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20 May 2009
Weekly
Tips - If I've learnt 3 things in recruitment
1. Building and maintaining relationships is essential, candidates can become clients and visa versa
2. Be as open and transparent as possible with clients and candidates, there is no room for 'white lies' in any recruitment process
3. Be proud and confident of the service you offer
Steve Corbett, Practice Manager, Harvey Nash Plc
www.harveynash.com
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: Experiences with new style Recruitment Process Outsourcing
(RPO) by Phred Steer, Redrock Consulting
Recruitment agencies need to embrace new technology to stay ahead of the
pack.
So, times have changed. With the country struggling to come to terms with the prospect of a long-lasting economic downturn, the job market looks very different to how it did in the heady days of the 1990s and 2000s. Then there was an abundance of jobs and the recruitment industry could call all the shots.
As the numbers of job vacancies drop, the key concerns for organisations on both sides of the fence are now dominated by cost. As a recruitment consultancy, we are looking at any opportunity that will save us time – it is money, after all. Our focus is still to provide the right candidate for the client. The only change is that we are looking to do that in the most efficient way possible.
For a long time, managed service providers claimed they could make the recruitment process more organised. Many large organisations adopted RPO to speed up their processes, make it more professional and ultimately save a serious amount of money into the bargain.
However, consultants have become somewhat sceptical of managed service providers. For example, many RPO suppliers claim to recruit from many different consultancies, not just their parent organisations (nearly all RPO providers are offshoots of large recruitment firms). However most of them, in fact, effectively operate single vendor solutions, putting the vast majority of the business through their own companies.
But technology and times are changing, there are new methods which agencies and consultancies should be looking at. We are currently working with a vendor-neutral supplier, which is proving very beneficial for our business.
This specific system, provided by Comensura, is a totally automated managed service which sits between the agency and the market. Whereas previous managed services have actually turned out to be competitors, this is a genuinely impartial vendor, providing an environment in which agencies can compete on a level playing field.
This form of recruitment process management cuts out the master vendor. We still work directly with the client on certain appointments, but we are also in a network of approved and audited suppliers administered through an automated software platform. Because it offers access to thousands of recruitment consultancies across the country, users can select from both specialist and non-specialist suppliers whenever they need to.
But what really distinguishes this model is that it is a dynamic and truly interactive operation. The system is able to measure agencies’ performance against a balanced scorecard, a series of pre-established benchmarks that take into account both quality and cost of staff, and tier them accordingly. If the top-tier agencies do not have someone on their books with the requisite skill-set and attributes, or if their costs are too high, the system moves on to agencies on the next rung down and so on.
However, if an agency fails to deliver, or if the worker they send doesn’t meet expectations, then it swiftly loses its tier one supplier status and with it first shout at the most lucrative contracts. As an agency we are immediately motivated to provide quality, cost-effective staffing options.
Because this type of system is transparent and neutral, there is no conflict of interest. The cost remains very clear and the relationship between client and agency can thrive.
For more information on Redrock Consulting: www.redrockconsulting.co.uk.
Phred Steer is a Director at Redrock Consulting. Redrock Consulting Ltd is a privately held recruitment business focusing on the IT&T sectors. The company services clients across Europe, delivering permanent & contract staff as well as offering consultancy services and work packaging. Established in 2005 the company ranks (by sales revenue) as one of the fastest growing companies in the UK.
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The economy: the good news and the bad news
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Article
Two: The 3 Ways to Differentiate Yourself from the Competition
by Mark Whitby
Most recruiters are desperate for new business right now, which means clients are inundated with calls. As a result, they're becoming more resistant and less receptive to marketing calls. In order to survive and thrive in the current climate, you need to find ways to differentiate yourself from the competition.
Your goal is for the client to perceive you as the recruiter of choice within your market niche. I believe you have three chances to achieve that goal.
1. Short Term -- Make a Positive Impression on the First Call
The first opportunity to differentiate is the very first time you contact a prospect. Whether your initial communication is a phone call, letter or email, this is your one and only chance to make a positive first impression.
2. Medium Term -- Build Rapport by Following-up on a Consistent Basis
The second opportunity to differentiate is the way you follow up. After the first contact, every subsequent communication is a follow up.
Having an effective process for following up with your clients and prospects consistently is even more important than having a great call opening. It's more difficult to differentiate yourself in the first call because you can be the best sales person in the world, but if you are the twentieth person who has called them that day, they may not be in the most receptive frame of mind!
However, here is the "hidden" opportunity: 99 percent of sales people and recruiters are poor at following up. And the follow up is the key to building a relationship. People buy from people they know, like and trust. Especially in a client driven market, they are going to choose the person or the company they have a relationship with. So if you are better at following up, you are going to build a better relationship.
In addition, if you rely on the first contact, you only have one chance to distinguish yourselves from your competitors. But by following up consistently, you have multiple, ongoing opportunities to differentiate.
3. Longer Term -- Develop a Relationship by Delivering Exceptional Service
The third opportunity to differentiate is in the service delivery. This is probably our most important chance to differentiate when the client says "yes" and gives you an opportunity to fill a job. Now you can differentiate in several ways:
* Your professionalism when writing the job order
* How rapidly you respond with relevant candidates
* The value that you add to the client's hiring process -- e.g. the advice, expertise and market knowledge that you bring to bear
* How confident and competent you are at managing the entire placements process
* How much the client enjoys the experience of working with you
* Most importantly -- by getting results and filling the job!
In the next article, we're going to go into detail about how to open the call in a way that creates an impact and leads to a productive conversation. In the meantime, remember that even if the first call doesn't go as well as you would have liked, don't give up! You still have many more chances to differentiate.
Mark Whitby - The Recruitment Coach - helps recruiters and recruiting firm owners to maximize their billings and business performance. If you want to generate more clients, candidates and placements, get your FREE tips now at:
http://www.RecruiterTrainingOnline.com.
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Online
Recruitment Update
Hitwise top 10 Recruitment
Sites, week ending
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.jobs.nhs.uk, www.linkedin.com,
www.reed.co.uk, www.totaljobs.com,
www.jobsite.co.uk, www.tes.co.uk,
www.monster.co.uk, www.jobrapido.co.uk
& jobs.guardian.co.uk
. For more information about
Hitwise, visit http://www.hitwise.co.uk
Louise's UK Recruiter blog
Since the last newsletter Louise has posted the following:
- Recruitment
Tweeters - Part 2
- Recruitment Networking Event, 18th June, London
- Candidate Overload? Well, It Is The Best Job In The World
You can read Louise's UK Recruiter blog at http://ukrecruiter.typepad.com
You can keep up to date with
other recruitment blogs from the UK via the UK Recruiter blog
watch page at http://www.ukrecruiter.co.uk/blogs.htm.
Discussion Board Summary
Don't forget to visit The
Discussion Board. Current topics on the site include:
- Integrity
In Forums
- Candidate
Ethics
You do not need to be registered to post or view messages on the
discussion board. Visit the
site, ask questions and share your knowledge.
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Don't
Miss This
UK Recruiter - Recruitment
Networking Event, 18th June, London
UK Recruiter announces its next Recruiter's Network evening. It will
be taking place from 6pm on Thursday the 18th June, in central
London. As usual we are taking bookings on a first come first served
basis and it's free for recruiters to attend the event. Our sponsors
for this event are VAT PAY,
1Job.co.uk, 1ntelligence
Software and RIDA.
They will be providing the first drink on the evening. We look
forward to seeing you there, so please reserve your place by
following the directions via this link http://recnet.eventbrite.com.
If you need any further information email contact2@ukrecruiter.co.uk
No Time For Complacency
"Hays, the UK’s leading specialist recruitment company, warned that the
recession should not be an opportunity for complacency in addressing the UK's skill shortages. The proposals put forward by the Migration Advisory Committee (MAC) could cut the number of jobs open to skilled migrant workers by 270,000. Despite the rising unemployment, skills shortages still exist and companies need to ensure that they will have the necessary skills for when growth returns. Currently, the shortages are particularly acute in social care, healthcare and education. Many of the workers likely to fill vacancies are expected to be from countries such Canada, New Zealand and Australia.
For further information please visit: www.hays.com"
New job board for the nuclear industry from online recruitment experts Clearly Jobs
"Clearly Jobs has announced the launch of its latest specialist job board
www.NuclearSectorJobs.co.uk. Co-founder and Director Rob Schofield is excited about moving into a high profile industry that will be benefiting from significant investment during the next decade and beyond: “Having identified a gap in the nuclear sector some time ago, we are committed to bringing all of our online recruitment experience and expertise to a new and important audience.”
Fellow Director Jon Grocott adds “We have been very encouraged by the response of the specialist recruiters we have already contacted. It is clear that this sector has been underserved by specialist job boards and we look forward to offering a compelling new option for candidates and employers.”
Clearly Jobs Limited was formed in late 2007 by Jon Grocott, founder and previous owner of secsinthecity and Rob Schofield, ex-MD of GAAPweb, together with online marketing specialists Dynamica Web Design."
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Please forward this newsletter on to any colleagues or recruitment friends who you think might like to receive the newsletter.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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