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Recruitment World - Do you know what good looks like?
11/23/2017 12:23:51 PM


Recruitment World - Do you know what good looks like?

 

We all have our own expectations and as we all know from the recruitment world there can be such a variation on what is deemed as good standards, good service or good performance. Whilst we have numerous rules, guidance and regulation that are needless to say changing all the time, especially in the current climate, we still can find many different ways of doing something. A businesses culture, people, environment and values dictate how we problem solve, present ideas and ultimately deliver. What a dull world it would be if everything was so predictable. It is  also clear that these differences define some of our unique selling points.

 

Most of my initial meetings with clients are a dance of words that hide a subtext of ‘How are we doing?’ Or, ‘We are great aren’t we?’ The biggest advocates of that business still want assurances that they are on the right track. Businesses especially those that are new, building and growing, do not always have the tools that some of the more established players in the market have at their fingertips, or are trying to develop. The big players are currently putting huge amounts of resource into technologies to help them define what good is.

 

In reality the answer is out there and easily obtainable if we could pool and compare the information we already all hold and not just ours but collectively. Our industry is a large one and significant when you take the time to think about it. Benchmarking has long been the vanguard of business analytics used by consultants and advising organisations. But again being able to compare like for like, understanding the messages it gives you and acting on those signs is surely the key in any effective tool. Strategy has to come from an informed position and if you can have that oracle on any business then knowing what good looks like is surely the key. Which begs the question recruitment world, do you know what good looks like?

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world access to mentoring, benchmarking, managerial, training and executive support on an advisory, interim or non-executive basis. He has over thirty years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation (REC). He is also UK partner for the highly acclaimed Staffing Industry Metrics global dashboard. You can also follow him on twitter @DeltaGenesisCon or Instagram

#DGQuoteOfTheDay #DGThoughtPitStop #RecruitmentKnowledgeShared 

#RecruitmentMetricsShared

 

Recruitment World - Maybe we should leave it to the robots?
1/24/2017 8:57:37 AM



Recruitment World - Maybe we should leave it to the robots?

 

Its certainly a talking point at the moment. Time to shut up shop the Robots are coming. Who needs a recruiter when you have artificial intelligence and automation. There is no doubt technology and its rate of change and development is currently staggering. Inspiring in fact if you happen to be a bit of a gadget, technology nut or avid watcher of BBC’s Click! Microsoft’s purchase of LinkedIn also proves that there is no shortage of investment when it comes to accessing the recruitment world either. The big boys are definitely interested in disrupting our marketplace but maybe a bit like the LinkedIn story they might find themselves in bed with it rather than replacing it.

 

The focus always seems to be at the extreme end of the scale with stories of mass unemployment at the hands of automation or the need for governments to fund citizens lifestyles because of the death of jobs. In our world it always comes down to the question of will it be the end of recruitment, but what about maybe just the end of recruitment as we know it? Which as we all know is nothing new as it changes daily, we are one of the few industries that embraces change although sometimes you do need to remind yourself of that fact. Overall I would say we are pretty good at embracing that change and new technologies. But I do think we are going to have to get better and quicker at it. Because behind those rapid changes of industry lies the intoxicating elixir of opportunity.

 

The obvious one being getting on the technology train first. Which in someways is the holy grail but quite often short lived, less you invented it! LinkedIn again springs to mind. The second being the continued increase in complexity of what we do and the need for experts to do it. Or in other words the galvanising of our craft. The moment one technology does a job another will arrive that can improve on it. The holders of all technologies that are appropriate to the job in hand will be in demand surely? So our craft may change but will there still be a demand to find and acquire the right skills? Most probably. Will relationships be at the heart of bringing parties together in a work capacity even if it is for a piece of work or a ‘gig’ or a task? Maybe not in every case but certainly in the majority and the keepers or drivers of those in the present world are the recruiters, internal recruiters and HR professionals. Stay on top of our game then we will be in the future.

 

But also don’t forget about the new expertise and new industries that will be created, all of which will demand skill-sets that are on the fore-front of technology, many not even thought of yet. I certainly never imagined catching a taxi hailed via a handheld device whilst getting messages from work, friends and family on my watch when I left school in 1985. I dreamt of it or something like it but didn’t believe it! So how on earth can we comprehend the opportunities in 2049? Or indeed how could my Careers officer back then understand what skills would be needed to do what has already been done. All are opportunities and problems that we will solve. Not by leaving it to someone else or something else but by embracing it, giving it a go and innovating. So when you hear of a new technology being banded about why not view it as the potential opportunity it may well be and give it a go. Whats the worst that could happen recruitment world?

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to mentoring, managerial, training and executive support on an advisory, interim or non-executive basis. He has over thirty years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation (REC). You can also follow him on twitter @DeltaGenesisCon 

#DGQuoteOfTheDay #DGThoughtPitStop #RecruitmentKnowledgeShared

Recruitment World - Do you know what you are looking at?
11/15/2016 11:21:34 AM



Recruitment World - Do you know what you are looking at?

 

It’s hard enough understanding what is actually happening when things go wrong. But in most cases the ability to keep things running smoothly through regular maintenance and good navigation requires the ability to understand what it is you are looking at continuously not just in times of woe.

 

I know its paragraph two of this blog and you want to know what it is about? What you can see immediately paints an important picture and a natural conclusion might be one linked to cars because of the picture above but the title says recruitment world. Now, anyone who knows me will understand I might like our four wheeled friends but obviously my expertise in that field is left to enjoying them and I rely on experts to keep them running or buying them.

 

My point is you need to truly understand what it is you are looking at before making assumptions. In the business world this translates into optimising performance and making crucial strategic decisions, you just can’t make an informed decision based on snippets of data. Knowledge and understanding are important but being able to effect process efficiency, give it some insightful analysis and comparison has got to be a key aim along with understanding your own businesses strengths and weaknesses in relation to the marketplace around you. Nowhere is this more important in todays markets than in the recruitment industry. 

 

The economy is fundamentally strong currently as skill and talent shortages continue, yes the uncertainty prevails but it seems to me that we are living and learning how to deal with change and whatever is thrown at us by an ever changing world with increasing effectiveness. But again that ability seems to be coming from all information that is thrown at us from so many directions and the ability to work out what is relevant, fuelling a culture of continuous improvement.

 

So therefore shouldn’t we make sure we are getting the big data related to what we do and comparing or benchmarking it with others that do the same so the question can be asked recruitment world; Do you know what you are looking at?

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to mentoring, managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation (REC). You can also follow him on twitter @DeltaGenesisCon 

#DGQuoteOfTheDay #DGThoughtPitStop #RecruitmentKnowledgeShared

Recruitment World - If you nail anything, nail why?
10/4/2016 2:20:06 PM


Recruitment World - If you nail anything, nail why?

 

It was often the case that the route into recruitment was not always a very formal one and certainly a few decades ago falling into recruitment was a norm. However those days have changed and not only are processes generally more rigorous but the training and development piece is a step above the on the job training of follow my leader we no doubt have all experienced. Although delivery has changed drastically often the messages and subject matters are the same. Every one must remember the communication bedrocks of What, When, Where, Who, Why and How. With everything though a little knowledge can be dangerous and using any key skill correctly has got to be the true secret.

 

Whilst discussing how we communicate these days either  in person, face to face by video, on the phone or via other mediums such as printed materials, websites, email or social media it was evident that the message often gets lost. We seem to always be very proficient at the what, where and how. Constructing our messages in a way that lead us to stating exactly what we all say, all in the same wishy washy way. Anyone confused when reading an ‘About us’ web page as to how there are so many leading recruitment companies? Who are number one in their field or the fact that we are all experts? Don’t forget the consultative approach either!

 

But its easily done and in a rush to be different we get so factual that we all look the same. Looking at the ‘Work for us’ messages also brings up a very similar set of issues as we are clambering to recruit more recruiters in one of the most skills short markets we have ever seen. Again we  fall over ourselves to list benefits and initiatives concentrating on the what where and how.

 

Then there’s subject of your current teams engagement and motivation, also prescribing the what a consultant does, how they have to go about it and no doubt covering the what and where. Normally through KPI’s of course!

 

What they all  really want to know is Why? Why should I use you? Why do you charge what you do? Why should I trust you with my jobs? Why should I trust you with my next career choice? Why have you got the best candidates? Why should I work for you and why do I have to pick the phone up that many times and do everything your way? Why, Why, Why?

 

It strikes me that if you get the why right and genuinely can get those messages nailed then a true edge might emerge. Nailing the why and communicating it is the way to go Recruitment World. 

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to mentoring, managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation (REC). You can also follow him on twitter @DeltaGenesisCon 

#DGQuoteOfTheDay #DGThoughtPitStop #RecruitmentKnowledgeShared

REC I Love Recruitment Interview: Daniel Griggs, Delta Genesis Consulting
10/4/2016 10:07:01 AM



REC I Love Recruitment
Interview: Daniel Griggs, Delta Genesis Consulting

 

How did you get into recruitment?

I was a CAD draughtsman working permanently and decided to go temp to save money to go travelling. That involved visiting CADSearch recruitment, who convinced me to take a role as a sales support consultant with them!

 

How long have you been in recruitment?

I started that first role at CADSearch in 1989.

 

Where do you currently work?

I founded Delta Genesis Consulting in 2013 offering recruitment advisory services by sharing recruitment knowledge through mentoring, training and executive support.

 

What do you love about the job?

Using both my experiences and those I hear from others to either solve or avoid an issue or even to take them on a completely new journey.

 

Would you recommend that job seekers consider recruitment as a career of choice?

Always.

 

What keeps you in this industry?

The positivity and energy that you experience whenever you walk into a recruitment business. It never fails to invigorate.

 

Given your time again would you do anything differently?

It’s not over yet so I still have the opportunity to do things differently and try new things, therefore no I wouldn’t change anything. However, I would say enjoying the journey at the time isn’t as easy as it sounds. These days I try, but not always successfully, to make sure I only do what I enjoy. So I could have started doing that from day one.

 

Can you give us one positive placement story?

In 1997 I placed an engineer to do two weeks worth of structural assessments and calculations in Antartica. However, because of the harsh environment and the fact that getting there and back is not a simple task, the assignment had to be six months long to coincide with the supply ships timetable. If you also add in the fact that without email, a portable device or a mobile phone it was left to a tea chest of books to provide any entertainment, you can probably work out how pleased I was to fill the role. Especially as I was told by the client it was an impossible role that should have been filled in the last weather window the year before. But to also find out from my candidate on his return what a truly life changing time he had had was just priceless and difficult to top.

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to mentoring, managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation (REC). You can also follow him on twitter @DeltaGenesisCon 

#DGQuoteOfTheDay #DGThoughtPitStop #RecruitmentKnowledgeShared

Recruitment World - Are you ready to Gig for your living!
8/25/2016 3:30:22 PM




Recruitment World - Are you ready to Gig for your living!

The world of work is changing. Well, tell us something we don’t know! It’s always changing and its the role of the recruitment world to keep up and help shape the evolution. But there is one significant change that is gathering pace that is being driven by ever changing technology and the new phenomenon of Uberisation. Creating innovative services for employers and employees alike that on the face of it could disrupt the recruitment world and fuel the gig economy. 

 

Upwork, freelancer.com, peopleperhour and job&talent are already out there as platforms that access these gigs and it would be foolish to think that it is only the contingent labour market that could change. Recent research states that 13% of British people believe they will not be working in traditional 9-5 employment by 2025 and let’s face it if we could opt for a flexible well balanced life without damaging our incomes who wouldn’t go for it? Project based tasks could include every part of the working world if done properly and that could create immense opportunity to recruiters in the long term in either bringing these services to the market or helping to mould and manage them.

 

As with any market adaptation it won’t be without challenges. Already screening, controlling and managing relationships, pieces of work and the legality of such practices are being discussed. Particularly as you could open up the possibility of cross border working in turn accessing skills in other international locations. The outsourcing world already does this to a certain degree but direct access to talent and skills on a project supply and demand basis anywhere, regardless of location, could really change our world.

 

So while only 6% of employers currently use these type of platforms, 29% think they are important and a third of UK employers by 2021 will be using them. Therefore the question is when do we start talking about them in our businesses and when do we include them in our strategies? Are you an early adopter, a trail blazer or should we wait and see what happens? It’s never easy to be an innovator but within our own recruitment worlds we have to put ourselves in a position where we can grab those opportunities and make the most of them. If only for the good of our candidates and clients which we are already committed to helping. The gig economy is coming, so recruitment world are you ready to gig for a living?

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to mentoring, managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation. You can also follow him on twitter @DeltaGenesisCon 

Recruitment World - Quality discussion only please!
7/7/2016 9:22:09 AM



Recruitment World - Quality discussion only please!

 

Here we go then. Decision made and everyone seems to have moved from letting all the politicians do the talking to off loading their own anger on any medium available, no matter which way they voted. Certainly that’s been my experience since the UK cast its historic vote in the referendum and I seem to have been connected to voices in both camps but the overriding thing for me now is that we need to move to quality conversation to help us create a new future. Now I want to look to the recruitment world and how we need to influence those conversations. The jobs outlook is going to be a vital pivot point in determining what comes next. 

 

I recently wrote an article about how positive I regarded the recruitment industry to be and therefore if any industry can find the positives of a new outlook in a new and changing environment, then it is ours. The problem is, who will be listening?

 

So what conversations do we need to be having then? What topics are key to us and in all honesty up for grabs when it comes to reshaping our country? Well I dare say maintaining a healthy economy will be top of the list, but how about migration and legislation that works with skills shortages that will ultimately fuel our economy? All have had influence from being part of the European Union so should therefore have consequences in leaving it surely.

 

Our government has not been taking the recruitment industry seriously over the years and with the help of our governing bodies we need to use this opportunity of possible change and make our voices heard. After all we have a £32 billion voice which should be making considerable noise if we choose to get involved and that’s the point, we do need to choose to get involved individually. Collectively we have power but it struck me that there seems to be more voices after the referendum than before it. Maybe it is just the circles I exist in but being part of a decision and then reacting to it are completely different. The confidence our economy will need can only come from confident quality conversations that push on the issues and if the recruitment industry wants any chance of making a decision work for us then we need to take ourselves seriously first. So get out there and make yourself heard, forget the blah blah blah as your industry, economy and country needs you!

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to mentoring, managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. He is a Fellow of the Institute of Recruitment Professionals and a Business Mentor for the Recruitment and Employment Confederation. You can also follow him on twitter @DeltaGenesisCon 

Recruitment World - Positivity will prevail!
5/12/2016 10:48:28 AM

 

Recruitment World - Positivity will prevail!


Aren’t recruiters a positive bunch! That’s my conclusion having spent an extremely sunny couple of weeks with a variety of recruitment businesses. I say that’s my conclusion but I have known this all along and enjoy being surrounded by such positive people.

 

What has really highlighted this subject for me lately has been everything outside the recruitment world. Its all going on out there in the real world with several key events in particular. To start its all a bit election crazy in the UK and US of late and discussions bounce from Trump to London Mayor, from local elections to leaving Europe to a masterclass in negotiating with junior Doctors. That last point was said with tongue in cheek but if you love the art of negotiation like most recruiters do then you have probably been watching developments with your eyes rolling! Its the negativity in the arguments that are being touted that is really the crux here to me. What on earth happened to the happiness index? It’s depressing! 

 

So when you walk into an environment where self motivated individuals do their utmost everyday to create something from nothing changing lives and you are confronted by happy opportunistic people with energy and inspiration rather than wielding a mood hoover, its got to be good. Its the persistence and dedication that really inspires because it is so easy to just go with the flow and join the nay sayers these days. Throw in the start-up generation that is all over our industry  and the new technologies that are changing our recruitment world that I am particularly involved in at the moment and you have a really exciting place to be. I’m not just talking about one or two recruitment businesses but several of different sizes, within different market places offering a variety of services to a wide range of client groups from here in the UK to further afield across the globe. All with a common vein running at their core.

 

Ok, with some of the events going on it may seem like business has been on hold for the second quarter of 2016 but once again as an industry our resilience responds. Skill shortages are still tightening and although uncertainty has resulted in a decline in permanent placements according to the REC’s report on jobs it has bolstered temporary business as the UK prepares to solve our European dilemma.

 

So recruitment world. Keep inspiring. Keep finding the great people who deliver the service and please please keep smiling because if you do I will and then of course positivity will prevail.

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon 


Recruitment World - Don't just sell your service, sell your craft!
4/12/2016 1:13:59 PM



Recruitment World - Don't just sell your service, sell your craft!

 

The worst promoters of the recruitment industry are recruiters themselves. A strong statement but the conclusion from the many conversations I had at three recent industry events. 

 

For many years good recruitment practise has been championed successfully in my opinion. Regulation and legislation has also added to an industry that currently  in the UK has a turnover of £32 billion, let alone globally. But its not the bad apples, those that wish to act as rogues or actions of the few that I wish to concentrate on. But how we go about promoting, selling and sharing our craft. Yes I believe strongly that good recruiters are craftsman.

 

Any profession can be simplified when describing what it does, however the recruitment industry does something that everyone else believes they can do as well as a result of not disclosing all its complexities and how it does it. The idea that  all recruiters do is just send over a couple of CV’s is laughable if you have done it for any period of time but I do think it’s what some of our clients believe we do. Whether you are recruiting in niche sectors or have the systems and processes in place to offer high volume temping, contracting or outsourcing solutions, if you need to do it successfully , accurately and more than once then you have to get good at it. It’s those processes, technologies, networks and skilled personnel in numerous different guises that allow us to deliver an industry bigger than most that is essential to building successful economies.

 

So why is it that to sell our service, or to show our differences we concentrate  on what our competitors don’t do and the quality of their service or personnel and not details of what we can do and how we do it. What I would call the ‘half empty’ recruitment sales pitch. Clients do notice and consequently judge our industry on our willingness to promote its professionalism. A key industry figure recently used the example of how you would never see major supermarket chains openly criticising each other but would concentrate on what they do, how they do it and what contributions that will make to their customers. They certainly wouldn’t talk down their own industry. You could look at professions that do openly criticise their competitors also as an example, but I was always told to steer clear of politics!

 

It is therefore time I believe to actively inspire a change in the way we promote ourselves and what we do as an industry. To share the complexities of what our changing industry delivers to society in helping those who seek work and those who seek highly valued skills. To understand that what we do is not insignificant and that delivering exceptionally good recruitment solutions is most definitely a craft that we should be shouting about.

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon 


Recruitment world – Time to switch off the office lights and hit the beach!
2/25/2016 12:22:24 PM

Recruitment world – Time to switch off the office lights and hit the beach!

 

Don’t panic I’m not going to suggest that 2009 is returning, very much the opposite! I want to look to the future and how changing our working world could be the type of opportunity that our industry needs. How often are you being told to think outside the box? So here we go and don’t shoot me down for trying!

 

Fixed cost is the devil of an agile, flexible business that is ready for anything and can adapt as needed. Whether you believe this or not as an industry that in most cases has embraced technology with gusto we are still clinging on to some very traditional ways of working.

 

One of the obvious ones is the fixed abode. 

 

Home and mobile working have been influencing our worlds for a few years now. Many clients have embraced them as a part of their strategies to counter skills shortages by promoting flexible working and attracting new work-forces. But there is and some will always argue that there should always be a back bone to recruitment that involves one place where recruiters work from. Harnessing the ‘hot house’ environment promoting an atmosphere for recruiters to hit the phone whilst instilling a team orientated work ethic. In many cases recruitment offices have evolved further from just an open plan hive of activity into an environment to promote better strategic thinking, with areas that quite frankly seem to be emulating the sort of homes many would aspire to owning. However the excesses of pre-2009 and the belt tightening that followed have also thrown caution quite rightly into the mix and therefore achieving the right environment to promote success and the right price is key. 

 

So how about getting ahead of the curve, embracing change and perhaps even inventing it. Technology companies from all over the world have been working for a few years now without ever having had a head office, satellite office or indeed any office. I know of examples where 50+ employees work together from different locations, including several international ones. Utilising various technologies and  strategies to compensate for the lack of physical infrastructure by ditching traditional thinking when it comes to building an organisation. In fact many of them because they have been conceived and started with the intention of growing this way are therefore not hindered or held back by obstacles that are there because they have always been there. They therefore can often offer something very different to employees and customers through their new ‘world of work’. Of course this type of organisation will encounter new challenges but with that will come new opportunities that will enhance and embellish the type of service offering you can present to your clients. Field sales has been the back bone to many industries enabling companies to reach out and interact face to face with their target audience. The fight as recruiters for talent both to work with in our own organisations and to offer to our clients continues to show no sign of improving. Maybe its time reach out, either by having employees that are based where we need them or where they happen to be. Currently you often only see start-ups within recruitment pounding the streets and coffee shops without an office around the corner. But often they still aspire to a Traditional office setting, why?

 

If any industry is well suited to this type of innovation apart form the obvious internet or technology related sectors it is recruitment. In my mind it is the future of the ‘world of work’ let alone recruitment. Where colleagues meet when they need or desire to, but can contribute and create opportunities in a place or environment that best suits them. So recruitment world is it time to switch off the office lights and hit the beach?

 

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon 

Recruitment world – Is being different dead?
1/26/2016 11:05:27 AM




Recruitment world – Is being different dead?

It’s all about your unique selling points or USP’s isn’t it? You’ve got to be different to survive in what is a very competitive, congested and cut throat recruitment world. How many times have you heard this? How many times have you said it? How many times have you asked your management teams to come up with something unique?

But surely with the amount of Recruitment businesses there are in the world and the amount of new ones starting every day this is now impossible? I suppose impossible is a strong word we are conditioned to ignore and there is always room for change through technology, innovation or just through a simple new way of doing things. However in our connected world it does not take long for those ideas to be the norm, with a variety of ways of delivering and describing the same thing. One of the wonderful things about our recruitment industry is that we are great at adapting and changing. Whether it is with the intention of providing improved services, growing and increasing market share or to deal with new legislation and key market changes that so often are thrown at us.

We are however also guilty of talking down or simplifying what we do, what we can provide and how we go about it. Remember when everyone used to tell us ‘It’s not rocket science’ – in fact I still hear that being said these days although in my opinion recruitment is a science and there are a lot of people out there who are very good at delivering that science.

Actually, I said it there. The key to our industry is the people. Of course our clients and candidates make what we do unique and to a certain extent we can of course control how we are perceived, as well as the experience they have by utilising our services. But in most cases the fully automated recruitment business has not yet arrived which leaves us with the people within. They certainly are unique. Granted the stereotypes exist but the big difference in any organisation I meet with are the individuals that make up the various teams and the culture that is deep seated within any business. Whether they are characteristics you choose to promote or ones that appeared involuntarily, the fact is you are different. It’s that difference; the culture and the relationships that your people have that you can affect that will give you your USP.

The big question therefore is not “Is being different dead?” but “Are you killing the USP within?”

About
Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

Recruitment world - It’s been a blast but it’s moving fast!
12/11/2015 1:04:47 PM




Recruitment world - It’s been a blast but it’s moving fast!

The past year in the recruitment world has been one of the most eventful and interesting ones that I can recall. The UK recruitment market has grown to record levels fueled by strong placement and vacancy growth and a severe lack of candidate availability.

Technology continues to innovate and transform our industry challenging recruiters to do what they have for many years been very good at, adapting and embracing. Something I think as an industry we should be very proud of. Marry this with traditional recruiting values and skills and you seem to have the recipe for good growth. Certainly that’s what we have seen during 2015, although it’s certainly not been all plain sailing for sure.

How about 2016 though? If only we could predict the future!

Well, there is always a build up of hope for the ‘January rush’ as the period over Christmas is used as a time of contemplation and the creation of new years resolutions, hopefully including career evaluations. But there is no guarantee that the many issues that are still out there affecting markets such as Oil & Gas or geographical areas such as a recent Australia slowdown or China will not have an overall impact on any further potential growth. In fact here in the UK there are still concerns that the public sector will tighten as austerity continues to take hold, that IR35 implications still exist and that we are still living in very turbulent times.

One thing overall though which will still fuel positive markets for recruiters is the need for good staff that simply don’t exist in volume. All markets will never be the same and I have spoken to many industry leaders predicting growth particularly in specialist niche markets, with finance, technology particularly mobile technology being touted as the ones with huge potential for 2016. The ONS have been reporting significant wage growth in certain sectors and average rises in others.

The employment market will continue to evolve, innovate and present opportunities and challenges. The world of work and the recruiters place in that world will change as our 24/7 work-anywhere culture with ever changing tools and technologies continues through 2016, exciting times indeed. So enjoy the festive season, review 2015, look to you’re new recruitment future and go for it in 2016.

Wishing you all within the recruitment world a very merry Christmas and a prosperous new year.

About
Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

 

Recruiters: Are you a Candidate Hot House or a Green House!
11/12/2015 10:15:36 AM

 



Recruiters: Are you a Candidate Hot House or a Green House!

According to recently published data from the Recruitment & Employment Confederation (REC) the UK recruitment market is still growing past previously reached peaks, delivering the best recruitment market in over 20 years for most sectors. With a value now in excess of £31.5bn the UK marketplace has seen new growth in both permanent and contract/temp sectors with margins particularly on permanent increasing 11.5%. Skills shortages continue to tighten and with 80% of employers saying they will recruit in the next 3 months the need to effectively source, attract and retain candidates has never been more important for a recruiter to thrive.

However in a further piece of recent research covering candidate experience only 25% candidates would have described their experience as a good one.

All this brings me to the question whether we actually understand the process our own candidates go through? Or have we become so embroiled in the transactional side of contingent recruitment in a great market that we only focus on candidate attraction in a desperate attempt to increase the numbers. Avenues that our candidates find us have become so diverse and complicated over recent years that it is almost a full time job to just keep up with new and evolving talent acquisition strategies and methodologies. Let alone look at the limitations of our current ways of operating in what can only be described as acute talent shortages. But while there will never be one golden bullet, recognising an issue and then understanding it by ways of some basic questioning or mystery shopper projects has got to be a good start. Another interesting stat from the research was that only 11% of hiring companies ask for feedback in relation to their hiring process.

So in a world where a recruiter is balancing relationships between candidate and client to create the best outcomes it is probably fair to say that collaborating in changes to improve any candidate experience with hiring companies is the only way forward. Helping future employers to be employers of choice and offering dovetailed advice that adds to their brand. Eradicating bad experiences that can only negatively affect the number one route for candidates to find out about vacancies through the very powerful word of mouth; another key fact from the research.

We can do this for clients by improving processes that in turn reduce process length, invigorate overall communication moving away from generic impersonal interactions. By eliminating vague job descriptions that don’t really tell a candidate what they will actually be doing or how they fit in to any organisation and by insuring interviews are arenas for candidates to be sold to as well as tested. With a range of obvious but simple changes both you and your clients could stop being a candidate hot house but a green house nurturing great experience, great practice and most importantly great candidates.

About
Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

Recruiters: Take Aim, Fire and Fail!
10/6/2015 9:33:26 AM


Recruiters: Take Aim, Fire and Fail!

You don’t have to be a recruitment expert to notice that the world of recruitment is changing as technology is influencing our industry in many different ways. The response I received to an article I wrote recently about whether Recruitment is still a game of phones was passionate but clear. Although the phone is king it is by no means alone at allowing us to be good at what we do. To be a recruiter in today’s world you need to be digitally proficient.

However, I think we are making some schoolboy errors when adopting new forms of communication and not doing the basics right. Whenever basic telephone or face-to-face training is done we reinforce the mantra that you need to do your research first, know your target and plan your call or meeting. No matter your medium though, if your talking to the wrong audience you will fail. FACT.

If we look at one example, the majority of recruiters seem to have twitter accounts as part of their social media package, the majority will tweet jobs but the minority would bother to tweet more any further content than this. From what I see on a daily basis even fewer have any targeting on the type of followers they wish to attract. On reviewing several accounts you can see competitors, suppliers and the odd random follower but rarely job seekers. In fact I dare say what you really want to do is build a community of passive, appropriately skilled potential job seekers that could be enticed eventually. Searching for the ultimate candidate with his bag already packed and ready to go is hard enough, if not impossible on twitter. Would you really cold call or door knock relentlessly for a whole day to companies or organisations that had nothing whatsoever to do with your target audience? So why on earth would you tweet jobs to twenty-three irrelevant followers? But then again I could probably create quite a substantial list if I was to make a note of recruiters doing this right now. In most cases these errors are mechanised to keep doing it relentlessly. This is not a social media issue this is a lack of recruitment intelligence issue, which is certainly not limited to twitter. Don’t get me started on LinkedIn or Glassdoor but it is a similar story. I repeat, to be a recruiter in today’s world you need to be digitally proficient.

There are experts out there that can give you the tools to understand how to use social media as effectively as the phone or a face-to-face meeting. But if you pick up the phone and don’t know what you are talking about and don’t have a story to tell then even the most basic tool is rendered useless. If you didn’t know what you were talking about when it came to recruitment or your market then would you still be in business? Probably not, so how could it be a content problem?

The other harsh reality is that we become reliant on one medium for too long without blending and utilising others, we did it with the phone and we are doing it with LinkedIn. One-trick ponies do not survive, so evolve or die. In reality it is not that difficult to rectify and once you understand the potential of building relevant communities with the right influencers to interact with. Then spending resource or time on it is most definitely a no brainer. But relentlessly taking aim, firing and failing is not good in any world, particularly the recruitment world.

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering the recruitment world and users of recruitment services access to managerial, training and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

Is Recruitment still a Game of Phones?
9/16/2015 9:50:16 AM


Is Recruitment still a Game of Phones?


The recruitment industry has always been a business that is focused on the use of the telephone. So much so that in years gone by there was always a need to balance the use of the phone and the values of operating face to face with both clients and candidates.

Now the modern day recruiter has many more tools in its possession. In fact new tools seem to arise daily. So not only do you have to work out how you use them but if or where they fit into the services and values you offer. At the same time neglecting to adopt a new tool or choosing to be an early adopter can really make all the difference. One prime example would be LinkedIn in 2003; something that I personally adopted very early, defended, supported and wholly advocated as a useful tool in the recruiters armory. Whilst early on many resisted with skepticism of its use, vision and long-term viability as either a tool or a competitor to the industry. I stick by my decision and take its mass use by the recruitment industry as an endorsement of that ethos. However, when LinkedIn launched there were not as many apps, social media portals, texting, messaging, live video streaming and broadcasting services as there are now, so choosing to adapt is harder.

Whilst a lot of these tools are useful in many parts of any recruitment business in many different ways, I want to focus on the frontline recruiter and how these technologies have affected their relationship with the phone and its use. Hiding behind email and not building relationships face to face or on the phone has always been a dangerous place for any recruiter learning or plying their trade. Relationships and service offering can suffer if the opportunities to understand, empathise and problem solve any situation are replaced by mechanised communication. In truth the phone was never 100% effective at replacing face-to-face communication but it was close, certainly closer than some modern day forms.

However the other undeniable truth is that getting quality phone or face to face time with any candidate or client in demand, especially in our current market conditions is tricky, If not impossible for some new recruiters joining our industry without a reputation to leverage upon. Another key consideration is that over the last few years the mobile phone has become the best way to make contact rather than landline but the use of the mobile has also diversified and voice calls are being replaced in some circumstances by messaging and texting services. KPMG have recently been reported as investing over AUS$7 Million on an agile workplace in Sydney that removes the phone from the desk with all communication including voice calls routed through laptops, something they hope to roll out to all their major cities. The ability to use these alternative methods of communication on the go in practically any location at any time also presents a distinct advantage to achieve at least some type of communication with your target audience. I have also noticed a willingness if not eagerness across business to use video calling services such as Skype or iMeet with tools such as DIALaBrain and Webinar services making face-to -face communication so easy.

So if you can communicate at some level using a various array of tools and then use the phone, video calling or face to face meetings as a quality relationship building tool. Then everyone’s a winner as long as when you get that opportunity you have done your homework. Surely that’s where the rest of our modern day tools such as LinkedIN also come in as well as the right training and procedures to use all of the above appropriately. Not just a game of phones then!

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering recruitment companies and users of recruitment services access to managerial and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

Recruiters: Have you got the right DNA to go global?
8/4/2015 9:14:45 AM


Recruiters: Have you got the right DNA to go global?

Times are good in recruitment, yes we could all do with more great recruiters and of course more candidates. But despite these challenges we are still thinking of growing, building and expanding our businesses. Some will explore new sectors or disciplines whilst others will look geographically. The extreme of that may well be going global or looking at new international markets. I say extreme but the benefits of offering international services will also help with increasing candidates, clients as well as attracting seasoned and valued recruiters to all parts of your business so it also has extreme benefits if you get it right.

But is going global really as easy as just having the financial resources, determination, recruitment expertise and track record domestically?

I would claim you need the right DNA.

When any recruitment business is first started the right people have to do the right thing. They have to possess that special something in the right environment and then go and work hard at it. They have to get the recipe spot on. Which isn’t an easy thing to do. Any start up will tell you that.

Starting up internationally is repeating that process, you could even say it might be harder this time round as you still have a domestic business to juggle at the same time. Going international is not the same as starting up any other desk. All elements of the recruitment process will subtly change and therefore you have to do the same. Adjusting your service offering, personnel, working environment and vitally your expectations.

Adjusting your expectations is not as easy as it sounds.

Good recruiters have good process, determination and the ability to repeat this recipe in their veins and when pushed into a corner they always revert to these defaults. It is exactly these variables that have to be right for the international market, because if they are hard-wired to the way you always work then you won’t succeed. Too often you see stakeholders not allowing new ventures to succeed because what they are being confronted with is different to their norm. International is absolutely different and that is exactly why the DNA has to be also.

Get benchmarks, bring in expertise.

One of the biggest attributes in my opinion of the recruitment industry is its ability to just go for it nurturing and replicating great entrepreneurs. However the by-product of such a culture is that often we rely on a sink or swim philosophy. Again this is only going to be productive if you are sure you can benchmark and step-in when you have to. Some one has to know what they are doing.

Bringing in talent and expertise is always going to help but you don’t have to rely on in-house or permanent talent. Practice what you preach to clients and candidates and make use of flexible work force planning, access talent when you need it and talk to the experts. Alter and adjust your DNA as you need it and take the plunge to go global.

About

Daniel Griggs is founder of Delta Genesis Consulting sharing recruitment knowledge by offering recruitment companies and users of recruitment services access to managerial and executive support on an advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, training, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

How to ride the knowledge wave without drowning?
6/5/2015 8:36:39 AM



How to ride the knowledge wave without drowning?

 
From a start up to a well-established business, one of the most undervalued and essential commodities is knowledge. However it’s also one of the most difficult things to contain, access, manage and call on effectively when required. Often because we confuse the need to be in its possession rather than the ability to get to it and utilise it when we need to. I’m not talking about data but knowledge!

Do we really know it all already?

The old Elizabethan saying “Knowledge itself is power” is certainly true but so too is “Knowledge is the small part of ignorance that we arrange and classify.”

Particularly within recruitment, which is where my expertise lies, the product you are offering your clients and candidates is always changing and evolving. Your reputation, branding and market positioning is reliant on the former but not exclusive to. Therefore any foundation to back up and justify your product offering has got to be worth investing in.

So how do you make it work for you? Certainly having talent within your business that are individually experts in their field, classed by you in whatever way you wish as the ‘rock stars’ of your business, is no doubt a good start. Finding and retaining key talent for any winning business will and should be a high priority. But surely you need to have systems in place that classify, utilise and access this unique knowledge base across all levels of your organisation. It’s also essential that there isn’t just one point of access as well. Your business has to be drawing on these attributes like breathing air or blood flowing through your veins without constraint. It’s a cultural change we are talking about.

It also figures that adding to your knowledge banks when required is something to consider. The size of your knowledge bank and depth will always depend on the size of your business and who happens to be within it any one time. But the world is bigger than you think and you only have to scour the articles on LinkedIn’s pulse to see the amount of expertise that is flushing around and how in the right circumstances it can benefit anybody with the initiative to ask for it. The individuals possessing this expertise are more willing than they ever have been to offer and assist on a flexible or interim basis. It doesn’t always have to be as a NED at the top level.

The leadership team is responsible for making this happen but how often are you discussing your businesses knowledge base as a priority at all levels? Do you know what knowledge your business needs to access?

Are you riding your knowledge wave without drowning?

 

About
Daniel Griggs is founder of Delta Genesis Consulting offering recruitment companies and users of recruitment services access to managerial and executive support on advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

Expertise the elixir of business?
5/6/2015 11:27:26 AM



Expertise the elixir of business?

 

Good businesses are the result of hard work, specific knowledge and the guidance of good experience enhanced and nurtured by the people within it. Generally businesses have an ebb-and-flow that develops over time creating a unique environment delivering a service or product that is synonymous with your business and only your business. There maybe imitators or maybe you are imitating someone else. But trust me you are unique. It’s impossible to replicate exactly.

The equation to any business is often difficult to unravel and although many prolific businessmen have replicated successful businesses each one will have uniqueness to it. It can’t be avoided but it can be influenced.

Every time you tweak the service, add an employee or make a change you are doing exactly that. The problem is that quite often these changes happen without a conscious decision. Knowing what to influence and when to influence it and then having the confidence to implement it is exactly what makes running and creating a successful business so rewarding and inspiring. There are numerous strategies to control these unexpected influences but having flexible expertise on hand to turn on and off when needed has surely got to be an elixir every business would want when required.

Interims, non-executive’s, mentors and trainers are in high demand at present as businesses start to flex their muscles and grow in what can only be described as a positive environment for growth. Limiting those opportunities and not taking full advantage of what is out there may prove costly as time and markets move on. So take a bold step and try something new by opening the doors to expertise that can turn on those taps!

 

About

Daniel Griggs is founder of Delta Genesis Consulting offering recruitment companies and users of recruitment services access to managerial and executive support on advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

Recruiters going international: Skip these 5 Pitfalls!
4/16/2015 3:16:26 PM

 


Recruiters going international: Skip these 5 Pitfalls!

So the recruitment market is improving rapidly. Business is good and your teams are growing whilst consultants have got their ambitious hats back on and we are back to talking about new markets, opportunities and possible areas for investment. Many senior management or business development meetings in this type of market will have been talking about moving or doing business internationally. Perhaps now is the time to make that leap. But what are the pitfalls?

The wrong motivation

It might seem strange to question whether you have the right reasons to open or go overseas before you even start but the majority of international office closures occur because there wasn’t the right appetite for such a challenge in the first place. Opening up internationally can only be compared to starting up your business from scratch again. Therefore you have to be aware of the enormity of the journey you are about to embark on and put your currently successful business through. Not having those reasons clearly defined should always be a deal breaker.

A weak track record.

If your business is doing well domestically then that is always where you start. Firstly with research to back up your location selection and then to actually start recruiting and building up some business flow. In most cases you will have already made placements and dealt with clients abroad. However this is nearly always part of a desk that is also recruiting domestically. You need to quickly dedicate headcount to your international targets to give focus and clarity whilst building up your knowledge base in one place. Often this can cause heated discussions about discipline or geographical focus but you have to overcome these issues early and bite the bullet, just like ideas problems will grow if you give them enough oxygen!

Choosing the wrong pioneer.

Always a question that gets asked and one that divides is do you go for someone who knows you or someone who knows the market to open your new international start up? The best option will always be someone who is knowledgeable of the specific marketplace as well as you and your business. Understanding your ways of working and your culture. Not achieving both, which is going to be a big ask, will mean compromise and therefore when compromising you have to try and satisfy your most important issues first. Don’t overlook any of them and have a contingency for the areas you will therefore be weak in.

Understanding this could be a costly distraction if done badly.

Having drawn comparisons to starting up your business again it goes without saying that there will be a cost. Like anything new or different there will also be a completely different way of doing or going about things including new procedures, new legislation and therefore new inexplicable costs. Often you maybe asked to pay for a license or even partner with a local. Whilst this is probably very obvious, it’s not always quantifiable or easily to predict how long even the most competent recruitment team will take to get traction in a virgin market. Be cautious and reasonable about your expectations.

Going it alone.

At the risk of being negative all of the above can be daunting. However if you are in business already then you have done it at least once and would fully understand the potential rewards. Giving your self the best opportunities to succeed is the key and a good advisor, local network or access to a local recruiting industry body can often satisfy some of those needs. Use your social network!

About

Daniel Griggs is founder of Delta Genesis Consulting offering recruitment companies and users of recruitment services access to managerial and executive support on advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

 

For crying out loud stop with the analytics!
3/9/2015 12:01:57 PM




For crying out loud stop with the analytics!

Everywhere you turn these days we are being offered access to complex tools that allow us to analyse before we act. A sensible approach I hear you say? Definitely to a certain degree, anything that can make life easier has surely got to be embraced. It’s also very exciting how good certain tools are becoming whether it in our business or personal lives.

My question is not should we abandon technologies, theories and methodologies that make both personal and business life easier. But how do we continue to keep up the human skills that give us a difference? Specifically I am talking about focusing on good old-fashioned gut feel and common sense.

What makes your offering different?
When it comes to business it is becoming harder to find the unique selling points for any organisation. The services we offer and the tools we use to obtain and underpin them are also widely available and utilised by all the competition. The differentiators quite frankly are not as obvious as they used to be. So while we search for what is different about us and our offering we reduce the possibilities of finding it.

Too much choice, too many decisions and too much cost.
I’m sounding like a cynical old fool now that wants the information to stop and go back to a time when ignorance was bliss. But that’s not the case, what I would advocate is the ability to hone our skills that allow us to do what we do best. Be us. I advocate tools that allow us therefore to do that.

An example of that would be the debating club or society that we may have been a part of or would have definitely had access to when we were younger. In the modern world the ability to utilise Twitter, Face book and LinkedIn as an open discussion forum with ease can also do that without limitation. But only if we actively practice the art of conversation on those platforms, it comes back to us again!

What will our Millennial's have as back up?
If we do not actively encourage environments that allow people to be themselves but rely on the tools to do it for them, the talent we have entering the workplace will be devoid of the ability to use their gut instinct. Is there an algorithm for gut instinct? Please don’t answer that but I think you know what I’m getting at. I think we should work at developing environments that analyze less and go for it more. Middle of the road seems norm and the fast or slow lanes are not encouraged anymore.

Time to look closer to home?
There it is the key differentiator; it’s us. That is you and the people around you. By all means give them the tools, what ever they may be, to bring out the real them. But do not ignore it, try to process it or leave it to chance. Embrace and encourage gut feel and common sense. Now go and analyze that!

About
Daniel Griggs is founder of Delta Genesis Consulting offering recruitment companies and users of recruitment services access to managerial and executive support on advisory, interim or non-executive basis. He has over twenty-seven years professional business-to-business experience having been in the Recruitment world since his first role in 1989. He has worked for small, medium and global staffing businesses developing an in-depth knowledge of the industry. Holding roles that have seen him progress from consultant to board level whilst recruiting, managing, directing and developing businesses both domestically and internationally in several sectors. You can also follow him on twitter @DeltaGenesisCon

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