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Welcome to issue 360 of the ukrecruiter newsletter. For UKRecruiterJobs we have launched an unlimited job postings for one year for £1,000 package and the take up has been immediate. We're limiting the number of successful applicants for this offer to just the first 100 organisations that apply though (see the site for more information). | 
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CONTENTS
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How To Deal With Client Rejection & Increase Your Sales Results - Part Eight by Gavin Ingham Remember Eddison Thomas Eddison failed to build the light bulb many, many times before he finally succeeded. Apparently, someone asked him how he could cope with failing so many times and he said that he had not failed to create the light bulb he has succeeded in finding many ways to not make a light bulb! Milton Ericsson, one of the world’s best ever hypnotists, was asked if he had ever failed in hypnotising anyone and he replied that he had hypnotised every one he had ever met… but that he was still working on a few. I used to turn this into a bit of fun by saying that I had never met anyone that I couldn’t sell to but that I was still working on a few!!! This was written by author and motivational speaker Gavin Ingham. Sign up for his free Sales Success newsletter and read his blog now at www.gaviningham.com We are 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: Onrec Conference Review by Emma Mirrington Peter Weddle (CEO Weddles) kicked off the June Onrec conference on the hot topic of cloud recruiting (how to become the Google of careers for top talent) which he felt was the single best way to develop your organisations recruitment website. He lost me a little with his tale of his ascent up the Matterhorn but I found the second half of his presentation useful especially regarding his top tips around giving potential candidates free content that they can access on your website and how to build relationships with top talent over time. Ian Ruddy from O2 was up next and gave an interesting, honest and informative presentation on O2’s online journey and how they in conjunction with Barkers had transformed their careers site. Fun stuff such as e-cards, route planners and in page videos were all ideas implemented that helped to attract and engage candidates and as a result 90% of their recruits had come from a purely digital campaign which is really impressive. This was followed by a short coffee break during which I met up with Chris Morgan from The Ladders – a free site for employers to use which targets the 50K plus candidate market. The candidates themselves pay to use the site which is an interesting concept, seems to work as they have over 120,000 candidates in their database. Let’s hope they don’t follow the American model and start charging employers! Andy Hyatt was next with his presentation on Applicant Tracking Systems and how employers tend to focus on the ‘user friendliness’ and ‘candidate engagement’ of their careers sites however they forget that an Application Tracking System is just as important in the candidate experience and employers should place equal priority on getting this right. He talked about the reasons why people visit the web, whether it’s as an Online Transaction Platform (to save time – e.g. Amazon or Last minute.com) or as an online relationship platform (to spend time – e.g. the face books of this world) Interestingly he commented that in many careers sites users are forced to do all the work but fundamentally a good site should do all the work for them in order to enhance the user experience. Next was Matt Whitbourne – Senior Inventor for IBM who is also responsible for university relations. Matt gave some interesting insights as to how we can use virtual worlds to recruit. Surprisingly in the online gaming community there is only a 55/45 male female split and the average age is 34 which surprise quite a few people. His key words of advice for people considering using virtual worlds to recruit were: Then it was off to a yummy lunch of chicken followed by strawberry shortcake sponsored by Totaljobs for more networking and a chance to browse around the exhibition hall. Felix from Jobsite followed lunch however I was disappointed with this presentation, it was shorter than planned and I didn’t really get a feel for his prediction for the future of online recruitment and web 2.0 as stated in the brochure. The main point seemed to be that the last ten years in the online world has been about speed and the next ten years will be about relevance. David Chernwick, Head of Screening from Reed Managed Services then spoke about screening within HR and Recruitment. It was the most whizzy (for want of a better word!) presentation that I have ever seen and made a potentially non exciting topic one of the best of the day. Did you know that 7.3 million people in the UK have a criminal record? That’s over 1/6th of our population! It’s scary how easily candidates can access a degree certificate/ passport/ P60 at the click of a mouse. He gave some useful tips with regards to preventing this where possible – accessing Companies House, One Source and Kroll or of course Reed Screening Services! He also said that we should be doing CRB (criminal record bureau) checks annually amongst our employees – I think most HR professionals would quake at the thought of implementing this but he’s got a point! Laura Stokes from AIRS sourcing was next on stage and she was fantastic. Most of the audience sat spellbound throughout her presentation as she talked through new sourcing techniques and the use of websites such as www.pipl.com (a people and public info search engine – enter your own name into this, I did and its incredible how much information is out there on the web about you and much more detailed than Google!) She also talked about ways of using Google maps and news to search for candidates plus other sites such as www.ziggs.com, exolead and viewzi. I am definitely going to be booking myself and the Sky recruitment team onto one of the AIRS courses after this! We finished off the day with the panel which I was actually on, so it ended in a bit of a blur with debates around the credit crunch, job board usage and the future of online recruitment. I thoroughly enjoyed the conference, I’ve been to a few in my time and I felt that this was very insightful as did other delegates that I spoke to. It was also very well organised and great for networking - well done Onrec I look forward to 2009! Emma Mirrington is Talent Attraction Manager at British Sky Broadcasting. She can be found on LinkedIn here |
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Article Two: The What, How, Who and Why of Name Sourcing by Maureen Sharib This is an introduction to telephone names sourcing by the renowned American telephone names sourcer, Maureen Sharib. Developing effective talent sourcing strategies has come to be one of the most oft-discussed and relevant subjects on the boards today. Fortifying your company’s sourcing skill-sets can be demonstrated to add directly to your company’s balance sheets. It’s a very easy sell to your CFOs once they see the magic in the numbers! Name Sourcing is a little understood activity. Simply put, it’s the finding of people who hold specific titles (usually) within specific organizations (usually) so that you, as a recruiter, may contact them and offer them your opportunity. The targets may be an “active” candidates, meaning their details are “out there”, i.e. they’re currently looking for another opportunity. Alternatively their names may be generously spilled across the internet for reasons usually well-known to them and apparent to the rest of the world. They may also be (Eureka!) the “passive” candidate, the one who is usually of more interest; the one not currently looking for an opportunity; the one busily going about the daily routine of the job you need to fill. The likelihood is, when contacted, this passive candidate will be extremely flattered you took the time to find him or her and will listen to what you have to say. In a typical search fifty “passive” candidate names will yield five to ten people actually looking at the present time. It is estimated 14 -17% of the working population is actually looking at any one time. You’ll also get ten to twenty people who are interested enough in your opportunity, who aren’t currently “looking”, but who will seriously consider your opportunity. This bunch is where your real opportunity usually lies! Another ten to fifteen will casually listen and agree to be kept in your loop for “future opportunities”- now not being a particularly good time for them to change jobs. The remaining five or so you won’t be able to reach in your preferred timeline or they just won’t be interested in talking. Not bad odds, huh? In other words, 80 -90% of the people you telephone source – remember, you’re sourcing for them out of particular companies holding particular titles and skill sets – will be willing to listen to your opportunity. Furthermore most of them aren’t even looking for a job when you contact them! There are very few facts and figures out on name sourcing because so few recognize its existence. Given that it’s an art form with a teeny-tiny bit of science thrown into the mix (human nature and statistics) it’s easy to see why so little has been written on it. It’s been estimated that the average recruiter spends less than 10% of an average day sourcing and generating names. One esteemed recruiting expert, Dr. John Sullivan, states: “75% of the corporate recruiters and 98% of the managers I have worked with have never heard of names sourcing”. Why name source? How is name sourcing performed? Who does it? It really is very simple – if you understand the steps. Like a puzzle, it’s easier if you set a framework out first. Many, if not most people, when asked, will tell you they don’t like to name source. We think it’s because they don’t understand it and/or don’t know how to do it. We hope to shed some light on this little-understood activity and help you better perform this fun and very important first step in any recruiting process. Maureen is co-owner of TechTrak, a telephone names sourcing firm based in the U.S. Maureen has been telephone names sourcing since 1996, having stumbled into this arcane business after twenty plus years of selling small businesses. She couldn’t be more pleased and considers herself to be one of the most fortunate people on the planet. Over the next couple months you will be treated to some of the seminal lessons in the “Magic in the Method, Maureen’s telephone names sourcing course. At present, there are over 175 different telephone names sourcing lessons and actual scripts contained in the series with new additions being added all the time.
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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 7th June 2008 Louise's UK Recruiter blog Discussion Board Summary Recruitment Community Europe (RCE)
LinkedIn Group This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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