…the online talent sourcing platform for applicants with a Disability |
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…the online talent sourcing platform for applicants with a Disability |
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The aim of strategic resourcing is to ensure the organisation has a workforce that speaks directly to its culture and business requirements, and that can help it achieve its business goals. It’s an approach to recruitment that integrates business strategy with employee resourcing strategy so that the latter supports the business in achieving the former.
Vanessa Brandt, contact resource manager of Ovations Group, explains the difference between recruitment and strategic resourcing. “Recruitment is more reactive as it’s about filling vacancies and finding candidates for existing jobs. Strategic resourcing, on the other hand, is about looking at the long-term needs of the organisation and planning around that. It considers future hiring needs as well as developing a talent pipeline with a longer-term view, which is of utmost importance within the IT industry as individuals with specific skill sets are scarce.”
"Having a strategic relationship with a resourcing partner can provide a consistent stream of quality qualified candidates…"
While this approach may seem like a no-brainer to ensure that businesses have the skills they require for the future, not all organisations have adopted it. Brandt says: “Many companies choose to do their own recruiting internally and thus do not realise the benefits of investing in outsourcing or partnering with someone who can manage this process on their behalf. The advantages of choosing the right strategic resourcing partner, such as Ovations, include gaining access to experienced recruiters who have insight and knowledge of the market, extended reach, dealing with candidates and not applicants, and access to key strategic skills. This reduces cost and time for the business as there is rapid access to resources and budgets due to the already existing pipeline of qualified candidates that are readily available.”
Brandt says: “Having a strategic relationship with a resourcing partner can provide a consistent stream of quality qualified candidates in a timely manner based on the long- and short-term needs of the business. People are one of the most important resources in a business, so developing strategic partnerships and solutions around your human capital is key.”
In addition, by developing long-term partnerships with a resourcing partner, the business has access to their knowledge and expertise about its industry. Brandt says: “Finding candidates with strategic or niche skillsets can often be a time-consuming and difficult process. With talent shortages potentially restricting business growth, it is important that businesses have access to the skills they need as fast as possible.
“The expertise you gain through strategic resourcing partnerships will improve the quality of your hiring processes, reduce risk, enhance retention and ultimately give you and your organisation a distinct competitive advantage.”
She goes on to clarify how strategic resourcing works, and how it is aligned with business strategy. “Firstly, the business will need to complete a comprehensive analysis of its existing business landscape. It will then need to identify its short-term and long-term goals and consolidate overlapping initiatives. This will help in identifying any opportunities and gaps that need to be filled. The next step entails identifying organisational capabilities and talent implications as well as analysing the company’s current talent and outlining the talent needed to promote organisational strategies. Lastly, a plan of action will need to be developed to recruit and attract the desired talent and, this is where finding a strategic resourcing partner becomes relevant.”
Brandt outlines the six main steps required for effective strategic resourcing:
While the above might seem like a huge jump from the traditional approach of simply advertising a position and interviewing suitable candidates, Brandt firmly believes the benefits to the business far outweigh the learning curve required. “Strategic resourcing allows organisations to be proactive rather than reactive, it sets up a sense of direction, increases operational efficiency, helps to increase market share and profitability and can make a business more durable in the long term.”
There are few sectors of the economy that have not been affected by COVID-19 but recruitment is one area that has been particularly impacted. With entire workforces now working from home and workflows going through huge evolution to account for social distancing, a lot has changed. But what key differences are there to note in recruitment right now and how is the industry likely to recover?
Over the past month, as a global Fortune 1000 leader, we have learned a great deal from hiring and supporting businesses during the lockdown period. From confusion and panic in the early stages of lockdown to strategy and planning, our clients and businesses across the spectrum have had to take a new approach to making recruitment work. These are just a few of the changes that we’ve noticed during this time:
An increase in virtual collaboration
There have always been tech tools to support greater virtual collaboration but businesses have not embraced them quite in the same way as during the pandemic. This has been an eye-opening experience and may pave the way for more time saving and cost effective workflows once life returns to normal.
Reducing the barriers to the hiring process
It’s amazing how obstacles that had seemed immovable can suddenly disappear when there is a pressing need for them to do so. These could be internal silos or specific candidate skills requirements.
Remote interviews become the norm
Many businesses were already beginning to introduce a Skype interview as part of an initial vetting process but this has quickly become standard during lockdown. After all, there is no other way to move through the interview stage at this time. This has meant finding new ways to get insightful responses from candidates and challenged applicants to ensure they are able to communicate effectively via a screen.
More meaningful working relationships
The physical distance currently imposed on all relationships all has led to the need for greater communication and collaboration, especially when it comes to delivering detailed briefings and insights so that nothing gets lost in the space between us all.
An increase in flexible working arrangements
Businesses that may previously have denied requests for flexible working may find it hard to do so after the crisis passes as a result of the way organisations have adapted to integrate mass working from home. Many enterprises may see this as an opportunity to offer a different type of working relationship to candidates and existing staff.
What we have seen recently will likely continue, and demand for recruitment will inevitably undergo a change. What was the norm pre- COVID-19 will change post COVID-19, for example we may see recruiters continuing to interview potential recruits over video conference calls, rather than in person, particularly at the early stage of interviewing to save time. This is also an opportunity to reflect on what couldn’t be done before, and what can be done now by utilising technology more.
During this period we saw the disruption of IR35, which was ultimately delayed, and in turn, where we saw potentially a pendulum to permanent hiring, given economic uncertainties, we anticipate higher contract demand as businesses manage risk.
Hiring for technical roles across the full spectrum in Life Sciences, Manufacturing and IT roles (particularly cyber security, data science and developers) is likely to show good demand and the expectation would be to see these areas outpace traditional corporate support functions. It’s an upsetting time where we will see some traditional businesses close, nevertheless other businesses in emerging technologies and that have shifted their operations to cope with the pandemic, and shifts in business and consumer demand, such as food manufacturing, technology projects and start-ups will start evolving and drive demand for hires.
It’s important to remember that corporate demand for hires will return, albeit maybe through a different way of working, for example working from home and utilising technology and other tools. What we are seeing is inevitable change in the hire market impacting across most industry verticals. Whilst there will be a larger number of people looking for work, the niche nature of those roles and limited supply will drive demand and potentially salaries given increased competition.
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“Having a positive mental attitude is asking how something can be done rather than saying it can’t be done.”
Bo Bennett
“To avoid situations in which you might make mistakes may be the biggest mistake of all.”
Peter McWilliams
“We don’t see things as they are, we see them as we are.”
Anais Nin
One of the very first things I started to work on consciously with my own personal development was to improve my outlook on life.
It was over 10 years ago that I started to delve into this topic and to step by step – and while sometimes tumbling backwards – build a more optimistic outlook.
An attitude that would over time become more and more stable so that I could not only look at the world in a positive way during good days.
But also so I could stay positive and constructive even during tough times and keep working towards something better.
In this article I’d like to share 11 of the best, smartest and most effective habits for doing so that I have learned during over more than a decade.
I hope you will find something helpful here to stay positive.
One of the simplest but most effective ways to build a more positive outlook has in my experience been to ask more helpful questions as often as possible.
When I am in what seems like a negative situation – maybe I have been lazy, made a mistake, failed or stumbled in some kind of way – then I like to ask myself questions like:
Doing so is a whole lot better than what I used to do in such situations. Because back then I usually asked myself how much I sucked and how things could get even worse now.
I do however not always use these questions right away.
Oftentimes I need a bit of time to process the thoughts and feelings that arise in situation before I can do that.
Trying to force optimistic thinking when you are still in an emotional turmoil or a bit shocked usually don’t work that well.
Who you choose to spend your time with and the input you get from further away like the TV, the internet and magazines will have a huge effect on your outlook.
To be able to stay positive it is essential to have influences in your life that support you and lift you up instead of dragging you down.
So carefully consider what you let into your mind.
You can for example ask yourself:
Consider the answers. Then think about how you can start spending less time with one of those people or information sources this week.
And how you can spend more of the time you have now freed up with one of the most positive sources or people in your life.
I have found that when I go too fast, when I try to think, talk, eat and move around in my world really quickly then things don’t go too well.
Stress builds up. Negative thoughts about just about anything start to well up and I feel like my own personal power decreases.
But if I slow down just for a few minutes – even if I have to force it by walking, talking and eating slower – then my mind and body calms down too. It becomes easier to think things through clearly again and easier to find the optimistic and constructive perspective.
It’s very easy to lose perspective, especially if you are stressed and you are going too fast.
And so a molehill can become a big and terrifying mountain in your mind.
A simple three step way to handle these situations so they don’t get out of hand is to:
Say stop.
In your mind, shout “STOP!” or “NOPE, we are not going down that path again!” as soon as thoughts of this kind starts to spin in your head.
Breathe.
After you have disrupted the thoughts by shouting stop sit down and just be still.
Breathe with your belly and focus on just your in-breaths and out-breaths for a minute or two to calm your mind and body down.
Refocus.
Question your mountain building thoughts by talking to someone close to you and getting a more grounded perspective on the situation by just venting or by getting his or her input.
Or simply ask yourself this to widen your perspective and to chill out:
Will this matter in 5 years? Or even 5 weeks?
Sometimes you may want to take a chance in life. Start a new habit that feels unfamiliar, your own business on the side or ask someone out for a date.
A common trap when you want to do one of those things is to get lost in vague fears and about what could happen if you actually took action.
And so the mind runs wild fueled by fear and it creates nightmare scenarios and plenty of self-doubt.
I know. I have been there many times.
So I have learned to ask myself this: honestly, what is the worst that could happen?
When I have figured that out I also spend a bit of time on trying to figure out what I could do if that that often pretty unlikely thing happens.
I have over the years discovered that the worst thing that could realistically happen is usually not as scary as the nightmare my fear-fueled mind could produce.
Finding clarity in this way doesn’t take much time or effort and it can help you to avoid much mind made suffering. And help you to get going, step outside of your comfort zone and take that chance.
What you send out you tend to get back from the world and the people in it.
Not from everyone. And not every time.
But what you send out there matters a whole lot.
What you give them and how you treat them is what you’ll get back. And they way you treat others and how you think of them also tend to have a big effect on how you treat and think about yourself.
So give value and spread the positivity by for example:
Helping out.
Lend a hand when moving. Give a friend a ride in your car.
If he or she needs information then help out by checking it up on Google or asking a friend of yours.
Or start a blog or a podcast and share what's helped you out in life.
Just listening.
Sometimes people don’t want any direct help.
They just want someone to be there fully and listening as they vent for a little while.
Boosting the mood.
Smile. Give hugs when appropriate. Play uplifting music when hanging out with a friend or suggest an inspiring movie for your movie night.
Or encourage when someone has had a bad day or are going through a tough time.
This is very obvious of course.
But I know the big, big impact a good night’s sleep or good workout can have when my thoughts are pessimistic and I have a lot of tensions on the inside.
And I know how much simpler it is to think clearly and optimistically when my belly is not empty.
So I highly recommend being careful about these basic habits that may sound boring. Because they do have a huge effect either way depending on how you manage them.
One of the most common fears is the fear of criticism. It can hold people back from doing what they want in life.
Because having negativity flowing out of someone’s mouth or email and it being about you can hurt. And being rejected can sting quite a bit.
But if you want to take action on what you deep down want then criticism is pretty much unavoidable. So the key is learning to handle it in a healthier way.
By doing so your fear of it will lessen and it will hurt less if you do get criticized.
I usually use four steps when I get some criticism. Maybe they can help you out too:
Step 1: Don’t reply right away.
When you are angry, upset or riled up then is time to calm down a bit before you reply.
Take at least a couple of deep breaths or a little time to process the message before you respond.
Step 2: Really listen to the criticism.
Try to remain open and level-headed and figure out how this message can help you.
Ask yourself:
Is there one thing I can learn from this criticism? Is there something here that I may not want to hear but could help me?
Step 3: Remember that the criticism isn’t always about you.
Some criticism is helpful. Some is simply attacks or someone lashing out because they are having bad day, year or job.
To lessen the sting of such criticism – often really angry or overly critical in an unconstructive way – I try to be understanding. I think to myself that this person might not be feeling so good at the moment.
Step 4: Reply or let go.
No matter the content of for example an email I try to keep my reply level-headed and kind. I may add a question or two to get more specific feedback that is helpful.
And if they don’t reply or I have simply gotten a nasty attack then it is time to delete it and to let that situation go.
Sometimes something can still get under your skin and hurt you. Even if you use the steps above.
Two things that have helped me with that challenge are:
Let it out.
Just letting that issue out into the light talking it over with someone close can be very helpful to see it for what it actually is.
And to find a healthier perspective on the situation.
Improve your self-esteem.
I have found over the years that with a stronger self-esteem things drag me down less and they don’t ruin my day as much anymore.
Negativity from others bounces off me much more often instead. If you want to practical help with this then have a look at my 12-week, step-by-step Self-Esteem Course.
So be careful about how you spend your mornings.
If you get going at full speed, lost in future troubles in your mind then the stress, perceived loss of power of over your life and negative thoughts will ramp up quickly.
If you on the other hand start your day by moving slowly, by having an uplifting conversation with your family or friend or you spend some time with reading or listening to inspiring and helpful articles or podcasts over breakfast or during your bus ride to work then that can make a big difference for how your whole day will go.
When you spend your time in the present moment then it becomes so much easier to access positive emotions and to stay practical about what you can actually do about something in your life.
When you get lost in the past or future like so many of us have spent a lot of time on doing then worries very easily become bigger.
And failures and mistakes from the past being replayed over and over in your mind drag you down into pessimism.
By moving slowly through your morning and hopefully through much of the rest of your day it becomes easier to mindfully stay in the moment you are in.
Another simple way to reconnect with the moment in you are in and to put your full attention there again is to focus just on what is going on around you right now for a minute or two with all your senses.
See it. Hear it. Smell it. Feel the sun, rain or cold wind on your skin.
It might sound like a small and insignificant thing to do. But this simplifying reconnection with the moment can have a very positive effect on the rest of your day.
Managers have subordinates, leaders have followers.
That short statement took me many years to learn. When I was young, and thrust into a management role way before I was ready, I thought leadership meant “getting people to do things”. And maybe, in the end, that is what it is. But it’s not by telling, or coercing or bribing. It’s way more subtle than that. And if you are looking to carve out a career in managing a recruitment business, developing your leadership abilities will be key to your success as a manager of recruiters.
Consultants are typically demanding, fickle, selfish even. Merely managing the process won’t be enough for you to build an exceptional business.
The good news is that leadership can be learned. It can be improved.
And it has to be — because creating an environment where people want to do things, rather than feel they have to, is the difference between great and mediocre. And yet leadership is so hard to define and so hard to find in our industry as well.
But perhaps it’s not surprising. Because it is true that many of us in management roles in recruitment have been promoted into leadership positions because we were good recruiters. Or we started our own business, hoping initially to just survive, but our energy and drive finds us now with teams of people to lead. We may, if we are lucky have learned to manage along the way, but who ever taught us about true leadership? What is it? What does a leader do? How does a leader behave?
To really make this point, I am going to pose a question. It’s rhetorical, but it’s directed at anyone reading this who is, or wants to be, a leader.
“Why would anyone want to be led by you”?
It’s a frightening question. And with good reason. You cannot do anything in this business without followers. We know it’s all about the people. And in these “empowered”, Generation Y times, followers are hard to find, right? People don’t follow blindly, and they don’t simply do what they are told – unless they believe. So managers of recruitment businesses had better know what it takes to lead effectively. You must find ways to engage people and rouse their commitment to the company goals.
But first, what are we talking about when we say “leadership”?
Well, there are many definitions. But, in this industry, knowing the psyche of the average recruitment consultant, I believe it’s best encapsulated by two, linked characteristics.
You see, I have come to understand that the people who matter to us most are NOT the ones with the most credentials. People we look up to are not the ones with the most money or the most awards. The people who matter, the ones that we respect and will ultimately follow, are the ones that care and the ones who’ve made a difference in our lives.
That is leadership at the level we should be focused on now. Leaders will be judged by their ability to impact people and make a difference.
Think of your own history in the recruitment business. Is there a person or two who made a difference, taught you things, mentored, and influenced your values? Showed faith when others didn’t. Inspired you through their actions? That’s leadership. And that’s who we have to be for the next wave of recruiters coming through.
So there we have it defined. Leadership is about truly caring and about making a meaningful difference. Leadership is not about talking a good game. It’s not about thumping the table like some deranged half-time football coach. It’s not about dreaming up an esoteric vision statement that no one believes in or acts on.
Leadership is Action
It’s what you do that counts. It’s your behaviour that people will remember and emulate. It’s your example that people will follow.
Leadership is action.
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by Greg Savage
The outbreak and acceleration of the COVID-19 pandemic is severely impacting people, labour markets and economies around the world. The situation is no less critical in the temporary agency work sector with the number of workers being cut down by 50% to 70% across Europe.
Building on a long-standing tradition of social dialogue, the World Employment Confederation-Europe and UNI-Europa, representing EU Sectoral Social Partners for temporary agency work, decided to address this unprecedented challenge together and issued joint recommendations to both mitigate the immediate impact of the crisis and prepare for the recovery of the labour market and the economy.
The primary, common goal of the sectoral social partners is to protect the health and safety of temporary agency workers, to keep people at work in a safe environment and support businesses through these difficult times. The contribution of temporary work agencies to keeping the labour market fluent and functioning is essential during the COVID-19 pandemic and in the phase of the economic recovery.
A constructive sectoral social dialogue is a vital part of this contribution. Since the outbreak of the crisis, temporary work agencies and trade unions have been active informing workers and companies on the management of health and safety risks and have been in contact with governments to secure equal access to support measures for agency workers (e.g. paid sick leave, short time work).
The joint recommendations build on those actions already undertaken and call on temporary work agencies and user undertakings to ensure adequate health and safety protection equipment and training tailored to COVID-19 specificities. Temporary work agencies should commit to strengthen reallocation of workers from sectors in decline to sectors in urgent need of workers such as healthcare, logistics, education, agriculture & food production and supply. Such practices are already implemented in countries like the Netherlands, Ireland, the United Kingdom and Belgium.
The recommendations also target national policy makers whose role should be to ensure that temporary agency workers are guaranteed access to universal healthcare, maintain their income and have a minimum right to social protection. Short-time working schemes that have been introduced in many European countries and which are now reinforced in the current COVID-19 crisis via the EU “SURE” initiative can be an effective tool to keep people in employment while providing income support.
Once on the path to economic recovery, the temporary agency work will continue to play a key role, providing labour market access and transitions and in improving the skills and employability of workers. The sector can build on its expertise in health and safety to create a safe and quick pathway back to work. As the joint recommendations underline, the sector can also rely on the solutions already put in place by sectoral social partners at national level for skilling and re-skilling in order to ensure that temporary agency workers have access to training/retraining.
The World Employment Confederation-Europe and UNI-Europa call on policy makers to ensure that the sector has access to support programmes and to strengthen the cooperation between public and private employment services. The sectoral social partners also remind that reforms to ensure effective access to skilling and social protection across diverse forms of work must be accelerated.
The COVID-19 pandemic is challenging our industry, our economy, the way we work and our society. We have a unique opportunity to reinvent the ways of working, learning and providing social protection to the benefit of all workers, regardless of their employment contract.
This concept of social innovation is at the heart of a joint project that the World Employment Confederation-Europe and UNI-Europa are currently conducting, and which will be concluded in early 2021. As our strong tradition of social dialogue has shown, it is only in close cooperation and mutual respect that we can ensure that the economic recovery means a return to inclusive growth.
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Michael Freytag
World Employment Confederation-Europe Public Affairs Manager