Top 10 Reasons To Buy a Franchise

Striving for new goals is a motivating way to get yourself out of the current economic funk. For many people, these goals include the desire to start their own business and become the master of their destiny, and franchising can fit very well into that picture.

Here are the top 10 reasons to select a franchise opportunity if you want to own your own business.

1. Track Record of Success. Any good franchise company has developed a method of doing business that works well and produces successful results. Even better, they’re required to provide you with a great deal of information in their required disclosures so you can investigate and verify the results with existing franchisees prior to making your final decision.

2. Strong Brand. One of the biggest advantages of franchising is that the company is building a brand on a regional or national basis that should have value in the eyes of customers you’re trying to attract.

3. Training Programs. A good franchise company has training programs designed to bring you up to speed on the most successful methods to run the business. They should also have reference materials to assist you in dealing with whatever comes up while you’re running your business.

4. Ongoing Operational Support. Franchise companies have staff dedicated to providing ongoing assistance to franchisees. You’re not alone when you’re building and running your business, and you can always call on experienced people when you hit a rough spot or want to share new ideas for growing the business.

5. Marketing Assistance. The franchise company has marketing assistance to provide you with proven tools and strategies for attracting and retaining customers. Usually, the staff helps you develop the actual marketing plans and budgets for your grand opening as well as your ongoing efforts to market your business effectively.

6. Real Estate Assistance. Most franchises have manuals and other documentation, as well as staff, to help you find the right site and negotiate the best possible deal on your site. This is a very important advantage that can hold costs down and provide the best possible chance of success in any site-driven business.

7. Construction Assistance. Franchise companies can also provide a wonderful benefit in helping you design the layout of the business and select the right contractors to do your build out, as well as making sure you get the exact mix of furniture and equipment you need to maximize the efficiency of your initial investment.

8. Purchasing Power. A good franchise can take advantage of the buying power of the entire system to negotiate prices for everything you need at significantly lower levels than you could achieve as an independent operator. This applies not only to initial furniture and equipment purchases, but also to the supplies, inventory, uniforms and everything else you’ll need on an ongoing basis.

9 & 10. Risk Avoidance. This one is so important that we’ll call it both 9 and 10! The biggest reason to buy a franchise is that, if you’re smart, it will help you avoid much of the risk of starting a new business. Make no mistake–you have to do your due diligence, but if you do, you can determine with a fair amount of certainty what happen if you become a new franchisee.

8 Rules for Succeeding as an Entrepreneur !!

Before I talk about how to succeed, I need to talk a bit about failure. In Silicon Valley, failure is lauded, especially fast failure. The theory is that you learn by your mistakes. Ironically, most of the people who have the created the most successful businesses had no real history in their market and even less so-called experience. Indeed, their very ignorance of the potential pitfalls seems to have been what enabled them to succeed. Walking a high wire, it seems, is much easier when you don’t think there’s a 100-foot drop on either side. Put another way, success is a function of our belief that we will succeed and our determination not to fail.

       Here are the 8 rules as an entrepreneur

1. People are more important than strategy:

If you focus on finding people you want to be with and who you think are talented, chances are you’ll come up with great ideas together that will work. If you start with an idea and then try and find the talent, chances are you will be putting a square peg in a round hole.

2. Know what customers really want:

Business school teaches the importance of listening to customers. That’s great if you know what to listen for. Sometimes customers don’t know what they need but can describe what they really want or what they hate. For example, people don’t want to buy gasoline, but they do want to be able to drive to the beach. Henry Ford has often been quoted as saying, “If I’d asked my customers what they wanted they’d have said faster horses.” Whether he said it or not, the point is a good one. What business you are in is driven by your ability to know what people really want, not what they say they want.

3. Market size is everything:

When VCs look at any investment, they will try to forecast the potential market. If the market is big enough, even a half decent company could get to be a decent size. Dominating a really small market may take ten times the effort. Work out how big your opportunity is and what piece of that market you think you could own.

4. Be the customer:

How many times have you seen employees acting against the interest of their company, because the rules of the company made them act that way? Billions of dollars are lost every year because employees do what they’ve been told to do, not what they think they should do. If you are constantly putting yourself in the shoes of the customer and listening to your staff, you will eliminate the craziness.

5. Don’t chase bad revenue:

When starting out, you want customers, but be wary of taking just anyone’s money. Some customers can be bad for business, especially in the services sector. If you take on customers that pay well but make your employees’ life hell, they’ll rightly quit and then you won’t have a business.

6. Understand your culture:

Businesses are like families; they have values and a way of being. These are often a function of the leader or founder’s values. As you grow, you need to be sure to involve people who share those values. For example, if your company has a laid-back, fun culture where you empower people and don’t take yourselves too seriously, then don’t hire people who want a corner office and an assistant. Culture can make or break a company. If you don’t know what your culture is, you’d better find out.

7. Timing is everything:

One of the biggest reasons businesses succeed or fail is a function of timing. Being in the right place at the right time matters. All of which goes to my first point about not fearing failure; in life, you don’t always know until you try.

8. Think about growth:

We have all wondered what we’d do if we won the lottery. When starting a business, you need to think about what happens if it actually takes off. How will you scale? Who would you hire tomorrow? Would you open up in another city? Would you franchise the business? If you are trying to build the airplane while flying it, don’t be surprised if you crash.

MORPHEUS HUMAN CONSULTING provides an Excellent Business Platform for Recruitment with Low Investment and Minimum Risk along with Reasonable ROI with the benefits of a Household Name and a dedicated Team supporting YOU with timely guidance on how to operate effectively.

Some Of Our Franchise Reviews:

1. All along my life I wanted to become an entrepreneur. Morpheus Human Consultant has given me a chance to accomplish the same. I chose MHC because I think its business model is unique and futuristic. My association with Morpheus is still in infancy. But I am really impressed by the concept behind “Talent Now” and professionalism being displayed by “Support Team”. – (Franchise Partner – Pune)

2. Working with Partner like you makes our business a great joy and to have own business after working for over 25 years in various industries gives satisfaction. The first year was not encouraging and went in loss but with the great provision from support team, Client Relationship Manager, Talent Acquisition Team we were able to understand the business and earned a great profit from our business. One more positive feedback that I would like to add is the total transparency in the work process. Thanks for your support. – (Franchise Partner – Mumbai)

3. I always wanted to balance my career and personal life without sacrificing my professional responsibilities and working with Morpheus helped me manage both the things. Working with Morpheus keeps me updated with the current job market scenario. To be frank, I have not got any financially benefit but haven’t loose also anything instead had great experience to start my own business in HR field. – (Franchise Partner – Delhi)

For Further details contact us on 022-40649800 or

email us on

6 Ways Social Media Can Help Find the Perfect Candidate !!

Gone are the days when posting an ad in a shop window or writing a job description for the local paper were the best ways to find employees. These days, companies have a range of channels for recruiting new talent.

Platforms like Facebook, Twitter, YouTube, Google+ and LinkedIn are ideal for finding  of employees, so here’s how they can help aid your search for the perfect candidates.

1. Social media provides access to millions of job seekers:

Why wait for people to come to you when you can go to them? Millions of highly-educated employees use sites like LinkedIn and there are a number of different ways recruiters can headhunt top talent such as messaging someone who looks to be currently unemployed but seems to have all the qualifications you are looking for or to join industry and skill-based LinkedIn groups to spot those actively involved in intelligent discussions or debates.

2. Social media allows you to target people by geographic location:

Those looking to expand their workforce can also use LinkedIn’s advance search functionalities to find people within a specific geographical radius that possess the right self-identified skills, education or work experience integral to a given search. This means that by using the right keywords, you can quickly identify those who might be interested in working for you before reading their profiles and making contact if you feel it’s right.

3. Social media helps spread the word about a certain role:

In order to find the right candidates it’s a good idea to cast your net wide – and social media can help you do this without any hassle at all. One of the best ways to get the word out is to set up a Facebook account for a business page and to post job ads online which all your followers can see. These job roles will then either be liked by potential candidates or shared with others who may be interested – but don’t forget to include a call to action to make your social media recruitment campaign worthwhile.

 4. Social sites can draw attention to your business:

Similarly, sites like Facebook and Twitter can increase brand awareness and draw attention to your business, particularly if you keep the content updated and make regular posts or tweets. If you make the effort to follow people and build up a good reputation, you may find potential candidates contact you even when you don’t have a vacancy. This means people think your company is worth working for and while a position might not be available you could always hold onto their CV for future use. Get more tips and tricks on how to use Twitter effectively here: 125 Twitter Job Search Tips eBook.

5. Google+ is great for candidate sourcing:

 Google is the largest search engine in the world, it has the biggest free email platform (Gmail) and is now the third biggest social network, making Google+ the ideal place to look for candidates. With over half a billion users, employers can send fellow Google+ users an email to their Gmail account even if they don’t have their email address and can engage with prospective employers via the commenting engine on YouTube and Blogger.

6. Recruitment can be done on the go thanks to social media apps:

We live in an extremely fast-paced world, but social media apps make it easier than ever to log in and look for candidates on the go. The top platforms (Facebook, Twitter and LinkedIn) can be accessed from mobile devices such as smartphones and tablets giving employers much more flexibility than they once had.

Social media can undoubtedly help you to find the right candidate, you just have to use it properly.

10 Ways HR Tech Has Changed Recruiting Forever !!

Finding the right candidate for the right job has always been the Holy Grail of recruiting, but thanks to social recruiting technology it’s easier than ever to succeed in that elusive quest. Sifting through a sea of resumes can be discouraging, especially if none of those resumes hint at the perfect match for the position you need to fill. Social recruiting makes it easier to find the proverbial needle in the haystack because it better equips you to attract and engage the interest of the right candidates.

Here are 10 ways social recruiting technology has changed the recruiting game:

1) Short job postings are in:

Twitter is the new model for job postings. Along with smartphones and up-to-the-minute news feeds have come shorter attention spans. People reading online want their information — including job openings — in bite-sized pieces.

If it’s difficult to tell your job postings from full-blown job descriptions, you’re probably missing out on great candidates because you’re not grabbing their attention. Apply Twitter’s 140-character rule to your job postings and see an increase in interest from the type of candidates you’re seeking.

2) Mobile is a must:

People are no longer waiting for the Sunday paper to browse the help wanted section for jobs. Smartphones and tablets have made it possible for job seekers to look for new openings no matter where they are — whether they are waiting in line at the DMV or on their lunch break. If you don’t have a mobile option for candidates, you’re missing out.

3) Response time is faster:

Social recruiting technology has made it possible to interact with candidates the moment they complete their application. Eighty-two percent of candidates expect to hear back from a company after applying, but 29 percent never even get acknowledgment that their application was received.

Not only does this hurt a company’s reputation, but it can turn people off from doing any kind of business with an organization. Cutting down the time from submission to review and contact saves time, money, and sanity (for you and your candidates). Enable email, text, and instant messaging alerts to make your recruiting process quick and painless.

4) Access to candidates is better:

Professional networking sites like LinkedIn and social media platforms like Facebook help you reach qualified candidates across the country and the world. Social recruiting also helps you capitalize on referrals from current and former employees: thanks to the Internet, you can now work your way through a trusted source’s network in a matter of minutes. And the viral nature of social media helps you get the word out to the right people at the speed of a mouse click.

5) There is more to go on than a resume:

That one-page summary of a person’s talents, accomplishments, and experience is still a valuable recruiting tool, but you can find out so much more about a candidate through social recruiting. Job seekers with profiles on professional social networks or online job boards are able to post virtual portfolios that highlight their real-world skills, share examples of their work, and establish a more well-rounded presentation of who they are as a professional.

Using social networks also helps you get an idea of how candidates would fit in with your current team and company culture. This saves you time by weeding out the ones who don’t really have the right body of work (or temperament) for your needs — and you can do it all without having to call them in for an interview.

6) References are just a click away:

Gone are the days of chasing down references for every candidate. Most online profiles include a place for candidates to include recommendations and reviews of their work. Being able to access that information up front helps you identify the best candidates more efficiently.

That’s not to say it’s time to throw the traditional method of reference checks out the window, but this gives you greater insight during the initial recruitment phase. Published recommendations can assist you in identifying the candidates most worth calling in for an interview.

7) Reviews work both ways:

Companies are under as much scrutiny as candidates these days. Job seekers are more savvy than ever, and they’re taking the time to research companies before applying — so it’s important to pay attention to your organization’s online presence.

Include more than just the current opening when posting jobs and creating your company’s profile. Paint a picture of the whole company, why employees love working there, and what makes you a great organization to join.

8) Making the perfect match is easier:

Just as online dating sites use algorithms to bring compatible people together, social recruiting technology can match your organization with the best candidates. This goes beyond checking off qualifications and credentials and helps you find people who match your company culture. You can add culture-related questions to your online application process to sort out those who are most likely to fit in.

9) More data means better recruiting practices:

Identifying the recruiting practices that bring you the best results has always been a challenge. Recruiting technology gathers data that you can use to optimize your recruiting strategy. Bounty Jobs, for example, partners with employment agencies to establish benchmark data that organizations can use to see how their recruiting practices compare to industry standards.

Real-time data lets you know where to expend your energy, whether it’s streamlining job descriptions, changing up the interview process, or adjusting your compensation and benefits packages. Make sure you’re utilizing the data and analysis capabilities of any recruitment technology you use, from internal websites to mobile applications and social recruiting sites.

10) The compliance process is improved:

The hiring and recruitment process is rife with rules and regulations, and noncompliance is a human resource department’s worst nightmare. Social recruiting tools with features like application-tracking systems can help you stay in compliance and build a documented record of that compliance. Automated forms and digital acknowledgment of certain policies and procedures is another way to make sure no compliance items fall through the cracks.


How Online Company Reviews Can Impact Recruiting !!

Job candidates have never been in a better position to research potential employers, and employees have never been more empowered to spill it all when it comes to reviewing their current workplace. Sites like Glass doorIndeed give interview candidates and employees the unprecedented opportunity to share the inside scoop on what it’s really like to interview or work at a particular workplace; and this is leaving many employers feeling more than a little uncomfortable at the prospect of receiving public negative reviews.

One recent example of a company getting blasted on Glass door, after a recent decision by its CEO to close its contributed content program in an effort to re-brand. According to multiple reviews on Glass door, Indeed many long-time contributors of that company were abruptly terminated, without thanks, respect, or appreciation. Many reviews from these employees and contributors reference that CEO as the reason the company is “a sinking ship” and “taking a rapid nose dive.”

So, how does this sort of feedback affect future recruiting and business growth? According to research into consumers’ use of online reviews, 88% of people have been influenced by an online customer service review. And while the research into how online company reviews impact employee job decisions doesn’t reveal quite the same degree of influence, we do know that a significant number of job seekers rely on these sites when evaluating a potential workplace.

In one study, for instance, out of 4,633 random job seekers surveyed, 48% had used Glass door, Indeed at some point in their job search. The study also found that 60% of job seekers would not apply to a company with a one-star rating (on a five-point scale). This suggests that many job seekers do seem to use workplace review sites, and negative reviews can dissuade them from applying to a particular company. 

How to Deal with Negative Reviews:

If you’re an employer who has received negative online reviews or complaints , you’re likely to feel powerless; there aren’t a lot of options to defend yourself. There are steps you can take, however, to salvage your reputation and get the ball swinging back in your court. Here’s how.

1.   Ask your current employees and interview candidates to leave reviews:

Since disgruntled employees are much more likely to leave reviews, actively requesting reviews company wide may help by increasing your overall ratio of positive to negative reviews. You may want to include links to the review site in your employee newsletters, verbally ask job applicants to leave a review following an interview, or periodically have managers remind employees of the opportunity they have to give feedback to management.

 2.   Respond to all reviews – positive or negative:

Review sites give employers the opportunity to respond to reviews, and the value of this opportunity shouldn’t be underestimated. No one wants negative reviews, but the more optimistic among us believe these can be harnessed for good – if dealt with properly.

If you receive a negative review, respond as quickly as you can. Job seekers will not only be reading the reviews, they’ll be looking to see how businesses respond to these reviews. Responding promptly and politely will show you care about the opinions of your employees; and this can go a long way to minimizing the impact of a negative review.

3. Request that defamatory reviews be removed:

If a review is defamatory or you suspect it’s been left by a troll, you do have some recourse. While you can’t delete a review, you can sometimes request that the post be reviewed by a member of the publisher’s team. From what I can tell, the burden of proof is then on the reviewer to show that the review is in fact legitimate.

Limitations of Company Review Sites

While company review sites are an excellent tool for getting insider data like salary reports and for getting a feel for the general landscape of a workplace, job seekers should be aware of the potential limitations of these sites.

1. Negativity Bias:

Our brains are wired to be more sensitive to negative news – in this case negative reviews – than to positive ones. It takes many more positive reviews to outweigh the effect of negative ones; and this means that even though a company may have an overall positive employee satisfaction rating, negative reviews are more likely to influence us.

In fact, some researchers estimate that it takes five positive interactions to make up for 1 negative one; and if we put this in the context of online job reviews, five positive reviews to make up for one negative one. And given that unhappy employees are far more likely to leave reviews, these review sites are likely disproportionately slanted toward the negative. Which leads us to point number two:

 2. Inaccurate Data.

Research carried out by employee survey company Workplace Dynamics set out to determine how accurate Glass-door reviews were for evaluating workplace satisfaction. They compared results from detailed surveys they had done with 406 companies to the corresponding Glass door ratings. The plan was to test the accuracy of the Glass door employee satisfaction scores with the much larger sample they had collected. The results? Almost no consistency between the two sources. They write: “We found that there was virtually no correlation—the overall Glass door star rating was a very poor indicator of what it is really like to work at a company.”

They pinpointed two main reasons for this: The number of reviews on Glass door only accounted for a very small percentage of total employees, and the reviews were disproportionately from “grumpy” employees. In fact, they found that unhappy employees were five to eight times more likely to leave a review on Glass door than happy ones.

Final Thoughts

Company review sites do help provide some important insights into company culture and employee satisfaction. For this reason, it’s critical that employers take negative reviews seriously, and respond to them in way that showcases their commitment to employee satisfaction and a positive work environment. While the ratings aren’t necessarily an accurate representation of overall job satisfaction, individual reviews  – and perhaps more importantly, employer responses to these reviews – do hold weight when it comes to evaluating potential employers.

15 CV Mistakes Costing You Interviews !!




Your CV is an important part of your armoury when looking for a job. It has to look good and be as close as possible to the job description to get you through to the next stage. As one of the first documents that someone will ask for to represent your capabilities, your CV should be completed with focus, time and care.

If you’re guilty of any of the below 15 CVmistakes, you’re probably costing yourself some great interviews:

  1. Bad formatting:

Your CV should be formatted perfectly. It should be consistent throughout in terms of bullets, text and margins. Your CV should be readable on a mobile device as well as on a computer screen; so ensure it displays perfectly for both. Saving it as a PDF is a great way to ensure it is easy to read on tablets and phones. There is no excuse for untidy, inconsistent formatting. Check once, and then double check this!

  1. No contact details:

These should be clear, correct and visible. Perhaps they could be in a header to ensure they are easy to find if the pages are not kept together.

  1. Too many pages:

The ideal length of a CV is two pages.

  1. Jam-packed paragraphs:

Your CV should be split up clearly with bullet points. HR professionals and recruiters want to read the relevant information quickly and easily, and will not waste hours reading through long scripts.

  1. Hidden information:

Your CV needs to match as closely as possible to the job description or job requirements. Often CVs are selected via key words so the words that appear on your ideal job description should also (if you have the experience) appear on your CV.

  1. A rush-job:

Rushing to produce a CV without really thinking through and analysing what it is that you want to do next. Take your time to analyse yourself; self-awareness and knowing what you want and are suited to should be your first step before producing your CV. Real freedom to choose and some control over what you now want must involve some self-awareness work first. My book What to do next? is a practical exercise book which can help you with this (available on Amazon).

  1. Wordy profile statement:

Your profile statement needs to be short, strong, snappy and not generic. They need to be objective. In one or two sentences summarise and emphasise your key attributes, experience and your intended future career path.

  1. No summary of skills:

These should be clearly visible, don’t hide them. Some people like the top part of their CV to look like a snap shot of your experience. Your skills should be bulleted and separated and can appear under your profile statement so the reader can quickly see them.

  1. Inconsistent, incorrect tenses:

I often see CVs where the starting word is in the wrong tense. If you are currently working there, it should read, for example: Reviewing, Liaising etc. If, however, it is a previous role, it should read: Reviewed, Liaised. It’s an obvious one, but I see it on almost every CV that crosses my desk. Perhaps this is because people update their CV as they go, and don’t necessarily go back to change old roles.

  1. Overuse of one particular word:

Again a regular mistake that I see. People often have one word that they repeat over and over again – watch out for this, it is often the first word of your responsibility bullet points. Ask a couple of people to read through and check your CV for you.

  1. Omitting relevant qualifications/training/courses:

Often people miss internal training or courses that they have done in the past. List all of them.

  1. Failure to quantify things:

A great way to add strength to your bullet points is to add numbers and percentages. What did you do, what was the outcome, can you quantify it?

  1. Unorganised bullet points:

I prefer CV’s that have clear bullet points for each position. They can be easily read and are clear. Even within those bullet points think about which ones are at the top. The first two bullet points position you. Think about which are most impressive or most relevant to the job you are applying to and put them first.

  1. Lack of tailoring:

For those good important jobs that you really want make sure you tweak your CV and pull out the most relevant experience and information that you can. Change the order of bullets, add figures. Go through the job specification and match your CV as closely as you can to it.  Take time over this.

  1. No references:

Have them. Either references on request or list the names of two individuals you have asked at the bottom of your CV.

fixing these problems in your Cv will help a great deal with your job search, however you should also make sure your social media profiles match the calibre of your CV. Make sure your Linked In profile gets just as much attention. The two will work together and these days both need to be strong. Also, be careful not to use too much jargon and simplify your language where possible. Some industry jargon is necessary for key word searches, but try to stay away from inter-company jargon all over your CV – it will only alienate the reader.

Finally, don’t forget to do your research. Find out as much as you can about the company you’re applying for; the culture, job description, their social media presence. Try to gain a true understanding of what they are looking for before you apply. Decide then if that is what you want and if the answer is yes, tailor your CV with your relevant experience and attributes to match that.



9 Habits of Every Successful Recruiter !!

 Have you ever wondered why good specialists are sometimes rejected by one company as unprofessional, yet accepted by another as a gem? The “army” of any company hugely depends on its recruiter skills. Some of them have those qualities, others don’t, losing their best candidates without even listening to them.

Being a recruiter is a difficult job, as you have to also be psychologists, business planners, market researchers, social studies specialists, etc. Working with people, judging their skills and character, foreseeing their behavior within the company’s team – it’s a hard-to-accomplish work.

1. Be responsive.

A recruiter that responds openly and clearly to every question is always more valuable. Candidates feel more confident having some information about the company and knowing their inquiries will be answered as quickly as possible. Also, make sure you keep a professional yet friendly tone, to make people feel comfortable.

2. Be patient and listen.

The ability to listen is one of the most important recruiter skill, as many candidates have something to say. In many cases, the stories applicants tell can show a lot of their qualities, which may be useful for the company. It’s important to listen to both the candidates and managers who need new employees, and state requirements for them.

3. Involve other employees.

Turns out, 52% of content shared by any company’s employees, in persona or online, is trusted by applicants. Let them talk to current employees, ask the latter to post information about the company on social networks, and you will be trusted. It’s logical, as more people would trust a friend who works for the company than its marketing department.

4. Add personal touch.

Sometimes recruiters judge candidates by the first impression: their appearance, clothes, way of talking etc. However, when attending an interview, a person hardly knows what attitude or way of talking is required, not mentioning standard rules. Allow yourself to use your recruiter skills to work on the person, guide them to the right place. Candidates often become the best employees if you add your personal touch, by having a good talk to them and giving them a piece of advice.

5. Foresee the future.

Every company must have some plans for the future: new projects, new ways of operating, etc. Look into these plans when talking to a candidate, and see if they fit into the future of the company. The person may be not the best choice for now but could be vital in a couple of months, and you want them to be already used to the company’s rules and operations when you need them.

6. Manage your time.

Time management is one of the best recruiter skills, as there’s a lot to do. Make sure you manage your time well, and don’t delay reviewing resumes you get. Even a couple of days may determine whether you will get a top candidate or not.

7. Have a modern vision.

In the age of online activities, it’s almost impossible to keep being modern without using the advantages of the internet. A good recruiter will use anything that can potentially improve their search. Use social media to advertise vacancies, find people, and answer simple questions. This will save you much time and effort, give more candidates a chance to interview, and help choose the right person. Only 33% of employers use such an approach, so you have a chance to be in the progressive third.

8. Cooperate with the manager.

Get a perfect understanding of what your manager wants by cooperating with them. Update the manager about every candidate that catches your attention and don’t hesitate if you need to update them on any further requirements. This will make the process of choosing the right candidate more productive.

9. Keep top applicants engaged.

Don’t make top applicants think you aren’t interested in them anymore, or they will start their search again. Encourage them to contact you with further questions, ask some yourself, invite them for another interview, or give them test assignments.

Be loyal and communicate well, give recommendations, and keep candidates engaged in the process. Think about the future of the company and whether the person will fit in, and use modern technologies to get a wider view. The aforementioned recruiter skills are simple and proven to be useful for many companies.

7 Facts Recruiters Look for in Your CV !!

Most business decisions are based on hard cold facts, and hiring decisions are no different. If an organisation is going to invest time and money into employing you; they will need to see evidence that you can perform.

By now we all know that clichés and buzzwords do nothing to impress recruiters, but many candidates still do not fully understand which facts are sought in a CV. When writing your role descriptions in particular; you should put yourself in the hiring manager’s shoes and think about the evidence you would require to make an informed hiring decision. Including the following details in your CV’s role descriptions will provide clarity to recruiters and support the case for interviewing and eventually hiring you.

1. Your position in the hierarchy:

If a hiring manager is going to bring you on board, then it’s crucial for them to understand where they can place you within their team. Whether you are sitting at the top of the pile and overseeing largescale operations; leading a small team or working independently with nobody under your management; you need to make your position clear. Be sure to describe who you report to, whether you manage anybody and which people are dependent on you.

2. Who you interact with:

Human interaction plays a vital role in the running of any organisation, so hiring managers will need to be satisfied that you are comfortable dealing with people. Most jobs will require you to interact with a wide range of individuals, so your CV should demonstrate you are capable of this. Show exactly who you interact with from customers and suppliers to management and external regulators; to prove your business-social abilities. Evidence that you can build strong working relationships, and use them to create beneficial outcomes for your employers.

3. Technology expertise:

Technology is used in every line of work; from computer based tools like programming languages and accountancy software, through to hardware such as production machinery and vehicles. Most roles will require some working knowledge of one or more tools, so employers will be keen to understand your ability to use their core systems and hardware. So whether you’re an expert coder or a sports car technician, it’s essential to detail the tools you are able to use and how you apply them within your roles.

4. Work Produced:

The work that you produce will vary greatly depending on your industry.  It could be anything from Excel reports or website pages, to physical products like mobile phones or even buildings. Whatever tangible work you produce within your own roles, include it within your CV and be clear on the volumes you have produced, quality of the work, and how valuable they are to your customers or internal dependents.

5. What your employer actually does:

This may seem obvious, but a surprisingly few candidates include a sufficient explanation of their employers. Before you delve into the specifics of your roles, it’s important that the recruiter understands who you work for and what they do. Without building context around your role, it will be difficult for readers to fully understand your work. However the level of detail you need to include will vary depending on the organisation.

If you work for relatively small business, it’s less likely that recruiters will have heard of them; so you will need to provide a full explanation of the services they offer and markets they operate in. However if you work for a household brand then you will need to place more focus on describing the department you work in, and how it’s function contributes to the success of the wider business.

6. The objective of your roles:

The most important aspect that recruiters will want to know about your previous jobs, is what were you hired to do? It’s all well and good writing a detailed list of your daily activities, meetings and presentations; but without outlining the high level purpose of your role, nobody will understand what all your hard work was for. Every role should start with a clear objective statement so that readers can comprehend the bigger picture of your duties.

7. Numbers:

Recruiters will look for numbers in your CV as a means of quantifying your value to an employer. Figures can provide strong evidence of the return on investment that an employer can expect after hiring you. For example, if you can provide some statistics around revenue that you’ve generated for a firm, or the value of a project you have supported, they are a great way to demonstrate your value. But the figures do not always have to be monetary; you can include figures such as; percentages of targets achieved or time taken to deliver a piece of work.

By including some of the facts above in your own CV role descriptions, you will prove your worth to recruiters and greatly increase your chances of landing job interviews.

Why Being a Confident Leader is Important !!



It’s worth investing the time and effort into working on your self-confidence. Confidence breeds confidence. Once you start getting more confident in your leadership role, the positive impact it will have on you and your organisation will act as a catalyst for you to perpetually become even more confident.

A major factor that holds a lot of us back from being confident is the fear that people will perceive us as arrogant. This is not necessarily true—there’s nothing wrong with being assertive and most people you come into contact with in your position as a leader will be able to tell the difference between assertiveness and arrogance. Remember that if you exude confidence, your subordinates, peers and business associates are likely to be confident in you and the issues that you are leading.

If you feel you have nothing to be confident about, reflect on your skills – would you really have got to where you are today if you didn’t have any qualities or talents that are worth being confident in? Reflecting on our strengths and the wealth of our experiences is not a natural state for humans to be in, so you’ll have to consciously sit down and make a list of the things you’re good at and the value that your various experiences have added to your skill set. If you really can’t think of any strengths, ask those who know you well what they are.

Enhancing your levels of confidence isn’t something you have to do by yourself, even if you’re supposed to be ‘the one in charge’. Don’t be afraid to seek support, no matter how senior your position. Ask your employer about training, as specific courses in self-assertiveness or public speaking can help you in areas of confidence that you’re struggling with. Look into whether there are any such in-house training opportunities that the organisation can sign you up for. Alternatively, consider attending external training. Taking a day or two off work to attend an outside course is a worthy investment into your professional and personal development.

In addition to formal training, advice and support from your superiors and peers can often be useful. Keep lines of communication with your employer well open and don’t be afraid to discuss matters with them. By having a good relationship with those associated with your work, you’re likely to feel confident in your work environment.

Sometimes you may have to act confidently before you really feel confident. By holding yourself properly, speaking with authority, voicing your opinions and taking immediate charge of situations, you’ll begin to build genuine confidence, even if it isn’t there to start with. Acting confidently will lead to you believing you can be genuinely confident—and, in time, you will be.


How To Become A More Decisive Leader !!

There is a pervasive myth in business that the best leaders are the ones that make the best decisions. However, recent studies have shown that this isn’t necessarily the case.

According to a recent study published in Harvard Business Review, one of the four things that set successful CEOs apart is the ability to make decisions with speed and conviction.

As it turns out, the outcome of any given decision is typically less important for an organization than how the decision was made.

I found this insight to be particularly interesting because I’ve had the opportunity to work as both a strategist and a CEO throughout my career.

As a strategist, my job was to think. I relished in intellectual complexity that came along with deep dives into various issues impacting the business. Naturally, I brought this approach to bear at BodeTree once I became CEO.

However, I quickly learned that my overly-academic approach to decision making caused unforeseen problems. My decision process led to frustrating bottlenecks inside of the organization and caused a type of paralysis that spread through the team.

As it turns out, the talents and skills that make a great strategist become a detriment when you make the jump to the role of CEO. I had to unlearn what I had learned and develop an entirely new framework for making decisions. 

In doing so, realized that there were three key aspects  to master to become a more decisive leader.

1)Practice reflective urgency:

The first skill I had to master was that of reflective urgency, which is the ability to consciously and rapidly reflect on the priorities, resources, and needs of the moment.

For me, this came down to developing and maintaining a balanced “big picture” view of the business as a whole.

I realized that I had to be constantly aware of the most important near-term priorities and balance them with their long-term impact and the resources I had available at the moment.

Reflective urgency is a form of integrated thinking, where two conflicting ideas are held and explored at the same time. In this scenario, I learned to find the most direct path to the most important priority of the moment.

The resulting path is one that makes sense to me but often looks circuitous and confusing to members of my team. However, the benefits that resulted from the clarity and conviction of my decision outweighed any confusion in the near-term.

2)Determine your data threshold:

Earlier in my career, I wanted to gather 100% of the available data before even contemplating making a decision. Of course, looking back I realize just how ridiculous this was.

In real life leadership roles, you’ll never have all of the information and data before having to make a decision. There are just too many variables and unknowns out there.

Any attempt to gather that much information will bring your decision-making process to a grinding halt, paralyzing both you and your organization.

Instead, leaders have to get comfortable with their personal “data thresholds.” Personally, I’m comfortable making a definitive decision once I have about 65% of the story in place. It’s just enough to know the direction and magnitude of the decision at hand and to weigh the most salient facts.

Everybody’s data threshold is different, but it’s important that it’s under 80%. Going any higher will only slow you and the rest of your team down.

3)Remember that a wrong decision is better than no decision at all:

There are few decisions in life or business that cannot be reversed or modified. We tend to treat all business decisions as life-or-death, as though we’re being graded based on the effectiveness of the outcomes.

Of course, outcomes do matter, but it’s rare that they’re permanent. Good leaders recognize that they will inevitably make a wrong decision at some point along the way.  This realization is incredibly freeing and enables leaders to make decisions more rapidly and keep things in perspective.

It’s important for leaders to remember that how a decision is made is often more important than the decision itself. Leaders who make decisions with speed and conviction might not always get things right, but they’ll be able to keep their organization moving forward.

Wrong decisions can be fixed, but indecisiveness will damage your organization and reputation beyond repair.