Friday 5 September 2014
Compilation of Articles for Recruitment Consultants
Compilation of Articles for Recruitment Consultants
Thursday 4 September 2014
Compilations of Artilces for Recruitment Agencies
The Killer Application that Makes the Differences for Recruitment Agencies http://goo.gl/h7tdMS
Recruitment Agencies Mistakes in SEO http://goo.gl/KxHve3
Ways to Generate New Clients for Recruitment Agencies http://goo.gl/J4Pt4o
Tips for Recruitment Agencies to Get Their Website Listed on Google http://goo.gl/bSTk1s
Motivational wallpapers recruitment agencies and recruitment consultants http://goo.gl/QsEvKf
Get Clients for Recruitment Agencies using Tele-Marketing http://goo.gl/lgYdMT
Recruitment Agency Bosses vs Recruitment Consultants, Who will WIN? http://goo.gl/JzYvfk
Doubling Your Sales In Your Recruitment Agency http://goo.gl/IEjcFX
C-Marketing for Recruitment Agencies http://goo.gl/jzfbq1
Branding a Recruitment Company http://goo.gl/cUfvDQ
Singapore Recruitment Agencies July 2014 Registered http://goo.gl/8T8AGZ
If You are looking to setup Your Recruitment Agencies, read HERE first! http://goo.gl/SRSE9w
Strategies for Recruitment Agencies to Hire Good Recruitment Consultants http://goo.gl/tuvZuq
How to Make Your Recruitment Agency Business Profitable http://goo.gl/obrKvF
All articles written by Dougles Chan - The Recruitment Guru - visit his website @ www.dougleschan.com
Recruitment Agency Bosses vs Recruitment Consultants, Who will WIN?
When talking to many recruitment consultants and listening to their stories, I hear many of them complain about how “lousy” their company is, how terrible the boss is, and how very dissatisfied they are about things.
Apparently, there is a much different focus between the employer world and the employee world, and the contrasts are usually very great.
The employee wants to have the best and highest salary, have the highest commission plus other allowances, and work the fewest hours possible. Employees would love to have a 2 ½ hour lunch break with someone interesting, and of course, if the boss is not in the office everyday—that would be the very best scenario! And wouldn’t it be great to work for a company without any QUOTA or KPI, plus having a great working environment with plenty of pretty ladies and handsome men around you? And would you like a manager to invite everyone for tea break everyday?
Well, that sounds like a dream and ideal environment, but it seems that it is almost non-existent as far as I see. If you do encounter such a company, let me know, and I would love to write an article about them and feature them on our page.
As for the employer, most would want to pay the lowest salary and commission and squeeze the employee very dry. They will set the sales target so high that the employee will never be able to hit it, and will therefore not be able to get the commission and still make money for the company where the company will keep most of the sales.
Also, the boss will become a special detective and always be in the office, monitoring everyone’s computer and emails so that the clients and candidates are totally secured! Then, when someone is late for work, he will announce it to the entire staff, reminding them to be on time and deliberately embarrassing the person who is late! The boss will also schedule meetings after normal working hours so that the meeting will not eat up normal working time. In addition, he has this belief that meeting is not “working,” so there is no need to pay the employee over-time pay.
Furthermore, the bosses of recruitment agencies are always concerned about whether the recruitment consultants are able to generate enough sales to cover the salary, allowances, and the commissions payable. On top of that there are still the rental charges, Internet connection fees, telephone bills, and electricity bills, plus his own salary. No wonder most recruitment agency bosses have less hair, and many of them even have grey hair—at a young age!
Well, it looks like we have a challenge in this case: recruitment consultants will always want to earn and enjoy more while working less, but the bosses of the recruitment agencies will always focus on the benefit of the company.
It seems that the clash of the recruitment agency bosses and the recruitment consultants will stay a long while…. Enjoy the journey anyhow… Cheers!
Wednesday 3 September 2014
What Questions to Ask Clients When You Meet Them?
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So, when you meet up with the clients and do the presentation, what happens after that? You will need to ask further questions of the potential clients regarding the jobs and requirements.
Well, let me tell you a secret before you actually go and see your client – this is very important; not many people in the recruitment industry will tell you this secret. In many cases, people do not know it exists. The formula below only comes from people who have many years of experience in seeing and talking to people.
The Secret is: The QUALITY of your questions = how the clients PERCEIVE you = whether they will GIVE you the business.
Many recruitment consultants will ask the basic questions such as:
- What will be the salary range of the position?
- Does your company work on weekends?
- What are the working hours?
- What are the job duties of this position?
- What are the minimum qualifications needed for this position?
Well, I would say that whoever asks these questions is raising the risk of losing the business up to 70-80%! That means the recruitment consultant is losing business!
Why am I saying this? The reason is very simple; let me ask you a very straightforward question: Is the client meeting with you only? Will they be meeting with some other agencies that are your competitors? Have they met someone before meeting you? Under normal situations, the answer would be YES, they would have already met someone in the same industry who is your competitor. Will your competitors ask the same questions as above? Very likely they have! So, if you are queue number #5 meeting the client, and you are asking the same questions the first four recruitment consultants have asked, what does that make you???
I am sure you get my point. You are just the SAME–no difference, no spice…. Sorry to say, but this is what the other party will think, and they DO NOT like to see something that is the SAME, BLAND, and TASTELESS….
YOU NEED TO BE DIFFERENT!!!!!
You need to impress them with something different. Let me ask you another question: What is the purpose of meeting with your client? To discuss the job requirements? Or something else? If you are meeting with the client, your job is to IMPRESS the client, not to talk about the job description and requirements. Period! Get the facts straight: you need to make them feel good, make them think that you can do the job, and let them have higher confidence in you and your company…. The point is, YOU ARE THE FOCUS, not the job order!
In the event that the company is confident in you and trusts that you will be able to get the job done, is that enough to make them give you the job order, requirements, and also anything and everything you need to know without you asking? YES, they will! They will be so anxious as to why you never ask those “Golden” questions!
My friends, my fellow recruitment consultants....you need to be different and unique so that you impress the clients….
Why Recruitment Consultant Fails to Generate High Income (Part 2)
Why Recruitment Consultant Fails to Generate High Income (Part 2)
Lack of proper training – How many of them are really being properly trained? How many days of training had it been done with the consultants? 2-3 days? Do you expect people to perform with only 2-3 days of training? Well, I am not too sure with 2-3 days of intensive training will help. Even when I trained recruitment consultants from 6-12 months, not all of them make it in the industry!
Does not use the 80/20 Rule - This is to state that 80% of the sales come from 20% of your clients. In other words, if you have 100 clients, 20 clients will bring you 80% of your overall sales, and the other 80 clients will ONLY bring you 20% of the business. This applies to candidates too, most recruitment consultants will take in ALL clients and ALL candidates. When you do this way, you are doom for failure.
Using traditional Methods – How will the recruitment consultants generate clients and candidates? Cold calling, networking, post jobs in job portals, etc….isn’t that what MOST of the other recruitment consultants are doing? So my question is, what makes you so special and UNIQUE? The fact that you are just one of the many of them, and when you are just another one of them, you will be flooded among the others and usually will not yield anything interesting. Well, let’s face it, most of them will fail, in fact, almost 95% of them will fail and many will move to another industry. However, given the proper guidance, route and path. It is very possible that it will work out very well, there are people making millions of dollars in the industry, the fact that you must know how to do them.
Dougles Chan is the author of the following popular books in the recruitment agencies throughout the world
Why Recruitment Consultant Fails to Generate High Income (Part 1)
Part-Time Effort – When I share with people on this simple logic,the focus and time by a home-based recruitment consultant usually are very limited, within a week itself, they could be putting only a few hours on this job. My challenge to them is, if you are not able to put in full time effort, which will be 40-60 hours of efforts per week, how are you able to get full time results? Most of the people were dumb folded after I said that logic….. The logic is; Full-Time effort usually equates full time results, part-time effort is not equates to part-time results, it equates to NO results….If one still believes that you will need minimum effort to generate very good results, they could be living in their own dream land. The fact is this, there is NO free lunch, you have to get your “xxx” out there and get the things done.
Too Much Distraction – When you are at home, how many other things are waiting for you to do? List them down, you will be surprise the total list is so many that your job as a recruitment consultant at home will seems so unimportant. Even if you wanted to get the job done, there are too many distractions from your family members, food, bed and even Facebook and other social media.
Lack of Motivation – It will be very lonely when you are working at home, and even the most motivated person will feel down some days, you will need to have an environment where externally it forces you to be motivated willingly or unwillingly, yes it will be great to be motivated willingly, however being motivated unwillingly by external force is better than not motivated at all, isn’t it? You will have to set the environment that is able to help you get things done, else the environment will get the things done for you; at your expenses.
Tips to Get Recruitment Consultants Motivated
Recruitment consultant has become the most important constituent of a particular organization. The reason is that they perform the job of hiring candidates for the business. So in order to keep your recruitment consultants motivated, you can use various ways. It will not be fruitful for a particular sector, but for the whole organization. You can motivate recruitment consultants with the help of monetary as well as non-monetary benefits. 10 ways to get recruitment consultants motivated are discussed as follows:
Monetary Benefits: It is considered to be the most important factor to motivate recruitment consultants. First of all, you should integrate monetary benefits with their hiring activities. You can offer extra fees and bonuses, if they search out talented executives for the organization. This would greatly affect the activities of a recruitment agency and they will surely be motivated to work for the company on a long term basis.
Corporate benefits: You can also offer corporate benefits for the recruitment consultants. You can arrange long-term contracts with reliable recruitment consultants. This will really bring positive results.
The sense of responsibility: You should designate different responsibilities for the agency. You can do this by increasing their stake in the organization. When they know their stake and recognize their sense of responsibility, they would definitely be motivated for the organization.
Goal Setting: It is really important to set goals for the agency. If you want that they work swiftly, then you must set goals. In addition, you can also check the performance of consultants with the help of goal setting.
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