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Welcome to issue 371 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
My Favourites http://www.auridian.com/resource/ - IT resource centre; IT industry news; IT buzzwords explained in a business-friendly manner and Business-IT perspectives. http://www.youconvertit.com/ - A free site which will convert hundreds of file types to one another http://www.morguefile.com/ - Public imagine library - free photos
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Article One: Look After Your Candidates If You Want To Win More Business by Mike Walmsley Mike Walmsley is well known as an international recruitment trainer and presenter of the world’s largest range of recruitment-specific videos. He believes that winning new business in a downturn can be very straightforward and in this article, he explains how simply talking to candidates can open many new business doors: “Understandably, many recruitment directors in the current climate are thinking that, all things being equal, recruiters who spend four to five hours per day telemarketing will pick up and fill the most positions. However, all things are not equal - as many recruiters will testify – and putting pressure on consultants to make more calls is not they only answer. Whilst spending significantly more time on the phone is obviously a very good idea, many recruiters would struggle to even think of enough clients to call for four to five hours per day - let alone to have an idea of what kind of candidates to market to them - and that's one of the reasons why recruitment directors hear that well-worn recruitment phrase, "There aren't enough clients on my database." Really big billers never have that problem because they know how to find new clients who are, or will shortly be, recruiting - whatever the economic climate. How many consultants would worry less about the state of the market and, instead, become big billers if they also knew how to find these clients? The last big recession was one of my very best times in recruitment. I positively thrived at a time when many recruiters left the industry and a big reason for this is that I stayed close to my candidates in addition to spending four or five hours per day telemarketing. Provided that you offer an excellent service (and simply taking rather than ignoring candidates' calls is a good starting point!) candidates will tell you precisely where much of the new business lies. This needs some serious consideration because many recruiters are not as effective as they could be at this. Whilst I was filming one of my video training series, How to Excel as a Recruiter, one of the audience told me that before choosing recruitment as a career he was a candidate with several recruitment companies. His consultants called him quite regularly, but only to plug him for information. Not one caller took the time to check how he was, update on his experience and requirements, enquire how his job search was going and, crucially, to let him know how hard their company was working on his behalf. Somewhat predictably, no one bothered to check how happy he was with their company's service - perhaps they knew what the answer would be! Even more predictably, he didn't give them the information they wanted. Why should a candidate help you if you don't at least take the time to look after their needs first? I know exactly how I secured openings into numerous companies and much of it came from genuinely looking after candidates' needs first, checking that they were happy with my approach and then, at the end of the call, simply saying, "By the way, just before you go I wonder if you can help me?" If you wish to expand your client base and open doors into new clients there are over 20 ways to source information from candidates that will lead to business. For starters, the following questions asked with warmth and subtlety during candidate conversations are proven winners: All of the above questions have led me to new business and consultants that ask even a few of these on a consistent basis (with the right delivery) should have much more success in identifying clients who recruit regularly. However, if I had to choose a favourite ‘new business-winning question,’ it would be "Who did you report to?" combined with finding out how many other people work in that department. Next time, I'll be discussing how to best utilise this information.” To see free clips of Mike’s 28 online recruitment videos, visit http://www.mikewalmsley.com/online.htm |
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Opinion: Taking it On-Site by Adam Gibbons There is no doubt that whilst temporary labour, supplied on an ad-hoc basis as a reactive service, can provide an effective solution - it can also represent low value for the client. At worst temporary labour serviced on this basis creates a high turnover of temporary workers, resulting in a loss of knowledge and productivity. Short-term bookings provide less opportunity for temporary workers, which can result in a loss in motivation and commitment. This low value service is often delivered by multiple suppliers where there is less opportunity for investment in clients needs. An alternative approach An alternative to this approach is the site managed service option which involves the recruitment agency coordinating and managing recruitment and staffing services from the client’s own premises. This can be particularly effective where the site demand levels and volumes are high and are prone to fluctuation. During the sales process for an on-site solution, it is vital to stress that the clients will benefit from this approach many times over and there will be a deeper understanding of, and closer integration into the clients’ business and culture which can enhance the management and coordination of the entire recruitment and staffing process. There is also a closer involvement with client operational staff to deliver better communications and responsiveness to needs. Operational and financial management information can be tailored. A bespoke solution What appeals to many customers is that each service offering is bespoke per contract or site and can range from a simple temporary management service through to a fully outsourced Human Resources Solution. The recruitment agency will also directly employ the workforce, thus mitigating the client’s liability. Once you have convinced the client that it is the right thing to do – the hard work begins. Start up inevitably requires some stringent planning to maximise the benefits of the solution. This is where the quality and experience of the support and implementation team comes to the fore. In broad terms the delivery of an on-site managed service is achieved using the following process : analysis, agree financials and forecast cost savings, due diligence, benchmark current service levels, agree SLA / KPI's (Service Level Agreement/Key Performance Indicators), integrate dedicated account team, implementation including potential transition of workers– then start work! Adding Value Whilst the core function of any onsite workforce management service is to provide clients with the most suitable staff within the required timescales, it is also possible (and desirable) to offer a wide range of value added services including: · Company inductions For example at right4staff we take an active role in predicting changes in temporary labour volume, including training cover, holiday cover, average sickness and known peaks of business. We work with our customers to modify and improve this best practice model to suit our customer needs. Additional Benefits The solution has other benefits too, such as a deeper understanding of, and closer integration into the clients' business and culture and can result in enhanced management and coordination of the entire recruitment and staffing process. By having closer involvement with client operational staff it is possible to deliver better communications and be more responsive to their needs. With closer and more frequent contact with the temporary workforce, a swift resolution of minor issues is possible, often resulting in a reduction in staff turnover and sickness levels. In summary the key to defining the right solution for a client is to obtain a thorough understanding of their needs from the start and from there to create a relevant and specific response which factors in issues pertaining to both the industry and product alike. Sometimes this means thinking outside the traditional recruitment boundaries and educating the client on the benefits that are available to them if they are prepared to just think differently.
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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 30th August 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: reed.co.uk launches recruiter refer-and-earn scheme This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
Don't Miss This Final Reminder: Recruitment
Networking Event, 11th September, London Job Boards Acquisitions and
Disposals Recruitment
Society Event, Two Views from The Top, 23rd September, London Global Recruitment Conference,
11-13 November, Amsterdam |
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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