Recruiting Recruiters

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How to Recruit the Best

In today's vibrant and ever changing Recruitment Industry, recruiters are as diverse and varied as the positions they recruit for. How then can we hire recruiters that drive maximum value to our companies and clients? Considering the current state of the economy, this question is more prevalent than ever. This article is geared towards finding the right recruitment talent for your company or client. We explore key factors to consider when hiring and screening candidates.

For those seeking a position, this article can also serve as a guide to help you better prepare for your next interview.
Hiring the right recruiter is the first step towards clients hiring the right employees. Whether you recruit in a large corporation or for a specialist or niche firm, recruiters are at the forefront of talent acquisition. Working to recruit the right part of a team or management position can be critical to your client's or company's bottom line. Even As a contract recruiter, bringing the right candidates to a clients flexible workforce means ongoing business and the opportunity for important referrals.

As an internal recruiter, placing the right candidate not only gives job satisfaction and material rewards, but also helps the company succeed.

Itâ?Ts all About The â?~FITâ?T

How do we identify the right recruitment talent? Itâ?Ts always hard to find the best talent, and that applies to recruiters just like any other profession. There is no magic formula that determines success in recruiting. Desirable characteristics include people skills, sales expertise, flexibility, confidence, and adaptability. However, a critical and mostly underrated factor that bridges all these separate skills, is the â?~fitâ?T. In employing recruiters, we not only need to ascertain â?~fitâ?T for our own recruitment group, but â?~fitâ?T for companies and clients as well. Just as an (extreme) example I have known a recruitment consultant introduced to a company with the wrong â?~fitâ?T which ultimately brought an established company to a complete halt.

The first step in determining â?~fitâ?T is assessing skills and personality. A common mistake of recruiting managers is to screen recruiters based largely on â?~fitâ?T with their own personality preference or work ethic. A more effective approach is to employ recruiters who will appeal to target candidates and clients. Take time to understand the kinds of candidates the recruiter will have to interact with and the profiles and personalities of the managers and teams the recruiter will support. A good percentage of the recruiter's work will be customer-service oriented, so make sure the personalities of the recruiter and management line up. Ask your client or corporate client about their priorities and criteria. Who would they work well with? Etc

What do you mean by experience!

Next, look at the candidate's experience in line with your company/clients goals. Experience has two sides: industry knowledge and functionality. Screen candidates with both aspects in mind. First, what work experience does the recruiter have in the industry of your company / client? Second, what experience does the recruiter have recruiting and interacting with the professionals that you want to recruit? The ideal candidate will have both types of experience. In addition, candidates should have a level of sophistication and maturity appropriate to the position. For example someone recruiting industrial contractors will require a totally different type and level of sophistication than someone recruiting in the search and selection end of the industry. Although common sense it is key to be able to interact effectively with both the management and the candidates they will be sourcing. Good judgment, and the ability to adjust to new situations are also great salient points for recruiters to have.

What can they bring to the party!

Third pointer is make sure you factor know-how and industry recognised best practices into your recruitment process. Although Good recruiters add value (in certain circumstances)by bringing contacts and candidates to the table, It is far more important that they have the raw knowledge and ability to find new talent and continue to win over new clients with the drive to expand your company or clients portfolio, this will ultimately mean they must still have passion for the recruitment industry profession!

The Devil is in the detail?

Pointer number four is having the hard Evidence to be able to back up all of the above, not only will you need documents supported by detailed referencing, having a solid and well explained work history is paramount in the â?~fitâ?T process. Gone are the days when it was OK to recruit people thatâ?Ts work history had more holes than the England football teams defence. Companies today look to recruit corner stoneâ?Ts to build a solid business, although historically difficult to do it is by far the best starting point when recruiting new team members.

Creative Recruiters stay ahead!

Great recruiters have the ability to adapt and adjust market focus to reflect the times. Today, many recruiters are finding new industry sectors with rapid growth potential or implementing recruiting methods that can either save their clients money or sectors which have a distinctive candidate shortage, Whilst not forgetting to make sure they are providing an excellent recruitment service by utilising the very latest in online recruiting, methods, technology and media.

Finally.

When employing a recruiter in today's changing economy, find out what they've been doing, (apart from applying for your job), to remain ahead of the competition. Their response will be a great starting point for your recruitment process....

Recruitersite Guide to Flat Fee Recruitment

View the Article: http://www.recruitersite.co.uk/news/recruitersiteguidetoflatfeerecruitment-20.htm

Recruitersite Guide to Flat Fee Recruitment.
There are various methods of attracting candidates to vacancies. These methods include print advertising, recruitment agencies, internal referrals and online advertising.
Over the past few years some companies looking to recruit staff have found newspaper advertising becoming more and more ineffective as well as expensive. This coupled with the fact that during recent difficult trading conditions, traditional recruitment agency fees have also (in some circumstances) been too expensive to justify.

What is Flat Fee Recruitment?

Flat Fee recruitment is a low cost (Budget) online recruitment service that is an alternative to traditional recruitment methods and is seen as a way of companies reducing their cost per hire. Over the past few years' online recruitment has grown considerably due to its speed to market, flexibility, reduced cost per hire and ability to reach the right audience.
With recent surveys claiming 8 out of 10 people now use the internet to view, search and apply for jobs online, an effective Flat fee managed service can bring major benefits to any company looking to recruit.
Flat fee recruitment uses a combination of web advertising, CV searching, screening and filtering to provide employers with a pool of relevant and quality candidates. The solution is designed to be a highly cost effective option reducing the employers cost per hire, reduced administration and time spent on writing a job advert and screening CV's for suitability.
Whilst there are advantages and disadvantages for all recruiting methods, the introduction of flat fee recruitment into the market has helped to bridge the gap between online media and corporate companies; some see it as the best of both traditional recruitment and other recruitment methods.
How Can Companies Save Money
Companies that are willing to keep the majority of the recruitment process in house (arranging interviews, short listing mediating etc) can save Up to 70% than using traditional recruitment agency methods. Flat fee recruitment offers employers a recruitment solution that negates the need to pay high recruitment fees and sits in between the full recruitment service and companies spending hours if not days placing adverts and managing response through multiple channels and then sifting through unsuitable applicant responses.





How does it Work
The process of Flat fee companies follows the same process they (ideally) professionally copy write and optimise a detailed job advert, place the job on a number of niche and generic job sites, screen and short list relevant candidates finally sending out rejection emails before submitting a pre defined number of relevant applicants to the company so the internal recruitment process can then take over. This process can sometimes be enhanced to include handling telephone responses and queries.
What Tools are required to start Flat Fee
With platforms such as recruitersite it is easy to kick of a Flat Fee division. The going rate for a flat fee service is between £495 for a scaled down service to £995 for full managed advertising campaigns so with recruitersite advertising packages starting at just £89 it is easy to see why more and more recruitment agencies are now offering this type of service as an add on to their normal daily recruitment activity. The added benefit is that if they already operate in a niche sector they will be able to bring AdQual experience to enhance the Flat Fee process for their clients.
The recruitersite platform is the perfect compliment for recruiters looking to operate in this lucrative market place. If you require more information on how our service can assist with the flat fee process or have any questions please do not hesitate to give us a call. 0845 604 8343

Is starting a Recruitment business for YOU!

View the Article: http://www.recruitersite.co.uk/news/isstartingarecruitmentbusinessforyou-17.htm

There are 2 categories which most of us fit into, let's call them the 'show me the money group' and the 'Go the extra mile' group. Which group do you fit into and which one is best suited to become a recruitment entrepreneur
The 'show me the money' group are normally the employed recruitment consultant that can't live with the thought of not having a steady salary and commission paid into their accounts every month. (don't we all?), And the go the extra mile type are the recruiters that have ultimate confidence in the service they offer after years proving the fact by producing large amounts of profits for their employer with only a fraction of the profits paid in return.
There are arguments for both types however If you fall into the 'extra mile' group it's time to start building blocks towards your empire!
The first stage is to understand a few very important points. Many business fail quick due to money being drawn for wages. Forgoing earnings is essential; to go without income for probably 3- 6 months is where you need to be thinking before you start receiving enough profit from your clients to live
in order to give yourself the best possible chance to succeed you also need a well drawn out comprehensive business plan and game plan, this will get the support you need from back office type services and any financial companies that may be required for funding.
After going through the personal route of forgoing wages for many months and seeing a few companies come and go, I have seen firsthand that by following a well drafted business plan it enables you to look long term rather than here today gone tomorrow.
If you can /want to commit years rather than months to your recruitment project then read on.
For any budding recruitment entrepreneur out there the message is quite simply this , Are you the perfect employee FOR YOU. What do I mean by that, well quite simply are you prepared to supply and prove what's special about you and your brand before trying to expect serious financial returns for your efforts. I must quote Napoleon Hill at this point that 'The most successful people in any business follow the habit of rendering more service than that for which they are paid'.
The major difference between a recruitment entrepreneur and an employed consultant is the risks they are prepared to take to prove to themselves what they say on a regular basis that 'I Can do better'. I'm not talking about sacrificing all of your possessions, (that would be silly) but making serious calculated sacrifices is the difference between successfully running your own business or remaining an employee.
If you have the conscious desire backed up by absolute faith, it then becomes part of your subconscious thoughts and once this happens there in no known record of this kind of desire having ever been without fulfilment.



There is more support for recruitment entrepreneurs than ever before, with back office services now tried and tested and most will help with business plans which requires time and detailed thought and they will also assist with banking set up. And with online advertising resources now available from state of the art sites such as recruitersite which offers tools only available to recruitment consultants (You can quote me on this) 'There has never been a better time to start a recruitment business or become an independent recruiter'
If you want to talk about any part of this article please call 0845 604 8343

Recruiters set to embrace online innovation

View the Article: http://www.recruitersite.co.uk/news/recruiterssettoembraceonlineinnovation-15.htm

Recruitersite.co.uk announced today that following a successful six months beta testing phase it is unveiling a dynamic new look and a full range of attractive multipost advertising packages.

Originally set up in 2009, recruitersite has seen its client base go from strength to strength as more and more recruitment professionals have embraced its job posting innovation and reaped the rewards of cross-posting their job vacancies to some of the UK's leading online media in one easy step.

As well as the new look, a range of improved multipost advertising packages have been designed to provide something unique, flexible and easily accessible. As Recruitersite Director Mark Jones told us "We're dedicated not only to bringing the UK's first all-in-one job posting tool to the recruitment industry, but to create something that will deliver tangible results for recruiters". Co-Director Scott Taylor added "the recruitment industry has been the driving force behind making these improvements and the result is an impressive service all of their own. With this more flexible and dedicated advertising solution I am sure we will see even more recruiters enjoying the benefits of the recruitersite online recruitment solution".

The new site very much focuses on results, value for money and offering a flexible, no hidden cost advertising medium. Every recruiter will be able to multi-post job adverts to most of the top online recruitment media via an intelligent and easy to use system. And, as Mark explained "the whole process will be backed up by a member of the service team via our new live help section".

The opportunity to distribute job adverts on a pay as you go basis has already seen a growing base of recruiters benefit throughout recruitersite's beta test stage. By having all response directed back to the recruiter direct from source eliminating the need to jump from site to site or rely on third party companies to track candidates, recruitersite will deliver a real improvement in effectiveness.

Scott Taylor said: "We have invested a lot of time and expertise in this project and are looking forward in helping the SME recruitment industry drive down their advertising costs and improve the return on investment". And, as Mark Jones pointed out : "Social media will also increase the candidate reach as all of our jobs will be posted onto Twitter, plus recruiters who join the recruitersite network on LinkedIn can also enjoy regular job posting discounts".

It all adds up to good news for SME recruiters everywhere as they look to maximise the response to their job board posts.

For More information about our range of services contact recruitersite on 0845 604 8343

Why setup your own recruitment agency?

View the Article: http://www.recruitersite.co.uk/news/whysetupyourownrecruitmentagency-14.htm

Most new recruitment consultants are often dazzled by the thoughts of large commissions (with a steady salary) and company incentives. Over the years most consultants either become stagnant (as they have a regular salary and commission payment - they stay off the company radar as they bring in just enough business to be an asset but not enough to be a high flyer) or they become disillusioned by the fact that they are producing large amounts of profits with only a fraction of the rewards (making £150k for the agency but their pay packet reflects £45k).


Those that become disillusioned often have to decide whether to stay and continue lining the pocket of their employer or take the plunge and start up their own agency.

Setting up an agency is not as hard as it seems and the costs are often a lot lower than anticipated. Registering a limited company can be done within 48 hours online (thinking of a name can be one of the hardest things in the whole process), a business plan requires time and detailed thought and most banks will help with setting up bank accounts.

Legal contracts can be costly but can be bought as a pack from some employment lawyers. Jobs boards will often give free trials and discounts to new agencies to bring in new candidates and advertise jobs. All you need is a base (spare room), telephone and an email address.... You are then ready to go!

Funding is also another easy hurdle to overcome. If your business plan is sound, your clients are good payers and you do not expect to be paid large salaries in your first year you should be able to survive. Having some initial capital to pay your salary till your first deal comes through is important. Permanent deals are a good way of starting up a business as there is little or no cost involved, but to really have a steady amount of business coming in, you need to consider the contract market. Long term contracts mean you have a saleable business and income in months to come.


The last issue is working alone. Having the buzz of people around you can seem like a great thing but can often be a distraction. If you are motivated enough to succeed in your first year then in your second year you can consider a serviced office where you will get that buzz and interaction without having to compromise working for someone else. Going into partnership with another recruiter can allow you to share costs and build a successful business together.


TBOS can help with all of the above issues as our focus is to take away the stress and allow you to do what you do best... sell. We have the knowledge, contacts and expertise to set up your agency at a low cost, legally and as quickly and smoothly as possible. Once you are up and running we then take away all the daily administration of running an agency from timesheet processing right through to final accounts. We don't just stop their either as we will advise on ways to improve your business by looking at marketing, tendering, compliance and accreditations, you ask for it and we can probably do it... or tell you of someone who can!

We would only advise anyone starting up their own agency to consider 4 main things:-
1. Do you own the clients? - i.e. is the relationship with you or your agency?
2. Are your clients credit worthy? - i.e. are they good payers? Have they been around for a long time? Are they surviving in the recession?
3. Can you survive for at least 3 months before you start receiving enough profit from your clients to live?
4. Are you motivated enough to do this yourself?


If the answers to these points are yes then there should be no hesitation for any successful recruiter to start up their own agency... and TBOS can be there to help.

Hopefully most recruiters will see the obvious benefits of setting up their own agency... 60-70% of the profit generated, a saleable business and the fact that they are their own boss! Why would anyone want to work for an agency with those kind of benefits?

This article was created by Stewart Robers of TBOS

Finding the 'Garam Masala' spice for business excellence

View the Article: http://www.recruitersite.co.uk/news/findingthegarammasalaspiceforbusinessexcellence-12.htm

No.. I'm not talking about an important ingredient for the meal at the next 'Tru London' event but
An analogy for putting the important final touches to your 2010 business plan to bring it 'all together'.
Over the past 8 weeks at recruitersite we have

o Had amazing feedback from our Feasibility and Specifics research
o Focused for 'Beta' Launch (Nov 09) and refined Recruitersite for Launch (Feb '10) (Sponsored aggregator package 'watch this space)
o Outlined the specifics of our business (All put into a nice little video)
o http://www.recruitersite.co.uk/content/recruitersite-video-41322.html
o Making sure we have Capable management
o Complete Financial control
o Consistent business focus
o Mindset to anticipate change
Now we are getting to the 'garam masala' stage which we believe is the definitive 10 point marketing plan. Email marketing, Direct sales, blah blah,blah
I suppose the question is what do YOU feel is the most important ingredient to bring together all the hard work to synergise the business for the year(s) ahead... Any idea welcome.

Are you using recruitment soap!

View the Article: http://www.recruitersite.co.uk/news/howtouserecruitmentsoap-9.htm

Whatever sector or level you recruit for. There are certain habits, standards, and process that must remain part and parcel of your business, and consultant's daily routine.
If you are going to have a successful recruitment business, you need solid foundations that can be built upon for future growth.

Recruitment Soap = SOLVER OF A PROBLEM


Quite often due to targets and the obvious financials, we forget that we are not just trying to put bums on seats, and instead should be focusing on how our experiences and services can help the client solve his/her problems, and do our job as recruitment consultant's.

Remember: Recruitment Consultants should be experienced and trained so that, they can effectively analyze and advise client's needs in order to meet their Human Resource goals.
You are not the solution, but you are the person that can find and apply the correct solution, in many cases this will be to find the perfect person, or facilitate and advise on the best process for the task in hand, whether looking for a Top Level executive, or 100 Call centre staff, the questions to ask yourself need to be.....

How can I solve my client's problems, quickly, effectively and in a professional manner?
How can I demonstrate to any potential client's, that I am the best person help them?
From my experiences clients appreciate you taking the time to explore why they are hiring for a position, what is the history behind it and sometimes to offer your take on alternative scenarios.
If you know a company well, your consultancy skills really can add value to your proposition as a recruitment supplier. I rarely charged for my knowledge/advice as it made the difference between being the company's number 1 and just another recruiter who occasionally picked up a position.


Remember: We are a people business, from taking advert response, to interviewing right through to dealing with clients you need to treat everyone you come into contact with, with respect and professionalism but most importantly not forgetting the human touch, there is nothing I hate more than recruitment consultants that for some reason believe they are better than the candidates applying to them for jobs. I have witnessed disrespect to job seekers from consultant's, and managers and it is something that I have never tolerated, I urge you to ensure this behaviour does not happen in your company.
If you get a bad name with the workforce it's the beginning of the end, as they will talk and it will get back to your clients, who cannot afford to be seen as condoning such behaviour.

Make sure your process are well structured and help you along in the correct direction.
Standards - Expect the best - Work for the best - Be the best possible recruiter.
Habits - good or bad we all have them ensure yours are ethical, productive and relevant.
All of your activities should be aligned with your business goals and move you in that direction.

How is your Recruitment SOAP?

Soloman Associates 'Tests' Recruitersite

View the Article: http://www.recruitersite.co.uk/news/solomanassociatestestsrecruitersite-10.htm

I wanted to let you know that I have used recruitersite after a recommendation from a colleague.

Focused upon the Senior Sales niche within software solution vendors I usually depend on direct talent acquisition rather than trade advertising.

I had an occasion where my one of my clients required a position than did not require the direct acquisition route, as I don't normally use 'job boards' I had no route to advertise the position for my client in a cost effective manner.

I spoke to a number of job boards and was only offered adverts on the back of bulk buying and having service 'add ons' such as CV search which I did not require.

I found both the idea behind recruitersite and the 'self service' approach suited my requirements perfectly and the response from advertising on multi job boards enabled me to assist my client in filling the position on time and within budget.

I would like to commend you and your colleagues and would have no hesitation in using Recruitersite again when the need arises.



Thank You.


Sol Jeewa
Managing Director
Soloman Associates.