Most of the recruiters I know tell me that engaging great candidates is really hard. Despite increased candidate availability in some sectors, most are extremely reluctant to move and risk their employment rights. At the Read more…
One of the biggest fetishes in business is especially worshipped in the recruitment industry. A “never give up” mindset, the determination to “power through”, a value system that celebrates “grit” and dogged repetition. Some recruiters Read more…
In my last blog, I discussed whether a genuine specialist can make a move to a new recruitment market. The answer is a conditional “yes” – as the key to a specialist making the move Read more…
A few years back, I was in the position of explaining to a substantial recruitment workforce why their contracts had to change to a new recruitment market. Some staff were clearly suspicious of the changes. Read more…
In my last blog, I began to outline what you need to do to maximise your chances of success when entering a new market. Here is part two – you can get a refresher on Read more…
In one of my recent blogs, I referred to the VUCA environment (Volatility, Uncertainty, Complexity and Ambiguity) in which most recruitment businesses now find themselves. In this world, agility is key. That may mean: Rapidly Read more…
To adapt Jane Austen, it is a truth universally acknowledged that a recruitment leader must never, ever be a micromanager. Every time the phrase comes up, recruiters tend to shake their heads sagely and concur Read more…
VUCA stands for volatility, uncertainty, complexity, and ambiguity. It describes the environment of constant, unpredictable change that is now the norm in certain industries and areas of the business world. Once you recognise that you Read more…
Getting a shareholders’ agreement is a must for recruitment business owners. Sadly, lockdown pressures have laid bare the dysfunctionalities of lots of relationships, in partnerships with “pre-existing conditions” that weren’t apparent in good times. Read more…
So, you’ve got the message. Your recruitment agency is a lot more resilient and attractive to investors if it has a serious temp/contract capability. Interestingly, about 75% of start-up recruitment firms start – and stay Read more…
