10th November 2010
Issue 479
CONTENTS

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We are starting work on our Recruitment Blog(s) of 2010 awards.  Please can you help with the nominations by submitting details of any blogs written by recruiters based in the UK that you rate.  More details will follow. Nominations here please

Weekly Tips - Request for content

I think I last asked for fresh content to this section was back in February - and now we need some more!  

Right from the very first newsletter we've been sharing websites YOU think other recruitment professionals would benefit from using (at least two need to be business sites and you can't suggest your own website!).  Please share yours with us (and our 23,000 subscribers!)

This is a more recent feature, but just as popular: over the past few years we've been sharing reader responses to the statement... "If I've learnt three things...".  We'd like to collect more of your thoughts on this to share in the newsletter.  If you'd like to give your words of wisdom you can fill in the form to submit them. 

AdvertisementVoyager

Voyager Software is a leading supplier of software and solutions for the recruitment industry and is now one of the few providers able to offer the full end-to end solution. With offices in the UK and Australia, Voyager supports thousands of users around the world and offers an extended range of support and consultancy services that help its clients keep one step ahead of the competition.

Voyager has five core product areas.
- Voyager 'Professional' - Perm & Long-term Contract.
- Voyager 'Commercial' - The Complete Perm & Temps Solution.
- Voyager 'VDQ!' - Fast-paced Temporary & Casual Labour.
- Voyager 'Mid-Office' - The Pay & Bill Solution. 
- Voyager 'Bureau' - Pay & Bill - for the Outsourced Provider.

Contact Sales on: 0800 008 6262 www.voyage.co.uk sales@voyage.co.uk

Article: The Most Placeable Candidate Technique by Bob Marshall

This technique is the invention Of Lou Scott the force behind the recruitment techniques of Management Recruiters International based out of Cleveland, Ohio who grew to become the world’s largest search and recruitment firm.

What Is A Most Placeable Candidate (MPC)?

Here are the five qualities that Lou taught us to look for in an MPC:

1. A candidate who has a marketable skill. This is not a wonderful skill as much as it is a skill that will get the attention of the potential hiring manager. A brain surgeon has a great skill, but it is not necessarily a “door opening” skill.

2. A candidate who is realistic about everything—job title, job compensation, commute, office location, etc. We want a candidate who lives in the real world. We want them to know that an average increase for a working person in the US who makes a change is in the neighborhood of 5-8%--not 50%, or even 20%. That just doesn’t happen in the real world. And, if you are unemployed, you will be lucky to find a job with a lateral compensation, and to go lower is not out of the question.

3. A candidate who has the ability to interview when you say—within reason—during normal working hours (not just on the weekends). Also, this candidate has the ability, should the match be right, to start within a few weeks not months.

4. A candidate who is reference checkable. Yes, we do professional business reference checks and the degree confirmations whether the client company wants to do them or not. Everyone has at least three professional references. The degree checks are a given—and a must!

5. A candidate who gives us respect as a professional. This candidate needs to understand that we know our job and we expect them to know theirs. They are not allowed to tell us how to perform, just as we don’t tell them how to conduct their business in their profession.

There is also this secondary list:

6. Currently working—i.e., happy, well-appreciated, making good money, but can be motivated (by you!) to move for a better opportunity;

7. At a mid-level position so that your hiring managers understand that you can recruit above and below their position;

8. Agree to call you every day at a pre-arranged time;

9. Agree not to compete with you by trying to place themselves (or work with other recruiters) during the period of time that you are going to be presenting their accomplishments and benefits to your marketplace.

13 Questions To Qualify Your “MPC”

1. What is going to happen in 2 months if you don’t have a new position?
2. How long have you been looking?
3. How many interviews have you had?
4. How many offers and turndowns have you had? Why?
5. What other opportunities are you considering? Why haven’t you acted on these yet?
6. What is your deadline?
7. When in the next 3-5 days can you interview?
8. Is there anyone in your family who will resist this move?
9. Have you given notice? Is it verbal or written? If verbal, will you type up a notice to hand to your institution/company when you have a position—or even before then? When is your last day?
10. Have you really made the decision to take a new position? Why? Are you serious?
11. Have you had the “family meeting” and made the “family decision”?
12. What if we find what you want and you then get a counteroffer? Will you consider it? Why?
13. If I can find what you want, you get an interview and get an offer, when can you make a decision?

(*Special Note: If you qualify hard on the front-end, those same answers will be there on the back-end.)

Once we identify the candidate who exhibits these qualities, we are ready to develop our FAB presentation and, even though it can be scary, to start marketing. Lou didn’t want you to be afraid. He would say to not let fear control your actions, but to embrace it. In the words of Eddie Rickenbacker, “Courage is doing what you’re afraid to do. There can be no courage unless you’re scared.”

Continued after the Jobs in Recruitment section...

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Elite Leaders has been bringing huge competitive advantage to its members for five years now. So if you seek a dynamic platform for discussion with like-minded, ambitious entrepreneurs and expert, sound advice as to how to grow and develop your specialist recruitment company to a higher level then contact us. 

Elite is owned and chaired by some of the sharpest business minds in the sector, people who have achieved great success, and wish to give something back to the recruitment industry with no strings attached. 

For more information contact sue@eliteleaders.co.uk 

Jobs in Recruitment

Here are a selection of the latest traditional, on-line and corporate HR recruitment vacancies from the Changeboard site:
- Recruitment Consultant-Perm Cand Desk - West End
- Construction Recruitment Consultant - Reading
- Recruitment Specialist (Onsite) - London
- Head of Recruitment - London

The UK Recruiter job board is run in conjunction with Changeboard. We are currently offering up to a 50% discount for recruitment consultancies to post their recruitment jobs.   To find out more contact Joe at Changeboard on 020 8675 8851 or email joe@changeboard.com and quote UK Recruiter. 

... continued from above

Why The MPC Approach Works

Lou taught that the ‘primary goal’ of the MPC marketing presentation call was to arrange a Send Out for your MPC. Everything else was secondary. And you know what. It worked! But there were also ‘secondary goals’ inherent in this presentation.

Basically, a marketing or sales call is really a rapport building call. Lou understood that, by using a “Most Placeable Candidate” (MPC) as a vehicle, you can open doors that would otherwise remain shut. Or, at the very least, exhibit to your potential hiring authorities, the caliber of talent that you can present when called on to do so. You can also avoid the “No Openings” box that so many of us face when we ask the ubiquitous question “Do you have any needs or anything I can help you with today?” 

Lou understood too that on each call you are also attempting to get between the 2 to 5 minute conversation mark. Less than 2 minutes and the call is not long enough for rapport building. Over 5 minutes and you run the risk of not being able to call all of the companies you need to call to ensure your “low risk operation” success. Of course, the companies who give you job orders and who exhibit one of the three requisites for which you search (i.e., companies who have a sense of urgency; companies who have particularly difficult positions to fill; and companies who want to be kept apprised of top notch talent as that talent surfaces) and who are serious, will receive more and longer phone calls from you. The other job order givers will not. 

The Detractors

Now this approach doesn’t come without detractors. Some recruitment systems, recruiters and even so-called expert trainers fall into the same trap when they lament that recruiters who employ the MPC marketing presentation approach are attempting to arrange send outs for their candidates when they don’t even know what positions the potential client company might have open for search. And I would agree with that narrow view if I didn’t understand that this candidate/vehicle merely serves as a way to help the recruiter engage the hiring manager in conversation and to start the rapport building process. You want your hiring managers to like, believe, trust and understand you. All four of these elements of rapport must be operative in order for these people to buy from you. Lou used to always say, “You sell what John Brown buys when you sell through John Brown’s eyes”. So, at the end of the day, this MPC approach allows you to:

1. Start the rapport building process;
2. Fashion optimum length conversations;
3. Avoid the “No Openings” box;
4. Obtain alternate Job Orders.

You should agree to keep all of your hiring managers apprised of the top talent available in their specialty area and near their geographical location and you will do that forever and you will do that for free. You are only wagering that someday they will like someone that you present so much that they will bring that individual in for an interview, make them an offer, the candidate will accept and will start to work. Only then will your service charge come in to play—the best service available anywhere.


This is part of the “The Simple Brilliance of” series of articles focusing on ideas and techniques from some of the great thinkers, movers and shakers in the field of recruitment who Bob Marshall has had the privilege of meeting and discussing various topics with over the past 25 years.

Bob Marshall, CPC, CIPC started in the search business in 1980 and became Western Regional Manager for over 60 Management Recruiters Int’l. offices in 1984. In 1986, he founded The Bob Marshall Group, International, training recruiters across the nation as well as in the United Kingdom, Malta, and Cyprus. In 1996, he returned to working a desk full time and continues to train recruiters. To learn more about his activities and descriptions of his products and services, contact him directly at: 770-898-5550 or espro@bellsouth.net or www.TheMarshallPlan.org. 

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UK Recruiter News 

Louise's UK Recruiter blog
You can read Louise's UK Recruiter blog at http://ukrecruiter.typepad.com. She has recently posted about My social networking policy, HR Forum - Savoy Place Review and National Online Recruitment Awards - summary. You can also keep up to date with other recruitment blogs from the UK via the UK Recruiter blog watch page at http://www.ukrecruiter.co.uk/blogs.htm. 

Discussion Board Summary
Don't forget to visit The Discussion Board. Current topics on the site include:
- Watching web pages
- Matrix SCM and Commensura
- refund
- Payroll / Factoring Problems (New Millennia)
- Recruitment Consultant tests
You do not need to be registered to post or view messages on the discussion board.  Visit the site, ask questions and share your knowledge.  

UK Recruiter Mergers & Acquisitions Activity
Are you interested in selling your recruitment or industry related business? Now is a great time to speak to us. We are running numerous types of sales and deals at present and regardless of the economic state of play there are buyers out there with cash that are keen to acquire companies that offer a good future opportunity.

Here is a recent press release and an example of a significant sale where UK Recruiter's M&A team worked closely with Optima Corporate Finance. This resulted in Alpha Facilities Management being sold and the owner securing an excellent deal. A just reward for many years of hard work!

Alpha Facilities Management Limited, the industrial recruitment and facilities business specialising in managed services to the food sector, has been acquired by Aktrion Holdings Limited the international outsourcing group backed by Graphite Capital. Chris Baumann, Director of Aktrion Holdings commented “ AFM represents an important step in the delivery of our strategy, enhancing our existing capabilities and providing expertise in the Food sector - a new Market for Aktrion. We are confident the deal provides us both with considerable expansion opportunities” Alpha was advised by Optima Corporate Finance. Philip Ellis of Optima Corporate Finance commented "We are delighted to have sold Alpha to Aktrion. This acquisition takes Aktrion into a new strategic market and they were therefore willing to place a strategic value on Alpha, enabling the shareholders to maximise the value of their hard work. Both parties feel that their objectives have been met, which makes this a successful deal for Optima Corporate Finance."

If you are looking to sell your business (or buy a recruitment business) call us now on 07724197830 or email mike@ukrecruiter.co.uk for a confidential and no obligation discussion.  www.ukrecruiter.co.uk/manda.htm

Industry News 

A Record 3 Million CVs for CV-Library
"CV-Library celebrates 3 million registered CVs on its well established CV database, which is now rivalling other leading UK job boards. An ABCe audit of CV-Library has been carried out during October that will support the quantity of CV registrations received. CV-Library prides itself on delivering high quality CVs to recruiters and employers, being extremely careful not to flood its database. A range of targeted strategies are applied to candidates encouraging them to regularly update or remove their CV, depending on their employment status - ensuring a wide range of fresh CVs are always available to clients. Less than 10 months ago CV-Library was celebrating hitting the 2 million milestone, reflecting a huge achievement in such a short space of time. The success is down to well established affiliate and online targeted strategies. www.cv-library.co.uk"

Integra People named Small Business of the Year
"Warrington-based recruitment company, Integra People, has shaken off stiff competition to scoop Small Business of the Year at the Cheshire Business Awards 2010. Sponsored by Royal Mail, the award, which was originally shortlisted to three companies, was given to Integra after they impressed the judges with their outstanding performance over the last two years. Formed in 2008, Integra, who are only in their second full year of business have steadily grown into one of Cheshire’s leading recruitment agencies, specialising in the construction, energy, engineering, telecoms and rail sectors. The awards, hosted annually by the Trinity Mirror Group, recognise business excellence and seek to reward companies and individuals who make a vast contribution to the community. www.integrapeople.com"

Free Travel and Subsistence Seminar 
"Zeel Solutions in conjunction with Brabners Chaffe Street, Jelf Manson and Bellgranger are pleased to announce a free Travel and Subsistence seminar for the recruitment industry. The seminar will provide a valuable insight into Travel and Subsistence in the recruitment industry and cover topics such as the current HMRC standpoint after the latest legislation changes, the dispensation process, employment law/contract considerations and how to ensure compliance whilst maximising the benefits to you and your workers. There will also be an Agency Workers Regulations (AWR) update from Paul Chamberlain Partner and Head of Employment Law at Brabners Chaffe Street. The half day seminar will take place on the afternoon of the November 23rd 2010 at Brabners Chaffe Streets’ Manchester Office. To book your place call 0845 3131311 or email seminar@zeelsolutions.com"

Jobsite win the Recruitment Website of the Decade Award 
"Leading online recruiter Jobsite is proud to announce a double award win at the National Online Recruitment Awards 2010 (NORAs) to acknowledge and reward excellence in online recruitment practice. Jobsite scooped the ultimate prize of the night: Recruitment Website of the Decade Award, recognising Jobsite as the website which has made the greatest contribution to online recruitment over the last ten years. Other shortlisted websites were Reed, MOD/Army Jobs, Totaljobs, S1 Jobs, Monster, CV Library and Jobserve. In addition, the ‘recruitment website of the decade’ also won the Best Generalist Job Board award for the second year running, beating Monster, Reed, Totaljobs and Fish4Jobs. The NORA Awards finalists are nominated by job seekers and members of the recruitment industry. The nominations are considered by a panel of independent industry experts. www.Jobsite.co.uk"

HotLizard's SEO Managed Service - 12 months for the price of 10 
"Search Engine Optimisation (SEO) is one of the most important considerations when developing a website or job board. Every day over 350 million searches are performed across the internet so it’s imperative that your online presence stands out from the competition within the search results. Following the successful launch of the SEO Managed Service this year, HotLizard has today announced its latest promotion. HotLizard is offering those who sign up to a 12 month SEO Managed Service contract, before the end of November, 2 months free of charge. HotLizard's SEO Managed Service is designed to support organisations that do not have the resource to manage their ongoing SEO strategy in-house by improving your websites natural listings, recognising opportunities to increase conversions and maximise your return on investment (ROI). For more information contact the team on 01635 527900 or via email seo@hotlizard.net."

idibu creates product range and launches new website
"Boutique software developer idibu today announced that it has divided and individually branded its four core applications to form a range of services. The move is designed to offer clarity to the market, enabling buyers to pick and choose which services they require. idibu also launched a brand new website to illustrate the new range at www.idibu.com. Previously all software released was known as idibu, however as from today, the multi-posting technology will be known as Adpost, applicant tracking and candidate management as Aptrack and the innovative candidate screening technology is branded as Apfilter. idibu has also branded its offering for the corporate market as Adpost HR - a pay as you post version of Adpost that has Aptrack included absolutely free."

This week's vacancies for you to work on
From TalentPuzzle this week are the following employer vacancies:
- Telesales executive, Basildon, £20k at 10%
- Quality Engineer, East Midlands, £25k at 10%
- Recruitment Consultant Sales, London, £22k at 15%
- Lead Marketing Manager, London, £45-50k at 15%
Using TalentPuzzle employers post their job vacancies and specify the fee they are willing to pay when making a hire. You can browse those vacancies, request engagement, submit CVs and earn the advertised placement fee. To get access to all vacancies, sign up here for free

Hitwise top 10 Recruitment Sites, week ending 6 November 2010
The most visited UK recruitment sites last week, starting with the most popular, were www.linkedin.com, www.reed.co.uk, www.totaljobs.com, www.jobsite.co.uk, www.jobs.nhs.uk, www.indeed.co.uk,  www.tes.co.uk, www.jobrapido.co.uk, www.cv-library.co.uk and www.jobcentreplus.gov.uk. For more information about Hitwise, visit http://www.hitwise.co.uk
View online: http://www.ukrecruiter.co.uk/recnet/ukrecruiter_newsletter_479.html 

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