Hiring an effective team of people, which will help you drive your business to success, is a difficult process. After all, you must consider your options carefully and pick the best candidates for the job because the choices you make will surely affect your company. Every entrepreneur should strive to surround themselves with employees that are talented, motivated and good at their job. However, finding the right people isn’t always a simple task.
When we are talking recruitment and job markets in general, there are always a few global narratives that dominate every conversation. Over the last few years, it has been all but impossible to ignore a couple of them
The first of these is AI, machine learning, automation and the supposedly apocalyptic effects these will have on the future workers. It is definitely a scary proposition for many people, but it is not like this is the first time people are worried about new tools and practices destroying their lives.
Another major narrative we encounter these days is the talent shortage that plagues certain industries and that is becoming more and more noticeable. This is the narrative that we will be covering today, focusing on what it means for recruiters and the recruitment industry.
There was a time when each and every machine on the production floor required human assistance, when people still carried pocket books in their trousers to note down important numbers, when the ratio of testers to developers in an IT firm was 1:1. Well that time is long gone now, thanks to the world of Artificial Intelligence.
As part of on-going performance management, the individual 1-1 coaching session is a staple element – so why do so many managers in the recruitment industry not rate them?
You will know that one of the quickest and easiest methods to identify the right candidates and attract them onto the market is to pick up the phone and speak to them directly. You will get a much quicker response – even if it’s not the response you wanted. However, a bit of courage is needed to make those extra headhunt calls that can help you turn that tough-to-fill role into a deal in no time.
This is easier said than done. When faced with the option of firing over a quick email or staying behind and making a few phone calls. It can be very tempting to just click ‘send’ and head home. There are a number of reasons why people may be hesitant: fear of failure and procrastination are popular excuses.
A headhunt call is really no different to any other kind of cold call that you do. With a plan and bit of practice they get easier and you can become better at them. Follow these seven tips to set yourself up for success with your next call.
It’s all too easy to believe that the number of followers or ‘likes’ are an accurate barometer of how successful social media activity is. Of course, these are not referred to as ‘vanity metrics’ without reason – and for HR and recruiters the numbers are largely irrelevant.
You may have felt stressed and blamed it on others but have you ever thought that you may be creating stress for your colleagues, direct reports, managers, suppliers or clients through your actions and behaviours?
Given the large networking element of the industry, recruiters can benefit massively from attending and organising events. Considering the volume of potential candidates that attend niche conferences and meet-ups, industry events can be invaluable for securing leads, which is the ultimate goal for any sales driven enterprise, after all.
Millennials have a deep understanding of the Internet, so what better place to recruit them than online? Through social media, it’s easier than ever to reach professional millennials that can provide great insight for your company. Locating new employees online is becoming increasingly popular, too – in fact, 86% of people currently in their first decade of employment use social media to search for jobs and research potential employers.
With this in mind, these 9 tips can help you locate your next millennial employee using a number of social media platforms.
One of the first rules that I learnt in sales was ‘don’t knock the competition’. It makes you look petty and gives the impression that your product (whatever that is) isn’t good enough to stand on its own two feet and beat the competition in a direct comparison.
So why is it that recently there has been so much emphasis on making statements about how bad your competition is in servicing its clients?