Market Demands and Hiring at Entry Level - ft. Glen Tovee (Vol 1)

Welcome to the newsletter on the UK recruitment industry!

In this newsletter, we will delve into the latest trends and developments in the UK recruitment industry, including insights on hiring practices, job market predictions, and emerging technologies that are shaping the industry's future. Today’s volume will discuss the market demands and the benefits of hiring organically; with a feature from a prominent market leader.

Whether you are an aspiring recruiter, recruiter, director, or a recruitment founder our newsletter aims to provide you with the latest news and analysis to stay ahead in this dynamic industry.

Market Demands

Due to the current market dynamics, firms are now more cautious about who they hire and often refuse to consider consultants with less than 1-2 years of experience. Experienced recruiters have the knowledge, skills, and techniques to manage challenges in their niche and can handle job-related pressure. They provide a quicker return on investment, but there are also flaws associated with hiring experienced recruiters that firms have observed and businesses must be cautious when hiring experienced staff as explained below.

Coach-ability

Managing experienced recruiters can be difficult as they often have a fixed problem-solving approach, resisting new ideas, which can cause internal conflict. Although their methods may have worked in the past, it may not be effective in today's rapidly changing business environment.

Cost

Experienced candidates expect higher salaries due to their expertise, but companies must balance this cost with their value. It's important to ensure their salaries reflect their contribution and that they remain motivated.

Misfit

If a consultant doesn't fit into their new environment, it can have negative consequences for the organisation. These consequences include reduced productivity, poor job performance, and a toxic work environment. When a person struggles to adjust to the company culture, work style, and expectations, they may have difficulty building relationships with colleagues. This can result in isolation and disengagement, ultimately affecting job performance and productivity.

Habits

Bringing bad working habits to a new workplace can have negative effects, including poor work quality, missed deadlines, and decreased morale. It can normalise poor habits, creating a negative work culture that reduces productivity and success.

Although the number of recruitment firms hiring at the entry level has decreased due to market dynamics, there are still some available opportunities for trainees. Rookies can be highly motivated, productive, adaptable, and easier to manage than experienced consultants. They are willing to work hard to contribute to the organisation's success and seek recognition, making them a valuable asset despite their lower financial expectations. However, selecting the wrong inexperienced employees can lead to poor performance, delaying the return on the company's investment.

Glen Tovee, Director at?94TECH?- On Hiring at Entry Level??

94TECH was launched in 2018 by Glen Tovee, a pure organic recruitment business. Glen has played a central role as the director of 94TECH. Starting as an Associate Consultant, Glen has steadily climbed the corporate ladder over the past six years, personally hiring more than 40 staff members, developing over 10 people into management seats and promoting 4 of them into Director positions in 2023. According to Glen, recruiting at the entry level offers numerous advantages that contribute to the success of a recruitment firm; during a recent interview, Glen expressed his perspective on the factors that contribute to the success of companies that recruit at the entry level.?

?Cost

Associates appreciate their market value, while experienced hires tend to command a bigger base salary with experience that may not fit into a new companies strategic vision.??

Development

By hiring organically, it becomes easier to identify an individual's specific development points, which in turn helps the employer tackle these points head on with the right level of investment. This allows for the provision of comprehensive training that caters to their exact needs, as opposed to attempting to identify weaknesses in experienced hires.

Progression

According to Glen, it is simpler to promote organic hires to higher positions within the company, and because of their long-term loyalty, they tend to remain motivated and develop in tandem with the business.??

Trust & Loyalty

When you have nurtured someone organically within the company, it becomes much easier to trust them; this is why organic hires provide a greater sense of trust and security.?

International Deployment

Due to the trust that is built with organic hires, you can have confidence that they will meet the established standards and expectations of their role. This level of trust makes it easier to entrust them with the responsibility of setting up operations overseas, knowing they will succeed.?

Standards

With organic hires, you establish the standard and hold them accountable to it. Their driven mindset motivates them to not only meet but exceed these expectations. On the other hand, experienced hires may be more resistant to change and may struggle to adapt to your company's culture and practices, bringing habits from previous employers.?

NFI

Organic hires tend to generate a consistent increase in Net Fee Income (NFI) each month as they develop in their core markets and become a market expert, which makes them a valuable long-term investment for the company.?

5 Key?Characteristics Trainees Possess

·??????Entrepreneurial flair?

·??????Fresh new perspective?

·??????Risk taking?

·??????Humbleness?

·??????Highly motivated?attitude

Retention Rate

Glen summarises by suggesting how as a result of the aforementioned factors, companies that prioritise organic hires typically have a higher rate of employee retention in comparison to firms that hire experienced recruiters.?

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