20+ Years of Knowledge in One Place!

In 2008 Lewis Hamilton became Formula One World Champion.  A few months later at the start of the 2009 season Hamilton was struggling to finish a race let alone win one.  From World Champion to back-of-the-pack in a matter of months.  Yet his driving had not deteriorated that much in such a short space of time, only his car had.  You may be a great recruiter but if you do not have the best technology in place, you and your team will struggle unnecessarily.  A great team with incomplete technology is not enough.

But technology alone will also not be enough.  Finding good people is going to get even harder in 2010 and beyond when you start to ramp up your recruitment.

Take a look at the current work related search trends below to see why it is absolutely imperative that you be on top of your recruitment game, well before you even think about economic recovery.

Home based business

Second job

According to Kevin Wheeler, Founder and Chairman at Future of Talent Institute,  the regular workforce in 2009 represents 85% of working people whereas by 2012 it will only be 50% of people. This is a massive drop of 40% of people who will no longer be looking for regular full-time, employed work.  Even if he is only "half right" it is still a scary thought for recruiters.

Watch Kevin Wheelers full presentation on the changing workforce here.

FREE: The Corporate Recruiters Handbook

Your Ultimate Guide to E-resourcing Success

It doesn’t matter if you are an industry veteran or brand new to recruiting, the Corporate Recruiters Handbook will show you where you have holes in your e-resourcing infrastructure and tell you how to fix them.  It is not about interview techniques or Line Manager engagement but e-resourcing technologies and direct recruiting techniques such as:

  • Search Engine Optimisation.
  • Applicant Tracking Systems.
  • Search Engine Marketing and Social Network Marketing.
  • Social Recruiting.
  • Talent Pool Automation.
  • E-mail Marketing.
  • RSS, Twitter, job aggregators, tracking, cost-per-hire and more.....
You need more than a few job boards, a presence on Facebook and a Twitter profile to be a success.  You need to consider every aspect of your recruitment strategy and infrastructure which is why I have put so much effort into this latest handbook.

Using the Handbook

Being able to get the best applicants is NOT rocket science.  It simply requires focus and effort on some pretty basic elements.

There are a LOT of wasted activities going on with money being spent on things that just don’t work. I know a company who spent £25,000 on a single advertising campaign and did not get one hire.  Outperforming these people is NOT hard!

A well-built attraction strategy is however harder to beat than you would think even if anyone can try and copy what they can see; there are so many things hidden behind the scenes. The Corporate Recruiters Handbook reveals these secrets and arms you with techniques most of your competitors will never even think about.

Each section gives an overview of the key aspects and concludes with an exercise to guide you through a self assessment of what you already have in place.  Like having a personal consultant but without the overhead!

All of my knowledge in one place!

Never before have I put all of my knowledge together in a single place.  Everything the programme contains has been built up over the last 20+ years since I have been involved in recruitment.  It is taken from numerous reports, surveys, client projects, media campaigns, career site analysis, social media and pretty much everything else I have done. 

When I first started working with employers on their direct resourcing strategy this knowledge is what set me apart from anyone else.  But I can only work directly with a small number of large employers at any one time so by sharing this knowledge I am able to help a lot more people all at the same time.  It also allows me to continue to develop new concepts and strategies and prove them in a real environment so that when I add them to this programme, you can be assured they are proven and tested techniques.  No guess work or half baked ideas.

Begin with the end in mind

This is where I always start.  I have developed my own Discovery System that maps out the next steps to take you in the right direction and have included the Discovery System Worksheet in the programme.  From Discovery to Delivery I'll show you what I do based on my own first-hand experience. 

5 Key Modules

You need more than a great engine which is why the 5 Key Modules cover every aspect that's needed to create a winning formula.  I take each part and then break it down further looking for the "aggregation of advantages".  Every little tweak can make a difference to each of the following:

  • Applicant Tracking Systems.
  • Career Site Optimisation.
  • Social Recruiting.
  • Direct Marketing Channels.
  • Talent Pool and Referral Automation.

E-mail Support Programme

The additional 6-month Support Programme is packed full of vital reports, interviews, webinars and supporting guides to help you implement the changes you identify and includes:

  • How to set-up a Facebook Page and Twitter profile guide - FAST.
  • Buying an ATS guide.
  • Job board versus SEM cost and hire comparison report.
  • Career site SEO assessment techniques.
  • How to automate your referral system webinar.
  • Expert interviews from "Google to Flat Fee Recruiting".
  • How to use Google Adwords and Social Network advertising webinar.
  • Making the most of Linkedin guide and webinar.

To win a race is a team effort and takes more than a great car and a great driver.  Each module gives you the right pit-stop support to make the right changes at the right time allowing YOU to focus on staying in front of your competition.

Why should you want a Handbook like this?

  • You don't have time to do the research into new technologies because of your day job - I do because it is my day job.
  • You are an expert recruiter whereas I am an expert in recruitment technology - we both need to be in your team to win.
  • I test and build new concepts at my own cost - you only get to see what works without the cost of what doesn't.
  • I am sharing my 20+ years of experience with you to help you get better results - you don't have to carry the entire cost of this expertise internally.
  • I work with many other industry experts and get their knowledge for free - you only get this if you pay them direct as a customer.

The Best Business and Time Investment You Can Make

As you can see from the testimonials on the right I know what I am talking about.  I have been in the recruitment business for over 20 years with more than 10 years in online recruitment.  I have many happy customers who have worked with me and have the evidence to back up what I say.  You get access to all of this knowledge for free.  

So why have I made it all FREE?

It is my genuine desire to help as many corporate recruiters as possible but I cannot be everywhere for everyone, and as the Internet allows me to share my knowledge at virtually zero cost, I can now afford to make this entire programme free.  Of course virtual support will not be enough for everyone but by having well informed customers, I have a greater opportunity of helping them achieve even more success.

I sincerely hope you will take up this fantastic offer and look forward to working with you.

Happy recruiting!

*This is a totally FREE service from Hire Strategies Limited.  No payment required.

**Double check your e-mail to ensure you receive your Support Programme details.

 
 
 
 
 
 
 
 
 
 

You really understand the context, market, and business cultures that you work within.

You appreciate my pressures, deliverables and the speed that I need to operate at.

Tesco logo

Jane Smith

Peter was there at the start of on-line recruitment, innovating and pushing the envelope. Today he continues to understand how the internet as a recruiting tool is evolving. He constantly bridges the gap between the technology, the recruiter and most importantly the job seeker.

Keith Robinson - Ex COO Totaljobs and Joint Founder

Site Advisor Group

 

Peter’s understanding of the capabilities of the Internet and where this is likely to go in the future is second to none.

Ryan Cheyne – Head of HR

Pets at Home

 

Peter really understands the context, market, and business cultures that he works within as well as the speed that I operate at.

Jane Smith – Head of HR and Capability HSC Commercial

Tesco

 

Peter provides a unique consultancy in that he gives a strategic and un-biased perspective of online tools for recruitment. He has a pragmatic and commercial approach and has been invaluable in helping us shape elements of our recruitment strategy.

Rebecca Baker - Director of Recruitment

Hutchison 3G

 

Peter is a real guru in terms of his expertise in the world of online recruitment – we have benefited enormously from his expert knowledge and practical ‘how to’ advice. Invaluable!

Emma Mirrington - Talent Attraction Manager

British Sky Broadcasting

 

Peter's vast experience and expertise of the eRecruitment market enables him to provide a pertinent 360 view of the most efficient Talent Acquisition strategy in a given context - from ATS to Employer Brand and Marketing strategies towards Candidates - a great one-stop-shop for recruitment directors.

Patrice Barbedette - Founder and Group VP Sales

Jobpartners

 

"The blog you built was a tremendous success for Superdrug. An exceptional two way communication tool that certainly kept me in touch and helped everyone in every location feel part of the bigger picture."

Euan Sutherland (CEO)
A.S. Watson UK

"Peter is really up to date with the latest thinking in Web 2.0 and Social Media and it's applications for Talent Management. He has delivered great pieces of work for me in two very *different businesses"

(*Mothercare and Homeserve).

John Lambert - Interim HR Director Blockbuster

 

Workshop comments

I have gained lots of ideas for alternative recruitment methods.

Really interesting; I love to hear new ways to recruit.

A great deal of useful information for me to take forward.

Really enlightening workshop, excited by the prospects.

Great overview and ideas generated to go and implement immediately.

Very imformative; great opportunity to test theory and support change.

Relaxed environment that encouraged lots of great questions.

Thought provoking; highlighted what I know I need to implement ASAP!

Customer Successes

We went from agency reliant to direct recruiters and reduced our agency spend by £800,000 per annum in 18 months.

National Retailer

"We no longer rely on agencies so have reduced our agency spend by over £1m and have a great talent pool; making it much faster for us when we win new contracts."

 National FM Company

As early adopters we had to be convinced about e-recruitment but ended up saving £400,000 per annum in agency fees and achieving an average direct-cost-per-hire of £283.

High Street Retailer

Green arrow

---