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Welcome to issue 348 of the ukrecruiter newsletter. If you work in the traditional or on-line recruitment industry and are considering your next move, why not take a look at our recruitment specific job board. Recruitment, corporate HR recruitment and recruitment support services jobs at www.ukrecruiterjobs.co.uk | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
How To Deal With Client Rejection & Increase Your Sales Results - Part Two by Gavin Ingham Learn from your experience One of the most powerful questions you can ever ask in sales and in life in general is, “What can I learn from this?” Learning from our experiences, whether good or bad, is critical for sales success. Many recruiters do not learn anything when they succeed because they think that they already know it all. They miss out on valuable lessons. Conversely, they often don’t learn when they fail because they don’t want to try again! The problem is not the rejection in of itself;, the problem is in the way that many people view rejection. Sales superstars see rejection as a learning opportunity. When you view rejection as learning and learning as essential for your success then rejection will take on a whole new meaning for you. Let’s say for example that you have just lost a sale to a competitor. Many recruiters would sit around moaning about how unfair it is, how their services are over-priced and how poor their database is! This is neither going to make them feel positive about themselves nor is it going to help them in their next sales opportunity. Rather than naval gazing why not spend a few minutes thinking about what you can learn from this experience? Note what you could have done differently and how you will approach a similar situation in the future.
We'll be interspersing this series with the regular "My Favourites" piece. So 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: The Year Ahead Conference Review – Josie Fraser Although this article isn’t highly recruitment specific I believe that social networking is so important to our industry that this would be a valuable. This article is part of our series of summaries from the recent Enhance Media the Year Ahead Conference. The final presenter of the day was Josie Fraser and she was well worth waiting for. Josie, according to her biog we received on the day, is a UK based social and educational technologist and blogger. She works with the charity Childnet International and helped research and produce the Department for Children, Schools and Families cyberbulling guidance for UK schools. She is currently working on a range of online community projects and the advice for schools wanting to use web-based social networking services is about to be launched. She works with the government, national agencies and international service providers on privacy, interoperability, online community issues, e-safety and web 2.0. During her 30 minute presentation she talked about social networking and the fuzzy boundaries between public and private usage, where social networking is going and how it impacts on corporates and individuals. Social Networking and its implications for recruitment is something I am particularly interested in and so I thought 30 minutes was far too small a slot. She started off by talking about the different types of social networking services. She defined these as: - Profile focussed – sites where activity primarily revolves around user profiles (eg,
Facebook) She also highlighted the emergence of social search engines. These are sites which have “scraped” content from a variety of social networks for information to create a portal where you can search by interest, gender, location, etc (eg, Wink). She talked about the next generation social search site, e.g. Spokeo. This is a social aggregator that scrapes a large number of networks and finds information based on the person’s email address. As a user you enter the email address of someone you know and can view a portfolio of their activity across many sites (eg, MySpace, LinkedIn, YouTube, Facebook, etc), which is regularly updated. Social aggregators or ‘life stream’ tools are becoming more popular. It’s an dynamic market that many find difficult to keep up with. Social networking tools and services exist for just about every interest you can think of, with events based networks becoming increasingly common – for example the social networking site set up for the Enhance Media event. She then shared some UK usage stats from Neilson/Netratings (August 2007) that showed that Facebook was the most used profile based social networking site, closely followed by MySpace. A little behind was Bebo, then Windows Live Spaces (which I’d never heard of) and Friends Reunited (with about a third of the audience of Facebook). The UK is the biggest user of social networking in Europe with Hitwise statistics indicating that 77.9% of people over the age of 15 who are online in the UK using a social networking service. Recent statistics indicate that at the end of 2007 visits to social networking services overtook visits to web based mail providers for the first time. A PEW Internet survey (Dec 2006) showed that 60% of internet users say they are not worried about how much information is available about them online. Similarly, the majority of online adults (61%) do not feel compelled to limit the amount of information that can be found about them online. Josie then went on to talk about the blurred boundaries between how we use social networking in a business and personal capacity. Some organisations may create a corporate identity on Facebook, or a YouTube Channel. Others may have individuals who network for business purposes via their “personal accounts”. Where social networking is used in a recruitment context she suggest policies and practices should be put in place. She also mentioned the dangers of being perceived as a spamer if you engage in too many postings on social networking sites. Companies should create and implement “acceptable use policies” and provide ongoing guidance. They should ensure staff are aware of commercial confidentially and reputation management. As a user you need to be aware of what information you are making publicly available on the various social networking sites. There may be information in your profile that you wouldn’t want a potential employer, or even existing colleagues, to see. Take time to read and understand the privacy policies and settings. For example when you join a network on Facebook (eg, London or Bristol) by default you make all your information available to all members. Josie suggests some overview tips for good practice in using social networking sites for sourcing people. - Within social networks there will always be experts. These could well be the best-connected individuals. To leverage the network you should locate them and connection with them. Finally, Josie suggested we all conduct some “presence management” and check out our own profile on social networks and the internet. You can find out more about Josie’s work at www.josiefraser.com and http://fraser.typepad.com/socialtech
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Article Two: The Secret of My Success; Interview with Paula Carrahar Paula has been with MajorPlayers (www.majorplayers.co.uk) for approximately 14 years and has been responsible for the establishment and development of the design sector of the business. Having spent six years as a designer, Paula was aware that there was an absence of recruitment agencies specialising in the design sector and felt that consultants with firsthand experience of the design world would be best-placed to find the perfect candidate for any specific role. Her continuing success at MajorPlayers proves the point. Paula’s team covers a mix of B2B and consumer roles; permanent and freelance; agency and client side. What do you wish you'd known at the start of your career? Which person within the industry who 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? If you would like to recommend someone who you feel has been highly successful in the recruitment industry for inclusion in this series please email contact2@ukrecruiter.co.uk with their details. |
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Online Recruitment Update UKRecruiterJobs:
Traditional, On-line and Corporate HR Recruitment Job Board Hitwise top 10 Recruitment
Sites, week ending 8th March 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: Simply bucking the online recruitment trend Press Release: New dedicated jobs channel targeting global gas industry |
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Don't Miss This REC News Roundup Press Release: Foreign IT workers entering the UK jumps another 14% in a year 10% discount on HR Business Partner Challenge, Barcelona 5th-6th June |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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