October 28th, 2014

Working With Underperforming Salespeople

Selling quote from Robert Louis StevensonSalespeople have a tough job. There is no hiding… they either sell or they don’t. They are either meeting their quota or not. It is black and white.

When a salesperson is not meeting their targets then the next best thing they can do is to demonstrate that they are doing the right things. Again… there is no hiding. Their numbers of calls, number of meetings and number of opportunities generated are all typically known to their manager.

“Winning is a habit. Unfortunately so is losing.” Vince Lombardi

A good sales manager will know what kind of activity will ultimately lead to closed business, and as long as the salesperson is doing the right things the sales manager will usually cut them some slack, with the expectation that results will come.

It gets a little trickier when the salesperson appears to be doing all of the right things, but is still not closing business. At this point the sales manager should try to understand why the results are not coming.

Here are a few things for a sales manager to look at when their salesperson is not delivering:

  1. Is the salesperson actually having the meetings that they say? Stranger things have happened!
  2. Are they meeting with the right kind of people? Some salespeople like to “call high” but if the buying decisions are not made at that level then the effort might be wasted.
  3. Are they meeting enough of the right people?
  4. Do they have a good agenda heading into those meetings? Business focused.
  5. Do they understand what those clients really want?
  6. Do they understand their position against competition?
  7. Do they ask for the business?
  8. Are they diversified in the industries, companies, maybe even geographies that they have tried?
  9. Alternatively are they focused enough to actually make a difference? Sometimes salespeople can be “all over the map” and not focused in on the clients where the business should be coming from.
  10. Do they understand the client’s needs, and present your company solutions in a credible way?

“For every sale you miss because you are too enthusiastic, you will miss a hundred because you are not enthusiastic enough!” Zig Ziglar

If, after getting the answers to these questions there is hope for the salesperson, then there should be a plan to help them to be successful. This might involves classic sales training to help them better understand the sales cycle, it might be “role playing” to ensure that they are executing effectively; and it might mean “4 legged” calls with the sales manager so a better assessment can be made.

Sometimes it just doesn’t work out, and as with any employee it is better to understand that sooner rather than later!

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

October 10th, 2014

10 Tips For Dealing With Major Change!

change quote from SocratesI have written often about the need for planning, to have goals to aim for and a roadmap (tasks) that will get you to your goal.

Those goals can be personal or professional, they can be about you, the business that you run, a charity you are involved with or any other entity that needs to have a future.

Developing a plan is tough. You have to give it some time and energy, you need to put deep thought into the plan, you will likely need to coordinate the thoughts of multiple people to create your plan.

Executing on your plan is even tougher… because developing a plan is the “sexy” part, execution requires a discipline, routine, stamina and a willingness to keep pushing towards the goal. It can also be very rewarding, as you knock off those milestones along the way, tick off the “To DO” items that you complete and celebrate the small successes you can feel the positive momentum. You know you are moving in the right direction and that, even with the inevitable bumps along the way, you are moving inexorably towards that goal.

Sometimes plans change!

It could be external factors such as economic conditions, regulatory change, market changes or competitive situations. It could as easily be internal factors such as company changes, management changes, new better opportunities arising or staff changes.

Whatever the cause, it is likely to have a big impact on you. You developed a plan, you were working your plan, you have had some success and now the plan needs to change. It is quite likely you will experience the 5 stages of grief, although obviously not to the same extent. However denial, anger, bargaining, depression and acceptance are all likely to be felt!

“Incredible change happens in your life when you decide to take control of what you do have power over instead of craving control over what you don’t.” Steve Maraboli,

So what do you do…

  1. You have to get to acceptance as soon as possible.
  2. Be kind to yourself. Any large change can feel tough initially, even if the change is ultimately for the good.
  3. Vent. Talk about it to your trusted advisors, family and friends. Let some of the emotion go so that you can move on to what comes next.
  4. Self talk. Change brings opportunity, good lessons will have been learned along the path and anything you achieved, and experience gained, can be harnessed for the future. Whether the change is due to personal failure, situation change or other factors there is now a new opportunity to pursue.
  5. Understand the change. Listen, ask questions, REALLY understand and under no circumstances be the “naysayer”, sometimes called the “devil’s advocate”. At this stage let other people do that.
  6. Understand how you can contribute to the change. How can you be involved? What will you learn? How will you be viewed? What can you do to maximize the situation?
  7. Begin the planning process again. If it is your project then it is a project plan. If it is someone else’s project that you are a part of, then bring value to them.
  8. Give the new plan a chance. Don’t make hasty decisions. Do not be emotional. Focus on the positives and plan for success.
  9. Re-evaluate. Once things have settled down and execution against the new plan is happening, take stock of the situation. In the cold light of day are you on board with the new plan? Can this work for you? Can you bring value? Will you learn?
  10. Commit. Whatever you decide to do, do it well!

“They always say time changes things, but you actually have to change them yourself.” Andy Warhol.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Want to know where Canada’s hot jobs are?   Visit the Eagle Job Centre!
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
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October 9th, 2014

10 Company Culture Tips for Leaders

Jack Welch quote on cultureMost companies would like to think everyone is aligned with the mission, vision and goals of the company.

“If everyone is moving forward together, then success takes care of itself.” Henry Ford

The simplicity of Ford’s quote is powerful, and it is a true statement. The tough part is to actually get everyone on the same page!

Culture is driven from the top, and needs to be embraced throughout the organization. Yet people have their own ideas about what they like or dislike, what they will “buy in to” and what they feel is being rammed down their throats.

This individuality is both a blessing and a curse.

You don’t want to have people working for you that fundamentally don’t agree with your culture, your philosophies or your way of doing business.

You also don’t want a bunch of “followers” who mindlessly do what they are told.

The only way that I know to tackle this conundrum is to create a culture that works for the kind of people you want to attract. People that fit your culture will feel comfortable working there and those that don’t fit likely won’t last very long. Over time you develop ways to hire that will better eliminate those that don’t fit, reducing the number of hiring mistakes.

“Customers will never love a company until the employees love it first.” Simon Sinek

This is of course a simplistic 30,000 foot view because of course the reality is much more difficult.

Culture should be a conscious choice, not just a byproduct of local leaders and influential hires. The slightly longer version (maybe the 10,000 foot version) of how to achieve that would include:

  • Decide what values are important to your company… and communicate them regularly.
  • Understand what your company does, and does NOT do… and communicate it, regularly.
  • Have a direction for the company that is clear… THIS is where we are going! AND communicate it regularly.
  • Make sure that your business direction and values are aligned.
  • Make sure that any business decisions support your values and business direction.
  • Do not be swayed from your company objectives unless it is through a conscious strategic decision, certainly not a local ad-hoc business call!
  • Hire people that can buy into the company culture.
  • Do not hang onto people that are not a fit… the longer they are there, the more they damage your culture.
  • Communicate your values, vision and mission with passion… demonstrating how important it is.
  • Most importantly… LIVE those values.

Leaders have a responsibility to their company and to the people who work there, to embody the values of the corporation. Leaders who expect people to “Do what I say, not what I do” are fooling themselves if they think anyone buys that act in 2014!

“No company, large or small, can succeed over the long run without energized employees who believe in the mission and understand how to achieve it.” Jack Welch

If you can have a company where everyone is pulling in the same direction, then you can achieve anything!

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Kevin Dee is CEO of Eagle (a Professional Staffing Company) Want to know where Canada’s hot jobs are?   Visit the Eagle Job Centre!
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
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October 8th, 2014

Accountability Is A Huge Differentiator

Quote about creating your own destinyPeople who are accountable accept responsibility without excuse.

Entrepreneurs demonstrate their accountability by overcoming the many obstacles in their path on the journey to success… whether they are ultimately successful or not. If they are not successful, they will no doubt accept responsibility, learn from it and try again!

“Accountability breeds response-ability.” Stephen R. Covey

Leaders who are accountable find a way to “make it happen”.

They are big on answers, not so big on excuses.

The dog does not eat their homework.

The economy is not an excuse for them.

People “not answering their calls” is not an excuse for them.

The plan was too ambitious is not an excuse for them.

They don’t blame their employees, but they do hold their employees accountable.

They are not always successful in their goal, but they always accept responsibility for their results… without excuse.

They have a plan, they work their plan, they adjust their plan and they know they are going to be successful… because they are willing to do what it takes.

“When you’re in business you know what needs to be done. You have your goals in front of you and 99 percent of the time you know how to do it. Accountability is usually the missing piece.” Jason Mickey)

There are people who TALK about being accountable… but it is very transparent that it is just talk.

There are people who will work hard, not succeed and not accept that their failure is their own.

There are people that will be super smart, not work very hard and bemoan the fact that they were not successful.

There are people who will be successful because of circumstance, but when the going gets tough they will have excuses.

Those people who have that inbuilt drive to achieve their goals will be successful in their careers, even if they have bumps along the way.

People are not born accountable. They learn to be accountable. They understand that accountability is a huge differentiator for them.

Leaders who are not accountable will not last. They will reveal their true nature with their excuses, and their inability to deal with adversity.

“You don’t choose the day you enter the world and you don’t chose the day you leave. It’s what you do in between that makes all the difference.” Anita Septimus

The best thing that you can do for yourself is to take accountability for your own destiny. Nobody is responsible for YOU, but YOU! Not your employer, your boss, your parents or the government.

Take responsibility, be accountable to yourself… and the rest will take care of itself.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!

Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!

Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

October 6th, 2014

Ten Tips for Leaders Making Tough Decisions

Douglas McArthur quote about leadershipAny Leader needs to make tough decisions. CEOs tend to have the unique additional challenge of making such decisions as the final decision maker. It is a subtle, yet sometimes daunting, difference.

At any other level within an organization there is someone else to challenge/stop/change or just agree with the tough calls. The buck stops with the CEO which means she/he is ultimately responsible for all company decisions.

Experienced CEOs will generally get the calls right and know that, because they are not infallible, there will sometimes be mistakes. He/she knows that ultimately making a decision is always better than a “no decision” and most mistakes can be fixed if necessary.

Some leaders run into trouble, by making poor decisions, or by avoiding making decisions. In my experience there are a number of reasons for this:

  • They are unwilling to get/listen to the right input before making a decision.
  • They think they have all the answers themselves.
  • They become paralyzed by the amount of input to the situation requiring a decision.
  • They lack confidence in their ability to make the right call.
  • They are worried about upsetting some people with their decision.

If the leader having a problem is not the CEO, then the problem can be solved quickly by a decision made by a more senior executive.

If the leader having a problem is the CEO, the impact on the organization is significant. CEOs MUST be willing to make tough calls, and be seen to act on decisions. The majority of those decisions should be sound decisions. This builds confidence and trust, which in turn creates a healthy leadership team.

“Lead me, follow me, or get out of my way.” General George Patton

Here are some thoughts on my experiences as a CEO making tough calls.

  1. Get all of the input that you need, from whatever source. NOT just from your executive team.
  2. Truly listen. Some leaders “listen to talk”, you must “listen to understand”.
  3. Understand that you can’t please all of the people all of the time.
  4. Be sensitive to those who will not like your decision.
  5. When it is a big decision, give yourself enough time, but don’t go beyond the “right amount of time”. If you have all the facts, and nothing is going to change, it is time to make your call.
  6. Make sure you are making a business decision and not an emotional decision.
  7. When the decision is complex I like to get outside of the office to think it through. My ideal is to get on my motorbike and let everything else go, it is amazing how often this brings clarity!
  8. Communicate, communicate, communicate. Listen before and explain after!
  9. Some people will need more time to understand and absorb your decision, if possible take the time to explain it to them.
  10. Know your own weaknesses, and get the right advisors to help you with those. I am not a detail guy, but I have detail people I trust implicitly.

“Inability to make decisions is one of the principal reasons executives fail. Deficiency in decision-making ranks much higher than lack of specific knowledge or technical know-how as an indicator of leadership failure.” John C. Maxwell

Tough decisions will define you as a leader, do not shy away from them!

 

September 30th, 2014

Get The Critical Tasks Done!

Golda Meir quote about governing the clockEffective time management will make a difference in almost any job. As a salesperson I would credit time management with playing a huge factor in any success that I had.

Good time management will focus you on the most important tasks, prioritise your time, eliminate time wasters and make you your most productive.

The use of “To Do lists”, effective calendar use, a strong focus on prioritization of tasks, eradication of the dreaded procrastination and a strong work ethic will work wonders.

“The great dividing line between success and failure can be expressed in five words: “I did not have time.” Franklin Field

Today I want to focus on one particular aspect of time management that people seem to have trouble with. It is about plugging time into your calendar for high return activities, especially when you are already busy.

In the staffing business that might mean recruiters finding time to interview great people, who might not be a fit for the jobs they are currently working on. It is difficult to take time away from a current search that seems to be the top priority and spending time being proactive with other candidates. The lifeblood of any good staffing company is access to a pool of great people who are ready or almost ready for their next assignment. If you don’t keep that pool fresh you will see declining results. This is a critical activity!

The same kind of situation holds true for a salesperson who needs to find time to meet new prospective clients when they are already busy servicing their existing clients. If a salesperson relies solely on their existing clients and does not keep growing, then ultimately, and sometimes very quickly, the situation can change. Key contacts leave or change jobs, a contract might be lost, the client may compete the business or the supplier company loses the good graces of a particular client. Any of these situations might leave the salesperson with a dilemma, a reduced income stream and no way to replace it. A good salesperson knows that looking for new clients and contacts is a critical activity.
 
“The essence of self-discipline is to do the important thing rather than the urgent thing.” Barry Werner

There are many such situations in all professions, where even though the impact is not immediate, the task is still critical. Find time to do those tasks. Let everything else fill in around those time slots, but treat those activities like gold.

If you have heard the parable of filling the jar with big rocks, small stones, sand and water (or coffee) then consider these tasks to be big rocks. Get them into your calendar first or the calendar will fill up with all those other things (sand, small stones) leaving no room for your most important activities!

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

September 26th, 2014

The Effect Of Alcohol On Careers

Drunk man with a beerIt strikes me as strange that I am writing a blog entry with such a title.

I am quite partial to a nice bottle of wine.

I enjoy my single malt collection upon occasion.

I have been known to have a beer to go along with a barbeque on a hot Summer evening, or after a game of soccer.

I’m a social person, and a glass in hand with good company is definitely on my list of things I enjoy.

Having said that, I lost a brother to alcoholism when he was 46 years old.

My wife and I have a foundation that supports an addiction centre and I have been fortunate enough to spend some time talking to people who had been through that program, and were trying to put their lives back together.

I heard the story of the high flying sales executive in the high tech world who let drink affect his life.  The company did not make it and nor did his marriage, he ended up on the street homeless and in need of help.

High flying careers seem to attract drink.  Liquid lunches used to be very normal, multiple drinks after work is still common.  You see them in bars everywhere, smart bright-eyed young executives on the rise with access to expense accounts and having fun.  It is very alluring, and if you keep it in perspective it can be fun.

The problems come when the alcohol becomes a habit, or worse an addiction.

The young, bright-eyed executive gets to be not so young any more.

The weight gain is steady and as the bloom of youth disappears the skin ages, the eyes become not so bright and the slurred jokes become less funny.

What might have been acceptable in the “Mad Men” era is no longer acceptable.  Societal norms have changed … we no longer tolerate discrimination, smoking in the office or excessive drinking.

We do not want our companies to be represented by people that are less than professional.

We want conversations with our clients, stakeholders and employees to be intelligent, not slowed by excessive alcohol.

Every year I take a 4 week period where I will abstain from alcohol completely.  It is my way of ensuring that it is not becoming too important in my life, and that I can go without on demand.

When I talk to our new staff before company events I will tell them that there will be alcohol, and that if they want to drink that is fine.  However, they are company events, and so they should act accordingly.  They should not make a fool of themselves and they should be ready to work and contribute the next morning, not hung-over and moving slowly.

Some companies have a no alcohol policy and I can understand that.  Our culture is a fun culture, but a professional one, that says its OK to have a few drinks just don’t go nuts.

Alcohol ruins lives.  On a smaller scale it ruins careers.  Don’t let the “fun factor” of a few drinks get away from you and affect your life negatively.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

September 25th, 2014

Professionals Are Not Controlled By Their Mood

Professionals get the job doneEven the most positive people in the world have bad days… that is just a fact of life!

Given that most of us are human, (I have come across a few ogres in my time), we are also prone to react badly when we are having a bad day.

Here is the thing … it is NEVER appropriate to let your poor mood affect how you act and react at work.

Yes, we are all human so we will slip up.

Yes I have been known to break this “rule” myself, which in no way makes it acceptable.

“Be careful with your words. Once they are said they can only be forgiven, not forgotten.”

“Be careful with your thoughts they may become words at any moment.”

I had a boss that I still have the highest regard for, who called me on the carpet for being in a poor mood. I argued that 98% of the time I was the life and soul of the place, surely I was allowed to be “human” upon a rare occurrence!

The answer was no!

He explained that the impact of my bad mood affected everyone around me, and that was never acceptable.

He was right, although it took me a little while to realize it!

“Mood has to be controlled. Otherwise, it’s your master.” Toba Beta

He went on to suggest ways that I cope with those days … such as “putting on my professional face” which was some of the sagest advice I ever had.

How you act at work is a part of your personal brand … which means it is how people view you. Do you want to be viewed as professional?

If you want to be viewed as a professional, even when you are having a bad day, then here are some thoughts for you.

“When one door of happiness closes, another opens, but often we look so long at the closed door that we do not see the one that has been opened for us.” Helen Keller

  1. When at work … work!
  2. Learn to “put on your professional face”. Decide how you want to be seen by your colleagues and practice acting in that manner. It does not mean changing your character, just highlighting the most positive aspects.
  3. Develop coping mechanisms for when you are in a bad mood. It might mean restricting your time with others, it might mean avoiding some subjects or small talk, it might mean suppressing your feelings or consciously smiling.
  4. Take your time in reacting … be very conscious of your tone and the words that you use.
  5. Find things that lift your mood … whether it is pictures of your kids, feel good stories, inspirational quotes or a book of “things to be thankful for” that you create!

It is in your own best interests to be viewed as a professional and someone that is consistent in their work and in the interactions that you have. Nobody enjoys unpredictability in their work colleagues.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Want to know where Canada’s hot jobs are?   Visit the Eagle Job Centre!
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
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September 23rd, 2014

Do Your Values Match Your Employer’s

quote about living your valuesIt is normal for a company to have a set of core values, used to aid in decision making and to establish a culture that is developed purposefully rather than by accident.  It is normal that the employees of that company will have similar values, in fact if their values are not aligned then it is rare that a person would stay working for a company with very different values than the individual.

“It’s not hard to make decisions when you know what your values are.” Roy Disney

Companies will take time to develop their core values, they will probably have a strategic planning exercise involving key stake holders, perhaps with consulting advice.  The process will be structured and given some importance, because at the end of that process the core values will define the very nature of the company.

How often do individuals really think about their “core values’?

I would suggest that most of us come to know and understand who we are as we mature.  We may surprise ourselves from time to time, but generally we have a good understanding of what our limits are and what is important to us.  It is also fairly natural that these change over time, as we are exposed to different influences, but at our very core (good word) we know what we stand for.

So … do you try to align yourself with an employer that has similar values to you?

“Find people who share your values, and you’ll conquer the world together.” John Ratzenberger

Is one of your core values earning as much money as you can, above other considerations?

Are you content to earn a wage, and receive no training … or is personal development and lifelong learning important to you?

Do you choose to work at the most convenient employer, with no thought to their community involvement … or is that even a factor when you look for your next job?

I am not suggesting that people compromise their earning potential for other factors, but I am suggesting that a balanced look at your fit with a potential employer should be a part of your employment considerations.  If you are totally unaligned with your new employer’s core values then it is unlikely that you will be very content no matter what you are being paid, or how short your commute is.

Take some time to really understand what is important to you.

Ask yourself whether you really believe in the environment, supporting charities, training, team based environments … or is the size of your pay cheque the only consideration?

Can you “muscle through” the BS of an abusive boss, the micro management of a “hard nosed” corporate culture or the inequity displayed by companies that don’t value diversity?

“Values are like fingerprints. Nobody’s are the same but you leave ‘em all over everything you do.” Elvis Presley

Do you really know what you stand for?

Once you do … for those who are fortunate enough to choose their employer, try to make sure you are somewhat aligned with their core values.

________________________________________________________________
Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

September 12th, 2014

10 Reasons Clients Use Staffing Companies

CEO of Pepsico on the value of talentThe staffing industry continues to grow and provide value to clients across every level of government and every type of industry. Our services are used for many and varied reasons, so here are just ten reasons why we exist.

“Thirty-six percent of global employers are having difficulty filling jobs. This percentage has increased for the second consecutive year and is at its highest level since 2007.” Manpower 2014 Global Talent Shortage Survey

  1. Broad reach. The staffing industry spend their days looking for talent, talking to talent, receiving resumes from talent and building databases that track that talent. Our clients take advantage of that reach which most would have difficulty achieving themselves.
  2. Focused. We find great people, quickly and economically. That is our core competence… our clients are focused on their core competence. I don’t try to build pipelines, provide telecommunication services or manage people’s money. Our clients get professionals to help them with their staffing needs.
  3. Fast. Our clients need talent now, and that is exactly what we do.
  4. Cost effective. Some people have trouble with this, but paying a staffing company is an extremely cost effective way to recruit. Your people stay focused on what your company does. A fast hire means faster productivity. The cost of the client’s time and the improved productivity of their teams makes it a no brainer from a cost perspective.
  5. Strengthen teams. I blogged about this recently, but our clients use our services to proactively improve the quality of their teams. They replace poor performers with top talent… a huge win.
  6. Fill a gap. One of the most obvious uses of staffing services. A maternity leave replacement, a project that needs to be done, a short term increase in demand… all serviced by your staffing provider.
  7. Flexibility. Clients want to test run projects, have flexibility in their staffing levels, meet short term demands. There are any number of reasons why a well run company wants to have this kind of flexibility.
  8. Market knowledge. Staffing companies know what people are making in the market, know who else is looking for those people, understands what their client needs to do… and brings that knowledge and expertise to the table.
  9. Anonymity. Clients sometimes need to strengthen their teams through “head hunting”. They don’t want their name associated with the calls going out into the marketplace, so they use staffing companies and search companies.
  10. Easy. Like any services industry, we need to make life easier for our clients. They give us their hiring problems and we make them go away. Easy.

“More than 50 percent of global employers reporting talent shortages say the shortages significantly impact their ability to meet client needs. Forty percent of employers say shortages reduce their competitiveness / productivity.” Manpower 2014 Global Talent Shortage Survey

As “middle men” recruiters have been written off with the dawn of the internet and with the availability of apps on mobile devices. Some people don’t appreciate the depth of value our industry brings, despite the obvious impacts of skills and labor shortages, globalization, technological innovation and increased competition.

One final quote for the sceptics, from another staffing guy, Greg Savage, who says “Technology will never replace recruiters. Ever. Talent is not an online commodity.” I agree!

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