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Welcome to issue 390 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
Weekly Tips If I've learned three things in recruitment it's .. 1. Specialize - Know your space and what differentiates you from your competitors. If you can't speak with authority and articulate your Unique Selling Points (USPs), don't expect your clients and candidates to understand the value of engaging with you! 2. Quality is more important than quantity - KPIs (key performance indictors) have their place, but not at the expense of identifying and building trusted long-term relationships with quality candidates and clients. Quality introductions and placements will naturally follow. 3. Control - Where possible, use meetings to influence and drive candidates, clients and the interview process to a conclusion. If you are a specialist doing quality work, the conclusion will very often be a placement. If not, treat it as a learning exercise that enables you to decide how to, or whether to proceed with further introductions for the client and candidate. Provided by Peter Udall of Carmichael Fisher, Hong Kong (www.carmichaelfisher.com)
If you'd like to contribute to this feature please send your "three things" to contact@ukrecruiter.co.uk |
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Article One: Elephant Management Techniques by James Osbourne In this article James Osbourne uses the analogy of elephant belaviour to identify good management techniques. One of my colleagues was born and raised in East Africa and is a walking library of fascinating tales and anecdotes about the African way of living. When I hear his stories, I am often amazed at just how much association there is between what has been going on in Africa for so many years (tribal traditions, native African animal behaviours and so on) and what is going on today with modern business around the world. The concept I often refer to as Elephant Management, is simple but has a very powerful message that reminds us of some of the key behaviours that we should employ as a high performing leader. For the moment, I’ll touch on just three of the key learnings that every manager, team leader or business owner should take on board from our “trunked” friends if they want to improve the performance of their people. 1. Elephant Reproduction! When Elephants mate, the process is long and particular, as they are very selective about their mates, and the female carries her baby around with her for almost up to 2 years, which is longer than any other animal. Similarly, high performing leaders will always ensure that the process of sourcing and engaging new employees is both meticulous and thorough, knowing that a recruitment mistake at the beginning is equal to a thousand issues later on (i.e. poor results, negative attitudes in the workplace, extensive time spent by the manager in performance management). The three simple rules of recruitment are: · If you’re not 100% sure about someone, it means “no” In the same way that the female Elephants carry and nurture their babies for almost two years, so do high performing leaders with their new employees. Induction programs for new recruits are so often half-completed, if they happen at all, because managers become too busy doing other things to focus enough quality time on them. When they do happen, they can be too brief or ineffective, which in turn sets up that new employee for failure right from the beginning. Consider making your induction programs run over a six month period (gives them time to grow properly and you time to deliver an effective induction program), delegate different aspects of the training to the best people in the business in those areas and ensure you plan the content and time for the induction. 2. Elephant Talk! When Elephants talk with each other, they use their advanced set of senses to communicate, including a subtle collection of sounds known as "tummy rumbles”, ensuring they remain consistently in touch with the rest of the herd, as well as their surroundings. Consistently we hear of managers’ failures to communicate effectively with their people, causing uncertainty, confusion and de-motivation amongst the workforce. Typically, the excuses managers make for this are that they don’t want their employees to know too much or they just simply don’t have enough time to talk to everyone. Yet, ironically, they expect their employees to have the time to report back to them every five minutes on what they have been doing. Likewise, consider the immense knowledge that an Elephant possesses, and then relate that to the immense knowledge a manager or leader possesses. What a waste it would be to keep that locked up and not share it out amongst your people. When high performing leaders communicate, they do so by following these strict guidelines: · Communicate with consistency Furthermore, high performing leaders know what is going on outside the four walls of their business and share that information with their people. They don’t get hung up on their competitors or the market, but do know what both are doing and ensure that their people know that too. With this much information flying around they soon find themselves ahead of the competition and in many cases, the market! 3. Elephant Presence! The elephant is the largest land-mammal, reaching heights of up to 13 feet and weighing around 15,000 pounds! It’s big! And yet, it has the ability to run very fast, swim for long distances and hold itself with great poise and elegance. It never abuses its power, instead using its size and strength to support others in the herd, build safe habitats and ward of predators. How often have you come into contact with a manager who thinks they have just been awarded an Oscar for their role in generally being fantastic?! They abuse their title and their power as a manager and spend their hours telling others about how important they are, how good they are (or were!) and how you could one day be like them too! Being a manager is both a privilege and a responsibility, and a high performing leader sees their authority as an opportunity for their staff to grow and develop (not an excuse for arrogance). We often ask managers to identify up to 20 great things they could do with their influential position and up to 20 things they could do to abuse it. Then to sit back and place a tick next to those things that they currently do on a day to day basis. I’m sure you can guess where, more often than not, the majority of the ticks find themselves! I love these Elephant analogies as they consistently remind me that there is more to being a manager than just throwing your weight around! So remember these three very simple tools to get the most out of your people: · Talk to them James Osborne is the director of the award-winning training and consultancy organisation, Innergy, who have worked with over 300 recruitment companies in the past 18 months, enabling them to increase their productivity, improve their performance and embrace positive change. http://www.innergy-uk.com/ |
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Article Two: Managing Recruitment Relationships by Jonathan Jenkins Over the last 4 years Jonathan Jenkins, respected industry coach and trainer has listened to thousands of Recruitment Consultants make candidate and client calls whilst coaching them at desk-level to ensure application of trained skills. With over 25,000 headhunt calls, and 20,000 business development calls witnessed from both sides of the call Jonathan can confidently say what works and what doesn’t! In this series we are going to explore his observations from working at the ‘coalface’ with non-experienced and experienced Recruitment Consultants. Developing Trust Managing Expectations Customer Centric Strength Within Planning to be Reactive or Proactive? Monitoring The Pulse of Satisfaction Prevention Is Better Cure Jonathan has an extensive background in the Search Industry and founded Recruitment Store in August 2005. He delivers Recruitment Training Solutions across the UK, EU & Middle East and has facilitated the application of learnt skills for 100’s of Recruitment Consultants & Managers to enable them to achieve their goals. www.recruitmentstore.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 7th February 2009 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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