It’s summer, everyone is away and nothing happens right?
Wrong!
The next 6 weeks plays a crucial part in setting the platform for the final quarter of 2011. Here are 5 things you could be doing over the next few weeks:
1. Connecting
Over the last 3 years I’ve published more than 300 articles. But at the same time, there are a further 300 unfinished articles which have never been been published.
Like many creative people, I get a tonne of ideas – but then my perfectionist tendencies often stop me publishing articles or shipping ideas.
But at least I’ve shipped 50% of the ideas.
Last week’s launch of the iPad 2 created two types of responses:
a) From the Apple Evangelists: ”It’s amazing”…”Love it!”
b) From the Apple Haters: “It’s a ripoff!”…… “I’d never buy an Apple product”
This “love it” or “hate it” relationship is one of the key’s to Apple’s success. In much the same way that it is for the food spread brand, Marmite – which people famously either love or hate.
Last week saw the record £50 million sale of the footballer Fernando Torres from Liverpool to Chelsea – and so making the 26 year old Spaniard the most expensive player in British footballing history.
Being a lifelong Liverpool fan, hearing about the sale made my toes curl at one point. But a week on, I think taking the money from the Russian billionaire Roman Abramovich (Chelsea’s owner) was a probably a good decision for Liverpool.
But putting football opinions and loyalties aside, the Torres sale also throws up some interesting lessons on how to manage top talent in today’s workplace:
1. False promises
“We don’t have a choice on whether we DO use social media; the question is how well we DO it” - Erik Qualman
FICTION: “Facebook is for kids”
FACT 1: Actually, the 40 – 55 years age group is the fastest growing demographic on Facebook.
And, of course, this demographic also has the highest disposable income, lowest debt levels and strongest professional network. Which is why businesses and recruiters are flocking to set up Facebook pages to engage with this group.
FACT 2: Over 50% of the world’s population are under 30
As we begin the second quarter of 2010, I recently interviewed the economist and media commentator Mitul Kotecha to get his views on the economy and employment market at the end of quarter one.
Mitul is a regular guest on TV news channels CNBC and Bloomberg TV to discuss his views on the global economy and is frequently quoted in publications such as the Wall Street Journal and the Financial Times. He also shares his views on the economy and global markets at his blog, The Econometer.
As you’ll see from the transcript of the interview below, he’s still cautiously optimistic about the prospects for 2010 and predicts a slow drawn out recovery with plenty of hiccups along the way.
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Sital: Mitul, when we spoke in December to look at your predictions for 2010, you were cautiously optimistic about economic recovery in 2010. What’s your take on things after the first quarter?
Below are details of the upcoming annual conference run by the UK’s ERA (Executive Research Association).
The theme of the day is ‘Talent’ with an impressive line up of speakers. There is also a panel discussion on adjusting to the new recruitment environment which I’ll be taking part in later in the day.
So whether you’re an executive researcher, recruiter, HR professional or business leader looking to keep upto date and network with like minded people – take a look at the details below.
ERA CONFERENCE 2010
“TALENT”
Wednesday 28th April 2010
9.30am – 5.15pm
When recruiting, many businesses get obsessed with finding people with the exact skills and experience. They spend weeks or even months with an open vacancy whilst they search for people with just the right background. Whilst this may have been logical and sensible 10-15 years ago, it’s no longer the best way to resource your business.
I strongly advise businesses of all sizes not to focus on looking for people with the full complement of skills and experiences, but instead focus on hiring those with the right values, attitude and personality (or VAP).
On a busy day, there is nothing worse than a cold call from a recruiter when you have no intention of recruiting. Except, of course, an unsolicited email from an unknown recruiter that’s been sent out to a whole bunch of people as a blind copy.
I received one such email today with the headline “Recruitment – 9% Fee.”
I won’t quote the company in question, but rest assured I was not impressed for 3 reasons:
Treating potential hires like you would potential clients is the route to successful recruitment and a strong employee brand.
Whilst this is not always easy due to the pressures of business or an overly bureaucratic recruitment process, you should be challenging these at every turn. In the same way that it is unacceptable for your customers to receive a slow, unprofessional service – so to is it not acceptable for potential employees to face poor service from you – after all they may well be a customer, or know someone who is.
Your recruitment brand and the overall brand of your business are heavily interlinked.
Click here to view Sital's video blog, Career Management TV!
