Investing in your employees is a well-known technique for the business development and growth. It will take time until most of the companies realize and implement this in their routine, but some of them already have and guess what- it’s working!
If you are being skeptical about investing in your companies’ employees, or simply don’t know how, here is some useful advice for you.
It is very difficult for someone to ask for help and support when they are feeling stressed at work, so how can you support them?
I’m very lucky in that I get to travel the world with my job and meet some of the most amazing people along the way. The Recruitment Industry is full of passionate, innovative, interesting superstars… in my opinion!
So, I thought I’d dedicate this post to a couple of businesses that I’ve met recently who are taking real risks… hence, the title. For those of you that haven’t read Aldous Huxley’s classic, the novel is set in the future and depicts the 26th century, when the world has become a united state, without conflict, war, or poverty. Utopia right?
Written in an age of increasing automation (1932), the alarming vision that Huxley portrayed was a call to comprehend that a civilisation in which all individuals are controlled for the benefit of everyone, would result in a complete loss of individuality and freedom… and there’s some large recruitment companies that should take heed of this!
One thing I learned very early on in my career looking after teams of recruiters is that every single new consultant needs to know that, as their manager, you truly appreciate where they’re sitting in terms of their level of competency.
I also quickly learned that their perceived level of competency then had a direct impact on their actual level of confidence in or on the job.
A recruiter career path is certainly rewarding when you are connecting clients to their ideal candidates. In the beginning, it can be intimidating to pick up the phone and speak with professionals.
Here are 4 strategies a rookie recruiter can try to feel confident and comfortable in their new role.
Employees are one of the most important commodities to any business, but developing great teams and getting the most out of staff requires the implementation of sensible talent management initiatives. Unfortunately, this aspect is often neglected, resulting in a situation where 73 percent of CEOs have concerns about skills within their teams.
Effective management of talent within an organisation is made up of a lot of different elements, which are aligned towards the same overall goals – realising true employee potential and maximising business results.
In this article, we examine some of the latest and most effective strategies available to business leaders this year.
Nothing says “gratitude” to great recruits better than a thoughtful, personalized token of appreciation. It can be anything, and it does not have to break your budget.
No matter the size or stage your recruitment business is currently at, having recruiters, especially your top performers leave you, is just bad for business. If you want to improve the sale value of your recruitment business, retaining your top performing staff is essential.
Research shows that a high staff turnover rate can cost you at least “twice an employee’s salary to find and train a replacement.” Not only are there financial repercussions, but losing your best performers can also lower the knowledge base in your company as well as decrease team performance and morale, including your own.
Retaining good employees is crucial to the success of any recruitment business.
Sure, but how do you actually do that?
Luxury brands are distinguished and often sophisticated in a distinctive way. Customers of luxury brands typically demand high-quality products as well as a stellar overall buying experience. When you are trying to recruit talent to work for a luxury brand, you may be faced with incredible challenges associated with finding the right individual for the job.
Between professionals, amateurs and aficionados vying for an employment opportunity in your company, you must approach the situation with care to find the right individual for the job.
Good communication is vital to business operations and a clear flow of information is important to productivity. When there is a two-way communication between managers and employees, everyone has a chance to contribute.
A business climate where open communication is encouraged helps in developing a more collaborative, engaged workforce. Informed employees will have a better understanding of business goals and their own role in the company mission. A culture of sharing information also helps in recruiting and retaining new talent.