by Dylan Brent
If you are out of work and need to find a job, there are a number of options open to you. Firstly there are newspaper job advertisements, online job websites to help you find your desired job, then recruitment agencies. Recruitment agencies are an effective way to find a job, and for employers to fill worker positions. A professional recruitment agency will often be approached by large corporations looking to fill a number of positions, so, if you are looking for employment, often the easiest method to find work is through recruitment agencies.
Using a recruitment agency is advantageous for all parties, the job seeker, the employer and the agency itself. The job seeker can go through an interview process with the agency and generally the agency will get a "feel" for what job type will suit your interests, skills and experience. This eliminates endless and tiring job hunting and interviews. For any job seeker who wants to find a suitable job, and has special interests and goals, a recruitment agency is the good option.
Another strong benefit of using a recruitment agency for employers and corporations searching for new employees is that job seekers will be scanned by the agency to judge how suitable they are for the position. Employers can supply a job description to the recruitment agency and the agency can filter through data bases of job seekers to find the perfect candidates. Using a recruitment agency for large corporations and employers is an easy and often fool-proof method to fill job positions.
Here are a few things to remember when using a recruitment agency to find your dream job- you should not pay for their services as employers are already paying for them to find the perfect candidate, it is important that you design a good CV for your perfect job, and if you have any interests in another vacancy to make sure you let your recruitment agent know about your intentions. Another good thing to keep in mind is that it is necessary to build a strong relationship with a few good recruitment agencies; this will ensure you get selected for interviews when the appropriate position presents itself. There is a bit of work you can do from your side too, you can visit their websites and review their vacancies to see if you are interested in any of the positions.
A good point when dealing with a recruitment agency is for you as a potential employer to keep in touch with them, either by phone or email. So, if you are searching for a job, allow a recruitment agency to find one for you, but your duties will not end there. Be in contact and relay your desires to your chosen agent, ensure they understand your requirements and future desires and plans. Get a top recruitment agent to find you your dream job.
About the Author
Dylan Brent wrote this article for the online marketers at Employers Jobs (Great Offers).
Source: www.goarticles.com
Showing posts with label Recruitment. Show all posts
Showing posts with label Recruitment. Show all posts
July 11, 2007
Direct Sales Tips: Are You A Recruitment Friendly
by Jane Deuber
Building from within is the fastest and most cost effective way to grow your organization. Visions of distributors holding opportunity events, conducting one-on-one interviews and requesting three-way calls with their upline are the things that direct selling executive's dreams are made of. And while there are these precious, self-motivated individuals in every organization, "how to find more of them," is the question that is on everyone's mind.
What is the formula that will ignite a wave of sponsoring and infuse your organization with fresh new distributors? Is it a sexy new incentive trip, a "Triple Bonus Point" program, or perhaps a two-week recruiting blitz with all the bells and whistles? Perhaps. It is certainly true that direct sellers, by nature, love a good contest and all the recognition that comes with it. But then again, it just might be time to listen to the sage advice we often share with our distributors... "If you keep on doing what you've been doing, you'll keep on getting what you've been getting!"
Today's direct selling executives need to dig a little deeper to find new solutions to their recruiting challenge. Don't get us wrong...we are not suggesting that you do away with the contests and incentives. These are the foundation of your growth strategy and deserve your time, attention and capital. But perhaps there are some new ways you can spur new growth from within, ways that get to the heart of the matter and shift your distributor's perspective on sponsoring.
To do this we need to first look at your distributors blocks and barriers to sponsoring. It comes as no surprise that through interviews, surveys and focus groups throughout the country with distributors representing every product or service possible, the top two barriers to sponsoring were common among all participants.
Let's start with the winner - fear of rejection. While the world continues to evolve at a breakneck speed, human nature remains constant throughout the years... we hate to be rejected. At the risk of simplifying the matter, it is safe to say that nearly all companies are dealing with this barrier as best they can by offering scripts and training on how to approach and interview prospects, encouraging distributors to hone their skills by offering the opportunity again and again, and by offering exciting contests and incentives that inspire distributors to "push through the fear" and ASK, ASK, ASK! So rather than preach to the choir, let's look at the second fear, the runner up that you may not be addressing quite so eloquently.
The second barrier to sponsoring is... fear of responsibility. Countless distributors have shared that, although a new recruit often helps them move one step closer to earning an exotic trip, winning a prize or receiving the recognition they crave, it does not help them once they've got the new team member!
Here is what we heard... * "I'm not sure what I'm doing yet... how can I be responsible for helping someone else?" * "I don't want to feel like I have to have all the answers or be responsible for their success." * "The thought of others being dependent upon me for the answers scares me to death!"
No matter how many carrots you dangle, how well you train them to offer the opportunity -- what lies on the other side of the "YES," could be what is keeping them from growing their organization. The "responsibility" they feel to train, support and guide new team members after they've joined could be what is holding them back.
Recognizing that distributors do have a responsibility to train and guide their team and receive an override for their efforts, there are still some steps you can take to reduce distributor's fear of responsibility. Let's see how your company measures up.
Check those that apply...
* We address the "fear of responsibility" in our training material and newsletters and clarify their role as a sponsor according to our program.
* We offer thorough training that address various learning styles, including a detailed and indexed Distributor's Manual (for detail style learners), a variety of audio training tapes and CDs (for auditory learners on the go), Video demonstrations (for visual and kinesthetic learners who like to "see and do").
* We share the responsibility of training by offering regular corporate training through conference calls, video streaming and satellite events.
* We recognize the importance of the "coaching relationship" and offer company-wide training on the latest methods of team coaching.
How did you do? Have you adequately addressed the fear of responsibility? Are you offering training that shifts their perspective of what a leader and coach truly is? Could this be a barrier to sponsoring worth looking into?
Research with distributors from a variety of companies revealed that while some "forward thinking" companies have dedicated time and precious training resources to the topic of team coaching, many distributors feel they are not receiving "quality coaching" from their uplines.
"The skill of coaching someone toward their goals and dreams is a learned behavior that involves specific skills and tools, borrowed from the practice of professional coaching," explains Coaching Center Director, Jennie England.
"By teaching leaders these skills and incorporating them into the culture of an organization, companies will begin to see an increase in performance at all levels," England adds. "With 85% of the top Fortune 500 Companies using professional coaching skills within their organizations, doesn't it make sense that the direct selling industry can benefit as well?"
About the Author
Jane Deuber is Co-Founder of http://www.DSWA.org (the only association dedicated to the needs of independent party plan and network marketing professionals). Discover what makes DSWA so unique. Listen to motivating and informative free teleseminars by visiting http://www.mydswa.org/tele_class.asp
Source: www.goarticles.com
Building from within is the fastest and most cost effective way to grow your organization. Visions of distributors holding opportunity events, conducting one-on-one interviews and requesting three-way calls with their upline are the things that direct selling executive's dreams are made of. And while there are these precious, self-motivated individuals in every organization, "how to find more of them," is the question that is on everyone's mind.
What is the formula that will ignite a wave of sponsoring and infuse your organization with fresh new distributors? Is it a sexy new incentive trip, a "Triple Bonus Point" program, or perhaps a two-week recruiting blitz with all the bells and whistles? Perhaps. It is certainly true that direct sellers, by nature, love a good contest and all the recognition that comes with it. But then again, it just might be time to listen to the sage advice we often share with our distributors... "If you keep on doing what you've been doing, you'll keep on getting what you've been getting!"
Today's direct selling executives need to dig a little deeper to find new solutions to their recruiting challenge. Don't get us wrong...we are not suggesting that you do away with the contests and incentives. These are the foundation of your growth strategy and deserve your time, attention and capital. But perhaps there are some new ways you can spur new growth from within, ways that get to the heart of the matter and shift your distributor's perspective on sponsoring.
To do this we need to first look at your distributors blocks and barriers to sponsoring. It comes as no surprise that through interviews, surveys and focus groups throughout the country with distributors representing every product or service possible, the top two barriers to sponsoring were common among all participants.
Let's start with the winner - fear of rejection. While the world continues to evolve at a breakneck speed, human nature remains constant throughout the years... we hate to be rejected. At the risk of simplifying the matter, it is safe to say that nearly all companies are dealing with this barrier as best they can by offering scripts and training on how to approach and interview prospects, encouraging distributors to hone their skills by offering the opportunity again and again, and by offering exciting contests and incentives that inspire distributors to "push through the fear" and ASK, ASK, ASK! So rather than preach to the choir, let's look at the second fear, the runner up that you may not be addressing quite so eloquently.
The second barrier to sponsoring is... fear of responsibility. Countless distributors have shared that, although a new recruit often helps them move one step closer to earning an exotic trip, winning a prize or receiving the recognition they crave, it does not help them once they've got the new team member!
Here is what we heard... * "I'm not sure what I'm doing yet... how can I be responsible for helping someone else?" * "I don't want to feel like I have to have all the answers or be responsible for their success." * "The thought of others being dependent upon me for the answers scares me to death!"
No matter how many carrots you dangle, how well you train them to offer the opportunity -- what lies on the other side of the "YES," could be what is keeping them from growing their organization. The "responsibility" they feel to train, support and guide new team members after they've joined could be what is holding them back.
Recognizing that distributors do have a responsibility to train and guide their team and receive an override for their efforts, there are still some steps you can take to reduce distributor's fear of responsibility. Let's see how your company measures up.
Check those that apply...
* We address the "fear of responsibility" in our training material and newsletters and clarify their role as a sponsor according to our program.
* We offer thorough training that address various learning styles, including a detailed and indexed Distributor's Manual (for detail style learners), a variety of audio training tapes and CDs (for auditory learners on the go), Video demonstrations (for visual and kinesthetic learners who like to "see and do").
* We share the responsibility of training by offering regular corporate training through conference calls, video streaming and satellite events.
* We recognize the importance of the "coaching relationship" and offer company-wide training on the latest methods of team coaching.
How did you do? Have you adequately addressed the fear of responsibility? Are you offering training that shifts their perspective of what a leader and coach truly is? Could this be a barrier to sponsoring worth looking into?
Research with distributors from a variety of companies revealed that while some "forward thinking" companies have dedicated time and precious training resources to the topic of team coaching, many distributors feel they are not receiving "quality coaching" from their uplines.
"The skill of coaching someone toward their goals and dreams is a learned behavior that involves specific skills and tools, borrowed from the practice of professional coaching," explains Coaching Center Director, Jennie England.
"By teaching leaders these skills and incorporating them into the culture of an organization, companies will begin to see an increase in performance at all levels," England adds. "With 85% of the top Fortune 500 Companies using professional coaching skills within their organizations, doesn't it make sense that the direct selling industry can benefit as well?"
About the Author
Jane Deuber is Co-Founder of http://www.DSWA.org (the only association dedicated to the needs of independent party plan and network marketing professionals). Discover what makes DSWA so unique. Listen to motivating and informative free teleseminars by visiting http://www.mydswa.org/tele_class.asp
Source: www.goarticles.com
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