Google has officially launched its recruitment platform, Google Hire, into the UK recruitment market. The platforms allows recruiters to access automation tools that are designed to help speed up the administration process.
In the third part of ‘how to give yourself the winning edge as a recruiter’, we discuss the next steps for defining your success strategy. The aim of this series is to give recruiters specific operational techniques that will improve performance
In the second part of ‘how to give yourself the winning edge as a recruiter’, we discuss the next steps for defining you success strategy. The aim of this series is to give recruiters specific operational techniques that will improve performance.
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.
“The longest road is the road to nowhere,” meaning that without goals it’s difficult to focus or work with much direction. Whilst recruitment is a highly targeted environment already, ensure that you don’t ‘drift’ by applying goals to all that you do.
Recruitment would be easy if it wasn’t for clients and candidates. Ultimately try to remember that this is your lifecycle to work as you see fit. Try not to get too distracted by clients and candidates pulling you in all directions and taking you off track
You have to be flexible in everything that you do – and this includes your mindset. Often a new recruiter is too fixed on a single objective when they’re performing a task and this is understandable when we’re learning the job. However, a great temp recruiter will see multiple opportunities in everything that they do and it stems from having multiple objectives and a flexible attitude
The fast paced and changeable nature of a temporary recruitment environment is as challenging as it can be attractive to many people. As much as you need to have great organisation and time management skills, you’ll also need a flexible, adaptable approach because your day will change
Perhaps one of the more valuable forms of commitment we can get from the client is a visit. If you think about it, we can often gain far more information about a job, work environment and the client themselves by meeting them for a short period of time.
If you want more commitment from clients when you’re taking bookings – ask for it!! If every recruiter that they give the job to ends the call by saying, “Leave it with me and I’ll see what I can do” it really doesn’t inspire any confidence at all
Look to the quality of your questions and where possible try and focus on the impact of the role not being filled will have for the client. This line of questioning ensures that we understand the real ‘need’ for the hire and gives us some leverage with the client when it comes to rate, timelines and commitmen
A little bit of knowledge can sometimes be a dangerous thing – we all know the dangers of assumptions. Whilst you will have a good knowledge of many of your clients and may have worked on the same or similar roles for them previously, wherever possible try and talk to them to work out where this booking is different.
We gave you a lot of ideas that you can use to apportion your revenue target in a commercial and relevant way. But please don’t try to use all of them – it would over complicate your plan. Pick two or three of the ideas provided that are most important top you right now
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