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Weekly Tips - My 3 Favourite Websites
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With our Recruitment Industry Conference coming up I thought I'd share 3 websites relevant to attending events
1. http://www.thetrainline.com/ and http://www.tubeplanner.com/ - plan your overground and underground public transport route.
2. http://uk.moo.com/ - get some unusal (and professional) business cards printed
3. http://www.linkedin.com/ - make sure your LinkedIn profile properly represents you so that you can impress all that you meet (when they check up on you later!)
Why not share your three favourite websites for recruiters or submit your own "three things I've Learnt" for this section. If you write a recruitment blog and want that added to the blog feed just get in touch.
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Voyager’s suite of Recruitment Software solutions ensures you’re equipped for today’s competitive Recruitment Market
Join the webinar – ‘How to choose the best CRM for you’
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Developing Experienced Recruiters - Part One
by Steve Finkel
Several months ago in The Fordyce Letter, a reader wrote with a not-uncommon problem. While he owned the finest training products in our industry, they sat, as he said, “on the shelf”, while his group of experienced search consultants continued to repeat errors and limit their production, showing questionable improvement. He questioned why this was the case.
Reality
Unfortunately the reader by his very phraseology appears to be denying reality, and therein lies the problem. There are a number of excellent motivational products available, from the book “Think and Grow Rich” by Napoleon Hill to Larry Nobles 3-tape audio series “Success Behavior”. Everyone should be exposed to these outstanding works or their imitators.
Nevertheless, the reality is that most people – in the absence of a truly life-changing event – are not self-motivating beyond a certain point. The fault in this instance lies solely with the manager. To let excellent training products “sit on the shelf” as he says, and expect the non-self-motivated to improve is about as likely to yield results as purchasing exercise equipment for a non-motivated spouse. Improvement by osmosis is highly unlikely. Does this mean there is no hope? Of course not. But it requires personal involvement and work from the manager.
A Culture of Learning
The manager shapes the organization. He develops the corporate attitudes. He forms the culture. If products simply sit and it is left to each recruiter to utilize as he or she sees fit, this sends the clear message that continued learning is an individual responsibility, and thus an option. That message is wrong. Professional growth is not an option, and not individual. It is a permanent on-going responsibility of the entire firm. But it is the manager’s responsibility to develop a plan – and to enforce that plan – to bring it about.
The Key
The plan itself embodies four elements, and they will be discussed in this article. But the key to these elements is group meetings which cannot be interrupted. To allow calls to be taken during meetings addressing skill improvement is to send a message that these meetings are not of the highest priority. Furthermore they reduce the quality of the meeting. Eventually, everyone will be filtering in and out of skill improvement sessions, reducing the focus and concentration of the entire group.
These skill improvement sessions should be conducted twice-a-week, in the morning, and not on Fridays. A rough estimate of length might be 30-45 minutes.
Topics
The difficulty many managers have is arriving at topics and organizing the material. Without sufficient preparatory work, they simply pick a subject and blindly stumble into it the morning of the meeting, relying on their recruiters to bail them out of their lack of structure by making contributions. This is rarely productive – and totally unnecessary.
In point of fact, there is no need for a manager to flounder about wildly seeking subjects or specifics, as the outline of our industry has long been established and codified, and since broadened and refined.
Thirty years ago, a trainer named Phil Ross developed an audio series entitled “The 28 Steps to the Placement Process”. The superb foundational training book by Larry Nobles, Search and Placement! (www.larrynobles.com) contains 28 chapters. This author’s own book Breakthrough! contains 30 chapters. His two recruiter-based DVD’s consists of 18 thirty-to-forty minute modules.
Each of these high-content sections plus selected chapters from the best generic books on selling is repeatable, reviewable, relevant – and should be the foundation of solid sales meetings to improve skills and production.
For those recruiters who claim to be too advanced to learn, a quotation from an early manager of this writer should draw quick acknowledgement. “No one is smart enough to remember all he knows!”
Role-Playing
The reality, of course, is that people in our business do not get paid for what they know; they get paid for what they do. Improvement is only useful if it translates to increased production. There is only one way to go from knowing to doing – and that is role-playing.
New people should have this as an integral part of all training. But for experienced ones, an analogy will be persuasive. Regardless of how many millions of dollars a baseball player earns, every day – regardless of income – he does batting practice.
Role-playing is our batting practice, and we do it for the same reasons – to polish skills and correct weak points leading to improved performance.
An extensive article on this subject entitled “From Knowing to Doing! How to Implement” may be found at the author’s website. It should itself be the subject to an entire meeting to clarify and explain why this is mandatory and how to do it.
The most frequent error made, however, is attempting to role-play face-to-face. Role-playing to be effective must be real; that means on the telephone, not face-to-face.
You can’t consistently hit for a high average if you skip batting practice.
Management Evaluation of Calls
What does this mean?
It means that the manager must find out what the recruiter is really doing on the phone. How? By listening in to his calls at his desk.
A simple analogy will show the worth of this. In outside sales, it is part of a sales manager’s job to travel the territory with the people he supervises. While on some calls, he will participate by adding clout on “key account calls”, on others his job is to listen, evaluate and then to conduct “ kerbside coaching” with the aim of improving performance.
The technology to do this is readily available, at many electronics stores, or with headsets designed with an extra jack for taping. The easiest way is simply to tape the call with the manager listening in via an earplug.
Speakerphones are not recommended, as they will alter the quality of the recruiter’s voice (reverberations are common), thus reducing the worth of the call.
Poor performers will resist this idea, as it will show them up. Good performers will like being listened to, as they believe it shows them off.
Signs on the Phone
Habit patterns can be broken and poor habits improved only by practice (role-playing) and repeat reminders. The manager should insist that the recruiter put a sign on the phone as a reminder of habit patterns that must be broken. Examples of this may be “slow your pace” or “who else?” for a recruiter that stops at one referral, to lead to new recruits.
We'll conclude this article next week
A 30-year veteran of our industry, Steve Finkel has consulted with hundreds of firms on four continents. He has been described by Personnel Consultant Magazine, produced by NAPS, as possessing “the most in-depth knowledge of search and placement in industry history”. The producer of many excellent training products (www.stevefinkel.com), he is also the author of “Breakthrough! Exploding the Production of Experienced Recruiters”, considered to be the definitive work for recruiters on this subject. Highly recommended. He may be contacted at (314-991-3177).
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Recent Articles You Might Have Missed
- Twenty Reasons Why LinkedIn Will Be the number one Recruiting Portal of the Future by John Sullivan
- Stop Doing Searches Over Again by Lou Adler
- How NLP Can Boost Your Results in the Recruitment Industry by Watt Works Consulting
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GRIP, the flexible and easy to use recruitment software from 2LS:
- Fast, intuitive user interface with great usability
- CV parsing built into the system
- Comprehensive customer relationship management
- Automatically logs all emails sent or received from contacts
- Tight integration with Microsoft Office and Outlook
- Integrates with Broadbean, Daxtra and other third party systems
- Can be extended, for example, to integrate with your website
- Is available to access anywhere.
For more information and to see GRIP in action call Chris Grimes on 0845 685 2230, email chris.grimes@2ls.com or visit our website www.2ls.com 
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Jobs in Recruitment
- Talent Acquisition Manager, ABB UK & Ireland, Warrington, Cheshire
- Senior Recruitment Consultant, Penspen, Richmond, £50,000-£60,000 plus benefits
- Talent Acquisition Specialist, Sophos, Oxford, Circa £35K pro-rata + benefits
- Headhunter (Executive Search, Search & Selection, Recruitment) - Anson McCade, £16K - £26K basic + Instant Commision + Benefits, London
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Confidential invoice discounting supports Fusion People’s expansion
Fusion People is one of the largest independent recruitment consultancies in the country, employing over 200 people with a turnover in excess of £40 million. This business success has been helped by the company’s long-term relationship with the Recruitment Finance Division of Lloyds TSB Commercial Finance, which has supported the recruiter’s finances since 2004 when Fusion People was launched.
To see how we help Fusion People visit our website www.recruitmentfinance.co.uk or for more information on our services including full back office pay and bill services, factoring, confidential invoice discounting and debtor protection, call one of our specialists on 0800 55 00 22. Lloyds TSB Commercial Finance is a trading name of Lloyds TSB Commercial Finance Limited. PRI A 120 0112
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| UK Recruiter News: Louise's blog and top topics on the discussion forum
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Hitwise top 10 Recruitment Sites, week ending 27th October 2012
The most visited UK recruitment sites last week, starting with the most popular, were www.linkedin.com, www.indeed.co.uk, www.reed.co.uk, www.totaljobs.com, www.jobrapido.co.uk, www.jobsite.co.uk, www.tes.co.uk, www.jobs.nhs.uk, www.cv-library.co.uk and www.monster.co.uk. For more information about Hitwise, visit http://www.hitwise.co.uk
Press Releases
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Recruitment database provider, Colleague Software, acquires 2LS Ltd
"UK based recruitment technology provider, Colleague Software Ltd, has acquired 2LS Ltd and the GRIP recruitment software system. Colleague will continue to support 2LS customers whilst integrating elements of GRIP into its recruitment software system in order to further improve its offering. 2LS customers will also be given the opportunity to transfer across to Colleague. http://www.colleague.eu"
Recruitment industry celebrates the best in the business at the REC’s IRP Awards 2012
"The Recruitment and Employment Confederation’s (REC) IRP awards were held to recognise the recruitment industry’s top professionals at London’s Grange St Pauls hotel in a ceremony hosted by the BBC’s Huw Edwards. The REC’s Institute of Recruitment Professionals Awards (IRPs) are the most prestigious recognition an individual or company can receive and they celebrate professional excellence and inspirational work carried out across the recruitment industry. The list of winners is at http://www.rec.uk.com/press/news/2232"
ExtremeRecruitment.com launches network of sites promoting jobs in sport, leisure and travel! "ExtremeRecruitment.com has recently launched a new network of jobsites promoting jobs in sport, leisure and travel using a single central database to power all candidate and employer (client) transactions. Efrem Leigh, the founder of the network has over 13 years experience in the concept, design and delivery of jobsites following the launch of his very first ski jobs website www.findaskijob.com back in 2000. He then launched the first jobsite on the internet for football jobs in 2005 called www.football-jobs.com and the network now links around 50 sites covering jobs in specific sports as well as sites promoting jobs in specialisms like sports science, sports medicine, sports marketing, jobs for women in sport, sports coaching and sports engineering. Sites for leisure, spa, seasonal, hospitality and yachting are also under development."
Lawspeeds’ latest seminar highlights threats and opportunities within Contractor models
"Lawspeed services help recruitment professionals to navigate operational hurdles and focus on profitability during the challenging economic climate. Their forthcoming seminar is part of the ‘Knowledge is Power’ series. Lawspeed combines legal insight with business knowledge to deliver targeted advice. The upcoming ‘Critical issues for the recruitment industry - Contractors’ seminar content is aimed at business owners, operations directors, FD's and HR. It includes a bespoke Q&A element for delegates to ask focussed questions during and after each presentation. The event takes place on Wednesday 14 November 10am - 4.30pm at London Chamber of Commerce. http://www.lawspeed.com/Events.aspx"
Apprentice Winner Chooses CV-Library
"CV-Library is the chosen generic job board for Apprentice winner’s new recruitment agency; Hyper Recruitment Solutions (HRS). Ricky Martin and business partner Lord Alan Sugar have chosen CV-Library out of all the leading generic UK job boards as their main online recruitment platform. It’s perfect timing for HRS to join CV-Library; with the job board’s second offline marketing campaign launching last month and a selection of brand new services available for clients, including mobile solutions and social media marketing. They’re attracting more candidates than ever before and recently hit a milestone with the five millionth CV being registered in August. www.cv-library.co.uk"
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