It’s is an interesting article from a number of angles. The key for us is that many of their most successful businesses are using innovation and technology to drive their growth into 2014.
We are in a unique position as a high technology search recruitment firm in that we spend our days talking to the key people across lots of different sectors both within the UK and Europe. This gives us a great “helicopter” view of how our technology and engineering industries are growing and evolving comparable with their peers overseas.
Many of us love New Year’s resolutions. Perhaps giving up alcohol, getting down the gym or quitting smoking.
Psychologically the beginning of a new year stimulates many of us to review our lives, and make decisions and plans to change habits and improve ourselves.
Just like New Years resolutions, the Christmas holidays are also a great time to think about our present job, overall career and where we are up to in our career planning.
I was chatting to my father over the weekend about his experiences of job “interviews” in the 1960’s when he first left college. Morose interviewers firing open questions over an imposing oak desk whilst portraying the demeanor of a disinterested headmaster thinking “why on earth should I bother giving you a job?”.
This kind of arrogant interview style was commonplace where there is a rich choice of candidates to employ; where jobs are few and interviewees are plentiful.
Fast-forward to 2013 and the vast majority of the market sectors we operate in genuinely struggle to identify and recruit the top people. A shortage of highly skilled people coupled with an improving economy and falling unemployment makes the battle for talent even more intense.
We’re all very pleased this week to finally secure a deal for a candidate we have been working with for a number of years.
As a very talented external sales professional with 15 years experience he has been looking for a new Sales Director position for over 5 years. As we all know the higher up in an organisation the opportunities for progression become fewer & fewer, and the market is highly competitive as established practitioners look to break into the “Management” layer.
As part of the services that Wynne Consulting offers, we help high quality individuals by monitoring and quietly prospecting the market to unearth senior jobs. In this instance the task was to find a Sales Director role with genuine responsibility for controlling and directing the sales strategy of an £22m turnover organisation.
Chatting to one of our most regular clients yesterday really made me think about the issues faced with recruiting high quality people in today’s competitive environment.
The major issue is that the vast majority of high performing people don’t ever look for a job on the “open market”, so don’t talk to recruitment agencies, respond to job adverts and place their CV’s on CV Websites.
So how do companies get hold of these people to have an opportunity to recruit them? This diagram gives an accurate breakdown of a typical company of 100 people:
