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Welcome to issue 355 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
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Article One: My Favourites http://www.newsnow.co.uk - Real-time information on what’s happening within business, clients and the competition http://www.viamichelin.com – Input a candidates home postcode and that of the job being filled to see if commuting or relocation is the likely scenario http://www.toptable.com - Site for helping you choose where to take a client for lunch or dinner in London and other major cities. 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, or call 01925 639100 |
Article One: The Dillistone Systems/search-consult Research Practitioners Skills Day Review by Heather Travis The aim of this course was to help researchers achieve results. There were 50 delegates and for most of the sessions we worked in groups of 10, we were emailed our personal copies of our Training Group Agenda before the day. The trainers rotated around the groups to encourage the informal and frank exchange of ideas and enable the trainers to address individual needs. The morning started with coffee and after an introduction to the day ahead, we were then split into our groups. There were five sessions as listed below. Starting your Search - Francesca Lahiguera Francesca is an independent search consultant specialised in pan-European search work. Francesca showed us how to prepare a search timeline in order to measure progress with tips on: Francesca came out with a lovely quote in reference to time needed to undertake a search assignment: “search not fetch”. Desk Research – Caroline Mills Caroline is winner of the HW Wilson prize for her contribution to the information industry and a regular speaker at conferences. A very practical and often humorous session giving a number of websites that help to find target ideas and candidates. An excellent website for finding different trade associations around the world www.fita.org; these are extremely useful when collating a target list. Candidate Management – Jill Dillistone Jill is an excellent trainer with more than 20 years experience in research. Jill focused on: This was very much an interactive session with the above topics being discussed by the whole group. A very informative handout was supplied at the end of the session. Using The Web – Karen Blakeman – RBA Information Services Karen is an experienced trainer in advanced internet searching. Her session was a very informative insight into different search engines, useful networking sites and also highlighting problems with relying on these services. As I am not a very technical person I found all the information fascinating. I am now using many of the sites she suggested, a good one being www.tripleme.com which compares all results from Google, Yahoo and Live on the same web page. Telephone Skills – Neal Woodcock – Founder Words in Action Neal is a trainer and coach who helps people put their thoughts into words and turn those words into actions they can be proud of. This mainly involved improving skills in thinking and communicating. This was a session with plenty of interaction from the group looking at issues such as: As well as the five sessions listed above there was a joint session on “Are you breaking the law?” Presented by Caroline Mills. This covered age discrimination, how to handle candidates’ data, candidates rights to see what you hold and how to handle references without infringing the privacy rights of the person giving the reference and the Immigration, Asylum & Nationality Act which became effective February 2008. This was the first time Dillistone Systems/search-consult has run a workshop in this format and all I can say is that it worked very well. As a rule people tend to flag before lunch and at the end of the day at these events. However, our group were certainly kept animated by the varied topics presented in a relaxed atmosphere that encouraged all in the group to participate. A thoroughly enjoyable and informative day was had by all. I certainly felt by the end of the day I had gained some invaluable knowledge and after conversing with the other delegates who attended, it seemed the general consensus was the same.
Heather Travis formed Travis Research in 1992 which operates from offices in Tring, Hertfordshire. Travis Research has a team of 8 Researchers and business is gained through recommendation, many of their clients have used their research capabilities since the company began. Heather is also joint Chairman for the Executive Research Association. |
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Article Two: In Pursuit of Brilliance - Part Three by Dean Gollings This final article on the theme of Quality Control focuses on the most important factor of all... the individuals who make up the team. It doesn’t matter if you have all the best tools, training, techniques, marketing budget, and brand in the world. If the consultants lack the right personal qualities, it just isn’t going to happen. So how good are the members of your team – compared to your competitors? If you want to build a great revenue stream you need stars and potential stars. They are not difficult to spot. You are all familiar with the traits of a top performer – intelligence, drive, great attitude, presence, determination, spark, self-confidence etc etc. You can identify these qualities a mile off. These people have an aura. They make an immediate impact. They will very quickly gain the respect of every candidate and client they meet. So why are there so many people in the industry who are so obviously, well, ordinary? So obviously unsuited to the demands of the job. Even their cvs scream out “I have always been average at everything.” If someone has spent their entire life as an also-ran, why would they suddenly become great at one of the most demanding jobs you can imagine? In my experience (all of it in the professional/managerial sector), I have yet to witness one of life’s mid-rankers transform themselves into a brilliant consultant. They always revert to type. We have all made mistakes when hiring consultants. That’s nothing to be ashamed of. But if you keep getting it wrong, you need to raise the bar. What percentage of your current team, if they left, would break your heart? If it’s more than 10% then something is badly wrong. How hard is it to get into your firm? Are you hiring your competitors cast-offs? Why bother? It’s a short cut to mediocrity. Sooner or later you will either have to get rid of them, or they will move on to another firm having wasted a load of your time. Crucially, these characters also represent a massive lost opportunity cost. Your aim should be grow rapidly and at the same time improve the quality of everything and everyone associated with you – starting with your consultants. Good consultants can attract other good consultants. If you start hiring poor consultants, your existing good ones will wonder what on earth is going on. The majority of star consultants I have worked with have been home grown. That is to say, had no previous recruitment experience. A couple of years ago I worked with a firm who grew organically from 20 to 80 consultants in 2 years. Only 3 of the new consultants came from a recruitment background. The rest were 20% raw grads, 70% candidates from the database, 10% random direct applicants with some selling experience. 85% went on to become very good or excellent.15% didn’t work out and returned to their previous career inside 3 months – ie at no major loss to them or my client. My general view is that there is not enough effort being made to seek out, hire and develop real talent. Too many take the lazy way and rely on the rec to rec sector to do the work for them. Try harder to find them yourself. Here is some advice about identifying and hiring new talent: These people are out there. Go and get them. Show them how to do the job spectacularly well and watch your firm destroy the competition.
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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 3rd May 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: Employers discover a software solution that can make huge savings on Travel & Subsistence Press Release: Clearly Jobs Launched by Leading Online Recruitment Entrepreneurs This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
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Don't Miss This REC News Roundup Recruitment Society Event, The rise and influence of the Turnaround Executive, 20th May, London Press Release: JF Apex innovates with HR Technology, November 2008 |
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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