If you’ve kept up with major technological trends over the last few years, you have probably heard of cloud computing, or simply “the cloud.” At this point, many of your online activities and communications are linked with cloud computing. Cloud computing is simply a software solution that allows you to access information over the Internet through your browser.
At the moment, we are living through a major shift in the way we define the workplace and behave in the work ecosystem. New technological advances and the various changes that they have brought in the way people see their careers have created a new kind of workplace.
One very noticeable aspect of this new workplace is that more and more companies operate almost exclusively remotely, with employees putting in their work from cities, counties and even continents away.
Whether for business, career, health, finance, social or hobbies, everyone knows and understands the power of goal setting. For years, experts and gurus have carped on about the value of setting goals. Everyone knows that they should set goals to help them to achieve their aims and objectives…
So why is it then that so many people don’t set goals when they know that they should?
I’m sure we’ve all experienced it – either personally, or we know someone that has attempted it and hopefully even succeeded; that superstar consultant, who just got it from their first month and was very successful. They grow with their company over a few years and then hit the point where their entrepreneurial spirit takes over and they make the leap to “I’m going to set up and do this on my own”.
Keeping things in perspective is critical within the every changing world of recruitment, so how can you keep things in perspective?
Recruitment is a dynamic and changing sector that must adapt to keep up with the ever-changing working culture. Over recent years, with the boom in online recruitment and the power this has given the candidate, the industry has had to become smarter and prove its worth over automated job boards and social media platforms. With this, we’ve seen a rise in niche recruitment services.
So what are the benefits of being a niche provider, and how can the extra cost be justified to clients?
Now that would be unique… different… and would make a company stand out against their competitors! If you review the definition of unique you will find explanations such as:
- Being the only one of its kind; unlike anything else
Based on the definitions above — where companies find themselves with high competition, with similar solutions, similar pricing policies targeting similar customers and clients — is there really such thing as a Unique Selling Point?
Here’s a question that I have been asked many times over the years, “How can I get motivated when my team aren’t?”
Whether it is due to team members changing, a new manager, or just a change in personal circumstances, many salespeople, at some point in their career, end up working in a team where others are not as motivated as they are. If you cannot deal with this, it can drag you down too.
Striking a compensation structure is usually the last thing on any founder’s mind. But just like the exercise regime that you keep putting off, it will only slowly manifest into an enormous problem in the future.
And I am not talking about anything complicated. This isn’t going to be a 10-levels, multi grids table with complex formulas that will take a rocket scientist to understand.
It is a simple framework to provide the right foundation that will compliment your scaling journey.
There have been a lot of talks at recruitment conferences over the past years, discussing the “inch-wide, mile deep” premise of becoming a true expert in your chosen market place. Focusing in on a specific sector, knowing all the main players and developing an extensive network is key to achieving this.