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Welcome to issue 429 of the ukrecruiter newsletter. Sponsored
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CONTENTS With 2010 fast approaching we are finalising the plans for advertising in the newsletter throughout the year. We have a few slots available so if you are interested in being a newsletter sponsor or would like to promote your product or service to well over 20,000 recruitment professionals please contact us
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs |
Weekly Tips - 3 Favourite Websites 1. http://www.google.co.uk/ - It may be obvious but ANY research has to start somewhere & Google is about as good as they get 2. http://www.freemaptools.com/radius-from-uk-postcode.htm - Ideal for identifying where to search for candidates or setting sales areas 3. http://uk.babelfish.yahoo.com/
- Invaluable for anyone breaking in to the European market who's foreign language skills are a little rusty Provided by Vanessa Anthony of Matchtech Group
http://www.matchtech.com/ If you wish to suggest three websites for recruiters please send an email to newsletter@ukrecruiter.co.uk |
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Article One: The Simple Brilliance of Robocruiter – Part 1 by Bob Marshall The Pre-Qualifying Technique Some years ago, I had the opportunity to visit the Idaho location of a man whom I consider the best, most complete recruiter in the world. To protect his identity, I will simply refer to him by his first name, Dan. Those of you who know me know of whom I am speaking. I nicknamed him Robocruiter after the 1987 move “Robocop—Part Man, Part Machine, All Cop.” Well Dan was Part Man, Part Machine, and All Recruiter. One particular morning I was beginning my rounds of desk-level training in his office. I decided to start with Robocruiter. Dan began each day by making marketing calls. During those calls, when he would identify a potential client need, Dan would start to write down the Job Order (JO) information. But that’s when he did something I had never heard before. Dan would stop the Hiring Manager (HM) in the middle of taking the JO and say, “I think I can help you, but let me explain to you how I work.” When the HM would say that they had worked with recruiters in the past, Dan would say, “Well that’s fine, but you have never worked with me. I may be a little different than what you are used to.” “Number One: My service charge is 30% of realistic first year’s earnings. It’s not negotiable. My time is as valuable as the next guy’s—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Number Two: I offer a 30-day guarantee. If the candidate doesn’t start to work, I will refund the service charge and, if he is terminated, or quits, in the first 30 days, I will credit my service charge toward the candidate’s replacement—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Number Three: I recruit people who are happy, well-appreciated, making good money and currently working and I entice them to move for a better opportunity (i.e., yours, if you give me the appropriate information to conduct the search). I will not present you job hoppers, job shoppers or rejects—those who are looking at ‘want ads’ in the newspaper or on the Internet. What this all means to you is that I won’t have a resume so don’t ask me to send you one because it will only slow down the process and possibly cause you to miss the opportunity of interviewing my highly qualified and desirable candidates while they are available—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Number Four: All offers need to come through me. I serve the function as a buffer and as an impartial third party during the offer process. Being utilized in this way, I can almost guarantee that an appropriate offer will be accepted—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Number Five: I will need to take an in-depth job order. This means that we will need to set up a time for me to call you back for this activity to take place—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Number Six: I will need to arrange a time that we can speak for feedback from the candidates about you and your company after the interview. Because you and I are both busy businessmen, we will need to set up an agenda for this post-interview meeting so that it can proceed quickly—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Number Seven: I will need to be able to contact you in a timely manner and so will need your home and mobile phone numbers should the need arise to reach you after hours. Also we will need to prearrange a time when we can talk (should the need arise) on a daily basis—and I’ll need your OK on this today because this will be the last time we will talk about that.” “Is all of this clear?” When Dan had hung up the phone, he looked up at me and could see by my expression (mouth hanging open, wide-eyed, etc.) that I was stunned by what I had just heard. He said “What?” I said, “Do you do that every time you write a Job Order?” And he said, “Yes, every time.” I said, “And it works?” He said, “Yes, always.” I said, “I can’t believe that the Hiring Managers agree with all of your demands.” He said, “Bob, you’re missing the point. I want them to disagree with me. You see, I know that most of the JOs I write will fall into the ‘Can’t Help’ category. I say what I say to edit those out. If a HM says they can’t work my way, I dismiss them professionally, hang up the phone, look to the heavens and thank my lucky stars that I found out on ‘day one’ that this was a ‘Can’t Help’ JO and not ‘day fifteen’ after I had spent my straight commission time on surfacing multiple qualified recruits, thereby sacrificing marketing time, only to find out that this HM had no intention of hiring in the first place.” Ah, yes. I remember that conversation clearly. That was Robocruiter in action. After this ‘sea change’ moment for me, I continued to travel and train and listen to top producing recruiters when I was in their offices. And do you know what? They all practiced, in one form or another, the pre-qualifying technique I first learned on that cold and snowy morning in Boise, Idaho from Robocruiter. “The Simple Brilliance of” is one in a series of articles focusing on ideas and techniques from some of the great thinkers, movers and shakers in the field of recruitment who Bob Marshall has had the privilege of meeting and discussing various topics over the past 25 years.
We will run part 2 of this article in the coming weeks. Bob Marshall, CPC, CIPC started in the search business in 1980 and became Western Regional Manager for over 60 Management Recruiters Int’l. offices in 1984. In 1986, he founded The Bob Marshall Group, International, training recruiters across the nation as well as in the United Kingdom, Malta, and Cyprus. In 1996, he returned to working a desk full time and continues to train recruiters. To learn more about his activities and descriptions of his products and services, contact him directly at: 770-898-5550 or espro@bellsouth.net or www.TheMarshallPlan.org. |
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Article 2: Interview can offer an innovative and forward thinking approach to recruiting by Sulove Bothra As companies and recruiters begin to think strategically about employment and management of staff, fresh approaches to recruitment are on the rise. Going ‘beyond traditional recruitment’ is something we are all keen to do in the current climate and an end-to-end approach to graduate recruitment is essential. Present government initiatives have confirmed that internships are valuable within the UK but how can companies make this work in reality? Internships offer a golden opportunity to businesses and candidates: Businesses can mitigate their hiring risk by trying out a candidate first whilst providing interns with valuable work experience, giving them a head start in their chosen careers. Another trend is noteworthy: Recruitment is no longer a one-way process. Internships offer candidates the experience and information they need to make the right career choice. On the other hand, businesses can stay ahead of their competition by taking the search for talent earlier than ever before. Many leading corporations benefit from well-planned and publicized internship programs that help attract students in large numbers. Meanwhile, SMEs that cannot afford to miss out are increasingly looking to change ways of recruiting staff, signing up to specialist internship recruitment companies that offer sophisticated matchmaking services. If implemented correctly, such services can help businesses to avoid the headache of searching for an intern from scratch and potentially wasting time and effort if the intern is not a good fit. SMEs not only offer more rounded and real life work experience, but potentially have the most to gain from fresh and talented individuals. The last few decades has seen Britain slowly turn into a service economy, eroding the traditional apprenticeship model – a model that must be refined to suit the needs of businesses today. Candidates today constantly have to keep current with the latest skills and work experience to remain competitive against a global workforce. Best Practice The recently introduced Internships Charter set up by the CIPD (spell out) has been designed to support employees and employers, going some way in confirming the growing importance of internships within the UK. Genuine and worthwhile experiences for interns are obviously beneficial for both parties and it is the responsibility of recruiters to ensure that this is fulfilled. Ongoing support for both parties is essential and business clients should be advised on everything from mentoring techniques right through to the type of work interns can be expected to do. Candidates also need to be offered support from finding the right position to advice and mentoring on how they can get the most out of any internship. Unsuccessful internships are often down to the lack of research and planning on behalf of the employer. Interns should be chosen based on the culture and value of a business with the specific department that the intern will work in at the forefront of any decision. Typical intern nightmare stories revolve around making tea and photocopying so it’s vital that clients treat every intern as a professional and a potential future recruit. Rewarding work experience can very often change people’s lives and career paths. Mentoring is key to a successful internship, so clients should always take the time to share their own experiences, good and bad. Everybody has had to work their way up a career ladder, so it is imperative to connect with interns and show an understanding of their professional aspirations to maximize mutual benefits for both parties. Regular and constructive feedback is also important for a successful internship, as it is with any employee. Asking an intern for their feedback also promotes the important two way process. Paid or Unpaid Some may be concerned that internships are unfair to certain candidates who cannot accept unpaid internships. Although not all internships are unpaid, a new government initiative may help to level the playing field by allowing candidates to accept such internships while enhancing their career opportunities. From January 2010, graduates already receiving Jobseekers Allowance will be able to do an internship for up to 13 weeks alongside claiming an allowance and looking for work. This means unpaid internships will be open to employees and graduates irrespective of whether they or their families can support them. Younger workers have been hit hard by the recession as many smaller firms have stopped hiring whilst larger companies have cancelled their graduate training schemes. But for most interns, considerations such as a competitive salary and perks are mostly secondary to their implicit desire to learn. Over in the US, internships are an increasingly popular way of ‘landing that job,’ with employers extending offers to over 70 per cent of past interns. The number one goal of InternStar is to implement internships properly as a benefit and a resource to both British businesses and students. For more information, images, case studies or to set up an interview please contact Clare or Julia on 020 3008 4482 or email clare@becomms.com |
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Online Recruitment Update UK Recruiter Plus - Favourites Hitwise top 10 Recruitment
Sites, week ending 7 November 2009 Louise's UK Recruiter blog Discussion Board Summary |
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Don't Miss This Recruitment Society, Christmas Social, Tuesday 8th December 2009 from 6.00 pm, London Recruitment survey shows significant drop in annual turnover Changeboard launches new job-board publishing model 2010 Social Media In Recruitment Conference Announced AIRS Expands Certified Social Sourcing Recruiter Class to UK Market |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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