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Welcome to issue 378 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
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Juicy Tips Tip #7: Use your candidate to open closed doors! Call prospects using your best candidate as a door opener. Ensure they have 'tangible work achievements' - something you can easily measure. ‘Juicy Tips’ provided by Recruitment
Juice 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: Ask the Expert! - by Steve Finkel Dear Steve the Expert, After four years in this business, I was beginning to think I had things under control but this year has been a nightmare. The main result of, I assume, other problems has been a 50% increase in “turndowns” and counter-offers this year. I refuse to admit how much money this has cost me and my manager seems to be at a loss. Can you help? Frantic
You are correct to think that earlier errors are causing this. Many times we tend to concentrate on closing skills. I am a firm believer in improving production through better closing skills and have an entire DVD series on this subject. Nevertheless, most problems such as you describe start at an earlier stage. While it is difficult to give you a thorough answer in this brief column, here are some suggestions which may yield the solution. 1) Are you selecting the right search assignments? Working on the wrong assignment leads inevitably to placements that disintegrate. A poor offer, a slow-growth client, an unmotivated hiring authority, any of the 21 keys to selecting the search, if ignored, leads to doom. 2) How are you obtaining candidates? “Recruiters” whose main sources of candidates come from means whereby all others have easy access – ads or the internet, for example -- will always lose a high percentage at the end. When scores or hundreds of others (including clients) can easily find the identical candidate, how can all this competition not result in turndowns? 3) Are you recruiting correctly? “Target” recruiting on a specific, well-selected search yields serious, motivated candidates who accept. Old-style, “generic” recruiting – “we have many opportunities to help your career” – yields shoppers, accepted counteroffers, turndowns, and fall-offs. The proper way to recruit in today’s market is directly, professionally, with a strong sales-oriented presentation which answers the prospective candidate’s question, “what will this specific opportunity do for my career?” 4) Are you properly obtaining in-depth candidate concerns? Working with candidates not actively looking to make a change is very different from doing so with the unhappy, unqualified, or unemployed people to be found through ads or the internet. Beyond the obvious difference in quality is the change in techniques necessary to obtain candidate concerns. What does the person not like about his present position? A recruiting call is inadequate if “softeners” are not utilized to thoroughly elicit in-depth and total concerns. For thorough specifics on this, see Chapter 12 in the author’s book Breakthrough! Without these concerns, you have little ammunition to counter difficulties when they arise — as they will. 5) Are you covering the counter-offer at the right time in the process? The most appropriate verbiage will not serve if used at the wrong moment. The time for greatest results is between the offer being accepted, and the candidate turning in his notice. This specific window of time – which may be from an hour to two or three days – is when counter-offers must be addressed, and as thoroughly and as well as possible. To do so earlier is not only to blunt the effect of your script; it can actually put counter-productive thoughts in the mind of the candidate. In summary this is a complex subject. Many firms, including one-person firms, choose to have this addressed as part of an in-house training program. The good news is that this problem is totally solvable; a cool analysis combined with experience is the key. The points mentioned above will go far towards identifying and correcting the underlying difficulty. 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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Article Two: Executive Grapevine Conference – Managing Talent in a Bear Market by Emma McDonnell The timing of this conference was one of the more noteworthy elements, it transpired. Housed in the Stock Exchange, in the middle of the worst economic meltdown the world’s markets have ever known, there could have been no more apt a time and place. The climate had clearly impacted on the attendance levels, which in turn had its impact on the Q&A sessions, however the chair, Michael Kelly of Nova Capital Management, did an excellent job of stimulating some debate and engaging with each panel after they had spoken. The panels themselves were a mixed bag, with one speaker turning the platform into more of a sales pitch than a talk that would benefit the audience. What we were able to see in stark relief was the line that can on occasion be drawn between the views held by HR as a department, the views held by line management and the views held by the consultants and VCs that work closely with the UKs businesses. Charles Bellringer of Alix Partners was superb – focused and clear, with a message that was unequivocal – the people that took you through growth may well not be the people that you need to take you through a downturn – and he issued a specific warning to HR on this front. What appeared clear to me was that this market, the one we are all currently watching like startled rabbits, doesn’t mean the end of anything. What it does mean is the start of a new and radical approach to business and, from the perspective of this conference, Talent Management. It will be less about calibre and all about results, it will be about finding individuals for your business who have the experience, determination and guts to make hard decisions quickly and who will not use the past as a reference point for what to do next. This may mean moving your people about internally, identifying those who did not fly during a growth phase but who may now have real value to add to your business. It is about not assuming that you know what good looks like any more. It is about spirit and creativity, drive and dedication. The Executive Grapevine team are to be congratulated – they remained steadfastly cheerful throughout what was a decidedly muted affair. And as the delegate list had people on it from companies that we know had hurtled down the plughole just days before I am not surprised that attendance was down. With more notice no doubt the panels could have made their presentations more relevant (some had) and incisive, but they turned up and did what was asked of them. The main thing that I took away from the conference was a certainty that there was work to be done, lots of it, and that a new, fresh approach was needed. There was debate as to whether the term Talent Management would even exist in 12 months time, such is the sea change that has come upon us. The job that is left to us all operating in people related services is to be innovative and above all ruthlessly commercial in all our decisions. Do not expect our customers and clients to behave as they have done before – they will recognise and appreciate any change that they see in you and your business that acknowledges the diverse challenges they face. And don’t assume this market is bad news for everyone – it isn’t! I am reliably informed that the cobbling industry has had resurgence, so there you go!
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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 1st November 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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Don't Miss This Final Reminder: Recruitment
Networking Event, 13th November, London HR Directors Business Summit
2009, 21-22 January 2009, Birmingham SMS Special Offer Press Release: Launch of
Recruitment Software International |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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