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Welcome to issue 377 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.cnn.com/ - The international edition of CNN.com is constantly updated to bring the top news stories from around the world. http://www.adviceguide.org.uk/ - The online Citizens Advice Bureau service that provides independent advice on your rights. http://www.youconvertit.com/convertfiles.aspx
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Article One: Presentation Skills by Fiona Lander In this client led market, as competition hots up, many recruiters are finding themselves needing to step up their level of client development activity to ensure that they have a good flow of vacancies - and fees! One key skill that a recruiter needs if they want to succeed in gaining more clients and securing more business is the ability to deliver strong presentations. The quality of a presentation can often make or break a deal. Developing your abilities in this area can really make a difference, not only to your day to day work as a recruiter but also to your long term career prospects. The presentation skills that recruitment consultants need have never been more varied. You could be asked to deliver a formal PowerPoint presentation to a big team, but could just as easily be required to present on a one-to-one basis. You therefore need to be able to adapt to a wide range of possible scenarios, but for all situations, recruiters need excellent presentation and verbal communication skills. So what are the golden rules? As obvious as it may sound, preparation is key. The old adage of fail to prepare, prepare to fail, is a truism, but one that many people still do not take on board. When preparing your presentation, have a clear vision of what you want to achieve and start with the end in mind. Keep it simple and break down your message into smaller pieces to make it easier for you to deliver and for your audience to follow. You may have a standard template that you always use when presenting but make sure that every presentation is specifically tailored to each individual client. A professional presentation tailored to each company is now essential whether you are presenting formally to a purchasing team or informally to your familiar contact. Many people come unstuck because they don’t make the effort with a more familiar contact. Competitors will go to every effort to win the business from you and a too casual approach from you, because you feel comfortable with the client, can cost you the business. Always have your presentation finished with plenty of time to spare so that you give yourself enough breathing space to make any necessary amendments. Present to a friend or colleague – this will highlight any parts of the presentation that do not work or that need tweaking, as well as giving you a good opportunity to rehearse. Practice in front of the mirror and practice clicking through to the next slide – practice makes perfect. This way, when it comes to the actual presentation, you won’t be worrying about when or how to click or how you should be standing. Instead you’ll feel confident, relaxed and be able to inject your personality into the delivery. This will mean you will portray the image of a seamless professional who knows what they’re doing, and more importantly as someone who the client will want to work with or continue to work with. The basic rules still apply too – arrive in good time and make sure in advance that all the equipment you need will be available. This all helps to build an image of professionalism. When delivering the presentation, explain what it will cover and how it’s structured so that your audience is attentive from the start. More importantly, put your personality into it and make your presentation style engaging. You will no doubt spend a long time thinking about what you say but research shows that in fact when communicating, words are only 7% of what people absorb. Your pitch, the speed at which you talk, your tone and your enthusiasm - otherwise known as paralinguistics will represent 38% of your audience’s attention, so talking in a bored and monotonous voice will not win you many points. The remaining 55% is non verbal, so it’s vital to make eye contact, think about your posture, facial expressions, gestures and body language, if you want to make a good impression. As important as your message is, make sure that you present within the allocated time - if your presentation is well rehearsed and to the point then this should not be a problem! Try to think of questions that your audience may want to ask afterwards and prepare what responses you will give. When answering any questions that are posed to you, remain confident, think about your answer and remember the points above about making yourself engaging and keeping your message simple and concise. Don’t underestimate how much these skills can help you increase your market share at the expense of your competitors, especially in the challenging economic conditions. Strengthening your presenting ability really can give you the edge and developing these communication skills will help you in other aspects of your job. If you deliver a confident, tailored, relaxed and professional presentation to a potential, or existing, client they are going to choose to work with you.
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Article Two: The Other side of the Fence by Caroline Mills Imagine the scenario. The candidate is sitting at his desk, staring out at the rain, wondering how to make his marketing budget work in a global recession, and knowing that his boss will not be sympathetic to his problems. Then the phone rings. “Good morning Mr Smith, I’m working on an exciting opportunity, and your name has been given to me by several people who think you would be right for this role. Can you spare me 5 minutes?” At the end of your phone call, the candidate may be imagining that all his problems are solved. He envisages himself in this fantastic new job, far away from the internal politics of his current firm, with a larger salary and better prospects. But then what happens? If he is really unlucky, the answer is absolutely nothing happens. Or maybe he gets an interview with the Consultant but he isn’t right for the role so he gets a short email saying other candidates were better qualified, but he knows he can do the job. How do you handle these situations to ensure that the candidate retains a good impression of you and your firm? The thing that candidates complain about most is lack of communication during the recruitment process. Make sure you give a clear explanation of the process and what stage you have reached. Call or email the candidate every two to three weeks with an update, even if you have no news. If they are not being considered, make it clear and turn them off as soon as possible. Be positive and remember to ask if you can retain their details for future opportunities. If the candidate is to be interviewed by a Consultant, tell them about who they will meet and their role in the process. If the candidate goes on to meet the client, brief them on who they will meet at the company and how the role fits in the organisation. Afterwards ask how they think it went and provide some feedback from the client. If it is bad news, be honest and straight to the point. Then move on to the future and how you hope to be in touch about other roles. But what if you realise immediately that the person you have called isn’t right for the role. Don’t waffle, or leave them thinking they might be contacted again. Be straight and emphasise the importance of the element of the role for which they are not qualified, that way you don’t have to make a second call, or write an email. Or worse, don’t just leave them hanging, expecting to hear from you again. Be positive about the future if you think you might want to contact them at a later date, and don’t forget to thank them for letting you interrupt their day. Leave them feeling good about the experience. Try to develop a relationship with your candidates, one based on trust. Of course your fees are paid by the client but you should aim to understand the candidate’s motivation to move…or not…and positioning yourself as a career counsellor will help build your relationship. The candidate that you advise not to consider your role will trust you! Treat your candidates well and they will repay you by being willing sources, and spreading the good reputation of your firm. And remember, today’s candidate may be tomorrow’s client. If you think your candidate management skills could be improved, why not enter our free draw for a complimentary pass to the Search Consult Consultant Skills Day, 25th November, or the Research Practitioner Skills Day, 26th November, where managing candidates will be one of the topics addressed. Simply answer the question “What do candidates complain about most during the recruitment process?” Email your response to Louise@ukrecruiter.co.uk saying which day you would like to attend. For more details of the events, please see www.search-consult.com |
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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 18th October 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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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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