Posts Tagged ‘ Facebook ’

How do I get onto your PSL?

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If you haven’t yet come across UK Recruiter I recommend a visit and a read. Run by Louise Triance, UK Recruiter not only provides a wealth of information to all those involved in the UK recruitment market, but Louise is a big advocate of getting agencies and in-house recruiters to network and cooperate with each other.

Louise recently asked for contributions to her “Recruiter Clinic” series by asking various people involved with the recruitment business “What is the question you are asked the most often?” and “What is the answer you give?”

I was pleased to help.

This is the question I get asked the most: How do I get onto your PSL?

Many large organisations with traditional purchasing models follow complicated and cumbersome RFQ, RFI and tendering processes to select the suppliers for their PSL. There is no sure fire way of getting through the rules, weighting and scoring matrices that can be set up by procurement teams I’m afraid. This kind of process and the resulting set up, tend to leave suppliers feeling they are being kept at and arm’s length, with limited relationship potential, other than that of traditional supplier/buyer and that any quality in service is diminished. I agree. It’s a lottery and to be honest a waste of energy and time for all concerned.

In organisations where there is more emphasis on quality of service and importance placed on cooperation and understanding of the business, as well as the personalities required in the different roles, it is crucial that you build a relationship with the key stakeholders. These will either be with the in-house recruiting teams or the hiring manager.

A bit of advice, if the organisation you are trying to sell to has an in-house recruiting team, bypass them at your peril, for they can be the decision makers not only on which agency to deal with, but also on which people will be hired. You will almost certainly ruin any chance you have of dealing with that company if you try and go around the in-house recruiting team to the hiring managers directly.

Within such organisations PSL’s are built based on suppliers’ previous track record with a company, on feedback and input they get from the hiring managers. In-house teams in many of the HR departments talk to each other and compare notes on agencies, especially if they are members of The FIRM, and thus it is important that the levels and quality of service you offer is of the highest standards at all times.

If you are invited to give a presentation as part of a PSL review, be sure that you know the company you are presenting to inside out. You have to know the scope and scale of the company, which markets in operates in, who its competitors are, what the competitors are doing (in respect of sales strategy, reorgs, hiring) why they hire, how they hire, what competences they look for in the various departments, what technologies are important to that market, what is the buzz in the market, what legislation could affect them. This is more information than you can possibly get from an hours superficial searching on the internet. This is proper and through research, but it has to be done if you want to have any credibility. If you can clearly show that you know the market better than the in-house recruiters then you will be adding value already.

Hope this helps


Social Media (again!) but who does the recruiting?

Social Media as recruiting tools. Many many words have been written on particular subject; how to use Twitter, YouTube, Google, Facebook, LinkedIn, Xing etc to recruit with.

Just this week I was lucky enough to be able to listen to two leading figures in online recruiting; Bill Boorman and Paul Harrison both gave presentations on the advent and use of Social Media platforms as potential recruiting tools. On each occasion I was part of different audiences, each with different objectives and perceptions of the value of SocMed to their daily job functions. Both audiences were made up of experienced in-house corporate recruiters, who all know how to build attraction and acquisition teams, strategies, pipelines and source and acquire the best talent they can for their respective employers. It was interesting to hear the reactions of different members of each audience. It is very clear that even with all of the hype, people are still unsure.

What is important is that online SocMed platforms are here to stay and that the corporate recruiter will need to be able to make the best use of them to come out on top. How they do that will be up to the individual, the corporate strategy employed and how committed they’ll be. It is going to take a little money, a lot of thought and a bit of time to get it right. And what will be right for me won’t necessarily be right for you. Just think of the different strategies that companies such as Apple or Disney will employ compared to JP Morgan or even the BBC.

That is not to say they’ll have to spend hours and hours working the networks and gaining as many fans, followers or connections as they can (see previous posting for comments on that particular issue), but using the new ability to target specific demographics, search wider and faster than they have ever had the ability to do before. They will learn how to market both themselves and their Employer Value Proposition and as a result or part of that, they will need to learn what branding means and how it works. Understand who creates a brand, why it is so important and why it needs protecting!

SocMed has taken many of the old boundaries down and given us new tools and techniques to learn. But let us not forget that it is a means to an end and do not overlook the basics. By all means use SocMed platforms to find people, but when you do find them – PICK UP THE PHONE! SocMed doesn’t recruit, you do!