Tag Archive for REC

Business Brains Tour. Guest Post By @REC

November sees the REC hitting the road for Business Brains On Tour, which brings together some top UK business talent to share their business knowledge to help you grow and develop your recruitment business.
One of the “brains” is Johnny Campbell, the CEO the Social Talent who is the recruiters social media favourite. His session will bring you up to speed on how to use social media to grow your business, attract the best candidates and use content to differentiate your business.
The REC caught up with Johnny for a quick chat to find out what we can expect from him on tour.
1. Please sum up your business philosophy in no more than 140 characters?
Be brilliant in everything you do and good things will happen. If you can’t be brilliant, do something else.
2. The economic pressures on recruitment agencies have grown in recent years – what one essential tip can you give to recruiters to help them build their business?
Companies used to rely on agencies for 80% of their hires. They are now moving towards 80% direct. If you want a share of the remaining 20%, be a specialist who is the absolute best at providing candidates in your niche. If you want to go after the 100%, you need an RPO model.
3. Recruitment has undergone huge changes in the way that it operates – what characteristics would you say are the most valuable for a successful recruitment business owner to have in the new environment?
You must be agile and focused on making yourself indispensable to your customers. Agility could mean being flexible in the pricing model that you offer, providing unusual services beyond fee based placement or just embracing the latest technologies in your operational model. What has not changed is the personal touch. This is still very much a people business. When you focus too much on the tech and the latest shiny new things, you can lose sight of the people and the relationships that are vital to the success of any recruitment business.
4. Social media has had a massive impact on the way that recruiters operate and there are a range of options on offer – what approach would you advise recruiters to take to get the most out of their social media?
Don’t use social media for the pure sake of it. Just because your competitor is on Facebook does not mean that you should be. Understand the potential value of all new tools and resources and then decide what is right for your business. To me, there are three core opportunities that recruiters can leverage from social media: 1) the enormous database of candidates that are there to be found, 2) the opportunity to market yourself and gain influence through social sites that are gradually consuming more and more internet users’ time and 3) new ways to communicate with and talk to potential candidates and clients.
5. The UK recruitment industry is continuing to grow and operate on a more global scale – what benefits are there to recruiters considering overseas markets?
With the growth of social and professional sites and the proliferation of the internet via mobile you can now hire for any job in the world using only your mobile phone. You no longer need to be in the same country, let alone the same city as the clients and candidates that you rely on, therefore the obstacles to developing business and expanding overseas have all but vanished. If you have a great business model and deliver a fantastic service, you can offer that anywhere in the world without ever leaving your local town!
6. Retaining high quality staff is key to driving business forward – what advice can you give to recruiters to make sure they hold onto to their top talent?
I met with a client recently who wanted us to deliver our Black Belt training to their staff but with one caveat; they wanted us to hold back some of our “best stuff” as they feared that if their recruiters had all of our training, they would surely leave and go elsewhere. I was discussing this with a colleague who made an excellent point; what happens if their staff don’t get the training…..and they stay! My advice is to invest in your staff, encourage self-direction, invest in a learning culture, give them something to believe in and then get out of their way and let them do their job. You don’t need free beer and fooze-ball tables to retain staff. Treat them like grown ups and say thank you once in a while and they may surprise you!
7. As an expert in your field you’re always asked for the best advice – however what would you say is the worst piece of business advice you’ve ever been given?
When we started Social Talent I had this over-riding belief that if we gave away our best advice for free, people would come and they would pay for our other services. I hosted our first live webinar in January 2011 and since then we have uploaded over 30 hours of free training material to YouTube. When I first suggested doing this I was told I was mad by everyone I knew in the agency market. They just couldn’t see the value of building an audience who trust your advice and understand that it comes with no strings attached. I was told to give a little and hold back the good stuff. I decided to ignore this and believe that our whole business has succeeded on this premise. When you help someone without asking for anything in return they will at the very least ensure to recommend you to everyone they know. At best, they will seek you out above your peers if they ever have an opportunity to repay you.
The Business Brains on Tour will be running on the 19, 20 and 21 of November in Birmingham, Manchester and London. For £100 discount on your ticket, “REC Business Brains on Tour, 19-21 November 2012″ book here, using the discount code REC1

The Apprentice Recruiter Scheme

As Lord Sugar’s hunt for an Apprentice draws to a close, recruitment firms look to tap into the benefits of a new Apprentice Recruiter Scheme, launched last month

Prospectus IT Recruitment’s Managing Director Elkie Holland took a few moments to tell me about the exciting new apprenticeship scheme that was launched last month and why it is the perfect solution to help her company grow:

By Elkie Holland

Prospectus IT Recruitment is a niche boutique agency specialising in the IT market. We have been operating in the IT sector for over 20 years and pride ourselves on our integrity and our straight-talking approach.  The last two years have undoubtedly been challenging for the recruitment industry but in the last 6 months we are really beginning to see an upturn in the IT recruitment market and it is picking up with increasing rapidity.

In response to this new growth we have been looking to expand our team, and I came across the opportunity to take on an apprentice, with an apprentice training scheme that was specifically targeted at the recruitment industry.  On a personal level, I have always been very interested in ensuring that candidates with limited or no experience are given support to find ways of entering the marketplace – after all everyone has to start somewhere!   Over the years we have taken on apprentices in other areas of the business, but until now there hasn’t been a tailored scheme or a structured framework that would have enabled us to take on an apprentice recruiter.

The training and support for the newly launched recruitment apprenticeship scheme that we’re participating in, is provided by Expedient Training Consultancy and it’s the first time a package like this has been put together specifically for our industry.  I think it provides candidates and recruitment businesses with a fantastic opportunity that’s long-overdue in this sector.  The apprentice recruiters will gain 4 industry recognised qualifications during the 12 month training programme, including the REC’s Certificate in Recruitment Practice, so it really does provide a structured learning path which sets them up to build a solid career in recruitment.  The training includes a mixture of both traditional and modern recruiting techniques, including a focus on the latest social media opportunities which is invaluable, and it teaches the apprentice about the ethics and standards, the technologies available to them as a recruiter, the people skills, negotiation skills, sourcing methods and so on.

I think a key benefit of the scheme for us is that when you take on a new consultant, there is immediately a pressure for them to perform and deliver return on investment, and this can sometimes be counter-productive particularly if the recruit is relatively inexperienced and still finding their feet.  With the apprenticeship scheme both parties are signing up to the idea of a structured training programme, and you can really spend some time ensuring that the apprentice is building a full tool-box of techniques that will help them perform, whilst also not only developing best practice but also learning about how we do things here and fitting in with our approach rather than picking up bad habits or questionable ethics in desperation to bring in results.  Initially the base apprenticeship salary is lower than a consultant’s salary which, alongside the structured nature of the programme, also helps take the pressure off the candidate and off the business.  But the apprentice still has the opportunity to earn good money quickly, through good performance and they are motivated and more loyal because they recognise that we are investing in their future.

Expedient have secured funding from the government to provide 150 fully funded apprenticeship schemes to recruitment companies like ours, with opportunities in London, Manchester, Birmingham and Nottingham. We just thought it was too good an opportunity to pass up – the funded recruitment training itself is worth over £6000.  For our apprentice, we are looking for a conscientious, enthusiastic person with good attention to detail and a naturally inquisitive approach.  They will be eager to learn and will be able to demonstrate commitment and initiative through their education or hobbies.  We offer a highly personalised service and pride ourselves on our responsiveness so they would also need to be a real people-person and have good “talkability” skills, as I like to call it.  We have fun here and we ensure that  we “tell it like it is.”  You can’t get better training than joining a specialised agency like ours, learning from the ground up and becoming an industry specialist.  It’s a tremendous opportunity for a newbie to the industry and we’re really proud to be able to offer it.

For further information or to participate in the Apprenticeship Scheme:

If you have been looking to expand your team and are interested in taking on an Apprentice Recruiter to help your business grow, please visit www.recruitment-apprenticeship.co.uk or contact Paul Deen on 0800 612 5402 email paul.deen@expedient-training.org.uk

Alternatively, if you or you think you know someone who has what it takes to be our Apprentice, please get in touch, Elkie Holland of Prospectus IT Recruitment on 01932 269563 or  email elkie@prospectus.co.uk