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Welcome to issue 409 of the ukrecruiter newsletter. This week we are launching our new job board partnership. Via the UK Recruiter site you can post jobs and locate vacancies within all areas of recruitment. We are currently offering a free trial to post jobs. Just visit http://www.ukrecruiter.co.uk/jobs/ to check out the site. |
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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) Honesty is key - don't promise what you can't deliver 2) Feedback is so important to candidates - even to just tell them a role has been filled 3) Its a very hard job, and it takes a certain type of person to be able to do it, and to do it well Provided by Rosie Turner of Omnium IT Recruitment
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: Practical People Management; Basic tools for extraordinary results - Motivation 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 am often asked how to motivate people and the simple answer is you can’t; motivation comes from within and therefore, people must be self-motivated. However, as managers, it is your job to provide the stimuli for our people to do what you need them to do – because they want to do it. And you need to provide the right environment for them to be self-motivated. According to John Adair, there are 8 rules of motivation: 1. Be motivated yourself: As the manager, you need to set the best example by behaving as you expect your team to behave. I recently worked with a manager on team development and one of his goals was to keep staff motivation high. On observing the whole team in action, it was soon apparent that the first task had to be for the manager himself to stop saying so many negative comments! Without realising it, he had got into the habit of doing this and the effect was that his team emulated him, which in turn had created a somewhat “hangdog” atmosphere. Once identified, he changed his behaviour and the team soon followed suit, leading to a more upbeat and fun environment. 2. Select people who are highly self-motivated: The trick with this is to ensure your recruitment process enables you to identify people who, not only have the technical skills to do the job, but also have the desired behaviours to fit your organisational culture. As mentioned earlier in this series, competency-based interviewing (CBI), plus careful reference checks can be invaluable tools to achieve this. 3. Treat each person as an individual: One person’s motivator is another’s de-motivator. Find out what motivates the individuals in your team and help them to see how they can attain it. 4. Set realistic and challenging targets: Clearly this depends on the needs of the business and individuals’ level of ability. Chunking targets to build up to the requisite level for the role is effective with trainees; where very experienced, competent staff are concerned, they often aspire to higher targets and objectives, both within their job role or outside of it, which they help to set. 5. Remember that progress motivates: Being part of a high performing team or successful business is motivational in itself. However, this is more difficult in a tough economic climate, when it seems that you are doing 10 times the work for a fraction of the return. Here, communication is key and I always find that “counting blessings” works well – basically reminding the team of all the good that is happening and not dwelling too much on the negative. I recently worked with a client whose staff had worked tirelessly to change from being order-takers to proactive quality business development professionals, to meet market demands. Although some had initially hated the idea of sales, each of the team was grateful to have learned and perfected the new skills – although they admitted they were still hoping to have to do less of it with the upturn! 6. Create a motivating environment: A clean, bright, efficient working space does not have to cost the earth; neither does proper induction, training and development - yet this goes a long way to positively affect staff’s motivation. Also high on the list is the provision of proper tools to facilitate success; however, this does not mean that state of the art equipment is in the least essential. For example, I have seen very effective manual workarounds implemented when there has been no budget for an essential IT upgrade. 7. Provide fair rewards: A clear, visible profit share / commission / bonus structure is essential for most recruiters. And, when the big bonuses are harder to earn, as they can be in a downturn, smaller incentives, such as bottles of wine, can be very motivational. 8. Give recognition: Credit, where credit is due - the best managers find time to praise individuals and teams, both privately (e.g. in appraisals or one to one meetings) and publicly. In summary, I believe the key to motivation is this: people are different; they have different needs and wants and different things motivate different people. By working on the eight areas above, you are likely to cover all angles and maximise your potential to provide the most motivational working environment for your teams. DENISE WALKER FREC is a business professional, with 23 years’ experience of business, sales, people management and process management, gained in the Recruitment Industry. Through her management consultancy and training company, Absolutely Business, she helps business owners to maximise turnover, profits and staff effectiveness. Contact: 01189 812535 or 07900 266179. denise@absolutelybusiness.co.uk www.absolutelybusiness.co.uk. |
Advertisement Trade-In your existing recruitment software and get money off with Voyager Software Voyager is pleased to announce that after an almost overwhelming response to our Trade-In offer back in January, we've brought it back again for the months of May and June. Virtually any software specifically developed for the recruitment industry qualifies for this special promotion and you can expect a minimum of 30% off each Voyager licence when you trade-in each licence of your current software! Just call the Voyager team on 0800 008 6262 or email sales@voyage.co.uk before 30th June 2009 to see whether you could benefit from this limited-time offer. The wide range of software is available onsite or hosted and Voyager offers all the complimentary services you’d expect from one of the UK’s market leaders. www.voyage.co.uk
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Article Two: Outsourcing in Credit Crunch Times by Brian Pursey As the credit crunch continues, businesses are looking to squeeze more value from existing resources. Is outsourcing key business functions an effective solution and what qualities should you look for when seeking an outsourced provider? Proper focus is always cited as a key quality for successful businesses. This means recognising what your business strengths really are, and then building on them so that they become meaningful and sustainable competitive strengths. In today’s challenging market, focus has never been more important. In concentrating on what your business excels at – it may be sourcing candidates, selling services, or implementing technical solutions – you will inevitably know which areas of your business are not core strengths. Many businesses find that, instead of increasing their headcount with specially skilled resources, outsourcing an entire function can be a smart solution. Businesses tend to consider outsourcing when the necessary skills are not readily available in-house, but outsourcing comes with many other advantages. One key benefit is that outsourcing provides the exact expertise that a business needs, when it needs it most. This gives much flexibility that would be more difficult to manage once you have invested in new employees and possibly training costs too. Specialised business functions such as payroll, accounting, credit control, debt collections and even business finance, are often best handled by an experienced and expert provider who will ‘hit the ground running’ and can work very much as an extension to your own team. Well tested systems and processes will already be in place with your outsourced provider, so that your business can benefit from an infrastructure that works, and is scalable as your business requirements change. In fact, outsourcing is being viewed increasingly as a strategic tool for achieving your main business objectives. Managing payroll, for example, is a largely process-driven function, so an outsourced payroll specialist will not only bring benefits of economies of scale but also savings on costly software, hardware, administration, recruitment and training. Experts in their field, a good outsourced provider will be able to keep you up to date with relevant changes in legislation, taxation and VAT – invaluable assistance which has the potential to save you much time and keeps you focused on your core business activities. Start-up businesses seeking to minimise overhead costs and control finances from day one can benefit hugely from the experience and expertise available through outsourced business services and finance providers. Having immediate access to well operated services such as credit control or payroll could make the difference between a floundering and a flourishing new-start business. New business owners and managers can then get on with the vital job of building their business and getting new sales flowing. So what are the key success factors for engaging a provider of outsourced business services and finance? Here Brian Pursey, CEO of Cheltenham-based Oriel, highlights some points you should discuss with any provider you are considering... • Value. Aim to understand what value outsourcing will add to your business – in terms of cost efficiencies and impact on bottom line profit • Track record. Have they worked with an organisation of a similar size and type before, and what are their credentials and specific areas of expertise? • Fees. What is included and what is excluded? • People. Get to know the people involved as client-service provider partnerships should be truly collaborative • Values. Be certain that your outsourced provider will behave in line with your own business values and service ethos, especially if they are dealing directly with your clients or suppliers • Flexibility. Check that they have the capacity to grow in line with your own strategic growth plans • Protection. Understand how your business data will be handled to ensure data security Are back-up systems and data recovery procedures in place? • Support. Will they support your business in both good and bad times? • What matters most. Recognise that ultimately success will depend on relationships rather than price. In summary The market today is highly competitive and continuously changing. In order to thrive, businesses must look at ways of improving productivity and at the same time reduce costs. Many business services and processes can take up precious time and resources, and successful businesses are increasingly outsourcing these functions. Outsourcing such activities can give you immediate access to more flexible, experienced and cost effective capabilities. Moreover, outsourcing is seen as a strategic management option rather than just a cost cutting operation as it can support businesses in achieving their business objectives through operational excellence. Oriel is a specialist provider of outsourced financial solutions and business services to recruitment agencies and SMEs. Through our levels of service and support, proven systems and consistently innovative products, we gain our clients’ trust. Whether our services are helping a business get off to a flying start or a successful sole trader flourish further, we’re set up to adapt to our clients’ specific and evolving needs. www.orielgroup.co.uk |
Advertisement Factoring, Funding, Payroll, Invoicing – you choose We understand that recruitment agencies need a back office solution that is as flexible as they are. Our services include the preparation of payroll, payment of temporary staff and raising client invoices. We can also provide factoring through our sister company Calverton Factors ensuring a seamless, fully integrated service. We are offering a 25% discount on our standard charges for the first 6 months of the agreement when you quote ‘UKRecruiter’. Contact Mark Byrne at markbyrne@calvertonfactors.co.uk or 01908 268888 Or visit our website www.calvertonfactors.co.uk and follow the link to Payroll Finance.
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Online Recruitment Update Hitwise top 10 Recruitment
Sites, week ending June 20th Louise's UK Recruiter blog Discussion Board Summary |
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Advertisement Looking for recruitment consultants, managers or directors, HR recruitment professionals or on-line recruitment professionals? Look no further! Newly re-launched: UKRecruiterJobs is the specialist job board of the renowned and highly respected UK Recruiter organisation. We are currently offering a free trial to post jobs. Just visit http://www.ukrecruiter.co.uk/jobs/ to check out the site.
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Don't Miss This Press Release: REC launches Academy for Business Press Release:
Recruiters challenged to head back to school |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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