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.
Well, Christmas and New Year already seem a long time ago. It’s the time of the year that I really notice the customer service that I receive – good and bad. There’s that old adage that if you have good service you tell 3 people, but if you have bad… then it’s 11. I think social media means we can times that by at least 10 if not 100.
In any industry, your staff members are the most important asset and if their actions are giving a negative representation of your business, then they are damaging your brand. It’s a phrase that I use a lot in the recruitment industry in that a company is only as good as the individual consultants.