Looking to excel in your performance as a recruiter but not sure where to start? In our new series of blogs, Enabling Change brings together Tony Byrne’s 30 Steps in the Placement Process and Brian Tracy’s Winning Edges to help you define a clear process for achieving recruiting success
For a number of years now, eLearning, as an educational platform, has been widely discussed and developed, but the evolution of electronic training has its origins further back than many of us initially think.
Recruitment open training courses have many benefits for both the organisation and the individual. Not only are they a cost-effective solution, but they also minimise disruption to the day-to-day work in your office.
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.
Whilst we will want to have as much control over how our desk evolves, it is worth recognising that there are certain factors that will dictate how our desk ends up on the efficient to effective scale that we have little control over
We defined all three of these terms during the module, but perhaps the most important thing is to create a balance between all three. With achieving this balance in mind, we asked you to write answers to three questions in your booklet and below you will find our answers
This is quite a technical sales rhetoric, but the concept is really straight forward. What you do here is firstly offer a 3 thirds retained option, focusing the benefits around the exclusive nature of retained search and then offer a contingent exclusive option
When you have established that a role is suitable for exclusivity, you don’t have to be absolute with your sell. Even if your client doesn’t think that exclusivity is the best way to promote the job, you still have the option of working the role on a non-exlusive basis.
Exclusivity can be a great solution for your client and for you – but not always. Once you get used to selling exclusivity, don’t make the mistake of always selling it. There are some jobs which just are not right for exclusivity
We mention three myths in the module and gave you some ways of dealing with them, but it can be easy to see these myths as negatives – in fact they are great things to hear! Sounds odd, but let us explain why they are good
We mentioned in the module that one of the most common reasons that recruiters do not work on more exclusive roles is that not enough ask and sell exclusivity often and well enough. So, provided you want more exclusive work, then you should get into the habit of asking for it and selling it – frequently
The pace at which we need to work may well mean that on occasion we have little option but to qualify our candidates over the phone. Please bear in mind that when we do this, we miss out on lots of information that we could easily pick up in a face to face meeting.
If you think about it, the CV is a very limited and limiting document. It’s a candidate’s opportunity to tell us exactly what they think we want to hear and we should see it for what it is – a sales document for the candidate.
Synergy or ‘synchronous energy’ is one of the most frequently used and least understood concepts in contemporary business speak. We can apply synergy to time management by blocking tasks together – for instance grouping a batch of sales call and doing them altogether will ensure that we see momentum and better pace to our work
“If it’s your job to eat a frog, it’s best to do it first thing in the morning. And if it’s your job to eat two frogs, it’s best to eat the biggest one first.” Mark Twain’s advice on eating amphibians is strangely appropriate to effective time managemen!! Get the tasks you’re not looking forward to out of the way early
Allied to working faster, try to focus on just one task at a time. Much conventional wisdom around time management advocates multi-tasking – be cynical of this as in many cases it means doing several things badly rather than focussing on a single thing and doing it well
Working hard has had a bad press over recent years as people shift towards trying to work smart. Whilst working smart is all well and good it’s not a substitute for working hard! However, don’t confuse working hard with working 16 hour days, 5 days a week – this’ll leave you exhausted and unproductive.
Whist there’s certainly a value in developing tip-of-the-tongue responses there is also a danger that we just sound like slick but insincere sales people. If the client gets the idea that the response is just a stock, scripted comeback they’re unlikely to be won over.