Better People Recruitment https://betterpeopleltd.co.uk We find and source the best candidates Mon, 20 Apr 2020 13:39:59 +0000 en-GB hourly 1 https://wordpress.org/?v=5.2.6 https://betterpeopleltd.co.uk/wp-content/uploads/2019/05/cropped-bee-black-32x32.png Better People Recruitment https://betterpeopleltd.co.uk 32 32 Creating Domestic Bliss Together at Home? Or Not Quite Feeling Like That? https://betterpeopleltd.co.uk/blog/talent-dynamics/creating-domestic-bliss-together-at-home-or-not-quite-feeling-like-that/ https://betterpeopleltd.co.uk/blog/talent-dynamics/creating-domestic-bliss-together-at-home-or-not-quite-feeling-like-that/#respond Mon, 20 Apr 2020 13:39:59 +0000 https://betterpeopleltd.co.uk/?p=2468     Are You All  Working in Harmony Together at Home?  Or Could Things Be Going Much More Smoothly? As we are all spending more time together at home, it is not a given that we will all be enjoying each other’s company, working in harmony, creating a new balance and structure to our daily

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Are You All  Working in Harmony Together at Home?

 Or Could Things Be Going Much More Smoothly?

As we are all spending more time together at home, it is not a given that we will all be enjoying each other’s company, working in harmony, creating a new balance and structure to our daily domestic lives.

Some of us work together in a business already, and others as a family unit and as a business, but never before have we all had to spend such a lot of time in close proximity to each other.

Getting things done, when we are all under pressure and we certainly are “kettled” in, under pressure at the moment aren’t we?-  Is always harder – we know that. Dealing with a stressful situation where we add uncertainty to that, is guaranteed to make daily life more difficult.

Strong, confident capable individuals, used to making things happen in the workplace, in their business will not get the same results at home with their families, using the same methods of communication, delegation and work practices that they have been used to drawing on, outside of the home. This must be causing frustration and upset. You must be asking yourselves how this could work better.

How much easier would it be if you could work out, quickly and diplomatically, without judgement, who is best to do what? To find the tasks and responsibilities that each of you would enjoy, that you would thrive doing and which you could actually do better than others? Then everyone involved could be IN FLOW. Being in Flow means that you don’t see time passing, you are at your most productive and your most creative. You get work done more quickly and more effectively.

Talent Dynamics is a personality profiling tool that enables us to learn where we are IN FLOW. It shows us which tasks, duties and responsibilities will be best for us and where we will struggle, It shows us how and when to involve certain profiles in each aspect of our business and our tasks or projects.

We can use this time that we have, to explore what our own personality profile is and to learn about the profile of the people we are isolated at home with and also the people we work with in our businesses. People are telling me that completing their Talent Dynamics profile and exercise, as a couple, is giving them clarity to understand who should be given what task to do in the running of the home and also shown couples who work together in a business where their strengths are and how best to maximise on those.

I also work with businesses that won’t recruit without a Talent Dynamics profile. They want to know that when they bring someone in to do a certain role or set of responsibilities that this new recruit will be naturally IN FLOW and that their Talent Dynamics profile shows that they will be doing a role where their natural strengths lie, rather than something they have learned to do. And lets face it we have all had to learn to do things that we don’t enjoy! (me and spreadsheets is a great example of that!)

Talent Dynamics is focused at speeding up levels of Trust which quickly improves our behaviour and increases the amount of FLOW, which in a business really does impact the bottom line and drive revenue and in any team, partnership or family, improves relationships – both in our enclosed team and also with external relationships with suppliers and associates.

If you would like to hear more about Talent Dynamics Profiling – look at my website www.betterpeopleltd.co.uk/blog/Talent Dynamics or look at the Talent Dynamics website www.talent-dynamics.com

Talent Dynamics Profile Tokens are £75 each and a 1-2-1 Debrief lasting 1 hour is £197.00.

2 Tokens and a debrief for 2 people will be £325.00 ( plus VAT).

Use this link to book a 15 minute call to discuss this with me.

Jayne Johnson
calendly.com/jjbetterpeopleltd

 

Looking forward to your call!
We love speaking to people!

 

 

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Want to Work with Happy Engaged and Motivated People? https://betterpeopleltd.co.uk/blog/client-advice/happy-engaged-and-motivatedpeople/ https://betterpeopleltd.co.uk/blog/client-advice/happy-engaged-and-motivatedpeople/#respond Tue, 31 Mar 2020 10:46:12 +0000 https://betterpeopleltd.co.uk/?p=2380   Whether you are a business owner or a candidate looking for the next role, people are examining their workplace environments and how they feel about their work and their employers. Never before has “getting it right” been so important. Never before have we been asking ourselves so many questions about our work, our purpose

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Whether you are a business owner or a candidate looking for the next role, people are examining their workplace environments and how they feel about their work and their employers.

Never before has “getting it right” been so important. Never before have we been asking ourselves so many questions about our work, our purpose and our values.

As people spend more time at home away from the  workplace, with time to reflect, I believe that people will come out of this “ uncertain time” with absolute certainty of the kind of employer they DON’T want to work for and the kind of people they DON’T want to have in their business.

Personal profiling is playing an increasingly important part in that. As a recruitment business, we have invested time to train and become accredited in an established profiling tool -Talent Dynamics.  Talent Dynamics helps us to know where we are in Flow, where we are at our best, our most productive, our most creative, our most trusted and fulfilled.

Talent Dynamics personal profiling helps us to understand ourselves and those around us. It helps us to know who to work with on different projects. Who to delegate certain tasks and projects to, who will love doing that particular thing, and whizz through it and who will hate doing that task, take forever to do it, prevaricate and not do it very well either!

Some of our recruitment clients won’t recruit without it. They use it to benchmark their existing teams and then for new recruits so that they know where they will fit in their team. Their Talent Dynamics profile will highlight whether they have learnt and adopted certain skills without an underlying innate instinct for them.  They know who to buddy them with, who should train them, how they will retain information and what will ensure that they thrive in their jobs. It shows us which profile to turn to at different cycles of the business – who to engage when we need external communication, when we need creation, promotion, client management and deep analysis. The Talent Dynamics profile will show us who to turn to at what point.

Teams who work with Talent Dynamics see highly improved staff retention, loyalty, creativity and timely delivery. Talent Dynamics builds trust in teams and when people are doing what they do best, what they enjoy and what energises them we see the best results.

So- You may be employed and wondering if your current career path is still right for you OR

You may be an employer or business owner who wants to recruit more efficiently and have teams working effectively and in harmony

We can help you as an individual or as a business by offering Talent Dynamics profiling and debriefing sessions.

Better People Ltd – Offering all kinds of support, sensible advice and expertise(lots of it free!) to job seekers and employers at this difficult time.

 

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Are You Ready for Video? https://betterpeopleltd.co.uk/blog/job-seeking-advice/ready-for-video-interviews/ https://betterpeopleltd.co.uk/blog/job-seeking-advice/ready-for-video-interviews/#respond Tue, 24 Mar 2020 14:32:09 +0000 https://betterpeopleltd.co.uk/?p=2354 With the increase in video interviewing, being seen currently, we wanted to reach out to those of you who are about to have a video interview, to give you some tips to make sure that you come across as well as you can and that your video interview is the one that secures you the

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With the increase in video interviewing, being seen currently, we wanted to reach out to those of you who are about to have a video interview, to give you some tips to make sure that you come across as well as you can and that your video interview is the one that secures you the job offer you want.

Are You Worried about How to Be Your Best You in a Video Interview?

Preparation is Key for Any Interview but here are the things to remember when preparing for a video interview.

What Platform or Tool is Your Interviewer Going to Use?

Are You Familiar with it? If you are working with a recruiter, they will help you understand the specific tool and tell you how to access it. (we do interview prep sessions using the same tool as the client so that our candidates have it all set up and ready to go.) Your interviewer will tell you ahead of the interview what tool they are going to use and will usually send you a link to that.

Setting the Scene – Your Environment.

Make sure that you can be seen. Sit in a well- lit place. Daylight by preference. You do need to make yourself be seen clearly – you don’t want to be the “foggy” one! Make sure that you are on a wide a screen as possible – preferably a lap-top or tablet, that the screen is static and supported – not likely to fall down when you are mid interview! If you are having your interview at home, make sure that the door is shut against animals or children or animals who may make noise or demands of you. Let anyone know who may interrupt that you are busy and not available!

Don’t do it in an environment where you have no control over the noise or distractions that may take place. If, for example, you choose to be sitting in a noisy coffee shop, to have your interview, that does not demonstrate respect for the process or the interviewer.

See what the screen looks like in the position you have chosen. What can you see behind you? I once video interviewed someone who had chosen to sit at his kitchen table with his boxers in full view on the washing airer behind him! Another person expected me to conduct a video interview while he was sat on an unmade bed!

Turn your phone off or leave it in another room. It really mustn’t ring or distract you during your interview.

Are there some photos on show, that you would rather not share with a prospective employer or prefer to keep private? Sit in front of the screen as though you are having your interview and see what you look like and what the interviewer will see in the frame.

The Controls- On the Video Interview Platform and Your Device.

Do you know how to make sure that you can be heard and that you can hear the interviewer? Having to repeat yourselves and raise your voices will not encourage a relaxed flowing exchange between you. Check the controls on the tools that you are using. Check that you know how to adjust them. Also check the volume on your own device – can you adjust that? The sound on these Video screen sharing platforms is usually good enough for you not to wear a headset or earphones so best to avoid them.

It helps to put your lap top on some books or something similar, so that it is raised and all of your face can be seen “ head on” so that you are not having to lean into the camera on your device, or look down which doesn’t show you in your best light!

Its not a bad idea to have a mock run through with a friend or family member ahead of time so you feel relaxed and prepared and can be assured that you know what to adjust and how so that you can keel calm and smile from the minute the interview starts.

What to Wear.

Dress as you would expect to dress at an interview – Dress to Impress! You still need to show proper business respect and courtesy. Demonstrate that you have made an effort.

The Interview.

Video interviews will involve all the usual content we can expect from a face to face interview. Questions will be asked to learn about your experience skills and attitude, your reasons for leaving current and past employers and some questions around values, what you are looking for and what you know about them can be expected as well. Role specific questions will be asked as well of course.

Once you have all of these things set up and sorted out ahead of time, it simply remains for you to be prepared in all the usual ways that you would prepare for any interview.

So Remember – Set the Scene, Be Prepared, Test and Trial, Look Good, Smile and You will Ace it!

Wishing you all the very best in your video interviews!

If you would like specific help and guidance on this or any aspect of your job search – please give us a ring! We love talking to people!

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Recruiting Statistics related to Finding Quality Candidates https://betterpeopleltd.co.uk/blog/client-advice/recruiting-statistics-related-to-finding-quality-candidates/ https://betterpeopleltd.co.uk/blog/client-advice/recruiting-statistics-related-to-finding-quality-candidates/#respond Fri, 11 Oct 2019 15:36:16 +0000 https://betterpeopleltd.co.uk/?p=1517     Finding Quality Candidates I read some recent articles in Glassdoor and Undercover Recruiter about difficulties experienced by organisations employing and hiring in the UK currently, and found some of their stats interesting. 1 | The average cost-per-hire in the UK is £3,000.                                                 this does not include add on costs such as NI, licences, equipment.

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Finding Quality Candidates

I read some recent articles in Glassdoor and Undercover Recruiter about difficulties experienced by organisations employing and hiring in the UK currently, and found some of their stats interesting.

1 | The average cost-per-hire in the UK is £3,000.                                               

 this does not include add on costs such as NI, licences, equipment. training, bonuses etc.

2 | The average length of the job interview process in the UK is 27.5 days.

3 | 76% of hiring decision-makers say attracting quality candidates is their number one challenge.

4 | 88% of hiring decision makers agree that an informed candidate is a quality candidate.

5 | The top benefits of hiring informed candidates are:

  • Better employee retention
  • More productive employees
  • More engaged employees

6 | 75% of hiring decision-makers say it’s easier to attract top talent when they know of or about your organisation.

7 | Top barriers or challenges hiring decision makers face when recruiting quality candidates:

  • Lack of quality of candidates
  • Budget constraints
  • Trouble competing with compensation and benefits packages at other firms
  • Knowing where to advertise jobs to attract the right people
  • Attracting millennials.

8 | 76% of hiring decision-makers report a concern or challenge in attracting and hiring passive candidates, as they have grown wary of aggressive contact through networking sites (e.g. LinkedIn) and respond at a much lower rate.

9 | When making a decision on where to apply for a job, 84% of employees/job seekers say the reputation of a company as an employer of choice is important.

So what do we take from this?

Attracting, screening, and hiring the right candidates is no easy feat.

Recruiters who know all about your organisation, your plans, your culture, vision and values, benefits and prospects are going to be more likely to attract candidates that you will want to employ.

What’s more, once an informed and well briefed candidate becomes an employee, they’re more likely to be productive and engaged. It is therefore sensible to work closely with your recruiter to ensure that they are the right one for you and that they have all the information they need to promote your business and to ensure that they are only submitting informed,  high quality applicants.

The right recruiter who is well informed about their market place will be able to help you understand the points of appeal of other employers in your sector so that you can adjust your benefits and employment package to become as attractive as other employers with whom you may be competing for quality candidates.

A good recruiter will be able to tell you why good quality candidates are choosing other businesses over yours.

So if you would like a conversation about how effectively a professional recruiter can attract those quality applicants that you are looking for – please contact us today.

Better People Ltd – 01491 836632 – Jayne Johnson

These statistics are from recent articles found on Glassdoor and Undercover Recruiter so do look there for other useful and interesting recruitment related information and guidance.

 

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Finding The Best Recruiter https://betterpeopleltd.co.uk/blog/finding-the-best-recruiter/ https://betterpeopleltd.co.uk/blog/finding-the-best-recruiter/#respond Sun, 08 Sep 2019 08:14:48 +0000 https://betterpeopleltd.co.uk/?p=1406 Find them and you will find the best people for your team. Do you know what to look for? How to check that they do what they say they do? Do you know how to get your recruiter to work harder for you so that you get their best candidates? Who is the best recruiter

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Find them and you will find the best people for your team.

Do you know what to look for? How to check that they do what they say they do?

Do you know how to get your recruiter to work harder for you so that you get their best candidates?

Who is the best recruiter for your business?

When you choose a recruiter to work with, you are choosing an organisation to represent YOU and your organisation.

They will be attracting and engaging candidates for your business and be part of your People Plans, a contributor to the growth and success of your business. They are helping you create the right culture in your business.

Do you have an agency on your Preferred Supplier List? Do they deserve to be there?

  • Did you choose them because they offered amazing testimonials from existing clients?
  • Do their consultants have a lot of experience?
  • Do they demonstrate an understanding of business? Of people? Of the demographics of your local area?
  • How do they interview for you?
  • Are they the right person for your business?
  • Do you think they reflect your ethics and values?

If you have a values driven business, it is essential that your external relationships reflect that too.

Interview your recruiter!

There are certain things that you are entitled to ask them, that you should ask them and keep asking them.

Here is a list of the standards to which any self-respecting agency would expect to be held:

Competing for your Business

Working on your job is important to a recruiter, it is an opportunity for them to earn money. Ask them for what you want, and ask them for their advice. These are some things to consider when talking to prospective suppliers of recruitment services

How do they handle:

  • Applicant attraction
  • Candidate interviews
  • Eligibility to work checks
  • GDPR
  • Arranging interviews
  • Managing an offer
  • Fees and rebate/guarantees
  • Post hire support

Ask them their success ratios:

  • Of the CVs they send to their clients – how many are selected for interview?
  • Of the candidates interviewed – how many are offered the job? How many job offers are declined and why?

How many times have they had to replace a candidate or pay a rebate in the last 12 months?

What were the reasons?

Initial Meetings – Client Discovery sessions

How much time are they putting into finding out about what makes your business different? what kind of people you need, what experience, attitude do you need for your business? What kind of culture do you have? Your benefits, flexible working options, parking, what makes your company a great place to work? Have they met you to discuss this?  Who is looking after your account? Do you have a dedicated consultant to work with or do you just have to email your job description to the manager and then get a bundle of CVs from someone you have never spoken to?  Are you happy with the ethics and values of that consultant and that recruitment business?

Applicant Attraction

Do they write an advert using their specialist skills and knowledge of the industry and local area or do they just post your job description straight onto the internet? Do you look at their adverts? Do they accurately and positively profile your organisation and the job? Even an experienced recruiter will find that writing an advert for a business about which they know nothing, will be very difficult. Even harder will be briefing the candidates and shortlisting if they know little about your business.

Candidate Interviewing

Do you know how long they spend interviewing candidates for your jobs? Does it make a difference to you if they meet the candidates? Have they said they will meet them? Are they supplying you with Candidate Profiles? Interview Notes? What percentage of candidates they send you are you inviting in for interview?  Ask your recruiter to talk you through the CVs they have sent you. They should be able to give you a lot of detail about each candidate submitted – ask them about the candidate – ask them to talk you through the CV submissions.

Candidate Experience

Does it matter to you how the candidates are treated by the recruiter representing your business? Are the recruiters from this agency conducting effective interviews? Or just having a “quick chat”? How do you assess how well the recruiter is treating the candidates?  Do the candidates enjoy their interaction with the recruiters? Would they recommend them to others? When you interview candidates from your selected recruiter – do you ask “How did you get on with Jayne at Better People? How would you rate their service?”

Recruiter Evaluation, Communication and Regular Reviews

  • How often do you evaluate their effectiveness?
  • How many of the jobs you give them do they fill?
  • How many CVs do they send you to secure an interview?
  • How many of the candidates booked in for interview fail to turn up?
  • How many interviews for candidates from their organisation convert to an offer from your business?
  • Do you make them part of this evaluation process? How often do you ask them to come in and talk through their results, their success ratios?
  • Do you know what difficulties they are experiencing finding people for you or working with you?   Is there a “work around solution”?
  • Can you train the right person on a particular software rather than insisting on finding people with that experience?
  • Maybe your managers are taking too long to make a decision about a candidate and this means they are losing them to other businesses….
  • Perhaps a lack of flexibility around working hours is affecting the people they can attract into your business.

Good recruiters  can tell you what other companies are doing and offering which you may be able to easily offer as well.  Do they know what your future plans are so that they can start to look at attracting candidates for those requirements?  Maybe you are looking for a category of staff who are in short supply in your area, if you discuss this with your recruiter, it may help you with those plans, to decide how flexible you can be about requirements, whether you may need to take on an interim in the short term, or outsource that part of the work, while you recruit for the right people.  Are you encouraging a two- way communication to ensure that they will bring ideas and innovation to you? Or are you keeping them at arms’ length and not talking to them at all? It is usual for recruiters to expect to attend a review meeting with their clients at least once a quarter. Ask to meet the consultant who is working on your jobs – great if the manager wants to come too, but unless they are the ones working on your vacancies, the value of the meeting is reduced.

Organisations that recruit often, will create a Preferred Supplier List to include their selected preferred recruiters. They ask a number of agencies to compete for their business. Sometimes the only criteria for selecting those agencies is that they have a high street presence which seems to suggest they will have many more candidates and that they agree to work for a reduced charge rate.

Asking recruiters to work at a reduced rate is a tricky one. Of course a high volume of jobs to work on from one client, should be worth a discount, but pushing an agency into a much lower rate than they are comfortable with, will only mean that when they have a great candidate with the skills you are looking for and you have them on an 11% fee and they have another client with the same requirements but they are on 16%- guess which organisation gets those good candidates’ CV first? Recruiters are targeted on the amount of money they invoice each month, so it is worth taking that into consideration.  It is reasonable to expect a reduction in fee because if the consultant works with you often, the work is easier as they have an in depth understanding of your needs as they have worked with you many times.

I write about this because I hear about the poor service that companies get from recruiters, I hear business owners, internal recruiters and HR Managers complain about the way agencies work. I hear clients say that candidates have not been interviewed or briefed by the recruiter, know nothing about the job they are interviewing for or the business they are going to.

I hear companies complain about the number of candidate interviews they have booked into their diaries where the candidates don’t show up.

I heard an HR Manager for a big media company say recently that their best Preferred Supplier agency submitted an average of 8 CVs before they secured an interview!  What amazes me is that I don’t hear of other business services where the clients continue to accept such poor service without addressing it or changing supplier!

So –

  • Ask your recruiters what they are going to do for you, ask them to do what you want them to do for you and make sure they are doing it. Agree a level of service that you expect.
  • Talk to them, get to know the person who is actually going to be working on your jobs, who is going to be briefing candidates about your business.
  • Make sure that the organisations you have chosen to bring people into your business are really representing your values, standards and ethics.
  • Ask them to provide the data around their recruitment for you. If they could do better and don’t want to improve, don’t work with them any more! Ask them about their success ratios how many client interviews convert to a placement/offer?
  • Give them the chance to be consultants – ask them about the market, what other businesses are doing, how they think they can improve the recruitment process for you, how they can improve their service for you.
  • Do your part of course- give quick and detailed feedback on CVs submitted, set interview dates quickly, don’t leave a long time between first and second interviews, treat the candidates well and make your job offers quickly.

 

There are recruiters out there who want to be held to account for doing things properly and will be proud to give you their success ratios, will want to hear what their candidates are saying about them and really want to work hard for their clients and attract the very best people for their client’s businesses.

I am happy to discuss any aspect of this if it will help you secure the right recruiters to work with and tailor your recruitment to suit your bsuiness.

I hope this will help you to make the relationship with your chosen recruiter an effective one, which will help them to bring the very best people into your business to  help you achieve your business growth goals.

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Attracting Better People for Your Jobs https://betterpeopleltd.co.uk/blog/client-advice/attracting-better-people-for-your-jobs/ https://betterpeopleltd.co.uk/blog/client-advice/attracting-better-people-for-your-jobs/#respond Fri, 14 Jun 2019 16:55:59 +0000 https://betterpeopleltd.co.uk/?p=1122 Attracting Better People to Apply for Your Jobs   How many of you have struggled to attract the right people for your business?  Found yourself Interviewing candidates because they were the best of a poor and very disappointing selection of applicants? This article is about APPLICANT ATTRACTION – THE ART OF attracting good people to

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Attracting Better People to Apply for Your Jobs

 

How many of you have struggled to attract the right people for your business?  Found yourself Interviewing candidates because they were the best of a poor and very disappointing selection of applicants?

This article is about APPLICANT ATTRACTION – THE ART OF attracting good people to apply for your vacancies and making sure that you get the best candidates to apply for your jobs. 

Why Me? I have been in recruitment for 35 years recruiting for my clients here in Oxfordshire Buckinghamshire and Berkshire and in London too, as well as  working hard to source great staff for my own business too.

Let’s start with the “WHY”

 

WHY

WHY do we need to work hard to attract those good candidates?

In our geographical area there is very low unemployment which means that employers are competing for good candidates and usually competing for the same skills sets.

The most recent estimate of Oxford’s unemployment rate is 3.1% for the period up to March 19. This is below the national average of 4.3%. So there are many more jobs than there are people. Which means we do have to work hard to get them to apply for our jobs rather than other company’s jobs.

 

HOW do we attract these great candidates?

If you are looking for people with the right skills AND the right attitude, we have to write really great job adverts.

When you write your advert – You need to be thinking about your recruitment campaign as part of your branding, part of your outward messaging  Are you happy for your job advert to be part of your business’s message to the world ?Is it aligned with your company purpose and values? Does it represent your business in the very best way it could?

When your target candidates look at loads of jobs on- line and search through the job boards, why do they apply for yours? Why would they apply for yours? What is making your job stand out?

That’s what this is all about.

 

How do we write a good job advert?

Job Adverts are exactly that – advertisements designed to attract people to apply – Applicants…  a Job Advert is a marketing tool, with compelling reasons for them to choose your job rather than another job, with a clear call to action – a great positive instruction about what to do next. APPLY for this job now!  Send us your CV now! We can’t wait to hear from you!

Your advert has to describe the job using simple clear language and it usually best not to use specialist jargon and acronyms as that will deter a lot of people.

Your advert needs to say as many positive things about your business as possible. It needs to send out a positive message about what a great work place you have.  It definitely needs to be truthful and accurately represent what you are looking for of course.

 

You may feel that you don’t have much to offer in terms of benefits or extras to make your organisation and your job more attractive… perhaps you do though. Perhaps you have Free parking – a huge benefit in this area. You might be able to offer slightly flexible working with staggered start and finish times, work from home options, discounts or bonuses or rewards, offer a cycle to work scheme, perhaps you have won an award, are you Investors in People or do you have  some other similar accreditation? Perhaps you pay for people to do an exam and gain a qualification.  Perhaps you have a CSR policy to be proud of? Offer a volunteer day? Perhaps your staff retention is amazing..… all of this needs can be included in your advert.

Make your website interesting to prospective employees. What do potential candidates see When they look at your website? Do they see photos of people smiling?  Do they see any information about “working for us”? Do they see photos of people enjoying their work? Do they see team members winning awards or being recognised for an outstanding achievement? Does it say anything about what you offer your employees?  Or do they just see pages and pages of widgets, descriptions of your services and price lists and some very boring dry Job Descriptions on your Careers Page…?

It is proven that Millennials consider more than money when they are choosing which companies to apply to.

So back to HOW we do it – We have to put together a short, concise really attractive, compelling advert cta. Use words carefully, demonstrate flexibility, talk about things you are proud of great customer feedback, the opportunities for learning and progression.   Talk about how you are growing  –  mention how the right attitude will be considered above specific skills.   Describe the job, of course but just give a top line “ job purpose outline” then a short list of “ Ideal candidates will be:” You want to attract as many as possible so that you can choose the ones that you want to interview from a really big bunch!

Your advert has to represent the job purpose accurately -whatever the main job function or job purpose should be clearly understood from your advert.

Of course, you need to make sure that your advert is not discriminating in any way – has it been written with a bias towards either men or women? Towards older or younger applicants?  This is illegal of course! As is discrimination towards any of the protected characteristics.

Yes, do include everything I have mentioned, but  keep in mind where most of us do everything these days –  is on our smart phones, on the move and that includes job applications. We are all usually logged into lots of different apps at the same time, keeping track of Whatsapp messages, looking at Facebook, checking out John Lewis sale in my case, Googling directions AND looking for a new job!  So, we do need to think about how that should affect our online content creation and that includes job adverts.

Someone said to me recently that when we write content, because of the way we all access that content today, that content needs to be written to target the reading age of a 9 year old !  

Important note here is to react quickly to applicants – they will be snapped up by other employers if you don’t!

 

WHERE TO ADVERTISE

I speak to firms who tell me that they have been advertising for their job for ages with no response. When I ask them how they have been doing this they say – “well we put the job description on our website months ago and have had no response at all.…” It is no surprise that hasn’t worked. It’s a bit like me putting a job description   on my front door…..as far as I am aware, my postman and my Amazon delivery man are not looking for new jobs!  You see the point – candidates are not going to randomly choose to look on your website for a job unless they have been directed there or specifically want to work for you.

As any marketing people will tell you – you need to go where your target audience are hanging out – You need to advertise on the online job boards – national job boards such as Reed, Totaljobs, CV library and Indeed. – Average cost of about £120 per advert except Indeed and they have a Free option.  So that’s another reason to make your advert work – you want to get your moneys’ worth!

Look on the job boards like Reed, Totaljobs and CV Library and see what other peoples’ adverts look like and which ones you would like to apply for. Which one’s appeal to you?  Which businesses look like great places to work? What do they tell you about the business who is recruiting? Great place to work or just another job?  Which ones sound dry and dull?  Don’t copy those dull ones!
Social media is useful too – get into the groups where those people are hanging out… get your advert in front of them.

Choose where and which platforms to focus on – which social media platform is going to work best? We focus our adverts in certain Facebook groups because we know the demographic of those Facebook groups and who we are going to attract.  We wouldn’t necessarily concentrate on Facebook to attract a £70k Mergers and Acquisitions specialist. That would definitely be a Linkedin focus. Although all our ads go on all 3 – Facebook, Linkedin and Twitter and then we put together specific applicant attraction campaigns according to the job.

The majority of our candidates come to us from job board adverts even though we have our own dedicated recruitment website, we still only get less than 2% of our new applicants from there.

 

So we have covered the Why and the How and some Where as well. I hope this helps to highlight, why we have to work hard to ATTRACT Applicants to apply for our jobs, what we have to do to make our jobs appealing and stand out and how quickly we need to react to people  once they apply.

It only remains for me to wish you luck with attracting the very best candidates for your business. If there is any part of this process that you would like to talk about or learn more about, then please do contact me. email me jaynej@betterpeopleltd.co.uk or call me on 01491 836632 or 07748402587

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How Many CVs Do You Need? https://betterpeopleltd.co.uk/blog/client-advice/how-many-cvs-do-you-need/ https://betterpeopleltd.co.uk/blog/client-advice/how-many-cvs-do-you-need/#respond Mon, 27 May 2019 17:23:42 +0000 https://betterpeopleltd.co.uk/?p=1052 How Many CVs Do You Need?   I was at my monthly Extreme Growth Mastermind meeting recently, where I have recruited for a number of people in the room. People with eminently more business experience than me, turning over millions of pounds and I was feeling a little fustrated at not being able to think

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How Many CVs Do You Need?

 

I was at my monthly Extreme Growth Mastermind meeting recently, where I have recruited for a number of people in the room. People with eminently more business experience than me, turning over millions of pounds and I was feeling a little fustrated at not being able to think of different content to write about to highlight the benefits of working with Better People Ltd, so shared that fustration with the group.

As well as an interesting observation about our recruitment service, this story does demonstrate the  power of our Mastermind group and why I belong to it but the most important point for me that came out of that session was that everyone around the table who have worked with professional recruiters in the past, were commenting on how effective we are at Better People. Their measure of this was how many CVs they have to look at and how many interviews they carry out to achieve an excellent hire in their businesses, when they are working with us.   This made me smile as it is always great to hear people say nice things about your work isn’t it?

Aside from me smiling though, I was interested to hear them say that our “CV to Interview ratio is exceptional”. What does that mean?

That means that our clients interview all of the candidates whose CV we send them.

It means that they are only looking at CVs for absolutely relevant candidates.

It means that they are not wasting time doing our job – reading masses of CVs to get to a shortlist.

It means that when it comes to pay the recruiters fee, they are not paying for a service where they have done the majority of the work themselves!

So – typically, statistics show that our clients interview every candidate we send them.

Current CVs sent per job are 2.5

Every vacancy we take on  – we fill it.

We don’t send people to our clients who we wouldn’t want to be working with ourselves!

Because we have done our homework with the client, our applicant attraction works ,  our search of the market for the best candidates works, our focussed interviewing and face to face candidate interviews work, so only the really motivated, well briefed candidates stay in our CV Submission List which really does save our clients time and therefore money.

So- if you need to look at 10 CVs from your recruiter, before you are able to select even one candidate for interview- I would suggest that something needs to change.

That could be that you have a good session with your recruiter to help them really understand what you need, ask them to come and see you, book a video call with them, tell them you are going to give them half an hour of your time to allow them to ask everything they need to know to secure you the best candidates and  be able to present you with a  great SHORT shortlist of people you will really want to interview.

Working with a recruiter can be a really effective way of growing your business, to help you bring in the very best people for your team.  Hiring the right people frees you to get on with what you are good at and to achieve your business goals.

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After all you will only have to pay if they find you someone!

Happy Hiring!

 

Call us for a free and completely no obligation chat about any aspect of your recruitment. We are happy to share our experience to help others find the best people for their businesses.

Better People Ltd – Recruiter of Choice for Growing Businesses. We love to talk about what we do!

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Retention of Staff – What to do to keep them https://betterpeopleltd.co.uk/blog/client-advice/retention-of-staff-what-to-do-to-keep-them/ https://betterpeopleltd.co.uk/blog/client-advice/retention-of-staff-what-to-do-to-keep-them/#respond Sun, 05 May 2019 09:29:00 +0000 https://betterpeopleltd.co.uk/?p=970   Got a New Employee ? How Are you Going to Keep Them with You?  To retain them? How are you Planning their Onboarding. Induction and Probation? As a recruiter who specialises in recruitment for growing business I talk to business owners about the whole recruitment process, from the job description through to what they

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Got a New Employee ?

How Are you Going to Keep Them with You?  To retain them?

How are you Planning their Onboarding. Induction and Probation?

As a recruiter who specialises in recruitment for growing business I talk to business owners about the whole recruitment process, from the job description through to what they will be doing to keep their employees once we find them that ideal person. I often hear them say that they do not have “onboarding”, probation or induction processes.

Retention 

They don’t  realise that they need to take responsibility for the retention of their staff – that what they do with them once they are onboard will affect whether they stay and their ongoing performance and productivity.  Often, no thought is given as to how to get the best out of the individual they are hiring and how to keep them in the business once they have hired them – the retention part of the recruitment process.

Why Consider This?

Sometimes companies may  have had a bad experience recruiting in the past. Often, they are really worried about the “whole recruitment thing”.  Maybe they haven’t managed people before.

“You take people on, you spend a fortune with a recruitment agency and then they leave” and yet when you ask why people leave, they are often unable to tell you specifically. Or , they will tell you vaguely, that the candidate didn’t fit in, didn’t grasp what was expected of them and will admit that they didn’t and still don’t have a process for training and onboarding.

If you are all  working within a specific framework that all parties understand and that has been clearly outlined in writing to the new starter, you will find it so much easier to manage the process and avoid conflict and confrontation.

Replicate the Process as you Grow

Of course once you have this process in place – it is the same for all new recruits to your business – you follow the same process template for your onboarding.

Don’t Miss a Meeting

Never miss a review meeting, always give them at least one weeks’ notice of the meeting and communicate clearly in writing the purpose of the meeting and you will find it much easier. You should prepare for the meeting too. If you have any issues or concerns about how they are doing their work- you need to do that in the meeting.

I like to think of your new recruit as a lovely lush plant all ready to be dug in to your garden display. If you give no thought to where you put it, or what you put it next to, or what direction it is facing, and then you don’t water it ,there is of course a chance that it will grow somehow. There is also a fair chance that it will die immediately or be OK for a little while and then it will wither and die.

So, when you are planning your next recruitment campaign do take time to fully consider the post hire, retention piece of the campaign.

Make a plan

  • What is their probation period?
    What level are they required to achieve for them to be confirmed in their role?
  • How are you going to communicate these points to the new hire? In their offer letter/contract? In their first Induction meeting?
  • Who is going to have their Induction/Probation meetings with them and to what format?
  • Who is going to train them? On what? Which software or internal process or standards do they need to know?
  • How do they know what your company standards are?
  • Do they know what to do if they don’t understand something or have a problem? Who do they go to?
  • Do they know what kind of culture you want in your business?

Having those performance review/probation review meetings with your new employee, lets you know how your new recruit is getting on, what training needs they have, and if they are fitting in generally.

Benefits of the Review Meetings

Something we can overlook is the value of what a new employee has to say about us and our business. The questions they ask their reviewing manager, can offer a different perspective of what we do every day. Done correctly and in the right way these conversations encourage our staff to comment and contribute, they help us embed the values and culture of our business, which in turn will help to make our employees feel valued and involved in the way the business is run. Which means of course that they will stay with us longer and are more productive.

If you feel unclear or worried about all of this part, don’t worry – you are not alone and it isn’t actually difficult once you break it down.  You can follow the above plan, research if for yourself on line and of course an experienced recruiter or HR consultant will be able to help you with this.

By the way, when you are choosing which recruiter to work with – ask them about this post hire and retention part of the process, and if they don’t seem able or interested in supporting you with this – I would suggest you look elsewhere! Someone you are paying for recruitment services will want your new employee to stay with you. Their reputation depends on it!

In Summary

Thinking about and planning for retention is essential. If we spend money on a luxury item, that is not like anything we have had before, it would be much better to work out , before we buy it,  what we need to do to take care of it, to get the most out of it and how to keep it running at optimum level…… wouldn’t it?

Recruitment isn’t just about the candidate accepting your offer of employment after all. Talk to your recruiter about the whole recruitment story – not just about sending you CVs.

 

 

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Hiring Good Sales People https://betterpeopleltd.co.uk/blog/client-advice/hiring-good-sales-people/ https://betterpeopleltd.co.uk/blog/client-advice/hiring-good-sales-people/#comments Tue, 19 Mar 2019 16:16:18 +0000 https://betterpeopleltd.co.uk/?p=825 Thinking of Hiring a Sales Person? Feeling Concerned? Or I could ask “What is stopping you hiring sales people?” Some Tips that May Help You Get Over Those Reservations. Many small business owners I speak to are shying away from hiring sales people in their businesses. They have reservations about employing sales people because they

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Thinking of Hiring a Sales Person?

Feeling Concerned?

Or I could ask “What is stopping you hiring sales people?”

Some Tips that May Help You Get Over Those Reservations.

Many small business owners I speak to are shying away from hiring sales people in their businesses.

They have reservations about employing sales people because they are not sure they are going to get value for money. They feel that they will have the wool pulled over their eyes by a sales person “ doing a sales number on them” and that they will be convinced to hire someone who does not really have the ability and previous success levels that they claim. They sometimes  worry that a “sales person” is an “aggressive smooth talking beast that they will not be able to manage/control!

It is natural to have these concerns, but like any recruitment process, it simply requires methodical planning, research, and preparation of a list of relevant Sales Interview Questions to establish if they are the right sales person for your business. Better People Ltd have experience of recruiting sales people and have a Free Download on our website Sales Interview Questions.

What are they really like? How to find out.

As well as evidence of their success in other roles, which you can learn through effective questioning, you also need to establish if this individual is the kind of person you want representing your business.  Think about the person you are interviewing as an ambassador for your business.

Do they seem like the kind of person your existing clients will like?

Do they express themselves in a way that you find acceptable?

How do they describe their previous clients and customers?

Does this reflect your customer values?

What answers do they give to questions about “Customer Care” and “After Sales”?

Ask them for examples where their Customer Care skills have resulted in repeat business? Resulted in enhanced sales?  Who were their competitors? Why did people buy from them instead of you?

What were their targets? How often did they miss those targets? What was their commission? How did they earn it? How much did they earn in a year? What was the value of the average sale? How long was the sales pipeline?

Questions You Need to Answer for Yourself Before You Start recruiting

What is the market rate for a basic salary for a sales person doing a similar job in your area?

How much business will they have to bring in to cover their salary? Do you know your “ cost of sales” figures?

What are you going to pay them in commission? You really will have to have these figures ready as any sales person will want to know how they can increase their earnings with commission and if they don’t , I think you should be asking what kind of sales person they really are…

What do they have to sell?  What specialist knowledge do they have to have? Is this an absolute MUST or could someone with the right attitude and sales experience/ability learn to sell your product?

Who are they selling it to? B2C? B2B? Is experience in that sector essential or desirable? What other areas of experience might be relevant or useful?

Where will they get leads from? Does your business already generate these leads or do they have to do that themselves? Where would you go for these leads if you had to find them?

What is the average value of a sale in your business?

How quickly can they bring in business? How long is the “cold call to invoice” cycle typically?

How will you handle “up sales” to existing clients? Will they be paid commission at the same level  for sales to existing clients, as for self generated leads and new business? Will they be account managing existing clients?

Are they restricted by geographical area?

What admin and IT skills do they need? Do they need to do their own quotes or orders? Invoices etc? Do they need to use a CRM system?

Do they need to drive as part of this sales job? Will you be providing a car? Will they be taking that  car home with them? Or  will you be paying them mileage on their own vehicle?

How will success be measured? How will you know if this is working? You should make your measure and analysis process/metrics available to the sales person so that they can see exactly what they need to do to keep their job. Will you be talking through their sales figures with them on a weekly/ monthly quarterly basis?

Experienced sales people know that to keep their jobs, they need to meet their targets. This culture of expectation of achievement needs to be established from your very first interaction with the individual, should be tested and examined with your Interview Questions. The targets and KPIs will be written in their Offer Letter and that information will be included for discussion and review during their probation and in each quarterly performance review.

Are there any other activities that you will need them to be part of? Exhibitions, fairs, video demonstrations etc? Make sure that you cover this in the interview and JOB DESCRIPTION of course.

Will you be expecting them to meet prospective clients? Or just speak to them on the phone?

As well as evidence of their success in other roles, which you can learn through effective questioning, you also need to establish if this individual is the kind of person you want representing your business.

Think about the person you are interviewing as an ambassador for your business. Do they seem like the kind of person you would want to represent your business? Who your existing clients will like? Do they express themselves in a way that you find acceptable? How do they describe their customers? Does that reflect your customer values?  What answers do they give to questions about “Customer Care” and “After Sales”? Ask them for examples where their Customer Care skills have resulted in repeat business? Resulted in enhanced sales? If you just want someone who “closes” and moves on without building relationships but just gets the deal, look for that and hire that type of person.

I hope that this helps any of you who are thinking of recruiting a sales person. I hope it illustrates how to recruit the right sales person. It should also highlight that ongoing performance management and open communication is what will keep that Sales Person selling, representing your business well and bringing increased profit to your bottom line.

If you would like to discuss recruitment of sales professionals or any other aspect of recruitment, please call on 01491 836632.

Jayne and the Better People Team offer a flexible recruitment service based on the needs of our individual clients. www.betterpeopleltd.co.uk However you want to manage your recruitment process – we can help – with information downloads, insights, advertising, in person consultation, head hunting or full outsourcing, on site interviewing with clients – we are doing it all now for a wide range of businesses. Better People Ltd-  Better Solutions to secure the Best  People for your business.

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Interviewing Questions https://betterpeopleltd.co.uk/blog/client-advice/interviewing-questions/ https://betterpeopleltd.co.uk/blog/client-advice/interviewing-questions/#respond Fri, 08 Feb 2019 15:44:07 +0000 https://betterpeopleltd.co.uk/?p=708 Interviewing Questions or…. How to get under the skin of your candidates and find out what you need to know about them without berating or insulting them and finding yourself the subject of national vilification on social media, the press and BBC News! Well I am sure that many of you have read about the

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Interviewing Questions or….

How to get under the skin of your candidates and find out what you need to know about them without berating or insulting them and finding yourself the subject of national vilification on social media, the press and BBC News!

Well I am sure that many of you have read about the candidate who has lambasted a company across national press, social media, and on national television, following her interview for the role of Communications Assistant. She has said that the Chief Executive “bullied” her during the interview, criticised all of the work she had submitted and continued to berate her and criticise her during the 2 hour “ ordeal” as she describes it, even though it was clear that she was in tears. (She was offered the job and has turned it down).

I recognise that we need and want to establish resilience, self sufficiency, initiative, resourcefulness and receptiveness to learning, when we are interviewing prospective employees, particularly those with relatively little work history and experience in our sectors, but we don’t need to go to these lengths to do it.

I understand that this technique has been referred to as ” pressure interviewing”.

Any experienced interviewer will know that there are behavioural questions and competency/situational questions that we can ask to gain an understanding of the resilience of an individual.  There are ways of finding out how people react to pressure, and for most people the interview process alone is a pressurised one. We can also set the scene before the candidate arrives, by letting them know when we confirm their attendance what type of scenarios they need to be ready for.

I also recognise that as interviewers we have to pull all our resources, experience and perception in to play when we are interviewing individuals without very many work examples for us to look at. It is harder to interview candidates who don’t have a CV showing years of experience in similar jobs where we can evaluate their past experience and compare that to our culture and our vacancies. However, it is not impossible and many firms do it very well. Particularly those who are keen to attract millennials and those who work hard to become Employers of Choice.

Given that we are all struggling to attract recruit and keep the best talent available, we can all learn from this situation that if we want to become an Employer of Choice, our branding and message to the world starts with our recruitment process and if we don’t get it right, look what can happen.

Better People Ltd – Recruiter of Choice for Growing Businesses

Jayne Johnson MD

 

 

 

 

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