d tape, which is costing British companies billions of pounds.
Those thinking of starting a recruitment company may be interested to hear that the cost of red tape to British business has risen to £88.3 billion, an increase of over £11 billion since last year, according to figures from the British Chambers of Commerce (BCC).
With this in mind, the organisation has called upon the coalition government to put an end to the "relentless flow" of regulations. The 'Burdens Barometer' shows that 40 additional regulations have been added since 2009.
"There needs to be an urgent and sweeping review of all regulations that incur costs for business, and importantly, a moratorium on new employment laws until at least 2014," commented David Frost, director general of the BCC.
He went on to state that Tuesday's Queen's speech offers a perfect platform for the new government "to prove its commitment to job creation and a better business environment".
Payrolls services and invoice management are some of the things that can be outsourced to an agency.…
re usually the same people that want extended payment terms, another red flag, are they having money issues? And that want an extended guarantee or worse, 100%on 90 days....that's the biggest red flag of all. If you need that it's likely because there are some serious turnover issues and that's the companies fault, not the recruiter.
It's always hard to turn down business, but you'll always make more money by doing so. Instead of spinning your wheels with a lousy client, you could be spending your time getting a better one and recruiting on that job.…
almost as fast as they finish saying that.
That you are able to focus on people who LI says are pre-screened for being receptive is certainly a good thing but if one is recruiting for a position that not just anyone can fill.....then I don't see that it is a given that from the entire set of 'green flag' Profiles one is going to find that suitable candidate all the time. Sooner or later it will be necessary to call 'red flag' Profiles and recruit them.
Resistance is Futile if the opportunity is compelling enough.
Also, for me, your system does not work since I work niches and need to know 'everyone' who is 'qualified' in that niche.
All Allied Health people who work in those specialties in which I recruit.
All Six Sigma Master/Black Belts.
They might say they are a 'red flag' person today but maybe not tomorrow and I can't afford to not know who they are just because they are waving red flags.
I have to go by my experience.....most of my recruits are people who were not looking but were open-minded (and, yes, occasionally resistant) or at the least, I was able to 'convert' them from 'go away' to staying on the phone and letting me finish/call back with a description.
I'm not fighting you on this- what works for you is great....it just seems contrary to the nature of Executive Search to ignore those who put out red flags....in my training, Keith, they are all waving red flags.
If I think this out....wondering if I would be glad to have 'green flags' to pull from first....I would still want to know who all the red flags are since in the end, I still need to call them, get to know them so they all must go into my DB so I can call them back someday when I have the 'just right' opportunity for them.
If I took this conversation back to my manager and explained this all to him....bringing him forward from the days of inventing the wheel and fire....he'd still say I need to know all of those who are qualified.
It just doesn't work for me to think I could ignore those with red flags- according to traditional executive search philosophy, everyone is recruitable.
If not today then tomorrow.
And, equally important, all this doesn't address talking to those with red flags but might be willing to give me a name of someone for a search I'm working.
Anyway, as I said, I appreciate your explaining....but ignoring or putting off red flag Profiles would get me an a... whipping if my ex boss found out I was only going for green flag Profiles.
It's like the time I spaced out, temporarily put off when I discovered a hospital department had twenty-five people doing what I recruit for instead of the usual three to five on staff.
When I approached an old timer in the company, saying I was stumped, wondering how I could come to know which of those twenty-five I want, he smiled at me and said that of course, "...you want them all..".
Thank you again.…