European Recruitment News - Today

Direct Employers Association Connects Youth With Employers

DEA LogoOver 120 children have been given the opportunity to meet with major UK and global employers as part of the first phase of an initiative launched by The Direct Employers Association (DEA) aiming to support children to understand the realities of the modern recruitment process and prepare them for one of the most challenging periods of their lives.

The first session, launched in partnership with Bradfield College, one of the UK’s leading co-educational independent schools, gave pupils the opportunity to meet major firms such as G4S, Care UK, Clarks and LinkedIn in a networking environment where they learned about social media use in the workplace, the modern and evolving recruitment process, and how to develop and maintain their personal brand.

The initiative is designed to support the Government objectives to better prepare school leavers for work, and so reduce the numbers of unemployed 18-24 year olds, but also follows up on the feedback from many employers that school leavers’ skills do not match what they are looking for.

DEA members are experts in this area and these events allow its members to pass on their valuable insights into the current and future recruitment landscape as well as the opportunity to reach future job seekers and promote their employer brands.


The first event took place at Bradfield College in Berkshire with Year 11 pupils, teaching staff and independent observers, including Annabel Nicoll, Sponsor and Chair of Governors at The Langley Academy. Future events will include pupils from Theale Green School, an Academy sponsored by Bradfield College and The Langley Academy.

The DEA team consisted of Colin Minto, Global Head of Resourcing at G4S and DEA Chairman, Melanie Hayes, Head of Resourcing, Healthcare, at Care UK, Gary Marshall, Group Director of Talent, Clarks and Daniel Sanchez-Grant, Senior Account Director at LinkedIn, a support partner of DEA.


Colin MintoDEA Chairman Minto said: “This was a tremendously rewarding experience for everyone involved and being able to influence career decisions of the future workforce is something DEA considers as its duty given the knowledge and experience of the membership in this area. The DEA is looking forward to developing and scaling the initiative with Bradfield College, Theale Green and with Annabel Nicoll at The Langley Academy, so that the experience can be delivered to pupils in schools, academies and colleges across the UK. It is truly an example of employers and independent and maintained schools sharing a vision and working together.”

Simon Henderson, Headmaster of Bradfield College commented: “I am delighted that Bradfield is at the vanguard of this exciting partnership initiative. We hope the relationship will encourage our pupils, and young people from other schools, to take personal responsibility for their own futures and to understand how best to maximize the opportunities that lie ahead of them in the work place.”
 

Emily J, a Year 11 pupil, added: “We learned a lot about the realities of getting a job and how we can improve our own profiles while we are at school so that we’ll be more attractive to employers in the future.”

 
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Wednesday, 12 February 2014 | Alan Whitford

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Travis Perkins Group Joins The Direct Employers Association

Direct Employers AssociationThe Travis Perkins Group is the latest organisation to join The Direct Employers Association (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda.

Magnus BateyRepresenting The Travis Perkins Group, Magnus Batey, Head of Resourcing at Wickes said “A trade body that represents employers and focuses on talent acquisition and resourcing functions is long overdue. The resourcing industry can boast many passionate and innovative people and whilst we are generally open to sharing ideas, we haven't previously had the opportunity to influence change collectively.”

Alan Whitford, Operations Director at The Direct Employers Association commented: "Magnus has also accepted an appointment to The Direct Employers Association Executive Committee and will take an active role in promoting the interests of its members."

travis perkinsOutlining what The Travis Perkins Group would achieve from their involvement, Batey said: "The benefits of joining the DEA are twofold. As a major UK employer, we have a responsibility to play our part as we work with Government, policy-makers and other employers to ensure decisions affecting UK employment are informed and sustainable. It also provides us with an opportunity to work with others to share experiences and best practice, learning from others in different sectors and with varied perspectives."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: "Magnus is a great asset to The Executive and I look forward to working with him and the other members to further our objectives."

 
Overview of Recruiting in Germany

German FlagWould you like to know the answer to some of these questions about Germany?

  • What are the current topics in German Corporate Recruiting?

  • How proactive is the recruitment in Germany?

  • How is the recruitment in Germany organized?

  • Recruiting Channel: Where do employers get their applicants and hires from?
  • How do job seekers and employers look for each other?

ICR logoHave a look at this presentation created by Wolfgang Brickwedde, speaker at the most recent SRCONF 2011 in London and founder of the Institute of Competitive Recruiting.

If you would encounter any specific other questions or issues and would like to know more, please don't hesitate to ask Wolfgang by This e-mail address is being protected from spam bots, you need JavaScript enabled to view it :

 

 

 
Online Recruitment Conference 2011: The Year Ahead

Enhance conference bannerThe Enhance Media Conference was held on at the prestigious Royal Geographical Society in central London on Thursday 27 January 2011 in London.




We covered the event live on the day, ran the Twitter stream on the RCEURO site and blogged key thoughts and higlights of all the presentations. All can be read in our RCEURO Featured Bloggers section below.

The Twitter hashtag for the event: #EMConf2011.

 

 
Equal Pay For Women Still A Long Way Off

We don't often jump on the political soapbox, but a letter that came in today from Democrat Nancy Pelosi, the Minority Leadar of the US House of Representatives on the battle for passage of the Paycheck Fairness Act really struck a chord. There has been little, if any, progress in the last 50 years in achieving equality of pay for women; a policy that is untenable and without basis in any civilised society, much less my homeland. Please read her letter and share the link to help bring pressure on the US Congress to make a difference.

Friends --

I'm not sure if you were alive when President Kennedy signed the Equal Pay Act 50 years ago today. I was a recent Trinity College graduate (here's a picture of me with President Kennedy from just a couple years before to prove it):
Nancy Pelosi, President John F Kennedy
President Kennedy called the Equal Pay Act "a first step" to ending the widespread practice of paying women less than men for the same amount of work. And that's exactly what it was: a first step.

50 years later, we're still fighting this fight, and women STILL make 23 cents less on the dollar. House Democrats have proposed a solution -- the Paycheck Fairness Act -- but Republicans voted to block this legislation from even coming to a vote. That's unacceptable.

Automatically sign your name to tell House Republicans to support equal pay for equal work.

Our daughters and granddaughters should know that they'll enter the workforce as equals to their male counterparts. But it's going to take a real effort to get this done.

Add your name to our petition right now and say you support equal pay:
http://dccc.org/Equal-Pay

Thanks,

Nancy

 
The RI RPO Conference

On Tuesday 16th April 2013 in central London Recruitment International hosted its RPO Conference.

Delegates included corporate employers, agencies, RPOs and other industry suppliers. The hashtag for the event on Twitter: #RIRPO

Recruitment International hosed a tailored ½ day Conference to address issues surrounding your workforce. The next generation of recruitment outsourcing will be everyone working in a genuine partnership whereby providers and clients will addresses both efficiency and effectiveness. It will be a partnership that focuses not just on the acquisition of talent but on its planning, deployment, engagement, compliance, development and retention.

Recruitment Process Outsourcing continues to rise in popularity because more and more employers are looking to reduce both their use of agencies as well as lowering the actual number of suppliers they deal with. Naturally it goes without saying that everyone is looking to mitigate their exposure to potential employment claims and tribunals.

Presentations were delivered from professionals who understand the hiring process and specialise in RPO. Together they talked about strategy around issues such as:

Best practice case study

Compliance of your workforce

Dealing with umbrella companies

Understanding the legal requirements of RPO

How to get the most from an RPO or recruitment partner.

The increasing importance of technology

Sourcing better candidates

The world of Recruitment Process Outsourcing is ever changing therefore this event was a great opportunity to not only network with organisations who may be facing the same issues but to be able to ask them directly for their expert advice and opinions.

Speaker included:

Paul Martin – Optamor (formerly AMR)
Alan Whitford – Direct Employers Association Europe

Crawford Temple - Professional Passport

Adrian Marlowe – ARC
Rob Crossland – Parasol

John Paul Caffery – The Job Post

Dan Martin – Broadbean

To read more about this event please visit here.

 
Direct Employers To Meet With BIS

Discussion covers the consultation process for reforming the regulatory framework for employment agencies

Direct Employers Association logoThe Direct Employers Association Europe (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda, is to meet with BIS (The Department for Business, Innovation & Skills) to discuss the current consultation on reforming the regulatory framework for employment agencies.

The discussions will provide BIS will direct first-hand experience from an employer's perspective.

Alan Whitford, Operations Director at The Direct Employers Association commented: "Recruitment companies are well represented and have a number of trade associations that will be providing feedback into BIS during the consultation period from their perspective; this is not the case for the employers."

He went on to say; "It is important we present the employers’ view and press this home as after all it is employers that are the ultimate clients of employment agencies and employment businesses. It is in everyone's interest to create the right environment for recruiting whether that be permanent or contingent workers."

Colin MintoColin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: "BIS has a number of consultations and projects underway that we have already identified as being of interest to the members of The Direct Employers Association and we will be arranging further meetings to discuss these areas."

He continued; "There appears to be a real appetite in Government to consult directly with employers and for them to ensure the right legislative framework is in place to create the best conditions for economic growth."

Whitford concluded; "The Direct Employers Association allows employers focussed on growth strategies to share experiences and create best practice as well as identify business and resourcing issues and raise these directly with Government. It also allows Government and policy makers a direct route to discuss ideas and policy developments with key business leaders and those directly affected by legislation."

 
DEA Chairman Particpates at CRSS 2013

Direct Employers Association Executive Committee Chairman Colin Minto

Participates in CERN Recruitment and Resourcing Seminar 2013

CERN (The European Organization for Nuclear Research) hosted its 2nd annual Recruitment and Sourcing Best Practices Seminar CRSS 2013(CRSS 2013) in Geneva on 22 February. Delegates and speakers included global sourcing heads and resourcing stakeholders who came together to share, learn, discuss and debate key issues and 'best practices' used during the recruitment process in various international organisations.

Colin Minto, Head of Resourcing for G4S Plc and Executive Committee Chairman for the Direct Employers Association Europe, participated as a featured speaker at CRSS 2013. Colin commented on his key takeaways: “To be at the home of the world wide web, in the presence of genius, it was fitting that some of the world’s most senior and active resourcing heads and practitioners gathered to share knowledge and discuss key resourcing challenges. I took the opportunity to present how G4S has challenged conventional resourcing thinking to satisfy its global, mass scale resourcing needs.”

Direct Employers Association EuropeColin continued: “I was inspired by Dr Robert Cailliau, the co-developer of the web, and enthused by the other speakers who told how they have implemented solutions and best practices to forward their resourcing agenda. Participation with leaders at events like CRSS 2013 further confirms why we have established the Direct Employers Association, to provide the in-house recruitment sector with a collective voice to reach out to industry and Government, while providing hiring organisations a network platform to share direct sourcing best practices, develop a more efficient labour marketplace and fill candidate pipelines in the most cost effective manner.

Other speakers included:

· James Purvis, Head of Talent Acquisition and host of the event, is responsible for CERN-wide recruitment from interns through to graduates, fellows, associates and permanent positions.

· Dr. Robert Cailliau, an engineer who worked for 32 years at CERN, 10 of which concentrated on pushing the development of the Internet as we know it today

· Manuel Mongeleads the global employer brand and recruitment agenda for Group Nestlé and is responsible for implementing corporate initiatives with the global markets.

· Katie Mcnab of Pepsico, who has taken on a Centre of Excellence role with a primary focus on building recruitment capability and best practice in Europe and Southern Africa.

· Connie Gibney is International HR Director, EMEA at LinkedIn, the world’s largest professional network and is an experienced HR professional with nearly 20 years’ experience in Human Resources and Talent Acquisition.

Colin MintoColin’s final thoughts: “I left with a greater knowledge of how the universe was created, the research that CERN conducts and the many amazing things it has contributed to the world. I can safely say this is the only resourcing conference I have been to that has inspired me to think more about physics, helicopter cameras, smart phone apps in 10 minutes, anti-social media and crossing country borders by walking from one side of CERN to the other!”

 
ERP Vendors in Online Recrutment 10 Years On

In September 2002, Jeremy Ovenden, the Founder and Managing Director of online recruitment solutions provider Hireserve, wrote an Hireserve Logoarticle published in ONREC Magazine. He was discussing the entry of the ERP HR vendors into the e-recruitment market and whether they would have a significant impact on the specialist e-recruitment software vendors. 10 years on has anything changed?

Interestingly, RCEURO.com founder Alan Whitford, wearng his consulting hat as Managing Partner of Abtech Partnership, offered some insights in the original article and in the 10 Year On Review Article. Remember, what we call "The Cloud" today was referred to as ASP delivery of software, a new approach at the time. At the time, Alan pointed out: “An organisation can implement an ASP-based solution in literally days and start saving money immediately. The beauty of the ASP-based solution is that it really can be implemented swiftly, making it ideal for example for specific recruitment campaigns”.

What does Jeremy have to say now? Enjoy the article.

Jeremy OvendenThe way in which companies recruit has changed dramatically in the past decade, with the Internet enabling corporate websites, suppliers and job seekers to become more sophisticated, interactive and connect 24x7, 365 days a year. 10 years ago HR and recruiting managers had little awareness of the opportunities web based recruitment could offer. Candidates were emailing their CVs but there was little understanding of e-recruitment systems and how they could enable candidate relationship management and reinforce an employer brand.

Now HR managers are more skilled at using technology to fulfil their requirements and have gained a greater understanding of what an e-recruitment system can offer them. Of these organisations that may already have an ERP supplier in place, the easiest, most cost effective and suitable solution might seem to be to implement the e-recruitment module of their ERP supplier. After all, the suite is already integrated with the company’s systems; implementation will be quick and easy and will enable business-wide reporting.
But is this really the best way to solve HR’s problems? With many ERP vendors, their recruitment modules have historically had a perceived lack of importance and have remained underdeveloped for many years. When a large ERP vendor offers multiple products, a smaller module in its suite might not be given the development time it requires. Innovations and upgrades can take months not weeks and deployment maybe dependent on completion of a whole ERP suite upgrade.

In 2012, however, has that all changed with the biggest ERP players in the market realising the growing significance of talent management? Oracle has acquired Taleo, SAP acquired SuccessFactors and now IBM has acquired Kenexa.
Alan Whitford managing partner of Abtech partnerships points out: “We are already seeing potential side effects of the Oracle/Taleo deal as Oracle pushes its large company administrative and processes burden onto the smaller company Taleo. In particular, Taleo Business Edition, which was a small, lean and quickly reactive part of Taleo is now becoming mired in big company processes.” Alan also believes that this effect will certainly become evident with IBM/Kenexa over the coming months. “Discussion groups are already buzzing with questions regarding development cycles, upgrade paths and potential of increased pricing models, combined with lower investment in support and sales staff.”

Whilst the large players integrate their latest offerings the specialist e-recruitment vendors continue to offer a best-of-breed solution. Many specialist vendors are a “single product business” which are passionate about producing and delivering a product that is first-class and offers a breadth of functionality that an ERP vendor would not be able to offer. By maintaining continuous development, responding to customer needs and offering a high level of customer service, a specialist vendor can deliver an agile and customised product.

Technological Shift
A specialist provider can also be very quick to deploy an e-recruitment system for its customers. The most significant technological change e-recruitment systems have experienced is speed. A provider that uses Software as a Service (SaaS) solution means that literally with a click of a button the customer can start implementing the product.

The Internet now provides a means of transferring information and an e-recruitment system can (and needs to be able to) talk a common language to enable seamless integration with other external systems an organisation uses. The agility of a specialist provider means that integration with, for example, an on-line testing provider can be achieved within just days instead of months or even years. Frequent release upgrade programmes mean that all customers can benefit from new features immediately they have been added to the product. And this is one of the key points: specialist e-recruitment systems can only survive if they "connect" with other internet-based services such as on-line testing, social networks, job boards etc. Every provider of these services provides XML-based interfaces accessible over the internet - the problem for a customer of a slow or inflexible e-recruitment provider may be that they are unable to "connect" their e-recruitment system to such providers - or at least not within both reasonable time and cost constraints.

Read more...
 
HAPPY NEW YEAR 2012 FROM RCEURO
Happy New Year 2012
 
The iCandidate - Are Your Candidates Becoming Digital Junkies

Consumer and Candidate behaviour is shifting rapidly as more people use digital devices and platforms intensively.

Equality law LogoAnalysis by Steve McNally, Equality Law

New McKinsey research in the US highlights a dramatic increase in the intensity with which people use digital devices and platforms. Nearly 50 percent of US online consumers are now advanced users of smartphones, social networks, and other emerging tools—up from 32 percent in 2008.

Evolution of the ‘iCandidate’.

McKinsey have been tracking consumers’ digital habits through a series of surveys covering more than 100,000 respondents across North America, Europe, and Asia.1 The 2010 US findings highlighted the growth of advanced multidigital and rich-media segments: the people most likely to be early adopters of new technologies (whom we label “digital-media junkies”), often younger men; those spending more time on social networks (“digital communicators”), often women; and those more likely to consume Internet-based video (“video digerati”). Meanwhile, there has been a decline in segments focused primarily on one kind of digital use (such as e-mail or gaming), as well as late adopters whose digital consumption is superficial.) Behind these broad category shifts are meaningful changes in how consumers use core technologies.

social networksSocial networks as communications gateways

Social networks, particularly Facebook, are emerging as the dominant digital-communications channels. For people aged 34 and under, they already are the preferred channel (by minutes of use per day), displacing e-mail, texting, and phone calls. Social-network use, growing swiftly among all segments of our survey population, has doubled among those over 55. Such networks also are becoming information portals for people seeking items such as videos, photos, and content posted by friends. In this latest survey, 33 percent of the respondents said they use social networks to navigate content on the Web, up from 13 percent in 2008. While search engines continue to be the leading way consumers and candidates access online content, the use of social networks is growing. As ‘iC’ spend more time on them, decisions about what to purchase often reflect interactions with friends and other influencers. In response, leading marketers and recruiters are adapting their strategies to reach increasingly networked consumers and placing more stress on tactics such as word-of-mouth marketing and storytelling.

smartphoneSmartphone as ‘Swiss Army knife’

As the usage and processing power of smartphones increase in tandem with the rising speed of 3G and 4G data networks, mobile devices are invading the domains of single-purpose gear such as game consoles and portable media players, as well as PCs. Smartphones are also becoming the device of choice for e-mail, Web browsing, and product research. A third of smartphone owners prefer using it for Web browsing or e-mail even when they are near PCs. Over the past two years, iPhone users have spent 45 percent more time e-mailing on their smartphones and 15 percent less time e-mailing on their PCs. More than 60 percent of smartphone users would consider buying goods with it or have already done so.

As the power and functionality of devices grow, the possibilities for making money from mobile platforms will continue to improve. The survey found, for instance, that smartphone users already are more accustomed to paying for digital content and services than traditional online users are. Three-quarters of iPhone users, for example, now pay for one or more apps each month, though most remain free. As more products and services are distributed over mobile channels, greater competition will raise the importance of design, ease of use, and new mobile payment options. These findings are good news for content and service providers that wonder if mobile solutions will deliver real returns.

Internet video: Challenging traditional TV

As digital platforms multiply, consumer video-viewing habits continue to change. Among the survey respondents, 69 percent now view videos on their PCs and 33 percent on their smartphones. Twenty-four percent view Internet content on their TVs—a percentage that has tripled over the past two years as Internet-enabled game consoles, DVD players, DVRs, and TVs have proliferated. Although these users are 1.5 times more likely than the general population to say that they intend to cancel their pay-TV service, only a quarter of them are satisfied with the experience. That should open the door to new areas of competition and innovation; pay-TV companies, for example, are starting to offer their programming across tablets and mobile devices.

Web search and video providers, meanwhile, see opportunities for services that help consumers navigate the fragmented domain of online video, a role similar to that of traditional TV-programming packagers. Advertisers must refine marketing plans so that they reflect this new video-viewing behaviour and get creative about targeting users who are time-shifting and dividing their attention among platforms. And where iConsumers go tomorrow, the iCandidate will go next week.

We have seen similar digital disruptions in other key platforms, such as gaming, e-publishing, and music. The digital revolution, still in its earliest days, will continue to upend how we interact, entertain ourselves, buy, work – and search for work.

 

Tips

The Year Ahead 2014 Conference

The Year Ahead Enhance Media Conference

This 12th anniversary event will deliver essential insights into online recruitment strategy for the “year ahead”. Hear from leading brands and case studies and network with 500 delegates at the industry’s largest and most relevant event. 3 rooms of speakers including 8 expert masterclasses and 8 main auditorium presentations.

RCEURO founder Alan Whitford will be onsite throughout, witng blog posts on key presentations and using the conference HashTag for immediate Twitter comments. Follow #EMConf2014, @rceuro or @alanwhitford

What will be happening?

Main SPEAKERS
1. DeeDee Doke - Recruiter Magazine - 100 Employers’ Views of 2014
2. Alex Lowe - Google – Recruitment: Reboot and Reframe
3. Sarah Rozario and Kate Pollard - KPMG - Gamificatoin to engage candidates
4. Giles Guest - Enhance Media - Strategy and Big Data
5. Daniel Ricard - Sonru - Video Interviewing in 2014
6. Christer Holloman - Glassdoor – Optimising Social Media for Candidates
7. Peter Brown - PwC LLP - Impact of increasing the direct sourcing channel
8. Hannah Salter - BT - Attract the Perfect Graduate Candidates

Masterclasses
1. Craig McGregor - ContentEtc - Job Board Advert Optimisation
2. Gemma Christie, Claire Warne, Eliza Christopherson, - Enhance Media - Supercharge your LinkedIn Success
3. Jim Carrick-Birtwell - Plotr – A New Approach to Youth Recruitment
4. Irene McManus. Carole Hepburn - Apsco – Senior Hires: People Buy People
5. Rob Wescott - Careerplayer - Tips To Get Free Traffic From YouTube
6. James Osbourne - Elite Recruitment - Brand Reputation: The Killer Factor
7. Neil Monahan - Google - Tea and Cake with Google - a fireside chat
8. Dave Martin - Pocket Recruit - Mobile Recruitment in Action

 
Becoming a Best Recruitment Company to Work For
Recruiter Hangout

#RecHangout
Join the Recruiter Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel.

Watch the show live every other Wednesday; join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments on to the guests during the broadcas and you might even get a mention on air.

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts and writing up the post event thoughts and conclusions on her blog.

You can watch the live stream (and the subsequent recorded version) here, via Google+ (learn how to join and particpate here), YouTube and the Colleague Software event site.

We look forward to your particpation.

 


 

 

12 March 2014

Becoming a Best Recruitment Company to Work For - Sunday Times Best 100 Small Companies 2014

Join the leaders of 6 of the UK's top recruitment companies as they share top tips on themes that helped their companies reach that top 100 benchmark.

 

  • Alice Carter, head of international recruitment and Kieran Behan, MD- at Phaidon International
  • Tina de Munnik, Sales Director at Spencer Ogden
  • Edward Ogden, Director at Spencer Ogden
  • James Parker, MD of La Fosse Associates
  • Adrian Treacy, Chief Operating Officer at Arrows Group
  • James Calder, CEO of Macildowie

What are their key themes?

  • Management
  • Leadership
  • Wellbeing
  • Company Engagement
  • Personal Growth
  • Teamwork
  • Giving Something Back
  • A Fair Deal

 

 


Live Video Stream:

 

 

 

 

 

 
Recruitment Agency Workshop With HMRC Announced

HMRC TO MEET RECRUITERS AT THE NO SPIN-JUST THE FACTS WORKSHOP

No spin event logoIf you are in a recruitment company, contingent or permanent, and want to get the facts direct from government on the impact of legislation affecting your business, then you need to attend this event. Get your 2013 year off to an intelligent start.

Put this date in your diary - Wednesday 16th January 2013.

HMRC will be presenting and discussing their views on topical issues to include:
• Provider Compliance
• Offshore employment models
• Pay Day by Pay Day Tax Models
• IR35 Assessment and Enforcement

The Pensions Regulator will also be presenting and discussing:
• Pensions Auto Enrolment
• Avoiding the inducement trap

The No Spin - Just The Facts workshop is designed as exactly that - hear the key subjects explained directly from the people tasked to implement, enforce or develop these areas.

The 3 hour workshop includes a range of presentations across a broad range of topical subjects.
The presentations are designed to help you understand the facts, assess the detail and translate into your everyday working processes and procedures.

Each session has time allocated for questions and answers so you will leave with a greater understanding of the issues, the actions you will need to take and future developments you may consider preparing for early.
This workshop is a must for any recruitment professional.

Space is limited so ensure you book early to avoid disappointment.

Date: Wednesday 16th January 2013
Time: Registration 14.00 Workshop starts 14.30 sharp
Venue: The KIngs Fund, 11-13 Cavendish Square, London, W1G 0AN
Cost: £125.00 +vat

Professional PassportThe event is hosted by Professional Passport, an independent professional membership organisation working with all sectors of the flexible workers market:
• Contractors
• Agencies
• End clients
• Providers

Professional Passport works closely with a number of Government departments and industry trade bodies to identify issues, design the solutions and ensure these solutions meet both regulatory requirements and are practical in the commercial world.

 
Why and how can effective recruitment research help your business

#RecHangout

 

Live Recruiter's Hangout at 1pm today where well-known sourcing expert, Martin Lee will be joining us.
Martin is the Director of Sourcing and Research at Social Media Search, a former Sourcer at Brain Gain Recruiting and formerly Head of Business Development at Talent Works International.

The Recruiter's Hangout will be broadcast live via Google+ Hangouts on Air every other Wednesday at 4pm GMT and will be hosted by Alan Whitford - Recruitment Strategist from Abtech Partnership and founder of RCEURO - and supported by Louis Welcomme of Colleague Software, Louise Triance of UK Recruiter and Mark Stephens of TIRA and Smart Recruiter.

 

Every show is streamed live via Google+ to YouTube and will be shown here on RCEURO as well. Tweeps can join in via the Hashtag: #RecHangout.

 

 

 
How Can Recruiters Get Real ROI From Social Media

The Recruiters Hangout

#RecHangout

Join the Recruiter’s Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel!

Watch the show live every other Wednesday at 4pm GMT, join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments onto the guests during the broadcast!

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts.

Wednesday 13 November 2013 Broadcast:

How Can Recruiters Get Real ROI From Social Media

Led by award winning social media and digital recruiter and owner of CloudNine Social Media & Digital Talent, Steve Ward, joins us to discuss: 'How can recruiters get real ROI from social media.'

Steve is also joined by Katrina Collier, Speaker, Trainer & Writer on the use of all Social Media for Recruitment & Job Search and also Michael Restivo, Sales Director at Bullhorn who plays an active role influencing social strategy across their organisation.

Watch the Hangout and enjoy:


 

 

 
The Recruiters Hangout With Chris Smith 30 October

Chris Smith, MD of MyJobMatcher.com and Director of the Opinio Group joined our first session of The Recruiter's Hangout on the 30th October at 4pm GMT to discuss 'The key elements of building and selling a successful recruitment business.' The Recruiter's Hangout will be broadcast live via Google+ Hangouts on Air every other Wednesday at 4pm GMT and will be hosted by Alan Whitford - Recruitment Strategist from Abtech Partnership and founder of RCEURO - and supported by Louis Welcomme of Colleague Software, Louise Triance of UK Recruiter and Mark Stephens of TIRA and Smart Recruiter.

Every show is streamed live via Google+ to YouTube and will be shown here on RCEURO as well. Tweeps can join in via the Hashtag: #RecHangout.

Join us on 13 November with Steve Ward.

 
13 Surprising Benefits That Social Recruiting Will Bring To Your Organization

If you are interested in measuring the benefits of social recruitment, check out the whitepaper prepared by TweetMyJobs, the leading social recruitment and job distribution network site matching job seekers with TweetMyJobs logoemployers. TweetMyJobs provides an online social job solution for job seekers that seamlessly integrates with their Facebook and Twitter profiles. By using TweetMyJobs, seekers receive highly targeted opportunities and can leverage their social graph to be introduced directly to hiring employers.

During 2012, the company surveyed over 2,000 job seekers and 400 company representatives to evaluate the state of social recruiting in 2012 and pose the question: “Is Social Recruiting Real?” There’s no denying that social recruiting will continue to grow. Job seekers are using social media to find work. Innovative, industry leading companies are embracing the technology. Smaller companies are investing more and getting involved. How do you quantify the benefits? To answer that question, TweetMyJobs has prepared the whitepaper; “13 Surprising Benefits That Social Recruiting Will Bring To Your Organization

Traditional ROI models don’t work for Social Recruiting – but these 13 benefits will get your whole company applauding Social Recruiting.

Traditional models and formulas for ROI do not apply for Social Recruiting because the benefits of utilising Social Recruiting extend way beyond the recruiting process. Social Recruiting benefits the entire company because it leads to hires that are a better fit for the company, more engaged, and more likely to stay and succeed at the company. Additionally, a company that is active in Social Media will establish a reputation for itself as innovative and forward thinking, and the company’s reputation will have an impact on the bottom line. Before you dive into Social Recruiting, understand the full spectrum of benefits so that you can inform your company as to the many returns on investment.

Download the whitepaper on the 13 Surprising Benefits of Social Recruiting by clicking here.

TweetMyJobs acts as the gateway for employers to post their jobs into the social network and get matched with seekers. Utilizing a powerful Social Network Interface (SNI) engine, employers have the opportunity of distributing their jobs and promoting their brand through Facebook, Twitter, Mobile and the major job search engines. At the push of a button, employers of all sizes can easily reap the rewards of social recruiting and secure the best talent for their business.

 
Reena Gupta on Analysis and Reporting

RCEURO THOUGHT LEADER CONVERSATION

RCEuro is continuing its series of conversations with Recruitment Thought Leaders. This series will be comprised of short video (or sometimes audio only) conversations between RCEuro founder Alan Whitford and the interview subject. We have a few 'in the can', with more scheduled.

TargetRecruit LogoReena Gupta is the CEO of TargetRecruit, an integrated CRM and Applicant Tracking System built on the Force.com platform. In this conversation, we discuss the impact of being able to analyse and track real-time data for recruitment businesses. Being able to generate reports 'on the fly' and from any device at any time can deliver a real business advantage, whether it is an SME or a large company.

Reena also sets a teaser about new product developments in Credentials Management (the subject of our next Conversation).

 

 

 

 

 
Professional Passport Publishes The First Compliance Benchmark Standard for Umbrella Providers

Professional Passport, the largest independent assessor of provider compliance, has today announced the publication of the first comprehensive compliance benchmark for umbrella providers.

Professional Passport LogoThe benchmark standard is being published as a reference book entitled The Compliant Umbrella Providers Operational Handbook which is the most comprehensive book ever produced on umbrella compliance. The 17 chapters cover, in detail, everything that is required to ensure an umbrella operates compliantly. The information also highlights the importance of the relationship between the umbrella company and the recruitment company to ensure ongoing compliance.

Crawford Temple, Managing Director of Professional Passport, commented at the launch: "This provides the most comprehensive and detailed reference manual on all the processes and procedures required to operate Crawford Templea compliant umbrella company and sets a clear benchmark standard for compliance across the sector; something that has been lacking up until now. It has been written in such a way that you do not have to be a lawyer or legal expert to understand it. We have tried to outline, in clear terms, the operational processes and procedures so that anyone can assess their own current processes against the benchmarked standards or, if they need to, they can simply replicate and implement the benchmarked procedures. It also provides a central reference point for the many bulletins, regulations and legislation that apply so everything is in one place."

He went on to say: "We regularly come across organisations who believe they are operating compliantly as they have spent large sums of money on contracts; this book shows that a compliant contract is just the tip of the iceberg and does no more than create the right environment. It goes on to explain the detailed processes and procedures that are required to support the contract in order to create a robustly compliant proposition."

 

Asked why Professional Passport has taken this step Temple said: "The decision was made last year to produce the book as a way to achieve transparency of compliance in the market. All companies claim to be compliant however not all achieve it, until now there has never a been a trusted and transparent reference document to measure compliance. We hope that the publication of this book will help create the much needed benchmark standard. We also hope that the complete transparency will assist the providers to raise the bar of compliance across the sector. HMRC are now stepping up their compliance activity and we see this continuing to increase for the foreseeable future it is therefore essential that providers align their processes and procedures to a trusted standard to minimise the risk to both themselves and their clients. For too long now the compliant and responsibly run umbrella providers have been at a commercial disadvantage as they carry the additional costs of compliant processes; creating transparency in the market helps promote the responsibly run organisations and expose those that fall short."

 

HMRC commented: "We are aware of the work of Professional Passport and welcome any steps that are designed to improve and increase the level of compliance in the sector."

 

Anyone that operates in the umbrella market, or is a user of umbrella companies, will be more than aware that this is a constantly evolving and changing market and it is essential that the operating handbook can keep pace with these changes. The handbook is being published in such a way that each chapter can be easily updated as and when required. The book will be produced in a bespoke upmarket binder and subscribers will automatically receive updates as they are produced. It will be a simple case of taking the old chapter out and replacing it with the new. This update process also means that any amendments are transparent and users can review the updates to ensure they bring their own processes and procedures in line.

 

Commenting on this Crawford Temple said: "We see this handbook as a living document that we will amend and update as areas change. We are certain that many providers will want to engage with us to input and comment on the procedures as the recognised benchmark for compliance in the market. This is the ultimate reference manual and we aim to ensure it can be found on the desk of every senior manager in every umbrella company as well as a copy in the compliance department of every recruitment company and RPO."

 

The Compliant Umbrella Providers Operational Handbook is designed as an essential operational reference for every umbrella company as well as providing as an essential reference for every recruitment company, RPO and MSP compliance department trying to achieve a greater understanding of umbrella company compliance and avoid the risks and costs associated with non compliance.

 

The book can be ordered directly from the Professional Passport website . There is a 1st edition booking discount available until early May 2013.

 
TIRA Recruiter TV -- Back to work bulletin

Tira Recruiter TV Logo
The Technology In Recruitment Alliance - HR & Recruiter TV offers its series of back to work bulletins and Recruiter Headlines as montjhly videos sponsored by Smart Recruit Online, CV Library and APSCo. Check out some of the headlines in the article or visit the site to watch more of the video

This month's 'back to work' bulletin starts with news that, according to the new government Budget plan announced in March; 600,000 more jobs are expected this year than in the same period last year. Chancellor George Osborne was quoted as saying "The employment rate has been growing faster than in the US and three times as fast as in Germany".

According to a Right Managements global survey of more than 2,000 senior HR executives, across 14 different countries, it has been found that employers are becoming more optimistic on growth. On average 47% globally said it will be a year of growth and recovery marked by stepped up investments in new talent development initiatives.

Public sector hiring is set to overtake private sector recruitment in the next three months, according to a survey conducted by recruitment company Manpower Group. Managing director Mark Cahill said that "the public sector has let too many people go" "they have over-fired or let too many people take redundancy and they are the wrong people that have gone". The survey found that there was over 6% net employment outlook - meaning employers planned to increase staff turnover rather than reduce it.

The rise in mobile and tablets has sparked an increase in Games industry employment. It is up for the first time in 3 years according to a new report provided by games industry association TIGA. Overall the sector grew by 4% in 2012.



Blockbuster has been acquired by Gordon Brothers Europe. The outlet went into recession early this January and the move will keep 264 outlets open and save around 2000 jobs. Gordon Brothers Europe has also recently been involved in restructuring high street photography chain, Jessops and fashion brand Republic.

Mark StephensMany have criticised the new UK budget for the lack of measures that have been taken to tackle the current youth skill gap crisis. Mark Stephens MD at the F10 Group said "Today's Budget simply doesn't go far enough towards tackling the needs of school and university leavers who continue to struggle in their search for employment".

He then added "The measures being applied by government just don't seem to be making an impact on youth unemployment. Real initiatives need introducing to encourage employers to offer work experience to people in education and meaningful programs that encourage employers to take on University leavers, in the same way that businesses invest in graduates on the continent".

To support this, a recent report from The UK commission for Employment and skills has found that current recruitment practises are failing young people. The report highlighted the barriers to entry many young people face. A lack of experience was a key highlight for employers rejecting young recruits yet it was found only 1 in four employers actually offered work experience to young people at all.
Barclays has launched a new programme that will help get 10,000 young people into the work place. Their new 'Barclays bridges into work' programme will help young people with their CV writing and interview techniques as well as help SMEs when first recruiting apprentices by helping to find the right candidates and offering counselling and advice.

 

Sourcing

Happy New Year 2014

RCEURO wishes its readers joy, good health and a wealth of happiness for 2014.

For our industry, we hope that companies begin to invest in their 'most important asset' - employees; unemployment numbers go down; and that job seekers, intermediaries and employers alike meet and communicate on common ground, with each party getting what they hope for.

 

As we move into 2014, we pledge to meet more of you, on and off line. RCEURO will continue to evolve to meet your needs and interests.

Happy new year 2014

 
Recruiters Hangout Advanced Use of LinkedIn

Recruiter Hangout

#RecHangout
Join the Recruiter Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel.

Watch the show live every other Wednesday; join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments on to the guests during the broadcas and you might even get a mention on air.

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts and writing up the post event thoughts and conclusions on her blog.

You can watch the live stream (and the subsequent recorded version) here, via Google+ (learn how to join and particpate here), YouTube and the Colleague Software event site.

We look forward to your particpation.


Advanced techniques for using LinkedIn to source candidates and leads

Join the next "Recruiter's Hangout"

'Advanced techniques for using LinkedIn to source candidates and leads'

Wednesday 9th April at 4pm GMT.

On the 9th April at 4:00pm BST, Mike Clark, MD of Really Connect and LinkedIn trainer, and Bert Verdonck, Co-founder of Really Connect and LinkedIn trainer, will be joining us to discuss 'Advanced techniques for using LinkedIn to source candidates and leads'. Get their best-selling book for free when you register.

The Live Stream of the session will display here from 16:00:

Mark Stephens shares his experiences with the LinkedIn experts who will lead this session:

I was recently invited to attend an advanced training workshop on using LinkedIn for business with a company called Really Connect (RC). I had met one of the founders, Mike Clarke, a few weeks before and we had discussed how RC could contribute content for TIRA / Ask The Experts.

Mike informed me that his business partner Bert Verdonck was the author of the only book ever written, on how to use LinkedIn for business, that was both approved and endorsed by LinkedIn themselves and that they had been invited as keynote speakers to talk on behalf of LinkedIn on many occasions. I was therefore very interested to attend this advanced user workshop at the 02 training offices in the city, to see what I could learn.

The other attendees were a combination of business owners, HR Directors and recruiting representatives from different organisations and all were regular users of LinkedIn for recruiting purposes. The session covered a number of topics that I was sceptical as to whether I had much to learn about. For example, topics such as, optimising your profile to get found more often and using the advanced search options were just two areas that I would like to think I am fairly clued up on. However, even on these topics I was pleasantly surprised to have picked up several previously unknown tips as to how I could make improvements.

Embarrassingly I had not capitalised on several key areas in my profile that included my choice of title and the inclusion of the website URL within it. I had overlooked the industry sector that I was represented by and my profile URL had not been customised. Also, videos were not embedded effectively and I wasn’t using slideshare!!!! Blimey this was starting to be a little embarrassing.

Next to undergo the surgeon’s knife was my profile that apparently read more like a CV than a sales proposition. Thankfully there wasn’t too much more to amend after that, but I found the insight into the SEO benefits of slideshare a real eye opener. The session itself was delivered by Bert, who ran the session with a well-balanced combination of interactive engagement that made you seriously think and perfectly delivered insight and education on how to best use this key recruitment tool-set.

The 2nd session we did was all around advanced sourcing techniques and this provided yet another set of generous offerings, especially around applying Boolean search techniques and the ability to play around with the actual search results to pull new profiles in as an extension of the initial search. The value of this session alone, which covered around 5 or 6 key topics was immense, and I am already plugging for an invite to another session, hungry for more insightful tips and tricks. I have already seen an increase in visitor traffic to my profile of more than 20% since I made the recommended changes 3 weeks ago and I have yet to complete and add in my slideshare presentation.

Bert kindly offered me a copy of his book which I have started working through and has agreed to letting us serialise it here on TIRA over the next 12 months. Also, both Mike and Bert will be appearing on our next Recruiter Hangout on G+ on Wednesday 9th at 4pm when I will be getting them to share some of their advanced techniques live on the show.

You can register for this free live hangout here and if you are unable to attend, you can always watch a recording of the show from the link provided on YouTube. So if you think that you are already a LinkedIn Ninja, or would like to get some free advice on how to become one, I highly recommend joining us for the hangout or following the serialisation of Bert’s book here on TIRA each month. If anyone would like more information about the Really Connect workshop that I attended, just drop me a line through my LinkedIn account, which you can access and connect with me via the profile image at the top of this article.

Mark

 
Talent Leaders Connect The year ahead

Talent Leaders Connect: What's New, What's Now & What's Next for In-house Recruitment

The first event in the new 2014 series of TheJobPost talent seminarns, #TLCON, is on in London on Thursday 27 Feb.

Highlights include understanding more about the latest technologies and recruiting solutions available, current trends in recruitment, how to use social networks to maximum effect and hearing why corporate recruiters are harnessing the power of innovative channels to access talent.

The question for the delegates is: do you know how to get the most out of your networks and channels to access the best talent for your company?

Please follow and engage with the speakers and delegates via the event hashtag, #TLCON. The event is being live video streamed as well, which you can watch here

 

 
The HR Tech Europe 2014 Spring Warm-Up

HR TECH EUROPE 2014Join Europe’s fastest growing HR community in Europe and roll with the changing face of HR!

27 March 2014 in the heart of London at the QE2 Conference Centre.

 

There is very much a sense that Technology is the last chance saloon for HR as a function; the processes and technologies required to drive business strategies today require a complete “re-imagination” of the HR function - HR professionals need to embrace technology or become part of the legacy. The workplace, and how employees interact with each other and with their employers has changed forever as technology drives the biggest change in the world of work since the industrial revolution and that change is happening NOW.

The HR Tech Europe 2014 Spring Warm-Up is at the cutting edge of this technological change and brings you the game changers, the new faces, and new organizations that are shaping the future of work. But moving beyond what HR does – we will focus more on how technology can enable the business to do HR. The future is now more about how IT and HR will work together, and how IT and HR are changing not simply their own roles within the business but changing the business itself.
At our last event we saw organizations from 42 nations representing as many as 15 million employees in terms of influence. The Spring Warm-up brings you more of the same in a more intimate and focused setting.

The objective during the course of the day will be to bring you not just the unique thought leadership and insights we always guarantee to deliver to our network members, but also stories from companies that have truly enabled their line managers to own HR, how they have achieved this, and how HR and IT have worked together to implement measurable change.

With up to 6 optional break-outs and master classes, in addition to the Plenary sessions and a Product Demonstration room, you can expect your day to be as rich in content as it is in networking opportunities. Delegates will also find an exhibition showcasing many of the best and most innovative Products, Solutions & Services available to the global HR marketplace.

What’s under discussion at the Spring Warm-up?

Change – Integration – Implementation - SaaS – ERP – Cloud – Social Networks – Consolidation – Mobile – BYOD – Learning Systems – Big Data – Analytics – Recruitment – Retention – Talent Management – Innovation - Performance – Gamification – Outsourcing – Payroll – Security – Consumerization – Privacy – Legacy Systems – Shared Services – HRIS – Workforce Planning – Engagement – Collaboration – Tracking – Networks – Architecture – ROI

 

 

Read more...
 
Gain a job with the McGinley Rail Apprentice Placement Scheme

 

In the current economic climate there is increased pressure on the employment sector, with competition for jobs at an all-time high. Today, it is widely accepted that one of the best ways to get gainful employment is through work experience and placement schemes where training and experience are offered in a candidate's chosen sector, providing the relevant skills needed to stand out from the crowd.

While this is a great place to start, all too often candidates can still be looking for work after their placement has finished, which is why McGinley Support Services have established the Rail Apprentice Placement Scheme (RAPS).

A placement revolution
As the first scheme of its kind, McGinley looks to provide their apprentices with real work opportunities, connecting talented young candidates with the rail sector. Unlike other experience and apprenticeship schemes, RAPS looks to provide solid work opportunities upon completion of the placement, benefitting both apprentices and the rail industry as a whole.

Working with existing rail training providers who share their high standards, McGinley place suitable apprentices on superior rail training programmes, with successful candidates then considered for sustainable job opportunities. Each apprentice will benefit from having their very own personal mentor under the Placement Scheme, who will provide the relevant training and advice that will help the candidates succeed in both their apprenticeship and then upon entering the rail sector.

Trust McGinley

As the largest supplier of staff to Network Rail, McGinley are the recruitment service to trust when it comes to choosing an apprenticeship that will offer employment upon completion. For McGinley, RAPS not only provides valuable opportunities for young people looking to gain access to the sector but also acts in the interests of the rail industry through the matching of skilled apprentices with the appropriate vacancies.

Working with experienced training providers and offering their own recruitment expertise, McGinley look to complete the apprenticeship circle by connecting great candidates with great job opportunities. The rail industry is a continually developing sector and an exciting place to be; with thousands of diverse opportunities, McGinley look to help candidates kick start their careers with an all-new scheme that can complete their training and ensure that candidates find the jobs they are trained to do.

Are you looking for a placement where there's a real chance of employment at the end? Contact Fiona Burke This e-mail address is being protected from spam bots, you need JavaScript enabled to view it for more information.

 

 
What is the value in behavioural profiling for recruiters

Recruiter Hangout

 

#RecHangout

Join the Recruiter’s Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel!

Watch the show live every other Wednesday;, join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments onto the guests during the broadcast!

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts.

 


What is the value in behavioural profiling for recruiters?

 

On the 29th January at 4pm GMT, business improvement, performance and strategy specialist, Neville Gaunt, will be joining us to discuss the value in behavioural profiling in recruitment. Neville is the CEO of Mind Fit Ltd.

Joining Neville will be Martin Hardy, CEO of SP-Index - a social media profiling screening service for employers and Dave Rant, a software developer at eras Ltd who are a provider of psychometric and people development solutions based in East Anglia.

Watch the Hangout recording here:

 

 

 

 
Mrs Claus and Her 2013 Seasonal Hiring Challenges

Welcome to our annual article which takes a look at unique seasonal hiring challenges.

Enjoy the Holidays.

Recruiting Temporary Staff to Work in Unforgiving Conditions and a Remote Locality

As we come up to Christmas 2013, we thought we might take a tongue in cheek look at the hiring challenges facing a temporary business, based in an unpopular location with little transportation infrastructure or connectivity to the outside world, other than a brief 24 hour window. Working conditions are 24x7 leading up to the annual close of the business when all staff are made redundant until the following season; other than management staff, who are able to take a long summer vacation.

How would Santa Claus actually go about recruiting his manufacturing design staff?

  • Update his corporate Career Site on Santaclausjobs.net
  • Post a job on northpolejobs.net
  • Use generic job boards
  • Run a Twitter posting campaign (@santaclausjobs)
  • Explore his LinkedIn group (Santa's Little Elves)
  • Create a Facebook Fan Page (Working for St. Nick)
  • Get cracking with Google+


Perhaps his Job Post would look a bit like this:

Fulfilling Childhood Dreams - Delivering Joy and Happiness
Global Toy Manufacturer and Distribution Business is seeking energetic and dedicated workers to join this thriving operation which specialises in delivering Holiday Cheer to millions of children around the world. Manufacturing toys and presents in our state-of-the-art workshop at the North Pole, we offer a dynamic work environment that has been evolving for over 400 years.

Specialists in distribution management, we utilise our 'Naughty or Nice' CRM system to ensure that we identify our target customers effectively for a 24 hour delivery window.

We depend on our unique and purpose built delivery vehicle, with the transportation team comprised of a team of 8 locally hired reindeer. At times of inclement weather, we bring in a specialist team leader with his 'Shiny Red Nose' to help keep deliverys on time.

Apply Now:
If you are interested in working in this life changing business on a seasonal basis, visit our career page or contact our Hiring Manager, Mrs S. Claus by email, text or twitter, enclosing your CV or links to your LinkedIn or Facebook profile. Initial interviews will be conducted by Video conference call.

All of us at RCEURO wish you a happy and peaceful holiday season.

 
Talent Social Mobile Recruiting Summit

TheJobPost LogoWe are at the final TheJopPost seminar series event of 2013 in London, #SRTECH13. A new format today, with the morning sessions for in-house recruiters in the Retail, Hospitality and Travel Sectors. The afternoon session is for companies in the Digital, IT and Technology businesses.

As always with this series, RCEURO founder Alan Whitford will chair the sessions - and is also delivering the final keynote presentation of each session, exploring Employment Brand and its business/recruiting impact.

Topics being covered include:

  • BUILDING A SOURCING STRATEGY TO ACCESS TALENT
  • GROWTH OF MOBILE AND THE POSITIVE IMPACT FOR IN-HOUSE TEAMS
    CONNECTING YOUNG PEOPLE WITH THE WORLD-OF-WORK, EMPLOYERS AND THEIR FUTURE
  • TRANSFORMATION OF YOUR TALENT AND RECRUITMENT FUNCTION
  • HOTTEST TRENDS IN SOURCING
    THE FACTORS IMPACTING EMPLOYEE ATTRITION
  • WHAT DO TOP CANDI REALLY CARE ABOUT WHEN LOOKING FOR A JOB
  • THE VALUE OF BUILDING AN EMPLOYER BRAND TO ATTRACT AND RETAIN TALENT


The speaker lineup includes:

  • Steve Ward, Cloud Nine Recruiting
  • Matt Alder, Metashift
  • Matt Corey, Global Talent
  • Kirstie Kelley-Batt, Launchpad Recruits
  • Alastair Cartwright, Ingenium People
  • Russel Beck, Impellam Group
  • Alan Whitford, RCEURO, Abtech Partnership
  • Will Akerman, MyKindaCrowd.com
  • Dimitar Stanimoroff, Stack Overflow

 

 
How Content Marketing Can Help Recruiters

The Recruiters Hangout

#RecHangout


Join the Recruiter’s Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel!

Watch the show live every other Wednesday at 4pm GMT, join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments on to the guests during the broadcast!

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts.

Recuiter Hangout Logos

 


 

Wednesday 27 November Show

Jorgen Sundberg will be joining the Recruiter's Hangout Today at 4pm GMT to discuss 'How can content marketing help recruiters?' A former director at Red Commerce - one of the world's leading SAP recruitment agencies - Jorgen is the founder of the much lauded Undercover Recruiter blog and runs his own social media agency, Link Humans.

Enjoy watching the show here:

 

 
Motivation and Behaviours in The Conceptual Age

Introduction

Mervyn DinnenThe author of this article, Mervyn Dinnen, is a well know and well respected commentator and participant in the world of HR, Recruitment, technology and social media. He attended HRTECH 2013 in Amsterdam 24-25 October; blogging, Tweeting and reporting on behalf of RCEURO as well as for his own iconic blog, T Recs. You can follow Mervyn on Twitter - @MervynDinnen

Mervyn's Report:

The second day of HRTech Europe Conference featured two sessions (a masterclass and a keynote) from author and thought leader Daniel Pink around the future of work, placing particular emphasis on the concepts, behaviours and motivators that organisations will need to develop to help bring the best out of their people. Daniel is on Twitter: @DanielPink

 

Daniel PinkDaniel is a confident, persuasive speaker who backs up a lot of his ideas with a broad range of research. He also has that knack of phrasing things in a way that challenge you to think about them differently. 'Organisations need talented people a lot more than talented people need organisations' was one such statement. This goes to the very heart of the employee/employer relationship, putting a different perspective on talent retention.

 
We are now in the conceptual age, having moved from agricultural through industrial and knowledge, and the most important talent requirements are for creators and empathisers. Analytical skills are still necessary but no longer sufficient - artistry, empathy, imagination and conceptual skills are more important.
 

Daniel Pink Conceptual Age

 

 

 

 

 

 

 

 

 

 

 

 

 

 

A key advantage now, he said, is to be able to give people something they didn't know they were missing - and illustrated this using the iPad as an example. From a show of hands we could see that most delegates owned one but when the question was '4 years ago who knew they needed one?' there were, unsurprisingly, few hands raised.

 

The new workforce will need to be motivated in different ways - 'It's all about behaviour and influence. How do you drive the behaviours that result in influence that will drive behaviours…' - and will respond to a different style of organisation.

 
He referred to management as a 'technology for organising people into productive capacity' and reminded us that 'human beings don't engage by being managed or controlled but by self direction'. Poor engagement scores usually imply that you're taking the wrong approach - control leads to compliance whilst autonomy leads to engagement.
 
Within the framework of his 3 steps to help people do the creative things better - Autonomy, Mastery and Purpose - there were three key themes coming across where we need different thinking if we want to bring the best out of our people in the conceptual age - communication, reward and change.
 

Communication
Businesses are often obsessed with the 'how' whilst individuals usually perform better when they know the 'why'. There is a clear need to focus conversations away from the processes to give conceptual workers greater clarity on the why. The importance of feedback is too often overlooked. 'Progress depends on feedback but workplaces too often are feedback deprived'

 
Reward
He used research and real life corporate examples to show how once a task calls for basic cognitive skill then larger reward leads to poorer performance - 'when you violate the norm of fairness you have big trouble'

One striking piece of research found that artists produced more creative work when they were not commissioned even though a panel of experts concluded that there was no difference in the technical quality of their work between commissioned and non-commissioned. The reward led to a stifling of creative impulse. Another example came from Red Gate software, who had found that a higher basic salary plus profit share drove better performance than a high individual commission.

 
Change
 
We were told that 'organisations don't change through big change programmes but by a few people doing something small that makes a difference' recognising the 'ripple' effect of change.
 
The best way to make this happen is to try small actions that might work and to keep doing them if they do. Find things that are quick and actionable - stuff people can do and see the value of.
 

The Future?
Combining the ability to outsource the 'mechanical' element of work from the information age with ever more sophisticated technology then the future will call for organisational agility and adaptability. And those best suited to thrive will display the 'high concept' abilities of empathy, honesty and autonomy.

 
Success will depend on how we bring the best out of them.
 
2013 Global Recruiter Industry Awards Finalists Announced

The judges for the 2013 Global ReGlobal Recruiter Industry Awards 2013cruiter Industry Awards have drawn up their shortlists for this year’s accolades. To say the job was difficult is something of an understatement. With a record number of entries – and an incredibly high level of competition in some categories – there was much debate, deliberation and weighing of criteria. Despite this, decisions have been made and, like all judges’ decisions, they are final.

Overall the judges have been impressed by the high standard of entires this year and it should be remembered that these Awards come without a price tag – in other words no fee has changed hands for entering – which means there has been a level playing field throughout. In some categories smaller companies have gone head-to-head with the large corporates, the start-up has been able to do battle with the long-term industry fixture. The final results will be interesting, but for now the list below covers those who have been recognised by the judges as offering something different and of clear value in the industry.

For those of you who did enter but did not get the nod, remember the competition was fierce, and it will certainly be worth your while putting in a good 2013 and entering again next year.

The best of the best for this year’s Industry Awards, headline sponsored by First Choice Software, will be announced at the Awards ceremony on 27th June held at the Cafe de Paris, in London.

 

2013 Global Recruiter Industry Awards
Best In-House Training Best Innovation
Amoria Bond cube 19
Energize Recruitment Solutions Elite in the Cloud
Five Ten Group Social Lift UK

Penta Consulting

 
SThree PLC  
   
Best Marketing Campaign Best Specialist Job Board
CV Library GAAP Web
Douglas Scott Legal Recruitment OnlyMarketingJobs.com
EMR Search and Selection Secs in the City
Fish4 Jobs The IT Job Board
   
Best Job Board Best Permanent Consultant
CareersInAudit.com Richard Hooper, Balance Recruitment
CV Library Tony Vickers, Balance Recruitment
OilCareers.com Mark Kelly, Computer Futures
OnlyMarketingJobs.com Dominic Wall, Green Recruitment Company
Totaljobs.com  
   
Best UK Overseas Operation Best Temporary Consultant
Amoria Bond Alastair Maynard, HCIG
Antal International Chris Oddy, Real Staffing Group
Fircroft Stephen Perkins, Orgtel
NES Global Talent Neil Scott, Caritas Recruitment
Penta Consulting  
   
Best Specialist Recruitment Business Best Client Service
Oasis HR CBS Butler
Redlaw Darwin Recruitment
Green Recruitment Company Henderson Scott
  Steria Recruitment
  Supertemps Ltd
   
   
Best Newcomer Best Large Recruitment Business
Carlton Senior Appointments NES Global Talent

Carrington West

SkyBlue
Dynamite Recruitment Solutions SThree PLC
Pod Talent  
Green Recruitment Company  
   
Best Medium Recruitment Business Best Small Recruitment Business
Amoria Bond Annapurna Recruitment
CBS Butler Empiric Solutions
Steria Recruitment IT Talent Solutions
The Placement Group One Way Resourcing
  Whitehall Resources
   

 
Happy New Year 2013

RCEURO wishes its readers joy, good health and a wealth of happiness for 2013.

For our industry, we hope that companies begin to invest in their 'most important asset' - employees; unemployment numbers go down; and that job seekers, intermediaries and employers alike meet and communicate on common ground, with each party getting what they hope for.

 

As we move into 2013, we pledge to meet more of you, on and off line. RCEURO will continue to evolve to meet your needs and interests.

Happy New Year 2013

 
2013 Recruiter Awards winners announced

Recruiter AwardsThe best and brightest in recruitment were recognised on 1 May at the 2013 Recruiter Awards for Excellence, sponsored by Eploy. The event was hosted by Ed Byrne at a packed Grosvenor House Hotel in London’s Mayfair.

In addition, money was raised at a charity casino on behalf of SoldierOn!, Recruiter’s charity of choice for 2013-14. This is the second time Recruiter has partnered with the organisation, which works to enable disabled ex-servicemen and women into meaningful, long-term employment.

The full list of winners follows:

  • Best Newcomer Agency:
    AdMore Recruitment
    (Highly Commended: Pod Talent)
  • Best Employee Referral Strategy, sponsored by Eploy:
    EMC
  • Best Recruitment Agency Marketing Team:
    FiveTen Group
    (Highly Commended: Cititec)
  • Most Effective Recruitment Campaign:
    The Portland Hospital in partnership with Pink Squid
  • Best Banking/Financial Recruitment Agency:
    Cititec
  • Most Effective Employer Brand Development, sponsored by Transline Group:
    LV=
    (Highly Commended: Allied Bakeries)
  • Best Temporary Recruitment Agency:
    |Protocol Education
    (Highly Commended: Randstad Education)
  • Best Candidate Care, sponsored by the Recruitment & Employment Confederation:
    Independent and Kiddicare
    (Highly Commended: Penta Consulting, Tangent International)
  • Best Candidate Experience and Onboarding, sponsored by indeed:
    Matalan
    (Highly Commended: Ovo Energy)
  • Best Client Service, sponsored by Liquid Friday:
    CBSbutler
  • Best Graduate/Trainee Recruitment Strategy:
    Newton Europe
    (Highly Commended: Deutsche Bank)
  • Best Apprentice/School Leaver Recruitment Strategy:
    Network Rail with Work Communications
    (Highly Commended: Visa Europe)
  • Best International Recruitment Agency, sponsored by Eploy:
    Penta Consulting
    (Highly Commended: Antal International)
  • Best Global/International Recruitment Strategy:
    Life Technologies
  • Best Engineering Recruitment Agency, sponsored by Boox:
    CBSbutler
  • Best Professional Services Recruitment Agency:
    Annapurna Recruitment
  • Best IT Recruitment Agency:
    LA International Computer Consultants
  • Best Technology Innovation:
    YO! Sushi in partnership with Pink Squid
  • Innovation in Recruitment:
    Hays
    (Highly Commended: The Royal Bank of Scotland Group in association with ThirtyThree)
  • Best Job Board:
    CareersinAudit.com
    (Highly Commended: Technojobs)
  • Best Small Recruitment Agency to Work For:
    Caritas Recruitment
  • Best Large Recruitment Agency to Work For, sponsored by CV-Library:
    Goodman Masson
  • Best Embedded Recruiting Team:
    Capita Resourcing at Secure Central Government Client
  • Outstanding Outsourced Recruitment Organisation:
    GradWeb
  • Small Recruitment Agency of the Year:
    Resourcing Group
  • Agency Recruiter of the Year, sponsored by Strategic-Move:
    Tony Vickers, Balance Recruitment
  • In-House Recruiter of the Year:
    Jo Morgan, Sodexo Prestige
  • Best Recruitment Team:
    Life Technologies
    (Highly Commended: LV=)
  • Large Recruitment Agency of the Year, sponsored by ICS:
    Pathology Group
 
Recruitment Blog of the Year 2013 Winners Announced

UK Recruiter Blog of the YearLouise Triance and UKRecruiter announced the winners of the 2013 Blog of the Year. Over 200 nominations resulted in 21 Finalists.

The Judging Panel included RCEURO founder and Direct Employers Association Operations Director Alan Whitford, The Global Recruiter Editor Simon Kent, Paul Dewick, Sales Manager of Boomerang Funding, Lee Biggins, Founder and MD of CV Library and Louise Triance. Boomerang Funding and CV Library have sponsored this year's awards.

The Judges selected these worthy winners:

 

The Winner of Individual Recruiter Blog:UK Recruiter trophy

 

approachthemarket

Sarah Cooper has over 14 years Recruitment experience both in-house and agency. Her blog is tailored towards the jobseekers but she also blogs at http://sarahloucooper.com/selfology. Her vast range of subjects covered includes jobseeking tips, internet sourcing techniques, psychometrics and what recruitment agencies are – and are not!

The Winner of the Recruitment Agency Blog

 

More Insight

The More Insight is a blog written by the people at AdMore. The team share their thoughts and experiences of recruitment along with their obvious passion for the UK Retail & Hospitality sectors. As with the approachthemarket blog they pass on advice for people navigating the job market.

The Winner of the Corporate Recruitment HR Blog:

The HR Juggler

Alison Chisnell is a Group HR Director who writes a well established blog with a loyal following. For this category we had slightly expanded the criteria as locating corporate recruiter bloggers was rather tricky! Alison is currently curating a series of Advent Blogs on her site which is introducing a great variety of subjects to her already diverse blog.

Special mention goes to the blog from Recruiter Claire - who won last year and was a very close runner up this year.

The Winner of the Recruitment Industry Supplier blog:

This one was a dead heat and we nearly had a blog-off (which is possibly a word Louise made up) but instead we thought we should recognise the achievements of both parties and announce them joint winners.

Sirona Says and T Recs

Andy Headworth writes the Sirona Says blog which is a massive information resource for anyone in the recruitment space. What he doesn’t know about social media and technology in recruitment is not worth knowing. He shares his knowledge with wit and occasional dark humour and it makes for a very easy to read blog. Andy has either been a winner or a judge in these awards from the start and his winning this year shows the value of a generous spirit and the willingness to keep on writing blog afer blog after blog!!

Mervyn Dinnen is the author of T Recs. Mervyn spent 20 years of his career as a recruiter, then worked for a well known job board. Now he’s his own man (a Blogger and speaker on Social Media, recruitment and HR) and I’m sure his blog will prove a superb showcase to his knowledge and talents. He is a creator of conversations and sharer of thoughts. Again like Andy he has an immense knowledge of the UK recruitment market and shares that knowledge so fluidly on his blog.

Congratulations to all the winners and to the finalists. Louise will be posting pictures in the New Year of the winners with their trophies.

 
TMP Acquires Advertsising and E-Solutions Resourcing Arm of Tribal Resourcing

TMP logoTMP (UK) Ltd known as TMP Worldwide, a UK resourcing and communications business, has agreed the purchase of the advertising and e-solutions business from Tribal Resourcing, part of Tribal Group plc.Tribal logo

TMP Worldwide is a key player in the UK resourcing sector and sees the purchase of Tribal Resourcing’s advertising and e-solutions business as a fantastic opportunity to reinforce its position as a leading recruitment organisation both in the private and in the public sector. Not only does the acquired business complement TMP Worldwide’s current services in the public sector, it also brings business efficiencies and great strategic partnerships.

Andrew Wilkinson TMPAndrew Wilkinson, CEO at TMP Worldwide, says: “This opportunity supports our strategy and determination to grow our resourcing partnerships with clients in both the private and public sector by delivering employer brand led, media and digital based solutions.

“The recruitment markets have been challenging during the recession but as we emerge we are investing in our business. This deal strengthens our resources and broadens our client base as we enter 2011."

Tribal Resourcing is one of the largest recruitment solutions providers to the UK public sector. Its services are based around the attraction, selection, development and retention of staff across its public sector client base.

Tribal will retain the executive search and selection, assessment and interim resourcing business and will work in partnership with TMP Worldwide to continue to provide integrated resourcing solutions to clients.

Julie Towers, Chief Executive of Tribal Resourcing, comments: “Tribal Resourcing has been a hugely successful business and has earned its place as the public sector recruitment market leader. I am really proud of what we’ve achieved but this sale is rightly supportive of the change of strategic direction for Tribal Group announced last year."

“Our remaining executive resourcing and re-organisation work will continue to support Tribal’s businesses in education, health and government and we look forward to working in partnership with TMP Worldwide to provide end to end resourcing services to the public sector.”

 
The Recruitment Conference 2012

ukrecruiter

UK Recruiter founder and industry doyen, Louise Triance, is hosting her annual end of year Recruitment Conference in London on Wednesday. It will be followed that evening by the Scottish wizard, Stephen O'Donnell's National Online Recruitment Awards. A double bill not to be missed.

Here is what Louise had to say about this year's event in her recent blog: 10 Reasons to Attend....

. for the knowledge you’ll obtain by hearing from and speaking with (amongst others):

1. Dan McGuire – recruitment’s golden boy and major league entrepreneur

2. Graham Palfry-Smith – from star recruiter with a bright yellow Ferrari to non-exec expert

3. Andy Headworth – no one knows more about social media and how to really use it than Andy

4. Matt Alder – has seen it all and is now looking into the future

5. Mike Taylor – uber conference organiser and mobile recruitment expert

6. Keith Robinson – has been there and seen it all in recruitment terms

7. Katharine Robinson and Laura Stoker – I don’t believe anyone has more sourcing knowledge than these ladies

8. Barry Cullen – the only friendly lawyer I know

9. Alan Whitford – was an expert in recruitment technology when the rest of us couldn’t even operate the fax machine

10. Lisa Jones and Bill Boorman – you are unlikely to find more passion and knowledge about recruitment technology than from this double act!

Louise TrianceI’m really looking forward to it as we have an absolutely brilliant lineup of speakers and sessions. We start off with Kevin Green of the REC delivering our Keynote. Kevin is going to be candidly talking about the state of the industry – trends, future growth, big picture, uk market, etc. He is an excellent speaker and happy to be a bit controversial. After that we have two steams of sessions (delivered by the experts above), each 45 minutes long, running throughout the day. The agenda is split so that sessions running parallel are either strategic or tactical/practitioner based. Each session consists of 20-25 minutes of structured presentation (with key learning points!!) followed by 20-25 minutes of either debate/discussion, q&a or workshop sessions.

The sessions are:

Building a Business to Sell – Dan McGuire of Cube19 and Graham Palfry-Smith
Social media for clients/business generation – Andy Headworth of Sirona Consulting
Getting more clients – Marc Cohen of ConSol Partners
Mobile Recruiting – Matt Alder of MetaShift
Video in recruiting – Mike Taylor of Web Based Recruitment and Daniel Richard of Sonru
Marketing and your recruitment business – Keith Robinson of ECOM Digital and Mike Ellingham of MESO Marketing
Sourcing Candidates Online – Katharine Robinson (AKA The Sourceress) and Laura Stoker of AIRS
Legal update/clinic – Barry Cullen (AKA BarryTheLawyer)
Employment brand – Alan Whitford of Abtech Parntership and Martin Dangerfield of Symantec
Technology trends – Lisa Jones of Barclay Jones and Bill Boorman

The event costs only £40 so is excellent value. You can book at recnet7nov.eventbrite.co.uk and you can see photos’s from last years event on our Facebook page.

 

 
NORA Awards 2012 Awards Night

NORA 2012 finalistsStephen O'Donnel, chairman and founder of the National Online
Recruitment Awards,has announced the Finalists for the twelfth
annual event. The winners will be revealed at the awards event
in London on Wednesday, the 7th of November.

The Finalists for the National Online Recruitment Awards 2012 are as follows:

BEST GENERALIST JOB BOARD  
Jobsite http://jobsite.co.uk
Monster http://monster.co.uk
CV-Library http://cv-library.co.uk
Totaljobs http://totaljobs.com
CareerBuilder http://CareerBuilder.co.uk
   
BEST SPECIALIST (NICHE) JOB BOARD  
EmedCareers http://emedcareers.com
RateMyPlacement http://RateMyPlacement.co.uk
Changeboard http://changeboard.com
Creativepool http://creativepool.co.uk
ex-mil.co.uk http://ex-mil.co.uk
Gradcracker http://gradcracker.com
Pharmiweb http://pharmiweb.com
Women in Technology http://womenintechnology.co.uk
   
BEST REGIONAL JOB BOARD  
s1jobs.com http://s1jobs.com
NIjobfinder http://nijobfinder.co.uk
STVjobs http://stvjobs.com
Just LondonJobs http://justlondonjobs.co.uk
Graduates Yorkshire http://graduatesyorkshire.co.uk
   
BEST NATIONAL RECRUITMENT AGENCY  
Allen-York http://www.allen-york.com
Experis http://experis.co.uk
Eden Brown http://edenbrown.com
Senitor http://senitor.com
Spencer Ogden http://spencer-ogden.com
   
BEST SMALL RECRUITMENT AGENCY  
Dylan http://wearedylan.com
Maxim Rcruitment http://maximrecruitment.co.uk
On Target Recruitment Limited http://otrsales.co.uk
The Oyster Partnership http://www.oysterpartnership.com
PolkadotFrog http://polkadotfrog.co.uk
Prospectus http://prospectus.co.uk
Redline plc http://redlineplc.com
Saccomann http://saccomann.com
   
BEST MAJOR EMPLOYER  
Jagex http://jagex.com/careers
Jaguar LandRover http://www.jaguarlandrovercareers.com
NPower http://npowerjobs.com
BBC http://www.bbc.co.uk/careers/home
LV http://lv.com/careers
   
BEST SMALL EMPLOYER  
McIldowie http://www.workformacildowie.com
Innocent Drinks http://www.innocentdrinks.co.uk/us/careers
ARM http://arm.jobs/home.aspx
GCS http://join.gcsltd.com
Marussia F1 Team http://monstercooljobs.com/marussiaf1team/UK-EN/
   
BEST CONSUMER PUBLICATION  
The Guardian http://jobs.guardian.co.uk
The Telegraph http://jobs.telegraph.co.uk
Manchester Evening News http://menmedia.co.uk/manchestereveningnews/jobs/
The Times http://jobs.thetimes.co.uk/
Express and Star http://jobs.expressandstar.com
   
BEST TRADE PUBLICATION  
Accountancy Age http://accountancyage.com
tes.co.uk http://www.tes.co.uk/jobs/
Nursing Times http://nursingtimes.net
Management Today http://managementtodayjobs.com
Drapers Jobs http://drapersjobs.com
   
BEST EMPLOYMENT ADVICE WEBSITE  
Monster http://career-advice.monster.co.uk
Careerplayer http://careerplayer.com
direct.gov.uk/en/Employment/index.htm http://direct.gov.uk/en/Employment/index.htm
Careers Guardian http://careers.guardian.co.uk/
Jobsite Career Tools http://www.jobsite.co.uk/home/careertools.html?src=ql
   
BEST NEWCOMER IN ONLINE RECRUITMENT  
Escape the City http://escapethecity.org
GradCornwall http://GradCornwall.co.uk
Leaving Uni http://www.leavinguni.com
My Job Matcher http://www.myjobmatcher.com
the student job http://thestudentjob.com
   
BEST INNOVATION IN ONLINE RECRUITMENT  
Glassdoor http://www.glassdoor.com/index.htm
Linkedin.com Apply Button https://developer.linkedin.com/apply
Smarterer http://smarterer.com
Leaving Uni http://www.leavinguni.com
Jobsite White https://www.jobsitewhite.co.uk

 

 
Who are the best marketing recruiters in 2010?

 Following a fantastic awards night in London we are delighted to announce the winners of the inaugural Marketing Recruitment Awards

 

On 2nd December more than 180 recruiters and industry protagonists battled the inclement weather to accentuate the belief that the marketing sector is set for a resurgence. Galvanised by more than one common cause, Awards finalists and other industry professionals participated in the first recruitment awards for the marketing sector, which was headlined by the staffing industry’s most celebrated entrepreneur, James Caan.

The black-tie occasion at the prestigious Jumeirah Carlton Hotel commenced with a champagne-reception, before attendees moved through to the bespangled Ballroom, where tables were dressed with wine and more champagne, supplied courtesy of recruitment advisory and consultancy service, HB RIDA and digital marketing agency, Cloudspotting.

A fantastic 3-course dinner was attended by Mr Caan, who arrived ahead of schedule to join colleagues from Hamilton Bradshaw.

Headlining with recruitment guru

Following the dinner and in the absence of APSCO CEO, Ann Swain, the scheduled compère for evening, Simon Lewis, editor and co-founder of event hosts*, Only Marketing Jobs, took to the stage to introduce Mr Caan as headline speaker. Under the title of ‘Looking to the Upturn’, Mr Caan eulogised about the marketing recruitment industry and predicted a prosperous year ahead. Commenting that his private equity company was “open for business”, the Dragon’s Den star hinted that his next investment would likely be in a marketing recruitment agency.

The affable recruitment mogul concluded an inspiring and insightful speech with an impromptu Q&A session, which touched on subjects ranging from the best piece of recruitment advice he’d ever received to industry-related products witnessed in the Den.

Participant praise

At 21:30 it was time for the main event - the Awards presentation. Category sponsors were invited to reveal finalist nominations before announcing the respective category winner. In what was a hotly contested process, all finalists were commended for their commitment to the first ever MARAs, as the 1,000s of votes received were accompanied by some fantastic supporting evidence. The buzz surrounding this part of the evening was electric.

Once the applause had stopped and the Prodigy’s ‘Omen’ sting reduced to a beat in the eardrums it was time to party. And with stand-in DJ, ‘Retro Russ’, banging out some classics, the dance-floor erupted with a variety of curious moves long into the intoxicating night…

The marketing recruitment industry is well and truly alive!

 

Here are the MARA 2010 winners. Congratulations to them all:

Best Newcomer – Nakama London - Sponsored by HB RIDA

Best Niche Agency - Carrot Pharma - Sponsored by first choice software

Best Social Media Strategy - Major Players - Sponsored by MetaShift

Best Small Agency - Dynamic New Alliances - Sponsored by Social Media In Recruitment Conference 2011

Best Candidate Experience - Stopgap - Sponsored by Liquid Friday

Best Client Experience - Hays Marketing - Sponsored by ECOM DIGITAL

Recruitment Innovation - Stopgap - Sponsored by AllTheTopBananas.com

Most Effective Marketing Strategy - Major Players - Sponsored by 4MAT

Best Regional Agency - Adam Recruitment - Sponsored by Leumi Invoice Finance

Agency of the Year - Major Players - Sponsored by Arithon

 

 

Read more...
 
Recruiter Magazine Awards for Excellence 2011

Recruiter Magazine Awards Logo


Recruiter Magazine is celebrating outstanding achievements in recruitment over the last 12 months with the Recruiter Awards for Excellence. For the second year running, the Awards recognise the accomplishments for in-house recruitment, recruitment agencies, recruitment ad campaigns, job boards and RPOs at one event. Held at the Grosvenor House Hotel on Wednesday 11 May on London’s Park Lane, the awards ceremony is a black tie affair, with this year’s host noted comedian Dara O’Briain. Headline sponsor this year is Innovate CV.


The full 2011 Shortlist can be seen here.

Some of the highlights:

Recruitment Personality of the Year
Greg Allen, Nokia
Susan Bor, Royal Bank of Scotland
Louise McCarthy-Teague, Meridian 

Sir Alec Reed, Reed 

Tara Ricks, Randstad Financial & Professional

Best Candidate Experience
Harrods
KPMG

Kwik Fit Insurance
Pizza Hut (UK)


Most Effective Employer Brand Development
Alliance Medical (Jupiter Advertising)
Gala Coral Group
PizzaExpress (Pink Squid)

Royal Bank of Scotland

Most Effective Recruitment Strategy
Boots UK
Harrods 

RS Components
Barclays Capital (Stafford Long)

 
NORA 2010 FINALISTS ANNOUNCED

 

Stephen O'Donnell is extremely proud to be able to announce the Finalists for the tenth annual National Online Recruitment Awards. Winners will be revealed at the awards event in London on Thursday, the 4th of November

The Finalists for the National Online Recruitment Awards 2010 are:

Best Generalist Job Board
Jobsite
Monster
Reed
Totaljobs
Fish4Jobs

Best Specialist (Niche) Job Board
British Medical Jobs
Only Marketing Jobs
Retail Choice
Secs in the City
eFinancial Careers
Totally Legal
Executive on the Web
Nurses

Best Regional Job Board
Graduates Yorkshire
NI Job Finder
Key 103 Jobs
Jobs in Wales
S1Jobs

Best National Recruitment Agency
Reed
Advanced Resource Managers
Pulse
Progressive Recruitment
Michael Page

Best Small Recruitment Agency Website
Orchard
Chase Zander
Maxim Recruitment
McCarthy Recruitment
Inspiring Interns
Ambitions Personel
Idex Recruitment
PFJ

Best Major Employer Website
Claire’s Accessories
Army Jobs
LV
Yorkshire Building Society
T-Mobile

Best Small Employer Website
Jagex
Advance Resource Managers
Air Tanker
Chase Zander
Innocent Drinks

Best Online Recruitment by a Consumer Publication
The Scotsman
Express and Star
The Guardian
The Telegraph
The Herald

Best Online Recruitment by a Trade Publication
Retail Week
Brand Republic
PR Week
Times Educational Supplement
Electronics Weekly

Best Employment Advice Website
My Work Search
Monster
DWP Employment Index
Career Player
Guardian Careers

Best Newcomer in Online Recruitment
CV See Me
Ambitions Personnel
CK Clinical
Food Industry Careers
Inspiring Interns

Best Innovation in Online Recruitment
OVIA
CVSeeMe
Gatszu
TGI Friday FriDOiDS Blog
Gala Coral Careers

Recruitment Website of the Decade
Jobsite
Reed
MOD/Army Jobs
Totaljobs
S1 Jobs
Monster
CV Library
Jobserve

 

 

 
Monster's New Seeker Experience

http://www.monster.com

NEW YORK--(BUSINESS WIRE)--Monster®, the leading global online career and recruitment resource and flagship brand of Monster Worldwide, Inc. (NYSE: MWW), today unveiled its new global seeker experience. Launched in 24 countries, the new site offers job seekers an innovative, intuitive, and personal experience designed to deliver a fulfilling career management resource.

“Monster has made a significant investment in product and technology in an effort to design and develop new tools and applications that help job seekers manage their career,” said Sal Iannuzzi, chairman, president and CEO of Monster Worldwide. “The result is an entirely new site experience which allows job seekers a more engaging and dynamic way to find the career that best matches their talent, background, aspirations and professional goals. We set out 18 months ago to deliver the best seeker experience possible. Given what is going on today with the global economic crisis and its effect on employment, we are even more gratified to be able to provide these valuable tools to seekers.”

The new site will allow seekers to more efficiently register with Monster, upload and maintain their resumes, conduct job searches, and apply to jobs. In fact, it is now over 70 percent easier to upload a resume to Monster, and registered seekers can apply for a job in as few as two clicks. This improved functionality will roll out in 24 countries immediately. In addition, unique new career management applications have been designed to not only attract, but engage and appeal to both the active and passive seeker. Available initially in the U.S and rolling out to other countries in the coming months, these include:

* Monster Career Mapping – patent-pending career exploration tool that leads people to explore their careers via many possible and interconnecting paths. This tool will provide an unrivaled ability for seekers to explore career paths taken by people similar to them in skills and experience, enabling them to set reality-based immediate and future career goals, and understand the steps to get there. Monster leveraged the depth of its resume database to analyze work histories to provide empirical evidence about the most commonly chosen career paths people take.

* Monster Career Snapshots – a tool that allows users to access thousands of occupational profiles describing various roles, the skills required, the compensation and work/life balance associated with them. This tool will also provide the ability for users to share their similar careers and experience to provide a dynamic and deeper understanding for seekers.

* Monster Career Benchmarking – assessment tool that helps candidates measure themselves against other individuals or jobs in their industry so they can compete more effectively for the positions they desire.

“The new Monster is a dynamic, interactive, intuitive destination experience – not a static, one-way job board,” said Darko Dejanovic, executive vice president, global chief information officer and head of product, Monster. “Ultimately, these changes create a platform that will enable us to continue to introduce new and exciting functionality in the future. Similarly – and equally important – employers will benefit from increased candidate engagement and activity, and improved reach and presentation of their jobs to the right seekers.”

In addition to Monster’s new seeker capabilities yielding more qualified candidates, Monster’s new Audience Sponsorship product leverages the new seeker experience by providing employers with increased exposure through expanded media solutions. The product allows employers to target desired seekers by advertising where relevant seekers are searching and navigating the site. Also benefitting employers, Monster has begun rolling out a new employer site experience designed to improve the overall recruitment process. New enhanced resume search, job and candidate management, job posting wizard and online resource center tools are designed to help employers increase productivity and maximize their recruitment return on investment.

“Today's ‘new’ Monster not only provides the resources to help people find a job now, it also helps people begin to identify and plot out career aspirations over time,” said Iannuzzi. “We’re delivering on our promise to make Monster a personal, relevant and exciting place to search for the perfect job. Simply put, there has never been a better time to visit Monster.com.”

 
United Biscuits Case Study

 

 

United Biscuits Careers

 

 

 

Creating a completely integrated candidate experience:
The project involved creating an Employer Brand, a campaign of nine recruitment advertisements, an Employee Referral Programme, a recruitment microsite and a menu of various candidate communications and templates - all of them ‘joined-up’ to the original employment branded proposition.

The solution was crucial in enabling United Biscuits to embark upon a new era of sourcing candidates directly and reducing its reliance on 3rd party recruiters. The campaign was cited by HR Magazine, January 2008, as an example of best practice in branded recruitment communications.

“The work Entity produced was superb and the results exceeded my expectations. Entity’s team of Planning, Digital, Brand and Technology professionals offer a very powerful service. I could not ever imagine being involved in any client project that had recruitment communications issues, without speaking to the team at Entity.”

Heather Buglass
HR Business Partner, United Biscuits.

 
Monster UK Launches New Integrated Media Campaign

MONSTER RETURNS TO TV WITH £2.5M AD CAMPAIGN INSPIRING JOBSEEKERS TO ‘FIND BETTER’
BRAND FOLLOWS THE JOBSEEKER JOURNEY WITH MULTI-PLATFORM ADVERTISING CAMPAIGN

Monster.co.uk LogoMonster.co.uk is launching a multi-channel advertising campaign encouraging people to ‘Find Better’ in their working life and career.

The new campaign, which marks Monster’s first return to TV since its last appearance in 2008, tracks jobseekers throughout the day, placing a series of messages at strategic locations. It will run from 11 February to 31 March and will be seen and heard approximately 1,311 million times. Check out the campaign Infographic overview in the RCEURO Blogpost by Alan Whitford for more detail on the interactive campaign.

In the first campaign of its kind for Monster UK – spanning across TV, out-of-home (OOH) digital, radio and online – the advertising is designed to follow the jobseeker from sunrise to sunset, tapping into universal truths about work and job seeking, inspiring them to ‘Find Better’. Two of the ads can be seen now on the Monster.co.uk Google Channel, including the Pinocchio and Moose (Double Take) ads.


From sunrise, a breakfast radio partnership with Global Radio and the Capital Breakfast Show aims to stimulate discussion amongst jobseekers about jobs and careers, delivering high frequency brand awareness. The campaign will be highly visible, using outdoor digital displays across the country; at major rail stations, tube stations and roadside, including nine state-of-the-art, digital screens circling the concourse of Euston station, one of the UK’s premier digital out of house sites. Ads will have a strong presence during commuter timings, to inspire jobseekers in the mornings and stimulate job search in the evenings.

In addition an integrated digital display and search strategy will reach seekers across mobile, tablet and desktop to ensure Monster is present with messaging throughout the working day, in the evenings and at weekends.

TV advertising will be up-weighted on Sunday to Tuesday evenings to catch jobseekers starting their working week, with a particular spike on Sunday evenings, where Monster typically believes people are most receptive to thinking about their future career options.

David Henry, Monster.co.ukDavid Henry, VP Marketing, Monster.co.uk
"Over the last few years many people have been hesitant to look for a new job; some believe there are few of the right jobs out there, some have simply decided to stay put. 2013 is the “new normal”, where the economic climate ceases to be such an important factor in people’s career decisions – leading to a growth of people now prepared to move for the right job. Monster’s new campaign stimulates and encourages people to look for a better role, and demonstrates how easy it can be using Monster’s unique semantic search technology."


Sinead Bundting, Monster.co.ukSinead Bunting, Media Director, Monster.co.uk
"Our campaign targets jobseekers on every level: creating an emotional impact on their daily journey, inspiring them to find better, and informing them of how Monster can help. We do this by being where they are throughout their day."

 

 
Marussia F1 Teams Up With Monster.com


Marussia F1 Team Partners with Monster.com to recruit the best talent from around the world

Timo Glock Marussia Cool JobsNEW YORK, Feb 07, 2012 – The Marussia F1 Team is partnering with Monster.com®, the worldwide leader in connecting people to job opportunities and the flagship brand of Monster Worldwide, Inc. (NYSE: MWW), to recruit for a variety of permanent roles that will influence the technical and commercial success of the team. Four of these roles will be specialized opportunities, advertised as 'Cool Jobs,' and will use Monster's global job seeker reach to help ensure the Marussia F1 Team receives the most qualified applicants from all over the world. As part of the partnership, the Marussia F1 Team will also leverage Monster's Talent Management Suite to optimize efficiency throughout the recruitment lifecycle, and to help the organization quickly hone in on top talent.


Monster and Marussia F! logoThe first of the four global 'Cool Jobs' is now available as the team is looking for an aerodynamicist to play a vital role in the development of Marussia's next generation F1 race car. The jobs will be based in the Marussia F1 Team's new technology centre located in Banbury, England, but the team will consider qualified candidates from all over the world. With an expected job start date of mid-April, interested seekers should apply immediately at www.monstercooljobs.com/marussiaf1team . In addition to the globally advertised 'Cool Jobs,' up to 40 other permanent opportunities will be available in the coming months to job seekers throughout the EU.

Andy Webb, CEO, Marussia F1 Team, stated: "Monster is an exciting and much-welcome addition to our portfolio of Marussia F1 Team Official Partners. Formula One is a technology-driven sport, but you need the right people with the right talents to drive these processes. At this time, when we are looking to augment our expertise in key areas of the team, this partnership will enable us to reach a much wider scope of qualified candidates, leveraging Monster's global reach and its precision search matching technology."

Katie Allen, Head of HR, Marussia F1 Team, added: "The partnership with Monster will enable us to significantly increase our talent reach quickly and cost-effectively – which is vital in the F1 recruitment arena. As a small F1 team, we also look forward to using the Talent Management Suite to help us manage our recruitment and resourcing plans in the most professional and efficient way, whilst ensuring that more of our HR focus can be directed at development activities for the business and our people ."

Ted Gilvar, Executive Vice President, Global Chief Marketing Officer, Monster, noted "We're thrilled to be working the Marussia F1 Team. We're confident that our global reach, combined with our unparalleled job matching technology will help the team find the unique talent they need to succeed."

Marussia F1 Team Social Media Driver Contest

Monster and Marussia F1 Team will also offer fans from select countries the opportunity to win the chance to shadow the Marussia F1 Team blogger for a key race and experience all of the action first-hand. Winning entrants will help report back on all of the excitement – both trackside and behind the scenes. More details will be available soon.

About Marussia F1 Team

The Marussia F1 Team is a young and ambitious Anglo-Russian challenger competing in the FIA Formula One World Championship.

Headquartered at the new Marussia Technical Centre in Banbury, UK, the team is majority-owned by the Russian supercar marque, Marussia, based in Moscow.

With just two seasons of F1 competition under its belt, the team has enjoyed an extraordinary journey. It was founded in 2009, under the Resource Restriction Agreement that has redefined the sport's commercial landscape, paving the way for exciting new entrants to challenge tradition and expectation. The Marussia F1 Team has been in the vanguard of a new era of Formula One, harnessing the commercial firepower of Sir Richard Branson's Virgin group of companies, one of its founding partners, to establish an innovative racing team concept for the future.

Technically, the team has experienced the rollercoaster ride that one might expect from the initiation of a young new team into such a tough and highly competitive sport. In only its second season however, with ambitious targets for the future firmly in its sights, the team entered into a long-term technical partnership with McLaren Applied Technologies, which enables the Marussia F1 Team to benefit from access to advanced facilities which are already helping the team produce a competitive racing car for the 2012 season.

As for the team's longer term ambitions, 2014 will see the introduction of a Russian Grand Prix to the race calendar. It goes without saying that success on home asphalt in the Black Sea resort of Sochi is the end-game for the next exciting phase of the Marussia F1 Team journey.

 

About Monster Worldwide

Monster Worldwide, Inc. (NYSE: MWW - News), parent company of Monster, the premier global online employment solution for more than a decade, strives to inspire people to improve their lives. With a local presence in key markets in North America, Europe, and Asia, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. To learn more about Monster's industry-leading products and services, visit www.monster.com. More information about Monster Worldwide is available at http://about-monster.com.

 


 
Get Your Recruitment Marketing Brand Messages Right

Innovate CV logoAdam Lewis, Chief Operating Officer of Innovate CV brings a fresh eye to many of the topics that drive recruitment success, both for agencies and corporates. Since moving to New York to head up expansion of Innovate CV in the US, he continues to engage debate across both sides of the Pond. Thanks to Adam for letting us republish his latest blog.

 

Marketing to the Masters: Recruiting Industry Insiders
by Adam Lewis, Innovate CV

When was the last time you reviewed the standard wording on your recruitment notices describing company culture and characteristics, or the summary of job-related perks and benefits? If you can’t even remember, you’re not alone.

Adam Lewis, Innovate CVMany times, HR professionals overlook that language, focusing instead on wording that minimizes liability, emphasizes equal opportunity and provides instructions for reasonable accommodations. But when your selection pool consists of marketing and PR pros—seasoned professionals who have made a career out of brand messaging—be aware that the very thing you’ve overlooked might cost you the candidate.

In the same way a proofreader can’t pass by a typo, tired topics, trite terminology and clichéd candidate information packets will be scrutinized by marketing professionals, to whom your mistakes are glaringly obvious. When you’re being evaluated by the pros, it’s important to ensure your materials measure up.

Candidates are Consumers
Public relations specialists and marketing professionals have spent their career mastering the art of consumer marketing. While HR typically doesn’t specialize in these areas, it’s important to remember that the same principles apply when you’re trying to attract an applicant. Take a tip from your peers in the industry and tailor the recruitment message toward a specific target, trait, or skill you’re seeking.

Maximize the Message
Every successful company has a theme, a central component of their marketing message. Apple is known for innovation. Walmart focuses on price and Lexus on luxury. Have you identified the theme for your organization, or is the message muddled? Trying to focus on too many selling points dilutes your brand. Likewise, if the message isn’t compelling, who cares? Is any applicant really going to be impressed that you’re the 4th largest PR firm in the state, or are they focused on what the company can do for them? (Hint: it’s always going to be the latter when you’re trying to attract someone to the organization.)

Selling the Standard Schedule
Over the past two decades, changing technology, practices and workplace attitudes has meant that the marketing and PR sector has shifted toward non-traditional operations. Instead of the typical large corporate PR agencies, solo practitioners and freelance consultants are now commonplace. As a result, many freelancers—used to flexibility and self-directed work—need to be actively convinced that a traditional brick-and-mortar schedule is the right choice. You’ll need to emphasize the work life balance your organization offers, options for flexible schedules and telecommuting, as well as the stability that comes with a traditional benefits and retirement program if you want to compete.

But as any marketing pro knows, if you don’t keep your promises, you can’t build trust in your brand and company credibility will suffer. Ultimately, actions speak louder than words. If your on-boarding and workplace practices don’t correlate with the brand message, your upfront efforts won’t pay off in the long run.

 
Social Recruiting Conference 2012

http://www.crexia.com/conferences/social-recruiting

28th June 2012, London, ENGLAND

#SRCONF is Europe's forward thinking Social Media in Recruiting conference, with case studies. It gathers leading Employers, HR and Recruitment Industry professionals, to passionately discuss and practically demonstrate the possibilities of Social Recruiting.

At #SRCONF 2012, you will learn and share insights and case studies on Social Media Recruiting strategies, Mobile Recruiting, Talent Communities, Employer Branding and Candidate Experience. Read more from our previous conferences: #SRCONF 2011 London and #SRCONF 2011 Paris.

#SRCONF 2012 Attendees in London will learn how to:

  • Use Social Media platforms for recruiting (Facebook, LinkedIn, Viadeo, Twitter, Blogs etc)
  • Engage with talent, within Social Media communities and attract them to your organisations
  • Promote your Employer Brand via Social Media and monitoring conversations with candidates
  • Manage Social Recruiting Platforms: Technical skills relevant to Social Media tools
  • Design a Social Media Recruiting Strategy that incorporates other Recruitment channels
  • Measure Social Recruiting ROI by tracking and analysing returns on social recruiting
 
NORA Awards Finalists Announced

NORA Finalists 2011Industry leader Stephen O'Donnell has announced today the finalists for the eleventh annual National Online Recruitment Awards. The winners will be revealed at the awards event in London on Wednesday, the 2nd of November. The illustrious shortlisting panel and Steven have pared down the list from hundreds of entries. The Judging panel now begins its evaluation of the shorlisted finalists to determine the winners.

The event will be held in conjunction with UKRecruiter (following on from their all day conference), and will also involve extensive networking opportunities. Please visit http://nora.eventbrite.com/ to order your tickets.

Finalists can Click Here for further information and instructions.

 

 

 

Read more...
 
NORA Awards Winners Announced
NORA logo

Stephen O'Donnell, chairman of the NORAs, led the 11tth annual awards ceremony in London last night. Great night with some surprising new winners and confirmation of some classic companies improving year on year.

The winners:

Best generalist job board

Monster

Best specialist/niche job board

Only Marketing Jobs

Best regional job board

STV Jobs

Best national recruitment agency

Spencer Ogden

Best small recruitment agency website

Dylan

Best major employer website

Army Jobs

Best small employer website

Innocent Drinks

Best online recruitment by a consumer publication

Guardian Jobs

Best online recruitment by a trade publication

Times Educational Supplement

Best employer advice website

CareerPlayer.com

Best newcomer to online recruitment

G4S

Best innovation to online recruitment

G4S

 
Qandidate Launches Unique New LogIn Facility With New Release

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting Qandidate.com Logo

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system.
Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 3,000 customer installations.


Qandidate.com will post a regular series of content about recruitment, technology, social media and company management.


Rotterdam, April 8 2014
Qandidate.com,
the European provider of free recruitment software (Applicant tracking system) is pleased to announce it has launched a new release of its free recruitment software Qandidate.com. This new release will bring a whole new login facility to its users. The new login facility, named Qprofile.me, is a stepping-stone for more projects and enhancements scheduled for this year.

Remy Verhoeven“We were really pleased to announce this new release of Qandidate.com”, CEO and co-founder of Qandidate.com, Remy Verhoeven said enthusiastically, “As we are always looking for new ways to improve Qandidate.com, this upgrade was a necessity that will further optimize the user experience of our customers and adds an important building block to our free recruitment software”.

At the surface, a new login facility may not sound really exciting for a free recruitment system, but the Qandidate.com team worked hard and considers this as a true milestone, as this is the beginning of an additional stream of new features and enhancements for its customers.

With this new login facility, the team at Qandidate.com will be able to offer additional features and services over time and to create a smoother user experience. New features for 2014 may include the ability to login with your social profiles (Twitter, Facebook, LinkedIn) and the introduction of new additional recruitment apps.

“We love to listen to our customers and value their opinion very much” Verhoeven says, “Customers continuously give us their ideas for enhancements of our free applicant tracking system, and we take all their ideas into consideration when working towards a new system update”, Verhoeven concluded.

Additional new features in this Qprofile.me release include:

Multiple company accounts: Especially interesting for agency recruiters: Users can now manage multiple company accounts with one single user account.

Multi-lingual configuration: Especially designed for international recruiters: New configuration options offer the possibility to define the language preferences on job level.

 

 
Choosing the Best Recruitment Technology for the Job

Recruiter Hangout

#RecHangout
Join the Recruiter Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel.

Watch the show live every other Wednesday; join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments on to the guests during the broadcas and you might even get a mention on air.

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts and writing up the post event thoughts and conclusions on her blog.

You can watch the live stream (and the subsequent recorded version) here, via Google+ (learn how to join and particpate here), YouTube and the Colleague Software event site.

We look forward to your particpation.


On the 12th February at 1:30pm GMT, recruitment technology and social media strategy expert, Lisa Jones, Director of Barclay Jones, will be joining us to discuss the topic of 'Choosing the best recruitment technology for the job (and the problem between the keyvboard and the chair).' Barclay Jones deliver strategy, consultancy, training and project management for web, technology and social media to recruitment businesses.
A few myths and misconceptions that Lisa will address include::

  1. Expectations of the different parts of the business vary wildly
  2. The assumption that recrutment software is a Set it and Forget It "thing' and that the project ends the day it goes live
  3. There is no tangible recruitment technology strategy that a CIO would be proud of
  4. Get the software/hardware working - and assume humans will take to it really easily
  5. Cloud based services are scary (and insecure) while Server based tech really rocks
  6. Systems should drive business processes
  7. Systems are for the recruiers - not managers/owners/directors
  8. Software is delivered TO the business, not By the business

 


 
Qandidate Celebrates Milestone Anniversary

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting Qandidate.com Logo

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system.
Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 3,000 customer installations.


Qandidate.com will post a regular series of content about recruitment, technology, social media and company management.


Rotterdam, 13th February, Qandidate.com, the European provider of free recruitment software, celebrates its very first anniversary. Today, exactly one year ago, the team released its public beta release and a lot has happened since then.

Remy Verhoeven“It’s been a blast”, stated Remy Verhoeven, CEO and co-founder of Qandidate.com. “Thinking about this period last year, I really couldn’t imagine how positive the market would respond to our concept of free recruitment software. The response on the launch was overwhelming”, Verhoeven continued. “In the first few weeks after the launch, we were still busy queuing customers to get access to our service.”

Today more than 3,000 companies have signed-up for our free recruitment software. On average we welcome between 80 and 100 new companies a week and our customers have processed more than 110,000 candidates so far.

“Although our free recruitment system is currently only available in English and Dutch - with more languages to come over time - we see a wide variety of companies from all over the world within our customer base”, Verhoeven added. “From the Ethiopian Agricultural Transformation Agency to high-end retail brands in the UK and the Netherlands.”

The team released a number of new versions of Qandidate.com over the last 12 months. A media web shop - which empowers users to set-up and launch their own external recruitment campaign, additional vacancy reporting capabilities and an in-system support service, are examples of some of the major enhancements. “We are expecting to ship another new release shortly,” Verhoeven says. “With the upcoming release we will bring our customers a far more flexible login facility. After this release we will build a recruitment reporting and analytics dashboard, alongside some other enhancements which are nominated by our customers.”

ralph braskerBesides the growth of Qandidate.com’s customer base and free recruitment functionality, a lot has happened for the company as well. We received a number of nominations and even ended up in the semi-final of the Accenture Innovation Awards. We hired Ralph Brasker as our marketing guy and completed our board of advisors with Michiel Muller, Simon Guild, Quintin Schevernels and Marc Duijndam.

 

“I’m really proud of what we have achieved over the last 12 months, especially when you consider it has all been done with a small, but talented and highly motivated group of people, and without the big budgets other ATS vendors have”, says Verhoeven. “Customers signup for our free recruitment software because they are looking for an alternative to the complex and over-expensive systems out there. But it’s the intuitive and fresh way we design our software, which in the end makes our customers love our free recruitment software. We’re looking forward to another year full of excitement and fun.”

 

 
Future of Talent, Technology & Social Recruiting Summit

The Future of Talent, Technology & Social Recruiting Summit, otherwise known as #SRTECH13, kicks off at 09:00 today in TheJobPost LogoLondon. This is the keynote event of the nationwide series hosted by TheJobPost, developers of the innovative Crowdsourcing recruitment platform which brings together direct hirers and agencies in a unique sharing environment, where the hiring companies are saving on average 20% on agency costs.

Highlights of the morning session include understanding the latest technologies and recruiting solutions available, current trends in recruitment, how to use social networks to maximum effect and hearing why corporate recruiters are harnessing the power of innovative channels to access talent.

Speakers include Work4Labs, Randstad, TheJobPost, Glassdoor, Nokia, LinkedIn, Broadbean, Havas People, Kelly Services, Cut-e and Sonru who present a wealth of opportunities, products and solutions to Talent Acquisition leaders looking to hire top talent for their organisations.

The questions for our delegates is: Do you know how to get the most out of your networks and channels to access the best talent for your company?

Keynote topics include:

  • HOW TO SUCCESSFULLY BUILD AND MAINTAIN AN EMPLOYER BRAND
  • THE IMPORTANCE OF A POSITIVE CANDIDATE EXPERIENCE
  • AUTOMATED VIDEO INTERVIEWING CHANGING THE FACE OF RECRUITMENT
  • SOURCING TALENT IN A BORDERLESS WORLD
  • HOW DO YOU REALLY GET MORE VALUE FROM YOUR DATA
  • UNDERSTANDING HOW TALENT MAKE DECISIONS
  • EASY STEPS FOR FACEBOOKS RECRUITING SUCCESS
  • ATTRACTING AND SELECTING THE BEST GRADUATE TALENT
  • INTEGRATED & SIMPLE: PSYCHOMETRIC SKILLS
  • INTEGRATING RECRUITMENT TECHNOLOGY FOR MAXIMUM EFFICIENCY

Follow the action on the Twitter hashtag: #SRTECH13

 

 

 
Recruitment Technology & Leadership Event

theJobPost logo

UKRecruiter Logo

 

UK Recruiter and TheJobPost are continuing their collaboration with the leading event for UK Managers, Directors and technology decision makers within recruitment consultancies, RPOs and suppliers to the industry with #TechRec13 on 26 September.

This event is comprised of a conference style event in the morning followed by a technology showcase event in the afternoon.

As the event is just around the corner. now is your last call to register.

 You can book complimentary tickets for the learning event in the morning here and for the afternoon workshops and speed demo sessions here.

Highlights include:
• Keynote on how to build a successful recruitment consultancy to exit
• Product demonstrations, on your terms, from over 20 leading recruitment industry suppliers
• Debate on the future of technology from the RECs new RecTecHub
• Learning session forf using LinkedIn to maximum recruitment effect
• Eight workshops covering topics such as the power of recruitment crowdsourcing and successfully using video interviewing
• If you want to know more about how the day works you can read the UK Recruiter blog post here: http://wp.me/p2uizh-4R6.

The event offers everything you need to improve your business and make informed technology decisions quickly and efficiently.

You can read UKRecruiter founder and event host Louise Triance's post about the event here.

To follow the happenings on the day (and the conversations from previous events in the series), follow the Twitter Hashtag: #TechRec13

 
Thought Leader Conversation with Remy Verhoeven

RCEuroThought Leader Conversation

RCEuro is continuing its series of conversations with Recruitment Thought Leaders. This series is comprised of 15 minute video (or sometimes audio only) conversations between RCEuro founder Alan Whitford and the interview subject. We have a few 'in the can', with more scheduled.

Today we are speaking with Remy Verhoeven, co-founcer of Vonq and Candidate.com. We cover his background, his passion to deliver measurable results from recruitment channels and his vision for the future of online recruitment.

 

Qandidate.com – designed for happy recruiting Qandidate.com Logo

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system.
Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 2,000 customer installations.



 

 

 
We're All Technologists Now

Introduction

Mervyn DinnenThe author of this article, Mervyn Dinnen, is a well know and well respected commentator and participant in the world of HR, Recruitment, technology and social media. He will be attending HRTECH 2013 in Amsterdam 24-25 October; blogging, Tweeting and reporting on behalf of RCEURO as well as for his own iconic blog, T Recs. You can follow Mervyn's take on twitter - @MervynDinnen, @RCEURO as well as regularly checking out the blog section here. Enjoy his article about the US HR Technology Conference from earlier this month.


We're All Technologists Now

The final keynote at the recent HR Technology Conference in Las Vegas was from Jason Averbook, who delivered an overview of HR technology – where we were, where we are now and where we should be going.

His rallying call was that we need re-imagination – we’re getting bright shiny new technology but we’re doing old school things with it. To emphasise this point he ran through 5 generations of technological development, the 4 different eras of what we’ve called HR, and concluded that despite all that change we’re still basically doing what we’ve always done.

Jason AverbookHe also had news for the HR professionals who think that technology isn’t for them – We’re all technologists!Do you call IT when you want to search Google?” he asked. “Who keeps their smartphone nearby when they go to bed at night?” got a clear majority show of hands.

Another show of hands revealed that only 5 people in an audience of many hundreds were from the payroll function, yet payroll is usually the first HR process that we get technology for. A couple of comments on the twitter channel questioned whether this was because the process didn’t innovate – but I’m not sure that’s true.

When I first started work I got paid cash on a weekly basis, then by cheque on a monthly basis, and more recently by direct transfer. I used to be given payslips with my cash/cheque but now I have to log in to a system to find them. And because I don’t do it regularly I invariably have to reset passwords – coming up with a new one each time! Payroll evolves much the same as any other process, yet where were the specialists at this show?

Jason also touched on the irregularity with which people interact with their internal technology. He asked when we last got married, had a child or moved house, as these are three key events when we will interact with the HR technology at work. Clearly for most people these events happen very rarely – maybe every few years – giving them little reason to interact with that technology, yet most HR professionals will complain that employees aren’t using the tech. Again you need it to do different things if you want more interaction.

The importance of measuring for now was another key point. Performance reviews, engagement, development are all measured and reviewed historically, yet employees are more interested in what’s currently happening. The technology for real time measurement is available so why not use it for now as opposed to what’s already gone.

Some other points that Jason covered:

  • People come to work and expect to get connected, most people keep their phone within 3 feet at all times of the day and night, yet we often deny them that connectivity.
  • If you go to a website that sucks, you don’t stay on it for too long. But do you ever go back to see if it’s better? Probably not, this is why businesses need to get their tech right.
  • For possibly the first time consumers now have better technology than businesses do. Expectations are raised.
  • The Cloud doesn’t change cultures – it’s just a delivery mechanism.
  • Give them real time access to social channels – or they’ll post on Glassdoor!
  • “HR sucks at simple”. Contentious, but it got a reaction.

The closing call was ‘If interaction is not embedded in the process then it won’t get done’ with a plea to‘think simple’.

Jason is a good speaker who puts his points across with energy and simplicity, and I'm looking forward to hearing him speak again at the HR Technology Conference in Amsterdam. From this presentation I took away a clear message that too many HR professionals see technology as something that isn’t really their thing, but a box that needs to be ticked. Clearly everyone in the room used technology constantly in their personal lives and there shouldn’t be a disconnect when it comes to embedding it in the workplace.

My view is that the things we look for in the technology we use in our personal lives – ease, relevance, convenience, enhanced experience – should also apply to the technology we use in our working lives. Technology should not be a barrier to getting work done but should be an enabler to getting a better job done. As Jessica Merrell tweeted ‘innovation & technology change isn’t just the vendor’s responsibility – amen!’

Laurie Ruettiman’s blog on the automation of HR is worth a read – ‘you might want to think about understanding the technology that’s about to upset your apple cart. If you know your enemy, you can destroy it’

After all, it’s never really the computer that says no….

 
 
Qandidate com Crosses the 2,000 Customer Milestone

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting Qandidate.com Logo

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system.
Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 2,000 customer installations.


Qandidate.com will post a regular series of content about recruitment, technology, social media and company management


 

New milestone underlines the need for innovation in the recruitment market

Rotterdam, 22 October 2013, Qandidate.com, the provider of free recruitment software, is pleased to announce they have reached the 2,000 customer milestone within a little more than 7 months after the initial launch earlier this year.

Remy Verhoeven“It’s a momentous day here at Qandidate.com. Our dashboards are showing growth numbers, month after month and since the launch we have released several new versions of Qandidate.com and introduced new customer engagement programs,” explains Remy Verhoeven, CEO en Co-founder of Qandidate.com. “These new numbers are the result of hard work, with a small and dedicated team in a market which has always been dominated by enterprise software vendors, lacking innovation.”

Qandidate.com is dedicated designed to the needs of SMB’s and offers an alternative to Outlook and Excel. The SMB market has still the lowest adoption numbers for professional recruitment software, but is responsible for the majority of jobs. “We appreciate it’s a big step for customers to move from Outlook and Excel to professional recruitment tools, but once customers understand the limitation of their current way of working we offer a free recruitment system, designed to their needs and requirements”.

Designed with the support of recruiters, Qandidate.com gives companies a refreshingly easy to use free recruitment system, just as intuitive as social media tools as Facebook and LinkedIn. “We’re actively listening to our customers and users for input, so we can continue to build and deliver the most enjoyable and easy to use recruitment platform for SMB’s,” says Verhoeven.

The new customer and user numbers strengthen Qandidate.com’s position as the provider with the highest accelerated growth in the recruitment space. Qandidate.com was initially launched in the UK and Netherlands, but the team is welcoming new customers from all over the globe. For next year the team is planning to add additional languages to support this growing global customer base.

For more information, Contact This e-mail address is being protected from spam bots, you need JavaScript enabled to view it Director Marketing

 


 

 
What and how does modern technology aid recruitment

UKRecruiter LogoOn the 26th September UKRecruiter and TheJobPost will be co-hosting the 'Recruitment Technology and Leadership Event / Showcase' (tickets are free here). This unique event has been designed to give recruitment professionals an insight into a range of technology offerings. This year there will also be a variety of ‘learning sessions’, talks and discussions - in addition to speed demos and networking time in the afternoon session

TheJobPost logoThis event is perfect for those looking at new technologies, reviewing vendors, or simply carrying out preliminary research - and will offer some insightful talks by recruitment leaders on implementing, using and choosing the right technology for your business.

Louis Welcomme, marketeer extraordinaire of Colleague Software and UKRecruiter founder and Colleague Software Logoindustry doyen Louise Triance kick started the event early with the ‘Recruitment Technology Showcase Google+ Hangout' (a webinar show of sorts), discussing 'When and how does modern technology aid the recruitment process?' This live discussion show was broadcast via Google+ on Air on September 11th at 4pm BST and featured a variety of guests - including strategists, technologists, IT managers and recruiters.


The Host: Alan Whitford - Recruitment Strategist from Abtech Partnership (and chairman of the event)
Guests included:
Louise Triance from UKRecruiter
Louis Welcomme from Colleague Software
Will Hamilton - Director of LaunchPad Recruits
Peter Thompson - Head of IT for PSD Group
Mark Stephens - Founder of the F10 Group
Stephen Blackmore - Head of Sales, Daxtra Technologies

Enjoy the recording of the show. We hope to see you all there on the 26th at One Great George Street in London.

 

 

 

 

 

 
Qandidate New Release Inspired By The Customer Community

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting Qandidate.com Logo

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system.
Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 1,250 customer installations.


Qandidate.com will post a regular series of content about recruitment, technology, social media and company management.



New release for Qandidate.com’s free recruitment software inspired by ideas from Qandidate.com’s customer community
qandidate.com community
Rotterdam, 16 July 2013 – Qandidate.com has announced today that it has shipped another new release of Qandidate.com to its customers. This new major release has been inspired and driven by the ideas and thoughts of the customers, posted over the last couple of months in the Qandidate.com Community Portal.

“This summer would of course not be complete without a new exciting release of Qandidate.com”, stated Remy Verhoeven, Partner at Qandidate.com. “We continuously deploy new features and enhancements which should make the recruitment process more effortless, user-friendly and above all refreshingly easy. Today’s release is definitely an exciting one”.

remy verhoeven“We are close to 1250 companies who have signed up for Qandidate.com since the introduction in the UK and The Netherlands in February”, continuous Verhoeven. “We see that our customers are getting more active on our community portal. They collaborate and are sharing new ideas; this helps us defining our focus for the development of new valuable features”.

With today’s new release it's now possible for customers to select and activate Personal Support Service directly from Qandidate.com. All users have standard access to Qandidate.com’s free customer community, but especially for those customers looking for dedicated support, Qandidate.com now offers a Personal Support Service. Personal Support is new paid service, provided by Indicia, the leading company in HR technology implementation and support services.

Additionally this new release includes several enhancements throughout the whole system to improve the user experience of Qandidate.com’s free recruitment software. Enhancements include the addition of iconography, improved matching capabilities, enhanced vacancy publication and much more.

“We are really pleased with the initial feedback from our customers on this new release”, continues Verhoeven. “Next week we will deploy our second release for this summer and after that we have a couple of other cool new ideas and features in development. This will definitely be a hot and exciting summer.”

Companies who want to know more about Qandidate.com’s free recruitment software are welcomed to join one of the introduction webinars this summer. For more information about the webinar series and the summer classes for existing customers, please visit the Qandidate.com website.

 

 
 
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