INNERGISE!

  • 02 Jun 2015

    Innovation in Recruitment Leadership

    Innovation in Recruitment Leadership

    Here’s a theory:

    1. The majority of successful recruitment entrepreneurs were originally successful recruitment consultants themselves
    2. The majority of successful recruitment consultants are extravert driven, make it happen personalities, motivated by results
    3. Extravert driven, make it happen personalities who are motivated by results find the process of establishing facts both challenging and boring – they prefer to get on with it and jump into solutions when faced with a challenge or issue
    4. Recruitment is a fast paced, time poor place to work – quality thinking is sometimes a victim of this reality  
    5. Fact finding is and should be the first step of any innovative thinking/problem solving – it helps us establish the current reality of the experience we give to clients, candidates and employees, which we can then change/innovate.
    6. Few recruitment business are perceived as being particularly innovative or different than others in the market (either by candidates or clients)

    Conclusion: recruitment business leaders who learn the skill and habit of effective business innovation, done properly in a way that engages the team (both emotionally and by getting their ideas) will have a march on competitors both as a recruitment partner and as an employer.

    Published by Gordon Stoddart June 2nd 2015

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