The Mike Ames Recruitment Show Mike Ames

One of the big debates in recruitment right now is 360 or Layered.
They both have their pros and cons, question is, which is best for you?
Well in this episode of the hashtag#MARShow we will aim to shine the torch in all the dark corners of both models.
In the red corner will be Max Learmonth a keen supporter of the 360 approach.
In the blue corner is my good self, very much a devotee of the Layered model.
We’ll be looking at the best and worst parts of both models and also how to convert from 360 to Layered.
Furthermore, we’ll also explore whether it’s possible to run both models side by side.
This is going to be for you if a) you’re not sure which is the best model for you or b) you are dissatisfied with the model you currently use.
This is all about building a safe, profitable business that doesn’t need you in it all the time and will make you wealthy one day.
There’s a lot at stake!
By the end of the show, I believe you’ll have a very clear idea of the implications of both models and which is best for you.
PS There is some “frank and honest” exchanges between me and Max.

Would you like to hear how the owner of a recruitment company trebled his profits but reduced his headcount by 20%?
He’d been running his firm for 20 years but then made the decision to convert to a Factory model.
And that’s when things began to change. 
He opted for a blended fulfilment function that was part 360 and part layered, and it operates like clockwork.
We are honoured to have Matt Ellis of ENG as our guest on this #MARShow. 
He’s going to share: -
✅ Why he decided to make the change to a Factory model.
✅ How he blended 360s with a layered team.
✅ What changes he made
✅ How he convinced his team this was the right way forward.
✅ A high level view of the salary/commission arrangements
✅ What he thinks caused this enormous boost in profits.
Oh, and one more thing. Last year Matt’s firm only lost one person from his 40 strong team.
So, listen in if you want to boost profits, stabilize your team and be in complete control of a business that needs you less. 

We know that teams that stay together longer become more productive and so more profitable. But how do you do this?

Simple, by becoming a sticky employer. This makes it easy for you to attract, retain and motivate the right people.

In this edition of the hashtag#MARShow we will be exploring exactly how you do this.

The key factors we’ll discuss are: -

1️⃣ the type of people you employ

2️⃣ your selection process

3️⃣ your EVP (includes rewards, culture etc)

But there’s one more thing you can do that costs nothing and yet will give you all you need to become stickier.

Create an offboarding experience.

By asking the right questions in the right way, you can understand the changes you need to become stickier.

This isn’t the old exit interview where you tick a few boxes and wish them well.

This is encouraging your soon-to-be-erstwhile employee to actively criticise anything they feel needs to change.

And what’s more, you’ll thank them for doing so.

To dig deep into this powerful tool, we’ll be joined by Jake Holt, a keen advocate of offboarding.

Added bonus: offering this service to your clients is a real differentiator!

What makes a great recruiter and how can you discover whether the person you’re interviewing is one or not?
That’s the theme of today'sMike Ames Recruitment Show.
Over the years I’ve employed well over 100 recruiters and estimate I’ve interviewed over 1000.
I’ve learned some very hard lessons along the way (some cost me a lot of money).
But I believe it comes down to a handful of characteristics and some key interview questions to bring them out.
So we start by exploring the characteristics I believe all great recruiters have.
Then we give you some questions that you can ask in interviews that may help discover whether they will be able to cut it or not.
We all know how expensive it is in time, money and distraction if you hire the wrong people – this show should help keep these to a minimum. 

If the gods decreed all the possessions I'd gathered over the years were to be taken off me, except for one thing it would be this.
My network, because with that intact I could get all my other assets back over time.
That's the power of a strong network - it makes it easier and quicker to get things done.
The problem is, the concept of modern networking has been so watered down that it's hardly recognisable now.
In this #MARShow we intend to put that right.
I'll be showing you what Real Networking is, not the "attending events and swapping business cards" version that appears popular today.
We'll be explaining: -
✅ What a Real Network is and how Real Networking is done efficiently.
✅ How to decide who to add to your network.
✅ How to get people to want to help you so you can profit from your network
✅ How to use all the modern apps and tools to make Real Networking easy.
✅ How to spot tyre-kickers who just want to take from you but won't give in return.
BTW if you hate going to so-called networking events, I'll also show you that you don't need to do that to grow a strong network.
What we'll be showing you are the techniques used to grow networks used by the ancient Greeks onwards - just with better tech these days.
Yes/No answer: do you enjoy attending networking events?
PS I'm not a fan myself. 

Would you like to know what you have to do to recruit and retain the best recruitment talent out there? If so, check this out.
Lysha Holmes (www.linkedin.com/in/lyshaholmesr2r) is our guest on this week’s show.
She is a skilled and experienced rec-to-rec professional who has many years’ experience of recruiting recruiters.
On the show we focus on drawing upon her vast knowledge and experience in 4 areas: -
❶ What is the market like for hiring recruiters and which direction is it going?
❷ What do agencies have to offer to attract the best recruiters?
❸ What are the common reasons candidate recruiters are giving for seeking a new job?
❹ If you want to hire rookies, what professions should you recruit from?
I’m super excited about this episode because I know it will make a big difference to recruitment companies who are keen to scale.
Let’s face it, you can’t build a business without hiring and retaining the right team.