Why I didn’t fire the client

In my last blog I was writing about “Firing the client”. Since then a few folks have asked what actually happened:

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3 social media tools to help boost your recruitment

Wasn’t the world of recruitment much simpler before Facebook and LinkedIn came along?

Your laser focus network was your tool of the trade. You knew everybody within your managed sector and clients listened to you for advice.

Now they much prefer to push their questions onto the internet as a status update. Your years of accumulated network and expertise are exchanged for a faster pair of hands to connect with the candidate before your client does.

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Are you a LinkedIn loser?

Are you a LinkedIn loser?

Are you a LinkedIn loser?

Recruiters are usually prodigious users of LinkedIn but are they actually using LinkedIn effectively and building credibility and influence?

Many people like to believe they are doing all the right things but how do you really know if you are a LinkedIn super-user or a super loser? (tweet this)

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5 reasons your offers of employment are being turned down

Well, guess what… some of the blame lies with you!

Whether you are a recruitment consultancy placing people in their ideal jobs or a company trying to hire a new member of staff, if the candidate doesn’t accept the offer of employment, then you have to look to yourself first of all… before blaming them.

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Firing a client…..

Ok, just so you know, I’m half way through this. It’s a bit like a sticky break up.

Recruitment is-a changing. When I first got into it we were faxing (google it) CV’s and the internet had only just started to emerge. Now it’s all internal recruitment, job boards and social media.

Now I’m not saying that’s a bad thing, in some ways I actually welcome these platforms as they actually can create more opportunity for us. But I’ve noticed it’s giving clients a greater sense of “why should we use you?”, which in turn is making me evaluate who I partner with. Read more

What are the skills a good recruiter or headhunter needs?

What are the skills a good recruiter or headhunter needs? This can be answered in different ways and depending on the sector they focus on, the answer could vary slightly but the big practical skills are the same for all recruiters and headhunters.

In order to become a successful recruiter and be at the point where you can manage and help develop others, you will need to develop a set of skills that not only cover the recruitment process but also strengthen your wider business acumen. Read more

3 simple hacks to better candidate application experience

In the world of agency recruitment, the focus is always the same:

Selected Candidates + Clients = Placements = Commission

Nothing else matters.

And this has worked for us for many years. But increasingly we are seeing a neglected group becoming more vocal. Not only do they vent their frustrations online, but there are well established review sites that encourage such feedback (think Glassdoor).

It could be about the 45 minutes wait at the lobby despite being early for the screening interview. Or the stupid questions that were fielded which discussed everything under the sun except the candidature of the applicant.

And they are coming fast and furious from the candidates that didn’t get placed.

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Recruiters: Are you managing your time or is it managing you?

To successfully work in recruitment time management is key but with lots of different pressures on your time are you managing your time or is it managing you?

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Recruitment is fishy business…

I don’t know if anyone has watched The Catch on TV recently but I have found it compelling viewing. For any of you that don’t know the program, it essentially follows hardy fishing crews out on their trawlers. A job not for the feint-hearted, and as my other half stated, “Where the real men are” (I tried to persuade her it was just as treacherous in Recruitment, just with less Atlantic Ocean and arguably more sharks).

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Do recruiters have time to train?

Short answer: no. During a business development phase, important resources are devoted to procuring clients. When business is good, we are far too busy delivering on our clients’ demands.

While it can be difficult to allocate time for the training and development of your team, we all know that everything would be going better if we did.

So why don’t we do it? Because it is never a priority. There is always something else more important — or so it seems.

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