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Aimed at corporate employers, especially those who make use of recruitment and staffing companies. Great articles, advice and issues of general interest to HR managers and others involved in talent recruitment, selection and retention.


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Boost creativity: Encourage outside-the-box thinking

Posted By APSO, Thursday, 30 October 2014
Updated: Thursday, 18 September 2014

Boost creativity: Encourage outside-the-box thinking

The recruitment industry is tough and getting tougher by the day. It’s time to brainstorm and get your thinking cap on. Boost creativity in your business and invest in an afternoon of random thoughts (remember, nothing is too wacky and most of the best ideas start as completely manic!) and open discussion in an attempt to re-invent your business, your services and your value.

Before you can get down to creative thinking, make sure that you eliminate these creativity hurdles:

  •  Heavy workloads
  •  Tight deadlines
  •  Red-tape (business processes)
  •  Managers/Clients who are closed to new ideas
  •  Limited budgets

Provide an environment that encourages entrepreneurial thinking and “different think”. Whilst you don’t have to accept (or implement) every idea that is presented, make sure that you listen to the idea, ask questions and actively consider it to see if it could make a positive difference.

Consider “time to market” in your planning. Rather implement a good idea quickly and see if it works. If it doesn’t, pull it quick and lose nothing. Waiting to see if someone else tries it will only defer your potential advantage but also ensure that you’re always seen as a follower not a trailblazer. 

Opportunities for differentiation

Recruitment is recruitment....or is it? The labour market is the same for everyone – same access to clients, candidates and technology. So? How do you differentiate yourself in an otherwise crowded marketplace? Consider...

  •   Different fee models – shift from contingency and traditional % on remuneration
  •   Unbundling your services – think a la carte menu, not one price all you can eat buffet
  •   Partnering with specialists in aligned services, such as HR, psychometrics etc.
  •   Expertise due to specialisation
  •   Individual, not company, focused services, such as payroll management

Employee engagement increases when individuals are asked to participate in discussions and feel that their opinions, input and suggestions are seriously considered. In addition to the potential of creating an entirely new way of marketing, service or product line or candidate attraction programme, a brainstorming idea will also lead to more engaged employees and a happier and more productive workplace.



Tags:  APSO  apsogram  budget  creativity  deadlines  innovation  thinking 

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The Seven Deadly Sins of Recruiting

Posted By APSO, Thursday, 09 October 2014
Updated: Thursday, 18 September 2014

The Seven Deadly Sins of Recruiting

Jobvite, a global recruitment platform recently released their whitepaper, “The Seven Deadly Sins of Recruiting.” Included hereunder is an overview of these so-called “sins”...are you guilty?

We all (at least I think we all do) understand that the world of work has changed and with these changes, so too have the expectations of clients and candidates and the methods by which we source, engage and recruit them. Therefore, it stands to reason that the way that we operate as recruiters should change too.

Check yourself: Read the 7 deadly sins, according to Jobvite, and see if you need to amend your behaviour to improve your success rates as a digital age recruiter.

#1 “Find them and forget them”

It’s no longer acceptable to go out sourcing candidates and then, when the job is done, to simply forget them, starting afresh with each new job spec. Quality, skilled candidates require (and expect) nurturing. If you haven’t already invested in a candidate management system you need to start today. Build brand loyalty through regular, effective and efficient communication. Consider leveraging technology, including multi-channel communication platforms, to build and maintain strong candidate relationships.

#2 “Shots in the dark”

Analytics are essential for any business today, especially recruiters. If you don’t analyse where you source candidates, how best you engage with them and what behaviours translate into placements and future business referrals, you’re simply shooting in the dark. To ensure you have the right information at the right time, invest in technology that allows you to: (1) trace candidates back to the origin, (2) maintain contact and determine when/why/how they apply for your positions, and (3) pull reports that are simple, accurate and flexible.

#3 “Failure to feed the funnel”

You never have enough candidates. In today’s fickle society you always have to consider where you can grow your candidate base. Ensure that you consistently source new candidates through social recruiting, effective communication campaigns and candidate referral programmes.

#4 “Devalue the power of PR”

As important as Employer Branding is for your clients, Candidate Branding is equally important for your recruitment business. Invest time, energy and resources in building and maintaining your brand through consistent messaging and targeted PR campaigns.

#5 “Stuck with what we know”

As much as you shouldn’t throw out techniques that work, it is dangerous to rely too heavily on systems simply because “they’ve worked up to now”. Leverage new ways of finding and engaging candidates and clients, including social recruitment, digital marketing, use of specialised recruitment apps and platforms. Actively research what is available and give them a try. Remember too to integrate wherever possible to leverage every avenue and reduce administration.

#6 “Failure to get buy-in from the top”

Keep your management team informed and share the successes resulting from your innovation. When servicing clients, consider how you can educate them about your expertise and utilisation of technology, especially if you wish to increase fees and highlight your value!

#7 “If you build it, they will come”

No matter how much you invest in technology, fancy websites or snazzy marketing material, you still have to consciously go out and get the business. To really attract the right clients and candidates you need to properly understand your target audience and what appeals to them. Now, more so than ever before, marketing is about creating value, sharing quality content and positioning yourself as an expert. Enhance your success rate by: (1) Delivering quality, relevant content, (2) Make it easy for people to do business with you, and (3) Consider what would appeal to candidates in particular.





Tags:  APSO  apsogram  candidate  employer branding  innovation  PR 

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5 Skills every Mnager Needs

Posted By APSO, Friday, 16 May 2014

5 Skills Every Manager Needs

According to the New England College, modern managers need to have these five skills to succeed and given today’s staffing environment, these speak directly to us too:

     Evaluating the complex business environment

Less than half of CEOs believe that their companies are prepared to deal with the ever-increasing complexity of business and that investment should be made into understanding the threats and opportunities the changes present.


2.   Cultivating strategic thinking and innovation

Only 26% of Millennials believe that business leaders effectively foster innovation and yet 2 out of 3 consider innovation a key attractor when considering employment.


3.   Managing projects effectively

Not enough companies achieved their organisational goals in 2011 and largely in part to the inability to manage costs and resources effectively to ensure profitability. Risk management, especially in turbulent times, is a critical component in project management.


4.   Managing change and uncertainty

Quick decision-making is the most critical factor in succeeding through change, with high performance organisations 54% more likely to respond to change through rapid, yet considered, decision making.


5.   Shaping the organisation’s future

Encouraging innovation and rewarding creativity leads to engaged employees who look for opportunities, rather than excuses, in dynamic business environments. And with just 1 in 5 companies rewarding this creativity, you have the opportunity to attract future leaders into your business now. 

Tags:  APSO  APSOgram  business environment  change  innovation  management  skills  strategic thinking  uncertainty 

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