I am not a huge football fan; though other folks in the GSR2R office are – Mike we love you!

I have been reliably informed that the England squad now have a mindset coach. Apparently the same guy that was responsible for developing the amazing British cycling team at the 2012 Olympics! Good news that’s what I say. Why? Well my own experience is that working with the way you think about things can change your results; massively.

I am not going to get all ‘woo woo’ here and I wanted to share with you a well-documented technique that can make a significant impact on your results. Just like it has for millions of business people worldwide.

Visualisation

Visualisation is the ability to see beyond present reality to invent what does not exist and to become more than we currently are; make sense?

All things are created twice; first mentally and then physically. Think about it; nothing in life ever came about before someone first had the bright idea.

How does this ‘stuff’ work and do we have any proof? Well here is the famous example that has been used many times because it proves visualisation works.

Australian Psychologist Alan Richardson conducted an experiment with a group of basketball players. He divided them into 3 groups and tested each player’s ability to make free throws.

– The first group would practice 20 minutes every day.
– The second would only visualize themselves making free throws, but no real practice was allowed.
– The third one would not practice or visualize.

The results were astounding. There was significant improvement on the group that only visualised; they were almost as good as they guys who actually practiced.

The mind can’t tell the difference between what is real and what is imagined. There are other documented studies where athletes are wired up to monitors and when they visualise performing a certain task their muscles physically move and send out an electrical impulse that is discernable. Amazing stuff.

All well and good you might say; so how does it help me? Visualisation works for all and particularly well in business.

So you want to be an amazing big biller, perhaps even start your own firm one day and then use GSR2R to build your team J

If that is the case you need to start thinking about it now; in detail. This is the exact process that the likes of Steve Jobs and Bill Gates implemented. Both have built massive organisations and both were university dropouts.

When I first started in recruitment I had the vision of my own organisation. I wanted a rec 2 rec company that was different and had a real community feel. Now over ten years later I own the company and have created a great place. It started with my own vision.

It sounds hard and yet it isn’t at all. Just think about exactly how you want things to be. Imagine picking up the phone talking to candidates and clients. See yourself in an amazing office.

‘Visualise’ yourself performing a number of tasks that will take you to your goal. Then watch out for the results.

Till next time,

Cheryl

Being a recruitment consultant isn’t for the faint hearted. It is still a ‘selling’ role when all is said and done. As a consultant we first sell our services to clients and candidates and then we sell them to each other; confusing or what! Though many recruitment trainers don’t mention this, recruiting is a complex sales process.

Our clients and candidates are changing at an alarming rate. With the click of a mouse they can uncover endless amounts of information about; us, our company and our ethical reputation.

Here is some interesting data for you from Gartner a  research advisory firm; 90% of people research a potential connection or purchase online before they invest; either time or money.

Imagine the impact of that on the knowledge level that your clients and candidates can have about you and your recruiting service. Though the traditional ‘tell and sell’ style of recruiting is still being used by some recruiting firms, the truth is in today’s economy our ‘customers’ demand a different approach; one based around engagement and trust.

The good news is that engagement significantly impacts how much trust is created between recruiters and their clients and candidates. As trust is established the recruiting ‘sales process’ can then move on at a much faster rate.

Many of the more respected sales models currently in use, thankfully, embrace this concept. One of the most popular is Neil Rackham’s SPIN selling. The S.P.I.N. model is based on extensive research of some of the top salespeople in the world. The model and process was developed from research studies of 35,000 sales calls made by 10,000 sales people in 23 countries.

Solutions to problems

The concept is that people will only buy a solution to a problem that they have when they can appreciate the consequences of that problem.

For instance with a client it might be helping them appreciate that it is a better investment to use a recruiter than occupy valuable internal resources to attract candidates that would take them a long time to find. For a candidate it might be helping them think through the implications of staying where they are versus looking at the opportunity a career move might bring.

The job of the recruitment consultant is to uncover the key problems many of which your clients and candidates have not truly appreciated. You can find out more about how the model fits together in the spin selling book. To give you a flavour the model goes something like this:

1. Find out all relevant information related to the individual in other words the situation
2. By questioning uncover what problems the buyer may be having
3. Uncover the implications of those problems e.g. taking longer to fill a vacancy, poor quality candidates, being stuck in a company
4.Then relate this to the payoff of getting this problem fixed.

Great questions are the backbone of this process and are the fuel that makes this model so powerful. Questions asked in the right way build rapport, engagement and trust. The questioning sequence in the SPIN model taps directly into the psychology of the buying process. Here is a scary fact; as human beings we are driven by emotion when it comes to buying decisions. We then later justify our decisions with logic ( yes even when moving jobs).

You may already use a sales process like this; if not now might be the time to start. Our clients and candidates are changing and if we want to continue being successful recruiters we might need to too.

Till next time

Cheryl

Great news; hiring is on the increase according to the CIPD. More placements for us to fill which is always good news, provided of course our clients love the CVs we send over?

Yep even in today’s ‘connected’ world great store is still placed on the humble CV. As recruiters we know it is the first stage of a process and the real magic happens when our clients get a personal experience of our candidates. We just need to get them to that place ASAP.

This is where we can add value to candidates from the word go. Though we wouldn’t advocate writing a CV for a candidate you can certainly help steer them in the right direction when it comes to the key areas that all clients judge on a CV.

So what makes a good client friendly C.V.? To answer that question it’s better to ask an employer. Luckily that data is available through a key research study in the US. The results confirm exactly what our own clients tell us.

Here are the 3 key areas that you must make sure you candidates pay attention to. Quote this data if they need more convincing.

Presentation

First impressions count. 25% of employers want something easy to read and 14% expect good spelling and grammar. That is a huge 39% of the total impact. Make sure someone reads over what your candidates they have written before you send it. If you are not a grammar geek get one of the other recruiters in your office to help you.

Big blocks of text put people off. Make sure your candidates use bullet points and shorter sentences. Potentially their C.V. might even be read on a mobile device so it needs to be clear and legible.

Work Experience

This is the big one. Approximately 45% of employers look for previous work experience. Make sure they add the relevant experience aligned to the role that they are applying for. This is an area you can help with. Get your candidates to think about how their previous experience links to the current role they are applying for.

Qualifications and skills

The key challenge for many UK employers is the shortage of skilled staff. That is why the figure is high at 35 % when it comes to the level of importance.

Make sure your candidates ditch their shyness! They need to be clear and detailed about what they can do.  Remember; it must be relevant. For example their expertise in a given skill is the major part to communicate. Their qualification as a swimming instructor less so. Help them think it through. What are the connections? Make it obvious for your client to see the possibility your candidate presents.

We read hundreds of C.V.s. The ones that impress employers enough to interview a candidate always adhere to these guidelines.

Till next time,

Cheryl Wing and the GSR2R team

Human beings can be funny? We hate to make mistakes and we can all be quite fearful at times. Never more so than when we are making major life changing decisions, like changing careers or moving companies.

It’s natural to look for some ‘evidence’ that we are making the right decision or that the recruiter we work with and the new company we join are a fit and a match for us.

The good news is that this is easier to do than most people realise. Enter the underutilised case study, something that few recruiters spend the time to develop about how they have helped their candidates and clients.

Case studies work because they utilise a powerful influencing principle notably; social proof. (We will talk more about this in another article that I think you will find useful.)

You only need to consider your own behaviour when it comes to being ‘convinced’ about a purchase before you jump in and say yes.

Who hasn’t looked at Trip Advisor before they book that special trip with their significant other? Or read a customer review on Amazon?

In our experience, below are the classic questions we all either hear or communicate on a regular basis when it comes to thinking through our own ‘recruiting’ decisions.

– What is ABC really like?
– Have they placed candidates like me before?
– Does this recruiter understand how I like to be communicated with?
– Do they ‘get’ how important team fit is in our organisation?
– What type of people work there?
– How would someone like me develop a career at ABC?

Imagine then being able to send a case study that can answer these questions before you have even met? How much impact would that have?

It doesn’t need to be complex either. A simple Q and A interview with a candidate or client (hint the type of candidate you want to attract) will help.

How to get the ball rolling

First of all if  you are new to your recruiting firm find out if they have any case studies currently in use. If they do, excellent. If not you will probably have scored huge ‘brownie’ points already.

Depending on the client and candidate base you have access to you will have a number of potential positive experiences that your company has delivered that you could develop a case study from.

They don’t need to be war and peace either. Like great interview skills there is a process. A simple Q and A interview with a candidate or client (hint the type of candidate or client you want to attract) will help get you started.

Then put that together in a flow. The easy one to use follows the; S.A.R.F. principle.

S: What was the situation?
A: What actions did you take and then?
R: What were the results?
F: Finally you can add in a feedback section that can highlight what the client or candidate appreciated about you and your service.

Ready to get going?

Till next time,

Cheryl Wing and The GSR2R team

Have you ever had a candidate turn up in something ‘different’ than you were expecting? Did the thought run through your mind that their ‘interesting’ look wouldn’t work for your client?

It’s a common occurrence for recruiters and yet never easy to tackle with candidates. That is the subject of today’s article and we thought we would share some historical data about why what your candidates wear really does matter.

Feel free to print this off and use it as a crib sheet the next time you have the ‘dress code’ conversation with a candidate.

The world is changing and so it seems is our dress sense and code. As I write this the weather here in London is getting warmer; the urge to wear shorts and dress casually to the office seems to have popped up everywhere.

Casual dress in a business setting is a hot debate. What is or isn’t acceptable can be industry specific.

There is no doubt the casual look is in and on the rise for both men and women and, it seems within every age group. But is the ‘casual look’ really OK for an interview? Not really; so what is and does dress code really matter?

Well the evidence says that it most certainly does. As human beings we have many different preferences and personality traits. One key aspect is the way we process information. Some of us are more visually orientated whereas others prefer to listen. This becomes significant when you look at data that approximately half of the human population are visually orientated. In other words, the impact of what you are wearing will have an effect the minute you walk into any interview situation.

On the upside most candidates get it right over eighty percent of the time so take hope in that!

So make it work for you. No matter what our own personal opinions are on the subject a potential new employer will take your appearance as a signpost to who you are and how you might approach work. It is about getting the balance right. Ideally your ‘dress’ should tick the first box of the interviewers unconscious checklist.

Psychologically your new employer has a mental image of what a new hire will look like, as long as you fit that broad frame both parties can them move onto uncovering the value you can bring to them and vice versa. Think about it; the likes of John Lewis, IBM and M and S all have a brand image which they will want you to fit into. If all goes to plan within a matter of weeks you will be representing them as a member of their staff. Confused about how this might practically work? Here are a few suggestions to clear away the fog.

Look good and feel good

That does not mean that you need to buy the latest fashion or spend thousands on a new outfit. Wear something you know looks good on you which; incidentally will psychologically, have the effect of making you ‘feel’ confident. If it is a senior role, it goes without saying that you need to dress for the part and demonstrate you understand the importance of the role with the quality and style of what you are wearing.

Take care of the basics

I am sure that everyone knows this and for completeness I will still mention it. Anything; short, too tight or too revealing is a no; as is too much aftershave, perfume or makeup. There are many other ways to stand out. The subject of shoes? This has a significant impact; especially in a negative context if they are scuffed, dirty or the height of fashion. There is nothing wrong with heels! Just make sure you can walk in them!

As recruiters we know dress is important. Remember we are doing this everyday; our candidates aren’t so give them some help.

Till next time,

Cheryl

Gen Y? What are we talking about? Well it’s likely you might even be one! Let me explain.

Gen Y is a particularly important group when it comes to candidate pools in specific sectors.

Let’s clarify exactly who we are talking about here and why you need a recruitment strategy for this specific group of candidates and fast.

Gen Y, sometimes referred to as millennial’s, are the fastest growing segment of today’s workforce. They were born from the mid-eighties onwards and are likely to be the employee group that will take your clients organisation forward this century. They need them in their company.

The internet has changed everyone’s lives; especially this group, that have never known life without the ability to be ‘plugged’ into the World Wide Web 24/7.

Imagine how that changes your whole perspective on life and what is available for you as an employee? As an ambitious recruiter, if you don’t have a strategy that incorporates or focuses specifically on Gen Y your recruiting efforts could be wasted.

It is easy to predict that social engagement, through social networking platforms like  Facebook, Twitter and LinkedIn are important. However, it is the way you engage with this group that is important.

Gen Y candidates ‘values’ are quite different to other classic groups you will be aware of and might have placed in the past. Here is a list of 3 important values that you need to be aware of.

Family first

Though these individuals are driven, money isn’t the overarching motivator. Family is important to them and they are looking for organisations that understand their need for a work life balance.

Telling them about the huge salary and bonuses if they apply themselves and work hard for your client isn’t going to get you the results you might have expected. However, letting them know about the flexible hours working policy and how they can work from home one day a week and attend their children’s carol concert each year just might.

An online life

Naturally tech savvy. Their life revolves around being connected. Think email, texts, webinars and social media.

Make sure they ‘see’ you online. Share content, connect and engage with them on LinkedIn. Re tweet their stuff; they will notice.

Results focused

They like to achieve. Brought up by baby boomers scared of making mistakes Gen Y boys and girls are confident and self-assured. They want to achieve and expect a high level of engagement from their employers. If you know your client is more ‘old school’ think twice before you put them forward as it is unlikely to be a match made in heaven!

By the way, be prepared to be challenged from the initial interview and interaction you have with them. They will tell you exactly what they want and what they don’t want from their recruiters.

Till next time,

Cheryl Wing and the GSR2R team

 Excitement, Pageantry, Fashion and Style… That’s Royal Ascot

Here is an opportunity courtesy of all the team at GSR2R to experience an amazing day at Royal Ascot. We are giving 2 complimentary tickets to the Silver Ring on Saturday 21^st June 2014.

Be the first to see the Royal Procession, enjoy live music and a great variety of food and drink concessions. Take that special someone in your life or treat a family member of friend.

Whoever you decide to take, we know you will have an amazing and memorable day as you get away from the buzz of Recruitment for a day.

How do you qualify for this fabulous opportunity?

1. All you need to do is ‘Like’ our LinkedIn Company page between Thursday 29^th May and 2pm  June 6^th.  Here is follow our company linkedIn page. Click here.

2. Unfortunately on this occasion if you have ‘Liked’ our company page previously you won’t be   eligible.

3. We will draw the winner of the tickets on Friday 6^th June at 5pm.

Till next time

Cheryl

In the last article we discussed where to post your job ads. This time we are going to explore some ideas on writing a great advert and then some really practical ideas on how to get it read.

Who do you want to attract?

Now who do you want to attract? Many job vacancy adverts we see are generic and bland. In other words they lack specific detail that appeals to a targeted candidate. Please stop and read that sentence again.

It is so important to know your target sector in precise detail. If you have not sent your candidate talent pool a survey recently put it on your to do list. What is important to them? What would make them move? What offer needs to be on the table?

As an example not everyone does move for money. Depending on the type of role it can be more about opportunity or the chance to move to an organisation where there is a chance to work on complex projects.

You need to know what your ideal candidate’s hot buttons are going to be. That way you can create an advert that is going to push your candidate to a point where they get in contact.

You know the role profile, you know the client well and the type of individual that will succeed.  You also know what is important to your ideal candidate; particularly if they are to consider moving companies.

Armed with this detailed information you can start to craft your ad.

What do you need to communicate?

In truth enough to get your candidate to take the next step. Here are the basic must haves.

– Short section on what the company in question does and their value proposition
– What the role entails in detail. Here be specific about what this means for candidates and what the outputs are for the organisation
– What are the necessary prerequisites for the role e.g. what experience or capabilities are a given. If they do need to demonstrate capability to use the latest software in that market or to have led organisational change or managed a team of 8 people that needs to be  made totally clear.
– Salary range and package…

The last part doesn’t always happen. Yet the evidence as we have experienced it over time does demonstrate that details on salary bands always provoke a better response.

Make it easy to read and act on

The content of your advert is important; that is a whole course on its own. The good news is in this blog post you have been pointed in the right direction. Use compelling headlines, questions and connect with your candidates true desires and you won’t go far wrong.

Here is the thing that some people forget and it’s about the practicalities of reading your ad. People need to be able to read it easily! Think smartphone and mobile use. Think distracted employee with a few minutes secret surfing. Here are some ideas we have found can work wonders.

– Use bullets and different formatting so your ads are easy to read
– Space information out so mobile users can read it
– Have a good bold headline
– …and how about sourcing a relevant image to use? Images attract by the way. Over 50% of people are attracted by visual images
– Make sure you have a specific call to action
– Add your name and multiple telephone numbers
– …if you can repeat them in the ad

Ready to take action?

Till next time,

Cheryl

P.S. Looking for part 1? Click here.

Despite what many recruiters might think Job ads work; whether that is on your own website or someone else’s.

Social media is a wonderful thing and yet it is one of a number of strategies you will need to utilise if you want to be a successful recruiter. The social media revolution has been fantastic for recruitment companies. We are able to build relationships faster than ever resulting in a legitimate way to warm up potential candidates and clients to engage with us.

Yet, as in all business transactions; nothing starts till an offer is made. For us a key part of this process is writing a compelling job ad and placing it where potential candidates can find it. Let’s explore this some more. First all consider where you are going to place your advert.

Where

There are literally hundreds of places to place job adverts depending on your market. Here are the most obvious ones every recruiter should be utilising.

– Your current database of candidates
– Your vacancies page
– Relevant job boards
– PPC advertising
– LinkedIn ( specific job adverts and on your company page)
– Your facebook page

If you are not using all of these make a start, ASAP. Every one of these channels does have its advantages; including strength in numbers. Have you ever noticed that when someone is carrying out a major promotion you tend to see their stuff everywhere? It is a well know strategy to increase visibility and awareness to the widest and most relevant group possible. Let’s face it all of us can be distracted at times and our powers of concentration can slipJ. It is the same for our candidates, so make sure you maximise all available opportunities to present your job advert in relevant places.

Your database

Most recruiters will have access to a candidate database. Sending out a compelling role profile to candidates with a catchy headline followed by ‘copy’ (writing) that profiles the job might be all you need to do. Start to train your candidates in your database to expect to hear from you on a regular basis. Have a special opening line and you might be surprised how your open rate will improve.

Your vacancies page

Of course! In our next article we will talk about how you can do this in more detail. Make sure your ads go online as soon as they are in.

Relevant job boards

Job boards can still work depending on what sector you are in. Don’t ignore them just because some people think they are old hat.

PPC advertising

Depending on the role you are recruiting for and your own research findings; placing a PPC advert directed to your own job board could be well worth it. Make sure it is targeted and relevant to the PPC advert you craft

LinkedIn

You can place links to job adverts on your vacancies page within your feed and company page; just don’t overdo it as it can come across as spammy. Instead use a combination of strategies including sending people to your vacancies page and writing great adverts that you then pay to be seen on the LinkedIn platform.

Your Facebook page

Depending on your fan base this can be a great strategy. Place your ad with a nice image and link back to your vacancies page. We know of one particular recruiter that fills all of his job roles through his facebook page. By the way you can also send out targeted adverts to potential candidates if you know where they might be hanging out; this costs money and can work.

You now have a number of places to post your ads. Next step is to create one.

Till next time,

Cheryl

P.S. Looking for part 2? Click here.