Tags on Employment and Recruitment Reviews - managing-director |
NGA.Net Acquires Acelero for Performance ManagementLast night at around 5.30pm I received a call from Penny Elmslie, the marketing manager at NGA.Net about two topics that they were very excited about. First was they had started a blog , second they had purchased a company. While the first piece of news is not that earth shattering for some, I personally feel it is great that another Australian vendor has entered the blogging space. Hopefully NGA.Net will use this as an opportunity for people outside the organisation to learn a bit more about what makes them tick. You can find the blog at http://blog.nga.net/ , the RSS feed is also available. The second piece of news is far more exciting, well in my mind. NGA have acquired Acelero, the Sydney based Performance Management vendor. The acquisition fills a much needed gap in the NGA product line and to be honest allows them to meet their marketing claims: “Software that helps large organisations to connect, recruit & develop their people” Good news for Acelero staff as it seems 14 of them will be joining NGA, with Managing Director Ken Sheridan remaining as the head of the new NGA Performance Management division. It will be interesting to see how long it takes to fully integrate the product lines so that NGA.Net customers have a true integrated talent management solution. I am not aware of the technical platform that Acelero was using, however it is good to see NGA were sensible and purchased an existing SAAS vendor so at least architecturally they are somewhat aligned.
Read more: “Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: Acquisition, Article Url, Blog, earth, Gap, hr management, management, Management Division, Management Solution, manager, managing-director, marketing, Marketing Manager, opportunity, organisations, people, performance management, recruiter, recruitment agencies, result, Sheridan, sydney, talent-management, Technical Platform 7 Steps to becoming a Leader in RecruitmentThe ultimate competitive advantage of your recruitment business comes down to a single fact – your ability to grow and develop leaders faster than your competition. The more quickly you can get every single person in your recruitment organisation demonstrating consistent leadership behaviour – regardless of their position – the more quickly you will lead the field and leave other recruitment companies trailing behind you! Read my 7 point plan to help each and every one of you achieve exactly that. Follow each one of these steps and ‘step up’ to take your rightful place in the ‘Golden Hall of Leader’s in Recruitment’! 1. Are you a manager, team leader or director in your recruitment business? 2. Are a consultant? Or resourcer? 3. Do you provide back office support to recruiters or work in any other recruitment head office function! 4. Final question: do you regard yourself as a leader in recruitment? Ok, now here’s my challenge for you all today. By the time you finish reading this post I want each and every one of you to know that you are a leader in recruitment regardless of the job title printed on your business card or written in your job description. 7 Steps to becoming a Leader in Recruitment Step One is: Think like a Managing Director/CEO of a recruitment business. You are not consultants, managers, directors, administrators, etc –from today you are all managing directors of your own recruitment desk which are in effect your own small businesses. Your recruitment company is simply an ‘investor’ that you each need to keep happy. It provides you with resources, structures, recruitment processes and opportunities. You have to return results and keep your ‘investor’ happy! Take personal responsibility for the success of your recruitment business. Show up to work EVERY day like a recruitment entrepreneur. Grow new business sales. Make placements and reduce costs wherever you can. By taking responsibility your recruitment career will rocket and your Directors will love you! Showing leadership in recruitment does not mean everyone will run the organisation. That would surely lead to mayhem – can you imagine? All recruitment companies need someone to set the vision and then direct the team to it. But people within the team need to know their role and be fully present in that role – like a recruitment leader would. Step Two: Focus on getting to solutions rather than ‘navel gazing’ at problems A leadership culture is one where everyone thinks like a business owner, like a ceo or managing director. Its one where everyone is entrepreneurial, proactive and solution driven. They do whatever it takes to keep clients, candidates and recruitment colleagues happy. They worry about revenue generation and margins and take personal responsibility for achieving results and moving the business forward (whether they run the accounts department or sit in a boardroom). By staying positive and leading by example you can help shape your company culture into a leadership driven one. Step Three: Be a Leader in recruitment without a job title Leadership has nothing to do with the title on your business card, the size of your office, or how much money you make. Leadership is an attitude and a state of mind. It’s a way of operating and we can all do it. it’s available to each one of us, no matter what you do within your recruitment business. Take responsibility for your recruitment company’s well-being and growth and begin shaping/changing it for the better. Leadership is action, not position ~Donald H. McGannon Step Four: Give yourself a gift! Being great at work isn’t something you just do for your recruitment company and because you get paid, it’s a gift you give to yourself. Being spectacularly great at your work promotes personal respect, excitement and fulfilment. Every day is a new adventure. A new set of people you will meet and a new set of challenges you will face. You feel so much better after an ultra-productive day at work, when you have given your best and gone the extra mile. Think back to the last REALLY productive day you had at work and how great you felt at the end of it for having achieved something – it’s a gift you give yourself! Step Five: Make time to go to work ‘on your business’ rather than ‘working in your business’! Too many recruiters get so busy doing, doing doing that they fail to take a helicopter view of what they are doing. Schedule to go to work ‘on your business daily or weekly. Look at any of your processes and ask ‘What could I do to improve this’? Look at any specific client you’re recruiting for and ask ‘how can I improve this relationship/communication?’. Look at your candidates and ask ‘what can I do to place this candidate/get more out of my relationship with them?’ Making time to think is a superb strategy for success at leadership and in life. Too many people spend the best hours of their days solely engaged in the doing. In fact, they get so busy doing that they don’t even know what they are being busy for. Why waste all your time, energy and potential swimming an ocean only to find you have got to the wrong island? Taking the time to think and reflect ensures you get to the right island. Step Six: Learn to say no to negativity Don’t waste your time gossiping by the coffee machine or listening to the negative crap of your recruiting colleagues. Learn to say NO and keep focussed on positively achieving all that needs to be done in that day or month and achieve those results. And finally, Step Seven: Become a student of your recruitment business Leadership and learning are indispensable to each other ~John Fitzgerald Kennedy To earn more you must learn more (and keep learning). The compensation you receive from your recruitment company will be determined by the value you add. The more you know, the more valuable you become. Read, study and continually improve yourself. Self development is the best investment you can ever make and if you don’t invest in you why the heck should anybody else? Leadership begins within and organisational leadership begins with personal leadership but you can’t be great at work until you feel great. By ensuring that you are performing at your best, your leadership effectiveness will be guaranteed. These seven steps will be your personal blueprint to becoming a leader in recruitment. Type them up, save them on your screensaver, stick post-its around your bathroom mirror. Whatever way you choose take massive action today to become a true leader in recruitment. The Recruitment Industry needs Leaders! It needs YOU! Take a look at these related articles: Ripper Talks…with Dawn Milman-Hurst How to fail as a billing recruitment manager! How NOT to fire recruitment consultants Don’t miss out – subscribe to the Ripper on Recruitment blog today!
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“Please note – this post was scraped from the original site as indicated above in the “read more about this article URL” and is in no way reflects the views, opinions or values of the team at Review Recruiter. More specifically, Review Recruiter is in no way connected with, associated with or involved with the original author or the original authors content. If you are interested in reading more about this article, please visit the original authors site as mentioned above.” Tags: billing manager, entrepreneurial, Industry Chat, managing recruiters, managing-director, result, team building, tough decisions, trainee recruiters Six steps to greater credibility at "the table"HR professionals who make it to the top table will remain secondary to operational and finance heads unless they can show they’re “not on another planet”, says MACAW Consulting Group managing director, Tony Sernack. Read more: Tags: another-planet, consulting, Finance, macaw, managing-director, planet, remain-secondary, the-top Call to "name and shame" employers who favour men in senior roles“Naming and shaming” would be more effective than quotas in redressing the gender imbalance against women in senior leadership roles, according to former Apple managing director, Di Ryall. Go here to see the original: Tags: against-women, apple, gender, gender-imbalance, managing-director, more-effective, redressing-the-gender, senior-leadership L&D must include production, person and problem-solving focusHuman resource development budgets should be divided equally between three key learning and development philosophies, focusing on ‘production’, ‘person’ and ‘problem-solving’, says Winners At Work managing director Dr Tim Baker. Read more from the original source: Tags: between-three, budgets-should, key-learning, managing-director, resource-development, winners Say goodbye to job descriptions, says HR expertShifting towards a performance-focussed work culture hinges on ditching traditional “narrow” job descriptions in favour of broader role descriptions linked to value-adding behaviour, says Winners At Work managing director Dr Tim Baker. Excerpt from: Tags: broader-role, ditching-traditional, hinges-on-ditching, job-descriptions, managing-director, winners, work-culture Use "common sense" to fix front-line management issuesEmployers should use “common sense” actions to avoid the biggest “derailers” of effective management, says Dario Priolo, managing director of the Profiles International Research Institute. See original here: Tags: avoid-the-biggest, biggest, common-sense, dario, dario-priolo, effective-management, managing-director, profiles, profiles-international, research, should-use "Attachment" key to recruitment ROIA single recruit can cost a company more than $100,000, and employers are at risk of squandering that investment if the new hire doesn’t feel “attached”, says Sork HC managing director, Anthony Sork. Originally posted here: Tags: anthony, hire-doesn, managing-director, single-recruit, the-new Budget will increase talent migration, create super confusionMany employers will be faced with a new battle to retain their best workers after the Federal Government announced plans to invest $22 billion of its 2009/10 budget in the nation’s infrastructure, says Hewitt’s Australia and New Zealand managing director, David Brown. Continue reading here: Tags: after-the-federal, announced-plans, australia, best-workers, david, federal, federal-government, hewitt, its-2009, managing-director, nation, the-nation Interview with Clayton Wehner from CapitalJobs.com.auIn this current economic climate, running an online job board is a hard gig. I spoke with Clayton Wehner, Managing Director of CapitalJobs.com.au about his transformation from working in a Recruitment Agency to operating a geographical niche job board. Read more: Tags: capital, clayton, clayton-wehner, current, economic-climate, from-working, managing, managing-director, niche-job, online-job, Recruitment Agencies, transformation |
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