Podcasts about people2people

Is implementing KPIs and measuring metrics the same as micromanagement?  Measuring activities is fundamental to evaluating how effective your strategies are in running your recruitment business. However, there are some recruiters and business owners who are apprehensive about implementing metrics measurements and KPIs. Is that the same for your recruitment business?  What are the metrics and KPIs that we should measure? How do we implement a KPI and data-driven environment without giving the vibe that team members are being micromanaged? How do you communicate the intent and purpose of your KPIs to your team members?  In this episode, Greg Savage explained why it is not about micromanaging and discusses metrics that empower talents. On top of this, you will also hear insightful takes on critical trends in AI and technology, and why your mindset is the key in your recruitment career success.   I am delighted to welcome the legendary Greg Savage to give us a reality check and revisit the pillars leading to recruitment success. Greg has four decades of experience owning, managing, and growing staffing businesses across the world. He's the founder of four highly successful businesses; Recruitment Solutions (took to IPO). Firebrand Talent Search (trade sale), Eloquent Staffing (trade sale), and People2People.   Greg still takes an active interest in founding and growing recruitment businesses, investing in recruitment start-ups in Australia and the UK. He's a LinkedIn Top Voices and has been inducted into the Recruiter International Hall of Fame. He's founder of The Savage Recruitment Academy, and author of the best-selling book, The Savage Truth, and has recently published a new book called Recruit The Savage Way.   Episode Outline and Highlights [03:06] Greg and I delved into the essence of authentic leadership. [05:44] Exploring the four key factors for achieving success in the recruitment field. [11:01] Strategies for overcoming complacency and avoiding contentment with the status quo. [15:00] Greg shared his insights on the importance of continuous learning and how he benefits from nano degrees. [18:40] Greg's valuable insights into the impact of AI on the recruitment industry. [29:41] Technological innovations that enhance the efficiency and effectiveness of recruitment. [32:08] Conversation about activities and key performance indicators (KPIs) and their role in achieving success in recruitment. [39:08] Exploring the best practices for effectively managing KPIs in recruitment. [47:52] Greg shared his perspectives on career development opportunities for recruiters. [57:00] Analysis of the economic landscape in the aftermath of the COVID-19 pandemic.   The Mindset, Attitude, and Resilience to Become a Successful Recruiter   I have always valued Greg as a mentor all these years. With over four decades of phenomenal success in the recruitment industry, he is an established authority when it comes to sharing wisdom with aspiring recruiters and business owners. He has recently published a book, Recruit the Savage Way, which offers “practical advice, skills, and attitudes and will give rookies an excellent grounding to thrive in their new career and help veterans brush up and add new competencies.”   We have talked about the first section which is on mindset and attitude. Greg said that one of the big reasons for the high turnover in the staffing and recruitment industry is because of the wrong attitude and mindset towards the industry. He mentioned the fallacy of believing that “recruitment is not rocket science,” because it is a complex, sophisticated job.    Greg believes that the mindset and attitude factors are something that can be corrected early on. Like skills and competencies, mindset and attitude can also be honed and trained. He emphasized four factors:   Believe in your value as a recruiter Believe in the value that you can deliver to your stakeholders Having that true resilience - which he refers to as the bounce-back ability Overcoming the threat of complacency   Greg also shared insightful principles on what true resilience looks like for recruiters. He elaborated on the value of emotions and moving on with positivity. You will also appreciate how he defines complacency in the recruitment field.    Activities and KPIs are Critical For Recruitment Success There is a section in Greg's new book about the reality check on the importance of activities and KPIs to recruitment success. Greg elaborated on the two fundamental things to be successful in the business:   “The first thing is if you don't do enough stuff in this business, you will fail.”  “You cannot get better at something unless you measure it.”   Greg and I talked about the myth that measuring your metrics and KPIs is synonymous with micromanagement. As Greg said, “There is no sports person or academic or anyone who doesn't measure their outputs and then try to work on improving them. So I mean, the problem with... most KPIs is that they are foisted on people with no consideration to where those people are up to, not explained why they're important.”   Greg shared his advice to recruitment business owners on how to implement KPIs in a healthy working environment.   Insightful Take on Career Development for Recruiters   Greg also discussed a topic that deeply resonated with me: career development for recruiters and recruitment business owners. You will hear his thoughts on the threat of complacency. As he simply puts it, 10 years of experience is just 1 year of recruitment experience repeated 10 times if you are complacent. How do we overcome the trap of complacency and move forward with development?   Continuous Learning. Greg is an advocate of continuous learning. He shared how he benefits from taking “nano degrees” to stay up to date with recent trades, such as AI.   Owning Your Development. This is how Greg wittily describes it, “There is no one, nobody having sleepless nights about your career. Okay, maybe your mom, but nobody else is having sleepless nights about your career. Even a company that is going to help develop you, you've got to be dreaming if you think they're worried about where you're going to be in 15 years. And nor should they. You've got to worry about your career and you've got to take ownership of your career.”   Do Not Only Think of Your Career as a Hierarchical One. Greg shared successful recruiters who have had satisfying careers by focusing on and growing the career of becoming a recruiter by itself. My takeaway from this is that appreciating the sense of progress honing your craft and seeing your results increase is extremely satisfying.   Greg Savage Bio and Contact Info   With a career spanning four decades, Greg is a founder of 4 highly successful businesses, a trusted advisor and respected voice across the global recruitment and professional services industries, and a regular keynote speaker at conferences around the world.   Throughout his fascinating career, Greg has learned countless lessons in leadership, business, and life. One of his greatest achievements is his success as a communicator.  An early adopter of social media for recruiters, Greg's industry blog, The Savage Truth, is a must-read in the recruitment industry. In November 2018, he was named one of LinkedIn's ‘Top Voices'.   Greg's website link Greg on LinkedIn Greg on Facebook Greg on Twitter @greg_savage Greg on Instagram: @gregsavagetruth Greg on Youtube   People and Resources Mentioned   Driving performance with recruitment metrics and KPIs Greg's Masterclass: Recruit - The Savage Way: A recruitment masterclass series from Greg Savage Greg's new book: Recruit the Savage Way Recruitment Coach Live Summit in Florida - recruitmentcoach.com/florida   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Related Podcast You Might Enjoy   TRR#1 The Future of Recruitment: Strategies To Stay Relevant and Effective, with Greg Savage TRR#64 The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage Subscribe to The Resilient Recruiter   If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  “Support the podcast and leave a review here”.  

Erin Devlin has had a very jam packed life, and done it all. From professional ballet dancer, to international cabin crew, to recruitment industry leader, to mother of (soon to be) 3, to author… There's literally no limits to Erin's talents, and everything that she turns her hand to, she seems to do to the highest of standards. In this new podcast episode, we speak to Erin and find out where that drive comes from to keep reinventing herself, how she juggles her multi-faceted life, and what's next. Hope you enjoy this “Recruitment Journeys” podcast episode with Erin Devlin from People2People.

Erin Devlin joins us all the way from Australia - she is the MD of people2people Recruitment Victoria, the CEO of Infront Sports Consulting, the RCSA Next Gen Board Director, and the author of the book ‘Get the job you really want'. In the following Erin discusses her journey to writing her own book during the pandemic and becoming an author! The key points covered: How to choose a publisher? Where did Erin get her ideas from?  Top tips for writing your first business book Erin's book recommendations! To connect with Erin: https://www.linkedin.com/in/erindevlin/ (https://www.linkedin.com/in/erindevlin/) To purchase Erin's book available here: booktopia.kh4ffx.net/mgRDRD ---------- This podcast episode is proudly sponsored by https://hoxomedia.com/ (Hoxo Media) and https://www.vincere.io/?utm_source=other&utm_medium=referral&utm_content=recruiter%27s%20recruitment%20podcast&utm_campaign=vincere (Vincere.io) Hoxo Media is the leading marketing agency for recruitment businesses. For further details on their 8-week academy, contact Lysha (07855 778617) or go to the link below: https://personalbrand.hoxomedia.com/lysha-holmes (https://personalbrand.hoxomedia.com/lysha-holmes) Vincere.io is THE Recruitment Operating System. A single tech platform to unify your CRM and ATS, website, candidate and client portals, shift scheduler, timesheets, analytics, and video interviewing. For further details on Vincere, click on the link here  https://bit.ly/3lstXtp (https://bit.ly/3lstXtp) ----------- You can also watch this episode on our Youtube channel - https://youtu.be/8sfy6oKoXKg (https://youtu.be/8sfy6oKoXKg)  

Host Craig Lubow speaks with guests about People2People Inc. (P2P Inc.) which makes efforts to give a hand-up, one community at a time. Chris Roesel, Executive Director of P2P Inc, is a former PeaceCorp volunteer, and Jeff Morgan, Founder of Morgan Miller Plumbing and board member of Plumbers Without Borders, have been instrumental with addressing […] The post People2People Inc (P2P) Gives a Hand-up, One Community at a Time appeared first on KKFI.

We talk to Rodger Smith, CEO and Co-Founder of DirectScale, about his journey as an independent seller and why he decided to start a SaaS company.

More and more agencies are proving that you can successfully scale your recruitment business by utilizing team development and automation tools. What does the development process look like? Can automation truly open up your time to focus on revenue-producing activities? Mark Smith, the Managing Director of people2people, has spent the last 15 years implementing these processes. He's articulated values for the business culture and has developed and retained a team of successful recruiters. people2people has quickly grown into one of the leading agencies in Australia and New Zealand.  In this episode of The Resilient Recruiter, Mark will share some of the strategies that have helped him scale people2people to the point it's at now. He'll talk about managing against your values, motivating and developing your team, their automated chatbot “Pete”, and much more. Don't miss this engaging and educational episode.  Outline of This Episode [3:23] What is the “Valley of Death”? [5:32] You need to define your culture's values [11:50] How to uphold your values [18:00] Mark's history with Greg Savage [20:05] Mark attributes his success to team development [27:50] An unconventional way to hire and train recruiters [34:20] Applications for Pete—the people2people chatbot [39:35] Other ways Mark implements automation [44:32] The big challenges recruitment agencies will face You need to define your culture's values As Mark was scaling his business he began to question if his company's values were staying consistent across their 110 locations. He wanted to definitively know if the culture in his Brisbane office was the same as in Melbourne. After some reflection, he decided his business had reached a point where it was time to articulate their values.  While researching, he found was that his offices were relatively consistent—and he was relieved. But Mark wanted to forge ahead with his endeavor to fully define what they strive for as a company. He and his team landed on an acronym—STRIDE: Strength (resilience), Teamwork, Respect, Integrity, Drive, and Enterprise—that they would use to define their values. With a description firmly in place, they could begin to manage everything against their values. They had a way to evaluate if potential hires line up with their beliefs. Mark's company, people2people has since implemented a monthly meeting to talk about wins and performance. They host a yearly STRIDE awards event where people from each office are nominated. They have STRIDE apparel and posters as visual reminders of their values. They've found an effective way to implement their team values internally, and Mark believes it greatly impacts their success externally with customer relationships.  Mark has found success in the power of team development People2people now has 110 staff and 8 different locations in Australia and New Zealand. Mark noted that scaling the business wasn't easy. When the GFC (Global Financial Crisis) hit, there was a downturn in Australia. He couldn't attract experienced recruiters and had difficulty hiring externally. So he rallied and decided that he would develop his own team into recruiters.  When he chose that path for his business it meant he had to develop a process for training. He wanted the customer experience to be the same across the board. But if he was going to develop his own team from the ground up, he wanted to limit staff turnover and increase longevity. This takes hard work and dedication and fully enforcing the values they built the company on. Because of his effort, 35 of his employees have been with the business for longer than 5 years.  Mark develops his team through succession planning. He has staff trained and ready to step up if a senior consultant moves on. How does he achieve that? His preferred method is to assign a para consultant to a senior consultant in the business. They train with the senior recruiter and handle administrative responsibilities. Mark has found this is the best way to implement team development. Keep listening as he shares what the ideal para consultant looks like and the criteria he uses to determine if they're ready for their own desk.  Scaling your business utilizing automation While Mark does have a back-office, he's always striving to keep the bulk of his company's workforce revenue-producing. For him, that means utilizing the latest technology to take on most administrative duties. Enter Pete—people2people's chatbot. Previously, Mark had rotated para consultants to answer questions on their website. Now, Pete answers most of the 400+ questions they receive weekly. Of those 400 questions, Pete only transfers approximately 30 conversations to a human being. Implementing a bot to answer questions is just one way Mark has opened up his employees' time. He also uses his chat-bot to speak with potential hires. They're able to interact and chat with Pete to knock out some basic questions that would be asked in an interview. Pete can wrap up administrative details and all of the information gathered is input into their system. Mark points out that some people have whole departments to handle processes that his chatbot can do.  Implementing automation may be expensive, but can save you money in the long run. It allows you to hire fewer people and gives you a more scalable business. It opens up your time to win new business. With everything he implements, Mark is always questioning whether or not it is scalable and will help grow the business. Keep listening to hear other ways Mark is using automation and how he addresses ongoing challenges he sees in the recruitment industry.  The core of the business will always be client relationships Although Mark wholly believes in implementing technology and automation to streamline his business, he agrees that there will always be a place for the human element. Bots can't understand motivations, career aspirations, and certainly can't sell an opportunity. But by implementing bots and technology, Mark has freed up his recruitment team to focus on activities that bring in revenue and the ever important customer relationships.  It's also why he's focused tirelessly on team development to ensure they're living out the companies core values. He's struggled through difficult situations where he's had to part ways with top-earning recruiters because they didn't espouse the values he's built the business on. The rest of the team sees that he has taken action and reinforces those values. They see that he is willing to lose revenue to back those beliefs. Mark states that “Success is not only defined by the numbers of dollars or pounds you put up on the board”—It can also be measured in the ongoing relationships recruiters have developed with clients.  Connect with Mark Smith Mark on LinkedIn Mark on Twitter people2people Resources & People Mentioned Fieldglass UiPath Volcanic BOOK: Bad Blood by John Carreyrou BOOK: The Savage Truth by Greg Savage BOOK: Who Moved My Cheese? by Spencer Johnson M.D. Connect With Mark Whitby Get your FREE 30-minute strategy call: www.RecruitmentCoach.com/Breakthrough Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Mark on YouTube Subscribe to The Resilient Recruiter Audio Production and Show notes by PODCAST FAST TRACK

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Greg has four decades of owning, managing and growing staffing businesses across the world, and sharing the tactics that work. He has been the founder of four highly successful businesses; Recruitment Solutions (taken to IPO). Firebrand Talent Search (trade sale), Eloquent Staffing (trade sale), and People2People (currently Director and Owner). This man has lived and breathed economic downturn twice, survived and more than that, thrived throughout. So much wisdom to glean both for those in Recruitment but also any business. http://www.gregsavage.com.au  https://www.linkedin.com/in/gregpsavage/  https://www.instagram.com/gregsavagetruth/ 

Angelia Darnbrough is Vancouver-based marketing strategist who has worked with various companies in the high technology and software sectors.  She brings with her 25+ years of well-established background in marketing, public relations, and People2People marketing.  She founded Pivot Point Marketing which provides comprehensive marketing strategy and services to international clients.  She is so passionate about marketing that she even takes her personal time volunteering her services for community-driven associations and organizations. Hear from Angelia as she shares why establishing an emotional connection between products and services to their customers is very important to be successful in building your brand.  Be educated and get inspired in this episode as she also shares her proven process of People2People marketing that will make you want to take an action now and apply the principles.   “If you haven't been making that emotional connection, now's the time to do it.” - Angelia Darnbrough   Topics Covered: 01:28 – Angelia talks about why getting that emotional connection is very important in this digital age and how to do it 03:01 – Sharing memorable brand messages from top brands in the market and the process it takes to develop it 06:10 – Step 1: The need to understand your target audience 07:48 – Step 2: Determining the problem for your target audience 08:14 – Step 3: Describing the best solution for your target audience 08:45 – Step 4: Writing down a problem-solving statement 10:55 – Step 5: Developing a unique brand message for the organization 11:42 – Why storytelling is important 12:32 – Citing examples of how People2People process helped a business succeed 17:47 – Telling her differentiating factors from other marketing consultants 18:31 – Available resources from Angelia and how to connect with her   Resources: Confidence Gold: How to Master the Inner Game of Speaking Women's Speakers Association  Movie: Immortal Beloved Carla's Free Resources   Connect with Angelia Darnbrough: pivotpointmarketing.com Blogs LinkedIn Twitter Connect with Carla Rieger: Facebook  Twitter LinkedIn  MindStoryAcademy.com