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July 2011

5 reasons candidates fail when interviewed.

Picture the scene for your poor recruiter…………….

He has diligently thought about his clients brief, analysed the objective and subjective qualities needed, considered the practicalities (location, money) and drawn up his internal shortlist. Then he interviews the individuals, checks out their motivations, probes for detail and ensures all claims are valid. Days, weeks, if not months of hard work!

So – bingo – he presents the client with a sparkling short list of world-beating, industry dominating, Lord Sugar impressing, sales dynamos!

What could possibly go wrong?

What Architects & Designers REALLY want!

When I started Beaumont Wood 11 years ago with the aim of recruiting specification sales people in the interiors world, I had an idea.

Why not go and see a top architect and ask them what they looked for in a specification sales person?

I had been out of the trade for a while, so had to do some research and subsequently cold called the Design Director at Gensler. Not someone who would ordinarily be too willing to see a rep flogging him product I suspect!

However because I made it clear I wasn’t trying to sell (i.e. get him to specify) anything he agreed to meet up.

Have we got the press we deserve – and what's that got to do with recruitment?

I’d like to think that this blog is read by the 2.7 million people who apparently buy the News of the World (or better yet the 7.5 million who read it – clearly there are nearly 5 million cheap skate scroungers out there!).

Even in my most optimistic moments I’d imagine this blogs’ readership at around a million (You’re completely delusional – Ed).