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We’ve been thinking about the Euro’s, and have drawn many similarities between the Championship and our recruitment process…
We begin with the qualifying rounds – 51 nations all competing against each other to win the 14 remaining places beside co-hosts Poland and the Ukraine. For us, this is our candidates, all with differing technical skills and talents, sending in their applications with the goal of securing a place in the next stage. We filter by examining experience and raw ability, just as the teams are all closely tested before the final stages of the competition. With, on average, in excess of 150 candidates per campaign and an initial shortlist delivery within 4 days of starting the campaign, we deal with greater volume and vastly reduced timescale.
Next comes the Group stage of the Finals -16 teams playing against each other in order to make it through to the knockout stage. Our candidates are similarly put through their paces, under closer examination, in the form of a telephone assessment. We are truly in the nitty gritty phase of team selection at this stage, looking for those who will have the pre-requisite skills as well as the ability to turn in a match winning performance – just as a manager would sort through the skills of his team in order to get the best possible results.
We move on to the knockout rounds, where the Winners and Runners up of the group stages compete through the Quarter Finals, Semi Finals and THE Final. Think of this as the main interview, where our clients consider the candidates skills in more detail in order to decide who ultimately wins the prize of the job offer. Unlike the football, we will have cut out any dribblers, show boaters and non-team players already, eventually deciding which applicant will perform for our client.
The Euro victors are awarded the Henri Delaunay Trophy. This is similar to the successful candidate being hired, they are accepted for the position, receive their ‘trophy’ in the form of a contract and start their new job.
Of course, there are always unpredictable elements to the Euro’s – as there are in recruitment. There will always be injuries and drop out’s in the championship. Just like a good manager, we are always prepared for these.
There is always a challenge in keeping Player’s engaged and committed during the championship, and we also face this issue with our candidates. We maintain regular contact with our applicants in order to ensure that they are still interested in the position, and that they stay engaged and interested throughout the recruitment process.
Unlike the European Championships, Talent Match doesn’t pack up for a couple of years until the qualifiers start anew. A combination of individual recruitment campaigns and on-going projects mean that we a constantly seeking new talent our Contact Centre clients.
Find out more at www.talent-match.co.uk or call us on 0845 901 1905.
When we decided to call the business Talent Match, we knew that we were always leaving ourselves open to being mistaken for a dating agency! To date, we have only had one misplaced enquiry, from Mike, aged 42, from Peterborough, seeking a bubbly blonde with GSoH for fun and friendship – must be willing to pay own way.
Whilst many of us grew up in the Blind Date era, Take Me Out is now the Saturday evening, prime time, dating phenomenon. Some of those girls are on the programme for weeks, just waiting for Mr Right to come down in the elevator. Whilst they get to make the initial choices as to whether they are interested, when presenter Paddy McGuiness says “The power is yours”, the empasis shifts in favour of the chap – who has usually spent most of his disposable income on fake tan and teeth whitening. Not so different to recruitment after all – not the fake tan bit -with the recruitingcompany laying itself open to the market, hoping to secure intial interest from candidates; they then seize back control at interview stage, when it is up to the candidate to impress.
Unlike the ladies on Take Me Out, good candidates seeking roles within the contact centre industry rarely hang around for weeks waiting to be matched up. We operate in a fast paced market, in which there is a lot of competition for talent. Timing is everything and, whilst we wouldn’t advocate a speed dating approach to selection, the process does need to be timely, efficient, appropriate and managed in a way that keeps the candidate engaged.
We are working more and more with our clients on candidate engagement throughout the interview process and, whilst we are unable to provide prime time TV exposure or a date on the Island of Fernandos, we have developed some interesting techniques around candidate contact/communication and client recruitment branding.
Just as a starter consider the following:
- Is our business/brand recognised locally and why?
- How could you enhance your recruitment brand?
- What does your recruitment process look and feel to candidates?
- Do you leave ALL candidates, whether successful or unsuccessful with a positive impression?
- Does your social media strategy support your recruitment process?
The gentlemen in Take Me Out will, typically, either have their friends and family extolling their virtues or be expected to perform their party trick, to keep the 30 or so candidates for a date interested. As a business recruiting in a competitive market, you are likely to rely on a third party to help promote your recruitment brand and be expected to demonstrate what your business can offer above and beyond your near neighbours.
If you would like to speak to us about how we can help to build your engagement strategy, respresent you in the market or maybe even teach you to play the trombone or juggle footballs, please get in touch.
Instead of sending out the obligatory Christmas card this year, we decided to do something a little different. We teamed up with our colleagues over at Cactus Search to create an online charity Christmas card. Take a look at the about us section of our website to see a rather fetching photo of the whole team wearing Santa hats
For every candidate, client or supplier who signs there name below the online card, we’ll be making a donation on behalf of each of you to the charity of your choice. These include Help for Heroes, Shelter, Cancer Research, Alzheimer’s Research and Acorns Children’s Hospice.
On top of this, we also had the excuse to dress up for the day in an array of suitably ridiculous outfits!
Merry Christmas and a Happy New Year from all at Talent Match!
“December is a short month” – At 31 days, it’s actually one of the longest. With the way Christmas falls this year, however, most would agree that we probably only have 15 (or maybe 16) working days to get any real business conducted. Throw in a few Christmas parties (the fallout and recovery days), employees taking annual leave to do a bit of shopping and a general feeling of seasonal chilling out AND it really is a very short month.
At the same time, everyone is looking for a good start to the next calendar year and anticipating the need to get off to a flyer. Whilst I’m not advocating a Scrooge like work ethic in the build up to Christmas – instead of writing off much of December – Advent presents a world of opportunity, as a new door opens every day.
It’s our first Christmas at Talent Match and, whilst we intend to enjoy the festivities, we know that it will be a busy period for us. Many of our clients are planning intakes for the New Year and, very wisely, are getting this process underway in the weeks building up to the festive season. If you need new employees in your business during the first few weeks of the New Year – don’t sit and wait.
Now is definitely the time to get that process underway. The Talent Match Elves (look out for out upcoming online Christmas Card) are ready to help. We work with our clients to ensure they meet their demanding targets and genuinely share the buden. Hopefully allowing them time for a few mince pies and the odd schooner of Sherry.
If you need Agents or Advisors, in any discipline, now or into the New Year, get in touch. http://www.talent-match.co.uk
Also keep an eye out for details of our Advent calendar competition – details will be published very shortly.
As recruiters we deal with 100’s of candidate’s everyday, so as you can imagine we’re always on the look out for that “perfect” candidate. Whilst we realise that of course nobody is really perfect (apart from Mary herself), we do believe that there are a few easy things that a candidate can do to make themselves really stand out from the crowd and, of course, make our jobs that little bit easier at the same time!
1. It may sound blindingly obvious, but do remember to make a list of all the jobs you have applied for. We realise that in all likeliness you are searching job boards and applying for several positions at a time, which is fine, but remember to jot down which roles you have applied for and why. That way, when we come to call you, you will know what we’re talking about and be prepared for a conversation.
2. Create a cover letter you can cut and paste in response to emails, which you can quickly tailor to each job you have applied for. Make sure you include a brief sentence about your interest in the role – why would you be suitable for it?
3. Make sure you always include you telephone number on an email and include your name, particularly if your email address does not contain it. That way it won’t be like hunting for a needle in a hay stack when we want to get in touch with you!
4. Always confirm your receipt of an email, especially one containing an interview confirmation. Not only does this ensure we know you have received the email and it has not gone into your spam filter, but it also re confirms to us your interest in the role and that you’re taking the matter seriously.
5. Similarly, if you change your mind, let us know as soon as possible. Whether you have found employment elsewhere or simply decided the position is not actually what you’re looking for, it is important for us to know – there will be other candidates who could take your spot on the day of interview.
We will invest as much time and effort as we can into making sure we secure the right position for you. However, we will need your co-operation in order to do so. A lack of commitment and investment on your part, in the early stages of our process, will only hinder your chances. You can of course expect the same treatment from us as we endeavour to keep our candidates informed – by email, by phone and by text.
Following these simple ideas will make both your job hunting and our recruitment processes simpler and easier. We work on many different jobs and view lots of different CV’s everyday, making us aware early on of your enthusiasm and interest in the role will immediately bring you to the top of our list.
So, with nearly 4 months of fantastic business under our belt now, we thought it time for a re-cap of just what Talent Match can offer you and your business.
Let’s cut to the chase here – Talent Match are here to save you time and money, without compromising on quality. We all know how precious these things are both to an individual and an organisation, so what’s stopping you taking a look to see how we can help in these areas?
First of all (and most importantly for some of you) is the fact that Talent Match offer you a service that is considerably less expensive then the traditional recruiting routes you may be using. What’s that I hear you say? “If something is cheaper it usually means that quality will be compromised on.” Wrong! Here at Talent Match we pride ourselves on our experience and expertise in contact centre recruitment, meaning that your shortlist will include only the best agent and advisor level candidates for your contact centre.
Not only do we have the expertise, but our online advertising, extensive screening and shortlisting process further guarantees the quality of candidates that you will receive through our easy to use, fully interactive, shortlist manager.
We employ a whole host of general and specialist job boards to ensure we attract the right candidates. On top of this we are utilising the growing world of social media to attract good candidates. We will also personally search job boards for those top notch candidates who we think are the best match to your role.
Once we’ve got our response, we then begin to filter all our applicants to ensure the right people are put through to you. This process is not a simple “yes” or “no” though. We begin by looking at specific information on each CV to ascertain the suitability of the candidate for your role. We not only look at a candidates education and training but also at how many roles a candidate has had and how long they have held each position for. We will also note down any gaps in employment, not to draw any conclusions, but to make sure we reference this when we speak to a candidate over the phone.
At the end of this initial filtering process, we will be left with two lists of candidates we think are worth speaking to. The first are those who have the right experience to match your company’s requirements, the second are those who may not be an exact match, but have some interesting details on there CV that we wish to discuss further.
We now begin our telephone interview process. This interview can be specific to your company’s own procedure, or we can use our own general telephone interview that covers the most important issues. Not only does this telephone interview save you a lot of time at your end, but it also allows us to further filter our candidates. Those who seem excellent on paper might not necessarily be up to scratch over the phone. If this is the case we move on to the second group of candidates. These are often the ones who will be more hardworking, more determined and more willing to secure a good position, within a good company and definitely worth investigating further!
One important part of our telephone interview is to ensure candidates availability – there is just no point putting candidates forward who cannot fit in to your required start date or assessments. We will also speak in detail to the candidate about what the role entails, the shift patterns and salary to make sure they are completely happy with the role.
Following the telephone interview we will send successful candidates a Personality Profile Test. This is a ten minute test that will allow further insight into the candidate’s’ personality, both socially and professionally, to further help you in your final selection for interview.
Furthermore, if you wish, we can also arrange interviews for you as well. Not only does this make things easier for you, but it will also ensure we are able to keep our candidates “warm”. This level of continuity will, in turn, also ensure a higher turn out rate on the day of interview.
We pride ourselves on the relationships we build with our candidates. We will always advise them before we put them forward for a role and will keep in contact via phone, email and text throughout the whole process to ensure the candidate is fully aware of the process.
One final thing to remember is that we’re flexible, we are more than happy to adapt our services to your individual recruiting needs – why not speak to one of our Account Managers in person on 0845 901 1905 to find out more?