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Welcome to issue 391 of the ukrecruiter newsletter. We are always on the look out for contributors to the newsletter. If you'd like to talk about writing some articles, particularly job board or cv database reviews, please contact us | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
Weekly Tips My Favourites: www.5minutesaway.co.uk – This is a site I have recently found which lists motorways from which you can select a junction and see what facilities are nearby. Good when trying to find easily accessible meeting places in an unfamiliar area www.nationalrail.co.uk – Great for checking train times and you can now download a personal timetable for your particular journey which I really love www.bookcrossing.com – A great site which encourages you to pass on your books by leaving them in public places and registering the location on their site Provided by Julia Allwood 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: A Plan for Survival & Growth by Bill Boorman In the first of a series of articles, Bill Boorman of The Bill Boorman Consultancy explores the essential areas for change aimed at companies living through the downturn. The recession is well and truly upon us, but for those of us who have seen it all before, we know there is light at the end of the tunnel. But against this economic backdrop, we are now seeing the end, in most sectors, of the long-standing applicant led market, and the return once again of a client led market. With that in mind we need to keep in tune with the changes and adapt to them as we meet them. There are a number of ways to keep your company moving in time with this and here I will outline just a few. Before you start searching for new and exciting ways to change, or products that will enhance your company, stop! Start from the very seat you are in and assess what is around you – look at your business mix. What areas are currently performing well for the business? What works? There is no need to re-invent the wheel if you are already enjoying success in a particular area or sector –- instead you should ask if you can increase your market share? On the opposite side, also have a look at your client mix and set a minimum canvass base per consultant and make sure that you protect your key accounts by spreading your internal contact base but focus on those SMEs. Growing a larger client base within the SME sector will be crucial. Bear in mind that we all neglect the important areas closest to home - a company’s staff is its heart. Get your consultants re-trained in preparation for the changes taking place in the market. Many of them may never have experienced this type of market before - particularly if they have entered the recruitment sector within the last 14 years. This should be your key focus so direct your budget at development rather than recruitment. Pick up the phone! We should not all be relying on the cold contact of emailing. Bring the human touch back into your business and speak to your current and future clients. Let them hear your knowledge, your confidence and your commitment. And above all make sure your team can sell over the phone too. Increase your consultant’s capabilities to increase billings by training how to sell by phone and set minimum expectations to ensure training is put into practice – get the buzz back into the office environment. Don’t let your team get de-motivated! Have meetings first thing to discuss the day’s intentions and build momentum, and end the day with a debrief to make sure that any goals set were met. Get communication flowing and create a sense of involvement for everyone. Share business goals, targets and objectives, and celebrate good news. As well as these smaller, low-key catch-ups, hold a more substantial weekly meeting with everyone. Be open with your team and set a clear vision. If there is good news share it - it’s important to find ways of celebrating. Undertake quarterly appraisals with your consultants so that they are clear on their targets and objectives on a continual basis. Your interest in them will lead to their interest in the company. Next time we will be looking at how to protect and grow your business as well as how to increase sales activity, increase retained business and take care of your applicants.
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Article Two: The Fastest Way to Make a Placement By Bill Radin The other day, a recruiter told me she needed to make a placement NOW. She had an existing job order, plus a candidate she was ready to present her client. However, she was getting bogged down with the resume routine: Submit. Wait. Get feedback. Did I have any suggestions? Yes, actually. Why not schedule an EIO, or employer-in-office? Simply call the employer, and make the following suggestion: “Mr. Employer, let’s get your position filled right away. Since we’re both in the same city, I’m going to schedule a block of time at my office. I’ll reserve a conference room, and arrange for you to interview four pre-screened, qualified candidates. “Each interview will last about 30 minutes, and from the spectrum of talent, you can select the top two candidates for second interviews at your office, and offer the job to the best person. “I’d like to schedule you for the middle of next week -- say Wednesday at one o’clock. Assuming you can arrange your second interviews the following week, we’ll have the position filled and a new person on board in less than 30 days. Does this sound like a plan?” It surprises me how few recruiters use this strategy, particularly since 75 percent or more of EIOs lead to placements. If you work a local or regional market, I can’t think of any reason not to try this approach. Here are the advantages: 1. Increased odds. Since you control the candidate flow, you’ve got an edge on your competition. 2. Sense of urgency. By setting a schedule, you not only qualify the employer, you set a performance deadline for yourself. 3. Focus on results. Due to the streamlined nature of the EIO process, you can bypass the whole resume submittal trap that tends to drag out the placement process. If you work a non-local or national market, see if you can set up a block of time for an employer to phone-screen several candidates on the same day, rather than spread the interviews days or even weeks apart. If you think it would help, offer to facilitate a teleconference or three-way call yourself. That way, you won’t suffer from missed connections or phone-tag frenzy. And when finalists are brought in for their face-to-face interviews, try to arrange for all the candidates to meet with your client over a one or two-day period. By batching your tasks and borrowing tactics from the employer-in-office concept, you’ll make more placements in far less time.
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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 14th 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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