Peter Drucker, one of the leading experts on management theory, wrote:
Because the purpose of business is to create a customer, the business enterprise has two—and only two—basic functions: marketing and innovation. Marketing and innovation produce results; all the rest are costs.
He also wrote:
Marketing is not only much broader than selling; it is not a specialized activity at all. It encompasses the entire business. It is the whole business seen from the point of view of its final result, that is from the customer’s point of view. Concern and responsibility for marketing must therefore permeate all areas of the enterprise.
Many organisations spend £000’s on the cost of recruitment without considering some very obvious ways to reduce their investment.
The hidden costs of recruitment extends to diverse areas such as the disruption to business of integrating a new member within existing teams to what happens when a wrong appointment has been made.
Here are some key blunders frequently made by business leaders when recruiting:-
1. Don’t consider the business direction
2. Don’t consider the business need
3. Don’t consider the needs and requirements of the team
4. Advert not worded properly
5. Hire misfit ‘Squegs’ (square pegs in round holes)
6. Don’t pay enough for the best people
7. Hire because you like them
8. Don’t see the ‘real’ person at interview
9. Mistake qualifications for experience
10. Don’t adequately check references
11. Assume because the candidate has done the job before they are good at it
12. Don’t know how to motivate different personalities
13. Hire family members to the detriment of the business
14. Don’t use Behavioural Profiling as part of the recruitment process
Using Behavioural Profiling as a key tool in your recruitment process is a sure way to minimise cost and disruption to the organisation.
Call or mail Rikki Hunt Associates to find out more 01793 441450
The most valuable resource of a company walks out
of the door every evening and sometimes it comes back. When it comes back – it is worth considering how engaged or aligned the people are with the organisation’s top goals and priorities rather than how ‘satisfied’ they are.
Maximum productivity for most organisations does not come from a satisfied or happy employee; the most productive and loyal employee is known as an engaged employee.
Mind Mapping is one of the key thinking tools that we apply at Rikki Hunt Associates.
As World Mind Mapping Champion, it saddens me when people have been exposed to poor training or inferior visual thinking tools that purport to be Mind Maps but in fact are not. As a result, they come to believe myths about the limitations of Mind Maps. In this article I aim to tackle some of the unfair criticisms that occasionally arise.