In the recruitment industry, there are typically 2 customers:
· The candidate, seeking new employment in their field of expertise.
· The hiring manager, seeking talent to join their department or organisation.
In some recruitment environments; the customer held in the highest regard is the client – (i.e. the hiring manager) – and the justification is because they are the ‘pay master’.
In other recruitment environments; the customer that is held in the highest regard is the candidate – (i.e. the person seeking employment) – and the justification is because without the skilled individual there is ‘no talent’ for a decision to be made upon.
The reality is that both customers are vitally important to the success of any recruitment outcome. Without the hiring manager / employer and without the job seeker / potential employee; there is no currency to trade from, and so it is extremely important to treat each party with the respect they deserve, as this respect develops trust and in turn, is more likely to generate a successful outcome for all parties involved.
THE ‘GOLD BAR’ THEORY
If you were given a gold bar, would you leave it on the side of the road, go home, watch a bit of TV, call a few of your friends to see if they want to ‘hang out’ and then go back late at night to see if it was still there?
Of course, you wouldn’t.
If you did, then by the time you return, the likelihood is:
– Someone has taken it, or;
– Dirt & debris from passing traffic, may have damaged it
The gold bar(s) would go wherever you go and be kept safe. You’d polish and/or repair it if necessary. If something got split on it, you’d clean it, and it wouldn’t be handed over to anyone else without it’s value being made apparent.
Make sure your candidate feels like you have their best interests at heart. If they are unsure about the opportunity that you are presenting to them, take time to explain in further detail. Maybe even get someone who currently works for the organisation you are representing to speak to them.
Have detail on the culture of the organisation, the history, the team size(s) & the future growth plan of the company that you are representing.
Leave no stone unturned when it comes to making sure your candidate is well prepared to answer questions at interview stage.
Stay in touch with them, making sure you do everything in your power to ‘arm’ your candidate with the relevant facts & stats
Understand what and why your hiring manager is looking for new talent in the first place. Get ‘under the skin’ of the vacancy. Try and visualise yourself in the job role/position itself, by asking ‘challenging’ questions that will get the hiring manager / employer to really think hard about what is important for the role (i.e. needs vs wants).
Once the client ‘feels’ that there is a genuine vested interest in their business on your part, they are more likely to share additional information with you that will help and support your quest to find the perfect fit for their business.
Educate your client on market trends and update them regularly with your findings as this will facilitate the best possible and most realistic outcome.
These are just some very basic tips that we utilise at Jonothan Bosworth in order to make sure that all parties involved feel like part of a process with a deeper purpose.
If you are either looking for a new recruitment partner, or a new career challenge, we’d like to support you.
What is the biggest barrier for a hiring manager to overcome when looking to engage a [new] recruiter?
Is it the level of experience and/or expertise that the recruiter has? Maybe.
Is it the overall reputation of the recruitment company they work for? Could be.
Is it because the hiring manager already has a ton of suppliers on a PSL? Possibly.
At Jonothan Bosworth Recruitment Specialists we believe that the single BIGGEST obstacle for a CEO / Managing Director / CFO / Line Manager / HR Professional is LOSING money on ‘recruitment gone wrong’.
So, the team at Jonothan Bosworth Recruitment Specialists has devised an ambitious and unique campaign to relieve all the potential stress, risk and hassle that comes with locating the best talent for your business.
Let’s let the truth be known – even with all the necessary checks and balances, a new employee/employer relationship may not work out, and this could be down to circumstances beyond everyone’s control; but how do we combat this? How do we make sure that you have the greatest chance of preserving your time & money? How do we limit the chances of an employee taking the wrong job opportunity in the first place?
We have come up with a solution that we believe will resonate with organisations up and down the UK and further afield.
We will give any organisation that chooses to elect Jonothan Bosworth Recruitment Specialists a 100% money back guarantee, (in the unlikely circumstance that our candidate leaves within the first 6 months of their employment).
You may be thinking that this offer is too good to be true – why would anyone offer a 100% money back guarantee?
We stand by our service offering and we pride ourselves on delivering a ‘world class’ recruitment solution. Our dedicated team can only offer a high level of service to a small number of partners, so we don’t work with everyone. Also, as well-established recruitment professionals, we know that finding the right talent acquisition partner is a tricky business – so our decades of experience, coupled with our 5-star online customer rating, should put your mind at ease.
ACCESS TO AN IMMEDIATE NETWORK:
Recruitment is in our DNA, which means large parts of our day are spent meeting with, and networking with some of the best talent that the market has to offer. Our network is far-reaching, and we are a trusted partner for many customers, just like you.
ALL HANDS ON DECK!
Most of the time when you engage a recruitment firm, the person you speak to on the phone, is the ONLY person involved with your recruitment need.
Jonothan Bosworth Recruitment Specialists operate differently – we ALL have a vested interest in your business and collectively, we leave nothing to chance, and we leave no stone un-turned when it comes to presenting candidates for your vacancy.
If you are planning on recruiting [IT] staff, or you and would like to know more about this specific campaign, call the team on: 0800 131 0822 or go to: https://jonothanbosworth.co.uk/moneyback/
The subject line to this BLOG is said purely in jest – a joke, a bit of witticism, a funny remark… a gag. Recruitment is a challenging and competitive industry and we respect the work done by all of our qualified peers & competitors.
We are bias, so we will always say that a ‘career’ at Jonothan Bosworth far outweighs any other job elsewhere!*
(*Unless you’re training to be an astronaut, F1 driver or bona fide international rockstar – then we’d maybe consider being the 2nd best option! 🙂
…Working in #recruitment is a challenging and rewarding vocation, where you have the opportunity to ‘change lives’ on a daily basis. Meet Jonothan Bosworth Recruitment Specialists at the “Skills and Jobs Fair” on 26th September at South Staffordshire Business Hub, Codsall, WV8 1PX
Doors open at 10.00am
On the day you will have the opportunity to talk to the founders and directors and maybe some of the existing recruitment rockstars and receive first hand insight to the highs (and challenges) of a career in specialist recruitment consultancy.
Jonothan Bosworth boasts a clear career path, injected with daily development and training, as well as a ‘hands on’ management team, who care deeply about your progress both inside and outside of the working environment.
With plans to expand and open offices across the UK, Europe, Americas and further a field – you can quickly see why many clients and candidates trust Jonothan Bosworth Recruitment Specialists.
This statement is such a cliché – but it is usually true…
– – –
If you want something done quickly, it could compromise on the quality that you receive.
If you expect quality, it may mean waiting a while to receive the product or goods requested.
If you desire a ‘quick turnaround time’ AND the ‘highest possible quality’ combined; it is likely to COST you more money.
This is not ‘Socrates Philosophy’ – it just seems logical to us. However for some reason – there are moments when we all think that there’s a fantastically cheap & speedy option which will satisfy all of our wants, needs, issues and/or concerns at a ‘bargain basement’ price..
Yes, sometimes we get ‘lucky’ – but is anything sustainable built on luck?
Luck is winning a big accumulator sports bet.
Luck is buying the last apple pie at McDonalds drive thru when you are ‘hangry’.
Luck is perhaps finding a crisp £20 note sticking out of the snow on a winters’ day walk…
However, receiving a service or product that genuinely meets the needs of the intended recipient, and is able to meet those needs on multiple, consecutive occasions is a slightly different proposition.
A ‘real’ recruitment solution is something that shouldn’t be left to luck.
One of the most valuable assets inside any company or organisation is it’s people. The process of hiring the ‘right’ people typically involves assessing individuals from a technical and cultural perspective, which can be a long and challenging endeavour. When a new employee leaves a company prematurely, it really does hurt the morale, the atmosphere and the profitability of the business – big or small – so it is important to try and get it right.
THINK ABOUT THIS FOR A SECOND:
‘Mickey Mouse’ is inanimate – but yet Disney spend copious amounts of money on the Sales, Marketing, Advertising, Animated Stories, Theme Parks & Customer Experience surrounding the Mickey ‘brand’.
Well, as consumers we spend billions annually on Mickey Mouse & Disney based products and services.
NB. Mickey Mouse is a fictitious character, created purely for our entertainment…
The image above; of the inbox message that supports this post is interesting.
For £399 I’d like to know if the full recruitment solution in which market knowledge built up over many years is at work, the cost of advertising has been taken into account and deployed, the research is on-going and the process management involved with selecting a strong shortlist built on multiple conversations, meetings, character references and all other associated tasks required, has been executed perfectly…
3 words: Simply. Not. Happening.
– – –
In order for recruitment to be done properly, a real investment has to be made.
Firstly an investment by the recruiter (to deliver on all the things mentioned above)
Secondly by the employer (to take time to identify a recruitment firm with substance)
Thirdly by the potential employee
In my humble opinion, £399 is not the going rate for a substantial, ethical, compliant and effective recruitment solution – but, if you are a hiring manager and you have found this ‘quality-speed-cost ratio’ and it’s working for you – hang on to it and never let it go!! 🙂
If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, please call Jonothan Bosworth to find out exactly how we can add value.
Since the 19th Century, the advancements in Technology have changed the world beyond all recognition – especially in the last 10 to 20 years.
First, the automobile, then the aeroplane, then the personal computer, the smartphone, the electric / self-driving car; and now artificial intelligence (AI) and machine learning (ML) are taking the ‘robotics’ element of Technology to the next level.
I work in recruitment, so I’m going to discuss these advancements in relation to their effect on this industry.
THE END IS NIGH
Some commentators say that the role of recruiters will become redundant, just as soon as some ‘whizz bang geek visionary’ in Silicon Valley figures out a way to permanently eradicate them.
I must disagree.
Whilst automation is already getting rid of some of the ‘thankless tasks’ that all recruiters [have to] do, and whilst artificial intelligence is also helping to eradicate some the ‘mistakes’ that are still being made by the recruiter, there’s nothing’ that will remove the ‘human element’ of recruitment.
THE HUMAN ELEMENT
How could a ‘bot’ know:
-the hidden motivation behind a candidates’ reason for leaving a role having just received a promotion?
-how to question an employers’ reason for not wanting to employ a person of a certain sex, race or age?
-that what the CV says is merely the ‘top layer’ and until detailed conversations take place, the ‘real value’ of a candidate is unlikely to be unearthed?
-whether a 4-month old un-filled vacancy, needs the employer to have the job description re-evaluated?
Whichever way we dress it up – ‘machine learning’ has and is likely to continue to have limitations in the recruitment sector, because ultimately, recruitment is a ‘people business’ not an ‘algorithm business’
CRUNCHING THE NUMBERS
Can the current (and future) Technology advancements in the recruitment sector help recruiters to be more ‘efficient’?
Can it also help to remove some of the ‘guess’ work?
Yes, it can.
Would I agree that ‘some’ recruiters will fall by the wayside?
SO WHAT NEXT?
AI & ML is going to continue to have a greater impact and it is up to the custodians of the recruitment industry to embrace it, utilise it and manage it appropriately to improve the ‘process’ and the ‘experience’ for all parties involved.
Aside from having children, or getting married, or buying a new home or a car …starting/changing jobs can be one of the biggest decisions taken by an individual and this can be the cause of lots of different emotions like stress, excitement, uncertainty and everything in between!
The ‘best’ recruiters who dedicate themselves to the craft will have the ability to process & manage the ‘emotional’ aspect of recruitment better than any piece of technology, past present or future.
I’d be happy for someone to pull this blog from the ‘cyber-vault’ in 2038 and prove me wrong – but I do think that a recruiter who has dedicated time & energy to understanding the culture, ambition and history of the employer and then carefully matching this to the wants, needs and idiosyncrasies of a potential employee will continue to ‘win’.
If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, please email us on; Hello@JonothanBosworth.co.uk or call us on; 0845 299 6369 to see how we can positively assist you.
We have a number of open vacancies dotted across the UK at the moment and it’s an exciting time to be alive at Jonothan Bosworth…
Our clients are all reputable, dynamic businesses, looking to bring fresh talent to their ranks, and we are hoping that it could be you!
Are you a Business Development Executive based in Shropshire? How about a SQL Infrastructure Specialist in Greater London?… Maybe you know a strong Service Delivery Manager based in West London? We are also looking for Java Developers in Yorkshire, and UK wide. If you love the sea side, we have a 2nd Line Engineer vacancy based on the South Coast, and we have a requirement for a highly talented MVC Full Stack Developer is Buckinghamshire…
With plenty more happening behind the scenes and more roles expected to be rolled out over the next 4 weeks; now is a good time to be contacting the Jonothan Bosworth team.
The sun is out, the summer is almost upon us… Maybe it’s time for a change?
Contact us on +44(0)845 299 6369 or send your resume here: https://jonothanbosworth.co.uk/pledge/
Work; ‘activity involving mental or physical effort done in order to achieve a result’
Ethic; ‘a set of moral principles, especially ones relating to or affirming a specified group, field, or form of conduct’
…Does the lady who collects hundreds of plastic bottles off the street, and then weighs them in for a few bucks work hard? Yes…
Does the guy that runs a convenience store, working 16 hour days, every day, work hard? Absolutely…
Does the kid in [place the name of a developing country here] who walks 15 miles each way to school, and then goes to night classes to learn 2 extra languages, work hard? 100%…
The people above, all work hard, some make more money than the others, and at least one of the people we’ve described, doesn’t even make money (yet)… So what is work ethic, and why bother?
It really depends on what you want out of life in the short, medium and long term. It depends on how much physical and mental work you are prepared to do. It depends on the kind of moral principles you have…
Have you wondered why the elite music stars are able to go on stage and deliver an almost pitch perfect performance, with great choreography night after night? This is not a mistake; this is not ‘luck’. The 2-hour stage show that you witness, has been meticulously planned and rehearsed, sometimes to ‘breaking point’
This is what ‘high achievers’ and ‘top performers’ do; they leave very, very little to chance.
How much time are you putting into your craft? We don’t know the exact wording – but the martial artist Bruce Lee once said he was not concerned with ‘the guy who had 100 different kicks’ but he was more concerned with ‘the guy who practised ‘1’ kick, over and over again’. There is a direct correlation with the amount of time you put into your craft, your task, your skill set and your results.
The more you put in, the more you will get out. This is simple maths.
In business (or recruitment, to be more specific) – we truly believe that the ‘process’ can be taught and learned. If you want to be an NBA all-star basketball player, but you are only 4 feet tall, this could prove to be extremely difficult. Jumping 6 feet into the air; is deemed in some quarters to be a God given talent…
…but if you harness your energy and focus hard enough, you can ‘develop’ ANY set of skills in order to become successful… Ironically, with success – you will be dubbed the ‘talented one’ – but in our opinion, great results are not bestowed upon the talented, but those that maximise efforts to ‘improve’ their skill set.
This sort of speaks for itself. The more you are willing to sacrifice, the more chance you give yourself for success. It is usually a ‘defeatist’ attitude that kills positive results. However, there must be a ‘realism’ with your efforts, and failures (i.e. not attaining the desired results) should be re-branded as ‘experiences’. If you learn from your experiences, there will always be another opportunity to ‘win’.
Successful people ‘train their brain’ to repeat the same task 100 times (with minor tweaks), because they know that the desired result is inevitable, provided that they keep going…
This is the KEY.
If an action is yielding absolutely ‘no traction’, why continue? If you know that ‘acting fast’ is likely to give you a head start over your competitors, why wait? If you are NEVER operating outside of your ‘comfort zone’, this means you are not growing, so why would you choose to shrink? If your colleague is getting the same results in X hours as you are in Y hours, why not ‘study’ their behaviour?
A lot of people ‘work hard’ – but they’re working themselves to the bone on activities that simply do not generate the ‘compound interest’ needed to make a significant ‘return on investment’.
At Jonothan Bosworth Recruitment Specialists we don’t simply work for money. That would be a quick way to ‘come a cropper’. What we do is work hard at improving processes around ‘connecting’ the right candidate with the right employer with the least amount of distraction or discomfort for either party.
It is as simple as that.
Remove the ‘complication’ and get rid of the ‘noise’. Just be clear about your purpose, your goal, your reason and your motivation – and your work ethic will have the best chance of maturing into a ‘repetitive will to win’.
Every recruiter at Jonothan Bosworth will now tell themselves that they ‘can’ and they ‘will’ every single day.
‘Recruitment’ is a multi-billion-pound industry – but the perceived ‘value’ placed upon it, has been questioned time and time again, by clients and candidates who have maybe received a shoddy experience.
As one of the many ‘advocates’ and ‘protectors’ of the ‘art of recruitment’ Jonothan Bosworth wants to share thoughts on the 4 key areas of ‘intelligence’ needed in order to succeed.
In order of importance:
We’re not talking about ‘going to church everyday’ – we’re talking about an inner believe – a passionate connection with the world in which you exist; a heavy reliance on the power of your soul. Believing that you are great.
It’s a cliché, but for every ‘no’ that you receive from prospective clients [and candidates], there is a ‘yes’ waiting for you, just around the corner…provided that you keep going.
Do you ‘respond’ with a plan to find a solution, or do you simply ‘react’ to a problem and dwell on it? The greatest war generals, sportspeople and inventors have always managed to ‘stay calm’ in the middle of a ‘sh*t storm’.
So must you. There is no time to cry over spilt milk…
There will be times that you sweat blood & tears, and still, come nowhere near close to your goal, but this is the best time to ‘soldier on’
This is the moment that you truly find out what you’re made of.
Do you wilt under pressure, or do you suck in some O2 and ‘go hard’. Cristiano Ronaldo is a prime example – a skinny kid from a poor village in Portugal, who constantly got kicked off the ball… He trained harder, longer and faster than any other footballer. Now he is a physical specimen & one of the greatest to ever play.
Break things down into ‘bite size’ chunks and ‘eat the elephant’, 1 spoonful at a time…
Whilst we’re big advocates of learning the basics of Maths, English & Science we’re also aware that some of the worlds’ greatest minds died penniless.
Being ‘academically smart’ is all good and well, but you must, must, must have ‘vision’.
See yourself at the top of the mountain.
See yourself as the leader of the pack.
See yourself as the winner in any contest.
With focus – anything is possible…
…If you fall short; maybe you won’t land on the moon, but you would’ve kissed a few stars – setting you up nicely to tackle the next challenge with confidence and conviction.
If you have been a recruiter for longer than 12 months, the chances are you have had a candidate ‘accept an offer’, and then ‘fail to start’ a new contract of employment.
“Is there anything that you can do to stop this from happening?”
The short answer is: ‘no’…
…If someone has made up their mind, it is usually impossible to turn the tide, with any confidence.
Let us look at the question again and ‘redraft’ it… “Should we be trying to ‘stop’ this from happening, or should we be looking for the ‘tell-tale’ signs earlier in the process?”
…We think the latter.
We should all be ‘measuring’ the amount of ‘prep work’ that we are putting into a piece of recruitment – long before an offer is even on the table.
When we speak to candidates at Jonothan Bosworth, we are constantly trying to ‘understand’ the motivation behind seeking a new challenge…
What are the reasons for wanting to leave an employer after 6 months? What about a candidate that has been with an employer for 16 years? Which one is more likely to see the move through?
It is important to get ‘under the skin’ of an individual, and pinpoint exactly what the driving forces are. Granted, you are not always going to get the truth – but showing ‘genuine interest’ in the personal well-being of your candidate can enable you to get more information than you otherwise would.
If the reason for leaving is purely about ‘1 thing’ – like money; then beware of the ‘counter offer’ (or the leveraging for one).
If there are ‘multiple’ reasons, such as money, commute, change of line manager, potential redundancy – then you can have more faith in an offer being accepted and honoured.
If you have contacted someone who was not ‘actively looking’ it is even more important to ‘take your time’ and remind yourself that the first call was made by you, and a lot of work lies ahead.
How much information are you sharing/presenting your candidate with, before the interview, after the interview and the lead time up to a ‘decision’ from the employer?
The amount of times that you ‘touch’ your candidate during these important stages of the process will do 1 of 2 things… It’ll either develop a ‘bond’; a level of trust & respect between you and the candidate – or it’ll quickly allow you to notice the ‘cracks’ – and give you a bit of time to potentially go back to the market, in search of a ‘back up plan’.
We have witnessed many recruiters freeze with fear when the time comes to ‘pop the question’… But sometimes being ‘direct’ is the best way to cut out all of the noise. Ask your candidate, whether or not they are willing to accept the offer on the table, and if the answer is ‘yes’ – take them through the ‘counter offer assault course’, and remind them of all the reasons why they applied in the first place.
Even better would be to ask the ‘what if’ question – directly after the interview – before an offer has even been made… This is a great opportunity to ‘assess the mood’ of things.
CHECKS & BALANCES
– Did you ‘head hunt’ your candidate, or did they ‘apply’ for the role?
– Does your candidate have more than 1 reason for considering a move?
– When you confirmed an interview request, was your candidate happy or nonchalant?
– How many other interviews does your candidate have?
– After the interview, did your candidate call you back with a detailed synopsis &/or chase feedback?
– Are there any other offers on the table from other employers?
– Would your candidate need to relocate in order to take up an offer?
Let’s continue to respect the process; respect the candidate & respect the fact that they are also ‘human’ with lots of human concerns, personal issues, flaws, shortcomings, conflicts & motivations.
We’ll win some, and we’ll lose some. It’s essentially about how we respond & improve.
When we treat our candidates (& clients) like ‘real people’ rather than ‘transactions’, we take great strides in continuing to ‘add value’ to the industry.
Is it us, or does the world and everybody in it expect things to be done ‘yesterday’?
From what we understand, it has taken millions of years for our planet and the life that inhabits this place we call Earth to have evolved to the stage it’s at right now.
Judging by the behaviour of some – there is still a long way to go!
So with this multi-million-year evolution in mind – where does our current impatience stem from? Is it the media? Or is it part of our ‘timeline DNA’? Maybe we were always destined to be this way!?
We’re going to relate this current dilemma to the recruitment industry, and we’ll attempt to break down what we see in every day actions of all parties involved:
Almost all recruiters are guilty of this – (even if it happens only in the early stages of their careers), but why is it that recruiters expect decisions to made ‘immediately’ by candidates and / or clients, if the ground work hasn’t been done?
Before ‘giving the offer’ to your candidate, did you know that he/she had 5 other final stage interviews lined up as well as yours? What about the fact that the candidate who represents your ‘biggest deal of the month’ is going through a messy divorce and is unlikely to be in a position to start in 4 weeks’ time (as requested by the client), due to all of the ‘personal issues’ he/she has to deal with, before being able to focus energy into a new challenge with a new employer?
You may know that your client needs someone to start ASAP – but did you ask them the reasons why? Is it due to something positive like ‘plans to expand the business’? Or is it because the role itself is a ’75 hour working week’ with international travel – fit for 3 employees and not 1?
Maybe the last two people left the position due to ‘burn out’…
It is only with a ‘deep sea dive’ into the circumstances and the real motivations and challenges faced by your clients and candidates that you can then get on with providing a world class recruitment solution.
If, as the recruiter, you work only off the ‘titbits’ of information (presented by the employer and potential new employee) your quest for a ‘quick turnaround’ is likely to end in tears…
With experiencecomes the ability to see the tell-tale signs of such potential calamity – but it cannot always be predicted, and without a particular process having been followed, everything can come crashing down like a house of cards.
Cutting corners to achieve quick success is typical of an epidemic sweeping not only the recruitment sector, but that of our wider society as well. I call it the ‘microwave society‘ syndrome.
Recruitment is a great industry, but we think it is important to step back, take stock and view things with a ‘wide lens’ from time to time. This way, clients, candidates, recruiters and suppliers will have happier stories to share around the camp fire.
Are you the person that applies to 5, 10, or even 15 jobs at a spin?
Well the games’ up!
There is very little chance of you being able to field dozens of calls from dozens of recruiters; and expect to perform at your optimum level… Especially if you are still committed to your current employer.
In my opinion, it could make more sense to ‘strategically focus’ your job search to a smaller number of roles by reading job adverts fully and matching your skills closely with what is being asked.
The expectation that ‘all recruiters are great recruiters’ and will be able to glean the information that they need from a generic CV, and then have the time and ability to extract even more relevant information from you over the phone, in a 5-minute conversation during your lunch break – and then potentially ‘repackage’ your resume specifically for the client that they represent, is quite fanciful to say the least.
As the candidate; it is important to recognise the very significant part that you play and it needs to be played to perfection.
If we were to break this contribution down to a percentage point, I think it would sit at around 33%.
So, 1/3 of the probability of landing the ‘ideal’ role is apportioned to your dedication and application as a candidate.
If you haven’t:
– taken time to produce a great CV
– targeted a small, relevant cluster of job roles/adverts to apply for
– put yourself in a position to answer calls from the recruiter (and the client)
the likelihood is, you’ll be staying in your ‘75 hour working week‘ job for a little while longer…
Before we get into this – if any of our clients are reading – there is a very strong possibility that this doesn’t relate to you! Jonothan Bosworth Recruitment Specialistshave been fortunate enough to work with some of the most efficient and understanding employers, and we thank you!
However, there are some employers that have a ‘default setting’ and that is: they want the best employee(s), found within the least amount of time, for a ‘not-so’ market leading salary/package.
This is where the phrase ‘ready-made‘ really takes centre stage.
As employers; we recognise that it is not going to be easy to find ‘top talent’ because the best [recruiters] in the industry are typically being looked after by their current employers.
Without realistic and / or appealing offerings from a client, the recruiter ends up fishing in a stagnant pond – with very few ‘desirable’ fish to choose from.
Operating in these ‘marsh-like’ conditions can lead to unwanted results.
When most companies ‘start up’, there is a concentrated effort to train staff, to infuse new employees with the culture, and there’s always a desire to retain the best people…
As a business begins to grow, sometimes the training manual starts to collect dust on a shelf, the culture starts to shift because the CEO no longer has the time or energy to continue promoting his/her ‘message’ to the new people entering the fray. Ultimately keeping a watchful eye on the ‘wellbeing’ of all employees becomes a distant memory…
…Hiring more and more people into this melting pot can sometimes be a recipe for disaster; the ’employee conveyer belt’ starts to turn a bit faster and before you know it, job descriptions get written in a rush to counteract the ‘leakage’ – and are written without the spark they once had and the wrong people are hired because the recruiter is under pressure to deliver quickly. The ‘vicious cycle’ continues.
As recruiters, we need to share these feelings with our clients and candidates. If you lose the odd client or candidate because of your honest, but constructive assessment of their supermarket style ‘dash for the ready-made’, it simply means more time can be spent working on the ‘quality’ aspect of the service provided by your business.
If as a candidate you see a recruiter ‘doing the right things’ in order to enhance your ‘journey’ – let your new employer know… it may mean that the employer raises the bar across their whole supplier group; placing extra importance on the recruiter that provides the most thorough and professional service – which in turn can improve your working life, should you become a hiring manager.
…Maybe it’s time for all parties to put the ‘Super Noodles’ away, and get back to serving up ‘Michelin Star’ quality…