Interview with Louise Triance, UK Recruiter

Louise Triance runs the UK Recruiter Community and has taken time out of her busy schedule to speak with us at CareersinRecruitment about her role and the Recruitment industry.

- You own and run 'UK Recruiter': tell me a little more about the nature of your business and your role within it

UK Recruiter is a community site for recruitment professionals in the UK. The site consists of a supplier directory, discussion board and email newsletter. It's my business and I do more or less everything myself. I have help with the technical stuff on the website (basic HTML is just about as far as I go) and someone (hello Fliss) to proof my blog posts and help moderate the forum.

- How has it changed over the last few years?

The main things would be starting my blog in late 2006 (which has really taken off now and is a main focus for me) and partnering with Broadbean to re-start the networking events -which again are going brilliantly.

- What attracted you to this industry and where did your business idea come from?

When I left the recruitment firm I worked for I wasn't sure what I wanted to do. My dad was just setting up a business with an ex-colleague offering "Web for Managers" training and I said I'd help out for a few months. After a bit I realised that we could do a version of the course called "Web for Headhunters". We offered it direct to search firms and as a public course via the REC for a few years. The website and newsletter grew out of that. At the time we were the only company offering a directory for recruiters, an email newsletter for the industry and internet training (and later our discussion forum). Obviously the market is a bit more crowded now but I do still try to keep ahead of the competition and avoid ideas that someone else is already offering (by the way, my dad keeps trying to retire but is called into service for doing the accounts now!)

- What would you like to change about the industry?

It has to be the image the recruitment industry has. Sorry, to say that in many cases the reputation our industry has is justified. The majority of recruiters are professionals who offer a great service for the price they charge. It's always the cowboys that ruin it for everyone.

- Greatest challenge: Stopping myself spending all day reading blogs!

- Favourite aspect of your work? Helping to facilitate introductions. I honestly love connecting people (which is one of the reasons we recently started our LinkedIn Group for UK Recruiter - with the objective of helping recruiters connect with others in the industry via LinkedIn.

- What would you do, as a career, if you weren't working in Recruitment?

I can't imagine ever working for someone else again so that would be pretty limiting for me. The first personality profile I ever completed did suggested Prison Warden......

- Any recommendations for job-seekers looking at a career in Recruitment?

Ensure your first role is with a decent company who will invest in your training and development. The days of being straight on the phones should have long gone.

- Previous Jobs:

The only other proper job I have had was working for a search and selection firm (Highfield Human Solutions). Despite having left 10 years ago I still haven't totally escaped from them and do the occasional consultancy project. They are definitely one of the great examples of recruitment consultancies.

- What was your new years resolution and have you stuck to it? I've given up on New Year resolutions, however, had I made one I would undoubtedly have broken it by mid Jan.

- Ultimate ambition outside of work: This is so cliched - but it's to be happy and to make those around me happy.

- Favourite tipple: Sadly mostly just soda water. Occasionally vodka and soda.

Would you be happy to accept less pay for the job of your dreams?

A recent survey by Monster.co.uk of around 2,300 people revealed that 80% of people in the UK would be happy working for less money in the job of their dreams.

This peaked my interest. Surely the jobs of our dreams are things like; singer, actor, rally driver, footballer or astronaut. Have we put ourselves in a little bit of stalemate with the above statement? Do people want to be actors because they enjoy performing and getting up at 5.30 am to shoot the morning’s scene fourteen times? Or do they want to be actors because of the money and fame? Do you see the paradox we’re now presented with?

Ranking above the UK for aspirational pay cutting were the Swiss, Italians and Irish. The Irish come out top of the list with a total of 84% happy to cut their pay in exchange for their dream jobs. While beneath us were France, Belgium, Hungary and Poland. Surprisingly all these countries have unemployment rates higher then the EU average.

Julian Acquari, managing director of Monster UK and Ireland, commented “It’s gratifying that European workers see there is more to life than just money.” But, is it a case that money is less important or is it just that we’re all chasing the dream?

"Finding the right job for someone is just as important as finding the right person for the job; it has to be a positive relationship for both the employer and the employee.” Says Acquari. In an atmosphere of aspirational dreams and growing confusion and complications, it looks like recruitment consultants are more important than ever.

Rob Scott, Managing Director: Aaron Wallis Sales Recruitment

As a busy, successful Sales Recruitment Business owner, Rob Scott shares with us his experiences in the industry and has some serious recommendations for those looking at this career path………

- You own and run Aaron Wallis Sales Recruitment: tell me more about your role, company and what motivated you to establish the business.

In a highly competitive market, I felt that there was a gap in the market for a true value added specialist sales recruiter and a business that simply ‘did it better’! One of our aims in setting up Aaron Wallis was to provide genuine, tangible USP’s to both our candidate and employer clients.
For candidates we offer free career quizzes, a free library on articles to help increase business, free psychometric questionnaires, free skills testing and probably the most comprehensive career advice centre offered by any recruiter, which includes free MP3 podcasts to download.
And, for employers we offer psychometric questionnaires, skills testing, bespoke interview questions (driven by the psychometric tool) and we recruit on a fixed fee basis. We also back our service up with a 12 month rebate scheme which means that new employees aren’t under pressure in the first six weeks to ‘repay the recruitment fee’! In fact, we’re very proud of the fact that in all of the placements we’ve made we’ve only had to rebate on three of them.
My role is ultimately to run the business but I’m very hands on and really enjoy meeting employers and candidates. I’m really proud of everything we’ve achieved so far at Aaron Wallis, it’s been a fantastic journey!

- What attracted you Sales Recruitment?

If I’m honest I entered the sector like many recruiters – I fell into it rather than chose it! I went in to register with Austin Benn and was asked if I’d ever considered recruitment! I hadn’t at all so it was a real fluke and I’m tremendously grateful for the chance that I was given as I really, really enjoy what I do. As time has gone on I realise from ex-colleagues and contacts that I don’t think I’d enjoy recruiting in any other sector as it seems to be very much skills and experience matching. In sales recruitment you can still consult with your clients and place the best person for their business rather than the best CV and that’s the bit about the role I really like – making companies better!

- Previously you worked for 10 years as Marketing & Sales Director at Austin Benn: how did the business change over that period?

In the last 10 years the role of a recruiter has changed dramatically. When I started at Austin Benn only the administrators had PC’s and the consultants used good old job cards, candidate cards, a rollerdex system and a pen! Our database was a hardback book of candidate notes. Funnily enough this system worked really, really well! The Internet and particularly the job boards have transformed the recruitment sector. Ten years ago a typical day for a recruiter would be half selling the service and half meeting and matching candidates. Now it has a heavy administration element as a typical recruiter receives 100 emails a day from prospective candidates and employers. It’s still great fun and I think it’s important to never lose track that recruiting is first and foremost a sales job. The top consultants across all industry sectors are still the ones that sell the most and communicate the most – with technology it’s just now a different approach!

In the last ten years basic salaries in sales have risen sharply but conversely the opportunity to earn has lowered. Sales is far more consultative now than a decade ago and I think that it’s great that more and more sales professionals are proud of their trade and their skills. Also the biggest change in the last decade is that sales professionals are now highly valued in organisations and, confirmed in some major research that I did last year, the majority of UK companies are now sales led. And so they should be!

- What are the characteristics and skills you have that you believe are particularly suited to what you do?

I’m a good blend of sales and marketing with good IT skills. I’m a well rounded character that doesn’t take life too seriously. I am a classic sales profile – brilliant at starting projects but need someone behind me to finish them! I think the greatest quality that I have that is particularly suited to the role is that I genuinely like people. I am always really interested in how individuals and businesses do things differently and wherever possible I also like to help people.

- What would you like to change about your industry?

Believe it or not I feel that as an industry we should be more highly regulated. We’re dealing with people’s lives here and I think it disgraceful that anyone could set up a recruitment business tomorrow without any qualifications or prior experience. There should be a minimum government regulated qualification required to run a recruitment business like there is in Financial Services.

- Favourite aspect of your work?

It’s so varied! It’s a cliché but true – genuinely no two days are ever the same and every day I encounter a situation that I’ve not experienced before. I love meeting different people, working in different industry sectors and getting involved in all aspects of the recruitment cycle. The biggest kick I think you can get in recruitment is placing someone in a business where they flourish and reach greater and greater heights.

- What would you do, as a career, if you weren’t working in Sales Recruitment?

Deep down I’m an anorak of quite serious proportions – my nickname is ‘Cropper’ after ‘Roy Cropper’ in Corrie! For seven years before I entered sales recruitment I used to take school kids on educational tours and I absolutely loved it. Unfortunately though it didn’t pay the bills! I’m a History graduate and at the end of my career I plan to finish as a History teacher or maybe return to guiding school kids on history trips!

- Any recommendations for job-seekers looking at a career in Recruitment and or Sales?

Plan and prepare. Research every opportunity thoroughly to make sure that it’s what you want. With the Internet it’s so easy to find out tonnes of information now about a potential employer and you can buy a report on the financials for less than a tenner.
I think the biggest problem is that people don’t really take the time out to look at what it is that they want out of a job, and in fact what they want out of life. This is why we put together our ‘Jobsearch checklist’ and comprehensive information and exercises on ‘goal setting’.

- What was your new years resolution and have you stuck to it?

I’m a phenomenal goal setter and set myself around thirty things to achieve in 2008 – around ten of which I’ve achieved already. I set myself a comprehensive five year plan in late 2007 so the resolutions I set for 2008 were milestones along the path to reach my bigger five year plan. I gave up drinking in January, have taken up half marathons again and I suppose my New Year’s resolution in the traditional sense was to watch less TV as it’s such a timewaster.

- Ultimate ambition outside of work: I want to have the letters MBE on my gravestone!
- As a successful business person, what are you never without: A smile on my face and a positive attitude. With these you can face any challenge that business throws at you!

Well thank you very much Rob, a very inspirational interview and it shows what a genuinely honest and experience professional you are.

Featured Job - IT Executive Recruitment Consultant

London - £25,000 - £35,000 + Excellent Bonus

Mindbench is a market leading specialist recruitment firm. We recruit outstanding executive talent for the management consultancy sector. Our clients include the Big4 and specialist management consultancy firms. We recruit on a permanent and project basis for our clients with salary levels from £40,000 to over £120,000. We are highly respected within our business sectors for offering high quality recruitment solutions and delivering on client requirements. We are the preferred supplier for many of our clients and the only recruitment company with “Gold sponsor” status with our industry body, the Management Consultancy Association. We have build a reputation on results and have a strong brand and offering to the market place. We have a unique culture based upon performance, team work, meritocracy and fun.
Mindbench – recruiter role:

Role requirement:
Due to demand from our clients we are currently looking for recruiters to join our team in London and grow our business with us. You will be responsible for client briefs with leading international professional services companies and FTSE 100 companies from day 1. You will undertake “full life-cycle” recruitment, from candidate generation stage to fulfilling client briefs. You will also take responsibility for account management and business development within a sector to develop deepen existing relationships and build new relationships. We already have a large rosta of active clients and established networks so you will not need to cold call clients.

Recruiting technology professionals:
Our work in technology recruitment is at the business executive level. It includes the functional areas of enterprise architecture and customer relationship The roles include IT Strategy and implementation. The technical skills we recruit for include SAP, Oracle and Siebel

Person:
You will be a self-starter with lots of energy and drive. You will relish the opportunity to develop business with market leading professional services and FTSE100 companies. You will be a good communicator and have strong sales potential. Ideally you will already have recruitment or business development experience and an interest in the technology sector. You will be results orientated, be a team player and look for opportunities to benefit the growth of Mindbench.

Training and development:
You will be mentored by the Director of Mindbench and our experienced team on the recruitment market-place. There are also regular team sessions to share best practice. You will receive specialist sales training and industry recruitment training. Any relevant courses where there is a clear business case will be supported by the company.

Compensation:
You will be paid a competitive base salary and excellent quarterly bonus. Your salary will be subject to

For more information and to Apply online please click here.

Interview with Marcus Stevens: Managing Director, Law Staff legal Recruitment Limited

- You own and run Law Staff Legal Recruitment: tell me more about your role & company and how it has changed over the last few years.

My role now is to keep the whole machine rolling, overseeing 21 staff can be challenging, you have to be an excellent motivator and people person. A big quality is being able to manage people and being able to manage people properly is half the battle.

- What attracted you to this industry?

When I was a Recruitment Consultant back in 2002 I loved the "cut and thrust" of the industry, dealing with candidates and clients was a skill. I realised at an early point in my career that this is the most challenging selling stage: selling people is so stimulating, because they have opinions, objections and make decisions that will effectively change their lives, a recruitment consultant has that "power" to determine if the candidate and the client will be a suitable match.

Unfortunately the candidates do not read the script, I am sure I speak for so many Recruitment Consultants, when a candidate turns down an opportunity to join a firm, they have potentially made a big mistake and the consultant knows it. However, to convince the candidate is the most frustrating part, it then doesn't come down to the money, its that the candidate is just not looking at the bigger picture. Our role is to try and direct the candidate down the road that the consultant knows is the right one.

- What would you like to change about your industry?

I would like to see REC be more active in their role of governing this industry, to have a set format that agencies adhere to, otherwise they would be penalised. A court room within the industry would be good, having a team of adjudicators who would give unbiased decisions, perhaps even engage a lawyer to view proceedings, so it doesn't turn into a kangaroo court.

- Greatest challenge: Recovering from back pain! If anyone tells me they have a bad back I smile as I have worked for many years in constant pain, day in day out, and I still manage to arrive first into the office and am always the last to leave in an evening.

- Favourite aspect of your work: My favourite aspect is coming here working with a fantastic team, they are all so brilliant.

- What would you do, as a career, if you weren’t working in Recruitment?

I always wanted to be a sports commentator, as a little boy I used to sit with a tape recorder and commentate on sports programmes! A couple of years ago the BBC had an opportunity for potential sport commentators to send in a recording: I went to the BBC had a fantastic time, unfortunately I was unable to go to France last year to commentate on the Rugby World Cup due to work commitments.

I also would love to be a motivational speaker; I once met a guy called Willie Jolley, he was so brilliant, if you ever get the chance to grab hold of some of his work, do it, I recommend a tape called "The Dream Busters".

- Any recommendations for job-seekers looking at a career in Recruitment and Law?

My recommendation for a potential recruitment consultant, if you suffer with a possible low self esteem or lack confidence, go and work at Tesco. Even though we have taken a major turn in IT technology, this is a people business, you will get rejected, it‘s how quick you recover from the word No......................

To be honest - I would not recommend working in Law ; you need to be a different breed to stay alive in this industry, I have a mountain of respect for women who have taken this career path and succeeded, in such a male dominated arena.

- Previous Jobs:

I have had many previous jobs, ranging for selling car engine cleaner, through to mobile telephones . This has all helped me in dealing with real life issues.

- What was your new years resolution and have you stuck to it?

My new years resolution was to give up the cigarettes, yes, I am very proud of myself.

- Ultimate ambition outside of work

My ultimate ambition is to lean to sail a catamaran round the capes, I start my first lesson in June watch this space for the pictures.

Many thanks to Marcus. View all law jobs from Law Staff Legal Recruitment

Removal of recruitment consessions to hurt firms

Hundreds of companies across the South West, including banks, insurance firms, healthcare institutions and charities, could be hit by an increased VAT bill if they use temporary staff.

Leading business advisory firm Deloitte has warned that HM Revenue & Customs (HMRC) decision to remove the Staff Hire Concession (SHC) from 1 April next year, will cost businesses in the region millions of pounds in additional VAT.

The SHC currenlty allows employment businesses, specialising in temporary staffing, to supply their employees as temporary workers to clients and only charge VAT on their commission or agency fees. This means that businesses classified as exempt, or non-busines clients such as charities, do not suffer a VAT charge on wage payments.

But Daniel Lyons, partner in the indirect tax team at Deloitte in Bristol, said " This latest change will result in a wide range of businesses in our region facing significant increased costs when using temporary workers.

"It will also have a considerable impact on the flexibility of the labour market as temporary workers will become much more ciostly than permanent employees."

The SHC was introduced in attempt to achieve a level playing field in the emporary worker's market. The Reed case in 1995 established that employement agencies, ie who had no contractual relationship with workers, would need to account for VAT in full, thereby distorting the market.

HMRC's view s that the Conduct Regulations introduced in 2003 required most providers of temporary workers to operate the same business model for the first time, ie contract with workers.

It therefore argues that VAT is legally due on all paymetns collected by these businesses and that there is no distortion in the market. For this reason, the SHC is redundant.

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CareersInRecruitment Gets a New Look!

CareersInRecruitment.com has recently changed platform which means that as well as boasting a new look there are also lots of services, products and user friendly functions to help employer find employee.

It still has all the aspects that made it so popular on the old platform, and the website is still the market leader for jobs in the recruitment industry in UK. But now it is streamlined so that you can find what you want, when you want it and with greater ease.

It covers thousands of vacancies across the nineteen main recruitment job areas; including Branch management, Directorial positions, Consultants and Recruiters, Sales and Graduate.

It now also has the added benefits of job e-mails, dynamic search categories, CVs by e-mail and CV matches for employers, plus lots more.



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