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Welcome to the Christmas issue (number 434) of the ukrecruiter newsletter. The newsletter will be back on the 6th January so until then we hope you enjoy the festive season. UK Recruiter Plus Christmas Special offer: become a member for only £45 (offer expires 31st December 2009). More information or sign up now |
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CONTENTS Thank you to all of you who voted in the UK Recruiter Blog Awards. Congratulations to the winner, Peter Gold. Full results are announced here.
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs |
Weekly Tips - 3 Christmas Websites Not bought all your Christmas presents yet and could do with a hand? Here are three sites which will give you some ideas of what to buy and how to save money doing it: 1. www.moneysavingexpert.com/deals/christmas-deals - daily updated run-down of all the best deals on Christmas gifts 2. www.find-me-a-gift.co.uk/christmas-gifts/unusual-christmas-presents-ideas.asp - "cool and hot" Christmas ideas from Find Me A Gift 3. www.guardian.co.uk/money/2008/dec/17/consumerpages-consumeraffairs
- The Guardian's roundup of discount vouchers that can be used up until Christmas Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Talisman - the most complete solution for all things recruitment - web enabled, fully integrated to all modules, includes email and SMS To have a Happy New Year call or email
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or visit our web site www.recruitment-software.net |
Article One: The Simple Brilliance of John Lewis: The Candidate does the Closing by Bob Marshall John Lewis was a recruiter, trainer and manager. He excelled at everything he tried in the recruitment business—a business that is so oriented toward people with sales experience and/or sales aptitude. John had those sales instincts. And he had a very dry wit—and he was really, really funny. I am using words like “had” and “was” because John just passed away. One of the great advantages of being an on-the-road trainer is that you get a chance to meet top recruiters ‘up close and personal’. And (if you keep your mouth shut and your ears open) you can learn an awful lot about how to maximize your results and do this business correctly. John and I both took the time to learn from the best. Two of the closing techniques John learned from a couple of superstar recruiters on the West Coast, and passed on to me, were the methods of training the candidates to do their own closing during their ‘face-to-face’ interviews. Here are two of John’s pearls of wisdom that I learned from him years ago and still teach to this day: Closing at the beginning of the interview At the beginning of the interview, the candidate enters the interview room and shakes hands with the Hiring Manager (HM). At this point, when the HM is least expecting a close, have the candidate say, “I haven’t interviewed in a long time. What’s going to happen? Can we conclude our business today if everything goes well?” The HM, not expecting an initial closing question, is usually taken off-guard by this question. Because of this, he comes up with a “to the point” answer. Now the candidate continues with the interview. At the end of the interview, the candidate now has the HM’s initial answer against which to close. Since the stage was set correctly on the front-end, closing awkwardness is avoided to each party’s satisfaction. Closing at the end of the interview. At the end of the interview, the HM will usually ask the candidate if they have any last questions. At this point you have your candidate say, “Well, let’s say that you offer me the position and I accept. What can I do when I start here to relieve your immediate workload?” This close is assumptive (“What can I do when I start here…); it focuses on how the candidate can help the company (“…to relieve your immediate workload…”); and it considers personally helping the HM (…to relieve YOUR immediate…). This close works so well on so many levels. The HM is now thinking, “I haven’t even hired this candidate yet and he is already starting to solve my problems.” It makes an impact. I remember one candidate I worked with who used this close during his interview. I will call him Dan. After the interview Dan called me and thanked me for giving him this close. He said that during his individual interviews with the top four people in the company, he used the closing question on each person. He said that each stopped to ponder his question before answering. He felt that they knew it was a serious question and were not going to belittle it with a ‘pat’ answer. Instead they thought about it and then told Dan, from their perspectives, what was most important. Dan said that by gleaning the answers from each of the major decision makers in the company, he now knew how to satisfy each. He was made the offer, accepted and has had successful career with this firm. Another interesting dynamic has occurred with this second close. When debriefing the HMs after the interviews, we have heard sentiments like the following: “After years and years of interviewing, this was the first time that a candidate ever asked me how they could help me and my company. The candidates always ask what I can do for them—how much I’m going to pay them; how many vacation days are given per year, what are the benefits? But this candidate actually asked me what he could do for me personally. I’m impressed.” Even in situations where the match wasn’t there, HMs have been so impressed with this candidate close that they have recommended other companies for the recruiter to call on the candidate’s behalf. It just purely works. *“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. Bob Marshall, CPC, CIPC started in the search business in 1980 and became Western Regional Manager for over 60 Management Recruiters Intl. offices in 1984. In 1986 he founded The Bob Marshall Group, International, training recruiters across the nation as well as 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 |
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: 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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Opinion Piece: Recruitment Process Outsourcing: A Beginner’s Guide by Marisa Kacary When Alexander Mann Solutions was founded in 1996, the concept of outsourced recruitment did not really exist. Today, recruitment process outsourcing (RPO) is a major industry in its own right with Nelson Hall estimating the global market as being worth as much as $7bn (£5bn). RPO grew rapidly in the boom years of the late 1990s as a way of boosting productivity and driving efficiency in large corporations. The industry has grown so quickly, and in so many different ways, that it is not feasible to give the term a straightforward definition. RPO can however be summarised as the transformation and delivery of the entire recruiting process, from onboarding to exiting, run across the whole resourcing lifecycle. The practicalities of RPO vary depending on the provider and on the specific requirements of each client. Generally however, providers embed a recruitment team to work in-house with the client. This enables the recruiters to quickly get a feel for the business and ensures that the hiring process is not remote from the rest of the business. These in-house teams are often supported by shared service centres giving the embedded teams access to greater resources as well as specialist expertise in areas such as resourcing communications and technology consultancy. All recruitment processes are also typically client branded to ensure continuity in the applicant and hiring manager experience. When the RPO industry was first emerging, many HR departments were initially wary of outsourcing their recruitment. Outsourcing was traditionally associated with remoteness and a loss of control. Today, it is widely recognised that, rather than simply being a restructuring of the recruitment function or a ‘giving away’ of control to an outside company, RPO is actually an add-on of knowledge and expertise. Having a trusted partner that is able to manage the end-to-end hiring function, frees up HR departments, allowing them to focus resources on managing and engaging the talent already in the organisation, thereby adding real value to the business. Businesses are therefore much more open to re-organising their internal recruitment functions and accommodating outsourcing options in order to improve service levels and quality, within a range of budgets. As well as reducing costs through increased efficiency, an outsourced recruitment solution offers the added benefit of scalability. If an organisation needs to rapidly increase its workforce, perhaps to cope with a sudden increase in business, a RPO provider can upscale its services to meet this requirement and quickly get the right talent onboard. Equally, if business slows and an employer needs to slow or halt its hiring processes, RPO solutions can be scaled back to ensure that no resources are wasted. RPO providers can also help when businesses need to reduce the workforce, providing an efficient rightsizing and outplacement function. RPO also ensures businesses have access to the latest best practice and developing recruitment and social media technologies, as well as providing an accountability and ROI process supported through objectively measured outcomes. The changing view of talent management during a recession has ensured continued demand for RPO services throughout the downturn. In the current climate, there is an increased recognition among HR and recruitment personnel that getting the most talented people, with the right skills and experience into your organisation, and then having the ability to engage and retain them, is the best way to help the business come out of the recession strongly and in a good position to benefit from the upturn. Marisa Kacary is Director of Marketing & Communications for Alexander Mann Solutions, the leading global provider of recruitment process outsourcing. |
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Online Recruitment Update UK Recruiter Plus - Favourites Hitwise top 10 Recruitment
Sites, week ending 12 December 2009 Louise's UK Recruiter blog Discussion Board Summary |
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Don't Miss This UK Recruiter
Plus Christmas Offer Press Release: Recruitment
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"Boost Your News Business Drive" Seminar Press Release: Monster and Times Online To Join Google and Microsoft Bing At The UK’s Largest Online Recruitment Conference Press Release: TheLadders.co.uk starts 2010 with National TV Campaign
- Executive Careers Site Aims to Woo New Year Jobseekers Press Release: The Corporate Recruiters Handbook: Your Ultimate Guide to E-resourcing Success. |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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