One of the most flattering things in the professional world is getting headhunted on behalf of a renowned company. If someone rings you out of the blue and takes an interest in you, it is a sure sign that you are doing all the right things in your current job. When I started my first headhunting firm many years ago, almost every time I approached a candidate on behalf of a prestigious company their self-esteem would instantly be boosted. It would be a very risky approach to sit back and purely wait to be headhunted but when great opportunities do present themselves over the course over a career it is always important to grasp them.
Having discussed harnessing social media, enabling internal knowledge creation and leveraging social capital in previous articles, it seems a logical topic to cover next is to address one the key players in this debate and how they interplay with advances in data analytics and technology: Human Resources.
Whilst the economy is showing signs of recovery and job opportunities are increasing there is also an increasing amount of competition for every graduate job. This means that if you are joining the race you have to be prepared for what the world of work entails. Here are three top lessons to stay ahead as a 21st Century graduate.
To become brand advocates on-line, employees must positively reflect a company's values and follow the protocols established for on-line posting; though I would conclude by noting that there is a great deal of potential here for all organisations and employees to build the trust of their audience through investing in the trust and empowerment of their employees.
There are many important decisions SME owners have to take in the early stages of their business, and one of the most important is making that first hire. Depending on the individual company, this could be done immediately, within a few months, or even a year after starting up. There is no singular approach, but it must be the right decision at the right time. The key question to ask yourself is whether you can justify making a new hire, in terms of cost and workload. I experienced this when I started my first recruitment business - it was four months before I had enough money in the bank to be able to take someone on.
The best businesses are the ones which really stay in tune with their customers' needs. These days there are so many tools to analyse results, and so many ways to interact with the people who buy your products or services, that there really is no excuse for failing to grasp what they are thinking. The needs and behaviour patterns of your customers can constantly change - and your business should adapt accordingly.
Perhaps like many others I'm not yet convinced the on role Google Glass will play in the interview and hiring process, however the fact that someone out there is trying, irrespective of its long term success or otherwise, should be applauded - I am certainly watching with interest and will be keen to see the result.
Nowadays I invest primarily in people who want to do what I did - become their own boss. I'm a firm believer that if you are prepared to put the effort in, there is no reason why you can't successfully run your own business... Technology has since come on leaps and bounds, which means you can access data and generate leads like never before. And the advent of social media means that building a brand and marketing yourself has become that little bit easier.
For many in the technology sector, one of the most discussed topics in recent months has been digital fraud and online security. This is an area in which I have a great deal of interest, as it continues to play a significant role in the demand for specialist skills in the Financial Services & Banking Sectors.