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Welcome to issue 382 of the ukrecruiter newsletter. Looking for recruitment consultants, managers or directors, HR recruitment professionals or online recruitment professionals? Look no further; UKRecruiterJobs | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
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Juicy Tips Tip #10: Unleash the power within! Attitude is EVERYTHING! It all starts in your brain. In order to be successful you have to first be able to picture yourself being successful. Replace negative self beliefs like "I'm rubbish at new business" with positive ones like "Every day I improve my new business generation skills." Click here to play this clip. ‘Juicy Tips’ provided by Recruitment Juice From now until the end of December Recruitment Juice are offering a special discount only to ukrecruiter subscribers on their DVD box set "The Juicy Bits of New Business - A Recruiter's Guide". The 6 DVDs are "packed with all the best bits of developing a new desk but also some good refreshing ingredients to boost those more experienced consultant's billings". To get £100 discount you will need to go to the website (www.recruitmentjuice.com) and enter the code UKRECDEC when prompted during the order process. 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: The Secret of My Success; Interview with Tony Goodwin from Antal Tony Goodwin is the CEO and founder of Antal International. He set the business up in 1993 after realising there was a huge gap in the market for providing a global recruitment solution applied locally. What do you wish you'd known at the start of your career? If I had known back then what I know now I probably wouldn’t have attempted to open offices in all the places that I have. If I’d appreciated just how difficult it was going to be to overcome all the political and cultural challenges that I’ve had to face, I might not have started out down that route in the first place. I guess sometimes it’s nice not to know how big the mountain is before you start climbing! However, what I really wish I had known was to put more faith in certain people earlier, and not to trust other people as much as I did. Knowing the difference between the two is critical in this business. Which person within the industry has influenced you the most? There are probably two people. One is Laurence Smith who was Chairman of Harrison Willis the company where I first started out in recruitment. I admire the open and flexible way he ran Harrison Willis. It was a complete meritocracy and he really did have the knack of hiring some incredible people. The other person I admire is Terry Benson who ran Michael Page. We’ve taken a lot of his ideas and implemented them (and hopefully improved upon them) in our own business model. Is there a person in recruitment you’d most like to emulate? The late Claus Jacobs, who was the largest individual shareholder in Adecco. He was a major figure in the industry and a big international player. I would like to follow in his footsteps and act as a global consolidator of a quality ‘rising star’ business. Which lesson has taken the longest to learn? To give people the flexibly to do certain things their way. I finally learned that lesson from Tremayne Elson in our Russian business. It was the second largest deal this year in recruitment when we sold our Russian business to the FiveTen Group and that was largely down to letting Tremayne run the model in his way. Everyone has ended up benefiting from it enormously. What is the biggest mistake a recruiter can make? To try to find the perfect candidate for the perfect job. They just don’t exist. If they did we would all have been replaced by the internet long ago. What cliché do you think is true? You don’t get anywhere without hard work. Certain people are luckier than others, and in certain industries you can achieve a lot more a lot quicker. But in all cases you have to work hard. What cliché do you think is false? That you can’t mix business and pleasure. I have been privileged to travel the world on business, and by doing so have gained an incredible insight into a wide range of cultures, languages, opinions and views. Just last week, for example, I was with seventeen of our Chinese staff and was able to gain their opinions on what is really going on in China today. Business should always entail that sort of pleasure. What words of advice would you give to someone starting out in recruitment? Come and join Antal as either an employee or as a franchisee. Or consider a joint venture with us where you can trade under your own name, but still tap into the global infrastructure and resources of Antal. What is your favourite interview technique? I always like asking people direct questions. I enjoy probing and love the Jeremy Paxman technique of always coming back to the point. I like people to have clarity of thought and even if they don’t it’s good to see how they respond under that type of pressure. There are few things better than a good verbal joust. Tell me about the most interesting assignment you've worked on That would be the appointment of the Head of a Telecoms company in Latvia in 1999. The challenge was that they wanted to appoint the son of one of the local politicians and I wanted to appoint the candidate that I found on merit. The politician’s son did have some of the right qualifications – but clearly not the gravitas or experience to run such an organisation. I was pleased when I actually got my appointment through. What's the strangest interview situation you've encountered? When I have been interviewing someone for a job at Antal and they thought they were “interviewing” me and were expecting me to sell the business to them. I find this to be arrogant and as a result none of these people ever got a job with us. Which job would you most like to recruit? The next England Manager. So, when Fabio Capello retires after 2012 (unless he is sacked) I’d like to recruit for that job. What job would you be doing if you weren't in recruitment? I wouldn’t be doing a job, I’d be running a business; probably a property company. Is there a famous person you'd like to interview? Probably Sir Alex Ferguson because he has had one of the most difficult jobs on the planet. What do you think it is that has made you so successful? I remember the finance director at Harrison Willis telling me in 1988 that I would never amount to a hill of beans. I love proving people like that wrong. I think it’s just sheer drive and determination. Whatever I need to do, I just find a way to do it. This is part of a regular series of articles we run in the newsletter. In each article Louise interviews someone who has achieved success within the recruitment industry. If you would like to recommend someone for inclusion in the series please email contact2@ukrecruiter.co.uk with their details. |
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Article Two: Staff Retention by James Osborne What do you do to ensure you don’t lose your best consultants to your competitors? We have posed this question to more than 300 recruitment organisations in the last 12 months and typical responses often revolve around elaborative (and often over-complicated) commission structures and “super” bonuses, each of which has its place in the process of staff retention. However, often what many managers miss is that there is a direct correlation between how motivated employees are to stay with an organisation and how “generous” the manager is and fortunately, if you’re smart, your generosity doesn’t have to cost you anything! So, as a start, think about some of the following ideas as to what you can give your consultants to keep them on board: 1. Give them some time: Before you can truly motivate someone, you need to know what motivates them. This takes time and effort on a manager’s behalf, but the reward is immeasurable. Get them to complete a personality profile, send out a company-wide motivation survey, ask their colleagues and associates, or even better, go out of your way and ask them yourself! 2. Give them some vision: If I don’t know where I am going, how do I know if I’ve got there? In fact, how do I even know if I’m in the right direction in the first place?! Ask them individually if they know what the vision of the business is – you’ll be surprised at some of answers we hear from people! If their answers are different, or you don’t really have a vision in the first place, then create one, making sure it is believable yet compelling. And don’t forget to tell them what it is! 3. Give them some purpose: Now you have a vision, outline what their role is in that vision. If they do their job successfully, what does that mean for the company? Enable them to wake up each morning believing they have a real purpose in what they do at work, and that it makes a tangible difference. Otherwise, why would you bother? 4. Give them some freedom: Your staff want to grown and develop. However, we are often afraid of handing over tasks to them in case they get it wrong and so we limit their freedom, which in turn will limit their opportunity to grow. Just think about how many new ideas are being held back by managers who are afraid to let go. 5. Give them some inspiration: Think of a person who inspires you. Anyone at all. What is it about that person that inspires you? What does that inspiration make you want to do? Now imagine your staff being asked that question about you, what would they say? Every day, do at least one thing (it doesn’t have to be new) that inspires your staff, and watch the results. 6. Give them some consistency: Everyone is different. Every day is different. We need to stretch and transform and re-channel and adjust everything we do so we can ensure that everyone is treated fairly and equitably, every day. Maintaining that consistency across all of your staff will keep the idle gossip, the de-motivators and even more significantly, the tribunals at bay! 7. Give them some opportunity: Many of the staff we interview have long-term personal ambitions, and whether we choose to believe it or not, they may not always involve you! Talk to them about them, accept them and then help them to achieve them. You’ll immediately gain their loyalty, and in most cases, far higher levels of retention. If your staff turnover currently averages at around 2 years, then why not create 4 year development plans with each of your staff, which will both help them and give them more reason to stay with you for the full 4 years. 8. Give them some recognition: Every day in your office, someone in your team will do something good. Something that is worthwhile recognising. It could have been a difficult customer they managed to appease, or a confused colleague they supported, or a proposal they submitted. Recognise it by talking about it, publicly. They’ll then want to do it again, and even better, those who were told about it might even try it for themselves. 9. Give them some composure: Many people tend to run away from stress whenever possible. It is draining, demoralising and unproductive. On the other hand, people congregate around people who can remain composed and unruffled when under pressure. Look at your current management team and ask yourself, how do they respond to stress? What impact does that have on their staff? 10. Give them some fun: There are 24 hours in a day. Typically we sleep for 8 of those, spend another 8 hours with friends and family, and the other 8 hours at work (in some cases much more!). That’s surely reason enough to want to make work a bit of fun! Furthermore, the more fun people have, the more enthused they will be, the more motivated they will be and the more effective they will consequently be at doing their jobs.
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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 29th November 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: Rec2Rec’s post jobs on Industry job board Recruit Me Now free Press Release: Nurses.co.uk goes live with over 2000 jobs 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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