Robert Wright's Posts - RecruitingBlogs2024-03-19T06:20:00ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438https://storage.ning.com/topology/rest/1.0/file/get/1526979172?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=05zarnl0xubvm&xn_auth=noCareer Meerkat Moments - Stand Up, Look Around and then Charge!tag:recruitingblogs.com,2012-06-12:502551:BlogPost:15695022012-06-12T12:38:20.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<p>Despite my busy recruitment workload in the last few weeks I've taken time out to wear my other hat and offer some career advice and guidance to a handful of experienced director-level contacts requiring some help.</p>
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<p>I'll get my apologies and excuses in early if you don't mind. I'm not a qualified career coach, counsellor or even a trained psychometric testing assessor. These contacts of mine have sought my help because I know their sectors and have been a senior level recruiter…</p>
<p>Despite my busy recruitment workload in the last few weeks I've taken time out to wear my other hat and offer some career advice and guidance to a handful of experienced director-level contacts requiring some help.</p>
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<p>I'll get my apologies and excuses in early if you don't mind. I'm not a qualified career coach, counsellor or even a trained psychometric testing assessor. These contacts of mine have sought my help because I know their sectors and have been a senior level recruiter for some years. The format for the guidance sessions have been informal, usually over a shop bought coffee or two, and have focused on some practical steps they can take to move their careers forward. I also didn't charge for my time as I felt it was inappropriate and anyway I think what-goes-around-comes-around and the favour will be returned one day. So here are some of the areas we covered and I hope it helps:</p>
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<p style="text-align: center; clear: both;" class="separator"><a style="margin-bottom: 1em; float: left; clear: left; margin-right: 1em; cssfloat: left;" href="http://4.bp.blogspot.com/-0i0jMSEAIT8/T9cyzLr842I/AAAAAAAABHk/CoR8FRa9c6w/s1600/Meerkat.jpg"><img border="0" src="http://4.bp.blogspot.com/-0i0jMSEAIT8/T9cyzLr842I/AAAAAAAABHk/CoR8FRa9c6w/s1600/Meerkat.jpg"/></a></p>
<p><strong>Meerkat Moments:</strong> Ever watched a nature programme on meerkats and noticed how before they make a decisive move they stand tall, look around and then charge onwards head down tail up? Often in your career you need to do the same. Usually when people are in need of career help it's because they've failed to spot the dangers on the horizon or haven't taken the time out to consider their next path and have now found themselves stuck. It's really important to regularly stand-up, look away from your immediate workload demands and scan the horizon. In this way you'll hopefully have much more control over your career destiny.</p>
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<div><p><a style="margin-bottom: 1em; float: right; margin-left: 1em; clear: right; cssfloat: right;" href="http://4.bp.blogspot.com/-0bIOhS4EhX8/T9czaNRoUOI/AAAAAAAABHs/DKSmYYv-jUk/s1600/Network.jpg"><img border="0" src="http://4.bp.blogspot.com/-0bIOhS4EhX8/T9czaNRoUOI/AAAAAAAABHs/DKSmYYv-jUk/s1600/Network.jpg"/></a><strong>Importance of Networking:</strong> I've lost count of how many MDs I've met who view networking as something they pay their Business Development or Sales Director to do for them. Yes of course networking is key to promoting a company's activities, products and services and quite rightly should be a cornerstone of any good BDD. However, it's also vital to your very own personal brand and career trajectory and should be embraced not delegated. Networking and being seen at national and regional events not only gets you noticed (and therefore on the radar of potential employers with new opportunities) but also gives you the chance to gather vital information on who's hot, who's not, and who's doing what. Hiding away focused on doing a good job may be great for your employer but isn't going to help you much if you suddenly decide to explore career options and your recognition level in the industry is zero and your sector awareness even less.</p>
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<div><p>I'd also add that it's often also a good idea not to confine your networking to large formal events. Try a few informal coffee catch-ups with people you respect in the industry; you're much more likely to hear useful gossip or confidences.</p>
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<div><p><a style="margin-bottom: 1em; float: left; clear: left; margin-right: 1em; cssfloat: left;" href="http://1.bp.blogspot.com/-LK0snaIOAlI/T9c0KVCw31I/AAAAAAAABH0/z6HCFn-nsmM/s1600/Gun.bmp"><img border="0" src="http://1.bp.blogspot.com/-LK0snaIOAlI/T9c0KVCw31I/AAAAAAAABH0/z6HCFn-nsmM/s1600/Gun.bmp"/></a><strong>Primed and Ready:</strong> Keep on top of two key items - your CV and your Linkedin profile (helpfully Linkedin now has a <a href="http://resume.linkedinlabs.com/" target="_blank">resume builder tool</a> which can do both for you by formatting your profile into a pdf CV). It's quite a challenge to start a CV from scratch if you have 30 years of experience to squeeze in; much better to keep topping it up, reviewing and pruning as you go. Honing a CV is also often a good way to take time out and review your career achievements to date. This can build your confidence and boost your awareness of what you like to do, what you're good at and what you might like to do next. I won't go into CV writing techniques here (<a href="http://robmwright.blogspot.co.uk/2012/03/cv-writing-dos-donts.html" target="_blank">I've covered it elsewhere</a>) but will say that it needs to be kept to 3 pages max and focus on achievements and not just responsibilities.</p>
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<p>In regards to Linkedin I would urge everyone to ensure they have a comprehensive and professional looking profile with connections in the 100s and not the 10s. It's a great tool to explore potential career moves, research industries and companies, ask questions, self-promote and be found by hirers. When I get a new search project in my first step is to flick through my brain-box for people I know (or know of) who might be good for the job. But my second and more substantial action is to hit Linkedin for prospective talent. You not only need to be on Linkedin to be found by headhunters like me but you also need to interact with the community just as you would if you were attending an in-the-flesh networking event. Like cutting your lawn - little and often is best.</p>
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<p><strong>Internal Help:</strong> I've recently been working with a European based global company to secure them a MD for a UK based business. What struck me was the openness and equanimity with which they treated their internal applications that arrived from various global based businesses. The European MD and I interviewed two employees who were interested in the role as they felt they were currently "parked" in career terms. I'm not sure all companies treat their internal talent in such a fair way but if possible before you begin looking at external options maybe it might be a good idea to ensure your current employer can't meet your career development needs first. If you're really lucky they'll be a HR procedure or system that can assist you but if not try and think if there's a senior contact you can confide in for help.</p>
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<p><strong>Same Job, Different Badge over the Door:</strong> If you do decide to make a break and join a different company it's really important you examine the reasons for the move. When interviewing candidates I like to gauge their Push and Pull factors. What's pushing them out of the company at the moment - glass ceiling, lack of development, low salary, work/life balance? What's pulling them towards the opportunity I have - promotion, employer brand, bonus etc? This way I can try and work out how committed they are to leaving and how committed they are to joining my client. Too many push factors and I wonder if there's a backstory I'm missing. Too many pull factors and I know my client risks not landing them if the current employer ups their game and makes it hard to leave. I'd recommend any job seeker does the same. Ask "What is it that is pushing me to make a move and can my employer answer these issues? What is it that's attracting me towards a new opportunity and is it really going to answer my prayers?" Worse case scenario is that after day three in a new position you realise that you're in the same situation as you were before but with a different badge over the door and same frustrations (and even worse you're now the new boy or girl with less credit and lots to prove).</p>
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<p><strong>NED and Wider Community Alternatives:</strong> Sometimes changing jobs isn't the answer. I regularly handle Non-Executive Director roles (mainly for public sector organisations - charities, housing associations, education establishments, NHS trusts etc) and often my clients are seeking keen senior level operators who can inject certain skills and experiences into a board. I have no doubt that these appointments benefit both the board and the new board members. If you're looking for a new challenge then pursuing an involvement in a NED role or perhaps some sort of community involvement can be a great way to provide personal development without giving up the day job.</p>
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<p>To find such opportunities scan the papers, network with movers and shakers in the community, talk to recruiters that handle such positions, make a list of potential public sector boards and read their papers to see when current posts will end and new ones have to be selected, identify companies in your area (but not sector) and get to know the chairman if you can (Linkedin can be useful for this - send an Inmail suggesting a coffee to share your thoughts with the Chair) or a good tip is to look at SMEs or small company start-ups on science and industry parks that might welcome input from an experienced director on a NED basis rather than commit to a business angel or receive fee-based advice from their bank, accountant or lawyer.</p>
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<p>Anyway I hope all the above offers some help to anyone needing some career advice. You can see more about me at my <a href="http://www.linkedin.com/in/robmwright" target="_blank">Linkedin profile</a> and email me at <a href="mailto:robertwright@nrgplc.com">robertwright@nrgplc.com</a> if have any questions.</p>How to Spot You're a Recruitment Boretag:recruitingblogs.com,2012-02-29:502551:BlogPost:15228082012-02-29T17:21:58.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<p>Had a recent coffee with a mate and in turn we despaired, chuckled and grimaced when recalling recruiters we knew, worked with or had met over the years. So as a bit of a fun posting here's my guide to spotting if you're a Recruiment Bore.</p>
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<p>You're a RB one if:</p>
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<li>You can't stop interviewing whoever you meet. Whether it's the taxi driver, the barber, someone at a party, another parent at parents' evening who find yourself judging if they're employable talent. I once…</li>
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<p>Had a recent coffee with a mate and in turn we despaired, chuckled and grimaced when recalling recruiters we knew, worked with or had met over the years. So as a bit of a fun posting here's my guide to spotting if you're a Recruiment Bore.</p>
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<p>You're a RB one if:</p>
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<li>You can't stop interviewing whoever you meet. Whether it's the taxi driver, the barber, someone at a party, another parent at parents' evening who find yourself judging if they're employable talent. I once knew a RB who I'm told even interviewed a lap dancer prior to his dance. Please please just refrain from asking at every opportunity for a short career snapshot and where your victim sees themselves in five years' time.</li>
<li>All your friends are Recruiters. I'm all up for making friends through work but quite frankly most are work colleagues I get on with. Only some but not many are real friends. Real friends are people you hang-out with when not at work and only fleetingly ask how work's going as warm-up, small talk stuff whilst the wine is opened or BBQ lit. If you're discussing your placement pipeline whilst in the pub you need to get a wider social circle.</li>
<li>You can't switch off. I have an Iphone and don't have a problem checking emails on holiday or dealing with urgent issues in the evening or at the weekend. It's kind of the world we live in now for many if not most professions. However, I do also own a much better interactive app called LIFE and whilst not at work I really like to live it as much as possible. If that sounds odd to you then you're a RB.</li>
<li>You work a party or social event like it's a conference. You know sometimes it's OK not to greet everyone with a firm handshake and elevator pitch. You really don't have to leave them with a clear and positive impression of what you do, how you add value and where you can be contacted. Sometimes it's just much more fun spending a party getting drunk in the kitchen or being the first person on the dancefloor after the bride and groom.</li>
<li>You read nothing but business books and in particular bad recruitment business books. Did ever any good come out of a business book? Really? Or do they just give you soundbites and maxims to inflict on others whilst reinforcing your own beliefs and life patterns? Try a novel. It might just make you a more interesting person.</li>
<li>When asked the old chestnut "Who would be at your dream dinner party?" they're all multimillionaire business men or sporting heroes who know how to WIN and their formulas (in your opinion) are directly transferable to the recruitment industry. GO TEAM! Pass me electric meat carver please as I'm about to perform seppuku whilst Richard Branson, Arnold Palmer and Clive Woodward look on.</li>
<li>Every tweet and status update on your social networks is a job posting. Yawn. Who cares? Not me. Guess what? Social media is social and not didactic.The clue's in the name. Yes it's a useful place to meet people, attract candidates and find clients but only by being a human and not a RB.</li>
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<p>And here's the twist .... I know all about the above signs and symptoms as I'm a recovering Recruitment Bore who has displayed all the above at some time or another during my 14 year recruitment career. But as Ian Dury once said "I want to be straight" so I've managed to wean myself off thanks to the support network of wife, kids, family and mates who just don't take me (too) seriously - thank God. Thankfully I can now act supercilious and snigger into my coat sleeve when I meet tan-shoed, fudged-haired Mr Recruitment, or panel-dressed, killer-heeled Miss Recruiter and notice that they are a bore.</p>
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<p></p>My Favourite Online Tools (as a Recruiter)tag:recruitingblogs.com,2012-02-20:502551:BlogPost:15167392012-02-20T13:00:00.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<div style="text-align: justify;"><p>OK, so I'm not the most online literate recruiter but neither am I the worst. <u>I am</u> a successful recruiter though; so I must be doing something right non? For what it's worth here are my top 7 must-use online tools that I use day-in-day-out. I'd love people to suggest others that I might use instead or as well and I think my habits could probably be transferable to other professions; so I hope it has some resonance beyond recruiting:…</p>
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<div style="text-align: justify;"><p>OK, so I'm not the most online literate recruiter but neither am I the worst. <u>I am</u> a successful recruiter though; so I must be doing something right non? For what it's worth here are my top 7 must-use online tools that I use day-in-day-out. I'd love people to suggest others that I might use instead or as well and I think my habits could probably be transferable to other professions; so I hope it has some resonance beyond recruiting:</p>
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<li><div style="text-align: justify;"><p><a href="http://uk.linkedin.com/in/robmwright" target="_blank">Linkedin</a> (the big blue obvious one): If there's a recruiter out there that isn't one of the 150m members of Linkedin I'd be surprised (in fact sometimes I think there are probably 149m recruiters on there and just 1m "real" professionals but that's for another blog). There is loads of advice on how recruiters should use the site to maximum effect so I won't repeat here (<a href="http://theundercoverrecruiter.com/" target="_blank">Undercover Recruiter</a> and <a href="http://recruitingunblog.wordpress.com/about/" target="_blank">Bill Boorman</a> are good places to start) but I would advise any recruiters on there to be 1) Courteous 2) Reciprocal 3) Interesting otherwise you're just using it like a large online database and missing its real power and influence (and you're a recruitment bore)</p>
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<li><div style="text-align: justify;"><p><a href="https://twitter.com/" target="_blank">Twitter</a> (because it's fast and fun): I've not yet used Twitter to source for talent but I know some do and that day may come. Instead I use my tweets to add to my personal brand. So this means a mixture of interesting news items that are worth sharing to show that I'm in touch with my sectors; some banter and interaction with my recruiting community so that I can keep up to date with industry changes, new methods and tools etc; a job posting now and then to show what I do and attract the talent my clients need; and lastly a bit of personal stuff to prove I've got a life (I hope)</p>
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<li><div style="text-align: justify;"><p><a href="http://bufferapp.com/" target="_blank">Buffer</a> (because I have a day job): I'm sorry if you think that I'm continually searching for great stuff to share and updating you in real-time. The truth is I fill up this great tool called Buffer at the start of the day (or the night before) and sometimes at lunchtime and it very helpfully tweets for me on a programmed schedule. This allows me to get on with important stuff like doing my actual job which pays the bills: business development, meeting people, sourcing, sifting etc. Of course I don't leave all my tweets up to Buffer and dip in to twitter now and then so I can interact with others otherwise life would be too boring and besides <a href="http://socialmediainfluence.com/2012/02/17/how-not-to-bore-your-twitter-followers-to-death-or-worse-to-the-point-of-unfollow/" target="_blank">no one listens to monologues for long</a></p>
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<li><div style="text-align: justify;"><p><a href="http://www.google.com/reader" target="_blank">Google Reader</a> (because I don't have all day to read the news): Like Buffer, Google Reader lets me save time (and somewhere I heard time is money). I use this news aggregator to feed me interesting stuff which keeps informed and can be shared with followers and connections. I have 4 distinct news categories that I follow: 1) Sector news from the industries I recruit in 2) Recruitment community news 3) Local and national news 4) Blogs and sites I like and find interesting</p>
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<li><div style="text-align: justify;"><p>Google (<a href="http://www.linkedin.com/groups/Q-What-are-you-favorite-1176637.S.81799230?qid=68f4d652-5822-4137-a69d-35e6a4ddb764&trk=group_search_item_list-0-b-ttl" target="_blank">other search engines are available I know</a>): I can't begin to remember what it was like before Google. How did we find info on companies? <a href="http://www.youtube.com/watch?v=P0tXA24d-OY" target="_blank">Discover email addresses</a>? <a href="http://www.linkedin.com/groups/Google-XRay-Searching-LinkedIn-expert-54492.S.55533210" target="_blank">X-ray Linkedin</a>? Find <a href="http://www.jamieoliver.com/" target="_blank">Jamie Oliver</a> recipes? I think if Kubrick and Clarke were still around then after the black monolith appears and the man-apes in <a href="http://en.wikipedia.org/wiki/2001:_A_Space_Odyssey_(film)#TMA-1" target="_blank">2001 Space Odyssey</a> pick up the first bone tools to chase their rivals off there would be a sequence where the bone is thrown into the air and becomes the "L" in Google rather than the revolving space station (....I'm such a nerd and that is such a tenuous and awful image I know)</p>
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<li><div style="text-align: justify;"><p><a href="http://flipboard.com/" target="_blank">Flipboard</a> (because I have an Iphone and don't stop work at 5.30 pm): I'm a fairly new convert to Flipboard but apparently it's been around for a while and used by many many people who were clearly holding out on me. Flipboard allows me to feed Linkedin, Twitter, Google Reader, news sites and blogs etc into one easy to use Iphone app that I can flip through like a magazine. As Sinatra once said, "'Cause Nice and Easy Does it, Does it Everytime", and who would argue with Frank? No one unless they wanted to be visited by a couple of good fellas in pin stripe (allegedly)</p>
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<li><div style="text-align: justify;"><p><a href="http://robmwright.blogspot.com/" target="_blank">Blogging</a>: You're here aren't you? You're reading this yes? You know a bit more about me now don't you? I'm a guy you might want to connect with on <a href="http://uk.linkedin.com/in/robmwright" target="_blank">Linkedin</a> or follow on <a href="https://twitter.com/" target="_blank">Twitter</a> (@robmwright) maybe? Job done then!</p>
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<div style="text-align: justify;"><p>I'm sure there are tonnes of other sites, search engines, apps, aggregators and social media networks that I could or perhaps even should be using. And probably better habits, tips and tricks that could give me an edge in my industry. So I'd be happy to receive suggestions, recommendations and criticisms.</p>
</div>How to use Linkedin to be found by Headhunters and Hirerstag:recruitingblogs.com,2012-02-14:502551:BlogPost:15124832012-02-14T12:44:06.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<p>I am an inveterate networker. Amongst all the conversations I have, at least once a week, I'm asked by a job seeker (passive or active) how they can use Linkedin to be found by headhunters and take advantage of new career opportunities? So here's my top 10 tips on how you can be found:</p>
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<li>Make sure your Linkedin profile is 100% complete. There are loads of websites you can google offering great advice on making your profile as strong as possible so I won't regurgitate too much…</li>
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<p>I am an inveterate networker. Amongst all the conversations I have, at least once a week, I'm asked by a job seeker (passive or active) how they can use Linkedin to be found by headhunters and take advantage of new career opportunities? So here's my top 10 tips on how you can be found:</p>
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<li>Make sure your Linkedin profile is 100% complete. There are loads of websites you can google offering great advice on making your profile as strong as possible so I won't regurgitate too much here. But for me the key elements that allow me to find candidates are industries, companies, job titles and locations. I'll search on all of these to locate talent</li>
<li>Become connected.There's no point having a lovely looking profile and then keeping it hidden away by avoiding connecting with anyone. Some people endorse the open networker route and will invite and accept invitations from anyone. Others are more focused and only want to connect with people of particular relevance. Whichever route you take the key is to build a network that works for you by raising visibility and giving you access to hirers. A good place to start is to upload connections from an address book; you can do this is in the "Add Connections" page of your Linkedin profile.</li>
<li>Join professional groups. On a basic level joining a particular group will allow other group members (including hirers) to message you directly and relevant jobs are often posted on the careers section. On a more advanced level taking part in discussions or posting your own talking points will a) raise your profile b) increase your connections as people will want to connect with you as you're such an interesting person and c) demonstrate your knowledge of a sector or profession.</li>
<li>Update your status regularly. Tell people what you're up to or post a link to some news item of interest with a comment. Social networking is perhaps more about interaction and sociability than technology; so be sure to be professional in your updates but don't be too boring or repetitive. You don't need to be a slave to updating your status but you should dip in and out fairly regularly so people get a flavour of what you're all about and see you in their updates feed. Adding twenty updates in one go and neglecting for a month is a no-no.</li>
<li>Follow companies. Linkedin is a great way to keep tabs on companies you may be interested in. More and more companies are using Linkedin as a conduit for news, press releases and job postings. You'll also be able to see who's joined and where they came from and who's left and where they've gone to. Invaluable info if you're planning your own career.</li>
<li>Follow people. Not in a cyberstalking kind of way but rather use the <a href="http://blog.linkedin.com/2010/09/29/linkedin-signal/" target="_blank">Signal</a> tool to set up searches that will allow you to quickly scan updates from Linkedin users based on industries, employers, locations etc. This way you can be sure not to miss news, changes, job postings etc.</li>
<li>Embrace other social media platforms. Linkedin allows you to interact with Twitter and blogs. If you have the time and inclination get on to both and give hirers the chance to see more of you. But of course remember to keep the social and the professional delineated to avoid embarrassment as companies are using social networking checks more and more to screen prospective hires.</li>
<li>Add <a href="http://learn.linkedin.com/apps/overview/" target="_blank">applications</a>. Linkedin isn't just a online database but has some good applications such as <a href="http://learn.linkedin.com/apps/slideshare/" target="_blank">SlideShare</a>, My Travel, <a href="http://learn.linkedin.com/apps/box/" target="_blank">Box.net</a>, Portfolio Display and Events that can showcase your work and provide collaborative space between connections. Let's see what you're made of!</li>
<li>Seek recommendations. <a href="http://en.wiktionary.org/wiki/shy_bairns_get_nowt" target="_blank">"Shy bairns get nowt"</a> as they say round our way. For those not based in North of England this translates as "If you don't ask, you don't get". So get over any reservations and ask for recommendations from people who you know, have worked with or have done work for. Promote yourself through the good words of others. I'd much rather hire an employee who's profile showed that his or her key clients thought they were ace and why.</li>
<li>Adjust your settings. My last tip is very very basic. Go to the Settings section at top right of the profile and adjust your settings to your own particular tastes and needs. Here you can specify that you're open to all Introductions, Inmails and Openlink Messages or just Introductions. You can adjust who can send you Invites; from anyone and everybody to only those who know your email address. And lastly you can set what types of approaches you're interested in hearing about; career opportunities, reference requests, consulting offers etc. Clearly the more open you are to all types and methods of connecting the easier it will be for recruiters to find you.</li>
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<p>I hope all this helps. If in doubt, shout! Contact me at robertwright@nrgplc.com or link with me at my <a href="http://www.linkedin.com/in/robmwright" target="_blank">Linkedin page</a> or follow my twitter account @robmwright.</p>
<p>PS: If you're in doubt about the effectiveness, power and use of Linkedin as a recruiting tool just click on this <a href="http://www.forbes.com/sites/joshbersin/2012/02/12/linkedin-is-disrupting-the-corporate-recruiting-market/" target="_blank">Forbes article</a> about the rise in Linkedin's Hiring Solution revenue (second only to Monster) or see <a href="http://theundercoverrecruiter.com/content/infographic-how-recruiters-are-using-linkedin-twitter-and-facebook" target="_blank">The Undercover Recruiter's</a> infographic on recruiter use of social media.</p>Job Seekers - Top Tips and Thomas Hardytag:recruitingblogs.com,2011-12-21:502551:BlogPost:14876442011-12-21T20:37:14.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<div><p><font face="Arial, Helvetica, sans-serif">It's been a difficult year for many people given the parlous state of the Western European economy. In the UK unemployment remains high and job opportunities low. It's been particularly saddening recruiting in the public sector and the construction industries where amongst the good news for appointed candidates I have all too often been breaking bad news and rejection to many worthwhile and worthy applicants.…</font></p>
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<div><p><font face="Arial, Helvetica, sans-serif">It's been a difficult year for many people given the parlous state of the Western European economy. In the UK unemployment remains high and job opportunities low. It's been particularly saddening recruiting in the public sector and the construction industries where amongst the good news for appointed candidates I have all too often been breaking bad news and rejection to many worthwhile and worthy applicants.</font></p>
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<div><p><font face="Arial, Helvetica, sans-serif">So on this shortest day of the year in the UK let's turn to face tomorrow's lengthening daylight and look forward to 2012 with some advice for those people seeking a return to employment.</font></p>
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<div><p><font face="Arial, Helvetica, sans-serif">My top tips for finding a new job are:</font></p>
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<ol>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>CV</strong>: An almost <u>too</u> obvious subject to start with. However, as my bricklaying father likes to say "strong foundations make strong houses" and no job search will work unless you start with a good CV. So lets briefly cover the essentials: a) make it clear, easy to read and accurate b) two or three pages is enough and four at a stretch but any longer is a liability c) emphasise your most recent experience and sell yourself - a hirer doesn't often want to know your achievements and responsibilities from further than 10 years back so enter the basics but don't waste space on unnecessary detail d) make sure it's a mixture of responsibilities and achievements and not just a vague list of skills; e) measurable numbers give your achievements scale and impact; e.g. increased sales by "x%", added "£x" to bottom line, saved "y" in time-scales</font></p>
</div>
</li>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>Social Media:</strong> Love it or loathe it social media such as Linkedin, Twitter and Facebook are the burgeoning hunting grounds for hirers. It's too huge a subject to go into detail here but the best advice I can give is to start using these sites if you're not already doing so and if you are make sure you're making the best possible impact by being <u>professional, courteous, inquisitive and participatory</u>. If you only ever want to use one social media site then I would recommend starting with Linkedin; a combination of online CV, research tool and networking event</font></p>
</div>
</li>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>Flexibility:</strong> If you're out of work and seeking a return don't be too fixated on finding a carbon copy of the job you've just had and be aware that employment is changing; not all jobs are five days a week or permanent or salaried in a traditional way. Make sure you make potential hirers aware that even though you'd love the 5 days-a-week-pensioned-monolithic-job you're willing to be flexible (within reason). Many companies are still unsure of loading on staffing overhead given the economic uncertainty and would prefer a more fluid employment model. It'll be up to you how flexible you're willing to be to get a job but I've met many candidates this year who have built up busy "portfolios" of work by offering flexibility to hiring companies</font></p>
</div>
</li>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>Recruitment Agents:</strong> Hands-up I am one so I have a fair amount of bias; but also I hope a fair amount of scepticism in regards to the recruitment industry. A good agent can get you into the hidden job markets, offer help and advice and project manage the hiring process. A bad agent can give you false hope, the run-around and flood the market with your CV in a spray-and-pray approach to candidate marketing. So do some research on who's good, who's bad, who's handling jobs in your sector and location; Linkedin is a great way to do this or ask the HR team at your old company who they used. Don't use too many agents or it will get confusing to the hiring market</font></p>
</div>
</li>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>Little Black Book:</strong> So many jobs never go out to the company job boards or are given to recruiters but remain hidden and are filled by <u>word-of-mouth</u>, <u>reputation</u>, <u>recommendation</u> and <u>direct contact</u> between hirer and candidate (I'd love to find some reliable statistics on this subject). So if you're looking for a new job thumb through your business card file, little black book or outlook address book and then start spreading the word. I'm not proposing a mass "I'm looking for a job" email; be sensible, target the right people and phone them - the human voice is a great lever for receiving help</font></p>
</div>
</li>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>Don't Stand Still:</strong> If out of work for more than a month please don't let the grass grow under your feet. Take new courses, offer help to charities or your kid's school, pursue non-executive roles. Not only will these actions give you more skills and experience, it will keep morale high, grow your network, raise your profile and demonstrate a positivity and mental strength to a hiring company</font></p>
</div>
</li>
<li><div><p><font face="Arial, Helvetica, sans-serif"><strong>Go It Alone:</strong> Surprisingly dark times for employment are often great times for entrepreneurship. If there's no company out there willing to hire you then create your own. If you look around for help in starting a business I can assure you you'll find it; according to old Bonaparte we are naturally a nation of shopkeepers ........and IT technicians, and engineering professionals, and marketing gurus and VAT accounting experts - the list is endless and the opportunity to create your own business is there if you really want to (and when you do and you're a hiring give me a call)</font></p>
</div>
</li>
</ol>
<div><p></p>
</div>
<div><p><font face="Arial, Helvetica, sans-serif"><strong>And Finally:</strong> Thomas Hardy was a clever old chap when he wrote his poem The Darkling Thrush and it's strange to marry this poetic message on finding positivity in a wintery moribund landscape with the man who earlier wrote novels as bleak as Jude or Tess. But let's not allow this contradiction get in the way of a very good poem on "blessed hope" that I think rings true at this time of year and allow the thrush's "happy good-night air" to sing us out of 2011 and into 2012; Merry Christmas and all the best:</font></p>
</div>
<p><font face="Arial, Helvetica, sans-serif"><br/></font></p>
<div class="poem"><p><strong><font face="Arial, Helvetica, sans-serif">Darkling Thrush (</font><a href="http://www.poetsgraves.co.uk/" target="_blank"><font face="Arial, Helvetica, sans-serif">http://www.poetsgraves.co.uk/</font></a><font face="Arial, Helvetica, sans-serif">)</font></strong></p>
<p><font face="Arial, Helvetica, sans-serif"><br/></font></p>
<p><font face="Arial, Helvetica, sans-serif">I leant upon a coppice gate<br/>When Frost was spectre-gray,<br/>And Winter's dregs made desolate<br/>The weakening eye of day<br/>The tangled bine-stems scored the sky<br/>Like strings of broken lyres,<br/>And all mankind that haunted nigh<br/>Had sought their household fires.<br/><br/>The land's sharp features seemed to be<br/>The Century's corpse outleant,<br/>His crypt the cloudy canopy,<br/>The wind his death-lament.<br/>The ancient pulse of germ and birth<br/>Was shrunken hard and dry,<br/>And every spirit upon earth<br/>Seemed fervourless as I.<br/><br/>At once a voice arose among<br/>The bleak twigs overhead<br/>In a full-hearted evensong<br/>Of joy illimited;<br/>An aged thrush, frail, gaunt, and small,<br/>In blast-beruffled plume,<br/>Had chosen thus to fling his soul<br/>Upon the growing gloom.<br/><br/>So little cause for carolings<br/>Of such ecstatic sound<br/>Was written on terrestrial things<br/>Afar or nigh around,<br/>That I could think there trembled through<br/>His happy good-night air<br/>Some blessed Hope, whereof he knew<br/>And I was unaware.</font></p>
</div>What I've learnt from the Bosstag:recruitingblogs.com,2011-11-24:502551:BlogPost:14714782011-11-24T17:24:38.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<p>What I've learnt from my four recruitment bosses:</p>
<ol>
<li>Boss No 1) I was a pretty raw graduate new to recruitment. My first boss taught me the value of getting to know your sector. Knowldge and credability are key if you're to successfully broker relationships between clients and candidates. Particularly if you look about 12 years old.</li>
<li>Boss No 2) Make sure you know your stats. Keeping an eye on your dashboard activity levels is essential; new candidates, job orders, client…</li>
</ol>
<p>What I've learnt from my four recruitment bosses:</p>
<ol>
<li>Boss No 1) I was a pretty raw graduate new to recruitment. My first boss taught me the value of getting to know your sector. Knowldge and credability are key if you're to successfully broker relationships between clients and candidates. Particularly if you look about 12 years old.</li>
<li>Boss No 2) Make sure you know your stats. Keeping an eye on your dashboard activity levels is essential; new candidates, job orders, client meetings, call levels etc. Don't slip into being a busy fool by focussing on the wrong areas at the wrong time.</li>
<li>Boss No 3) Taught me to be brave in asking for retained work. If you don't ask you don't get but you need to believe you can deliver on what you're promising.</li>
<li>Boss No 4) Learn how to adapt. You know how to do the process, you've been recruiting long enough, now see if you learn how other sectors and other types of industries operate and what styles they respond to.</li>
</ol>
<p> </p>
<p>Cheers Bosses ... not always perfect but the neither was I (still not) but learnt something off all of them</p>Expectation of Service - The Customer Loyalty Myth in Recruitmenttag:recruitingblogs.com,2011-11-11:502551:BlogPost:14640012011-11-11T17:00:26.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">I'm guessing that if you're reading this blog that you're a fairly IT literate type person and that when you search the Internet you "loyally" use Google as your preferred search engine. You're not alone. I read recently that Google processes over a billion search requests every day.</span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> …</span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">I'm guessing that if you're reading this blog that you're a fairly IT literate type person and that when you search the Internet you "loyally" use Google as your preferred search engine. You're not alone. I read recently that Google processes over a billion search requests every day.</span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">What you might see as a loyalty to Google as a tool is, in my opinion, more likely to be a mixture of habit, laziness and an expectation that Google will satisfy your need.</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">If someone was to successfully launch an effective rival to Google a few may stray and use this alternative search engine enticed by a snappy marketing campaign. And few more might move to join them if this new engine began to offer some incentives to new users. But I can guarantee that there would be a seismic shift away from Google if it began failing to satisfy what I call our <strong>"Expectation of Service"</strong>.</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">Expectation of Service is actually what people typically confuse with customer loyalty. When we type something into Google we <u>"expect"</u> to get the results and answers we were looking for. When we visit a restaurant we <u>"expect"</u> good service, clean premises, no food poisoning etc (as you can see my expectations of restaurants are quite low). When we pop into a shop to buy a pair of shoes we <u>"expect"</u> them to have our size. We just <u>"expect"</u> to get the result we're after and if we don't then well ....... we try an alternative supplier. And if that supplier meets our expectation it gets our business. We were never loyal to Google, or that restaurant or that shoe shop; we just had expectations.</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">The same holds true for probably every sector, service and product within our western economy including my own sector - Recruitment.</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">So when you have what you consider "loyal" customers don't be fooled into thinking that they won't try a new recruiter. They <em>might</em> give that recruiter a go because they feel they ought to shake things up now and then and have seen some great marketing material. They <em>might</em> give that recruiter a go if they're offered an incentive like a great fee reduction deal. But they will <em>definitely</em> use that recruiter if you begin failing their "expectation of service".</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">This doesn't mean that every project has to go like clockwork. We all know this is a complicated world and the course of an appointment never did run smooth. But it is vital that you do what you say you're going to do, by the date you said it would be done by, you keep everyone informed and you <u>continually monitor and respond to what your customer expects</u>.</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">Otherwise you only have your self to blame when that "loyal" customer hurts you by trying someone new.</span></div>
<p><br/><br/><br/><br/></p>Zen & The Art of Dog Walkingtag:recruitingblogs.com,2011-11-07:502551:BlogPost:14607332011-11-07T10:41:06.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">Like so many people I have a busy life. A more that full-time job as a Recruiter, 2 kids, 1 wife, a large extended family, a dwindling social life and now a dog.</span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> …</span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">Like so many people I have a busy life. A more that full-time job as a Recruiter, 2 kids, 1 wife, a large extended family, a dwindling social life and now a dog.</span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">It's become custom that I'm the one tasked with giving the mutt (known as Paddy) his before bedtime walk to make sure he's "empty" before we all settle down for the night. Given my aforementioned busy life and the fact that I wasn't the one who decided to bring Paddy into the family you can perhaps understand my slight curmudgeonliness around having to pull on boots, coat and hat and leave the comfort of the fire to wander the night streets (often in the rain).<a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557495863?profile=original"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557495863?profile=RESIZE_320x320" class="align-left"/></a></span></div>
<div style="text-align: justify;"></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">But you know what? It's turned into a Zen-inducing routine which, I must confess, has been bloody marvellous. After 10.00 pm the streets are quiet and I find a 15 minute space to collect my thoughts. I process what I've done that day (at work <a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557495992?profile=original"></a>and at home) and plan and prioritise what needs to be done tomorrow when a new day starts. By the time I get home I can climb into bed a calmer (if slightly colder) person; a man-with-a-plan.</span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"> </span></div>
<div style="text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;">Lesson of the blog? Find some space and time to reflect on what's working, what needs improving and formulate a plan (dog is optional).</span></div>My Friend Steve and the Future of Recruitment ….AKA What's so Special about Specialisation?tag:recruitingblogs.com,2011-11-02:502551:BlogPost:14577992011-11-02T17:02:15.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<p>During a recent long car journey home I caught up with long time friend and fellow recruiter I used to work with; Steve Williams of Highstar Associates (<a href="http://www.highstar-associates.co.uk/" target="_blank">http://www.highstar-associates.co.uk/</a>). Although we both do the same job we have very different backgrounds.</p>
<p>I’ve always worked in recruitment (http://<a href="http://www.linkedin.com/in/robmwright" target="_blank">www.linkedin.com/in/robmwright</a>), joined the…</p>
<p>During a recent long car journey home I caught up with long time friend and fellow recruiter I used to work with; Steve Williams of Highstar Associates (<a target="_blank" href="http://www.highstar-associates.co.uk/">http://www.highstar-associates.co.uk/</a>). Although we both do the same job we have very different backgrounds.</p>
<p>I’ve always worked in recruitment (http://<a target="_blank" href="http://www.linkedin.com/in/robmwright">www.linkedin.com/in/robmwright</a>), joined the industry in 1998 as a temp controller, then a team manager of contingent permanent recruitment and now I’m a headhunter for NRG Executive (http://<a target="_blank" href="http://www.nrgplc.com/">www.nrgplc.com/</a>).</p>
<p>In contrast Steve became a recruiter in 2004 after 34 years with a major corporate and works for himself specialising in recruiting facilities management professionals (Steve was the Head of FM for his previous employer BT Cellnet / O2 – so he knows his stuff as he’s been the hirer).</p>
<p>After a conversation that ranged from the use (and abuse) of Twitter to wash-out holidays in Florida we signed off and agreed to have a catch up coffee sometime soon. As my journey continued I began to think about Steve and the work that he does and came to the conclusion that recruiters like Steve are the future of recruitment. Here’s why …………<strong>Specialisation</strong></p>
<p><span style="text-decoration: underline;">What’s so Special about Specialisation?</span></p>
<ul>
<li>Clients can do the easy recruitment for themselves </li>
<li>With pressure on fees you need to be able to show where you add value</li>
<li>It’s how you make sure you’re providing the very best industry talent and not just the latest CV website upload</li>
<li>You can truly become a trusted advisor</li>
<li>Recruiters like Steve actually “know” the industry they are recruiting in and the players in it. They won’t make costly or embarrassing faux pas </li>
<li>They understand nuance and often know the background or hidden stories behind hiring and firing; gossip and reputation play a big part in business whether we like it or not (for good and bad) and specialists can sift wheat from chaff and triangulate if need be</li>
<li>A specialist recruiter lives and dies by his reputation in a small market; it’s important to him or her that they nail the project and everyone is left smiling</li>
<li>They are more discreet and confidential; great advantages in headhunt scenarios</li>
</ul>
<p><span style="text-decoration: underline;">And the future?</span></p>
<p>The rise of social media, the development of new and better recruiting tools (e.g. Linkedin Talent Pipeline <a href="http://talent.linkedin.com/talentpipeline">http://talent.linkedin.com/talentpipeline</a>) and the In-House Recruitment Manager function getting better, slicker and more common in more and more industry sectors are just three obvious threats to those agencies stuck in the middle as generalist and vanilla.</p>
<p>So Recruiters .... find a niche, vocation, nook, cranny or place-of-one’s-own to specialise in and mine deep for the gold.</p>
<p>More power to your arm Steve - Long Live the Specialist!</p>Coffee and Writing Effective Email Introductionstag:recruitingblogs.com,2011-10-31:502551:BlogPost:14557472011-10-31T16:00:00.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
<div class="post"><div class="post"></div>
</div>
<div align="justify" class="post-body entry-content"><strong>In a Perfect World</strong></div>
<div align="justify" class="post-body entry-content"><strong> </strong></div>
<div class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">In a perfect business development world the very best scenario we could experience would be a telephone call to a…</div>
<div class="post"><div class="post"></div>
</div>
<div align="justify" class="post-body entry-content"><strong>In a Perfect World</strong></div>
<div align="justify" class="post-body entry-content"><strong> </strong></div>
<div class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">In a perfect business development world the very best scenario we could experience would be a telephone call to a potential new client, a polite conversation with an interested PA followed by immediate transfer to a decision maker who reacts like Saul on road to Damascus and clamours to arrange a meeting as soon as possible to discuss a major supplier agreement.</div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">Subsequently your boss gives you the day off, the sun shines through grey clouds, you find £50 on the floor as you walk home, pretty girl / boy in coffee shop returns your smile ..... camera pans back, fade out to violin strings etc.</div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">Unfortunately we don't live in a perfect world. Often introduction calls to new clients are screened by effective gatekeepers and sometimes no matter how hard you try that particular decision maker is not coming to the phone and is off limits. So what next?</div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">Often the answer is "Email". A good email can get you noticed and can create a reaction that leads to a conversation, that leads to a meeting, that leads to a supply opportunity.</div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">Before I open up with my ideas of what makes a good Email Introduction I will, here and now, state on record that no matter how brilliantly clever your email may be it will <em>never, ever come close to an even average business development call</em>.</div>
<div align="justify" class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">A conversation offers more opportunity to find out information, create sales opportunities and ask for commitment than email ever can. So don't use email as a substitute for calling and don't hide behind your computer.</div>
<div class="post-body entry-content"></div>
<div align="justify" class="post-body entry-content">Right on with the opinion and advice concerning introducing yourself by email:<br/><strong> </strong></div>
<div align="justify" class="post-body entry-content"><span style="text-decoration: underline;">The Basics</span></div>
<div class="post-body entry-content"><ol>
<li><div align="justify">Get the name and address right.</div>
</li>
<li><div align="justify">Use the tried and tested googlestring "email * * companyname.com" to find out email format and then mailtester.com to check it works.</div>
</li>
<li><div align="justify">No blank subject lines or subject lines with !! ££ $$ - if it looks like spam, it is spam.</div>
</li>
<li><div align="justify">Do your home work and make sure you're emailing the right person.</div>
</li>
</ol>
</div>
<p> </p>
<p><span style="text-decoration: underline;">Understand the Recipient</span></p>
<p>On opening they will ask four questions you need to answer without ambiguity with your email:</p>
<ol>
<li><div align="justify">Why are you emailing me?</div>
</li>
<li><div align="justify">What's in it for me?</div>
</li>
<li><div align="justify">What do I need to do?</div>
</li>
<li><div align="justify">What happens next?</div>
</li>
</ol>
<p>Keep all four questions in mind when you draft your email. Read and then re-read the finished email to make sure it answers them.</p>
<p> </p>
<p><span style="text-decoration: underline;">Your Opening</span></p>
<ol>
<li>Dear First Name..... Dear Mr or Mrs Whateversurname, although polite, will put people on their guard that you don't know them and should therefore be treated with suspicion (cue cursor hovering over delete icon)</li>
<li><div align="justify">"I'm writing because ...." One sentence explaining why you're emailing and why they should keep reading. The word "because" is important as it helps them understand why to keep reading and what's in it for them. Of course this is where your homework comes in handy as the reason to keep reading MUST be relevant.</div>
</li>
<li><div align="justify">Here we are answering the "Why are you emailing me" question and potentially "What's in it for me" too.</div>
</li>
<li><div align="justify">Coffee? A tip I often use is to end my opening with a request for a coffee sometime soon. If I use this line I tend to enter Coffee as my subject line too. For some reason I've had good success with this technique. I'm sure there is a business guru or psychologist out there that might be able to explain this success in scientific terms but perhaps it's simply because it's more informal than a request for a business meeting, it's not so demanding on time or resource, a coffee can happen before or after work or perhaps just because everyone loves coffee? Who knows ... try it and see if it works.</div>
</li>
</ol>
<p> </p>
<p align="justify"><span style="text-decoration: underline;">Middle Bit</span></p>
<ol>
<li><div align="justify">Don't lecture. The middle bit needs to maintain interest and the easiest way to lose an audience is to drone on and on about yourself or show off your amazing big brain and all the things in it. No one loves a bore.</div>
</li>
<li><div align="justify">Give some more detail, provide insight, highlight relevant achievements (e.g. recent work with similar company) but keep it brief and keep them wanting to find out more.</div>
</li>
<li><div align="justify">This middle bit should nail the "What's in it for me" question to the floor.</div>
</li>
<li><div align="justify">Make sure it's readable; not great chunks of impenetrable text, jargon, slang, chumminess, rambling sentences. If you don't know how basic grammar works - Learn! Grammar is not an anachronism; it's what makes text readable.</div>
</li>
</ol>
<p> </p>
<p align="justify"><span style="text-decoration: underline;">Closing</span></p>
<ol>
<li><div align="justify">Sign off politely and formally; e.g. Regards or Yours Sincerely etc.</div>
</li>
<li><div align="justify">Include an answer to the "What next happens next?" question floating around the reader's mind; e.g. I'll call this Friday to arrange a time and place for coffee (and surely I don't need to remind you dear blog reader that you then actually have to do what you said you'll do and make the call?).</div>
</li>
<li><div align="justify">Forget attachments. People don't have time for attachments and can sometimes get you caught in firewalls etc.</div>
</li>
<li><div align="justify">Include your contact details. Sounds simple but I get emails from people without telephone numbers, mobile, web sites and email address included at the end. Sloppy stuff.</div>
</li>
<li><div align="justify">Give them the opportunity to locate your Linkedin profile, Twitter feed, blog etc.</div>
</li>
</ol>
<p> </p>
<div align="justify"><span style="text-decoration: underline;">Finally</span></div>
<p><br/><strong>PROOF READ THE DAMN THING BEFORE SENDING</strong> - Easiest way to fire both barrels into your feet is to send without checking. So check and then check again.</p>10 Tips for a Recruitment Newbietag:recruitingblogs.com,2011-10-27:502551:BlogPost:14534232011-10-27T20:01:13.000ZRobert Wrighthttps://recruitingblogs.com/profile/Robert438
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<li><br></br><div align="justify"><span>Work Hard - like all jobs worth doing; it's worth doing well. And like all good professions it looks easier than it is. Hard work is a basic requirement and the starting point for all successful recruiters</span></div>
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<li><br></br><div align="justify"><span>Recognise that you're in Sales - OK you're not pushing mobile phones or house insurance but you are selling your services to clients, job opportunities to candidates and candidates to…</span></div>
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<ol>
<li><br/><div align="justify"><span>Work Hard - like all jobs worth doing; it's worth doing well. And like all good professions it looks easier than it is. Hard work is a basic requirement and the starting point for all successful recruiters</span></div>
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<li><br/><div align="justify"><span>Recognise that you're in Sales - OK you're not pushing mobile phones or house insurance but you are selling your services to clients, job opportunities to candidates and candidates to clients. So embrace the sales process and get good at it (PS remember this is the only industry in which the product can change it's mind - see Greg Savage's blogs)</span></div>
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<li><br/><div align="justify"><span>Embrace social media - a quick google search on "social recruitment" will show you the direction of travel a lot of recruiters are moving in and offer loads of advice. Remember social media is a tool like any other, is not end in itself and can be a distraction. So use it little and often and as part of strategy that encompasses more "traditional" business development and sourcing routes</span></div>
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<li><br/><div align="justify"><span>Listen to clients - if you get given sales training you'll learn all about the importance of listening in the sales process (2 ears, 1 mouth, sell but don't tell, feel-felt-found etc) . But just as important is listening to learn about the sector you're operating in. Clients will want to work with a recruiter who has knowledge and Google Finance or industry mags are no substitute for learning from the proverbial horse's mouth</span></div>
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<li><br/><div align="justify"><span>Specialise - The way to charge better and higher fees is to be specialist. Clients will pay for expertise; whether it's within a specific sector, discipline or location.</span></div>
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<li><br/><div align="justify"><span>Be an honest broker - Clients and candidates will respect you, use you more often and recommend you if they think that you have their best interests at heart and not just your monthly bonus. Don't be afraid to walk away from a project or advise against an appointment if you think it's built on sand. You'll earn respect and in the long run be better off.</span></div>
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<li><br/><div align="justify"><span>Find your own style - Learn the basics from the company you join, stick to the rules and processes but find some space to develop a personality. You'll enjoy your job more if you find ways to wrap yourself around the core of the job and be a "human" to your clients and candidates</span></div>
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<li><br/><div align="justify"><span>Don't ignore the candidates - Today's market is more "Client-Led" than ever before; i.e. they are in the driving seat as jobs are few and candidates many. But candidates give you leads, recommendations, become clients and are as equally important to your success and reputation as a recruiter. Ignore them at your peril</span></div>
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<li><br/><div align="justify"><span>Courtesy - You'll be surprised how far politeness and doing the right thing will get you. Reply to emails, return calls, do what you say you're going to do when you agreed to do it by, say thank you. I'm not kidding ... small things but they make a big difference and many people just don't bother. Easy points for you</span></div>
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<li><br/><div align="justify"><span>Embrace being a recruiter - You're not a "match maker" or a "talent spotter". You're a recruiter. Be loud and proud about what you do. Too often people in the industry try to jazz their titles up or mislead you into thinking they are something more than a recruiter. Don't be fooled and don't be embarrassed about calling yourself a "recruiter" (and a damn fine one at that)</span></div>
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<p><a target="_blank" href="http://http://robmwright.blogspot.com/">Rob M Wright - Blog Thoughts</a></p>
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