When you take your first steps into the world of work, there’s a common belief that bigger is always better. Whether you’re a school leaver or graduated with First Class Honours from Oxford, you can be wowed by the bright lights of an “award winning”, “industry leading” behemoth of business. But… underestimate the small and agile at your peril.
The recruitment community owes a debt of gratitude to George Boole. The entire world does, to be fair. But recruiters especially. The first Professor of Mathematics at what’s now University College Cork died in 1864 at the age of 49. Today, his influence is felt in computer science, engineering, philosophy… and mutton chops. By all accounts he was a top bloke as well. A bona fide genius, Boole is rightly credited as being a key architect of the 21st century.
There are plenty of reasons to consider the size of an employer when you’re looking for a new job. This article will give you reasons to consider a blue chip company. And this article will highlight everything you need to know about a smaller business. There are positives and negatives to each of course, much of it will depend on how you see your career and immediate to short-term aspirations.
Recruiters get a bad rep. Despite how hard they work, often for nothing, they’re victimised and blamed for lots of things that aren’t their fault. Fair enough then they take the foot off the gas sometimes. An early finish here. A late start there. But, here’s the thing… You can’t be seen doing nothing. You have to look busy. At all times.
Recruitment agencies, just like any business, always need to be ready for the next change that could shake up the industry. The latest innovation in recruitment might not be a rocket going to Mars, but it can still have a significant impact on recruiters. Google for Jobs has been live in the US for almost a year, and it’s soon being rolled out in the UK. So what does it mean for recruiters?
We all know the top grumbles from consultants cutting their teeth in large corporate agencies: – Death by KPI with a megalomaniac manager breathing down your neck – Having ‘uncapped commission’ but a threshold so high you cry on a quarterly basis – Operating transactional, impersonal and even unethical recruitment methodologies Most of us have been there. And there’s no denying these businesses are great training grounds for proactive autonomous 360 recruiters. But invariably the day comes when you’re ready for more flexibility, trust and creative license.
Do well and you’ll be rewarded with the chance to build a team. And this could happen very early in your career. So, what do you look for when there’s no ‘list of skills?’ When you’re the one making the hiring decisions? There are plenty of traits ‘good recruiters’ have in their armoury. But a lot of the time, what’s good for one business, isn’t for another.
At Hunted we’re constantly trying to give recruiters ways to be more productive. Why? Because if you’re more productive, you can get more things done in a day. And if you get more things done in a day, you should make more money. Time management therefore should be something you’re looking at closely.
By the end of this essay, you’ll learn how an old system of government is not only still in place today, but thrives as an organisational model in recruitment. You, the peasants, will understand more about your place in the world. And why you’ll never break the glass ceiling of nobility.
Future proof careers. Is there such a thing? Mike Davies, CIO of KCOM has found that businesses working across all sectors are now investing in technology to improve areas like customer experience and create new product developments. This means there is a growing demand for IT-centric skills.
