As a specialist search recruiter we are continually asked by clients to recruit highly skilled people with specialist skill-sets throughout the UK and Europe.
The nature of the high technology marketplace is that individual expertise and a collective capability of your people to deliver top quality solutions are the fundamental strengths of all successful businesses.
The critical part of that process is a companies’ ability to hire and retain top quality talent from a competitive marketplace. The other companies that you compete with are all looking to hire the same people so your ability to identify and hire the people you need often is the key difference between success and failure.
I was chatting to a client last week who we’ve worked with for many years and he was telling me about a conversation he had with a recruitment agency. They told him they could find him the people he needed to grow his business. He asked them how they found people to which they replied they use advertising and Internet job boards such as Monster, Jobsite.
The problem is top performing people in any industry don’t need to “look” for a job by posting their CV online, or replying to job ads.
For most of them, career opportunities come to them through their reputation in the industry.
Wynne Consulting has spent many years nurturing and developing our network of contacts in the market sectors we service; so we are able to give our clients access to the top talent in their market sector, so giving them the competitive edge in the most important area of all – the quality of their people.
So. Can your existing recruitment supplier do this? If not, talk to Wynne Consulting today to explore how we can give you the competitive edge.
Failure is the crucial learning tool that everyone needs in order to progress and succeed. If you’re afraid of failure you’ll never progress. You’ve got to fail sometimes to succeed overall.
We love the following quote from US basketball superstar Michael Jordan:
“I’ve missed more than 9000 shots in my career.
I’ve lost almost 300 games.
26 times, I’ve been trusted to take the game winning shot and missed.
I’ve failed over and over and over again in my life.
And that is why I succeed.”
An inevitable eventuality of the improving economy is an increase in demand for skilled people; and a resultant shortage of good people available on the “open job market”.
So – ask yourself this. As the economy improves, can recruitment agencies, CV websites and advertising really find you the skilled people you desperately need for your business to survive and grow? More and more we are finding the answer to this question is “no”.
According to a recent report, salaries are rising at their fastest pace in 7 years as companies fight for skilled workers.
“The job market in 1990 was a very different place to what it is today. Every town and city had numerous newspapers with reputable career sections where pages of job adverts appeared. If one caught your eye, common practice was to write a nice covering letter accompanied with a CV posted off to the advertiser. Most of the time you got no response, occasionally a polite company would send you a letter thanking you for your reply. There was the odd Recruitment Agency servicing the local area, but they tended to specialise in temporary workers and office staff………………………………………………………”
The advent of the internet has revolutionized the job market in the last 15-20 years, however another major evolution that has changed the job market has been the growth of the influence of the Recruiter (Recruitment Agency & Headhunter). Although Recruitment service suppliers have been around for many years, it is in the last 20 years that their influence and dominance in the job market has reached significant levels.
Each recruitment process is unique, but there are some normal things that occur in the majority of cases. From a headhunter’s perspective, being aware of what’s happening can help you deal with the process and ensure you have the best chance of success. The top 10 things you should be aware of are:
I was out with some friends over the weekend and an interesting conversation developed.
One friend was exalting the virtues of his lovely German saloon with leather interior, cruise control, faultless driving experience,etc. Another friend was championing how cheap his “Far East” manufactured car cost was “to buy and run”, the low cost for spare parts, servicing, etc.
Although the conversation was about cars – the two friends were coming from opposite ends of the scale in terms of car needs and wants. Kind of similar to comparing apples & pears.
This set me thinking about our clients; “Transactional” and “Value-add”.
Although there have been some major macro-political shocks in recent months; the key UK economic indicators have remained pretty stable, with strong growth reported across many sectors of our economy. As a result many companies are looking to grow and a clear barometer of this is the tightening of the labour markets as job vacancies increase and unemployment drops. Most of our sectors that we service are now “candidate short” markets.
Every day a new headline emphasizes the strengthening in demand particularly in the engineering, manufacturing and the service industries.
As a leader and manager of any successful business, a key component is the successful acquisition of the right people at the right time, with the minimum amount of time and effort expended.
We encounter countless fundamental errors that companies big & small make on a daily basis that are massively hampering their ability to attract and recruit the “hidden elite”. This is the best talent in any market sector.Make sure you don’t fall foul of our top 5 hiring howlers:
Job interviews are a necessary part of any recruitment process, however with the right planning and approach even the most nervous of interviewees can avoid difficult interview questions and give a good performance (see our earlier article http://www.wynneconsulting.co.uk/interview_preparation/ on how to prepare effectively for any interview).
Conversely – we regularly encounter situations where seemingly excellent job candidates have failed at an interview as a result of answers to one or two difficult interview questions.
Dealing with difficult interview questions that have a “negative” answer: