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5 ways outplacement can help turn redundancy into a positive for employees and employers

Firstly, what is outplacement?

Outplacement, also know as ‘career transition’ support offers practical and emotional support for employees exiting an organisation, often through redundancy. 

This outplacement support will help the employee re-orient themselves in the job market, and ultimately secure their next role of career move. 

A good outplacement service will benefit the employer and the outgoing employee:

It’s the Right Thing to do. Doing the right thing will protect your employer brand.

The last experience anyone has with an employer will leave the most lasting impression, so employers need to make sure employees remember it positively. Hence why outplacement is so powerful.

Recruiters and recruitment agencies have the skillset and expertise to help their clients support the affected employees through this period by developing and outplacement support solution. Truly consultative recruiters can play a part helping their clients. 

Outplacement Support helps employees resettle faster. 

Employees who are offered outplacement services by their company statistically resettle 50% faster than those who are not offered the service.

This is because a good Outplacement service will provide all the practical information on a job-seekers agenda in one place; logistics, training, future opportunities, financial guidance and more.

Outplacement Services will Save the Employer Time 

During times of redundancy, the employers HR team is likely to be at or close to capacity. The best-intentioned HR managers will struggle to support exiting individuals needs on an ad-hoc basis. 

A good outplacement service should help with everything listed below, and have the added benefit of providing a third-party impartial service:

  • CV writing 
  • Interview skills
  • LI training
  • Letter writing 
  • Profiling and assessments
  • Using Job Boards 
  • Understanding the job market 
  • Building your personal brand 
  • Personal wellbeing and resilience 
  • Career coaching 
  • Registering with a recruitment agency

When looking for an outplacement service, your recruitment agency is a great place to start. They’ll have an in-depth insight into the jobs market, and will know where the opportunities are. 

Emotional Support for Employees 

As well as the practical side of transitioning careers, there’s a huge psychological impact. This is likely to be magnified during times of recession or when the job market may be slow. 

A consultation service involving impartial advisors will provide safe and supportive environments for employees to talk about their fears and concerns. 

A good recruitment agency, or specialist service, is likely to provide specialist workshops and sessions for employees to work through the practical and emotional aspects of redundancy.

Knowing this service is there provide reassurance to current employees as well as support to those who are leaving. 

Outplacement will help Employees think ‘outside the box’ with their next career move. 

It’s easy to become settled in a ‘safe’ role, especially if the employee has been with the employer for a number of years. This is great whilst they’re there, but can mean when it comes to leaving it’s hard to think about what they could offer in a different role, industry, or even a total career move or becoming an entrepreneur. 

Career transition services will help the employee identify what the love in their current role, and the key transferrable skills they have – some of which they may not even realise! An expert and impartial advisor will then be able to help them identify roles they may not have considered before, but that are perfect for their skill-set and personality. 

Outplacement should be integral to any voluntary redundancy scheme.

If you’re implementing voluntary redundancies, outplacement will make choosing redundancy more appealing. 

Your employees will feel more comfortable leaving knowing they’ll be properly supported into their next role. A voluntary redundancy scheme which has the right level of support will help ensure uptake, and even help you avoid involuntary redundancies further down the line. 

A key benefit of a voluntary redundancy scheme could mean that any employees who stay on are the ones who really love their role, whilst the people who leave may be more open and ready to explore new opportunities. 

Where can I find the best Outplacement service? Speak to a trusted recruitment agency, if they’re people you’ve already been working with that’s great as they’ll know your business and industry. It’s likely they’ll have an outplacement service that can be tailored to your needs. 

Our Outplacement In a Box service is an end-to-end white-labelled online career transition service that’s ready to implement. Take a look here www.talenteering.com.

Business Development and Account Penetration: Tried and Tested Tools and Initiatives for Recruitment with Industry Expert Simon Church.

Knock out, tried and tested, actionable initiatives that’ll help your recruitment business thrive in 2020. Each takes the form of a video, graphics, a talk through, and detailed notes so you can implement them immediately and see results. This series is ideal if you’re a recruitment leader looking to develop new skills or as a tool you can use to train up your team of recruitment consultants. 

Churchie’s 20 for 2020 series is included with our TRNWorld package alongside countless hours of additional content in our library, a fully packed toolkit for recruitment professionals, a support network of like-minded leaders, free unlimited training for your consultants and so much more, see all the benefits in our pricing plan list here.

For every placement you make, make four more with Sources and Destinations

It might sound too good to be true, but this approach is focussed on thoroughly qualifying every candidate that you put into the vacancy process. This means understanding all you can about the candidate’s team, leadership, peers and company. Obtain true motives for leaving, and have a clear picture of the complete environment in which each candidate works, as you qualify and prep them for a CV send.

These actions will enhance your reputation as a consultant with candidates, clients and your own team around you. So, reputational gain and performance acceleration, being a recruitment consultant in the true meaning of the word.

Head to TRN World to view the full content and step-by-step guide.

Role Down the Hole – an initiative that’ll take your account management to a whole new level

A client development tool for opening up client relationships, defending what you’ve got and for finding opportunity in existing and future clients. It’s about leveraging your network 

It’s a forensic exercise – the more effort you put into this, the better the results. 

Role Down the Hole will enable you to do the following for your key client businesses:

  • Gather the names of people actively involved in recruiting
  • Create a map of the influencers/authoritarians within the business
  • Easier connect with client contacts who have ‘other’ vacancies or could introduce you to other influencers and line managers
  • Create a plan to hold, penetrate and grow your ‘highest potential’ clients

See the video and step by step guide on TRN World

Understand your Client’s States of Mind

You cannot expect to truly sell successfully to different customers if you don’t understand their current state of mind.

This tool is equally valuable for recruitment company owners, business leaders and recruitment consultants. Understanding the different customer states of mind will in turn help you work effectively with organisations who operate and recruit in different ways.

Once you are working with the client, you can then decide to influence and drive a change of state in the client, to suit your purpose, and theirs. For example, securing an outsource service once you are clearly the leading supplier to the client.

The 5 States we have identified are:

  1. Chaotic
  2. Large PSL
  3. Small PSL
  4. MSP/RPO
  5. Insource/Inhouse

Head over to TRN World to learn more discover how to approach consulting with and recruiting for these different client mindsets. 

Consulting with Clients on the Ways of Working

Customer States was all about how to determine which state a client is in before/while you approach them and how you can handle them as an existing client to get the best out of the relationship.

The next step looks at the importance of customer states to the client and how as a consultant or business leader, you can sit down with the client and talk about the various ways they can operate their procurement/delivery of resources into their business and how you can advise them through that process. 

In this article Churchie outlines the 6 operational states, and how to approach and influence the client in each one.

Head over to TRN World to view the video and content.

Business Planning with The Three Pillars

Planning the growth of a recruitment business isn’t just a matter of hiring more consultants and increasing capacity – you need the three pillars. These pillars have been tried and tested across industries and firm size. 

They’ll give you a chance to step back and look at what you have achieved so far, understand why you have had the results and understand the market place before you just repeat the same again and again. The market changes, so we should adapt.

The Three Pillars are:

  • The SKILLS you have inside the business
  • The DIRECTION OF EFFORT in which you take those skills
  • The AMOUNT OF EFFORT/the capacity to deliver activity and the amount of activity in each/every targeted action

The three pillars is an extremely effective activity to do annually and will determine the performance of the business each year and building on them will help you make changes and build on your strengths to reach next years targets. 

Head over to TRN World to see the video, business planning template and full article.

Productivity Efficiency and Profitability from your business. Getting Peak Performance from your Business.

Productivity Efficiency and Profitability from your business. Getting Peak Performance from your Business.

The Peak Performance summit hosted live at the beginning of September is one of the many virtual summits we have hosted on our growing TRNWorld platform over this year, from leadership & bouncing back to marketing and sales. We have a fantastic array of value packed interviews and talks from some of the best minds in the market. 

The Peak Performance summit has been hugely relevant with its content in that it gives our members the opportunity and insights needed to review the real life data and lessons from both inside and outside the recruitment sector as to how to drive incremental improvements, significant gains and create a new level of peak performance in your business. 

In this article we share the experts and their talks with links through to all the amazing content from the Peak Performance Summit 

Our expert speakers, the data we are collaborating, the real life stories from recruitment business leaders we will be sharing, will ensure you can raise the bar in what are deemed minimal standards in your business and push your expectations of what is possible to new levels.

I cannot praise The Recruitment Network enough for the excellent content of their latest ‘Peak Performance Summit’. Leadership Lessons from the world of Formula 1 (for an F1 fan) was insightful, informative and made me realise that it’s not just about the machines! Thank you Gordon Stoddart for facilitating such an interesting and useful discussion.

The Peak Performance Summit is included with our TRNWorld package alongside countless hours of additional content in our library, a fully packed toolkit for recruitment professionals, a support network of like minded leaders, free unlimited training for your consultants and so much more, see all the benefits in our pricing plan list here.


Jamil Qureshi

The Optimisation of Our Potential 

Jamil Qureshi is one of today’s foremost practitioners of performance psychology and is an expert in high performance. As the co-founder of several change agencies Jamil has enjoyed working with a rich diversity of the most talented business and sports people and teams in the world.

Jamil joins James Osborne with an unpacking on peak performance what it means and how his lessons from performance psychology can be used in your business. This video contains thought provoking insights that will really help you take the extra step in your business and beyond. 

View the talk here


Ann Daniels

Inspiring Leaders to Achieve More

A record-breaking polar explorer and a renowned international speaker, Ann Daniels is the first woman in history, along with expedition teammate Caroline Hamilton, to reach the North and South Poles as part of all women teams.

Ann is a great believer in living life to the full and taking opportunities as they appear. Not letting the fear of failure stop her having a go, with no previous outdoor experience and as a mother of 18 month old triplets, Lucy, Joseph and Rachel, she beat off fierce competition from over 200 other women on a tough Dartmoor selection weekend and was chosen to join the first team, of the McVities Penguin Polar Relay. A unique relay expedition of women sledge hauling to the North Pole. The first team of four women with two guides were tasked with crossing the toughest sections of ice, in the coldest weather, to give this record breaking expedition the best possible start.

This unique expedition was the start of a number of world record breaking expeditions that would see Ann rise in the field of Polar Exploration.

View the talk here:


Mark Gallagher

Leadership Lessons From the World of F1

Mark joins us for a very in depth interview with Gordon Stoddart to discuss what peak performance looks like to him from his vast experience working in senior leadership roles within Formula one motor racing for the last 30 years. This video is absolutely jam packed with insights and knowledge that will help you create a high performing recruitment business.

Mark’s management career in Formula One included more than a decade on the management board of the highly successful, race winning Jordan Grand Prix team, running the world famous Cosworth engine business and establishing the commercial arm of Red Bull Racing which went on to become 4-times World Champions. During his career he has worked with many of the sport’s leading drivers, including former World Champions Ayrton Senna, Michael Schumacher and Jenson Button. Today he works closely with a number of the sport’s major stars including David Coulthard, Mika Hakkinen and Jacques Villeneuve. 

View the talk here:


Toby Babb

Peak Performance from the World of Business and Sport

Successful Fintech recruitment business founder of Harrington Starr, Toby Babb joins James Osborne in an in-depth discussion on what peak performance looks like in recruitment. Toby shares his biggest insights and the lessons he’s learned from his fascination with what makes exceptional people exceptional whether it’s in sports, business, military, recruitment, and more.

View the talk here:


Thonda D’Ambrosio

Titanic Thinking

Rhonda is Founder of Mental Health In Recruitment, Champion for workplace wellbeing and creator of self-help tool Titanic Thinking with a passion for Tech. Long time advocate of flexible working/flexible working practices in order to reach diverse talent and improve mental health and adoption behaviours in the workplace to subsequently improve discretionary effort, peoples lives and business.

Rhonda strongly believes that our understanding of personal resilience can lead to better Performance, Management and Leadership in the workplace.

View the talk here:


Zoe Lane, Angharad Jones, Louise Bibb

Panel Session

As part of our Summit we interviewed three top consultants to understand how they create peak performance in these challenging times. In the panel session we asked them their opinions on the following questions;

  • What are the ingredients for peak performance? 
  • How do you turn it around when it’s not going to plan? Mindset, activity etc. 
  • If you had a 5 minute lesson with yourself 3 years ago, what 3 tips would you be giving yourself to achieve peak performance? 
  • What’ll be the knack to recruiting in a difficult market?

View the talk here:

Is 2020 the best time to set up a Recruitment Agency?

With a global recession announced and the world in the throes of a global pandemic, some might assume 2020 is the worst time to start a business. But with unemployment rising, new markets emerging and businesses scrambling to rebuild, this may be one of the best times for entrepreneurial individuals to begin their own personal empire. 

So, if you think you’ve got what it takes to start a business this year then read on as we’ll explain why this may be the best time to start, business that succeeds during recessions and some things you need to think about if you want to get started. 

Why is a recession a good time to start a recruitment business? 

Growing unemployment but also businesses rebuilding their teams means an opportunity for recruiters to find talent. 

With layoffs and professionals in furlough, the job market has been heavily affected by COVID with the Bank of England warning unemployment will hit 2.5m after COVID-19. But with any dip the return to normalcy will need businesses to slowly rebuild and hire talented professionals in which you’ll be able to assist. But, be warned it will be highly competitive so only the most tenacious of recruiters will survive. 

Talented recruiters are going to be available. 

Recruitment was one of the hardest-hit industries by a collapsing job market and economy. But this means there are a wealth of talented recruiters out there in the market looking for new opportunities. This will be beneficial to you in building your new team, finding hungry recruiters who want to get back to what they do well.

Remote working is the new norm, no office costs. 

COVID has taught the industry that remote working is an acceptable way of running a team. It seems that many enjoyed this new way of working, increasing their levels of productivity. An office and everything that comes with it is an expensive outlay so perhaps taking your team remote may be a great option. 

More support networks than ever before. 

The industry is now filled with fantastic support networks to help you and your new venture succeed. Recruitment Startups™ is one such initiative that helps new entrepreneurs set up, launch and scale their new recruitment venture. It’s a smart decision to surround yourself with experienced and knowledgeable individuals vested in your success. 

Less competition

A sad fact of all of this is that many recruitment businesses have had to significantly scale back or close. But, for you this means many businesses starting from scratch or not at all. Less competition means opportunities to find clients and find candidates roles. 

Successful Businesses that started amidst strive/recessions. 

If you needed any proof that setting up a business in a critical time of economic downturn can be a fantastic opportunity for a business then have a look at these successful ventures that turned into huge billion/trillion dollar companies.

Microsoft

Microsoft set up shop in 1975 in a period of deep recession in the western world. But, despite this it grew into one of the largest technology companies in the world. 

Amazon

Founded in 1994 a year after the notorious dot com bubble burst a year before, in which the stock market crashed due to excessive speculation and investment into internet startups; many which failed to deliver to expectations. Regardless, founder Jeff Bezos now enjoys a 193 billion dollar net worth and runs a trillion-dollar company for his global giant Amazon.

Slack

Everyone’s favorite workplace communication app was started in the midst of the ‘great depression’ of the early 2000s. Despite this Slack has enjoyed continued growth especially due to increased demand over COVID-19. 

Where there is hardship, striving and desire for change there is a wealth of opportunity for those who are prepared to put in the hard work and reap the benefits. Is this you? If so then read on we’ll give you some pointers to getting started right away!

What to think about when starting your recruitment agency?

Find a strong network to learn and grow from

Doing this alone can be tough. The smartest of leaders will find themselves mentors and support networks in which to lean on and grow. We recommend this as your first action when starting a  new recruitment business. Recruitment Startups™  is one such initiative which can give you a helping hand with your new venture. 

Plan. Create a business plan and set goals for the next few years. 

One of the most critical aspects of getting your business ready for the upcoming journey is to have a clear and concise plan of action, with actionable goals to reach. This gives you purpose, milestones, and vision for the next 12 months and beyond. TRN World supplies a fantastic business roadmap tool to get you started immediately. 

Deciding on a name, branding, and a website. 

This one can be important, it’s going to be the first interaction any business may have with you. So it’s important you decide the name of your business, phase 1 of our recruitment startup plan has a perfect section on this. 

Then, you’ll need to think about branding and building a website that aligns with your service offering, client base, and candidates’ interests. We also have a fantastic guide on getting this absolutely right in our Recruitment Startups™ course for new business leaders on TRNWorld.

Decide whether you want a physical or virtual office

As we discussed before with COVID changes the rules of working from home for the better you know have the choice of whether to go find an office space, or whether to build a crack team from across the country and all work remotely. This will all depend on your potential clients and affordability but it will be a big decision to make. 

Effectively Evaluate yourself and your business

Every move we make, in career or life, should be in line with your personal purpose. You exist for a reason – what is that reason? Ultimately you will look back on your journey and your past and reflect on what you have achieved in line with your purpose.   

Use our Personal Goal Setting Template to define your purpose, your personal vision, strengths, weaknesses, and development priorities.

Figure out funding 

Staff, offices, technology, website, marketing, resources and everything in between required capital. If you don’t have the required funding yourself to start up it’s always possible to find funding to make sure your business had the required financial foundations as your start up. 

Again, our Recruitment Startups™ course has an in depth guide covering everything you need to know and our recommended contacts to find funding for your business. Read more here.

Get yourself insured

If you didn’t know there are some very specific risks associated with placing candidates that are not covered by most standard business insurance policies. As well as securing standard business insurance for your new start-up it’s important to look up specialist cover for staffing businesses. 

We cover everything you need to know in the first module of our Recruitment Startups™ course. Read about insuring your business here.

Making sure your business is compliant 

It’s important that your recruitment business is full compliant as well as insured. This is an indepth subject including things like correct registrations, company documents, agreements and much more. Luckily again we cover this within our recruitment startup initiative. The link to the module is here.

Develop a marketing plan. 

Many businesses unfortunately treat marketing like spaghetti, they throw it at the wall and hope it sticks. This can cause wasted time and time is precious for startup business owners. It’s essential you build yourself an initial marketing plan before you begin your business, so you can find new clients and make a splash when you go to market. 

We have an in-depth guide on getting the best out of your marketing efforts, with a library of resources on topics like social, ads, content, strategy and more. All in our recruitment startup course. 

Recruitment Startups™. The definitive resource for agency startup owners.

One of our many initiatives within TRN world is to bring ambitious and entrepreneurial start-up agency owners the insights, tools and most importantly the blueprint that they need to build a business that stands the test of time. 

With 90% of recruitment startups failing within the first 12 months, it is absolutely essential that owners build a business that stands the test of time and prepares for all eventualities, and that’s where we can help. 

We already know the mistakes recruitment start-ups make, and we can provide you with the support network and guidance to help you overcome any obstacle while you’re building your agency. 

How much does Recruitment Startups cost? 

Recruitment Startups™ is included in the base TRN World membership which costs £145 a month. For that price, you get access to the full Recruitment Startup course a 19 part journey which will help you get your business absolutely ready to succeed in 2020 and beyond. 

But, you will also gain access to everything else TRN World has to offer:

  • Thousands of hours of content designed for recruitment leaders. 
  • 6 Online summits a year filled with content for every aspect of your recruitment business brought to you by thought leaders and speakers across the globe. 
  • Daily powerplay videos from industry leaders and experts giving you unparalleled tips and advice for your recruitment business.  
  • Jam-packed toolkit filled with tried and tested tools perfect for supercharging your startup business. 
  • Access to the TRN World Guild an online collaborative network where you can exchange ideas and ask questions from hundreds of TRN members and experts. An invaluable resource for any new business owner!
  • 1% series. Best practice videos from fellow recruitment business leaders who have built a profitable business. Learn from the best and use their tips to succeed. 
  • And so much more, see our plan list for more information.

Find out more information about Recruitment Startups™  then please visit the link below:

https://recruitmentstartups.com/

 

Should I Stay or Should I go? A Checklist for Relocating your Office post-COVID-19

Should I stay, or should I go? The question many businesses are asking regarding their city office locations post-COVID-19. With remote work becoming a prominent feature of the ‘new normal’ working day, businesses are questioning the need for large city-based offices.

Our recent webinar with Site Selection and Incentives professional, Tom Stringer, discussed the reasons why businesses are considering relocating their office post-COVID-19 and states they should consider.

If you are one of those businesses seeking to seize opportunities in the U.S. by considering different office locations during this time, make sure you follow this checklist before cementing your decision.

1. Know your business and what drives it

The most important factor is knowing your business, your industry, and what really drives it. Before you consider moving you need to understand what your business needs are, maybe it’s access to talent, access to a particular university program, or culture. You may find that the atmosphere in New York or Washington is too intense, but want to be in a place that has the cosmopolitan benefits of those regions, but less intense and costly.

Firstly, ask yourself what is the core of your business in terms of driving revenue? Then evaluate the importance of your business culture. It is also important to factor in your customers and their needs. For example, do you need to be located in close proximity to suppliers? Also, does the state/location you are considering have the talent factors you need?

2. Consider cultural issues and quality of life

If you are considering relocating your office post-COVID-19 after being confined to your city apartment for months, you should consider the quality of life and culture available in different states. Think about what your workers want and which locations provide them with access to a wide range of factors that may improve their quality of life. For example, for parents, you may consider locations that are in close proximity to universities and offer other family benefits.

You should consider cities that are starting to develop such as Las Vegas, Boise, and Jacksonville. Conduct your research on up and coming areas, for example, Houston is set to become one of the mega city’s of the United States for the next 50 to 100 years. All of these cities are very unique and differ in what they offer. So understanding what makes your business tick and more importantly, what makes the people in your business satisfied matters significantly when you are making decisions on office relocation.

3. Re-evaluate office locations

Keep your eyes peeled for significant opportunities set to arise in corporate real estate in terms of vacancies, office locations, and refinancing. As some businesses have fled or not renewed their office lease in cities, paired with the surge in remote work, the demand for new office space is decreasing. As a result, corporate real estate prices are set to drop significantly. Despite this being a significant issue for the economy, it presents itself as an opportunity for business owners willing to take risks and set up an office for the future.

We are also witnessing job vacancies with the option of remote work pop up constantly on job sites across the country, in fact, remote job offerings are up almost 29% from last year, and one in four jobs advertised in the U.S. have no location. These are huge indicators that remote work is becoming a permanent fixture within the workforce.

This shift in work style means it is highly unlikely all your workers are going to fully return to city offices this year, meaning now is the time to evaluate your office location if it is based in the city. This in itself creates a domino of problems; smaller footprints in cities mean fewer tax revenues and less reliance on public service which may result in price hikes for your business. Furthermore, it is worth considering the current political situations present in cities and safety issues.

4. Do your research on incentives states are offering businesses to relocate

There is a growing trend to shed commercial office space, especially in high-density areas as a result of COVID-19. If you are considering moving your office to a different state it is important to undertake your research to figure out what location best suits your business, industry, and workers’ needs. If you are considering relocating your office you must be aware of economic concerns. Some U.S. states have extremely aggressive economic development programs, meaning incentives, not just for the companies, but some are actually incentivising people. Certain states are actually writing businesses and employees checks as an incentive to relocate to their area.

For example, Savannah Georgia is offering 2,000 dollars to people who have the right tech background working remotely to relocate to their areas in the midwest. By doing this, they know if they secure a talented workforce that they will contribute towards their economy locally in terms of purchasing a house and sending their children to their schools. Find out the main states businesses are relocating to which we discussed in our webinar here.

Check out states with the best income tax rates
Another important factor to consider when reevaluating states is the income tax. For example, Florida’s lower cost of living combined with the lack of state income tax are very strong incentives for businesses considering relocating.

5. Timing, is now a good time to move?

Ask yourself if it is the right time for your business to move in terms of finances and future plans. Now may be your chance to capitalize on the decreased rental costs and seize the incentives different states are offering businesses and residents to relocate.

Blog courtesy of TRN Gold Partner Precision Global Consulting. Contractor Payroll and Management in the USA & Canada.

7 Summits You Need to Watch From Our Expert Line-Up

Something we have always done well is bringing together some of the best minds in and outside of our market. Whether it was at our Huddles, Retreats and now our virtual summits we provide a platform for some of the finest thought leaders to share their insights so you may better grow as a leader in a hundred different aspects. 

The summits are a premium feature of our TRNWorld platform and contain videos and discussions from market-leading entrepreneurs, sports personalities, speakers, celebrities, and more. Covering everything from marketing, sales, sourcing, leadership, growth, and everything in between.

With only 7 days from writing this article left in your full access to TRNWorld we thought it would be a great idea to share some of the top videos for you to tune into before your trial runs out. Insights that could be your lifeline to achieving success in the next few months. 

From the Bounce Summit

1: Global Bounce Back. An international outlook on the recruitment industry.

International insights from our panel of thought leaders, experts and strategic advisors that specialise in a global outlook, to give you an insight into the worldwide state of the industry and how the bounce is looking for different countries.


From the Marketing & Sales Summit.

2: The basics of building your personal brand from home, and drive engagement on your content.

Sean Andersson of Hoxo Media helps you understand how to maximise your personal brand and really utilise it to find clients, candidates, and establish yourself and your business as market leaders from home. A perfect watch for those wanting to step up the online profile post-COVID.


From the Virtual Sourcing Summit

3: Lessons in sourcing a conversation with James Osborne.

Sourcing expert Hung Lee joins James Osborne to discuss how to maximise your sourcing efforts and some of the modern ways of finding the very best talent in your industry. Something that will be very important on an increasingly online candidate pool especially during this time of crisis. 


From the Virtual Leadership Summit

4: A perspective from inside recruitment

TRN’s Gordon Stoddart caught up with 6 leaders of recruitment businesses to understand how the current situation has changed things for them internally and what decisions they have made in the best interests of their companies and their people. He uncovers challenges, solutions, advice and ideas from the coalface of recruitment and discuses how to prepare for the bounce.


From the Solution Selling Summit

5: Influencing the decision makers.

Ruth Saunders uses her 30+ years of experience as a strategy consultant at McKinsey & Co, marketer at P&G, advertising planner at Saatchi & Saatchi and market researcher at Mars Inc to help clients develop, get Board buy-in to and implement innovative customer, marketing and brand strategies that deliver tangible business growth.


From TRN’s The Bounce Summit

6: Navigating Through and Beyond Recession.

With the news of us being plummeted into another deep recession following COVID-19. This summit talk from Levy UK NED David Higgings discussing how to effectively navigate your business through a recession is perfectly pertinent.


From the Marketing & Sales Summit.

7: Rulebooks, metrics and measures. What does marketing success look like?

Luke Quilter, Co-founder of award-winning digital agency Sleeping Giant Media and Giant Campus gives a fantastic talk on marketing success in 2020 and beyond, especially when it comes to the metrics and measures. Something that will become very important in our increasingly digital environment, where those who utilize marketing effectively will win. 

14 Articles, Webinars, Tools & More You Need to Read Before September 1st!

With the countdown ticking for free unrivaled access to the whole TRN World platform we thought we would share some of the best articles, tools and value-adding goodies packed inside our huge library of content.

If you missed our previous article we published 10 Powerplays you need to watch to get your recruitment business post COVID-19 ready. Where we share just some of the many powerplay videos perfect for recruitment leaders looking to one-up their knowledge and push their business through Q4 and beyond.

TRNWorld boasts an absolutely huge 2,800+ tools, guides and articles for recruitment professionals to grow every aspect of their business and skillset. And, it’s growing every single day!

So.. We wouldn’t blame you for feeling a little overwhelmed, that’s a lot of value packed into a handy little tool. But, worry not we’re sharing 14 value-packed pieces of content you can grab right now for free to up your game.

1: Workforce Planning

Workforce planning is what organisations do to work out what resources they need where. As talent acquisition partners and as true consultants we should be asking the questions that they should be asking themselves. If they understand workforce planning, they’ll respect you for asking the right questions. If they don’t, they’ll value the fact that you’re asking questions that get them thinking.

Either way, you’ll find out information that’ll help you understand the long, medium and short term resource requirements. This is consultancy, this is business coaching. It involves a series of questions which begin with bigger picture strategic questions and end with shorter term tactical questions.


2: 3 Month Cash Forecast, Cashflow Tool.

During the Covid-19 crisis having an understanding of your cash position is even more important than ever. That’s why this essential tool will help you plan the next 3 critical months of your business.


3: How to Build and Develop a Contract Recruitment Business Webinar

This webinar is perfect for any recruitment business that only does permanent at the moment but wants to start a contract division or a Recruitment Business that has a handful of contractors running but wants to develop a contract separate business model to work alongside the permanent division.


4: The Definitive Guide to Strategy & Business Planning

This definitive guide will provide recruitment business leaders with the confidence, ability and some practical tools to develop a strategy and a robust, thoughtful plan to achieve their ambition.


5: Recruitment Leadership Adjustment Wheel

The Leadership Adjustment Wheel is a visual tool that helps you to understand the areas in which your people may need extra support – it will also give you a basis for which kind of leadership style they may benefit from most in each of these areas.


6: Get Your House in Order: Organisational Effectiveness Audit

The House and our Organisational Effectiveness Audit is a simple yet powerful tool for reviewing to what extent you have organisational effectiveness. This audit tool will help you to identify where you may have gaps and therefore what you may need to prioritise in order to improve your organisational effectiveness.


7: Talent Mapping Tool

This Talent Mapping tool will help you firstly to look inwards at your internal talent and provides shape and structure to what kind of actions you should take to help build your talent as your business grows. And secondarily will help you to map each staff member and their risks of leaving the business. This will help you to visualise where you should focus your attention.


8: Virtual Onboarding for Clients

This guide is absolutely essential during these times. Find out how to effectively onboard new hires whether in your own business or advising your clients for recent placements. This guide provides an unbranded version to allow for easy communication and consultation for clients.


9: The Definitive Guide to Talent Attraction and Employee Engagement

A Comprehensive Guide to help you increase your employee engagement levels and attract the best talent.


10: Productisation Webinar with James Osborne

Designing developing and delivering fit for purpose recruitment solutions for today’s market. A popular webinar from TRN Chairman James Osborne.


11: Strategic Selling A New Dawn in Recruitment

This guide helps you build out a strategic sales plan to fire up the new business development and account penetration machines within your businesses. Looking at unearthing market opportunities, solution selling, maximising the sale, negotiation and more.


12: How to Market and Sell Your Product Suite Webinar

Productising your offering is one of the most vital aspects that needs to be done right for a modern recruitment business looking to survive 2020 and beyond. James Osborne breaks this down into detail with this very popular webinar.


13: Recruitment Recovery Guide

As the world starts to emerge from a near global lockdown, comparisons have been made to recovering from a recession. And whilst there are many similarities, there are plenty of differences too. Not just the speed with which we went into this scenario with little time for planning, but the unequal way the employment market has been affected – with some parts unable to continue to work, and others in peak demand.


14: How & Why Small Recruitment Businesses Should Utilise Marketing

Join Gordon Stoddart and Neil Rudolph from Redknows as they talk all things marketing, from Google for Jobs, LinkedIn & personal branding to why you should aim to create synergy between your sales team and marketing team.


Remember the clock is ticking for our free offer of the full TRN World suite during COVID-19. September 1st is when we will be asking our members to upgrade and help support our growing tool.

The Recruitment Performance Cycle ‘How to Guide’

The Recruitment Performance is a very very simple platform that can have a transformational impact on your business and your profitability. It’s not a quick fix and won’t increase your billings next month. What it can do is add immediate value to your team and business and help your scale and build a quality business.

  • It will help you and the team deliver consistent experiences to your clients and candidates
  • It’ll help your team collectively own and improve the recruitment process – it’s a powerful way to drive best practice across the business.
  • It helps get everyone on the same page
  • It links the training and delivery to the recruitment process and creates easy to access training
  • It gives you and your business your own bespoke and personalised training platform
  • You will save time and money
  • It’ll help you and team build your reputation in the market by creating a branded experience
  • It’ll give you a simple framework of continuous improvement

So how does it work? Once logged in you can access the TRN ‘starter for 10’ Cycle and either use it as it is OR as we recommend make it yours. To do this you can:

  1. Brand it – add your logo
  2. Colour it – change the colour of the cycle to match your corporate colours
  3. Name it – give it a name – The Playbook, the ABC Agency Way etc
  4. Your reputation is at the heart of your success – articulate your reputation by decide what you want to be famous for – your brand promise – and articulate it in the middle of the Cycle
  5. Nail the touchpoints – add touchpoints, remove touchpoints, re-order, rename touchpoints (which represent the significant interactions between you and the clients). Once you’ve nailed your touchpoints – they shouldn’t change much.
    • NOTE this one is designed around a perm client experience – it can be easily tweaked to make it reflect the contract/temp client experience. Equally you can add candidate touchpoints. It’s flexible
  6. Best practice standards – this is where the action happens! add/remove/change the  standards within each touch point to reflect your standards and what you want to see happening consistently
    • Add your your own videos, documents and images with each and any of the standards
  7. Make it live and dynamic – add some Actions within the Touchpoints which represent actions you will take to improve the touchpoints (such as review and change a process, run a training session, get some feedback etc)

The Cycle is easy to use, intuitive and when used properly will be an integral part of your business. It’s a living, dynamic framework for everyone to own. It’s beauty is in it’s simplicity.

If you want any support, have any queries or want to discuss it don’t hesitate to drop us a line on support@therecruitmentnetwork.com

Outplacement in a Box – The Ultimate Career Transition Platform for your Employees

The current economic climate is sadly leading to people being laid off and made redundant. It can be an incredibly challenging time for the individuals affected. 

We’ve all seen the news. Over and above the well known corporations and businesses laying off people, there are thousands of others we don’t hear of. A recent poll of managers by the Chartered Management Institute showed that 35% of managers anticipated making redundancies in 2020. 1 in 5 of those firms expect to cut between 51 and 500 jobs, 1 in 20 expect it to be more than 500 and 1 in 50 are poised to make more than 5000 people redundant. 

It can also be difficult for employers who are making changes typically because of financial necessity or the need to restructure. When you’ve made a decision that is hard on the employee, how can you continue to do the right thing by the employee, support them appropriately and also protect your employer brand?

Recruiters and recruitment agencies have the skillset and expertise to help their clients support the affected employees through this period by developing an outplacement support solution.

What is it outplacement? –outplacement support is practical (and potentially emotional) support for individuals being made redundant that helps them move into a new appropriate role as quickly as possible.

Hence why we have developed an online white-labelled outplacement online solution www.talenteering.com which is free to all TRN members (TRN Club and TRNWorld+) to offer to their clients and anyone else affected by redundancy. You brand it, personalise it and add immediate and significant value to your clients

Outplacement is a service that we should be considering by thinking through the following steps: 

1: Define the opportunity – is there a need for outplacement services in your sector/market/client base in the short to medium term?

  • Redundancies are happening and downsizing will continue during 2020. Not every sector or client will be affected.

2: Alignment – would an outplacement offering being aligned to your strategy?  It could:

  • Build your reputation as experts in talent – total talent solutions.
  • Build relationships with clients,
  • Grow the candidate pool,
  • Generate short term revenue.

3: Value – what problem would outplacement support solve for my clients? How would this offering help them?

  • Clients want to look after employees they’re laying off,
  • Clients want to protect their employer brand, 
  • Clients want to give a great employee experience, even when letting people go
  • Candidates want help.

4: The proposition – what might the outplacement offering look like? An option might include one or more of the following:  

  • An online solution within unlimited reach and minimal impact on your capacity – ‘smart’ – The TRN Talenteering Solution,
  • One day remote programme for single businesses making multiple redundancies –‘in house’,
  • One day remote programme for people from different businesses – ‘public’,
  • Multiple modules over a period of time – ‘modular’,
  • High end career coaching programme for senior execs – ‘high end’.

5: Content – what’s normally involved? It might typically include one or more of the following:

  • CV writing, 
  • Interview skills,
  • LI training,
  • Letter writing, 
  • Profiling and assessments,
  • Using Job Boards, 
  • Understanding the job market, 
  • Building your personal brand, 
  • Personal wellbeing and resilience, 
  • Career coaching, 
  • Registering with a recruitment agency.

6: The pricing – how much would I want to/could I charge for this:

  • Anywhere between ‘free’ to £5,000 depending on the proposition and your objectives, 
  • One day ‘in house’ might typically be up to £2k, 
  • ‘Public’ places might vary from £250 – £500,
  • Online could be offered on a per business or per person basis – the opportunities are endless.

7: Capacity and resources – have we got the capacity to deliver this?

  • The TRN Talenteering Solution online outplacement solution requires no work if you take it as it is (or you can choose very easily to personalise it by adding your own video or written content),
  • Everything else requires consideration – once developed it can be managed.

Find out more about our online white-labelled outplacement online solution www.talenteering.com or visit www.therecruitmentnetwork.com

 

10 Powerplays you need to watch to get your Recruitment Business Post COVID-19 ready

There’s no denying it COVID-19 has struck a massive blow to the recruitment industry. You as a recruitment business owner or billing manager may be looking at your strategy, business, marketing and more besides looking for the answers to get back on track. 

That’s where TRN world can help; which you can get for free right now. TRN Powerplays are going to become one of your lifelines once you get acquainted with it. And, are just one of the many benefits of our exclusive library of content. 

So what are TRN Powerplays exactly? 

Powerplays are videos from market-leading experts globally that impart their specialist knowledge to you. From leadership and strategy, to marketing and self development. And the best part? There’s 3 new videos every week from new experts in multiple disciplines!

We’re now up to 94 Powerplays on our system and growing every week, but remember these are part of the premium TRNworld subscription. You can access this for free for a limited time during COVID-19 so don’t hesitate to sign up today to get the insights you need before your chance is gone!

So, with 94+ Powerplays waiting there for you it can be a little overwhelming, so we’ve listed 10 essential Powerplays you need to watch to help get your business post COVID ready.

1: Workforce Planning

Get to grips with your resources and make the best use of them.

Workforce planning is what organisations do to work out what resources they need where – as talent acquisition partners and true consultants we should be asking the questions that they should be asking themselves.#


2: Winning Retained and Exclusive Business

Secure the next few months by landing retained and exclusive clients.

Identifying and selling retainers can be easy once you have mastered the basics in order to turn it into an art form, including:

  1. Knowing what you need in order to sell a retainer or pre-payment
  2. How to avoid the confusion with your choice of language and solutions
  3. Knowing what to listen out for to identify a retainer solution
  4. Clearly differentiate between your service offerings   

3: Power Pitching

Learn how to land those clients in an increasingly online world.

The secret to converting more opportunities from video pitches and client meetings.


4: How to Find Contract Opportunities

Find new opportunities in these strange times.

In the next few months, perm opportunities may be thin on the ground, but companies will increasingly consider contract staff as a way of executing change programs without committing to permanent cost. 

In this video, Russell will give perm recruiters the questions to ask their clients to understand more about the client’s contract usage and identify opportunities to cross-sell and offer a wider range of solutions to their clients.


5: The Power List

Turn up your ‘power’ in these next few critical months and get your business back on track.

How to coach yourself to really step up into your full power.


6: LinkedIn Activity

Master LinkedIn and engage with prospective candidates and clients.

Do you want engagement on LinkedIn but never engage with others?


7: 5 Steps to Shape your Recruitment Marketing Strategy

Supercharge your marketing strategy before your competitors have a chance!

The key things recruiters can do to create a unified sales and marketing strategy and put strong foundations in place to help you grow your client acquisition strategy as we return to our new normal.


8: Adding Value During a Hiring Freeze

Don’t waste time during one of our toughest times, learn how to add value.

When faced with a hiring freeze or slowdown, it’s important to demonstrate your personal value in your organisation. Take some time to reflect on your position, how it’s changing and how you can use this time to add value to your team, clients and candidates.

“Little did I realise that my desire to add value to others would be the thing that added value to me” – John C Maxwell


9: Positively Courageous

Learn how to score non-customers in your biggest customers with Blue Ocean thinking.

Use Blue Ocean Thinking to find ways to get non-customers to become your customers. 


10: A word on content

Finally get a grip on all that content you know you should be producing!

As recruiters, our role is to attract the right people to our jobs and a great way to do that is through the posts we share each day. But we are recruiters not marketers, so what are we supposed to share? Well, it depends on who you are looking to recruit, but here are some ideas and a few tips on etiquette! 

TRN Powerplays are being produced and brought to our community every single week. Giving them the insights and answers they need to be the absolute best version of themselves. 

Jurgen Klopp – My 20 Tips on How to Run a Brilliant Recruitment Business

1st June 2019. On the flight from Paris to Madrid with my son Frank to watch Liverpool play (and beat) Tottenham in the Champions League Final, I struck up a conversation with a German guy on my left, also called Frank. We did the inevitable ‘there are aren’t enough Franks in the world’ pleasantries then moved on to sport and football.

 

It turns out he ran one of Germany’s leading sports marketing businesses and had clients such as Borussia Dortmund, Jurgen Klopp’s former club. He knew Klopp well and his best mate was Jurgen’s business manager. We parted at Madrid-Barajas Adolfo Suárez Airport having connected, I’d said we would take him up on his offer to go and watch Borussia Dortmund and was even more excited about the opportunity of being introduced to Klopp’s manager.

 

Jurgen was right at the top of the list of people I wanted to interview and probably never would (just ahead of Michelle Obama, David Attenborough and Bruce Springsteen).

 

I was convinced this was my ‘in’ to get an interview with the great man (yes, I’m a massive LFC fan and have been fascinated with how he’s transformed us from being ok/good to winning the Premier and Champions League.)

 

Anyway, needless to say, it never happened. He’s too busy, too expensive and too in demand ☹. In my mind I’ve conducted that interview a few times and having studied him, I have concluded he would have 20 lessons for business leaders in recruitment. In this interview that never happened, my opening question after our hug (he’s a big hugger!) would have been

 

‘So Jurgen, if you were running a recruitment business, what leadership lessons from the world of football and your success would you apply?’ 

 

This is how he would have answered:*

 

  • Define your Vision of Success and align, align, align  –  When Klopp joined the club in 2015 he developed a long term vision of success with the owners at Fenway Sports Group and every decision, player and investment ever since has been aligned to an achieving the agreed commercial and footballing success
        • What can we learn? Create a longer-term picture of success (more than just the numbers) which everyone can get behind and align every decision, every hire, every process, every investment to achieving it. The ability to focus and deliver on the short term is critical but we’ve seen at TRN the traction, growth and success businesses enjoy when they shape and share a longer-term vision of success that engages shareholders, management, employees (existing and future)

 

  • Data led decision making Klopp hired Ian Graham, Director of Research, who heads up a team of 6 providing intelligence led insights into player performance. Passion and opinion matter but underpin it with some data.
        • What we can learn? Analytics and data should be at the heart of the business – markets should be researched, performance analysed and data reported – make sure you have the systems and tech in place to provide it (it’s all out there if used properly)

 

  • Marginal gains – No stone unturned. Jurgen recruited Thomas Gronnemark to improve retention of possession from throws – it improved by 23% making Liverpool the most effective in the league.
        • What we can learn? If we embed a culture of cultural improvement and everybody buys into the concept of CANI (continuous and never-ending improvement, we’ll just get better and better). It’s an attitude.

 

  • Leadership at every level –People are encouraged to think for themselves and be leaders. Think of Trent Alexander-Arnolds epic corner in the semi-final against Barcelona (and the initiative of the ball boy who was so quick to give him the ball). Everybody can and should influence.
        • What can we learn? Encourage leadership and initiative at every level. Create a risk taking culture where risks and front line entrepreneurialism are encouraged. Bring in the right people, train them, trust them.

 

  • Culture first – Stay loyal to the Liverpool way and the agreed principles or you won’t last. Sakho missed the flight to the preseason tour, training sessions and voiced his displeasure on social media. He never got near the first team again and was sold to Palace.
        • What can we learn? Culture eats strategy for breakfast. Set expectations for behaviours and hold people to account. TRN is full of recruitment business who have built and nurtured great culture, leading to productivity, performance, reward and fun.

 

  • Minimum standards matter – if you’re not good enough, you’re not good enough. Loris Karius, our keeper before Alisson Becker, was a really great guy but not good enough despite the training and support he received. He had to go.
        • What can we learn? We need a team of people who GWC (get it, want it and are capable). If you don’t have that, your performance suffers. Be very clear what you want, very thorough when you recruit, and move fast if someone’s not right.

 

  • Delegation and defer to others – Klopp has surrounded himself with people who have strengths that he doesn’t have and doesn’t feel the need to pretend to be the best at everything. He delegates authority to specialists and players to implement the vision, the game plan and to uphold decisions made
        • What can we learn? As we scale our businesses, identify in advance what competencies you need moving forward in the business and develop people accordingly. Set expectations, create the agreed processes, experiences, activities and behaviour and delegate responsibility – it’ll slow your growth if too much is sitting with you. Release the grip.

 

  • Develop, develop, develop – turn potential into top performers. Robertson, Mane, Wijnaldum were good players, not great players. They’re now great players. The potential of people with a great attitude is extraordinary.
        • What can we learn? Build a learning culture – it starts with you and your management team. Be a role model for learning. Fast growth recruitment businesses are hungry to learn at every level. TRN members have a hunger to learn and access ideas which is why they join.

 

  • Grow your own – apart from spending big on Alisson and Van Dijk, Liverpool have invested and grown young and good players. They have avoided going for the individuals who are at their peak.
        • What can we learn? Taking big billers comes with a risk because of the habits they have. Show me less experienced talent with good mental horsepower that can be mould into someone who does it our way every time. Compromise on expertise if you need to, never compromise on attitude and character.

 

  • Listen to your team: Listen to your team. Give them a voice. Klopp changed his demanding training regimes and their schedule when players shared they missed the morning school run.
        • What can we learn? Your team and the individuals have a voice. Listening is easy. Doing something with it is what the best leaders do. The ideas and input from your team will make your business more profitable and better. Develop your ability to coach and question and facilitate. They need to feel listened to, cared for and valued. At TRN we run hundreds of engagement studies every year and insights can be transformational.

 

  • Wellbeing and resilience matters – Christmas 2019 – Liverpool’s players were tired (Klopp is very demanding) and he decided they should spend Christmas at home (unlike most teams) and not worry about the pre-match training. They recharged and smashed in-form Leicester 4-0 on Boxing day
        • What can we learn? The mental well-being and resilience of your team has a direct correlation with their performance. Develop a wellbeing programme – there’s plenty on this on TRN World www.trnworld.com. Re-energising, re-engaging, re-charging matters.

 

  • Customer led Remember the 2-2 draw with West Brom at Anfield in 2015. It wasn’t a great performance, result or supporter experience. At the end of the match, Klopp walked the whole team to salute the fans at the Kop end. Great for his personal brand, great for the reputation of the team (although it was questioned at the time). He has built a phenomenal relationship with the supporters and the community (locally and globally) – he knows his customers and cares.
        • What can we learn? Obsess about your reputation and brand. Obsess about giving a consistently excellent experience (rather than having pockets of excellence). Personal brand matters and the experiences you give your candidates and clients will influence behaviour – referrals, retention, cross selling etc – and impact performance and profitability

 

  • Be human Klopp makes sure he is kept informed on family issues of members of staff and players so he can empathise and support accordingly
        • What can we learn? Our employees work for us. They are contracted to do certain things. They also have lives and challenges and bad days. Get to know them as humans

 

  • Trust is everything – he trusts people to do their job. Michael Edwards is trusted to do run the transfer strategy. Players are trusted to play their part.
        • What can we learn? Trust has to be earned through competence and reliability. Micro-managers and controlling leaders rarely get the performance they want.

 

  • Leadership depth – Klopp has leaders anywhere and he knows his ideas will be managed and standards upheld when he’s not there – Hendo, Milner, Van Dijk, Wijnaldum all are key players in the dressing room, on the training ground, on the pitch and in the community.
        • What can we learn? No recruitment will scale without the strength and depth of management who can translate the vision, the decisions and the values into daily reality. Without exception, every successful TRN member has invested heavily in getting the leadership and management right. It underpins everything.

 

  • Team first Klopp memorised the names of all 80 employees who worked with and took care of the players. ‘Together Strong’ is on the wall of the executive suite and every employee, irrespective of their role matters and know they matter to the success of the club
        • What can we learn? Build a family, build a team and business full of people who care – for the purpose, for the customers, for their colleagues, for the quality of what they do. That’ll only happen if they know that you care for them in the first place

 

  • Total fitness leads to performance – Liverpool’s nutrition coach Mona Nemmer transformed the player’s intake and how they look after themselves. The full English was replaced with personalised menus based on individual blood values.
        • What can we learn? Whether it’s the food we eat, what we drink, how we sleep, the breaks we take – our physical state directly impacts performance. Educate and support the team

 

  • Values led “To have a complete idiot with you just because he can kick a little better is totally annoying”. Klopp has strong values and wants people who share them. Klopp invited Wijnaldum to his home for lunch before signing him – not to talk football but to ask him about his last holiday, to understand him and his Values and whether he would be a net contributor to the team culture
        • What can we learn? There are businesses that talk about Values (the majority) and those that live them and build a great culture (the few). Check out how to do it right on TRN World – there are plenty of tools and insights

 

  • Positivity Fact – Klopp has the best smile in world football, in sport globally and in fact anywhere you want to look. His smile makes you smile, even if you’re a Man U supporter. His positivity is infectious.
        • What can we learn? Positivity is a huge engager. Focus on the strengths, not the weaknesses. Focus on the successes, not the things that went wrong. Celebrate always, even the little things. Life is a dance, not a destination – enjoy it

 

  • Build the Network – Klopp has a phenomenal network of contacts and experts that he can and does draw from including Fenway Sports Group. He excels at relationships and has access to people around the world who can help him be a better manager, leader, expert and man.
        • What can we learn? Simple – join us at TRN therecruitmentnetwork.com. We’ve designed TRN to help recruitment business leaders build an even better business, have an even better life and become even better leaders (just like Jurgen!)

 

That’s what Jurgen has done and on top of the footballing success, the commercial value of LFC as a business has doubled and their customers (fans) are three times as happy. Jurgen – I salute you!

 

NB*full creative licence has been applied and the great man had zero input (unfortunately).

 

#YNWA #TRN

12 Reasons why recruitment leaders need to think about what they are doing right now.

There is no doubt that these are very unchartered waters for recruitment leaders and recruiters across the globe and whilst the current situation we are facing creates immense challenges for many of us, it does also generate some unique opportunities to create more productive, more profitable and more sustainable recruitment businesses that are truly fit-for-purpose in tomorrow’s market.

Over the past few months, I have worked with literally hundreds of recruitment leaders, all currently navigating through a global crisis unlike anything anyone has experienced before. No one has a guaranteed, fail-safe, textbook plan to get through this and that is ok.

However, as everyone is trying to figure it all out, there are some clear common themes that I am seeing emerge from the thousands of conversations we have had these past few months that I have pulled together into a simple 12 point plan.

This is not a guarantee of success, of course, but a guide for recruitment leaders (and their employees) that I am convinced will help recruitment organisations in some way both survive and thrive these extraordinary times, and more importantly emerge as fitter, stronger and better businesses on the other side.

To set things up from the outset, you first need to…

Avoid the Sideshows

All that matters right now is survival. You simply have to be around at the end of all this, when the markets bounce back, to be able to fight another day.

This means absolute focus on that, first.

Understand what sits outside your circles of control right now (you can’t control the markets, you can’t control the macro covid19 situation, you can’t even to an extent accurately control revenue coming in to your business) but instead align your thinking to just the things you can control (costs going out of the business, where you invest your time and / resources, low-risk revenue generating opportunities) and those things that that will have the biggest impact on assuring your survival and your ability to thrive on the other side.

One recruitment business we work with have been running some phenomenal marketing campaigns over this time, being very noisy on social media and keeping their brand front of mind. That’s great.

But what they weren’t doing was selling. They were neglecting sales for marketing. They forget their Calls 2 Action. They weren’t driving a pipeline of new business. They hadn’t adapted their sales approach, so their old approach just felt out of place (and rightly so). It felt good, it kept them busy, but with no real results.

We changed their focus. We realigned sales with marketing and redesigned their selling process to ensure every interaction was output focused with clear measurable actions for the customer to follow up and now they are seeing genuine conversions. It just worked.

You can also control how you plan to…

Design your New Normal

There are too many people simply asking the wrong question right now – what will the new normal be after this? This wrong. The question we should all be asking is what do we want our new normal to be after this?

This is an extraordinary opportunity for us all to take the lessons we are currently learning about ourselves, about our businesses, about what we value and proactively construct a future that we want.

Don’t let paralysis set in, waiting / hoping to find out what tomorrow might look like, but go out instead and build the future you want right now.

As the lockdown has started ease ever so slightly, there seems to be a sudden rush back to the old normal, but why? Is that actually what we want?

I heard of a story the other day of a recruitment manager who had spent an entire weekend in his old office getting it ready for the mass return of his employees. Distancing arrows everywhere, signs on the doors, hand sanitisers on the desks, screens up and so on – he had worked tirelessly to get things ready and had done a great job. But when he announced this to the team on a video posted on social media, not a single one of them actually wanted to go back. They felt they were 10x more productive working from home, using commuting time to do more business and just getting more things done.

I am by no means saying that we should get back to normality as soon as possible, our businesses / our economy needs it, but does that normality have be modelled on the normality of before?

This leads nicely into the next point of the plan…

Look Way Back to See Way Forward

These past few months have been unlike not other. You can’t compare what we are going through to a typical downturn in a typical economic cycle. This is not typical.

This is an event-led downturn driven by something that is impacting people’s lives in very deep and personal ways.

From both a health and economics perspective, we can certainly look back and get some pointers from similar historical events that have occurred before but the world evolves at such a fast pace that comparing the current economical cycle with that of the Global Financial crisis of 2008 is just not a like for like comparison.

Politics and global trade relations have evolved in the last 10 years, social demographics have changed, technology has moved on significantly. Imagine all having to work from home using the technology and broadband capacity that we had even just 12 years ago!

What we can learn from history though are trends and more importantly how certain trends will have both quickened as well as aligned because of this, thus creating new markets, new needs, new opportunities for businesses.

  • Have you mapped out the emerging trends in your markets that came out of the last downturn?
  • What do these trends show you about how your market evolves in situations like this?

But now is really not the time to let your thinking get anchored in the past. Instead, we need to look forward 3 to 5 years at what the current trends are telling us about your markets tomorrow and then work your strategies back from that.

This future trend analysis will then help you to start building out how you will…

Create your Own Recovery

Business leaders in recruitment tend to be entrepreneurial, and entrepreneurs by nature tend to be optimistic. I am definitely an optimist, with a very heavy dose of realism, and personally cannot stand pessimism.

Not for once ignoring the terrible plight that many are facing right now, the reality of the matter is that for most people, we will get through this and good times will return. You don’t have to be an optimist to know that.

The bit that really separates the optimists and the pessimists, the part that prevents the realists from moving forward whilst the opportunists are picking up market share, all comes down to timing. When.

When will the recovery come? When will my markets come back? When will we start growing again?

The optimist in me, coupled with some very sensible data / insights from some of the best social economists out there, points towards a “V” shape downturn – the market drops off a cliff, as it has, and then fairly sharply bounces back again. At the time of me writing this, even the UK Govt are swaying towards that prediction.

Remember what we said above, this is an event led downturn – the recovery will be driven less by the traditional number analysis that the economists calculate and more by the social will of the people aching to get back out working, to get out of lockdown, to just get on.

However, what some leaders forget is that businesses do not have to necessarily follow the same trend as the markets. They will be influenced by that, of course, but a business can have its own “V” shaped bounce even if the market itself is on a “U” trajectory.

Look at it this way, the recruitment market will inevitably be smaller after this. There will be winners and losers, and some business simply / sadly won’t make it out the other side. The markets may contract / shrink and take longer to return to pre-covid19 levels (if at all) but with a smaller market, those recruitment companies still strongly trading have a greater market share opportunity with less competition to go up against.

So, move. Move faster than everyone else and decide what type of recovery you’re shooting for by developing your…

Outside In Strategy

You must look beyond the walls of your business to build your future strategy.

It is easy to become too inwards focused at times like these, when in reality (once you are on top of your business survival plan) you need to look at the bigger picture and more importantly at the wider supply chains within your target markets. If you don’t, you might end up walking head on into a load of challenges that will negatively impact your growth plans or indeed a bunch of opportunities that will make them fly.

Ask yourself questions like:

  • What exactly is going on right now in your markets?
  • What parts of your target market will be decimated because of this, and similarly, which parts will grow?
  • Which companies are just about getting through this and which companies will be thriving? Why?
  • If those companies are thriving, which of their suppliers will also be doing well?
  • Which areas of the market will capitalise most on the ensuing upturn? Why?
  • If those companies start to do well, which of their suppliers further down the supply chain will also follow suit?

What are those supply chain trends telling you about where you should be focusing your sales and marketing resource, and also what products / services do you need to be developing right now that align to what your customers are going to want to buy (from you)?

We recently created a market map for a retail recruitment business, drawing out the future supply chain in retail and how that has and will be affected by all that is going on, helping them identify a number of brand new, high demand / high margin niche areas to target.

If market share is going to start increasing, we now need to maximise our return by doing some…

Bottom Up Planning

Without doubt, one of the clear trends that is coming out of all this, is the extent that many businesses have actually been running fairly inefficiently in the past.

Now, when our backs have been put against the wall, and we have been forced to literally cut out as much as we can from our businesses (and quickly), we have all managed to do it across most areas. Whilst in some cases quite hard to do emotionally, it has been relatively easy to start spotting areas of inefficiency, unprofitability, and wastage that have slowly creeped into our business over the years, especially when we were in the good times and business was booming.

What this period has made us all do (and we have had the time to do this), is to focus long and hard on cash generation and profit maximisation, perhaps more than we have ever done before. Turnover and GP is irrelevant if it doesn’t drop enough to the bottom line.

  • Where does the real profit in our businesses come from?
  • What drives EBIT and generates cash?
  • Which clients deliver the most contribution to the bottom line?
  • Which products and services that we sell create the most net yield?
  • Who, amongst our consultants, delivers the most ROI?
  • Do we have the right people, in the right jobs, doing the right things that generate profit?
  • What is the one thing we do above all else that really makes us money?

Over the past few weeks, my conversations with recruitment leaders has been firmly fixed on retraining and redeployment of people and re-engineering of business structures to, quite simply, create greater capability to generate greater profit margins.

We have just completely flipped a recruitment business (circa 40 consultants) that utilised a 360⁰ recruiter model to a hybrid 120⁰ / 120⁰ / 120⁰ model redeploying their consultants to be either recruiters, new business or account managers / penetrators – we are reforecasting the second half of the year with greater costs savings per head and increased job flow / conversion ratios accordingly.

This will of course impact everything within your business, from incentives and commissions to hiring plans and importantly culture. That is why a great recruitment leader will always put…

Purpose over Profit

How ridiculous is that! Profit should come before everything right? Wrong.

Profit is created by having products / services that your customers value and want (need) and a team of employees in your business who deliver an amazing user experience to get those products / services out to your customers efficiently. The whole process of profit generation falls down when one of those elements is missing.

Purpose drives the culture, that drives the behaviours, that drive the customer experience.

Deliver an incredible customer experience, backed up with a fantastic product / service and you will create both profit and growth. Focus too much on the profit and you will create a heartless business with limited commitment and a disengaged culture.

These past few months have been an incredible test of a company’s culture and whilst many organisations have stepped up and put their values and purpose at the heart of their strategy during this extraordinary time, many haven’t.

Our employees don’t just have financial concerns right now, they are also fearful for the health and wellbeing, they are being emotionally challenged, they have very real and personal worries, which is why this is so different from a typical economic downturn. The leaders in a recruitment business need to lead with far greater heart and demonstrate genuine empathy more than they have ever done before.

After this, we will all be remembered for what we did and didn’t do, which is why we should now…

Leave the Shutters Up

Never before have we had the most incredible opportunity to get as close to our customers as we have now.

We meet them in their lounges / bedrooms / sheds, our meetings are interrupted by their children and pets running in, we have to look them in the eyes and focus more intently on their words than ever before, we genuinely care about how they are, they genuinely care about us. The barriers between our clients as corporate people and our clients as just people have been removed and the shutters are no longer down. This changes everything about the business of business.

One of those recruitment trends that we have been watching pre-covid19, is the swing away from customer / supplier relationship and more towards true partnerships. Where recruiters are seen as a transformational business partner not as a transactional supplier of services. This has now been accelerated and creates huge opportunities for recruitment businesses to reposition themselves.

Look at what you offer your clients…

  • Is it easy to buy from you easy and use you?
  • Is it hard to get rid of you?
  • Have you an embedded solution that makes you sticky?
  • Do you have a line in your budgets for MRR (Monthly Recurring Revenue) and a matching strategy to deliver that?

Look at how you work with your clients…

  • Do you deliver a truly celebrity user experience to both clients and candidates?
  • Do they value what you do?
  • Do you get paid according to that value?
  • Is most of your business contingent (arm’s length, low trust relationships)?

Look at the output of your client relationships?

  • What is the typical length of a customer relationship?
  • What percentage of your existing customers’ total annual spend on “talent” do you have?
  • What is their intended spend across all agencies and direct hiring over the next 12 months?
  • How much of your new business is referred to you by existing customers?

If you can set your business up to reposition your offering more towards long-term, embedded partnerships and less towards contingent supply, then you can start to…

Feed the Machine

This is where marketing meets selling, and selling becomes a continuous part of your DNA, not an enforced KPI.

For years marketing has been kept independent from sales. It was about making us look good in print and online, about how much kudos you can get per social media post to feed your ego, about how much (often pointless) noise we can make above the competition. Now more than ever, people are online consuming content, seeking out ideas, watching brands and marketing has never been so important.

Sales on the other hand has always been about the phone, the meetings, the numbers game. It is equally as important as marketing, but when done badly can create huge wastage and inefficiency in a recruitment business (do we still think working towards the 80/20 principle makes sense?!) and negatively impact brand value (external) and consultants’ confidence (internal).

So both are critically important, but not in silo. These are not independent things but instead are two very joined up parts of your ability to create consistent sales pipelines – what we refer to as “the machine”.

All day, every day, the machine needs to be fired up and fed – not when we get time to do it (as per the 360⁰ vs 120⁰ example in Bottom to Top Planning above), but continuously. All day every day.

The machine also needs checking every day for performance improvements (squeezing better conversion ratios at every stage of the sales pipeline) and it requires an automated process to sit behind the human effort to ensure efficiency can be made to improve conversion ratios at each stage of the pipeline process.

Don’t forget to adjust your selling styles to fit the market and…

Be Part of the Solution, Not the Problem

This is one of the most exciting evolutions of the recruitment sector that will come out of all this, I think.

In some parts of the sector, selling in recruitment has become as bland as it has become superfluously complex, which is why so many struggle to win good quality new business (exclusive, retained, high value, long term contracts) based on deep relationships and trusted partnerships.

  • We miss opportunities because we don’t explore deeply enough into the customers’ real challenges.
  • We try and sell products and services that aren’t applicable because we don’t understand their real needs.
  • We focus too much on short term, quick wins and less about building long term solutions.
  • We still talk about price and not value.
  • We sell the same “product” as everyone else keeping our competition always relevant

These are of course generalisations, but I am sure ring true for many if we honestly look back on what we were all doing pre-covid19.

Selling is not one dimensional, but nor should it be complicated.

It should be consultative, truly consultative, helping customers to understand their future needs, to challenge their perceptions of what is possible and working collaboratively with them to reengineer talent processes tot drive efficiencies and outputs that make a very real and tangible difference.

It should start with a blank page, a bunch of data and a load of questions – where it ends up is anyone’s guess, but it will more often than not end up far deeper and further down the line than traditional selling does. Let the conversation decide, let the problems be discussed, let the solutions flow.

We built one of these just before the lockdown with an SME recruitment business in the marketing space – literally a dual branded blank canvas that the recruiter literally took to the sales pitch and worked through with the HR team. 2.5 hours later the customer had in principal agreed a six figure exclusive contract when before they just had two perm roles to discuss!

It is about building win:win outcomes where both recruiter and customer achieve what they want and not more one than the other, because if you do that, I guarantee you will far more…

Enjoy the Journey

I’ll start this by going to back to the beginning – these are very unchartered waters for recruiters but even more so for recruitment leaders who are meant to know all the answers right now. Give yourself a pat on the back for what you have done and how you have responded so far, and more importantly give yourself a break.

Recruitment leaders have concerns about the economy, about families, about personal health as everyone does, but they also have to keep an eye on how the overall businesses are faring, about how they are faring as leaders, about the team, about just about everything! Emotionally, this is tough and our resilience is being tested.

But it doesn’t have to be.

The start of every new day is a new opportunity to drop in the next building block of our future. Throughout every day we have wins, however small, that we must celebrate with our teams. We also have challenges that ultimately we somehow overcome, that should also be celebrated.

The end of every day is an opportunity to celebrate another step closer to a new and better normality.

As an observer, I find the whole thing fascinating, watching how people are responding to all this, from those who have buried their heads and hope it will all just go away, to those who just want to ensure they…

Don’t Waste a Good Crisis

Winston Churchill said this in the mid-1940s, referring to the emerging US / Russia / UK alliance that would go on to become the United Nations and the opportunities that were coming out of the crisis that was the Second World War. And his words were as right then as they are today.

These are challenging times for sure.

The recruitment industry will change because of this. Recruitment businesses will change because of this. Recruiters themselves will change because of this. But if you want to, for the better.

This is rapid fire evolution.

Be an observer of everything right now – the good, the bad and the ugly, inside and outside of our sector – and look for the opportunities that change creates.

Don’t look at this time as being “difficult” and instead see it as being “different”.

Learn. Adapt. Compete.

  1. Avoid the Sideshows
  2. Design your New Normal
  3. Look Way Back to See Way Forward
  4. Create your Own Recovery
  5. Outside In Strategy
  6. Bottom Up Planning
  7. Purpose over Profit
  8. Leave the Shutters Up
  9. Feed the Machine
  10. Be Part of the Solution, Not the Problem
  11. Enjoy the Journey
  12. Don’t Waste a Good Crisis