Quarterly business plans (QBPs) work so well in recruitment. As with the four seasons, recruitment trends change considerably throughout the year, so planning in detail for more than 3 months at a time, can sometimes be counter productive.
If you are a Recruiter and you are still using LinkedIn for free you have probably got a tough decision to make, either now or in the near future.
After working in the recruitment industry for 25 years and several sales roles in one form or another for the 5 years previous to that, KPIs have always been part of my working life… and I love them!
So, having already put my bias out there, this blog post will aim to see both sides of the story, from the senior recruitment consultant setting up on their own as essentially a ‘one man band’, through the true SME aiming to grow, to the international recruitment group with over 1,000 staff. I’ve worked with all of them in relation to performance management.
When I ask salespeople and business owners if I can help them with anything, one of the most common answers is time management. People are frazzled. Challenging markets, increased competition, rising expectations and always on technology have created a perfect storm of never-ending tasks that beg to be done.
When you look at those who succeed and compare them with those that don’t or those that achieve merely adequate results, one of the differentiating factors is how people use their time.
So here, in a quick read (because I know you are short of time) are 11 time management hacks and productivity tips that will help you to achieve more… right away.
One of the hardest things to master when becoming a recruitment consultant, is being able to overcome objections. Whether these come from candidates or clients, it’s hard to not take them personally.
Working in recruitment can be very stressful but following these stress management strategies will help you to manage stress positively at work. Read more
Recruiters are always demanding more training and when it’s delivered there is always the flurry of noise from managers claiming the consultants have ‘too much time away from the desk’!
Companies cite training as a positive differentiator in attraction and retention of staff but rarely make reference to the quality & outputs of the training.
In my experience the recruitment sector is divided into two distinct schools, albeit they don’t recognise it themselves.
We all know the recruitment market is changing and we are now in a candidate driven market, but what have we really changed about our business and processes to adapt to this changing landscape?