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What Recruiters Can Learn From The Snap Election Decision

What Recruiters Can Learn From Theresa May’s Snap Election Decision

Theresa May’s decision to call a snap general election has dominated recent headlines. However, while most of this discussion has focused on the latest polls or who will and who won’t be taking part in TV debates, there are also some important lessons that recruiters can learn from May’s decision.

Here’s what you can learn from the election – and how your agency can win a landslide victory amongst your clients and candidates.

 

Being aware of your own strengths  

Most political commentators believe a major factor in Theresa May calling this election is because her poll ratings suggest she is likely to win an increased majority.

The reverse was true when Gordon Brown was in power and decided against calling an early election because the polls were suggesting he might lose rather than gain seats.

In both cases, decisions weren’t taken without research being conducted to show the likely outcome.

For recruitment agencies, that’s something to bear in mind. We’ve already discussed how recruiters can attract candidates when talent is in short supply – with one of the ways being to specialise in niche sectors.

It should be noted that a decision about which sector to specialise in should only be taken once your agency has fully assessed your business – just like a politician checks the polls.

Consider which industries your agency is getting most business from – and which sector is contributing most to your profits. Also, evaluate where your reputation is strongest and where you’re most likely to seize opportunities.

 

Reinforcing your brand

Once you’ve understood your brand, ensure you’re communicating it consistently and frequently. Theresa May is offering “strong and stable leadership” and warning of a “coalition of chaos” if she loses. Similarly, Jeremy Corbyn seeks to represent the “many not the few”.

What does your agency offer? The most personalised service? The fastest turnaround of candidates? The best knowledge of your candidates?

Recruitment agencies should understand what is unique about their offer and communicate this as consistently as politicians.

 

Working on behalf of others

Theresa May says she’s called this snap election to strengthen her hand during Brexit negotiations, allowing her to get the best deal for Britain.

People of different political persuasions will agree to differing extents on whether that’s genuinely her key consideration, but that’s not the point.

What recruiters should pay attention to is that May has recognised the importance of linking her decisions to the benefit of the country, rather than her own self-interest.

This applies for recruiters. Never try to push a candidate into an unsuitable role or persuade a client to hire a candidate who would be a poor cultural fit.

Doing so might offer a short-term gain, but it will only represent a loss in the long-term by damaging your relationships with candidates and clients alike.

Ultimately, working in the best interests of your candidates and your clients is actually working in the best interests of your agency. It’s not just “the many not the few” that benefits – everyone does.

 

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