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Welcome to issue 427 of the ukrecruiter newsletter. Sponsored
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CONTENTS Only one week until the UK Recruiter networking event with the NORAs ceremony. For this event we are charging a small admittance fee of £3.50 which includes a free drink on the night. Admittance on the night (if space is available) will be £5. UK Recruiter Plus members gain free admittance. There are limited places so register now to avoid disappointment.
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs |
Weekly Tips Here are some of the UK Recruiter partnership offers that you might find useful 1. What type of recruiter are you? Free personality test and results via 'widget' - www.peoplemaps.com 2. Multiple job posting with no contracts at Recruitersite.co.uk - www.recruitersite.co.uk 3. Recruitment Juice training DVDs. Quote UKR for a £50 discount - www.recruitmentjuice.com 4. Cost effective online skills testing/assessment from First Advantage - clerical, data entry, retail skills and full Microsoft tests (all versions basic to advanced). Pay as you go system ideal for all recruiters. Contact pieter@ukrecruiter.co.uk for more details or a demonstration. For more information visit www.ukrecruiter.co.uk/partners.htm Why not submit your 3 favourite web sites or share the three things you've learnt in your time in recruitment. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Voyager to the rescue? Voyager Software, a leading supplier of software and solutions for the recruitment industry, together with Calverton Factors have combined their efforts and launched a new package to aid recruitment start-ups and existing recruitment agencies with software funding, factoring and additional professional SME business services. Voyager Sales Director, Paul Thompson commented, “It is essential in these turbulent times that you have a sound business foundation when starting up a new venture. The partnership was prompted in recognition of the increased number of recruitment start-ups in 2009. Recruiters require more than slick software and services these days. Recruitment businesses need the very best chance of survival.” If you want to learn more about this unique offering, please contact: 0800 008 6262 www.voyage.co.uk sales@voyage.co.uk
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Article One: Top tips on negotiating with a client you can't afford to lose? by Heather Townsend In periods of layoffs, abundant talent available to companies, or widespread cost-cutting measures many companies start to play hardball with recruitment agencies. So, how do you negotiate with your clients that you can’t afford to lose? 1. Explore other options before negotiating Negotiating costs time and money. Think about it...When negotiating you have to give stuff away in return for concessions from the other side. In addition, if you negotiate too hard, you risk damaging relationships. If you can positively influence or problem-solve together you can often avoid the need to negotiate and preserve (perhaps even build) the relationship. 2. Know from the outset what is your ‘walk-away-position’ and the consequences of walking away. Having clarity about your ‘best alternative to negotiated agreement’ gives you the ability to know when to walk away from a negotiation. That way, you stop yourself, in the heat of the moment, from giving away too much. 3. Look to preserve the relationship You never know when you may need a favour (or a referral) from the other side in a negotiation. It may not be this week or next week, but my experience, professional paths tend to cross frequently. My previous firm had a track record of gaining work and referrals from the parties they had been in negotiation against. They achieved this impressive statistic by always negotiating professionally and fairly. It goes without saying that if you are negotiation with an existing client, it is of paramount importance to preserve the relationship. It costs 7-14 times as much to find a new client, than to get more work from an existing client. 4. Explore your opponent’s agenda and needs This is really best summed up by the phrase ‘seek first to understand’. If you understand the other side’s agenda and needs, you can put together a proposal that is most likely to be accepted early in the negotiation process. 5. Think creatively Most people think negotiation is all about money. Actually, you can negotiate about anything – I found myself this weekend negotiating about ‘order of service’ booklets and what my daughter was going to eat for breakfast. Before going into a negotiation, think about what you can offer to the other side, which wouldn’t cost you much, but will be of a high value to the other side. Plus, think about what the other side could offer which would help sweeten the deal for you. Some ideas for you... payment terms, free advertising, referrals & introductions, invitations to events, retainers, preferred supplier lists. 6. Hold your nerve Negotiations can be very tense affairs. If you are not sure what you are agreeing to, ask the other side for a summary of their proposal OR take a ‘natural break’ to give you much needed thinking time. If your negotiating opponent is playing hardball, you have two choices – play hardball back or give the other side feedback on the impact they are making with you. 7. Don’t give away concessions without getting something in return Remember how the Ducks at the park never seem to understand that they are only going to get one piece of your sandwich. Well, it is the same in negotiations. If you give away a concession without asking for something in return, the other side will carry on asking for concessions until you say no. Heather Townsend is the founder of The Efficiency Coach – passionate about helping individuals and businesses achieve more for their time, effort and money. Contact Heather at The Efficiency Coach by phone, 01234 48 0123, or by e-mail: heather@theefficiencycoach.co.uk. Read more articles by Heather by reading her blog – The Thoughts and ideas of The Efficiency Coach |
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. |
Jobs in Recruitment Here are a selection of the latest traditional, on-line and corporate HR recruitment vacancies from the Changeboard site: - Recruitment
Consultant Needed! - Oxford The UK Recruiter job board is run in conjunction with Changeboard. We are currently offering free trials for recruitment consultancies to post their recruitment jobs. To set-up a free trial, please contact Bekki at Changeboard on 020 8675 8851 or email bekki@changeboard.com and quote UK Recruiter. This section is sponsored by Astoria. Astoria Recruitment to Recruitment Ltd places recruitment personnel across the UK into recruitment jobs from trainee to director level; call 01793 770222 or www.astoriarec2rec.co.uk |
Opinion Piece: Self Assessing in Psychometric Profiling The use of psychometric (or personality) profiling in employee recruitment and development is growing dramatically. But as with many rapid expansions urban myths, falsehoods and downright lies proliferate at the same pace, spreading doubt and confusion and sadly preventing many people from enjoying the benefits it could bring them. If you are a recruiter here are some of the main 'myth-buster' answers that you may or may not already know; • There is no official approval authority or government body for personality profiling. Of course there is a need to comply with all other laws relating to recruitment and employment but where you might think that the use of profiling adds another layer, whereas in fact it reduces some common legal threats, particularly in the increasingly complex area of discrimination. For example, using personality profiling as an initial filter on applicants, particularly where you are comparing candidates' profiles against a predetermined personality 'benchmark' for the particular role, can be carried out without the need to gather any data on any candidate such as age, sex, qualifications, religion, colour or creed to be effective. And if you profile everyone who applies, compared to CVs, letters or interviews, personality profiling is entirely objective and free from potential discrimination. In short there is really only one important question that you should care about before you start building it into your own processes - "how do I know it works?' Validation of instruments designed to measure everything from perception to personality is a big question, often made even bigger by a bit of scare mongering among competing suppliers. Normally to validate an instrument it is assessed against a 'norm' population and how far away from the norm someone is. This works in many areas, not only in psychology, however this doesn't work in personality profiling. Carl Jung, who is credited with introducing personality assessment, opposed comparing people against a norm as he believed all individuals were unique, i.e. there is no such thing as a norm. To Jung the most powerful outcome of an individual recognising and understanding their personality was the ability it provided for each person to get in touch with their opposite or shadow personality. For example if you are naturally introverted then you should be developing their extraverted attitude, and so on through all the senses of thinking, feeling, sensing and intuition. To Jung this was a lifetime's work and he called the process - individuation. An alternative to assess the validity and accuracy of any personality test is to have it reviewed by the person on whom the assessment has been conducted. For example, every candidate who completes a questionnaire should be given a short version of their personality report and asked to rate its accuracy – before the employer sees it. This confirmation of validity from the actual candidates themselves is truly in line with Jung’s beliefs and answers that most important question. If you are still wondering whether you should or shouldn’t consider psychometric profiling then try it for free first at PeopleMaps. There is no better way of assessing the validity and benefits of any service until you’ve used it for yourself. |
Advertisement Jobprofile: Matching TALENT with JOBS Jobprofile is a new low cost online assessment jammed with essential information a recruiter or career adviser needs to find the right person for the job, or to discover the jobs that match the job seeker. Jobprofile is backed by 10 years of profiling expertise. Each report is eight pages, listing over 80 career options. Click to see a sample report. Who should buy: Recruitment consultants, career advisers, job service providers, outplacement services, those working with the unemployed, disadvantaged and school leavers. Special Introductory Offer: Become a client by choosing your own plan and get two FREE months unlimited profiling and no additional set up fees. That’s a average saving of over £750! To view site licence fees and offer - click here. Click this free trial link and we’ll send you two complimentary codes for you and a colleague to evaluate Jobprofile for yourself. Discover Jobprofile: Visit the website today for further information. For information contact nathan@jobprofile.com.au |
Online Recruitment Update UK Recruiter Plus - Favourites Hitwise top 10 Recruitment
Sites, week ending 23 October 2009 Louise's UK Recruiter blog Discussion Board Summary |
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Advertisement UK Recruiter's networking event & the NORAs ceremony - 5 November 2009, 6-10pm The Recruitment Networking Event is organised by UK Recruiter. This event will run in conjunction with the annual National Online Recruitment Awards (NORAs) being hosted by alljobsuk. Our networking evenings are a great opportunity to meet with other professionals operating across all segments of the industry. Anyone working within the recruitment industry is invited to attend; whether a recruiter, researcher, job board employee, publisher, corporate recruiter or supplier to the industry. We will be running the now the popular "speed networking" sessions as well as the awards themselves. It will to be another great night and social event. For this event we are charging a small admittance fee of £3.50 which includes a free drink on the night. Admittance on the night (if space is available) will be £5. UK Recruiter Plus members gain free admittance. There are limited places so register now to avoid disappointment at http://recnetnora.eventbrite.com/ |
Don't Miss This PeopleMaps Launches Free Psychometric Profile Reports Service to Save Industry
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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