Thursday, 14 February 2019

Why I love my job


As it’s Valentine’s Day today, we thought we would take the opportunity to share with you what some of our team at Louisa Fleet Recruitment love about our jobs!

Pam

There are several reasons why I love my job, the most important to me is the flexibility to be able to work around my home life and my children. I also love how varied and fast paced my job is – I am not someone who enjoys sitting and twiddling their thumbs, so to be kept busy is great!

Also our boss acknowledges she is not the font of all knowledge; she values and respects our experience and the expertise we bring. My opinion matters and so does everybody else’s, whatever level they are. 

It’s the feeling I get about being part of a strong, independent female team that is so satisfying.

Kathryn

My job is very varied which I really enjoy and Louisa has encouraged me to use my creativity and skills in all areas of the business, which I really value. Obviously one of the best bits of my job is being able to give people good news that they've been offered their dream role!

I also love being able to be flexible in my role – it’s not often that you find a “family friendly company” that really is family friendly, but Louisa Fleet Recruitment really is and this has allowed me to have a career that can work around my family life.

Kate

I have recently joined the Louisa Fleet Recruitment Team and thoroughly enjoy the constantly busy pace! The clients are all lovely which always makes my job easier. 

Louisa gives me the flexibility to juggle a full-time role whilst still ensuring my family life doesn’t suffer.

On top of that, the team I work with are all absolutely lovely. They have made what I thought might be a difficult transition from nearly 9 years with my previous company to feeling like part of the team from day one!

Natalie

I love my job because no day is the same! I never know what’s going to be waiting for me when I log on in the mornings and I love that it keeps my working day fast paced and interesting. I simply don’t have time to get bored!!

I love working with such a vibrant group with a great work ethic and we all bring something different and unique to the table!

---

Looking for some help with recruitment?
Get in touch with one of the team today:

Email – info@louisafleet.co.uk
Phone – 01189 680830 / 01189 680831
Social Media – LinkedIn | Facebook | Twitter | YouTube

0 Read More »

Monday, 28 January 2019

GUEST BLOG - Was every penny you ever spent on Sales Training a waste of money?



This week we’re pleased to introduce David Davies from Sandler Training as our Guest Blogger.

Was every penny you ever spent on Sales Training a waste of money?

In Sales Training we are often challenged to explain the expected return on investment on the training we’re invited to deliver. It’s a fair question, but an incredibly difficult one to answer.

We could, of course, use the simplest of measures.

A simple division of the upfront investment into the results returned as an outcome of the training.
For example: taking the incremental revenue growth over an agreed period and divide that by the training investment. The hope being that a bigger number than the investment presents itself.

R: £100,000 incremental revenue shift / I: £10,000 training = 10X ROI

That’s risky though. There are no ‘silver bullets’. Instant gratification does not exist and if it did, it would be incredibly expensive too buy.

Demonstrating ROI continues to be a big challenge for sales management and development teams. The return, the ‘R’, is so difficult to measure and can be impacted by a myriad of factors.

Determining the investment, the ‘I’, is easy. It’s typically a fixed value. It’s been budgeted, and spent. It often doesn’t include softer costs like time and resources, but even they can be calculated easily.

The ‘R’ however, well that is significantly more challenging….
The ‘R’ has a greater level of affecting factors.
It can take a while to appear. You, and your team, may want instant gratification. But, that’s not how training works.

It takes time, desire and commitment, for behaviours and techniques to shift.
It takes even longer for those shifts to have a measurable impact on sales performance.
If you are in a complex selling environment, then the sales cycle is likely to be a lengthy one. Lengthy sales cycles extend the time to return significantly. 

The budget can be spent, the training a distant memory, the result coming a very long way down the line.
The desire is to measure the ‘R’ as an increase in sales revenue.

The ‘I’ had a clearly identified financial value, why should the ‘R’ be any different?
It certainly could be measured in that way, but the case for ‘R’ by revenue alone can be tough to justify.
There are many elements that can influence revenue growth. New products, your customers, the economic landscape, competitive factors, marketing enhancements.

Everyone will try and take credit for revenue performance shifts from the marketing department to product development to the CEO. There will always be many initiatives, in various parts of the business, that can correlate to an increase in activity and ultimately in revenue.

Trying to divine the direct impact Sales Training had on an increase in revenue can be a tough battle to fight. And a battle you’ll have too fight on many fronts. 

Revenue is not a comprehensive for ‘R’ for determining the impact of sales training, in isolation. It’s not wrong, it’s just incomplete.

There are many other ways we can measure impact.

There are 3 strong areas of metrics that professional sales teams measure. To find our true ROI we should reflect across all 5.

#1 Business Results (Lagging Indicators)

Business results include elements like revenue, gross margin improvements (as a result of sales behavioural shift), reduced discounts, product sales goals.

#2 Sales Objectives/Goals (Leading Indicators)

Sales objectives like client-base growth, win-rates, win-speed (time to close), client development (such as growth in average revenue per client), client retention.

#3 Sales Behaviours/Activities (Leading Indicators)

Sales behaviours include making calls, qualifying leads efficiently and effectively, booking appointments, completing client development plans, attending training, presenting clean pipelines and accurate forecasts
There are 2 additional elements that are important to factor in.

#4 Personal Growth (Leading Indicators)

Personal Growth can be measured using the right tools. Assessments can help you identify strengths and areas for improvement. Re-assessing will demonstrate growth in the individuals’ competence and confidence in a particular discipline. 

#5 Certification (Leading Indicators)

Sales training is an investment in people, and Sales Certification programs ensure organisations know exactly how well their investment is performing. Certifications examine individuals to prove they can apply the principles taught in the real-world.

There is a direct connection between each of these metrics.

Here are some real-world examples;

Samantha, an Inside Sales person, is diagnosed as needing to improve at Prospecting.
Samantha undergoes a series of Effective Prospecting training sessions. Sam starts to make more prospecting calls as a result of the training and utilises LinkedIn more systematically (Behaviours).
Samantha wants to win more new customers (an Objective), that should lead to more revenue and profit (a Result).
Samantha saw a 1.7X increase in revenue in the first 12 months, post training, and continues to perform in the top 10% of her organisation. The ROI on the training investment in Samantha was 10.7X.

John, a Key Account Manager, is diagnosed as needing to improve at Account Development.
John undergoes a series of Account Development training sessions. John develops Strategic Account Plans for his top 10 accounts (a Behaviour).
John wants to double the revenues from his Top 10 customers (an Objective), that should lead to more revenue and profit (a Result).
John saw a 2.8X increase in revenue by client, in the first 6 months, and 4.8X increase by the end of the first year. John continues to perform in the top 5% of his organisation. John now coaches all new members of the Account Development team in their first 90 days, once they have completed the same training program John undertook. The ROI on the training investment in John was 14.8X. 
The ROI on the training investment in John, across the organisation, now equates to more than 100X.

By combining Results, Objectives, Behaviours and Personal Growth we can more accurately reflect a Return on Investment.

For a true measure of the success of Training Investment focus first on the leading indicators; Objectives, Behaviours and Personal Growth.

If the Leading Indicators improve then the Lagging Indicators (Results) will often improve by a greater percentile.

Use Certification to ratify that investment and show the journey has been completed; from knowing to owning the training delivered. It’s the smartest way to prove the training has affected a shift. Sandler are one of the only organisations globally to have a professionally recognised Certification program.

In the Sandler world we consistently review with our Clients their BAT-ting average.

That is Behaviour, Attitude and Techniques.

Attitude comes first. This is how we feel about ourselves, our industry, the abundance of our marketplace.

Behaviours are the actions we take in pursuit of our goals. Goal-setting (Objectives) is a Behaviour in, and of, itself.

Techniques can only be seen and brought to bear when the individual has the right attitude and adopts the right behaviours as habits.

When the BAT-ting average is up, the Results will follow.

Here are 5 Sandler Rules for Sales Leaders that reflect on your approach to measuring the results of your training investments.

Rule #11: Manage Behaviour, Not Results

Create a recipe for Success. You can’t manage what you can’t measure.

Rule #19: Train Your Team

Make sure they get the skills they need to do the job.
Make sure they are trained by someone who has done the job.

Rule #25: Don’t Let Your People Leave Training in the Classroom

Create a collaborative, equal partnership inside and outside the training room.
Managers must play an active role in any training.

Rule #26: Role-Play Creates Muscle Memory

The ears have to hear what the mouth is going to say.
Actors don’t walk on stage with their script in their hand.

Rule #48: Don’t Expect Sustainable Change from a Single Event

You can’t teach a kid to ride a bike at a Seminar.
Understand how your salespeople learn and grow.
Sales success can only be found through the consistent re-enforcement of a proven, efficient, effective, sales process.

Winging it simply won’t work. 

If you want to learn more about Sandler you can call David on 0118 969 1752, email him at david.davies@sandler.com or visit the website at: www.thamesvalley.sandler.com

If you're looking for help recruiting your next Sales Team Member, then get in touch with us at Louisa Fleet Recruitment:

Phone – 01189 680830 / 01189 680831
Social Media – LinkedIn | Facebook | Twitter | YouTube


This week we’re pleased to introduce David Davies from Sandler Training as our Guest Blogger.

Was every penny you ever spent on Sales Training a waste of money?

In Sales Training we are often challenged to explain the expected return on investment on the training we’re invited to deliver. It’s a fair question, but an incredibly difficult one to answer.

We could, of course, use the simplest of measures.

A simple division of the upfront investment into the results returned as an outcome of the training.
For example: taking the incremental revenue growth over an agreed period and divide that by the training investment. The hope being that a bigger number than the investment presents itself.

R: £100,000 incremental revenue shift / I: £10,000 training = 10X ROI

That’s risky though. There are no ‘silver bullets’. Instant gratification does not exist and if it did, it would be incredibly expensive too buy.

Demonstrating ROI continues to be a big challenge for sales management and development teams. The return, the ‘R’, is so difficult to measure and can be impacted by a myriad of factors.

Determining the investment, the ‘I’, is easy. It’s typically a fixed value. It’s been budgeted, and spent. It often doesn’t include softer costs like time and resources, but even they can be calculated easily.

The ‘R’ however, well that is significantly more challenging….
The ‘R’ has a greater level of affecting factors.
It can take a while to appear. You, and your team, may want instant gratification. But, that’s not how training works.

It takes time, desire and commitment, for behaviours and techniques to shift.
It takes even longer for those shifts to have a measurable impact on sales performance.
If you are in a complex selling environment, then the sales cycle is likely to be a lengthy one. Lengthy sales cycles extend the time to return significantly. 

The budget can be spent, the training a distant memory, the result coming a very long way down the line.
The desire is to measure the ‘R’ as an increase in sales revenue.

The ‘I’ had a clearly identified financial value, why should the ‘R’ be any different?
It certainly could be measured in that way, but the case for ‘R’ by revenue alone can be tough to justify.
There are many elements that can influence revenue growth. New products, your customers, the economic landscape, competitive factors, marketing enhancements.

Everyone will try and take credit for revenue performance shifts from the marketing department to product development to the CEO. There will always be many initiatives, in various parts of the business, that can correlate to an increase in activity and ultimately in revenue.

Trying to divine the direct impact Sales Training had on an increase in revenue can be a tough battle to fight. And a battle you’ll have too fight on many fronts. 

Revenue is not a comprehensive for ‘R’ for determining the impact of sales training, in isolation. It’s not wrong, it’s just incomplete.

There are many other ways we can measure impact.

There are 3 strong areas of metrics that professional sales teams measure. To find our true ROI we should reflect across all 5.

#1 Business Results (Lagging Indicators)

Business results include elements like revenue, gross margin improvements (as a result of sales behavioural shift), reduced discounts, product sales goals.

#2 Sales Objectives/Goals (Leading Indicators)

Sales objectives like client-base growth, win-rates, win-speed (time to close), client development (such as growth in average revenue per client), client retention.

#3 Sales Behaviours/Activities (Leading Indicators)

Sales behaviours include making calls, qualifying leads efficiently and effectively, booking appointments, completing client development plans, attending training, presenting clean pipelines and accurate forecasts
There are 2 additional elements that are important to factor in.

#4 Personal Growth (Leading Indicators)

Personal Growth can be measured using the right tools. Assessments can help you identify strengths and areas for improvement. Re-assessing will demonstrate growth in the individuals’ competence and confidence in a particular discipline. 

#5 Certification (Leading Indicators)

Sales training is an investment in people, and Sales Certification programs ensure organisations know exactly how well their investment is performing. Certifications examine individuals to prove they can apply the principles taught in the real-world.

There is a direct connection between each of these metrics.

Here are some real-world examples;

Samantha, an Inside Sales person, is diagnosed as needing to improve at Prospecting.
Samantha undergoes a series of Effective Prospecting training sessions. Sam starts to make more prospecting calls as a result of the training and utilises LinkedIn more systematically (Behaviours).
Samantha wants to win more new customers (an Objective), that should lead to more revenue and profit (a Result).
Samantha saw a 1.7X increase in revenue in the first 12 months, post training, and continues to perform in the top 10% of her organisation. The ROI on the training investment in Samantha was 10.7X.

John, a Key Account Manager, is diagnosed as needing to improve at Account Development.
John undergoes a series of Account Development training sessions. John develops Strategic Account Plans for his top 10 accounts (a Behaviour).
John wants to double the revenues from his Top 10 customers (an Objective), that should lead to more revenue and profit (a Result).
John saw a 2.8X increase in revenue by client, in the first 6 months, and 4.8X increase by the end of the first year. John continues to perform in the top 5% of his organisation. John now coaches all new members of the Account Development team in their first 90 days, once they have completed the same training program John undertook. The ROI on the training investment in John was 14.8X. 
The ROI on the training investment in John, across the organisation, now equates to more than 100X.

By combining Results, Objectives, Behaviours and Personal Growth we can more accurately reflect a Return on Investment.

For a true measure of the success of Training Investment focus first on the leading indicators; Objectives, Behaviours and Personal Growth.

If the Leading Indicators improve then the Lagging Indicators (Results) will often improve by a greater percentile.

Use Certification to ratify that investment and show the journey has been completed; from knowing to owning the training delivered. It’s the smartest way to prove the training has affected a shift. Sandler are one of the only organisations globally to have a professionally recognised Certification program.

In the Sandler world we consistently review with our Clients their BAT-ting average.

That is Behaviour, Attitude and Techniques.

Attitude comes first. This is how we feel about ourselves, our industry, the abundance of our marketplace.

Behaviours are the actions we take in pursuit of our goals. Goal-setting (Objectives) is a Behaviour in, and of, itself.

Techniques can only be seen and brought to bear when the individual has the right attitude and adopts the right behaviours as habits.

When the BAT-ting average is up, the Results will follow.

Here are 5 Sandler Rules for Sales Leaders that reflect on your approach to measuring the results of your training investments.

Rule #11: Manage Behaviour, Not Results

Create a recipe for Success. You can’t manage what you can’t measure.

Rule #19: Train Your Team

Make sure they get the skills they need to do the job.
Make sure they are trained by someone who has done the job.

Rule #25: Don’t Let Your People Leave Training in the Classroom

Create a collaborative, equal partnership inside and outside the training room.
Managers must play an active role in any training.

Rule #26: Role-Play Creates Muscle Memory

The ears have to hear what the mouth is going to say.
Actors don’t walk on stage with their script in their hand.

Rule #48: Don’t Expect Sustainable Change from a Single Event

You can’t teach a kid to ride a bike at a Seminar.
Understand how your salespeople learn and grow.
Sales success can only be found through the consistent re-enforcement of a proven, efficient, effective, sales process.

Winging it simply won’t work. 

If you want to learn more about Sandler you can call David on 0118 969 1752, email him at david.davies@sandler.com or visit the website at: www.thamesvalley.sandler.com

If you're looking for help recruiting your next Sales Team Member, then get in touch with us at Louisa Fleet Recruitment:

Phone – 01189 680830 / 01189 680831
Social Media – LinkedIn | Facebook | Twitter | YouTube
Read More »

Friday, 11 January 2019

Welcome to our new team member!


Welcome to Kate!

Well it’s a New Year and for us that means a new team member on board.

We are really excited to introduce you to Kate Hughes who has joined us this year as a Senior Recruitment Consultant.

Kate brings with her many years of experience in Recruitment and she is already settling in really well to the Louisa Fleet Recruitment team alongside Louisa, Pam, Kathryn, Natalie and of course Billy our Chief Entertainment Officer! Maybe some of you have even spoken to her already.

We love working as a team here at Louisa Fleet Recruitment so if there is anything that any of us can do to help with your recruitment or job needs please get in touch – we would be very happy to help you.

As always, you can get in touch with us in the following ways:

Email – info@louisafleet.co.uk
Phone – 01189 680830 / 01189 680831
Social Media – LinkedIn | Facebook | Twitter | YouTube



Welcome to Kate!

Well it’s a New Year and for us that means a new team member on board.

We are really excited to introduce you to Kate Hughes who has joined us this year as a Senior Recruitment Consultant.

Kate brings with her many years of experience in Recruitment and she is already settling in really well to the Louisa Fleet Recruitment team alongside Louisa, Pam, Kathryn, Natalie and of course Billy our Chief Entertainment Officer! Maybe some of you have even spoken to her already.

We love working as a team here at Louisa Fleet Recruitment so if there is anything that any of us can do to help with your recruitment or job needs please get in touch – we would be very happy to help you.

As always, you can get in touch with us in the following ways:

Email – info@louisafleet.co.uk
Phone – 01189 680830 / 01189 680831
Social Media – LinkedIn | Facebook | Twitter | YouTube


Read More »

Tuesday, 8 January 2019

5 reasons why you won’t achieve your goals in 2019





For most of us the New Year brings new goals and resolutions. But how many of us are actually going to stick to them? How many of us have given up on them already?

Why won’t you achieve your goals in 2019?

1. You haven’t dealt with your excuses

Write down all the excuses you’ve got for not achieving your goals and then start to work on how you can get rid of those excuses. Don’t be afraid to ask others for their advice.

2. You haven’t made specific goals

If your goal is too general you’re never going to work out how to achieve it. It will always seem to far away or too hard to reach. If you’re thinking you want to book that dream luxury cruise for the family next summer, that’s great, but have you thought about the specifics – where will it be, how much will it cost, how are you going to make sure everything is in place when you come to book it?

3. You haven’t broken your goals down into smaller steps

Your goals can seem huge and unachievable. That’s why you need to break them down into smaller steps and then work out how you are going to deal with each step. If you lack the confidence to go sky-diving in the summer, you could start by building up to it with a confidence workshop and then move on to the next step. If your goal is to work in Spain for a year but you don’t know how to speak Spanish, perhaps you need to start by researching and enrolling on a Spanish class in the evenings. These little steps will help give you the confidence to reach your final goal!

4. You haven’t got a timeline

You are aiming too far into the future. You’ve got the goal in mind – to buy that holiday home in the sunshine, but you haven’t taken a step back to think about the timeline for getting there. When do you want to achieve it? What needs to happen first? Stop and think about each practical step that needs to be achieved and when you need to achieve it and it will help you get there.

5. You haven’t visualised your goals

Make your goals real - have a dream board to refer to – if you want to buy your luxury dream car, get a picture of it and stick it above your desk, if you’re planning to fly first class to the US next year, get a picture of it and have it in front of you every day. Those flying lessons you’ve promised yourself when you get that bonus? Write it down and stick it on the wall in front of you. If you can picture what you’re aiming for and have it somewhere you can see it every single day, it will give you the motivation to achieve the smaller steps you need to make it happen!

All of this will make your goals seem more real and help you focus on the way ahead to make sure 2019 is the year that you DO achieve your goals!

As always, we’d love to help you if your goal involves hiring new team members or getting a new job. Get in touch to let us know how we can help:

Clients – 01189 680831
Candidates – 01189 680830
Email – info@louisafleet.co.uk

Find us on social media

Facebook | LinkedIn | Twitter | YouTube





For most of us the New Year brings new goals and resolutions. But how many of us are actually going to stick to them? How many of us have given up on them already?

Why won’t you achieve your goals in 2019?

1. You haven’t dealt with your excuses

Write down all the excuses you’ve got for not achieving your goals and then start to work on how you can get rid of those excuses. Don’t be afraid to ask others for their advice.

2. You haven’t made specific goals

If your goal is too general you’re never going to work out how to achieve it. It will always seem to far away or too hard to reach. If you’re thinking you want to book that dream luxury cruise for the family next summer, that’s great, but have you thought about the specifics – where will it be, how much will it cost, how are you going to make sure everything is in place when you come to book it?

3. You haven’t broken your goals down into smaller steps

Your goals can seem huge and unachievable. That’s why you need to break them down into smaller steps and then work out how you are going to deal with each step. If you lack the confidence to go sky-diving in the summer, you could start by building up to it with a confidence workshop and then move on to the next step. If your goal is to work in Spain for a year but you don’t know how to speak Spanish, perhaps you need to start by researching and enrolling on a Spanish class in the evenings. These little steps will help give you the confidence to reach your final goal!

4. You haven’t got a timeline

You are aiming too far into the future. You’ve got the goal in mind – to buy that holiday home in the sunshine, but you haven’t taken a step back to think about the timeline for getting there. When do you want to achieve it? What needs to happen first? Stop and think about each practical step that needs to be achieved and when you need to achieve it and it will help you get there.

5. You haven’t visualised your goals

Make your goals real - have a dream board to refer to – if you want to buy your luxury dream car, get a picture of it and stick it above your desk, if you’re planning to fly first class to the US next year, get a picture of it and have it in front of you every day. Those flying lessons you’ve promised yourself when you get that bonus? Write it down and stick it on the wall in front of you. If you can picture what you’re aiming for and have it somewhere you can see it every single day, it will give you the motivation to achieve the smaller steps you need to make it happen!

All of this will make your goals seem more real and help you focus on the way ahead to make sure 2019 is the year that you DO achieve your goals!

As always, we’d love to help you if your goal involves hiring new team members or getting a new job. Get in touch to let us know how we can help:

Clients – 01189 680831
Candidates – 01189 680830
Email – info@louisafleet.co.uk

Find us on social media

Facebook | LinkedIn | Twitter | YouTube

Read More »

Wednesday, 5 December 2018

The 12 Days of Recruitment Christmas



It’s a busy time of year for recruiters, trying to get our work finished before the Christmas break, but still have enough to come back to in January! Here’s a little window into what it’s like!

On the first day of Christmas my agency gave to me...
A brand new recruiter on board!












On the second day of Christmas my agency gave to me...
2 job offers and a brand new recruiter on board!












On the third day of Christmas my agency gave to me...
3 new starters, 2 job offers and a brand new recruiter on board!












On the fourth day of Christmas my agency gave to me...
4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the fifth day of Christmas my agency gave to me...
5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the sixth day of Christmas my agency gave to me...
6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and brand new recruiter on board!












On the seventh day of Christmas my agency gave to me...
7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the eighth day of Christmas my agency gave to me...
8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the ninth day of Christmas my agency gave to me...
9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the tenth day of Christmas my agency gave to me...
10 CVs to review, 9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the eleventh day of Christmas my agency gave to me...
11 job applications, 10 CVs to review, 9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the twelfth day of Christmas my agency gave to me...
12 telephone interviews, 11 job applications, 10 CVs to review, 9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












HAPPY CHRISTMAS EVERYONE!!

If you would like some help from our busy Recruiter elves please get in touch with us:

info@louisafleet.co.uk | 01189 680830 (candidates) 01189 680831 (clients)
LinkedIn | Facebook | Twitter | YouTube


It’s a busy time of year for recruiters, trying to get our work finished before the Christmas break, but still have enough to come back to in January! Here’s a little window into what it’s like!

On the first day of Christmas my agency gave to me...
A brand new recruiter on board!












On the second day of Christmas my agency gave to me...
2 job offers and a brand new recruiter on board!












On the third day of Christmas my agency gave to me...
3 new starters, 2 job offers and a brand new recruiter on board!












On the fourth day of Christmas my agency gave to me...
4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the fifth day of Christmas my agency gave to me...
5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the sixth day of Christmas my agency gave to me...
6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and brand new recruiter on board!












On the seventh day of Christmas my agency gave to me...
7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the eighth day of Christmas my agency gave to me...
8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the ninth day of Christmas my agency gave to me...
9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the tenth day of Christmas my agency gave to me...
10 CVs to review, 9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the eleventh day of Christmas my agency gave to me...
11 job applications, 10 CVs to review, 9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












On the twelfth day of Christmas my agency gave to me...
12 telephone interviews, 11 job applications, 10 CVs to review, 9 LinkedIn messages, 8 candidate referrals, 7 confirmed interviews, 6 presentations, 5 client visits, 4 new enquiries, 3 new starters, 2 job offers and a brand new recruiter on board!












HAPPY CHRISTMAS EVERYONE!!

If you would like some help from our busy Recruiter elves please get in touch with us:

info@louisafleet.co.uk | 01189 680830 (candidates) 01189 680831 (clients)
LinkedIn | Facebook | Twitter | YouTube
Read More »

Friday, 16 November 2018

Recruitment Myths


You'll have heard all sorts of things about what recruiters do, some of them true, some of them no so true! We wanted to address some of those things here!

“All Recruiters do is ring you and ask you loads of questions to get more leads”

Yes, you’re right, we do spend a lot of our time at our desks ringing candidates. And we do ask a lot of questions, but not to get more leads; we are trying to find out more about you and your experience so we can help you find the best role for you and help our clients find the best people for the vacancy.

At Louisa Fleet Recruitment you won’t find our recruiters ringing you up and bombarding you with questions. We take the time to find out about you and what is important to you before asking you the questions our clients want the answers to.

But that’s not all we do, we also spend time dealing with clients, salary and offer negotiations, site visits to clients, travelling to interview candidates face to face, dealing with our administration, offering free advice on CV writing and so on!


“Recruiters only care about their commission”

Some recruiters might only care about what they earn and are just in it to make their commission. But at Louisa Fleet Recruitment we care about doing a good job, finding the right candidate for our clients and vice versa.

And we don’t stop there either! We are often found spending to with people giving advice on their CV or job search, knowing there’s nothing in it for us. We are all about providing a good service to clients and candidates.


“Recruiters are just administrators”

It’s true that there is a lot of admin that goes with recruitment. In recruitment you have to be a good communicator and a good salesperson as well as able to deal with all your admin. Recruitment really is a sales role, you’re just selling candidates to clients rather than selling products.


“Recruiters promise the earth and don’t deliver”

You will find recruiters out there that simply make promises they can’t keep – “yes I can definitely fill your vacancy for you by next week” or “yes I will absolutely find you your dream role by the end of the month”

At Louisa Fleet Recruitment it’s not our policy to make promises we can’t keep. We promise that we will keep in touch with you and call when we say we will. But we won’t promise you a job when we can’t guarantee that to you. What we will promise is to give you the highest quality service as possible, candidate or client.

If you’re a client and we know we can’t help fill your vacancy, whether that be because it’s outside of the roles we usually recruit for or because are at full capacity with assignments, we would prefer to be honest with you than tell you we can do the job and then give you nothing in return.


“Recruiters are just playing a ‘bums on seats’ exercise”

An interview day with a load of candidates that don’t fit the bill is a waste of everyone’s time.

We make a point here at Louisa Fleet Recruitment of only putting forwards the very best candidates to our clients. And if we don’t have the very best, then we will recommend to postpone the interview until we do. We’d rather be upfront and honest with our clients than waste their time on candidates we know can’t do the job.


“Recruiters only care about you showing up on your first day – they’re not involved after that”

Maybe you feel that your start date is the recruiter’s end goal.

But actually here we check in on a candidate’s first day, firstly to make sure everything went smoothly from the client’s point of view and secondly to find out what the candidate thought about their first day.
We want our placements to be successful so if there is anything amiss in that first few weeks we are happy to help if we can – after all we know the client and the candidate really well.

And we don’t just stop there. We’ve even been known to go and visit our placements a few months afterwards to get the low down on what it’s really like to work there!


“Recruiters only work office hours”

Candidates work office hours and so do our clients, so recruiters can’t really only work office hours if they want to speak to people! We are often on the phone early in the morning and late in the evening. And if you’re desperate to change jobs but can only meet us in the evening, we’ll be there because we want to get a good result for candidate and client.

Hopefully this has given you some insight into some of things recruiters do and don't do as part of their role!

For more information on recruitment please get in touch:

info@louisafleet.co.uk | 01189 680830
LinkedIn | Facebook | Twitter | YouTube

You'll have heard all sorts of things about what recruiters do, some of them true, some of them no so true! We wanted to address some of those things here!

“All Recruiters do is ring you and ask you loads of questions to get more leads”

Yes, you’re right, we do spend a lot of our time at our desks ringing candidates. And we do ask a lot of questions, but not to get more leads; we are trying to find out more about you and your experience so we can help you find the best role for you and help our clients find the best people for the vacancy.

At Louisa Fleet Recruitment you won’t find our recruiters ringing you up and bombarding you with questions. We take the time to find out about you and what is important to you before asking you the questions our clients want the answers to.

But that’s not all we do, we also spend time dealing with clients, salary and offer negotiations, site visits to clients, travelling to interview candidates face to face, dealing with our administration, offering free advice on CV writing and so on!


“Recruiters only care about their commission”

Some recruiters might only care about what they earn and are just in it to make their commission. But at Louisa Fleet Recruitment we care about doing a good job, finding the right candidate for our clients and vice versa.

And we don’t stop there either! We are often found spending to with people giving advice on their CV or job search, knowing there’s nothing in it for us. We are all about providing a good service to clients and candidates.


“Recruiters are just administrators”

It’s true that there is a lot of admin that goes with recruitment. In recruitment you have to be a good communicator and a good salesperson as well as able to deal with all your admin. Recruitment really is a sales role, you’re just selling candidates to clients rather than selling products.


“Recruiters promise the earth and don’t deliver”

You will find recruiters out there that simply make promises they can’t keep – “yes I can definitely fill your vacancy for you by next week” or “yes I will absolutely find you your dream role by the end of the month”

At Louisa Fleet Recruitment it’s not our policy to make promises we can’t keep. We promise that we will keep in touch with you and call when we say we will. But we won’t promise you a job when we can’t guarantee that to you. What we will promise is to give you the highest quality service as possible, candidate or client.

If you’re a client and we know we can’t help fill your vacancy, whether that be because it’s outside of the roles we usually recruit for or because are at full capacity with assignments, we would prefer to be honest with you than tell you we can do the job and then give you nothing in return.


“Recruiters are just playing a ‘bums on seats’ exercise”

An interview day with a load of candidates that don’t fit the bill is a waste of everyone’s time.

We make a point here at Louisa Fleet Recruitment of only putting forwards the very best candidates to our clients. And if we don’t have the very best, then we will recommend to postpone the interview until we do. We’d rather be upfront and honest with our clients than waste their time on candidates we know can’t do the job.


“Recruiters only care about you showing up on your first day – they’re not involved after that”

Maybe you feel that your start date is the recruiter’s end goal.

But actually here we check in on a candidate’s first day, firstly to make sure everything went smoothly from the client’s point of view and secondly to find out what the candidate thought about their first day.
We want our placements to be successful so if there is anything amiss in that first few weeks we are happy to help if we can – after all we know the client and the candidate really well.

And we don’t just stop there. We’ve even been known to go and visit our placements a few months afterwards to get the low down on what it’s really like to work there!


“Recruiters only work office hours”

Candidates work office hours and so do our clients, so recruiters can’t really only work office hours if they want to speak to people! We are often on the phone early in the morning and late in the evening. And if you’re desperate to change jobs but can only meet us in the evening, we’ll be there because we want to get a good result for candidate and client.

Hopefully this has given you some insight into some of things recruiters do and don't do as part of their role!

For more information on recruitment please get in touch:

info@louisafleet.co.uk | 01189 680830
LinkedIn | Facebook | Twitter | YouTube
Read More »

Thursday, 15 November 2018

What is the Ideal Recruitment Role for me?



There are so many different opportunities to work in recruitment and we are going to explore some of them here.

Questions you should ask yourself –

- Am I an administrator?
- Am I a sales person?
- Am I more of an account manager/customer service type person?

Agency Recruiter

This is probably what most people think of when they think of a recruiter. Someone who is part of a Recruitment Agency, dealing with clients and candidates. This can be a high pressured environment but very rewarding in terms of job satisfaction and in terms of money.

Temp Desk

This is a fast paced role. Whichever industry you are working in, you will get calls every day from clients looking for temporary workers. Then it’s all hands on deck ringing around your candidate pool to see if anyone can help. And of course then you have the candidate that doesn’t want to get out of bed today, or the one that can only work until lunchtime.

Perm Desk

This is a slower cycle, where you build relationships with clients and candidates, looking for the right match for the client. You want to place candidates who are going to stay in a role long term, so it’s important to take the time to get the right result for both candidate and client.

Resourcer

Less sales involved in this role. A resourcer is responsible for sourcing candidates for roles. So perhaps they are advertising roles, CV searching, using social media to find suitable candidates, thinking of new and creative ways to find candidates. Resourcers don’t usually deal directly with the client side of things. But they might get involved in screening and telephone interviewing potential candidates.

Internal Recruiter

An internal recruiter is based within one company to deal with all the recruitment needs of that company, whether that be temp or perm staff. This can involve advertising and interviewing candidates and dealing with HR.

Back Office Staff

The recruitment industry also needs back office staff. You could be a payroll administrator – this is particularly important for a temp recruiter – someone needs to get all the timesheets and working hours in and then pay the staff correctly.

Or you might be a recruitment administrator, so dealing with all the office admin involved in recruiting to leave the recruiters free to sell, sell, sell. You might be typing records, filing, keeping the database up to date, sending emails and interview confirmations, reference checking, creating HR files for temps.

For more information on recruitment please get in touch:

info@louisafleet.co.uk | 01189 680830
LinkedIn | Facebook | Twitter | YouTube


There are so many different opportunities to work in recruitment and we are going to explore some of them here.

Questions you should ask yourself –

- Am I an administrator?
- Am I a sales person?
- Am I more of an account manager/customer service type person?

Agency Recruiter

This is probably what most people think of when they think of a recruiter. Someone who is part of a Recruitment Agency, dealing with clients and candidates. This can be a high pressured environment but very rewarding in terms of job satisfaction and in terms of money.

Temp Desk

This is a fast paced role. Whichever industry you are working in, you will get calls every day from clients looking for temporary workers. Then it’s all hands on deck ringing around your candidate pool to see if anyone can help. And of course then you have the candidate that doesn’t want to get out of bed today, or the one that can only work until lunchtime.

Perm Desk

This is a slower cycle, where you build relationships with clients and candidates, looking for the right match for the client. You want to place candidates who are going to stay in a role long term, so it’s important to take the time to get the right result for both candidate and client.

Resourcer

Less sales involved in this role. A resourcer is responsible for sourcing candidates for roles. So perhaps they are advertising roles, CV searching, using social media to find suitable candidates, thinking of new and creative ways to find candidates. Resourcers don’t usually deal directly with the client side of things. But they might get involved in screening and telephone interviewing potential candidates.

Internal Recruiter

An internal recruiter is based within one company to deal with all the recruitment needs of that company, whether that be temp or perm staff. This can involve advertising and interviewing candidates and dealing with HR.

Back Office Staff

The recruitment industry also needs back office staff. You could be a payroll administrator – this is particularly important for a temp recruiter – someone needs to get all the timesheets and working hours in and then pay the staff correctly.

Or you might be a recruitment administrator, so dealing with all the office admin involved in recruiting to leave the recruiters free to sell, sell, sell. You might be typing records, filing, keeping the database up to date, sending emails and interview confirmations, reference checking, creating HR files for temps.

For more information on recruitment please get in touch:

info@louisafleet.co.uk | 01189 680830
LinkedIn | Facebook | Twitter | YouTube
Read More »