|Lessons Learned With A GenY Development Team|
RCEURO FEATURED CONTENT
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.
Quandidate.com will post a regular series of content about recruitment, technology, social media and company management. Today's feature is a thought provoking look at working with a GenY development team by Ralph Brasker, the Director of Marketing.
Lessons I learned At Qandidate.com The Last Two Days
This week I moved my desk to the other side of the office to sit with our development team. Within my Marketing responsibilities at Qandidate.com I work closely with the development team, when it comes to product design and scope, so I decided to move my desk from one side of the office to the other, to sit in the development area.
When I say development team (or SCRUM team), think about a bunch of bright people, almost all of them are Gen Y. They are eager, smart, fun and really knowledgeable in the area they are responsible for. I know, talking stereotypes here, but it's a typical example of a young generation who want to spend their time at a growing and vibrant tech start-up to make some fun and build cool stuff. You’ll get the picture.
So imagine a marketeer surrounded by a bunch of bright Gen Y developers. In the 2 days I’m sitting here now, I learned a couple of things:
So, if this is the next generation of techies…what is your recruitment action plan to engage with this generation?
Ralph is responsible for marketing at Qandidate.com. He has worked his whole career at IT consultancy and software companies of which the last 6 years in the global recruitment space. He will share once in a while his view on life at Qandidate.com , marketing and recruitment. Follow him on Twitter or connect with him on LinkedIn.
|TheJobPost Seminar Road Show Hits London 16 May|
TheJobPost is hosting the London leg of its techology and recruitment roadshows on 16 May, chaired by the Operations Director of the Direct Employers Association Europe, Alan Whitford.
|Qandidate Gives Customers Direct Access To Online Recruitment Campaign Web Shop|
Qandidate.com, the new and free online recruitment system, today announced another major milestone in its short company history. A new version of Qandidate.com has been released to the market, providing customers tools to create and define their own online recruitment campaigns directly from Qandidate.com
|Lessons Learned With A GenY Development TeamFriday, 17 May 2013 | Ralph BraskerRCEURO FEATURED CONTENT
Qandidate.com is the new and free recruitment system for those...|
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|TheJobPost Seminar Road Show Hits London 16 MayThursday, 16 May 2013 | Alan WhitfordTheJobPost is hosting the London leg of its techology and recruitment roadshows on 16 May, chaired...|
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|2013 Recruiter Awards winners announcedThursday, 02 May 2013 | Alan WhitfordThe best and brightest in recruitment were recognised on 1 May at the 2013 Recruiter Awards for...|
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|2013 Global Recruiter Industry Awards Finalists AnnouncedWednesday, 01 May 2013 | Alan WhitfordThe judges for the 2013 Global Recruiter Industry Awards have drawn up their shortlists for this...|
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|Professional Passport Publishes The First Compliance Benchmark Standard for Umbrella ProvidersThursday, 25 April 2013 | Alan Whitford
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|Qandidate Gives Customers Direct Access To Online Recruitment Campaign Web Shop Thursday, 25 April 2013 | Alan Whitford
Rotterdam (NL) , 25 April 2013
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|Communities and Engagement Keys to London 2012 Recruitment SuccessFriday, 19 April 2013 | Peter WardThe London 2012 Olympic and Paralympic Games was an outstanding success and is widely recognised as...|
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|TheJobPost Future of Talent, Technology and Social Recruiting Series Takes To The RoadWednesday, 17 April 2013 | Alan WhitfordTheJobPost is taking its highly successful recruitment seminar series on the road, visiting...|
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|TIRA Recruiter TV -- Back to work bulletinTuesday, 09 April 2013 | Alan Whitford
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|The RI RPO Conference Monday, 25 March 2013 | Teri EtheringtonOn Tuesday 16th April 2013 in central London Recruitment International hosted its RPO...|
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|Travis Perkins Group Joins The Direct Employers AssociationWednesday, 20 March 2013 | Alan WhitfordThe Travis Perkins Group is the latest organisation to join The Direct Employers Association (DEA),...|
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|DEA Chairman Particpates at CRSS 2013Tuesday, 19 March 2013 | Alan Whitford
Direct Employers Association Executive Committee Chairman Colin Minto
Participates in CERN...|
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|Direct Employers To Meet With BISWednesday, 13 March 2013 | Alan WhitfordDiscussion covers the consultation process for reforming the regulatory framework for employment...|
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|13 Surprising Benefits That Social Recruiting Will Bring To Your OrganizationThursday, 07 March 2013 | Alan WhitfordIf you are interested in measuring the benefits of social recruitment, check out the whitepaper...|
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|Direct Employers Association Sets Roundtable Meeting With HMRCFriday, 01 March 2013 | Alan WhitfordThe Direct Employers Association (DEA), the first UK based Trade Body specifically created for...|
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|SMART Resourcing 2013Thursday, 28 February 2013 | Alan Whitford
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|Direct Employers Association Welcomes Colin Minto As Executive Committee ChairmanThursday, 21 February 2013 | Alan Whitford
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|Technology and the Modern Day Recruiter Feb 2013Tuesday, 12 February 2013 | Alan WhitfordAfternoon event hosted by TheJobPost, #Techrec13.
Developed for any Recruitment Director or Owner...|
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| Future of Talent Technology and Social RecruitingTuesday, 12 February 2013 | Alan WhitfordWe are live today at #SRTECH 13, hosted by in London
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|Monster UK Launches New Integrated Media CampaignSunday, 10 February 2013 | Alan WhitfordMONSTER RETURNS TO TV WITH £2.5M AD CAMPAIGN INSPIRING JOBSEEKERS TO ‘FIND...|
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|ERP Vendors in Online Recrutment 10 Years OnSaturday, 09 February 2013 | Alan WhitfordIn September 2002, Jeremy Ovenden, the Founder and Managing Director of online recruitment...|
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|Online Recruitment 2013 ConferenceThursday, 31 January 2013 | Alan WhitfordWe are live today at the annual Enhance Media conference. Online Recruitment 2013, The Year Ahead...|
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|SMART Conference by CrexiaTuesday, 15 January 2013 | Alan WhitfordVic Okezie of Crexia has added to his successful range of conferences for recruitment (he and Alan...|
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|Hiring for Fit The Adaptive UnconsciousThursday, 03 January 2013 | Alan WhitfordIf you are a regular visitor to our site, then you will know about our respect for the straight...|
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|Recruitment Agency Workshop With HMRC AnnouncedMonday, 17 December 2012 | Alan WhitfordHMRC TO MEET RECRUITERS AT THE NO SPIN-JUST THE FACTS WORKSHOP
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|Reena Gupta RCEURO Thought Leader ConversationWednesday, 21 November 2012 | Alan WhitfordReena Gupta is the CEO of TargetRecruit, an integrated CRM and Applicant Tracking System built on...|
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|Rec Agencies Impact on Employment Brand Wednesday, 07 November 2012 | Alan WhitfordIt is Louise Triance's end of year #RECNET today in London. RCEURO founder Alan Whitford is...|
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|The Recruitment Conference 2012Monday, 05 November 2012 | Alan Whitford
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|Get Your Recruitment Marketing Brand Messages RightThursday, 01 November 2012 | Alan WhitfordAdam Lewis, Chief Operating Officer of Innovate CV brings a fresh eye to many of the topics that...|
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|50 Fastest growing online jobs for Q3 2012Tuesday, 30 October 2012 | Alan Whitford
Freelancer.co.uk reveals the 50 fastest growing online jobs for Q3 2012
London, 30 October,...|
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|Andy Headworth - SRCONF Paris Speaker SpotlightThursday, 17 November 2011 | Alan WhitfordThe third edition of the the leading Social Recruiting Conference, SRCONF, will be held in Paris on...|
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|Recruiter Magazine Awards for Excellence 2011Tuesday, 10 May 2011 | Alan Whitford
Recruiter Magazine is celebrating outstanding achievements in recruitment over the last 12...|
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|What Job Boards Are MissingThursday, 20 September 2012 | Alan WhitfordThe Job Board Doctor is Jeff Dickey-Chasins (@JobBoardDoctor), a veteran of the job board,...|
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|Studyka, la première plateforme de crowdsourcing dédiée à la collaboration étudiants entreprisesFriday, 04 March 2011 | Alan WhitfordQu’est-ce que Studyka ?
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|SRCONF 2011 Dual TweetUps AnnouncedThursday, 23 June 2011 | Alan Whitford
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|NORA 2010 FINALISTS ANNOUNCEDTuesday, 28 September 2010 | Alan Whitford
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|SRCONF 2012 SRCHAT AND POST EVENT CELEBRATIONWednesday, 27 June 2012 | Alan Whitford
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|RECRUITMENT THOUGHT LEADER CONVERSATION - ROISIN CORRIGANMonday, 20 December 2010 | Alan WhitfordRCEuro is continuing its series of conversations with Recruitment Thought Leaders. This...|
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|Roisin Corrigan - RCEURO Thought Leader ConversationTuesday, 10 May 2011 | Alan WhitfordRCEuro is continuing its series of conversations with Recruitment Thought Leaders. This...|
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|Paul Maxin SRCONF Speaker InterviewFriday, 03 June 2011 | Alan Whitford
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|Travis Perkins Group Joins The Direct Employers Association|
The 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.
|Overview of Recruiting in Germany|
Would you like to know the answer to some of these questions about Germany?
Have 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.
|Online Recruitment Conference 2011: The Year Ahead|
|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.
Paul Martin – Optamor (formerly AMR)
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
|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) 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.”
Colin 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’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 article 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.
The 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.
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.
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.
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.
|HAPPY NEW YEAR 2012 FROM RCEURO|
|The iCandidate - Are Your Candidates Becoming Digital Junkies|
Consumer and Candidate behaviour is shifting rapidly as more people use digital devices and platforms intensively.
Analysis 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 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.
Smartphone 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.
|50 Fastest growing online jobs for Q3 2012|
London, 30 October, 2012:
|Recruitment Agency Workshop With HMRC Announced|
HMRC TO MEET RECRUITERS AT THE NO SPIN-JUST THE FACTS WORKSHOP
The event is hosted by Professional Passport, an independent professional membership organisation working with all sectors of the flexible workers market:
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.
|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 employers. 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.
|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.
The 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 a 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|
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".
|Talent Management Does Not Belong To HR|
Regular visitors to our site will recognise our long time friend and sometimes guest writer, Richard Maddocks of Communicum in the Netherlands. The company delivers a unique methodology for business improvement and training for individuals and teams of knowledge based employees that helps solve some of the key staff issues facing any company:
Every Management and HR (online) magazine I have received during the last 12 months contains at least one article related to Talent Management: the importance of identifying people´s real talents, developing it, finding ways to maximising usage, and of course to retain it. It´s extremely encouraging that this has become a “hot topic” because understanding how to do this, and then making it happen, is an essential key to success for all organisations irrespective of their size or industry.
|TruLondon Jobsite Studio Live Interviews|
Jobsite Live Streaming
|What Job Boards Are Missing|
The Job Board Doctor is Jeff Dickey-Chasins (@JobBoardDoctor), a veteran of the job board, publishing, and e-learning industries. We read his blog and other posts regularly - and have often referred to his research and insights regarding not just Job Boards, but recruitment in general. The consulting services he provides will help your job board increase sales, profitability, and customers.
This week, Jeff mused on the elements that job boards shoiuld or could add to be more functional and relevant. He has kindly agreed for us to republish the post here. What do you think?
As noted in previous posts, I’ve been thinking lately about what makes a job board good – or not. Below are a few questions to that effect – and yes, some employment sites have these features, but most do not. Maybe there absent features you’ve wondered about?
I’ll be the first to admit that the above aren’t particularly earth-shattering or new – and that’s the point. These all rely on existing models, tools, techniques, what have you – and you should think about whether any of them make sense for your audience.
|Recruiting For Culture|
Heather Kinzie writes frequently for noted US publication, ERE,net. Heather provides business leaders, HR professionals and management staff practical, relevant, and valuable HR consultation. Heather offers a variety of engaging facilitation services to include workforce planning, strategic planning, team-building, and process analysis and redesign.
Her post today struck a real chord. After a long time, she finally got a client to understand the real value of mapping a company's culture to its recruiting cycle - with tangible resutls. In the article, she highlights the Six Parts of Recruiting For Culture.
Heather states: "Corporate culture can be described as the “norms” shared by employees in an organization that control the way they interact with each other, with other stakeholders and with customers. Corporate cutlure is made up of the following:"
Take some time and read the full article here.
Thanks Heather for a well thought out approach.
|Social Media We Built It And They Did Not Come|
On Wednesday night, #SRCONF co-founder and organiser Vic Okezie of Crexia and Alan Whitford of RCEURO hosted the first of a series of twitter chats to discuss what is happening in Social Media, #SRCHAT. This is part of our build up to Social Recruiting Conference 2012 in London on 28 June. Join us every Wednesday at 20:00 BST/15:00 EST. You can read a review of the night by @TheSourceress, Katherine Robinson here.
It was great to have an old friend and colleague join us at the end from Oz (it was 6am, afterall), Justin Hillier, @Justin_Hillier
On the back of the World Cafe unconference style session last week at the ATC, I wanted to explore the growing conversation that I hear regarding companies building social media pages/accounts/channels, and the concern that now that it is built, surely people will follow/join.
This isn’t the be all and end all but hopefully it gives you some ideas to get moving with. If you have any more ideas or have seen something that works please feel free to add your suggestion below. We can all benefit from those that are being successful, social media is as much about giving as it is taking.
|Hold On To Your Top Talent Using Social Media|
Catherine Gutsell, Digital Marketing Executive at the CK Group , takes a look at the impact of social networks and the benefits they might bring to a business for retaining your top talent.
Social networking sites such as Facebook, Linkedin and Twitter are all the rage – there’s no escaping them, they’re everywhere – even in the workplace, and whether you like it or not, they’re not going away.
The CK Group is passionate about social media and the benefits it can bring to your business. We are strong believers that social media can be an invaluable tool in not only attracting and recruiting staff but also in retaining them. From our experience, when it comes to social media, staff retention is often an area which is overlooked and under utilised. In fact, a survey conducted by Melcrum, found that of 2,600 respondents, only 11% said they had used social media to the benefit of their HR Department (Personnel Today, 2010)
We think HR departments are missing a trick here, so in a bid to gauge the use of social media in HR employee retention schemes, between October 2010 and February 2011, the CK Group surveyed 87 HR professionals and 60 employees. We wanted to find out if and how social media is being integrated into employee retention schemes nationwide.
So let’s start with the basics. We all know that critical to organisational success is keeping your best employees, plain and simple. But in today’s market the harsh reality is that top talent is hard to come by, and holding on to them is definitely not as easy as it used to be.
Why not use every tool available to help ensure this happens? This is where social media can play a starring role in your employee retention strategy. After all, with so many of our employees engaging in social networking during work hours, 81.6% according to our survey, why is it that only an abysmal 10.7% of respondents stated that they use social media as part of their employee retention strategy– surely this is a missed opportunity?
Perhaps you don’t know where to start or you feel overwhelmed by the prospect of venturing into the realms of social networking? Well here are seven practical tips to help you get started.
It is so important that as employers we understand why and how our staff use social media whilst at work. Do not automatically presume they are using it to chat away to friends or to bad-mouth your company. Have you ever considered that they might actually be using it to perform more productively in their jobs? For example, they might be blogging about your products, trying to reach elusive customers or exchanging information with industry experts.
So whatever you do, don’t assume the worst and don’t ban social networking sites all together. By banning every site, you’re ultimately telling your employees that you have no trust in them and nothing will push your employees further away from your organisation than this.
2. Encourage your employees to establish and actively maintain their social networks:
Actively encourage your employees to establish, maintain and build their social networks – you want them to communicate a personal brand that is a reflection of their role within your organisation but also them as an individual.
The key here is to avoid implementing pointless rules:
· Don’t insist that employees have separate personal and professional networking accounts – this is simply impractical.
- Do allow employees to state their job title and company information on their Facebook profiles, after all it is part of their identity and will automatically feel more connected and loyal to their organisation by broadcasting this information.
By giving your staff this freedom, you will directly enhance the pride they take in their work, and thus the loyalty they feel towards the organisation.
3. Communication should come from the top:
Social media and internal blogging is a great way for Executives to communicate their vision and aspirations for the company – sharing their passions will help to motivate and retain your talented employees.
Communicating from the top using social media may also help to erase those hierarchical differences that undoubtedly exist and help to bring everyone to the same level. It will also make employees feel that they are being heard and valued.
Why not try using podcasts or micro blogging platforms such as Yammer to help broadcast communication from the top?
4. Create alumni networks:
The concept of employee alumni networks isn’t a new fad – they’ve been around for donkey’s years and can be an extremely valuable retention resource for your company. After all, just because employees may have left your organisation, it doesn’t necessarily mean they aren’t still loyal.
All too often, it is employees or ex-employees that are driving this effort and not the company, this is a fundamental mistake. If you as a company haven’t already set them up, you’re missing a trick. It’s easy enough to do – just take a look at AstraZeneca’s Alumni Network on Linkedin.
5. Ideas sharing:
It’s a fact that actively involving your staff in decision making will increase your chances of holding onto your top talent.
Using social media is a great way to do this – it will get your staff talking, and most importantly sharing ideas with one another. The information nature of social networking platforms mean that employees may feel more free to openly brainstorm ideas without feeling that they are being watched or scrutinized.
An example of a company that have got this down to a tee is Kraft Foods. In 2009 Kraft decided their company needed a little facelift. As with any company, Kraft were aware that their employees are the people that knew their brand best. Therefore, in a bid to generate ideas, the company implemented an internal social networking tool in order for employees to submit their ideas.
In order to cultivate ideas sharing and ultimately increase your employee retention, you need to stop meticulously controlling your employees use of social media and start concentrating on how you can set up online ideas forums, or maybe start a conversation via Twitter.
6. Give your employees the freedom to express their creativity:
Encouraging creativity is key to employee retention. It sounds obvious, but your employees really need to enjoy their jobs in order for them to stay loyal to your organisation. So stifling creativity in the workplace is a big no no.
A great way to get those creative juices flowing and really create a buzz in the workplace is to use Youtube.
A great example of this in action is the Deloitte Film Festival. The organisers asked employees to create short videos in response to the question, ‘What’s your Deloitte?’ Employees were allowed to work in teams of 1 to 7 people to make videos reflecting their experiences of working for Deliotte. An impressive 400 submissions were received with 2,000 people taking part. The channel has had over 400,000 views and 33% of staff reported they felt more loyalty to the company as a result. So why not give it a go?
7. Give your company culture some oomph!
You can use social media to do this. A great illustration of this is the clothing retailer Zappos’ innovative use of Twitter. 300 of their employees are active users of Twitter, and the company are passionate that it helps employees get to know each other in a different way than they would within the workplace, therefore creating a more positive friendly culture. After all, friendship and camaraderie between employees is one thing that will definitely keep them sticking around for longer. They even hold Twitter classes to help their employees get started.
Whichever way you look at it, social media is revolutionising the ways in which businesses are run and how we communicate. So like it or lump it, we all need to learn to love it. Fact. Using social media to retain your best talent may seem like an uphill struggle – but, as with any other tool, when it comes to social media – you really do get out what you put in.
|SMART Resourcing 2013|
Recruiter Magaine’s latest ‘Smart Resourcing’ knowledge sharing event is taking place on 28 February 2013 at The Kings Fund, London. Looking beyond current dominant practices to explore emerging recruitment and talent acquisition methods, Recruiter’s ‘Smart Resourcing’ aims to take Recruitment Leaders Two Steps Beyond the expected - sharing innovative and powerful strategies guaranteed to propel your organisation to greater success.
|Direct Employers Association Sets Roundtable Meeting With HMRC|
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, are to meet with the HMRC to discuss legislation relating to temporary workers and the recruitment sector from a tax perspective.
|Communities and Engagement Keys to London 2012 Recruitment Success|
The London 2012 Olympic and Paralympic Games was an outstanding success and is widely recognised as a model of exceptional employee engagement and customer service. The Games were also the UK’s biggest peacetime recruitment project ever.
How do you recruit, motivate and retain a large project workforce when they all know from day one that their jobs will cease to exist the moment the project is finished?
|Mrs Claus and Her Seasonal Hiring Challenges|
We continue with our Annual look at seasonal hiring challenges. Enjoy the Holidays.
Recruiting Temporary Staff to Work in Unforgiving Conditions and a Remote Locality
As we come up to Christmas 2012, 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?
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.
All of us at RCEURO wish you a happy and peaceful holiday season.
|TheJobPost Future of Talent, Technology and Social Recruiting Series Takes To The Road|
TheJobPost is taking its highly successful recruitment seminar series on the road, visiting Birmingham, Bristol and Manchester in a one week tour. These events are ideal for HR or Corporate recruiting professionals having to satisfy their company recruitment needs to access the best talent in the market, review their supply chain, understand new technology and manage their time most effectively with new tools.
|Direct Employers Association Welcomes Colin Minto As Executive Committee Chairman|
|Future of Talent Technology and Social Recruiting|
This is a 'must come to event' for any HR or Corporate recruiting professional having to satisfy their company recruitment needs to access the best talent in the market, review their supply chain, understand new technology and manage their time most effectively.
Livestreaming is sponsored by Sonru
|Technology and the Modern Day Recruiter Feb 2013|
Afternoon event hosted by TheJobPost, #Techrec13.
Developed for any Recruitment Director or Owner having to satisfy their consultancy needs to access the best clients and candidates in the market.
The Live Stream is sponsored by Sonru
|SMART Conference by Crexia|
Vic Okezie of Crexia has added to his successful range of conferences for recruitment (he and Alan Whitford of RCEURO launched the highly successful SRCONF series) with the introduction of SMART, the Social, Mobile and Recruitment Technology Summit in London on 17 January. SMART will showcase the next generation of Recruitment Technology solutions, including Social Recruiting platforms, Mobile Recruiting tools and more. HR Professionals will be there to see demos of the smartest recruitment platforms in the industry and will benefit from insights from HR/Recruitment bloggers and the industry press.
A few tickets remain for this can't miss event. Register here.
Social Recruiting Platforms
Mobile Recruiting Technology
Big Data Recruiting Tools
Network with Smart HR Leaders
08.00 – 09.50 Delegates Networking, Refreshments & Exhibition
09.50 – 10.00 Welcome and Introduction by Conference Moderator
10.00 – 10.40 Recruiting Cloud: The Next Generation of Social Recruiting (Keynote)
10.40 – 11.10 Global Resourcing Strategy - Case Study of Social Employer Branding
11.10 – 11.40 Delegates Networking, Refreshments & Exhibition
11.40 – 12.00 LinkedIn Mobile Platform and the Future of Professional Networking
12.00 – 14.00 Delegates Networking, Refreshments & Exhibition
14.00 – 14.40 SeeMore - Bringing Big Data into Recruitment and Sourcing (Keynote)
14.40 – 15.10 Mobilize your ATS: Options for Mobile Job Applications using your ATS
15.10 – 15.30 Recruitment Crowdsourcing Technology - Winning the War of Talent
15.30 – 17.00 Delegates Networking, Refreshments & Exhibition
|Hiring for Fit The Adaptive Unconscious|
If you are a regular visitor to our site, then you will know about our respect for the straight talking and clear thinking thought leader Laurie Ruettimann (she wlll most likely hate that I use this term). With over a decade of Human Resources experience in Fortune 500 organisations as an employee and industry leading consultant, Laurie is an influential speaker, writer and social media expert. I have had the pleasure of debating many issues with her at a number of the TruLondon events as well as online. Her column, The Cynical Girl, is a must read for me every day.
This week Laurie opens up the can of worms about hiring for 'fit' and 'culture' and how our unconscious may actually be influencing hiring behaviours. With her kind permission, we publish the article on the Adaptive Unconscious here. Read, think and comment.
Hiring for Fit: The Adaptive Unconscious
Lots of trendy management advice out there about hiring for “fit” and “culture.”
I hate it. You know this.
I have said it before and I will say it again: There is no reliable or valid study out there that shows a correlation between a company’s performance and hiring for fit and culture. But here’s what we do know: Big data can show us how hiring for fit and culture translates into racism, sexism, ableism and ageism.
Here’s a story.
I just read a book called Strangers to Ourselves: Discovering the Adaptive Unconscious.(Ed. note: U.S. Amazon link - see below for the UK link) I learned that much of what we think we know about ourselves and our behaviors isn’t really true. There’s a part of our brain called the adaptive unconscious that governs a ton of automated processes — breathing, digesting food, blinking, balance — but it also processes 11,000,0000 pieces of data each second and tells us what’s important, relevant and meaningful.
You know how you can go to a cocktail party and stand there, hold a drink, tune in/out of conversations and somehow snap to attention when someone across the room mentions your name? The body is a huge data processing machine and your adaptive unconscious is scanning everything. It helps to sort out what’s relevant and what isn’t important. You don’t even have to think about it.
Dr. Timothy D. Wilson described the adaptive unconscious as a large ‘spin doctor’. Our mind interprets information outside of our awareness. Then our unconscious mind renders a conclusion and pushes it into our consciousness before we even have time to think about it. And the faster we need to process the information, the more error-prone it becomes.
Ask yourself — How do you know when a situation is dangerous? How do you look at someone and get a funny feeling? Why do you feel a spidey-sense when a stranger walks in a room?
That’s a small part of the adaptive unconscious in motion.
So what does this mean for the hiring process? Well, good companies use reliable and valid hiring criteria to judge candidates. They judge people based on competencies.
But what if you’re a normal hiring manager without a robust recruiting process — but with good intentions — and you have to decide between two equal candidates based on fit?
Well, you need to be careful. A hiring decision on fit is probably coming from your adaptive unconscious, and sometimes those decisions could be influenced by primal instincts that you don’t understand.
And the bias doesn’t have to be illegal. Even though it makes no sense and you would deny it, you might rule out hiring candidates from Michigan State because you went to Penn State.
Don’t look at me — or some book on the adaptive unconscious — to disprove the reliability of hiring for fit. Use your payroll system, CRM, ATS, and performance management platforms to check the data and measure it against your hiring philosophy.
I love it when big data meets the adaptive unconscious. And I wonder — what story about your organization’s unconscious behavior is told when technology become a ‘nonsconscious translator’ and audits your hiring process?
Go find out. That’s a really good use of your time in Human Resources. And go read this book! (Amazon UK link)
|2013 Global Recruiter Industry Awards Finalists Announced|
The judges for the 2013 Global Recruiter 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.
|2013 Recruiter Awards winners announced|
The 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.
|TMP Acquires Advertsising and E-Solutions Resourcing Arm of Tribal Resourcing|
TMP (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.
|The Recruitment Conference 2012|
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....
|NORA Awards 2012 Awards Night|
|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.
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
|Recruiter Magazine Awards for Excellence 2011|
Some of the highlights:
Best Candidate Experience
|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
Best Generalist Job Board
|The State of UK PolitYcs|
GenY - we have written about the potential impact of this generation on the 'state of work', ways and means of attracting GenY to your company, how do you handle the different generations with the workplace and whether there is even one GenY profile. What would have more impact on the state of work than the leadership of the UK over the next 5 years? Isn't this where GenY may make the most impact?
Christoper Lomas of Naked Generations shared with us their blog and slides about the potential impact of GenY on the UK election.
The State of UK PolitYcs
Debates, Bigot-gate, Clegg-mania, and ‘last week I met…’ are some of the exciting, embarrassing and hilarious anecdotes of the 2010 general election, which has taken the UK by storm. Not since the 1997 election has the public been so engaged in British politics, so anxious to find out who will be the next leader of our country.
In particular, this is the first election in which Generation Y has taken a real interest. In 2001, the first election in which many Gen Ys could vote, 46% took to the polls. But in 2005, this dropped to 37%. Youth voter apathy was at its highest for decades.
|Matthew Jeffery Scoops Recruitment Personality of the Year Award|
The Recruiter Awards for Excellence 2010, sponsored by Innovate CV, were held at the Grosvenor House Hotel, Park Lane on Wednesday 14 April.
|Monster's New Seeker Experience|
|United Biscuits Case Study|
Creating a completely integrated candidate experience:
|Monster UK Launches New Integrated Media Campaign|
MONSTER RETURNS TO TV WITH £2.5M AD CAMPAIGN INSPIRING JOBSEEKERS TO ‘FIND BETTER’
Monster.co.uk is launching a multi-channel advertising campaign encouraging people to ‘Find Better’ in their working life and career.
|Marussia F1 Teams Up With Monster.com|
NEW 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.
The 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|
Adam 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
|Social Recruiting Conference 2012|
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:
|NORA Awards Finalists Announced|
Industry 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.
|NORA Awards Winners Announced|
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.
Best generalist job board
Best specialist/niche job board
Only Marketing Jobs
Best regional job board
Best national recruitment agency
Best small recruitment agency website
Best major employer website
Best small employer website
Best online recruitment by a consumer publication
Best online recruitment by a trade publication
Times Educational Supplement
Best employer advice website
Best newcomer to online recruitment
Best innovation to online recruitment
|Oracle Buys Taleo|
Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud
DUBLIN, CA -- (MARKET WIRE) -- 02/09/12 -- Oracle today announced that it has entered into an agreement to acquire Taleo Corporation(NASDAQ: TLEO), a leading provider of cloud-based talent management for $46.00 per share or approximately $1.9 billion, net of Taleo'scash and debt. Taleo's Talent Management Cloud helps organizations attract, develop, motivate and retain human capital to improve performance and drive growth.
Together, Oracle and Taleo expect to create a comprehensive cloud offering for organizations to manage their Human Resource operations and employee careers. The combination is expected to empower employees and managers to effectively manage careers throughout their entire employment, enable organizations to retain talent and optimize costs, and improve the employee experience through faster on boarding and better collaboration with team members via social media.
The Board of Directors of Taleo has unanimously approved the transaction. The transaction is expected to close mid-year 2012, subject toTaleo stockholder approval, certain regulatory approvals and other customary closing conditions.
"Human capital management has become a strategic initiative for organizations," said Thomas Kurian, Executive Vice President, Oracle Development. "Taleo's industry leading talent management cloud is an important addition to the Oracle Public Cloud."
"Taleo's integrated cloud-based talent management solutions optimize how organizations hire, manage, develop and reward their employees and gives companies the intelligence needed to capitalize on their most critical asset -- their people," said Michael Gregoire, Chairman and CEO, Taleo. "Joining forces with Oracle gives us the opportunity to better serve our customers."
|JobVidi Launches New Social Recruitment Platform|
JobVidi is a social network that empowers professionals across a number of industires to make career decisions on their own terms. James Brookner, CEO of JobVidi stated that "the aim of the product is to make the lives of recruiters more cost and time efficient"
|Reena Gupta RCEURO Thought Leader Conversation|
Reena Gupta is the CEO of TargetRecruit, an integrated CRM and Applicant Tracking System built on the Force.com platform. She is also the founder of Avankia LLC, a Nashville based cloud consulting firm that is at the forefront of today's Software as a Service (SAAS) and Customer Relationship Management (CRM) revolution. Avankia has been featured on the "Inc. 500" list of America's 500 fastest-growing companies, and has been named one of Middle Tennessee's 50 fastest-growing companies.
|Work4Labs Announces New Funding Round and New SME Product Release|
Work4 Labs Debuts Expanded Facebook Recruiting Solution with More Than 17,000 Corporate Customers,
Including Anheuser Busch, Ben and Jerry's, Deloitte, General Motors and SAP
Matrix Partners Leads $11 Million Series A Round of Financing for Explosive Growth
Work4 Labs, the world leader in Facebook recruitment technology, today announced its newly expanded suite of social recruiting products. During its initial phase of development, Work4 Labs has built an impressive customer roster of 17,000 customers, including Anheuser Busch, Ben and Jerry's, Kate Spade, VMWare, and UPS. Based on the success of its enterprise offering and the demand for Facebook recruiting tools from smaller companies, Work4 Labs is releasing a free version of its popular Work For Us product tailored specifically to small-to-midsize businesses (SMBs). In order to scale the business on all fronts, Work4 Labs also disclosed that it received $11 million in Series A funding from Matrix Partners and a group of select industry experts.
As Facebook's top corporate recruiting solution, Work4 Labs enables tens of thousands of companies, including SAP, Gap, General Motors, and L'Oreal, to find qualified candidates worldwide. In its first 18 months of operation, Work4 Labs powered social recruitment programs for one out of every five of the Fortune 500 companies that recruit on Facebook.
"Hiring is an inherently social activity, and today the majority of people conduct their lives through social networks," saidStephane Le Viet, CEO of Work4 Labs. "Our goal is to help companies find and hire the most qualified candidates in the places where these candidates spend the most time, particularly on Facebook. Our technology makes it easy and cost-effective to take advantage of social media to find the right hires, regardless of the company's size or the candidate's experience level."
|Recruitment Technology Showcase Event - May 24th 2012|
Louise Triance, doyen of recruitment knowledge with her UKRecruiter business, is running a networking event in London to help recruitment businesses engage directly with technnology vendors. Technology in recruitment is constantly evolving making it difficult to keep up with offerings which can really add value to your business. This brand technology showcase event has been designed specifically with this issue in mind. Recruitment professionals will gain insight into a range of technology offerings from many very different suppliers.
We are happy to be particpating on the day and look forward to your attedance.
|Future of Talent, Technology & Social Recruiting|
Today sees the next event in TheJopPost series of talent and technology seminars. The morning is set for in-house recruiters, while the afternoon event will be for recruitment agencies. Thanks to Sonru.com the session will be live streamed (see below or visit the link)
|IBM PURCHASES KENEXA|
ARMONK, N.Y. - 27 Aug 2012:
The acquisition bolsters IBM's leadership in helping clients embrace social business capabilities while gaining actionable insights from the enormous streams of information generated from social networks every day.
Kenexa, a leading provider of recruiting and talent management solutions, brings a unique combination of Cloud-based technology and consulting services that integrates both people and processes, providing solutions to engage a smarter, more effective workforce across their most critical business functions.
Kenexa complements IBM's strategy of bringing relevant data and expertise into the hands of business leaders within every functional department, from sales and marketing to product development and human resources. As a result of this synergy, clients will be able to attract and develop the right skills to build the right teams, for the right projects, the first time.
The adoption of social business technology is supporting the growth of big data and the need for analytics in the enterprise. A recent global IBM study revealed that 57 percent of CEOs identified social business as a top priority and more than 73 percent are making significant investments to draw insights into available data.
The survey also reveals that 70 percent cite human capital as the single biggest contributor to sustained economic value. The combined strengths of IBM and Kenexa are key differentiators at a time when organizations of all sizes are looking to increase workforce efficiencies and gain more insight from their business information.
Social media has pervaded the lives of consumers, helping them connect with each other in new ways. However, a shift is occurring in the enterprise as business leaders look for ways to generate real value through the use of social technologies to evolve their front-line business operations. According to Forrester Research, the market opportunity for social enterprise apps is expected to grow at a rate of 61 percent through 2016.*
"Every company, across every business operation, is looking to tap into the power of social networking to transform the way they work, collaborate and out innovate their competitors," said Alistair Rennie, general manager, social business, IBM. "IBM is uniquely positioned to help clients generate real returns from their social business investments, while helping them gain intelligence into the data being generated in these networks to be more competitive in their markets."
"The customer is the big winner in all this because the combination of our two organizations will deliver more business outcomes than ever before," said Rudy Karsan, chief executive officer, Kenexa. "Together, Kenexa and IBM will be unmatched in the industry, offering solutions that extend from strategy to the technology platform to the delivery of services for clients."
Today, Kenexa supports more than 8,900 customers across a variety of industries, including financial services, pharmaceuticals, retail and consumer, including more than half of the Fortune 500.
With Kenexa's world-class front-office process solutions, IBM will be able to offer strategic consulting, a social technology platform, and expertise on a global scale to help clients enable a smarter workforce and gain a competitive advantage in any market. By creating a smarter workforce, employees can resolve problems before they arise to improve customer service, drive innovation to bring products and services to market faster, and increase sales by building new skills -- linking the right experts to the right clients.
The Kenexa acquisition will complement IBM's social business and HR business servicesleadership. More than 60 percent of Fortune 100 companies have licensed IBM's solutions for social business. Through its combination of social software, analytics, content management, and deep industry expertise, IBM is uniquely positioned to help organizations capture information, create insights and generate interactions that translate into real business value.
With operations in 21 countries worldwide, Kenexa has approximately 2,800 employees. Consistent with its strategy, IBM plans to continue to support Kenexa clients and enhance Kenexa technologies while allowing these organizations to take advantage of the broader IBM portfolio.
IBM expects the transaction to close in the fourth quarter of 2012, subject to Kenexa shareholder and regulatory approvals and the satisfaction of other customary closing conditions.
|Matthew Brown, Work4Us Interview|
RCEURO RECRUITMENT THOUGHT LEADER CONVERSATION
We speak today with Matthew Brown, Director of Business Development at Work4 Labs, who details the progress that the Work 4 Us application has made with ‘Work for Us,’ Facebook’s #1 recruiting application and the new development which will support Employee Referral Programmes. Come and vist their stand at Social Recruiting Conference 2011 in London.
|Hiring Made Easy - Jerome Ternynck|
HR Tech Euorpe 2011 has a wide range of sessions going on. One of the most interesting (to me anyway) has been the sesion led by the founder of one of the most successful ATS companies, MrTed, Jerome Ternynck. Originally from France, Jerome runs his latest venture, SmartRecruiters in San Francisco, California.
Subtitled Death of Applicant Tracking, Jerome has taken an irreverent look at what we have come to take as the SOP (Standard Operating Procedures) for candidate systems - tracking and managing data, not filling jobs. We only have to look at the evolution of the industry from ATS to Candidate Management System to Talent Management System to....... Yet, as I discussed with someone later in the day, what has really changed in how companies use the technology? Not much - and this really is Jerome's thread.
We all have Mark Zuckerberg to thank for more than FB. According to Jerome, the larger picture of the Social Web is a 'recruiter's dream' on two levels:
1 Easy access to masses of data, quickly and seamlessly.
So, what does this mean for recruitment in 2012. Jerome's 8 stages for you as a Corporate Recruiter:
1 Recruitment is not Tracking, it is Sourcing
2 Think MoCal
3 Kill The Form
4 Make It Easy
7 Leverage Data
8. Embrace Social
|Evenbase Launched As Global Digital Recruitment Group|
Evenbase, a new digital recruitment group was announced today in a significant move for the global growth ambitions of the team behind Jobsite. The Evenbase portfolio contains market leading digital recruitment assets including Oilcareers, Jobsite and 10 other niche, generalist and vertical sector job boards, the leading multi-poster and unified search provider Broadbean, and technology partnerships including NHS Jobs, Northcliffe Media and Johnston Press.
A short video message from Keith can be viewed here.
2. Business Solutions: Provides award-winning, scalable job board and recruitment software services to the Public and Private sectors
3. New ventures: Focuses on the international expansion of key group assets and roll out of new business models and initiatives
4. Recruitment software: Provides recruitment software solutions for multi-posting, CV search, candidate matching and reporting tools
Keith Potts adds, “Evenbase gives us a solid foundation for both international expansion and the fulfilling of opportunities not only for our brands but also for our clients, partners and candidates. Day to day business will continue as normal for brands within the portfolio, while the Evenbase executive team will focus on our ambition to become a truly global digital recruitment group within three years.”
The Evenbase portfolio currently includes Jobsite.co.uk, Oilcareers.com, Broadbean.com, Cityjobs.com, LondonJobs.co.uk, emedcareers.com, incatering.co.uk, productionbase.co.uk, inretail.co.uk, renewablescareers.com, topconsultant.com, justengineers.net and legalprospects.co.uk, as well as technology partnerships with brands such as NHS, Northcliffe Media and Johnston Press.
|GradWeb named Outstanding Outsourced Recruitment Organisation at the Recruiter Awards for ExcellenceBen HutchinsGradWeb crowned ‘Outstanding Outsourced Recruitment Organisation’ at the prestigious Recruiter Awards for Excellence 2013. GradWeb, the entry-level and graduate recruitment outsourcing specialists, has been named the ‘Outstanding Outsourced Recruitment Organisation’ at the...|
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|What I’ve learned at Qandidate the last 2 daysRalph BraskerThis week I moved my desk to the other side of the office to sit with our development team. Within my Marketing responsibilities at Qandidate.com I work closely with the development team, when it comes to product design and scope, so I decided to move my desk from one side of the office to the...|
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|How to become Best-in-Class Hannah Stacey SilkRoad customer eBay has been selected by Aberdeen Group as a Best-in-Class business after implementing an exemplary onboarding programme. A case study of the on-line store is used in the research company’s Onboarding 2013: A Look at New Hires report, which analyses the onboarding...|
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|3 Things You Should Consider Before Selecting An Online Dental Recruitment AgencyPaul NewmanOnline dental recruitment agencies are perhaps the newest addition to the industry right now in terms of looking for ideal posts and submitting applications with ease. However, despite the fact that the concept has only been around for a short time, a number of competing services have already...|
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|The Risks of Poor Employment ScreeningSara WellsWhen most think about the concept of employment screening they of course think of the basic, perhaps remedial background checks carried out on any and all applicants before being considered for a post. More often than not, any standard business or recruiter will be insistent on verifying things...|
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|How Modern Communication is Impacting HRDerin ClarkIn the last decade the world of HR has changed drastically. Once HR departments were a hive of activity that bridged the gap between employers and employees. It was where relationships between the company and its workers were built, where staff could go when they had a problem and where managers...|
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We are featuring links to a few of our favourite industry bloggers.
Additonal featured blogs and blogs from around the world can be found under the Blogs drop down tab in the main menu.
|Gordon Lokenberg presents|
|"W3recruitment and mobile recruiting things to think about"|
|Carve Consulting: Social Business Consultancy|
|Social Media Agency, Social Business|