“HOW TO” SERIES: v1
Treat Customers Like ‘Gold Bars’
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.
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/
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 experience comes 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 Specialists have 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…
Well, the ‘textbook’ definition runs along the lines of this:
“…success or failure apparently brought by chance rather than through one’s own actions; a force that seems to operate, as in shaping circumstances, events or opportunities…”
It may sound controversial – but from a ‘real world’ perspective, we don’t agree with this entirely.
Any action that is undertaken, which leads to, or results in a positive experience (financially, emotionally, physically, or spiritually) is what we want to focus on.
If you are one of those individuals that choose to keep ‘moving forward’, we will assume that your glass is permanently ‘half full’, just like these people:
At age 23, Oprah was fired from her first reporting job.
At age 24, Stephen King was working as a janitor and living in a trailer.
At age 27, Vincent Van Gogh failed as a missionary.
At age 28, J.K. Rowling was a single parent living on welfare.
At age 30, Harrison Ford was a carpenter.
At age 37, Ang Lee was a stay-at-home-dad working odd jobs.
Julia Child released her first cookbook at age 39, and got her own cooking show at age 51.
Vera Wang failed to make the Olympic figure skating team, didn’t get the Editor-in-Chief position at Vogue, and designed her first dress at age 40.
Morgan Freeman landed his first MAJOR movie role at age 52.
We mention these stories because they help to illuminate our perspective on ‘luck’. We hate when we hear the words ‘I can’t’ or ‘It won’t work’, ‘It’s too late’ or ‘It’s not my fault’…
…Every action we take, every word we utter has some sort of consequence, so if your plan is to ‘add value’ or to ‘make a positive difference’, your behaviourshould reflect this…
As recruiters at Jonothan Bosworth Recruitment Specialists, we interact with employers, candidates and suppliers all day, every day. Sometimes things don’t go to plan, but it’s our ‘response’ to adversity, to disappointment, and to the unexpected that ultimately determines the complexion of our future.
There have been times when ‘on paper’ a candidate hasn’t looked suitable for a role. The ‘easiest’ thing to do is skip past that resume, and think no more of it. However, our ability to take ‘one more step’, with ‘child-like inquisitiveness’ is what generates the extra “1%” needed to make the all important difference.
We had a scenario recently – we were working on a ‘junior’ role and we came across a candidate who had limited sector experience, had worked for a long time in a completely different industry and to top it all off, was not a traditional entry level applicant – but there was just something about this particular candidate that resonated with us. ‘Luckily’ the employer agreed and the rest is history.
This kind of scenario is what we think of, when we talk about the notion of ‘luck’. Luck is about being on the ‘front foot’ – sometimes even ‘stumbling’ through a situation, with raw energy and conviction…
There are moments every day when we need to speak to the CEO of a company that we have never spoken to before. On any given day, it might just so happen that we get hold of him/her when he/she has already fielded ’10 sales calls’. At that moment, how do we ‘differentiate?’ …It all boils down to that little word: ‘action’. A lack of action is what cripples most people. A lack of action means you fail to communicate your qualities and you stand still, frozen like a ‘rabbit in the headlights’. If you’re standing still – there’s not much hope of ‘getting lucky’
The CEO in the situation mentioned above could be crying out for someone with ‘belief’, ‘passion’ and ‘clarity’. A ‘lucky mindset’ in this scenario could lead to your most successful call, ever!
We take calls from suppliers all the time, and we know when we hear a ‘lucky’ caller, a confident ‘glass half full’ type of person, can usually have our ear!
In conclusion, we do believe that ‘luck’ is a force of nature that bestows itself on those that take action with the most ‘positive outlook’ – no matter the field of work.
If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, please email us at; Hello@JonothanBosworth.co.uk or call us on; 0845 299 6369
UK Recruiters Question The Value Of A Degree
A new study reveals how UK recruitment professionals are questioning the value of a degree in the current job market, with over half of those in the industry admitting that if they had their chance again, they would choose NOT to go to university.
The research, conducted by CV Library the UK’s largest independent job board, addressed the country’s leading recruiters to establish the main issues surrounding graduate employment and what it means to have a degree in today’s working climate. Over 700 recruiting experts responded and key findings suggest that the qualification is decreasing in value:
• 50.8% of recruitment professionals would choose not to go to university in this day and age, showing a clear split amongst those that best know the UK job market
• In today’s current climate, 84.1% of recruitment professionals believe a degree is becoming less essential to securing a job
• Looking forward to 2025, 47.2% believe that degrees will have an even smaller value
• In comparison, 33.6% of recruiters believe that degrees will be of the same value as they are today, leaving just 19.2% that think they will be more important
• The majority of respondents (68.2%) suggest that degrees are only important for securing jobs that demand one
• Under a quarter (23.6%) of job professionals think the number of graduate job opportunities will rise
Results clearly show that the advantages of having a degree are beginning to lessen, unless they are a prerequisite for entering a sector. In addition, due to the suggestion that there is a lack of growth in graduate jobs, it is unsurprising that 66.3% of respondents believe that graduates are having a tougher time today compared to ten years ago.
Despite this, recruiters firmly believe that the most employable candidates are those with both a degree and excellent work experiences, with 90.6% of recruiters favouring this over one or the other.
CV-Library’s founder and managing director Lee Biggins explains: “In today’s competitive job market, it’s unsurprising to see that recruiters have a split opinion on the value of a degree. There has been lots in the media recently regarding the importance of work experience and this really highlights that. Degrees can be a valuable tool to job-hunters, but it’s equally important for candidates to ensure they have a strong balance of work experience and qualifications if they want to be successful in their job search.”
Source of article: Recruitment Buzz: August 7th 2015
At Jonothan Bosworth, we try to ‘keep it real’, but… ‘social conformity’, ‘modern day etiquette’, ‘unwritten rules’ and the obligation of ‘acting like a grown up’ have somewhat eroded that quality…
…However, we do aim to remain ‘real’ – viewing every man and woman as a ‘naked child’ with no airs, no graces…
This ‘default attitude’ has served us well over the years…
The challenge we have, is making sure the people we address don’t feel offended by our ‘directness’ ‘honesty’ or ‘constructive bluntness’.
So how do we manage this successfully?
Well… deep down, we think everyone wants to reveal their ‘naked baby’… It’s on us as individuals to bring it out of each other.
It wasn’t too long ago that we were walking around caves and/or open plains, wearing next to nothing… We weren’t as ‘sensitively civilised’ as we are now; and therein is the problem – if we discard our ‘misconceptions’ and ‘hang-ups’ about the ‘human psyche’ we will be so much ‘freer’ in our interactions with one another.
When we deal with our clients, we will always aim to address them with as much respect as possible, but we won’t shirk from letting them know when we think they’re over-looking a candidate, or not offering the appropriate amount of attention in relation to their staffing requirement or not taking the service, or the information that we need from them seriously.
This does not mean you need to be rude, arrogant or a ‘know it all’ – quite the opposite. As a ‘naked baby’ you want to ‘ask’ questions, you want to ‘observe’ everything in ‘360 degree mode’ and gather as much ‘data’ as possible.
With this approach, most of our clients help us to make the right moves, which ultimately ends up with them hiring the right talent.
When we deal with our candidates, there are no questions that we feel are ‘off limit’. For example, if we think there’ll be an issue (from a potential employer) due to the amount of times they’ve moved jobs in the last 3 years – we’ll ask for a detailed explanation and we’ll also sometimes request references ahead of submitting their resume. Most of the time our candidates will fully respect that we’re engaging with them on a deeper level; delving into the true factors driving their desire to find a ‘new challenge’. You’ll be able to represent your candidate with much more vigour and transparency, if you have the full picture.
Many recruiters worry too much about what ‘not’ to say – totally missing the point. This is not the ‘naked baby’ syndrome that we need. This is the ‘hung-up, fully grown, fully clothed adult’ syndrome that we all suffer from…
Suppress your fears & step out of your comfort zone – but always seek an outcome with the ‘best interests’ of everyone involved at heart. This way, the results are usually more profound and longer lasting.
So, today, when you pick up the phone, or meet your new candidate or client, wash away the façade and get straight to the ‘realness’ – start your conversion with [a handshake] a smile and a fulsome ‘giggle’ whilst picturing a Heinz Farley’s Rusk in their hand!!
Jonothan Bosworth Recruitment Specialists offer a range of services. Check out our 2 minute promo video ‘here’ for more information…
It’s Called ‘Social’ For A Reason…
Did you know that what job seekers post on their social networking profiles can be both a blessing and a curse for their chances of finding employment, according to a recent survey from CareerBuilder.co.uk?
Research conducted by CareerBuilder.co.uk of over 400 employers tells us that over 50% of employers have researched job candidates on social media, and a further 10% plan to start doing the same…
…And it’s not Linked In that employers are examining; over 60% check your Facebook profile and 45% look at a candidate’s Twitter feed.
Image sharing sites aren’t exempt from scrutiny either. Nearly 10% of employers refer to Instagram, and 8% to Pinterest. Employers are using search engines too: 50% of employers use search engines such as Google to research potential job candidates, and 11% plan to start.
The Right Image
Of those who have researched candidates on ‘social media’, over 40% have found content that caused them to NOT hire the candidate and 18% have found content that made them think twice about hiring the candidate!! That is astonishing!
When asked about the content that prompted them to eliminate candidates from consideration, the most common reasons employers gave included: images of drink & drug abuse, poor communication skills, provocative photographs and unprofessional ‘screen names’.
What Employers “Like”
On the other hand, 45% of employers who research candidates on social networking sites say they’ve found content that led them to HIRE a candidate.
Some of the most common reasons included: information to support their ‘ability’ to do the job, creativity, a professional image, well roundedness, a large number of followers/subscribers and compelling content.
“CVs only tell part of the story, so employers are increasingly relying on social media and Internet search engines to supplement their knowledge of a candidate,” said Scott Helmes, managing director of CareerBuilder UK. “For these reasons, job seekers need to be more aware than ever about what they say – and what’s being said about them – online.”
Jonothan Bosworth Recruitment Specialists help candidates make the right impression, and clients employ the right people, across the UK, Europe & Middle East in the following sectors: IT Cloud & Virtualisation, Water & Energy Services, Public Sector & HR.
If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, call us on +44 (0)845 299 6369 or email us ‘here’
As the long Bank Holiday weekend gets set to start, maybe it’s time to think about your future career options, and / or your current recruitment suppliers…
“The true definition of ‘insanity’ is doing the same thing over and over again and expecting different results”
SALARY vs PROSPECTS
As an employee, if you are being paid below the market value, it may be that you ‘love’ your job, which always makes it hard to look at your options. However, if you are receiving a good package, it could be that your work is no longer fulfilling you…
…There’s no shame in looking for something new. You’ll most probably be doing you and your employer a favour if your heart is no longing committed to what you’re doing. Your exit will allow a hungrier version of yourself to take the reigns, maybe…
Get in touch with Jonothan Bosworth over the weekend, and let us help you find the right role for you.
RESULTS vs FEES:
As an employer, if you are tired of receiving ‘just Ok’ candidate profiles from your recruiter – but you tolerate it because they’re ‘cheaper than the others’, then maybe it’s time to look at alternatives?
You may be really happy with the quality of candidate that you receive, but the price is slightly eye-watering?
Allow Jonothan Bosworth to look at your CV Submission to Successful Hire ratio, and maybe we can improve your ratios?
Contact us here: http://jonothanbosworth.co.uk/pledge/
Enjoy your Bank Holiday!
Is the Cover Letter dead?
Now this is a topic and a half, but we’ll aim to address it in as few words as possible.
The answer in our opinion is; ‘yes’ and ‘no’. Let us explain…
As most recruiters will testify, we simply don’t have the time to read covering letters from every candidate who applies for every job. Even the ‘super candidate’ who ends up speaking with the recruiter for 1 hour, probably still won’t get his cover letter read.
So why not?
Well, in our humble opinion, a lot of cover letters, are not very well written, or they repeat what is essentially in the CV, and they are not promoted by the employer, the candidate or the recruiter. A bit of a vicious cycle.
The remedy in our opinion is to ‘tailor’ and ‘streamline’ the cover letter and turn it into an ‘addendum’ depending on the job you are going for, the specific skills required; maybe the culture of the prospective employer.
This is where the candidate needs to ‘work smarter’– get as much information about the prospective employer from the recruiter as possible, and then offer to put a brief paragraph or two together, for them to send in the body of the email, to the client, with the CV.
The recruiter should also be pro-active and suggest this to the candidate too.
Straight away, the prospective employer feels like the candidate (and recruiter) have done their homework, and because the cover letter is now in the form of a ‘bite sized chunk’ on email – it is 10x more likely to be read and will have much more of an impact.
If you are applying directly to an employer then, maybe, and depending on how niche your skills are – it could be worth putting a brief covering letter together, but the key is keep it concise and to the point.
Jonothan Bosworth Recruitment Specialists are currently recruiting for a number of vacancies. Please check some of our listed jobs here; https://jonothanbosworth.co.uk/jobs/
If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, please contact us on; 0845 299 6369.
As recruiters, we always want people (clients, candidates, referrals) to know that we’ve viewed their profile.
At the very least, using LinkedIn alongside other social networks, isn’t about being bashful with our digital presence, it’s about making sure our target markets are aware of our existence… That’s essentially how a ‘recruitment network’ is built.
So why are so many recruiters still playing social recruiting hide and seek, by restricting their profile identity when they look at profiles?
Let us give you an example of what we mean. We know from Google’s research that when most people use a search engine, they typically only use 2 or 3 words to do a search – e.g. ‘Sales Job Birmingham’. Then you get the results page – typically of ten results (aside from all the sponsored posts). How many of you even look past page one? We don’t have the stats, but I would imagine that it’s not too many!
Due to the clever search engines, like Google, Bing & Yahoo, these ten results will likely yield the links to take you to the right sites to help you find what you need. This ‘minimalist’ searching method also prevails across all the social networks, as we all use the same search habits on whichever platform we use to find stuff.
Unless someone has your name, or you have been included in one of LinkedIn’s referral links such as ‘People You May Know‘, ‘People Similar To‘ or ‘People Also Viewed’ then the chances are, you are going to have to rely on being found in someone’s search.
So how will people find you?
Well, if you are a recruiter it would be natural for someone to use either of the words recruiting, recruitment, resource or recruiter, wouldn’t it? After all, these are the words that (from our experiences) most people associate with someone that is in a recruitment function. Then when they see the results of their search they see 10 search results (on the first page) showing pictures, names, headlines and relevant lines of their profiles that show the matched keywords.
Now here comes the hide and seek game!
What are some of the many job titles that companies and recruitment agencies give to their employees? Do any of these fit your role – Account Manager, Senior Account Manager, Sourcer, Talent Acquisition Manager, HR Advisor, Talent Scout, Talent Executive, Principal Consultant, Senior Consultant, Team Leader, Owner, Director etc etc
There is of course nothing wrong with these job titles UNLESS you are actively recruiting people via LinkedIn (or any other social media network for that matter). You are not going to appear in as many people’s searches if you use these titles on LinkedIn without the words – recruiting, recruitment or recruiter – associated to them. The recruitment and HR industry is brilliant at using job titles that mean ‘diddly’ to anyone outside recruitment, or even their own company! You may be an Account Manager for your recruitment agency, but for what or for who? It means nothing to the outside world. Just add the word recruitment to the front of the title and suddenly your job title has some meaning to someone outside your company – Recruitment Account Manager, or for other examples: Citrix Support Analyst, VMware Technical Consultant, HR Business Manager and so on…
Our favourite example of this is a financial recruitment company that had given all their many recruitment consultants job titles such as ‘Principal Consultant’, ‘Senior Consultant’ and ‘Managing Consultant’, to make them appear more finance related. They also deliberately wanted to distance themselves from other recruitment agencies. They had their profile summaries ‘professionally’ written for them (they were all the same!), and they avoided using the word ‘recruitment’ anywhere. The MD thought their profiles were brilliant and really put their company on a professional pedestal!
Then the MD was shown some simple Linked In searches that their typical candidates would do to find them. Upon reaching page ten of search results on LinkedIn, and still not one of his consultants appeared… he realised the error!
We are in a candidate driven marketplace and we all need to make sure we maximise every opportunity to be found by the right people – recruiters are absolutely no different.
We also need candidates to find us.
So remember, think of the audience you are trying to reach and use the language they normally use to describe your job function – and then use those in your social media profiles.
Jonothan Bosworth Recruitment Specialists currently have a host of job opportunities. Call us in complete confidence on; 0845 299 6369