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 spilt 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.
This statement is such a cliché – but it is usually true…
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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.
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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.
Recruitment Specialist | South Staffordshire | Immediate Start | Salary dependant on experience
++ A fantastic way to apply to this recruitment role is by playing our ‘online interactive game’. Search ‘Jonothan Bosworth’ – go to our website and click on the ‘About Us’ page – scroll down to “Big J.B” (our mascot), and click his face! ++
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Do you need a New Year resolution?
It’s now 2018 and surely you don’t want to continue 2018 in the same fashion you left 2017? Surely you want something, better?! …A career / career kick start in recruitment?
Maybe you’ve been thinking for a while that you want ‘more’ from your day at work… You’ve been thinking to yourself that there must be a fun environment, where you’ll be challenged daily – but at the same time it’s a place where you’ll feel like a professional – doing important work that has a positive effect on other people’s lives?
If this is so – please read on…
Jonothan Bosworth Recruitment Specialistsare looking for Resourcers & Recruiters & Recruitment Leaders, as we embark on an ambitious growth plan that aims to see us double in size, year on year.
As you know already, you spend most of your time awake, at work… so if you aren’t laughing with your peers, if you aren’t motivated by the prospects of the job that you’re in, and if you aren’t growing – both financially and personally, then what are you doing?!
If you live in Birmingham, Wolverhampton, Shrewsbury, Telford, Walsall, Cannock, Stafford, Bridgnorth or any of the other surrounding areas – this could be a great opportunity for you.
Our office is based in the leafy suburb of Codsall, South Staffordshire (a 25-minute train ride from Birmingham New Street or Telford Central; near Wolverhampton).
Individuals with at least 6 months’ prior experience in a sales capacity, whether that be face to face, or telephone based consultancy would be of interest to us.
Jonothan Bosworth Recruitment Specialists plan to double in size, year on year, for the next 5 years, so if you would like to be a part of an exciting and ambitious project, then pick up the phone and give us a call today.
WHAT’S IN IT FOR YOU?
Over 30 days’ total annual leave? Check!
Uncapped commission? Check!
First class training & development? Check!
International trips abroad for high achievers? Check!
State of the art recruitment tools? Check!
Other Requirements (dependent on job title/experience)
As our new ‘recruitment rockstar’ you will be responsible for attracting candidates and matching them to temporary and/or permanent positions with our client companies. You may also work with client companies, building relationships to gain a better understanding of their recruitment needs and requirements.
In addition, you may be tasked with attracting candidates by drafting advertising copy for use in a range of media, as well as by networking, headhunting and traction through referrals and a network that you will build up over time.
The candidate screening process is vitally important; this is where you will pre-interview candidates, do background checks and finally match them to your clients.
You may also provide ‘consultative advice’ to both clients and candidates on salary levels, training requirements and career opportunities.
For applicants with more experience in recruitment we are looking for individuals with a solid track record that includes a history of consistent billings, client & candidate retention and mentoring capabilities.
In conclusion, if you think that you are built for success, if you are ambitious, hard-working and have the capacity to work towards a ‘long-term goal’ we would like to hear from you TODAY.
Candidates who can start by/before February 2018 will be highly desired.
++ A fantastic way to apply to this recruitment role is by playing our ‘online interactive game’. Search: ‘Jonothan Bosworth’ – go to our website and click on the ‘About Us’ page – scroll down to “Big J.B” (our mascot), and click his face! ++