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Welcome to issue 365 of the ukrecruiter newsletter. We have a unique £100 discount on The Juicy Bits of New Business DVD box set in our Don't Miss This section | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
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Article One: Linkedin - How Much is it Worth to the UK? By Alex Strang As the BBC reports, Linkedin have raised £27 million from investors - valuing the 5 year old business at a billion dollars. Not bad going. The question is what exactly are Linkedin going to use the funds for. Clearly they're in a great position already with first mover advantage in the online business networking space. What I find notable about LinkedIn is that they are one of the few businesses that have been significantly ahead of the game and have gone on to benefit from consumer behaviour catching up with them! I wonder if they had any idea just how much of a shift there was going to be in online user characteristics. Web 2.0 certainly wasn't even a twinkle in a marketer’s eye when Linkedin launched. Think about it. We've all got a profile these days. Wind the clock back two years.. How many people a) had a profile b) had a sensible approach to using it for commercial benefit and finally c) of all the people with profiles, how often did they check it? I've been impressed with what I've seen from Linkedin recently. Have you all spotted the company profile feature? Type in a company name - just before the list of people on Linkedin that are working at that firm you'll see a link to the profile. If you haven't clicked this already I really urge you to do so. What you'll see is effectively real time market intelligence. Recruitment/ search professionals are all over Linkedin for obvious reasons. Type in a big brand recruiter and you'll see: * Background/ overview of the company operations One final feature, which I love, is that the company profile shows you where most employees worked before they joined, and the most common destinations when people move on. Think about how hard you'd have to work pre web to get that sort of information. Today it’s a click away! Using Michael Page as an example, you can see : All this information there is straight from LinkedIn. Try it out. As a recruiter, either internal or agency, this information is gold dust. If you pass this onto one of your clients, how powerful is it to know where the most common hire profiles are, where they studied, where they're likely to be working next(?). Talk about working smart! This is a great use of the net for recruiters… and its free. I still don’t believe UK recruiters are making the most of Linkedin as a tool to build their individual profile, company brand or even source candidates and target clients. There are people out there doing a good job at it but I believe they're in the minority. Michael Page have more registered Linkedin users in NY than in London? We've got some catching up to do in the UK. I'm hoping that Linkedin use some of their cash injection to develop some new features. If you can beat the company profile, I'll be impressed. The Linkedin site allows individuals and businesses to build profile. I'd like to see Linkedin spend some money on raising awareness of just what can be achieved with their site. Perhaps we will see the business networking sites follow the same path as job boards? That is start generalist then go specialist, then add geographical focus? Will we see Linkedin start to offer gated communities and compete with the likes of Visual CV? Alex Strang is a Consultant at Carve Consulting (www.carveconsulting.com/blog) and his profile can be viewed at LinkedIn: www.linkedin.com/in/astrang |
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Article Two: Ask the Expert; A regular feature for ukrecruiter by Steve Finkel Dear Steve the Expert: I keep hearing that I should be making “100 calls a day” in this business. Okay, some say 80. Putting aside that I have difficulty doing so consistently, does this seem reasonable? How do I do it? Confused Dear Confused, Focusing on “number of calls” is a holdover from the days when we as an industry focused on “numbers” to the exclusion of skills. In fact, it is a direct relic from the day when all people did was market candidates! To a good recruitment consultant, this business is not primarily a “numbers game”, and there is much more to do than market candidates. In our modern complex sophisticated business, while good numbers are important, this is a skills game! A better number to focus on is the quantity of substantive business conversations (SBC’s) you have in a day. If you are an experienced person, you will likely never hit 100 calls a day — and shouldn’t. Experienced people will always achieve fewer calls than new people — but will get much better results due to more in-depth conversation. New people will always hit more raw “numbers”, as their calls will be quick and shallow. That’s why “calls” are the wrong thing on which to focus. How many substantive business conversations should one strive for? New people, broadly speaking, will not be able to conduct these conversations in the same depth as experienced recruiters, so the calls will be somewhat shorter. 30 such calls (SBC’s) per day for experienced people or 35 for those with less than two years is a reasonable goal. Here are a few suggestions for achieving the appropriate number of Substantive Business Conversations per day. Brief calls or messages left do not count. 1) Plan 2) Quantify There is no reason to strive for much quantitative improvement beyond 30 or 35 SBC’s a day; the place to focus beyond that is on skills. But it is true that if you don’t measure it, you can’t maintain it. And the number will drop unless you do. Keep track every day by plain old “hash marks” as you progress through your plan. At some point, you’ll develop a habit pattern of this activity level but until you do, monitoring this number is critical. Even then, regular counting of this number is advised to make sure you don’t backslide. 3) “Group of Five” Mr. Nobles suggests in this book that an excellent way to maintain effectiveness and enthusiasm is to clump your calls in Fives, and to burn through them without putting down the phone, getting full information on each call. Then put down the phone and do other things. While Mr. Nobles addressed this purely to a marketing program, he doubled his results — interviews, search assignments and qualified clients — by doing so. You may well see similar results. For more on this, see his extraordinary book. Focusing a high volume of “calls” directs one almost inevitably to brief shallow calls. Focusing on substantive business conversations focuses on effectiveness, which leads to far better results. Try it and see. Questions? If you have a question for Steve Finkel, e-mail to louise@ukrecruiter.co.uk. Put “Ask the Expert” on the subject line. We cannot reply to every question, but will publish those that are most broadly applicable.
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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