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Welcome to issue 407 of the ukrecruiter newsletter. It's just over a week until our networking event on the 18th June in London. If you'd like to come along and aren't registered please do so now. We have four sponsors (VAT PAY, 1Job.co.uk, Intelligence Software and HB RIDA) ensuring your first drink is free! You can sign up at http://recnet.eventbrite.com/ |
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
Weekly Tips - If I've learnt 3 things in recruitment 1) Go with your gut instinct...............if you think a candidate will let you down at some point, they will 2) Keep in communication with clients. If you're struggling to fill a role, tell them so and manage their expectations effectively. They will respect you a lot more for it. 3) Everyone makes mistakes, just don't make them twice! I would prefer not to be referenced
Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Are you looking for fast-track candidates from the world's leading consulting brands? Top-Consultant.com, the leading management consultancy recruitment website, is increasingly used by leading non-consulting brands to source candidates for in-house roles. To add high-flying consultants from the likes of Accenture, Atos Origin, BearingPoint, Capgemini, Deloitte, Detica, EDS, IBM etc. and MBA qualified business executives to your client shortlists, call Sarah Nutton on 0207 667 6880 or email her at sarah@top-consultant.com.
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Article One: Practical People Management; Basic tools for extraordinary results - Team by Denise Walker In this series of articles, Denise Walker shares her management experience, ideas and methods that actually work from a practitioner’s perspective rather than HR theory. I admit to not being a football fan but I am a great admirer of Alex Ferguson; one only has to look to him to see that consistent team building and team management, especially when made up of top quality individuals, can reap rewards time and time again. Business leaders and managers are constantly looking to improve productivity and there is no better way than to achieve this through maximising team performance, in addition to individual performance. What is a team? A team is a number of people who: are united by a common purpose, for which they are mutually accountable; are committed to achieving common objectives; are willing to forgo individual priorities for the good of the team; and have complimentary skills. Individuals within a high-performing team are motivated to do their best for each other, not just for themselves. They all know what they are aiming for and that aim takes priority over individual aspirations, where appropriate. And, although individuals are likely to have strengths and limitations in their abilities, as a team, they have all areas covered. A team is not the same as a group of individuals, motivated by personal, individual goals alone. Building a team For a manager, building teams takes time and continual effort. But this does not have to be complicated. I have seen teams thrive when managers simply focus on: What and how a team delivers results I recall working with a client’s branch manager and being impressed with the induction training, the quality processes and the high standard of service. Yet I was also very surprised at how little teamwork there was, how reluctant the consultants were to help each other (even with taking detailed messages from customers for each other or answering the phones in a colleague’s absence) and how separate the support staff were from the consultants. When I looked at how this branch was being managed, it was clear that there were no team-building activities going on and the whole focus was on individuals, with weekly one to one meetings and annual appraisals being the total sum of management input. We implemented simple weekly team meetings, lasting no more than an hour, with the aim to establish team goals, share ideas for team improvement and success, overcome obstacles and celebrate achievement. The support staff were included in these and helped with the minutes and notes of agreed actions, which were followed up at the next meeting. After a month of this, the atmosphere had lifted significantly and feedback on this from the individuals was very positive: everyone was helping each other in terms of the basics; a placement had been made as a direct result of a recommendation a of candidate for a job, the support staff felt more involved and everyone was aware of how much they had to go to achieve their team sales objectives. Two years on, additional team building initiatives have been implemented, including quarterly events for managers to bond as a team and team projects, all of which have resulted in measurable improvement in productivity and morale. However, this simple weekly branch meeting is still in place and embedded in this company’s culture – and, for this client, has been the most effective team-building tool. Creating opportunities for individuals’ personal growth It may seem like a contradiction in terms but we must not forget individuals’ need to develop and teamwork can help in this area too. For example, an experienced consultant can be involved in the induction of new staff, act as a mentor and take on team project management roles. High performing teams When teams perform well, there is inevitably: Benefits of teams versus individuals There are so many benefits to team building for business owners, including creating great morale and corporate identity in the true sense. Teams generally achieve better results than individuals alone and they can generate a wider range of ideas. Individuals working in a great team environment are more committed to tasks and each other; they help each other grow in skills and confidence; take more considered risks (will give something a try, with the support behind them); and they have a greater sense of belonging. For business owners, this means that there is more likely to be options for succession-planning. All this surely can’t be bad for the bottom line!
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Article Two: Hiring in a recession by Anteo Group The good news about hiring in a recession is that there is an awful lot of talent looking for a home. Recruitment business specialist Mike Smith, Anteo Group UK’s MD tells us how recruiting the right people can secure the future of your business. You’ve interviewed thousands of candidates to assess their potential. What qualities do you look to uncover? How do you uncover them? I work on the premise that hard work, not talent, creates greatness. If you have both, then you are onto a winner but if it came to a choice I would always go with the person who has a great work ethic, although it can be difficult to find this out! Our process operates on percentages and it is more about weeding out the poorer candidates rather than finding the great ones. We have a very structured interview process and it does add value to our clients. Is it always wise to go on a gut instinct with hiring, or are first impressions sometimes misleading? If you have the time and the money I would always go with the results of the interview - most newly hired employees take time to find their feet and you may as well go with a process that is based on defined rules and logic. However, if you don’t have the time or money then you have to rely on your gut call - not very scientific, but if you have worked in an industry for long enough you generally have a good feel for people and their potential. The problem is not that they cannot excel in the role but more importantly that they are not prepared to put the long term effort. What kind of impact can a good hiring choice have in this economic environment? Huge! If you employ someone who has a positive impact on the environment and adds energy it is like a shot of adrenalin. Conversely, if you hire someone who is negative and drains energy, it can kill you. Employers often struggle to find the right balance between youth and experience. What advice could you give about this to people hiring at the moment? If you could interview candidates hidden behind a screen with only their last job present on the CV and no other information, would you make a different choice than if you could see them? Unfortunately the answer would still be yes. In practice, just hire based on the best person for the job. What kind of trends are you seeing in graduates and young people entering the workforce in today’s job market? No change as yet. I think we will. We have had 6 years of a great economy with great career prospects. Graduates could walk out of University and go straight into a well paid job, but that has changed. If they do not really understand the repercussions of what is happening then they are in for a rude awakening. Are the recently unemployed any better/worse? We are tending to find that the more experienced candidates are better prepared. They probably started work when work was not as easy to find and that experience has stood them in good stead today. Any memorable candidates that current jobseekers can learn from? We interviewed a candidate for a role for which his skills and experience was a really good match. He then interviewed for the position and was offered the job. The job was in
software development working standard 9–5 hours. However, he kept arriving late for work. When asked what the problem was he just said “I am not a morning person”. Needless to say he did not last long. For more information on Anteo Group UK visit www.anteogroup.co.uk. |
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Online Recruitment Update Hitwise top 10 Recruitment
Sites, week ending 6th June 2009 Louise's UK Recruiter blog Discussion Board Summary
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Advertisement Twitter and LinkedIn Guides for Recruiters Twitter is fast becoming one of the most talked about social networks available on the net. It has huge potential for recruiters; however only a few are using it properly and utilising its full potential – are you? UK Recruiter has produced a guide to help you unlock this potential, find new candidates and increase your presence. LinkedIn is a vital and free resource for recruiters. Because of the recent massive influx of users it provides a potentially extensive network for recruitment purposes. It has an estimated 35 million registered users worldwide of which more than 2 million are based in the UK. This figure is growing at around 5% per month as more candidates find themselves on the market. If used correctly this offers the recruiter a vast number of free contacts with a huge amount of associated information. To purchase the Twitter or LinkedIn guide for only £4.99 each please visit the UK Recruiter Site.
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Don't Miss This Press Release: Facebook and YouTube To Speak At The UK’s First Social Media In Recruitment Conference - 16th July 2009 - London Recruitment
Society Event: Has technology behind New Media replaced entrepreneurialism in recruitment? Press
Release: ARC Leads Challenge to Agency Worker Rights after Just 12 Weeks
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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