January can make even the most spirited of us feel low and miserable. Tackling those New Year’s resolutions, ‘Dry January’, Christmas debts, and as if that isn’t enough, the addition of cold and miserable weather, it’s no wonder many of us can’t wait for January to end.
We are all guilty of procrastinating at work on occasion – putting off that phone call for a tea break, or not completing reports because your desk really needed a tidy. Whatever your excuse may be, recent reports show that this behaviour is actually costing British business an incredible £76bn a year!
It’s recently been revealed that high proportions of the country are experiencing the ‘Monday blues’ when it comes to going back to work after the weekend. The research, conducted by Bestinvest, also showed that people have now commonly started to dread the dawn of Monday by as early as 16:22pm on Sunday afternoon!
Virtual reality (VR) is set to be the next big thing in the recruitment world, so we are taking a look at the new and exciting opportunities this is opening up for businesses’ recruitment processes. While a lot of what’s being tried is still firmly in the trialling stages, early indications suggest VR has the potential to revolutionise the recruitment and training process.
It’s fair to say that interviews can be a stressful time for candidates and even for the person holding the interview at times. With this in mind, we take a look at some of the benefits of asking the odd curveball question.
In a survey conducted by the Employee Benefit Research Institute, it’s no surprise to see that 75% of employees say that the benefits package associated with a job is one of the most important factors. But don’t worry businesses; it doesn’t have to be expensive.
Now that we’ve all settled in to 2017 (just!), we feel the time is right to share, in case you missed it, the recruiting trends that LinkedIn reported on in their Global Recruitment Trends 2017 Report.
Last year, there were 22.98 million people working full-time, 387,000 more than the previous year. The working environment faced by us workers today is markedly different to what we could have expected to experience 60 years ago.
It can be really easy to fall into a master/slave relationship with clients in particular. They pay us after all and in many cases may be far more senior, experienced and potentially knowledgeable than us about the market, their business and their role.
Sometimes the worst step to make towards becoming consultative is to try to act consultatively. This seems an odd statement but if you change your behaviours immediately then people around you are going to notice!
Many recruitment consultants do an awful lot of recruiting but precious little consultancy. Recruiters fill jobs and that’s it – they don’t recognise that they have the potential to add a lot more value to the people around them
Key to controlling our deals is an appreciation of the financial expectations of both parties. These can change markedly through a process and as a result it’s important we have a good awareness as to where both parties are positioned at any given time.
Great recruiters often make offer management look easy. This is often because of the work that they have put in from the foundation stages of the process, right through the mid-process and up to the offer itself rather than because they are naturally brilliant closers!