It’s better to do nothing than be vanilla on social media. Simply regurgitating industry news and age-old wisdom will make you invisible – not interesting. On the flip side, daring to voice an honest opinion will make people stop scrolling and start noticing.
I recently did a piece on internal recruiters. By looking at some of the comments, you’d think I went around their house on Christmas Day and pissed on the tree. But it wasn’t clickbait. I believed in it.
I’m a recruiter at heart. So, I fully endorse any and all methods that result in clients attracting, hiring and retaining talent as and when they need.
But the days are numbered for internal recruiters. Companies’ needs are changing, and agency recruitment is having to evolve to match. Leaders are denouncing relics of the past and embracing a method of recruitment that scales with business objectives.
What will the next revolution of staffing be? I’d be interested to hear your thoughts but, as far as I’m concerned, it’s hiring on competency.
More and more companies are choosing candidates based solely on their ability to learn. But is the rise of competency-based hiring a micro fad, or is it the direction of recruitment as a whole?
Here’s why I think it’s got legs….
Congratulations on exiting your business (recruitment or other). A reason to celebrate indeed given how few manage this neat trick.
So, a heartfelt “nice one”!
You’ve now entered the upper echelons of the Business Hall of Fame. Your ‘moment of success’ has placed you within a ratified group of leaders. In fact, your Liam Neeson skill set has seen such acclaim that people dream of leveraging from your experience.
Your next role should be as an advisor, or even a NED! Or not…
Early in my career, I recognised the value of solution selling and developing “products” in recruitment was, back then, truly stand out!
Midway through my career, I struck “productisation” gold, by leveraging a deal Bill Bottriell (god), did with paper advertising, and I started sourcing and delivering first-time contractors.
Persuading businesses to employ “box fresh” but exceptionally qualified talent as 1st freelancers! was a skill. However, the way we wrapped it up into a product (service, solution, price), acted as a catalyst for substantial global growth.
I remember thinking in 1995 that you should make yourself redundant ASAP so you can do the jobs you need or want to do next. It’s still relevant now. Your success should set the tone, but if you’re still the major breadwinner two years in, then something is drastically wrong.
Training your staff to recruit will only get you so far. To really leave a legacy, you need to create restauranteurs, not chefs. When your team start to go out and win their own business, that’s a true reflection of success.
Why is it that, as soon as your staff leave the meeting room, it’s as if a device has zapped their brain and erased everything you’ve discussed? You’ve had a useful conversation, identified the goals and objectives, and still, two weeks later… nothing.
Recruitment entrepreneur Wayne Brophy calls it “The Zappers” – the only possible reason why culpability and commitment miraculously vanish the moment people return back to their desks. For meetings to be effective, you need to ramp up accountability. In other words: inspect, don’t expect.
Recruitment is facing its biggest challenge: shifting from bums on seats to consultancy. This is not evolution, but revolution, and as a business leader, you need to embrace where the market’s going and adapt to Business 3.0. We’re not the only ones going through this transition. Everyone’s having to compete online and adjust to modern […]
Successful business leaders don’t need complete oversight of the operation. But your vision, value and voice do need to be seen in all decisions across the company.
Combined, these things form your personal brand: the perception others have of you. It’s all about how you act, how you stand out from the crowd, and how you make clients see why they should choose you over a competitor – both online and offline.
While most daily choices can be decided by gut instinct, the general direction of your organisation needs to embrace your personal brand. The trick is achieving a balance atevery stageof your journey as a recruitment business leader.
If you have seen Split, you will know all about the power of personality – multiple ones too. But in recruitment, all you need is one good one.
If you Google the personality traits that recruiters need, you will be met with dozens of articles saying you need things like resilience, grit, honesty, resourcefulness, and empathy. This is all very unfortunate considering how long the waiting list is for people in need of personality transplants.