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Welcome to issue 351 of the ukrecruiter newsletter. UKRecruiterJobs has just completed its integration with the multiple job posting solution from Broadbean Technology. To celebrate we are offering Broadbean customers three free job posts (existing UKRecruiterJobs customers, utilising Broadbean, are also entitled to the offer). For more information visit and register with www.ukrecruiterjobs.co.uk or call Richard on 0845 004 1717. | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
Article One: My Favourites http://www.mediaguardian.co.uk - Fantastic website for keeping up-to-date with news from across all areas of the media industry. Some interesting blogs from key industry figures too. http://www.mediapost.com - A community site for media, marketing and advertising professionals. It's US based, but a good source of opinions, news and ideas on what's hot online. http://www.sharkbait.co.uk - The most important website in my life. Gives me a quick update on what the surf's like in Brighton so I can decide whether to go before work or not! Provided by David Somerville, Marketing Manager, Simply Online Services
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. For more information, send an e-Mail to sales@agencycentral.co.uk,
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Article One: Opinion Piece - In Pursuit of Brilliance – Part One by Dean Gollings The main theme of this short series of recruitment articles is Quality Control. Hopefully it will provide some food for thought. I have always believed that the most effective route to sustainable, profitable growth and spectacular increases in market share is to put quality first. It is about being better than your competitors at every single aspect of the job. It’s not just about what you do, and it certainly isn’t about what you say you do, it’s about the actual services you provide compared to everyone else. At one time there was a clear distinction between “recruitment consultants,” who worked primarily in the managerial/professional/executive sectors, and “employment agents”, who could mainly be found on the High St. These days everyone calls themself a “consultant”. The Wikipedia definition of consultant is “a professional who provides advice in a certain area of expertise”. But how much expert advice is being provided, and what proportion of your consultants is equipped to give it? How many are merely “matchers” and “order takers”? Meanwhile, candidates and clients grow ever more weary, sceptical and cynical of recruiters, many of whom they perceive to be only interested in a fast buck and to hell with the candidate’s longer term career aspirations. They hear what you are telling them but they are not listening. This manifests itself if poor candidate/client control and poor results. I have met enough hugely talented people in this industry to know that many of you are doing your utmost to provide a service to be proud of. But it takes a lot more than a jargon-filled mission statement and an expensive looking web site to make it happen. The question is, what are you actually doing that is special? Are all of your consultants doing it, or just the best ones? Is anyone coming up with genuinely new ideas? Have you got great products and services for candidates and clients that your competitors don’t offer? How great do you want to be? So let’s look at candidates in more detail. Candidates are the lifeblood of your business. The more high-quality candidates you have that your competitors do not, the greater your chances of increasing your revenue at their expense. It is that simple. At the very least candidates are just as important as clients, but does the quality of your service reflect that? Do you provide an “agency” service, or is it genuine “consultancy”? Do your marketable candidates receive a consistently excellent service right from the word go – or does it rather depend on which of your consultants is dealing with them? Are some of your consultants getting blasé about candidates? Consultants have only one real chance to establish market-beating levels of trust and credibility and that is at the candidate meeting. You want your candidate walking out your office thinking, “That was superb. I have learned so much. That was the best meeting I have ever had with a recruitment consultant. If I only ever trust one recruitment consultant, it’s going to be you”. Are you set up to achieve that kind of relationship with your candidates? Imagine how much easier candidate and expectation management will be with a relationship like that. Imagine how many more fees you will make. Imagine what a competitive advantage you would have. The benefits are obvious. Here are just a few:- If your candidate service is no better, no worse than your competitors, then all of the above advantages are lost. With the right training, tools, techniques and attitudes a consultant with 3-6 months experience can be more credible and more effective than competitors with several years of experience. I see proof of this all the time. Get some facts and figures to measure the quality of your candidate service: If you get good scores, then tell the world. Good candidates are like gold-dust. They always have been and always will be. The current “skills shortage” existed when I entered the recruitment industry in 1982. If you look after your candidates better than anyone else they will look after you for years to come. If your service is average, then don’t expect any
favours. We will be running the second part of this series in the next couple of weeks. Dean Gollings is a freelance recruitment trainer and coach. For more information, please visit www.deangollings.com. |
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Article Two: Review of the Search Execution and Client Management Workshop by Edith Udemezue Having worked in Executive Search and managed Search Consultants for almost 8 years, this was an opportunity to compare approaches, pick up a few tips and discuss some of the many challenges we face in the execution of our role. In a number of areas the course did not disappoint. Based at The Westbury Hotel in Mayfair, the 10 delegates were a cross section of those fairly new to Executive Search as well as experienced researchers and consultants. The size of the group ensured the day was very interactive with a number of breakout sessions, role plays and open forum discussions. The course delivery was good as our trainer Jill Dillistone ensured everyone had the opportunity to contribute – although admittedly some were more vocal than others! We were all provided with a copy of Jill’s presentation, which was useful for making notes as we went along and will now also serve as a good reference tool. A number of areas were covered
during the day: Following introductions, we started the day in our table groups describing nightmare searches, drawing out common themes and discussing the practicalities of managing these. Jill stressed throughout the importance of being open and transparent when dealing with clients, and it was nice to see that many of us on the course already took this approach. Understanding our client’s motivators, keeping them in the loop and managing their expectations were all emphasized. These factors ensure that, as challenging as the assignment may seem, the client is still on our side. An interesting statistic put forward is that 1 in 3 searches fail. With our 85% success rate I was feeling pretty pleased! The interviewing section looked at eliciting the full story from candidates. Interestingly, the discussion around good questioning technique (the use of open, closed, reflective and probing questions at the appropriate times to assess the exact level of candidate involvement in a given scenario), was put in to practice straight away by one of the delegates who had to carry out a lunchtime interview! The buffet lunch was lovely although the room was at times unbearably cold - no fault of search-consult, but uncomfortable nonetheless. Lunch was followed by sessions on adding value to the search process which included understanding client needs, interviewing thoroughly, compiling clear and concise interview reports and facilitating the integration process. There was a debate on whether CVs should be presented to clients in the same format for all candidates. We also covered the importance of taking up appropriate formal as well as informal references, particularly as increased litigation means people are often reluctant to talk. For an experienced consultant, this course is an excellent refresher and a good forum for exchanging ideas. For the less experienced delegates the course provides guidance on a structured and thorough approach and ensures good practice at all times. On the flip side, it would have been beneficial to have included a full session on developing new business as this was rushed through very quickly at the end of the day. For more information on Retained Executive Search Workshops in London and Brussels, please visit www.search-consult.com or call 020 7749 6102.
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Online Recruitment Update (This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine") UKRecruiterJobs:
Traditional, On-line and Corporate HR Recruitment Job Board Hitwise top 10 Recruitment
Sites, week ending 29th March 2008 Louise's UK Recruiter blog Discussion Board Summary This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
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Advertisement Looking for recruitment consultants, managers or directors, HR recruitment professionals or on-line recruitment professionals? Look no further! UKRecruiterJobs is the specialist job board of the renowned and highly respected UK Recruiter organisation. - Our Approach is to limit the volume of job
opportunities on display to those that are current, relevant and
targeted to our specialist audiences. For more information email info@ukrecruiterjobs.co.uk or call Richard on 0845 004 1717
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Don't Miss This Survey into the Recruitment
Industry REC News Roundup Press Release: CV-Library Becomes a Main Sponsor of Recruiter Networking Events Press Release: Voyager Software
Launches Software Aimed at Recruitment of Temporary Industrial Staff |
Please forward this newsletter on to any colleagues or recruitment friends who you think might like to receive the newsletter.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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