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Getting
recruitment right is tough.
We’ve all made ‘bad hires’ at
some point in our careers be that
the ‘dishonest hire’, the
‘under-performing hire', the
‘culturally wrong hire’ or the plain
‘ineffectual hire’. It’s never easy to ‘spot the winners’ but there are management tools out there to help increase your chances of making the right hiring decisions. Recent research from the CIPD shows that personality profiling is used in just over one-third[i] of recruitment processes. Aaron Wallis is offering you the chance, at no cost, to investigate refining your own recruitment process by introducing personality questionnaires.  Personality questionnaires are designed to strip away the interview facade of potential employees and help you to build a top-performing team. Our interview profile is a validated and powerful eight-page report that addresses essential traits in the workplace (see image for details of the traits). We think you’ll agree that it will provide a clear, simple and easy to follow guide that will help you conduct a structured, more insightful and professional interview. This is a simple invitation with ‘no strings attached’. We’d simply like you to sample the Aaron Wallis service so that we can learn more about your business and help get recruitment right for you. To take advantage of this opportunity and to claim your complimentary interview aid simply click here and complete the short online form. Within one working day, we will then contact you for a five-minute consultation to set that up for you. The resulting report will be delivered straight to your mailbox. You may wish to take the questionnaire on yourself to see how powerful it can be or perhaps even on a forthcoming interviewee. So put us to the test and see how Aaron Wallis can help you to ‘spot the winners’. We look forward to hearing from you, P.S. If you’d like us to set up more than one personality questionnaire just let us know. A link to a sample guide can be found here: http://ittybitty.bz/free-interview-aid P.P.S. Aaron Wallis offers the most inclusive recruitment service in the UK backed by a 12 month rebate scheme – click here to find out more
[i] Personality
questionnaires were used in 35% of recruitment
processes in 2011 (down from 44% in 2010)
CIPD, A Barometer of HR Trends and Prospects
2011
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Friday, 23 August 2013
It's Tough to Pick the Winners
Wednesday, 17 July 2013
Aaron Wallis Increases Advice Library to Over 500 Articles
We’ve always been pretty proud of the advice that we offer
across www.aaronwallis.co.uk which
we believe to be the most comprehensive, freely available advice offered by any
recruitment agency.
We’ve just undertaken a
massive overhaul of the Advice Library which now contains over 500 articles,
each written by industry experts, covering every imaginable business area from
sales and marketing to finance to taxation to doing business in other nations.
To access it’s simple – follow this link:
Then either drop down on the theme that you’re looking for advice upon and hit search and it will bring up every topic in the category.
Alternatively type your query in the search box and the search engine will chose the articles it feels most relevant.
We hope that you find it useful. If so please bookmark or post to facebook,
Twitter or LinkedIn using the user-friendly buttons on the page.
Thursday, 30 May 2013
Aaron Wallis Golf Day June 21st 2013
I would like to make you aware of the Aaron Wallis Golf Tournament which is happening on Friday June 21st at The Bedford golf Club, Great Denham (on the outskirts of Bedford). 'The Bedford' is a really interesting and challenging course for both beginners and middle handicap golfers alike and easily accessible from all parts of the Home Counties.
Here at Aaron Wallis we thought it would be a good opportunity for clients to take time out of their busy schedules to enjoy a game of golf and to mix with other members of the business community in fun and informal surroundings regardless of their ability to hit the ball 250 yards or putt in from off the green!
The format of the day will be 18 holes of golf starting in the morning in groups of four people with prizes on offer such as the longest drive, nearest the pin, Stapleford winner, and as always, the winner of the wooden spoon which should give everybody a chance of winning a prize!
If you are a hiring manager of either finance or sales staff and would like to take a break from your busy week and mix with business colleagues in a relaxed and friendly way whilst getting some exercise too, then please contact Giles Phillips on 01908 886124 or email me on giles.phillips@aaronwallis. co.uk. Places will be limited to 32 entrants so please respond quickly to guarantee your place for what should be a great day’s golf.
I look forward to hearing from you shortly, Cheers! Giles
Friday, 24 May 2013
10 Reasons for Employee Demotivation
Demotivation
can be contagious; even one demotivated employee who walks around the work
place spreading negative vibes can quickly work on demotivating others. The
causes of motivational and behaviour problems in any workplace are familiar to
most managers, but there is no such thing as a quick fix for most of these
problems. Most problems evolve over time and can take a long time to fix so the
best thing to do is prevent the cause before it becomes a problem.
10
of the most common reasons for employee demotivation, as well as methods to
combat these issues can be seen below.
Favouritism – If a colleague or even a group of
colleagues appear to be given special treatment it can be one of the most
demotivating things an employee could experience. A good boss would keep the
situation under control and curb favouritism before it gets out of hands.
It is quite natural to have trusted
employees in the work place but there should be a line between trusting an
individual and showing favouritism.
Too much work – Employees can feel overloaded with a
disproportionate chunk of work which can make them feel unable to perform their
duties well and on time. Be realistic with assigning tasks, delegate an amount
of work that is challenging but not overwhelming.
Lack of recognition and
praise – An employee
can feel unappreciated for his efforts. It doesn’t take a lot to make someone
feel good about them, a simple thank you or even a work lunch could do wonders.
No progression – Even the best salesman can become
demotivated quickly if they feel they are stuck in a dead end job. An employer
should always try to be flexible and look for a solution, progression increase
employee satisfaction and in turn productivity.
Poor leadership – Most reasons for demotivation of staff
comes down to poor leadership. If your company is lacking leadership then set
out to recruit employees with leadership skills, if not the next best thing is
leadership training.
Lazy co-workers – Lazy co-workers who do not pull their
weight and get favoured by management can be very demotivating. Set clear goals
and create a rewards system for the employees that do put the effort in.
Lack of company benefits
– It could be that a
field sales rep has to pay their own petrol or doesn’t get access to a company
car this could demotivate them. Be aware of what benefits will be more
attractive to employees in different roles.
Micromanagement – Perhaps one of the biggest reasons for
demotivation is micromanaging. Employees need to feel trusted and valued to
succeed—and micromanaging communicates the opposite.
Job role not challenging
enough – An employee
may love the company and all their colleagues
but if the role isn’t challenging enough it could demotivate them and make them
look elsewhere. Employers need to keep employees on their toes, keep work
challenging but not enough to make them feel over worked.
Not explaining your
actions – The unknown
for employees can demotivate them. Explaining the big management decisions will
help employees understand your perspective and they will also respect you more
for it.
Written by Liam Oakes
Liam is the Sales
Recruitment Manager at Aaron Wallis and has been with the company for 5 years
after having a career with the RAF; Liam has helped hundreds of Sales
Professionals secure a new Sales role and ensures that Aaron Wallis runs
smoothly.
Twitter - https://twitter.com/aaronwallisliam
Google+ - https://plus.google.com/+LiamOakes
Thursday, 16 May 2013
Excellent LinkedIn profile but should we rely on it?
Social media usage has increased significantly over the last few years and LinkedIn is a place where this is abundantly clear.
Originally the playground of the ‘white collar’ worker LinkedIn now proves itself to be an arena for factual but sometimes extravagant professional working profiles.
More and more employers will have accounts and build a network of contacts which are relevant to their world. On occasion potential hires will be scrutinised according to their credentials presented on the account but can this add to the ambiguity of accurate information?
When reviewing any profile it always pays to delve into the basics:
Does the individual have more than one account? (creating a varied presence online)
Academic records, can these be accounted for?
Length of time at previous companies and responsibilities (is this factual and accurate)
Whether you’re an advocate of the wonderful ‘endorsement’ system or not the more preferable gauge for credibility would be recommendations stating a clear testimonial from hopefully a relevant individual
More and more people are actively making their CV redundant and opting for the electronic link to their profile. In the past the validity of CV’s could sometimes be questionable and we should move forward with the times by being just as prudent with the digital version of the modern CV.
Written by Stephen Minney
Managing Consultant at SET Recruitment (A trading name of Aaron Wallis Recruitment and Training Ltd), Self Confessed Geeks who live with their commitment to technology
You can contact Stephen on 01908 764280 or stephen.minney@setrecruitment.co.uk
You can contact Stephen on 01908 764280 or stephen.minney@setrecruitment.co.uk
Tuesday, 14 May 2013
Top Tips on how to get a Job in Sales
It is well known the current climate isn’t what it used
to be, however there are certain sectors that continue to grow. In sales,
recruiters are continually looking for talent, it isn’t as easy as it used to
be to find the right sales role but for individuals with the right skills and
qualifications who are serious about their career, there are plenty of opportunities
out there.
If you’re looking for one of these opportunities there
are a number of things you can do to get you that perfect sales role.
Look
for a job the same way you sell – It is surprising how many
successful salespeople struggle to sell themselves in the same way as they sell
their product or service. By approaching the process in the same way as you
approach your sales, you will be more likely to achieve your ideal job.
Know
what you want – What do you want to get out of your new
job. Know what you want to sell; do you want to windows or advertising? Maybe
you don’t think it matters but in the long run it will, you are going to care a
great deal about what you are selling. You need to find a job where you can
really engage with both the product and the selling process.
Don’t
just email your CV – Always follow up your application with a
phone call, it shows you’re willing to get on the phone and knock down doors.
Your CV could be 1 of 100, if you follow it up you can be sure it will increase
your job chances no end.
Prepare
for an interview like it’s a sales call – Show energy in posture and
in your verbal responses, make sure you know their business, their market and
product lines/services well. With the Internet there is no excuse not knowing
their business. And finally, make sure they know your skills and what you bring
to the party.
Follow
up after the interview – After the interview do you go away? Do
you wait to hear about how it went? Make sure you follow up the interview
straight away, one of the best things you can do after an interview is send a
thank you email. How you go about pursuing a sales job is an excellent
indication to a potential employer as to how you might behave after they hire
you as a sales rep.
Written by Liam Oakes
Liam is the Candidate Manager at
Aaron Wallis and has been with the company for 2 years after having a career
with the RAF; Liam has helped hundreds of Sales Professionals secure a new
Sales role and ensures that Aaron Wallis runs smoothly.
Wednesday, 17 April 2013
Improve Your Job Prospects Using Social Media
The world has become a smaller place and it is now easy
to get back in touch with old friends thanks to Social Media. It has helped
many people build professional connections as well as being a great marketing
tool and platform which many companies use today.
However, as much of a benefit Social Media can be, it can
also be very harmful when it comes to getting a job. The following tips can help
you when it comes to getting your perfect job.
Clean
up your profile - Make sure you have a clean profile, if you’re
guilty of some questionable behaviour online you can either edit your privacy
settings so that nobody other than friends can see your profile or you can tidy
up anything that may be deemed inappropriate.
Avoid
Negativity – Your online profile gives an overview of what you’re
really like and constant complaining could damage your chances of getting a
job.
Become
a fan/follow relevant companies – Find pages relevant to
your desired line of work and become a fan or follow them. If you looking for a
role in the FMCG industry then follow FMCG companies and become a fan on their
page. You can start some basic networking by chatting with others within the
industry.
Use
relevant hashtags on Twitter – Such as #jobs, #jobhunt or
#jobsearch which offer both job openings
and general job search advice. If you’re looking for high-level information
about how to conduct a job search, this could be a great place to start.
Status
Updates – Post status updates which show that you are looking
for a new job. You may get friends help you by pointing towards certain
vacancies or putting in a few good words around their work place.
Find
Referrals into your target companies - Getting a referral from an
employee provides a 20x better chance of getting the job. Use LinkedIn to find
out who in your Facebook network has ever worked for the company you're
targeting. Use them to help you get beyond the threshold of the front door, or
perhaps even get you in the side door.
Profile
Picture – Make sure your profile picture shows you in a positive
light, if you have any pictures of yourself in smart attire, pick one for your
profile picture. Remember your profile picture is still visible to non-friends
so don’t give recruiters a chance to dismiss you before getting any further.
If used correctly, Social Media can be the perfect tool
for those who want to network, connect and search for jobs, it is about using
it in a positive manner so don’t fall into silly traps that could rule you out
of a potential new job from the get go.
Written by Liam Oakes
Liam is the Candidate Manager at
Aaron Wallis and has been with the company for 2 years after having a career
with the RAF; Liam has helped hundreds of Sales Professionals secure a new
Sales role and ensures that Aaron Wallis runs smoothly.
Wednesday, 20 March 2013
Employment Law Changes That Could Affect Your Business
There are a number of recent developments in UK employment law which
could soon be affecting your business if they aren’t already.
·
Unfair dismissal
compensationWith effect from 1 February 2013, the maximum unfair dismissal basic rises to £13,500, the compensatory award to £74,200 and the cap on a week’s pay to £450.
· Revised Unpaid Parental Leave
From the 8 March 2013 unpaid parental leave entitlement increased from 13 weeks to 18 weeks and can be taken up until a child’s 5th birthday but limited to a maximum of 4 weeks per year.
· Flexible Parent Leave
The government intends to implement flexible parental leave by way of shared maternity leave by 2015 in addition to fathers ‘2 weeks’ paternity leave and pay.
· New ‘employee-owner’ employment contracts – share for rights
From April 2013 – In exchange for certain employment rights (statutory redundancy pay; claim unfair dismissal (except in limited circumstances including TUPE); request flexible working hours or time off for training) an employee may have a new status of ‘employee-owner’ with shares of between £2,000 and £50,000 which will be exempt from capital gains tax.
· Collective Redundancies
The government has announced that the current 90 day minimum consultation period where employers are proposing to make 100 or more redundancies at one establishment will be reduced to 45 days with a commencement date of 6 April 2013.
· Employment Tribunal Reform
The Government is consulting on new Tribunal Rules where an early strike-out will be permissible and the cap on costs of £20,000 removed. However, it is widely expected that fees will be payable at the commencement of proceedings in the Tribunal and for the hearing itself with effect from summer 2013.
· Working Time and Time Off
The Government is yet to publish its response regarding whether workers who are unable to take annual leave during one holiday year will be able to carry over unused leave to the next holiday leave.
· Income Tax
Income tax for high earners will fall from 50% to 45% in April 2013 when new policies and tax measures come into play. The personal allowance rises to £9,440 in April 2013.
· Protection of Freedoms Bill
There are planned changes to the vetting and barring scheme and Criminal Records Bureau checks. The CRB check will be instantly accessible online and portable but there is no date yet when these changes come into force in 2013.
· Whistleblowing Disclosures
A public interest requirement will be included in the definition of a qualifying disclosure and this is expected to come into force in 2013 in the Enterprise and Regulatory Reform Bill. An employee will no longer be able to blow the whistle for alleged breaches of his or her own employment contract.
· Flexible Working Rights
The Government intends to extend the right to employees to work flexibly from 2014. Micro businesses will not be exempt.
· Diversity – Women On Boards
The Government has moved ahead with draft regulations requiring listed companies to report on gender balances of managers in the company. A manager is defined as "a person who has authority and responsibility for planning directing and controlling the activities of the Company". Companies with reporting years ending after October 2013 will need to consider the regulations when preparing annual reports.
Written by Liam Oakes
Liam is the Candidate Manager at
Aaron Wallis and has been with the company for 2 years after having a career
with the RAF; Liam has helped hundreds of Sales Professionals secure a new
Sales role and ensures that Aaron Wallis runs smoothly.
www.aaronwallis.co.uk
Monday, 18 March 2013
How to Plan an Effective Recruitment Campaign
When recruiting you’ve got two choices.
You can make up the process as you go along and hopefully cover ‘every
angle’ or you can set aside a few hours to follow a process that works.
By following a simple checklist you can save a lot of time and money
(especially in the long run). By following this six stage process (with links
to additional help and advice) you can ensure that you have a logical path to
hiring the right talent for your business.
- Recruitment Plan Checklist: http://www.aaronwallis.co.uk/recruitment-checklist.pdf
Wednesday, 13 March 2013
Why Testing Sales Candidates is a Must
Whether it is testing
candidates in a classroom environment or testing them online, pre-screening
candidates can do wonders for your recruitment process. This blog discusses
what types of tests are available and why it is something you should really
consider.
Testing doesn’t predict who
will succeed or fail in a position, it should be used in combination with other
recruitment tools, however…testing can make the hiring process more productive
by preventing costly mistakes and identifying who will be your organisation’s
top performers.There are hundreds of tests on the market today, and they measure literally hundreds of attributes from basic personality traits such as honesty and aggressiveness to specific sales skills such as prospecting and upselling.
Assessment Centres – They are a hugely successful way to recruit for the simple reason that
over the course of the selection process you see how a candidate will actually
perform in your role rather than the façade of their interview mode.
Assessment Centre methods have been proven to increase both ‘on the job’
performance and reduced staff attrition.
Assessment Centres are commonly
made up of any of the following:
·
Aptitude tests
·
Psychometric Profiling
·
Individual Exercises
·
Group Exercises
·
Presentation
·
Lateral thinking and problem solving
·
Competency interview
·
Group role play
Psychometric Profiling – Psychometric Profiling is a form of personality questionnaire which
would normally take no more than ten minutes for each candidate to complete.
They are a fast, simple and inexpensive pre-interview guide which when used
effectively allows the interviewer to ‘get beneath the skin’ in a quicker
period of time and enables you to make the most of the interview time.
Most psychometric
questionnaires look at the following areas:
·
Assertiveness
·
Drive
·
Extroversion
·
Confidence
·
Social Sensitivity
·
Caring
·
Structure
·
Openness to Change
Upgraded Psychometrics – Most basic psychometrics will come at no extra cost, however for a
small price you can get your candidates to complete an upgraded psychometric
which could be any of the following:
·
Advanced Sales Questionnaire (ASQ)
·
Rapid Personality Questionnaire (RPQ)
·
Personality Profile Analysis (PPA)
·
Tests for Selection and Training (TST)
·
General Intelligence Assessment (GIA)
Skills Tests – There is a huge number of skills tests available, most contain questions
for basic, intermediate and advanced skill levels and questions are randomised.
Skills tests can vary from 15 – 45 minutes depending on which test is taken.
Skills tests cover every imaginable area though here are some of the most
popular for sales candidates:
·
U.K. Sales Concept
·
U.K. Analytical Skills
·
U.K. Basic Office Skills
·
U.K. Logical Reasoning – Deduction
·
U.K. Logical Reasoning – Mathematical
·
U.K. Call Centre Outbound Sales Skills
·
U.K. Call Centre Inbound Sales Skills
·
Marketing Fundamentals
Written by Liam Oakes
Liam is the Candidate Manager at
Aaron Wallis and has been with the company for 2 years after having a career
with the RAF; Liam has helped hundreds of Sales Professionals secure a new
Sales role and ensures that Aaron Wallis runs smoothly.
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