Theo’s view of Recruitment, it’s like 12 rounds with Randolph Turpin!

Theo’s View Of Recruitment

Spotlight article for Syntax Media

So, my Granddad was a boxer and as you can see from his picture he’s as handsome as his grandson! When everybody else was sent off to fight in the ‘Second World War’ he was sent to the ring. He’d fight in exhibition matches to entertain the soldiers and sometimes would have multiple fights in a single day. The story goes that when Randolph Turpin was about to turn professional, my Granddad late into his career fought him and would later become the only person in Randolph’s career to put him on the canvas. Needless to say Randolph, the teenager, went on to beat the Journeyman that was John Smith, my Granddad and it wasn’t long before he became one of the greatest boxing champions the world has ever seen.

So what’s the point of this little foray into my family history! Well working in recruitment is metaphorically a lot like going into the ring with Randolph or my Granddad. You’re not taking punches, but you’re taking a lot of emotional and psychological hits every day. When the hits come and believe me they come, you’ve got to get right back up and keep on going, and it never stops.

Often recruitment is very misunderstood by hiring managers. Just because you recruit in engineering doesn’t make you an engineer. The reality is that you definitely don’t need to be either. In this competitive market finding the candidates is only a small part of the overall challenge.

Understanding the client brief is important and getting underneath the skin of what’s required is important, however nothing a bit of research and a few calls with candidates can’t rectify. The real art is inspiring talent and that’s all about communication.

The best recruiters in my opinion are resilient, intuitive, creative, and they can sell! Not hard door knocking sales, but the ‘Covey’ type of sales. They ‘seek first to understand…’, continually ‘sharpen the saw’ and are always thinking ‘win-win’.

The best recruiters use a ‘Common Language’ have ‘Active Listening Skills’ and use ‘Reflective Statements’.

They get to the real heart of what matters to a candidate and build a level of trust and respect that allows them to get beyond a transactional relationship to something meaningful and impactful.

Recruitment is all about communication and getting a candidate, in this very competitive environment, excited about an opportunity.

The challenge and the reason why you sometimes feel like you’re in the boxing ring taking hits, is that you’re dealing with people and people do the strangest of things.

So here are the 12 rounds of recruitment nightmares:

  1. The Hiring Manager briefs you but they don’t really understand the role or what they want themselves. You’ll throw a lot of punches and none of them seem to hit the mark!
  2. You’ve got the best knockout candidate and you’ve sold them the dream, but the role gets put on hold and the candidate leaves the ring.
  3. You’ve sent the Hiring Manager a ‘champion’ but they want to see a few more rounds before making a decision. By the time they make their decision the world already knows who they are.
  4. You’re managing up to 100 candidates at any one time and each conversation has to be meaningful and impactful and all the best interactions happen in the evening. Day and night can become one and impact on your performance and personal life.
  5. No matter how hard you workout and no matter how much energy you put into your performance, you’re always remembered for the last fight and when you’ve lost it can be tough getting back into the recruitment ring.
  6. You have an up and coming champ who’ll be great for the company, but the hiring manager can’t see beyond a journeyman.
  7. Your champ wants £40,000 and has been clear about that from the start. The client offers £39,000 and won’t budge. The fights over before it’s even started!
  8. You’ve moved heaven and earth to attract a passive champ in a niche market to speak to a hiring manager. The hiring manager forgets to sell the opportunity, so the candidate thinks you’ve put them in the ring with an amateur.
  9. Your champ is a no show! They had a car crash, hurt their fingernail, went to the wrong side of the world, were bitten by a dog, abducted by aliens etc… You have to do a statement to that effect knowing it will drop like a sack of spuds in the hiring manager’s inbox!
  10. You’re working hard to find the next big thing for a specific role, only to find out some recruitment companies who are not employed to work on the project have already started speaking to candidates about it! Messy situation that requires lots of blood, sweat and tears for all involved.
  11. Groundhog day; every round feels like the one before and just as your coming to the end of the fight, somebody tells you your back to round one again. Candidates drop out, hiring managers make mistakes, vacancies are pulled and job specs are changed. It’s never ending.
  12. You’re at the top of your game, you’re in fine shape and yet you still have to prove yourself every day. Each hiring manager wants to see you in action before trusting you’re the real deal. If you stop moving your feet, you’ll be knocked right out, just at the point you thought you’d take the win!

Theo’s View Of Recruitment

So what goes on behind the scenes, the level of training, hard work and commitment that goes into finding and inspiring talent, is often misunderstood or ignored. Hiring managers the world over just want their candidate and they want them now. That’s understandable; we are all under a lot of pressure to perform at our peak. For managers of people, they need the right team to work with them to help them achieve greatness, so naturally that pressure will come the way of the recruiter.

This may all seem very painful and why would anybody want to put themselves through such a horrible day to day existence?

Because, it’s exhilarating, ever changing, technology driven and demands a lot of energy and enthusiasm. It allows you to positively impact on people’s lives, you’re able to influence change and improve the chances of organisational success.

But more than anything else you get to work with people from a huge variety of backgrounds. You have the opportunity to hear their story and to understand their greatest achievements and most personal ambitions. When it’s good, it’s absolutely fabulous. Each day is a hurdle to be jumped and you have the opportunity to keep your finger to the pulse.

A friend of mine who’s a QS (Quantity Surveyor) once told me he was phoned by a recruiter and she knew more about his job and what was going on in the industry than he could ever know. This recruiter wasn’t a QS, but she spoke to them on a daily basis and she was able to capture huge amounts of information from a wide source of people. This makes recruiters knowledgeable and a great friend to have in your industry networks.

So if you’re inquisitive, personable and creative, then there is no better place for you to be. The best thing of all is if you’re lucky you also get to work with like minded people and that makes for a great place to work and live.

I no longer do the day to day recruitment of candidates, but I am lucky enough to have the opportunity to think more strategically about how social media can facilitate and positively impact the recruitment process. But I still have the privilege of managing and leading teams that do.

Recruitment is a tough game and sometimes you just want the day to end. But let’s face it, my Granddad had to really earn a living literally fighting to put food on the table, so my pacifist Nan, would you believe it, and their kids could have enough to survive on.

He really did go the 12 rounds so I didn’t have to. Recruitment won’t save lives and won’t take lives, but it sure can be a lot of fun and don’t underestimate the truly positive difference it can make to both people’s lives and to the success of organisations!

Posted in Content marketing, Creative, Employment, Interview, Life, Marketing, Media, recruitment | Tagged , , , , , | Leave a comment

Theo’s view of #Social … and we don’t mean a pint down the pub!

Theo’s view of #Social

Spotlight article for Syntax Media

However, if you listen to Google Dave and Bill Boorman, as part of their great work with Social Talent, they’ll tell you a lot about the similarities between engaging and socialising in a pub with that of online social engagement. This doesn’t mean we should talk in the same style and language online, as in the pub. What it does mean is there is an etiquette to how we communicate with one another in any face to face social environment and the way we connect, engage and communicate via social media channels shouldn’t be that different.

For example, you just don’t walk into a pub, go up to each person you see and give them a thumbs up or a big smile, without any context, and then walk straight back out again expecting to have made some good friends and contacts. At best you’ll be remembered, but not for the right reasons. At worst you’ll have made the wrong type of connections or none at all!

So before we get into the nitty-gritty, trials and tribulations of #social, what is social media?

noun: social media; plural noun: social medias

“websites and applications that enable users to create and share content or to participate in social networking” Thanks Google!

OR

“Social media are computer-mediated technologies that facilitate the creation and sharing of information, ideas, career interests and other forms of expression via virtual communities and networks” Wikipedia

Okay enough of the dictionary, google-pedia view of what Social is:

Basically in my simple view, it comes down to communication. By Jove, I think he’s got it! Okay it doesn’t take a techno-savvy, digital media, #SocialLight to work that one out. But you’d be surprised, not everybody has cottoned on yet and they certainly haven’t realised that if you get your communication wrong on social, whether that be through words or imagery, you could be on your way to digitally walking up to a person or even worse a million people and punching them right in the face. Ouch!

DeGiornio Pizza famously felt how hard the world can punch online when they took a hashtag #WhyIStayed and wrote: You Had Pizza!

Unfortunately for them, they’d picked a popular hashtag without first understanding its origins and purpose. Clearly, you can see in the comments below that they had gotten it horribly wrong.

Theo’s view of #Social Syntax Media

 

Damage limitation: DiGiornio quickly apologised for their horrible error.

Theo’s view of #Social Tweet 2 Syntax Media

Sadly this hasn’t been the end of the saga and the Hashtag #WhyIStayed has been abused this year and used to make fun of the whole situation. So even years later the story still hasn’t gone away and a simple tweet continues to have a negative impact across social channels.

So if you’re not put off by the Horror stories and you shouldn’t. What next? Find what it is you want to say. Once you’ve got your KILLER content, you then have to decide, how do you want to connect with those people you are trying to target through owned, earned or paid media? You may be thinking what exactly do I mean by these terms?

Here is a great high-level example of the ‘Digital Marketing Trifecta’ by Titan SEO

Titan SEO: Digital Marketing Trifecta

 

But even then, once you understand the Digital Marketing Trifecta and you’ve made your decision, it’s becoming ever more challenging to swim through the sticky swamp of social media channels and more importantly to understand which ones you should use as part of your social strategy! For example targeting Mums returning to work after parental leave on SNAPCHAT wouldn’t be a great idea. Hoping to find nurses on Linkedin! Better search on Facebook. So working out the correct social channels to connect with the right audience is key to enjoying success on #Social.

Hey, let’s face it, I do this for a job and even I sometimes feel like a spaceman that’s been let loose floating about with a compass in one hand and a piece of paper in the other, with one question written on it: where is the next planet like earth?

 

There are two main things we need to consider: first, what do you want to achieve and secondly, how much do you have to spend. Here in the #SocialTribe at TMP.Worldwide.UK we’ve been able to achieve some fantastic success through organic impressions and engagements; however, we also invest in paid promotional content. Sometimes you get lucky and time it just right with the perfect message. But most of the time it’s the correct combination of targeted paid marketing that supports and boosts the organic impressions and engagements.

My last blog My View of the TMP World… went on to achieve in excess of 14,000 views without any paid promotional investment. But I’ve also had content that has had views of 100’s rather than 1000’s. We must always; start with the end in mind, get the content right and then utilise what budget we have to amplify the key message. With all the right planning you’ll get good results and with a bit of good timing and luck, it’ll go viral!

You can give this a go yourself or get the professionals to do it for you. What I always say, is that we can all do our own tax returns, but it will take you a lot longer than it would a tax professional and will you get the best return on your money? Sometimes these things pay for themselves by nature of the improvement of the quality of the results!

 

So what’s new in Social?

SHOCK HORRER Linkedin has decided to take a leaf from Tinder’s books. I’ve recently received an update of their terms and conditions:

 

‘Easily meet up with other members – You’ll have the ability to see members nearby

so it’s easier to meet up…’

How exciting! All of a sudden not only can we connect on linkedin, but we can start to turn up on people’s doorsteps saying ‘Hi, we’re connected on Linkedin and I could see you were at home, so I just dropped by for a cuppa.’ Eeeek!

 

Social Influencers

If you’ve not had your head buried in the sand you’ll know that influencers are becoming big business and companies are starting to recognise that they need to include them as part of their digital marketing strategy.

@SocialChain based in Manchester is already ahead of the game on this particular point. They’ve acquired followings of millions and through the power of these networks, they are able to promote pretty much anything to a specified targeted group and as far as I know they do not have to pay advertising costs to amplify their messages.

It’s simple, just like a lighthouse would have highlighted the land and guided ships away to their destination. Powerful influencers on social media are able to hold a light up to information, opportunities, and products or pretty much anything they chose to and it will draw their follower’s eye-sight to pay attention to it.” From ‘How to be a SocialLight’  

Now it seems the government are stepping in to see what this is all about. Will it soon have tighter regulations and what implications will that have for its ability to have the impact it’s clearly currently having.

 

So what’s next?

2017 predictions: Why artificial intelligence will blow account-based marketing out of the water? So says Peter Isaacson and he may not be that far from the truth!

So what do you think will be happening in #Social in 2017 and what does #Social mean to you?

 

Author’s profile

Theo’s view of #Social

@TheoSmithUK

Having visited all four corners of the recruitment world, spending time in ‘Specialist Recruitment’, ‘Executive Search’, ‘In-House’ & ‘RPO’, I now bring creative ways of recruiting key talent to my clients. ‘Social Media’ amplification and engagement with a sprinkle of ‘Content Marketing’ is where it’s all happening and I love it!

I also enjoy writing professional blogs, speaking at the company, charity and industry events, whilst still working in a challenging role within TMP Worldwide; a resourcing business that helps organisations hire and retain the right people by leveraging their employer brands.

“We focus on brand led direct resourcing, which puts the employer brand at the heart of the resourcing process”

Posted in business, Content marketing, Creative, Employment, Interview, Marketing, Media, recruitment | Tagged , , , , | Leave a comment

Theo’s view of the TMP World… in which he lives and what a world it is!

, , , , ,

So here at TMP Worldwide UK and our Sister company Yocto RPO we’re the quirky ones in the room. Not all beards, cool specs and ‘Tank Girl’ or ‘Tuxedo’ t-shirts, although there certainly are some of these, and we love them. But a real mix of opinionated, passionate and enthusiastic people who are looking to make a positive difference in their chosen space.

So what does a positive difference mean? Some garbled attempt at trying to be something we’re not! Or maybe it’s the need to fit into a new cyberworld where the augmented reality is a glittered disguise for the grey windowless room in the basement of an inner city relic.

Thankfully not the case here!

It’s actually about personalities; people engaging in constructive conflict that will bring about positive change, empowered via bespoke solutions for our clients.

What exactly does that look like for our customers?

@TMPWorldwideUK we’ve been creating wonderful brand led approaches for years and we’ve been lucky enough to have some great achievements recognised at the RADS and at the CIPD awards, to name just a couple.

For Virgin Money we delivered what was dubbed as ‘the world’s most creative job interview’ looking for a ‘Creative Genius’ to head up the innovation team at Virgin Money.

The interview was a set of immersive tasks that needed to be completed by the chosen candidates, including presenting to the Dragon’s Den, succeeding in the Crystal Maze and giving the England football team the pep talk of their life.

For Autotrader only recently our creative team only went and built an awesomemobile.

#awesomemobile
“Have you seen our #awesomemobile out & about in #Manchester? Give us a wave as you see us fly by! #autotrader #autotraderlife

Sometimes it just takes a ‘creative’ approach to target a specialist audience and in this case Autotrader wanted the world to know it didn’t need mechanics or car salespeople. It’s in the online digital space and therefore needs talent to come and be a part of its creative and cool world in the North!  So we delivered a solution that had a bit of fun and went directly to where the audience hung out in the centre of Manchester.

And then there’s our sister company Yocto

Who, I here you say?

The mind-bendingly, miraculously small of course! The tiniest unit of measurement there is and to us, it just happens to be the biggest deal. Because it’s what sets us apart: The attention to detail at every stage of the candidate journey.

Our Yocto RPO recruitment delivery teams based in Bristol are lucky enough to work with, in my opinion, some of our amazing clients who are every bit as quirky, innovative and creative as our team of recruiting superstars.

Some examples of these incredible companies and projects are:

SAFRAN

One of the leading aerospace manufacturers globally, where we are regularly challenged to identify and supply the talented engineers, who produce the thrust reversers that ensure your holiday plane comes to a steady stop on the runway.

PARLIAMENTARY DIGITAL SERVICES

As the world goes digital, so does parliament. The candidates we are placing are transforming the way government consumes information and literature.

SPIRE HEALTHCARE

A highly regarded UK private healthcare provider. Our recruiters are tirelessly seeking out the next nurse who’ll be transforming the lives of others and caring for our loved ones.

 

So how do we find this ‘Talent’ the world is desperately looking for? Well through forensic data analysis, laser-like sourcing, rigorous candidate engagement ensuring we target job seekers, who aren’t actively looking, assess their suitability, then present the best ones to our clients.

We identify individuals through the science of sourcing, then connect through the art of engagement…. The science is the intense identification of talent, whether actively seeking a role, or ‘hiding’ from recruiters, and getting them on our radar…. The art is engaging with ‘target candidates’, using the Employer’s Brand to turn a CV/profile into an enthused ‘live candidate,’ and presenting a potentially ‘great hire’.

So the next time you think of TMP, think ‘Laser-Like’ capability and ‘the World’s Most Creative’… Because at the heart of our business is recruitment, but it’s surrounded by a body of technology, a creative mind and a dynamic energy. You can guarantee a quirky bunch of people who’ll be on hand to work with you; making ideas a reality. No masquerade, no augmented reality, but real people, with real lives and a real passion for what they do.

 

TheoSmithUK Author’s profile

@TheoSmithUK

Having visited all four corners of the recruitment world, spending time in ‘Specialist Recruitment’, ‘Executive Search’, ‘In-House’ & ‘RPO’, I now bring creative ways of recruiting key talent to my clients. ‘Social Media’ amplification and engagement with a sprinkle of ‘Content Marketing’ is where it’s all happening and I love it!

I also enjoy writing professional blogs, speaking at the company, charity and industry events, whilst still working in a challenging role within TMP Worldwide; a resourcing business that helps organisations hire and retain the right people by leveraging their employer brands.

“We focus on brand led direct resourcing, which puts the employer brand at the heart of the resourcing process”

Posted in advertising, business, Content marketing, Creative, Employment, Interview, Marketing, Media, recruitment, Uncategorized | Tagged , , , | Leave a comment

My date with Doris and the 3 errors of my ways…

My crazy date with Doris last week and the 3 errors of my ways…

Error no.1

Last week I heard people mention #StormDoris and that it was bad up North, however, I didn’t think that referred to little old me and my journey!

Error no.2

I got on a train!

Error no.3

I tried to travel on said train

The gift I received for my adventure into the unexpected

8 trains over 8 wonderful hours

A lovely surprise visit to Reading and then 3 hours in lovely Birmingham station with some other happy travellers 😀

Then for a final couple of hours on the train back to lovely Manchester with my fellow passengers…

Just in time to get home for the ‘Ten o’clock News’ to live it all over again in widescreen!

Thank you Doris, you’re great! 😀

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Authors profile

Theo Smith has been a successful International Head-Hunter and Global Account Manager for some of the most successful and progressive conglomerates in the world. After spending several years as a professional actor delivering workshops and lectures to young people on critical youth issues, such as gang culture, drink and drugs and employment, Theo has carved out a career in business, sales, marketing and recruitment.

He now writes professional blogs, speaks at company, charity and industry events and still works in a challenging recruitment role within TMP Worldwide, a resourcing business that helps organisations hire and retain the right people by leveraging their employer brands. “We focus on brand led direct resourcing, which puts the employer brand at the heart of the resourcing process”.

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Disclaimer: Views expressed are purely my personal opinions and not in any way affiliated to organisations of which I am part, or for whom I have worked in the past. Any issues with any of the content used in this post, should be directed to the author theosmithuk@outlook.com.

 

Posted in advertising, Advice, Content marketing, Creative, Job, Marketing, Media, recruitment, Uncategorized | Tagged | Leave a comment

How-To Create a Great Job Ad – 3 Simple Steps

So last year I became a Blackbelt Ninja in internet recruitment and even though I’ve been doing this recruitment work for a while now, there is always still plenty to learn. So @SocialTalent I have you to thank for inspiring me to write this content.

#recruitment #advertising #contentmarketing #contentmarketingtips #creative

STEP ONE: Be Creative

Who wants to apply to a job with a list of ingredients? Not me! Think about what your audience wants to see and what they want to hear. In the competitive world of recruitment there is so much choice out there, why would they respond to a list of demands?

What’s in it for them! For instance, make sure they know that you offer great training that will help further develop them or that you have a high performing, competitive environment, but that gives them access to some of the best minds in the business to support them in delivering their personal objectives.

Use images or video to further capture their imagination, don’t just rely on words. Because we all absorb information in different ways and we want to ensure we entice a wide variety of applicants, to give us the best and most diverse choice of candidates for our vacancies.

STEP TWO: Be Emotive

Who wants to see a job advert with no personality? Not me! Think about what your audience wants to feel and connect with them in a way that imprints on their heart as well as their mind.

Speak to your potential applicants in a way you’d communicate with your team and let them get a sense of what it would be like to work with you. Talk about individuals and their successes and make it clear that there is space for more people like this in the team and you’d welcome them with open arms.

Ultimately we all want to join a company that wants us and we all want to spend time with team members who’ll be pleased to have us around. So don’t leave it to chance and reach out to them with a real sense of how great it is to work in your environment.

Here @TMP and @Yocto we love @chillidaddy in Bristol and every week we sit around and enjoy it, tweet about it and laugh about who’s going to be brave enough to have a 5, which is HOT!

Let them know what truly makes you different, it doesn’t have to be crazy, it just has to be a true reflection of your environment.

STEP THREE: Be Clear 

Just because your job ad is creative and emotive, doesn’t mean it lacks clarity or purpose. Get the applicant excited and emotionally bought in, but also be honest and clear around the business, the environment and the opportunity. Leave them in no doubt that this is either the right opportunity for them or that it’s a mismatch. We don’t just want more applicants we want the right type of applicants who’ll be the best performers in the role, but also the best match to the environment.

There is nothing worse than a candidate having to attend interviews for a job that just doesn’t fit. Its event worse having accepted a job to start on day one and to realise that the picture created in the job ad has turned out to be a ‘Scream’!

So why don’t you go and give it a go and let me know how you get on. I’d be more than pleased to hear your results or if you have any other ideas on how we can create great job ad copy.

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Authors profile

Theo Smith has been a successful International Head-Hunter and Global Account Manager for some of the most successful and progressive conglomerates in the world. After spending several years as a professional actor delivering workshops and lectures to young people on critical youth issues, such as gang culture, drink and drugs and employment, Theo has carved out a career in business, sales, marketing and recruitment.

He now writes professional blogs, speaks at company, charity and industry events and still works in a challenging recruitment role within TMP Worldwide, a resourcing business that helps organisations hire and retain the right people by leveraging their employer brands. “We focus on brand led direct resourcing, which puts the employer brand at the heart of the resourcing process”.

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Disclaimer: Views expressed are purely my personal opinions and not in any way affiliated to organisations of which I am a part, or for whom I have worked in the past. Any issues with any of the content used in this post should be directed to the author theosmithuk@outlook.com.

Posted in advertising, Advice, Content marketing, Creative, Employment, Interview, Job, Marketing, recruitment, Uncategorized | Tagged , , , , , , | Leave a comment

#SocialChain; new kids on the block, reflecting a societal change

‘The kids who decide what all the other kids are talking about’ #BBCRadio4

So here they are the cool 20 something’s, Uni drop outs, who’ve created a movement, a wave of opinion, an impact on millennials that can provide them with the impetus to respond in a way we’ve not seen before or couldn’t have previously imagined, even if it has been quietly creeping up on us.

But wait this isn’t just about responding to political unrest or change. It’s about burgers, trainers or the so-called new record signing of ‘Rex Secco’ by #ArseneWenger for #Arsenal. But is it only about such trivial matters that now energises and influences young people to like, share and comment on social content. Do they define #SocialContent to be in its purest form, when it’s non-political or religious? Safe and fun content for #millennials is easy to understand and doesn’t risk the social media backlash that can happen from liking or sharing the wrong images and copy.

In fact, am I just trivialising it myself or have #TheSocialChain fell upon something much bigger than how to influence the thinking and decision making of millennials. #SteveBartlett CEO of the Social chain himself said there is no reason this wouldn’t work on other age specific groups. At 24 years of age, he just doesn’t see himself as the one to deliver a solution outside of his sphere of knowledge and influence. And what an influence he is!

Surely the appointment of the new US president #TRUMP this Friday 20th January is a sign that it’s not just millennials that can be highly influenced by the messages that are conveyed via massive social media followings. It makes sense that somebody who likes the things you like and gives advice that you generally follow, when it comes to the crunch, can influence and guide your decision-making process. Even to the point where you may start to find out things about them that you don’t like, however, you’re already psychologically attached to them and committed to seeing it through to the immeasurable and possibly unimaginable end…

And so it’s no surprise the future of recruitment is changing and evolving even more than we ever could have predicted. #Facebook is moving more towards the solid professional world of #Linkedin. We spend much more time on Social sites speaking to our family and friends, than we ever have on Linkedin, joining more informal and professional groups than ever before. So when a message hits us there for the 2nd or 3rd time, subconsciously we connect and are more likely to eventually respond and act upon that message.

So the future social engagement is surely not about our hard and fast beliefs that exist in isolation. It’s about the social influencers and their followers. And it seems that the millennials should not be laughed at by the rest of us for following the sheep whilst being directed by a well-informed, clever sheepdog. Because ultimately the so-called more experienced ‘wiser’ humans on this planet are giving #robots and #Artificial-Intelligence all the ammunition they need to take over the world, as we slowly follow the lemmings off the edge of the political and social cliff.

TheSocialChain is perhaps not just the new kid on the block creating a movement and influencing change, they are also reflecting the wider global movement from a social and political acceptance, to a reaction to action, which intern is a movement to transformation.

The question to answer: are you going to be influencing the reaction and therefore informing the action, or will you just be accepting the transformation…?

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Authors profile

Theo Smith has been a successful International Head-Hunter and Global Account Manager for some of the most successful and progressive conglomerates in the world. After spending several years as a professional actor delivering workshops and lectures to young people on critical youth issues, such as gang culture, drink and drugs and employment, Theo has carved out a career in business, sales, marketing and recruitment.

He now writes professional blogs, speaks at company, charity and industry events and still works in a challenging recruitment role within TMP Worldwide, a resourcing business that helps organisations hire and retain the right people by leveraging their employer brands. “We focus on brand led direct resourcing, which puts the employer brand at the heart of the resourcing process”.

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Disclaimer: Views expressed are purely my personal opinions and not in any way affiliated to organisations of which I am part, or for whom I have worked in the past. Any issues with any of the content used in this post, should be directed to the author theosmithuk@outlook.com.

Posted in Advice, business, CEO, Content marketing, Employment, Interview, Job, Marketing, recruitment, self help | Leave a comment

Would you hire this guy?

bad-boy-tSo it seems like a long time ago that I had long hair and wore tracksuits rather than suits! But one thing has not changed and that’s my personality. I’m still caring, generous, gregarious, always try to carry a smile and of course very modest!!! Lol 😉

So really, on a serious note, would you hire this guy?

When this photo was taken I was in college and working some evenings at British Gas doing data entry. On one of my half days we all went into Cardiff City Centre to catch up with some friends and as we hung out in a street in Cardiff, I sat against the wall with my friends around me. I man who was working on building the now magnificent ‘Millennium Stadium’, walked past and started to berate me, telling me I should just get a job. So as you can imagine with my youthful energy and passion I gave him my direct point of view on these comments. However he just walked away and probably for the best as he was a foot taller and wider than me! :/

My youth existed during a period where my views and opinions were shaped by the music, culture and influences of that time. Films like ‘Boyz in the Hood’ and ‘Menace 2 Society’ gave me a view into the challenging life of young black people growing up in the aggressive, impoverished streets of America. This then naturally came to influence the way I dressed and the way I thought about life and society. Not just in the inequality of life on the streets of America, but also here in the UK. That gave me a purpose and a passion to have a positive impact on the world, which wouldn’t be defined by how I looked, or how I spoke, but on my actions.

What is it that motivates somebody to make such a judgment of an individual in a millisecond and allow it to influence positively or negatively in the way that they engage with them? Can any of us say we absolutely never do this. Now in this situation I actually feel this guy was a bigot and had no place in treating another human being in that way. But do we all do it to a greater or lesser extent, even if not as direct and offensive as the man in question?

So why do I now look at that picture and wonder would I hire that guy if he came to me today for an interview! What would I think and how would I respond?

Well I’d hope I’d judge him on his ability to do the job I require him to do. I’d like to think after spending time with him I’d see he’s a genuine guy who has particular personal interests like anybody else. Maybe I would even spot the fact he could bring personality and potential lateral thinking to the role I’m hiring for.

Now when I interview candidates these days, I’m normally doing it to assess them for my team or department. I’m not going to judge them on where they’ve come from, what music they listen to or who they may or may not pray to. Actually I just want to know, are they right for the job and can I get the best out of them through supporting, coaching and mentoring, and can they bring the best out of me?

This has indeed allowed me to work with teams of fantastic, quirky, interesting, culturally diverse people who make my working life as interesting and rewarding as my personal life.

So I ask you again: would you hire this guy? Or more importantly, would you give him the chance he deserves to share his story… before already making your mind up?

Authors profile

Theo Smith has been a successful International Head-Hunter and Global Account Manager for some of the most successful and progressive conglomerates in the world. After spending several years as a professional actor delivering workshops and lectures to young people on critical youth issues, such as gang culture, drink and drugs and employment, Theo has carved out a career in business, sales, marketing and recruitment.

He now writes professional blogs, speaks at company, charity and industry events and still works in a challenging recruitment role within TMP Worldwide, a resourcing business that helps organisations hire and retain the right people by leveraging their employer brands. “We focus on brand led direct resourcing, which puts the employer brand at the heart of the resourcing process”.

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Disclaimer: Views expressed are purely my personal opinions and not in any way affiliated to organisations of which I am part, or for whom I have worked in the past. Any issues with any of the content used in this post, should be directed to the author theosmithuk@outlook.com.

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