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Welcome to issue 432 of the ukrecruiter newsletter. |
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CONTENTS We have now added a small number of Subgroups to our main LinkedIn group. These cover Recruitment Software, Job Boards and Psychometric Testing. All are welcome to join and participate in any of these groups or suggest other subgroups that you might like to see.
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs |
Weekly Tips - If I've learnt 3 things... 1. People don't know what they want 2. People don't know what is available 3. People don't want to pay for it Provided by www.hrconnexions.co.uk Why not submit the 3 things you have learnt or your 3 favourite web sites to contact2@ukrecruiter.co.uk. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
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Article One: Top 10 Ways to Identify and Eradicate a Pest by Simon Meth Some candidates are pests. They just bug you. These are the folks who work hard to take up as much of your time as they can. Here's how to identify them and how to deal with them: 1) Pests apply to every job on your corporate job site. They reason that if applying to one job is good then applying to 200 is even better. They don't realize that this is a sure fire way to be identified as a pest. Where I work we disposition every job that a candidate applies to. That results in a long list of rejections which is like a neon sign to recruiters that says "Don't hire me!" 2) Pests track you down every way they can. They email you. They leave multiple voice mail messages. They send you messages on LinkedIn, twitter or facebook. They call other people in your company to let them know how great they are. Pests don't understand that taking a shotgun approach does not cause them to be viewed in the best light. They are viewed as spammers or junk mailers and nobody likes them. 3) Pests drop by your office and ask for just a few minutes of your time. They bug your front office people who may not know how to deal with them. 4) Pests tell you that they were referred by someone at your company. Oftentimes you eventually find out that the person that "referred" them doesn't even know them or perhaps doesn't recommend them. 5) Pests show up at every job fair. They tell you that they met one of your colleagues at a previous job fair who told them that they were a great fit for your company. 6) Pests write cover letters that have two columns: one that lists your requirements and another that shows where their skills match up. This would be OK if they didn't stretch the truth so much or make nebulous associations. 7) Pests think that listing everything they have ever done on their resume is a good idea. 8) Pests think that providing a long list of references with their resume is a good idea. 9) Pests think that name dropping will help their case. 10) Pests just won't take "no" for an answer There is a really simple way to deal with pests and it does not involve the use of harsh chemicals. When you identify a pest there is just one thing to do and that is to pick up the phone and call them. Genuinely let them know that you appreciate their interest and give them an opportunity to talk. Make sure that you really listen to what they have to say and that they know that you are listening. After that have a really straight conversation with them. Review their resume with them and the positions they applied for and let them know that you don't see a fit. You should never give them details so just keep it general. I've done this countless times and mostly I receive a thank you for taking the time to reach out. An amazing thing usually happens. The pest ceases to be a pest! Simon Meth is a Corporate Recruiter & Career Counsellor at San Diego Corporate Recruiter. He can be contacted via simon.meth@sdcorprecruiter.com, www.sdcorprecruiter.com or www.linkedin.com/in/simonmeth and www.twitter.com/SDCorpRecruiter |
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Jobs in Recruitment Here are a selection of the latest traditional,
on-line and corporate HR recruitment vacancies from the Changeboard site: 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 visit www.astoriarec2rec.co.uk |
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Article Two: Building Motivation to Get on the Phone by Scott T Love Do you find it difficult to create the energy to start making your round of phone calls in the morning? If so, then you are not alone. Even veteran big billers admit to me that sometimes it takes them as long as four hours to get the nerve to pick up the phone and make the first call. Why is this? We know at the end of every day that the phone calling doesn’t hurt us. There are no bruises, cuts, or scrapes that we get from being on the phone. We have call reluctance, call aversion, fear of the phone, and plain old procrastination that keep us from reaching our fullest potential each morning. What if there was just one idea that helped you overcome this fear of the phone and helped you start making more calls? There is. All you have to do is make your money calls first. Call those people whose conversations will result in the deal going forward. Start your day with the phone calls that have the highest probability of closing a deal and you’ll be amazed at how much energy you get through the rest of the day. These are known as the "money calls." Start with a money call such as: 1. Offer acceptance conversation with a candidate. 2. Offer presentation conversation with a candidate. 3. Offer review with a client (where you got the letter and you are going to present it to the candidate, you just want to review it with the client before you do so.) 4. Offer draft conversation with a client (you found out what the candidate would say yes to, now you are sharing that with the client.) 5. Offer test with the candidate (you are finding out what the candidate would say yes to) 6. Interview debrief with the candidate 7. Interview debrief with the client 8. Interview prep with the candidate 9. Interview prep with the client The energy that you receive from these calls gives you the positive association with going on to the next call. If we can have five good calls in a row first thing in the morning, then now you have a reason to stay on the phone. If you can develop an incentive to get going sooner in the mornings and to start strong, then you’ll stay motivated all day to stay on the phone. If you don’t think this will work for you, then try it for a week and see how much more motivated you are at getting and staying on the phone. Scott Love improves the performance of recruiters and the margins of search firms and staffing agencies. His training website, www.recruitingmastery.com, has become one of the largest free internet training sites for the industry. To have him show your staff how to produce more than they thought possible, call him at 001 828 225 7700. |
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Online Recruitment Update UK Recruiter Plus - Favourites Hitwise top 10 Recruitment
Sites, week ending 28 November 2009 Louise's UK Recruiter blog Discussion Board Summary |
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Don't Miss This Press Release: CV-Library first to deliver ABCe audit of CV Registrations Recruitment Mergers,
Acquisitions, Investment Opportunities and Partnerships Press Release: Institute of Recruitment Professionals Awards 2009 Press Release: Michael Pretty, Sales & Marketing Manager for the web based recruitment software company i-BR has signed up for a Trek along the Great Wall of China for Hearts, “Have a Heart” charity next May. 'The Trek consists of 10 long, hard days walking over some of the most inhospitable terrain you can imagine without the luxury of a comfy bed, duvet and shower. The Charity focuses on building a better future for the children living in our community including those who are vulnerable, face adversity, are living with a disability or illness and are deprived of the childhood that every young person deserves. Michaels target is £3000 but he hopes that he can do much better; online donations can be made at: www.doitforcharity.com/michaellongwalk. If you prefer to pay by other means please contact Michael, at michael@i-businessresources.com' Press Release: BritishJobs network re-launch set to put the job site back on the map |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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