Trends in Business Change Recruitment Survey

Are you involved in sourcing talent for "Business Change and Transformation" projects?

 

Then we would like to hear your views!

 

Sanderson, as Business Change Recruitment experts, are conducting a survey “Trends in Business Change & Transformation Recruitment” across a variety of industry sectors, with a large number of HR and Business Change professionals taking part. It should only take a few minutes to complete.

 

Complete the survey here. 

 

We would be happy to share the results of the survey with you. Please email: info@sandersonplc.com to register your interest.

 

Thank you in advance for your contribution!

 

10 Tips for Implementing Successful Change Management Projects

Organisational Change is a must for many businesses operating in today’s competitive environment and, according to a recently published study by DDI: Global Leadership Forecast 2011, driving and managing change will remain a top priority for business leaders. However, many organizations get it wrong; they hope that by adjusting certain processes and structures that change will happen automatically and people will follow.

As Business Change recruitment experts, we understand that it is the employees’ response and willingness to change that will ultimately determine the success of any Business Transformation Project. With Change being fundamental to business success, here are a few tips from change management recruitment experts for implementing it effectively:

1. Don't rush. Take your time to carefully determine what you need to change. Devise a step-by-step strategy that considers both short and long term goals.
2. Communicate clearly and transparently throughout the entire process. You don't want your employees to hear rumours from a mis-informed third party, which could lead to inaccurate speculation.
3. Be inclusive. What might be obvious to the Leadership team is not necessarily obvious to the rest of the staff. Treat everyone as an individual and discuss how the change will impact them directly.
4. Be prepared for resistance. As creatures of habit, people will cling to what they are used to if they are given the chance. Be consistent and address all concerns raised.
5. Reward and motivate. Ensure you share and celebrate any successes with all of your team and reward even small achievements. This will help to uphold enthusiasm and illustrate the benefits of the change.
6. Select "Change Champions" who will lead smaller teams by example. A few well-selected individuals will boost morale, particularly amongst those staff who will be most affected by the change.
7. Don't give empty promises. Organisations' failure to deliver often results in lost trust and can lead to the employees' initial enthusiasm fading away. If something does not go quite to plan, be honest and explain why.
8. Be patient. People need time to adapt their behaviour to structural and process changes. Introducing gradual, high quality training can be a real investment. 
9. Monitor progress. Keep track of the change project and constantly seek feedback. Don't be afraid to adjust your plan if you believe it is the right way forward.
10. Consult with Business Change recruitment experts. If you use external Business Change consultants, make sure they understand your organisation, its values and its aspiration. They should change and adapt their strategy to suit your organisational needs - never let them take a one-size-fits-all approach.

Do you agree with our tips? What is your experience of change management projects? Share your views in our comment box below and we will get back to you.

What's next?

>> Download our free guide to effective talent management 
>> Follow the Sanderson Facebook page for live job market updates

How should we react to the latest Labour Market Statistics?

Nick Walrond, Director at Sanderson Recruitment, shares his views on how we should respond to the latest Labour Market Statistics Report (May 2013). 

The Labour Market Statistics released yesterday presented us with an account of falling employment rates (down 0.2% from Oct-Dec 2012) and an increasing population of unemployed individuals aged between 16-64 (15,000 more since the final quarter of last year). Yet we have to remind ourselves that such unemployment data is a lagging indicator of the current health of our economy. Expectedly, we saw a sharp rise in unemployment following the start of the recession in 2008, but since then the figures have ebbed and flowed only modestly – reflecting the challenging conditions we have seen over the last 4 years.

Shareconomy - What the buzzword of 2013 means for business

Khalid Razouki, Recruitment Consultant at Sanderson, defines the latest buzzword 'shareconomy' and what relevance it holds for recruiters in 2013.


‘Cloud Technology’. ‘Managing Trust’. You’re no doubt familiar with the buzz words of the past two years, but what about ‘shareconomy’, the term of the moment used to describe the societal shift from owning to sharing? If you’re not using it yet, you will be soon according to Frank Pörschmann, CEO of CeBit, as ‘shareconomy’ is evident in several dimensions: "First, shareconomy is profoundly influencing enterprise processes, because social media tools will become more and more popular. Second, the Internet is the place for teamwork, both in and outside the company. Partners, consultants, suppliers and customers will be more closely integrated as part of a networked process. The borders separating companies and organizations will become ever more transparent. Therefore, employees and managers must rethink and be prepared to share know-how, contacts and assets."

Sanderson in Edinburgh: The Story so Far

Andrew Morton, Associate Director at Sanderson Recruitment, provides an update on our progress since landing in Edinburgh. 

It’s been nearly 9 months since we opened the doors to our Edinburgh office on Hanover Street and, it has to be said, we under-estimated the response we would receive from customers and candidates in this local market.

For those of you that have not heard our story (and there will be many of you in Scotland that haven’t) then I would encourage you to get in touch.  To give you a flavour though, Sanderson are the largest independent IT & Business Change recruiter in the UK (the 5^th largest overall). We hold a trading history of 35 years, during which time we've worked hard to maintain our position as the top supplier for the largest IT and Change programmes in the UK; it’s a strong blend of independent agility and experience efficiency that makes us unique.

Having seen many peaks and troughs during my 15 years within the IT and Business Change recruitment industry, there’s no doubt that the current market is challenging and will continue in this vein for a good few years yet.  That said, in the short time we've been operating in Edinburgh we have successfully grown our business levels within our existing customer base and indeed started to engage and transact on a large number with some of the most important change programmes occurring in Scotland over the next few years.

We've seen a real appetite within the business community to work with new, fresh suppliers.  They’re keen to tap into our knowledge and resource pools and equally keen to leverage our experience in this field.

So what does the next 9 months hold in store for Sanderson recruitment in Edinburgh? 

• We’ll capitalise on our successful programme and business wins and continually network within the thriving change community in Scotland. 
• We’ll continue to add to our internal team and establish ourselves further within the Scottish IT & Business Change community.

To sign off my first blog, I would like to take this opportunity to say thank you to the clients that have supported us in our early stages in Scotland and put their faith in allowing us to demonstrate our capabilities. Your partnerships are sincerely valued.

Find me on LinkedIn.

Jobs and Growth?

We noted yesterday that the British Chambers of Commerce expect the UK to grow by 0.6 per cent this year. I wonder how many of our customers, or indeed our own, boards of directors would be happy with this level of growth for 2013.

Welcome to our new website!

I'd like to formally welcome you to the new Sanderson blog, part of a major investment into our brand and web identity to ensure our digital character reflects our position as a business.

Having been in operation since 1975, and as one of the most financially strong and longest-established IT recruitment businesses in the UK today, the temptation exists to sit back, relax and postpone investment indefinitely....

The positive customer experience….and the power of a simple thank you

We recently engaged a new customer. Actually, I think, that they engaged us rather than the other way round. In fact, the customer overheard a conversation we were having over lunch and felt an amount of empathy with the approach we take to hiring change professionals. In essence, we were pointing out that not many agencies understand the change space, and therefore, source from job boards and databases but cannot differentiate between IT Project Managers and Business Analysts and genuine change professionals. Our approach looks at the market in a different way, engaging in the communities that these people operate in, taking the time to understand the
nuances of change programmes, and seeking recommendations and referrals to get to the right professionals.