster. contact dan@accite.co.uk, www.accite.co.uk or 01423 565 999. |
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Article Two: Cold Calling Tips – Part Two by Nido Marketing Following on from the article in issue 334 of the newsletter Nido Marketing share more cold calling tips. Applied properly, intelligent telemarketing can build measurable job and candidate pipelines, increase knowledge of your customer base and ultimately help you make more fees. Estimates suggest that over 250,000 companies in the UK use telemarketing as an important source of lead generation. With healthy competition to grab a recruiting decision maker’s attention, getting the appropriate message across is vital. This week Nido Marketing return with more practical tips to ensure you achieve the results you want out of your calls. Tip 6: Managing your prospects Take detailed notes during every call, and update your database straight away. Even details which at the time seem relatively minor could make the difference in setting up a meeting, and converting that meeting to business. Pay particular attention to dates you have arranged to call back, contract renewal dates, end of financial year, preferred supplier list review dates or anything specific that could be instrumental in getting your foot in the door. Make notes of additional people you have spoken to whilst trying to contact the decision maker and whatever information they have given you. Try and obtain email addresses, direct line numbers, postal address etc. The more detail the better informed you will be the next time the prospect is being called. This will also allow you to market to them on an ongoing basis – if they don’t buy from you now, they may do in the future, but only if you keep in touch! Tip 7: Try to get something out of every call Always set primary and secondary objectives for each call to help you stay motivated, even if it’s something as simple as confirming the name of the decision maker. If the call is focused primarily on getting vacancies then apply other objectives such as when they last used a recruitment company and what for? Don’t forget the person on the end of the phone is also a possible future candidate. Why not start building a profile on them? If you are getting on well ask about their role – what do they especially like, how long have they been with the company etc. Tip 8: Build positive rapport People buy people and tend to respond better to similar personalities to themselves. Studies indicate that the actual words in a phone conversation account for a surprisingly small amount of communication, and tonality comprises the vast majority. Positive rapport can be established by matching and mirroring the prospect. This can be achieved with factors such as tone of voice, volume and speed. If the decision maker is a quiet, slow speaking person, avoid make the mistake of barking at hyper speed to them! Don’t forget to adjust your voice again once you have been passed from one person to another. Tip 9: Don’t take it personally If a call has gone badly, the person on the other end of the phone may simply be having a bad day. Perhaps they have had an argument with their partner or just spilt a cup of coffee over themselves! Make allowances, ask when is a better time to call back and always remain polite. Put yourself in their shoes – I’m sure we have all had bad days at some point! Tip 10: Enjoy it! No I’m not mad – who says you can’t enjoy making canvass calls? If you have a relevant reason to call, and you truly believe that what you have to offer will help the
person on the end of the phone then you will be successful. Be patient and stay positive – it can take many months to get those all important job specs. This concludes the second part of useful tips from Nido Marketing. Look out for the 3rd installment which will help you select a suitable telemarketing agency to outsource those important canvass calls that always seem to drop off the end of your ‘To do’ list.
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Dates in 2008 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 Discussion
Board Summary Press Release: Chameleon-i customers embrace Web 2.0 technologies Press Release: Total Graduate Zone Hitwise top 10 Recruitment
Sites 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 |