Recruitment is a very stressful sector to work in but have you ever thought that you may be creating your own stress?
Last week was brilliant. It reminded me of how exciting it can be to work in recruitment.
“Putting People First” is more commonly preached but less followed in reality. What we observe is corporate executives and HR managers have been offering good lip service to this idea and advocating the principles to place people at the epicentre of an organisation success. However, in reality, a lot more is easier said than done.
This piece seeks to look beyond the “people first” adage and talks about the challenges to infusing transformation in the workplace culture. A healthy workplace culture attracts and retains the best talent, since the people are satisfied in their job roles and happy. Indeed, there is no counter thought on why not to place people first.
Empathy; it’s a declining trait in today’s workplace and, according to a recent study, society in general. And that’s a shame because in a people-driven environment like the recruitment industry, learning and developing empathic skills can be a huge boost to your client, candidate and colleague relationships.
With new startups sprouting up faster than you can say unicorn, there is a huge demand for tech talent.
If you are shopping in the same market, things are going to be tough.
With a large selection of employers to choose from, the limited number of tech talent could be very selective in who they wish to work for.
This means going beyond the old school way of just posting (a job ad) and praying (for applicants). Because that just doesn’t work anymore.
If you are an owner or manager of a successful recruitment agency, you no doubt have a number of different personalities and staff of varying levels of performance in your offices.
Big ego’s, quiet and methodical, high achievers, those that talk a good game but don’t deliver — any of these sound familiar?
I regularly meet my peers, other MD’s, CEO’s, and recruitment business owners and it’s clear we all seem to face similar issues with a few, select members of staff, so I thought I’d address this in this article.
Over the last 10 years, I have spoken to over 100,000 delegates in over 1,000 conferences. I have read over 1,000 personal development books and spent oodles of money on courses, training and development. I have been lucky enough to meet, interview, and work with some truly incredible and inspirational people and, perhaps most importantly, I have asked myself every day, “What is it that differentiates elite performers from merely good ones?”
My talks, my coaching and my work is based on the answers to this question and any one of these distinctions can help you make more placements and improve your sales.
My New Year started with a turn down.
For those of you new to the industry, I‘m not talking about having my bed made in a posh hotel. No, this is a lot less pleasant. It’s ONE of the banana skins (and there are lots) in recruitment that one experiences from time to time. This was an international placement with a new client too, so it was doubly disappointing.
As part of my due diligence, I’m always asking the candidate what else is going on in their world. You have to, and I did. It becomes almost repetitive, but it also lets the candidate know that you are tuned in to their case. I’m also plain nosey and want to know what’s going on. Read more
Are you measuring a compliant Claire…Or a Rebellious Robert?
When making the choice to set KPI’s I would advise you are clear on the reason why you are setting them in the first place. To help the individual, to give direction or to check up on individuals?
Compliant Claire can be compared to Lisa Simpson: ‘nice, willing, compliant, honest and very eager to please. Having a detailed outline of what Compliant Claire needs to do could work well for her…as long the instructions are clear not open to interpretation. Someone like Compliant Claire will need specific and measurable KPI’s so she can ensure she achieves them.
40% of employees will be Millennials by 2020 which means they are essential to the success and sustainability of businesses. If your clients are wanting to attract and retain the best Millennials to drive their businesses forward, what do they have to do differently?
Millennials are not interested in jobs, they want lives where their work means something. They don’t want to live weekend to weekend or vacation to vacation. They can’t see why they should sit behind a desk for 9 hours a day in an office full of people, trying to look busy to impress a boss. Read more