Recruitment Matters International September Newsletter

At the time of writing, the Petrol Retailers Association says there are 'early signs' that pressure is starting to ease at the pumps. On the other hand, The Times reports other industry sources as saying that disruption could continue for weeks. Let's hope for an early return to something resembling normality - care workers, NHS staff, taxi drivers and many more are already under enough strain without this adding to their woes.

In this month's newsletter:-

Ideal Marketing Company MD Jess Shailes considers questions to ask to help bring about beneficial changes to your business - and how it has resulted in a decision that has affected her own work-life balance.

In Warren's article, he also looks at change and shares a recent client discussion where simple changes would have a huge positive impact on their results.

I've written a short article on the importance of perspective and why you should understand what benefits your clients and candidates are looking for, then highlight these benefits in all your verbal and written communications with them.

JMW's Simon Bloch and Nathan Pavitt look at the potential impact on employees returning to work post-furlough and how to ensure their seamless transition back into the workplace environment.

Lastly for news of our full range of recruitment services, including upcoming training courses, check out "What's new?" 

If you have any requests on what you would like to see covered in future newsletters, please let us know. Also, please send your own potential editorial contributions to ken@recruitmentmatters.com. 


What do you want to change before 2022 arrives?
 
                                              
Contributor: Ideal Marketing Company MD Jess Shailes shares ideas and questions to ask in order to help instigate positive change – and how that has affected her own work-life balance.

This summer we’ve gone through another change here at The Ideal Marketing Company, or to be more precise, I have. After the company went permanently remote in January this year, after learning we could comfortably work that way as a result of the pandemic, I got thinking – if you can work from anywhere, why not by the sea?
 
When I met my other half he told me he’d like to live by the sea one day,  but seeing as I’d just bought a company in one of the most landlocked counties in England, I dismissed the idea or thought it might be one for retirement. But with all the difficult changes that the pandemic has created, there are some positives to be had and we’ve got to take these new opportunities where we find them.
 
So as we both work remotely now, we’ve upped sticks and made the move to Portsmouth!
 
A fresh perspective
For the agency nothing has changed. I’m as available as I was before and we’re communicating in the same ways over email, phone and Zoom/Teams (with occasional seagulls in the background). I’m also visiting Market Harborough regularly as my family and a lot of my friends are there, as well as many of our clients.
 
Where I do see a difference is in my overall perspective. After the past couple of years, a new environment and the resulting opportunities to make new connections can only be good for me and as a result the company. Novelty can get the creative juices flowing and unleash renewed energy.

Yet many, including myself, are hardwired to resist change. The unknown is scary, so we continue with something that’s not working for fear of change.
 
But if the pandemic taught us anything, it was that change will happen whether we instigate it or not. So, is it time to make a positive change for your business?
 
Making Q4 count
As we enter the last quarter of the year, as holiday season is over and more people are back to work, it feels like the last real opportunity to make changes in 2021. So, what will you change? To get you thinking I’ve included three simple questions below:
 
What is working?
It’s time to recognise achievements! I am not a fan of focusing on the bad, so before you think about what needs to improve, take some time out to think about what is working and take a moment to feel proud. This is particularly beneficial if you see evidence that change has been worth it and make the time to thank those involved. Maybe your customer service is brilliant, your website is bringing in leads and your network constantly refers new work? Whatever it is, it’s time to recognise it for the achievement it is.
 
What could be better?
It may be that some tweaks are all that’s required to make a difference – be careful not to throw the baby out with the bathwater! For example, many people post on social media regularly, but if you’re only promoting yourself, your engagement rate is probably quite low. A shift in messaging to focus on what your customer cares about could be all that’s needed to improve your engagement levels.
 
What isn’t working?
If you’ve been putting money into an area for some time and you’re not seeing any return, then it’s time to investigate why. Not everything you try in business and marketing will have a tangible return. I’m reminded of Lord Leverhulme’s quote – ‘I know 50% of my advertising works, I just don’t know which 50%’.
 
Marketing for positive change
Most of us faced with this carry on with 100% of the advertising just in case the campaign we switch off is the thing that was working. That’s where an outside perspective can help. Ask your network, fellow business owners, or why not claim our free marketing consultation?

Contributor: Warren Kemp, CEO and Trainer, Recruitment Matters International. Warren is also a qualified Mental Health First Aid Instructor
 
A potential client phoned me recently.
 
Actually he emailed me and I phoned him back. His email must have taken longer to write than it took to have the 20 minute conversation that happened between us when I called. It was a well worded, well thought out email and as soon as I read it I knew this guy was intelligent and articulate.  What was the reason for the call? His team of four weren’t hitting target and hadn’t been for most of the year. He was worried that things would continue along the same lines unless something happened to change it.
 
Now I could have sold him training and it would relatively straightforward to boost things quite quickly. However after an extended bad run he needs something that really lasts. So I asked him a simple question. “How many of your team are on the phone right now?” The answer was none. “How many have been on the phone for any decent length of time so far this morning?” I asked.  “None” he said.
 
So my response to that was a piece of advice. “If your team aren’t on the phone consistently for a decent amount of time, then it’s unlikely it will suddenly get better for no reason. You have to create a culture of working the phones more and that has to start with you.”
 
He sort of agreed but I sensed he was not fully on board. So I asked him one more question. “Why did you write me such a lengthy email instead of picking up the phone?”   He got my point.

It's you I'm talking to

 

• Providing easily accessible relevant information set out clearly and concisely;
• Making sure they are up to date with employees' individual circumstances as there are likely to have been developments during the time they have been on furlough; and
• Encouraging managers to hold one-to-one meetings with each of their reporting employees prior to a return to the office

What's new?