Posted by: Sarah Woodman in Untagged on
12 Jul 12
BOND SETS THE BAR FOR DATA PROTECTION WITH COMPANY-WIDE ISO ACCREDITATION
- Extending ISO 27001:2005 accreditation throughout the entire business, Bond International Software demonstrates its commitment to Information Security Compliance -
2012: Bond International Software, the global provider of recruitment & human capital management software & services, has been accredited with the internationally recognised Information Security standard – ISO 27001:2005.
The quality management accreditation was first given to Bond Payroll Services – the division of Bond International Software that provides expert payroll outsourcing services – in 2011 and has now been awarded to the entire Bond business. This endorsement recognises Bond’s ongoing commitment to improving its services and policy of guaranteed security for all of its products as well as taking into account data protection legislation.
The international standard is only given to companies that fulfil and maintain specific best practice requirements for their Information Security Management Systems (ISMS) and associated processes. The IT systems and processes are subject to an auditing process, after which they are awarded certification provided they have met the stipulated standards. The new accreditation will apply to Bond’s entire range of services ensuring that the products and data held within them is now certified as being fully secure, as well as any sensitive client information that Bond handles.
Les Jones, Lead Auditor and Director of IQS UK, who oversaw the auditing process, comments, “After a detailed and thorough review of Bond’s software and systems, along with its organisation-wide procedures and policies for information security, I was pleased to conclude that Bond’s information security readily met the standards and quality to achieve full certification of ISO 27001:2005. The company was able to easily demonstrate that the necessary systems and procedures were in place to minimise security risks. These included high levels of secure integration between internal departments and external bodies, securing physical business premises and access to computer systems and also suitable protection of sensitive data and documents.”
Tim Richards, Managing Director, Bond International Software (UK), comments, “Our company policy is to be market leaders and promote excellence in the field of recruitment, HR and payroll software and services. An inherent part of these activities is a compulsion to treat our customer data with the utmost sensitivity. We see this as a natural component of providing the very best in customer service – something that we are particularly proud to consistently achieve.”
Richards concludes, “Large recruiters, especially those with international or public sector activities, often stipulate that their suppliers must hold a formal information security certification, typically the ISO 27001:2005 certification.. Having now achieved exactly this certification, we are therefore sufficiently equipped to guarantee the levels of reassurance required by such organisations and we look forward to the extra opportunity such an award will afford us.”
Posted by: Ben Hutchins in technology selection, technology and the modern day recruiter, talent management, talent attraction, Talent Assessment, recruitment technology, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, outsourced recruitment services, online recruitment, online profiles, on-line recruitment, human resources, hr, gradweb, Graduate Recruitment, Engagement, CIPD, awards, assessment, applicant tracking system on
17 Jun 12
GradWeb is exhibiting their award winning recruitment system, GradWeb 2.0, and outsourcing services at this year’s Recruitment Exhibition (RECEX), taking place on 20-21 June 2012 at Olympia in London
The Chartered Institute of Personnel and Development (CIPD) is the largest HR network in Europe. The free CIPD Recruitment Exhibition held at Olympia in London on 20-21 June is the ideal place to discover new ways of finding and keeping the right people by meeting leading technology, software and service suppliers.
Exhibition delegates who visit GradWeb at stand R80 will be able to benefit from a demonstration of the advanced recruitment platform, GradWeb 2.0, which has recently been acknowledged as providing the best online candidate experience for graduate recruitment. In topping Potentialpark’s APOLLO (APplying OnLine & LOving it) rankings for our client BP, GradWeb 2.0 triumphed over 100 systems used by graduate employers to win the award for the best system in the UK and Europe. To appreciate the importance of candidate experience and to understand how it can positively affect the success of your recruitment campaign as well as enriching the appeal of your employer brand, visit GradWeb for a demonstration.
Visitors to the stand can also understand in greater detail the recruitment outsourcing services GradWeb provide and see how technology can improve the effectiveness and efficiency of these processes for both clients and candidates. This theme will also be prominent in GradWeb’s showcase presentation on the 20th June at 11.30am. Entitled “Network Rail and GlaxoSmithKline - winning the race for future talent” the session will look at the processes and best practices these employers use to ensure they get the right talent every time.
Cynthia Bostock, Managing Director of GradWeb, said:
“We are once again exited to be exhibiting at this year’s Recruitment Exhibition that provides visitors with the opportunity to network with leading technology, software and service suppliers”
Posted by: Peter Linas in Untagged on
01 Jun 12
Social media has more of an impact on our lives than ever before and the most famous associated brand has to be Facebook. With its own film and recent IPO, there are not many who haven’t heard of Mr. Zuckerberg and his wonderful social network. However, while Facebook was originally designed for university undergrads in the States, the audience using it, as well as various other networks, has now grown massively and is broken down by need as opposed to age.
Posted by: Hanife Mehmet in Untagged on
22 May 12
According to a report carried out at the beginning of the year by nationwide recruitment agency Office Angels, a ‘job for life' may be a less than likely scenario for the general public over the next 25 years.
For years, career progression has often been assumed as the number one working ambition amongst young professionals. However, with more and more school leavers ditching further education altogether and a record number of self-employed individuals in the UK, could Office Angels' study be accurate?
If so, by 2036, the UK could well and truly be embracing the ‘odd jobbers' among us.
Following the study, David Clubb, managing director of Office Angels stated: "experience and loyalty were the core attributes in the ‘jobs for life' era, what's emerging from our research is that flexibility and adaptability are going to be valued increasingly highly over the next few decades, as the idea of a career takes on an entirely new shape."
But is everyone ready for a flexible nation? The problem in defining this most probably stems from the meaning of ‘flexible', meaning there are so many different meanings! UK contract jobs are usually turned to during times of economic downfall to improve headcount and save on expenditure. However, if the term ‘flexible' is referring to individuals who choose to follow sporadic career paths, then employers may need to start changing their expectations.
Posted by: Hannah Stacey in Untagged on
16 May 12
SilkRoad Welcomes Nearly 120 New Customers Including Aruba Networks,
Provant Health Solutions and NSTAR Global Services
London (May 16, 2012) - SilkRoad Technology, Inc., a leading provider of social talent management solutions, continues to gain significant momentum for its Life Suite® product line with accelerated customer growth in the first quarter, including Channel Four Television Corp. in the UK and US companies G-TECH, Presidio Network Solutions, Aruba Networks, Provant Health Solutions and NSTAR Global Services. In addition, the quarter saw an increase in the number of international customers, including Nippon Insurance Information Technology for Skill development (Japan), Rainforest Education (Singapore) and Mazars (France). SilkRoad's Life Suite solutions provide companies worldwide with an intuitive design, scalability and localisation to effectively engage develop and enable top talent.
"We've witnessed a sensitisation to human capital management around the world as more organisations look to HR to drive business performance," said Flip Filipowski, executive chairman and CEO of SilkRoad. "SilkRoad stands out as the leader in innovative talent management technology with our employee-centric HR solutions that empower people to drive their own careers. Unlike other talent management providers, SilkRoad has an entire suite of human capital management solutions, including a HRMS and unique social capabilities for companies of all sizes and industries."
Posted by: Hannah Stacey in Untagged on
14 May 12
Funding will Accelerate Worldwide Expansion and Product Innovation
SilkRoad, a leading provider of social talent management solutions, has completed a $35 million Series C financing round. New investors include Keating Capital (Nasdaq: KIPO) and NTT Finance (NYSE: NTT). Existing investors including Intel Capital, Crosslink Capital, Foundation Capital, Azure Capital and Tenaya Capital, amongst others, invested in the oversubscribed round. This new funding will support worldwide expansion and product innovation in preparation for a potential 2012-2013 initial public offering.
"SilkRoad has earned a reputation for product innovations that solve top talent management challenges," said Timothy J. Keating, CEO of Keating Capital. "With business performance and employee engagement top of mind for many businesses, SilkRoad is poised for continued growth with the efficiencies its cloud-based, social talent management solutions deliver. In addition, we were impressed by the Company's management team, which has retained its founding visionary and includes industry veterans seasoned in bringing companies to public market."
Posted by: Adam Ketterer in Untagged on
14 May 12
In 2011, Andrew Longfellow made the decision to leave the recruitment agency he had worked with for more than a decade and launch his own business. Three months later, and with the help of Sonovate , he is now running a flourishing start-up recruitment agency.
At the end of 2011 Andrew Longfellow was a business manager at a leading international recruitment agency. Having joined the company as a fresh faced trainee in 2001, he had risen quickly through the ranks, running four sales teams and the business's Leeds office for more than three years. His list of accolades was extensive: he led an award winning team, had developed multiple top billers, won awards for Team of the Year and Manager of the Year and had built a permanent team which billed more than £1 million per year.
With his great recruitment track record behind him, in November 2011 he decided that the moment had come to move on.
A huge challenge for recruitment managers is that they not only have to lead a team but continue to bill as before. Here are our 5 recommendations for billing managers. What you can be doing, on a day to day basis, to succeed in this demanding role:
- Manage your teams expectations – they will expect you to have all the answers no matter how new you are to the role. Try not to give them all the answers, tempting though it may be. Get them thinking too and create an environment that allows them to ‘have a go’ and coach them to help them learn from their failures, as well as their successes.
- Encourage them to take responsibility – as well as training your team in the right skills and knowledge, encourage them to be accountable and gradually take responsibility for their own actions. If you don’t, they will be too reliant on you and this can cause bottle necks and stunt their [professional] growth.
- Manage your boss's expectations - talk to your boss, offer regular progress updates and don’t hesitate to ask for their help as and when you need it – it's their job to support you. Try to work their way but willingly contribute your ideas.
- Organise yourself - contrary to popular belief, great leaders are not available 24/7. Make sure you protect some time in the morning and afternoon each day, when your priority is client and candidate tasks on your own desk. Interruptions shoudl only be for an emergency – and don’t forget to agree what constitutes an emergency up front, as what's business critical to them may be different to what's business critical to you!
- Lead by example - don’t forget your team will begin to emulate your best practices [and your worst] so make sure that you are setting the right example.
By Lander Associates
Find out more about the ONLY international, recruitment specific leadership qualification at our dedicated website: www.landerleadership.com or read our one page snapshot
Open courses now running in London and Singapore
Posted by: Peter Linas in Untagged on
22 Apr 12
Recruiters across EMEA are optimistic about the year ahead and had a good 2011 according to the latest annual Bullhorn staffing and recruiting trends report, released today.
Key findings include 61 per cent reporting that their firms either met or exceeded their 2011 revenue goals; 88 per cent believing their firm's revenue will increase in 2012; and more than four out of five respondents (89 per cent) planning to increase their headcount in 2012.
Social media stole the spotlight this year with every agency in the EMEA region reporting some use. Almost every respondent claimed to use LinkedIn (98 per cent), with around half using Twitter (52 per cent) and Facebook (43 per cent), a fifth claiming they use Google+ for business and 11 per cent actively blogging.
While an expectedly high proportion (91 per cent) claim LinkedIn as the most effective tool for generating candidates, half of businesses also claimed social media was crucial for building an agency's brand.
Peter Linas, Bullhorn's EMEA MD says: "Given all the doom and gloom about the global economy, the recruitment sector seems to be ably bucking the trend. Around half of those surveyed actually received a salary rise last year and most of them see their compensation increasing in 2012 as well.
Protests left right and centre could instantly suggest that the lack of jobs readily available in the UK is due to economic havoc. Undoubtedly, this is true to a certain extent. However, recent research may suggest that jobseekers are missing the mark because of fairly simple mistakes.
A study, carried out by Nicoll Curtin Recruitment looked into the current problems surrounding recruitment from both the perspective of the job seeker and employer. Managing Director from Nicoll Curtin, Lawrence Hargreaves stated : “The research demonstrates that candidates are falling short of getting a job on simple things such as poor communication or failing to recognise the importance of technical skills and qualifications.”
Many frustrated UK job seekers may dismiss the belief that their situation in down to lack of recruitment understanding or simple mistakes. Either way the research does show some surprising faux pas, including:
-Many participating managers stated that ‘poor communication skills’ was the main reason for not hiring a candidate.
-Only 17% of job seekers appropriately tailored their CV to the role they were applying for.
Micro Focus strengthens recruitment programmes with SilkRoad technologies
10 April 2012, London - Leading global software company, Micro Focus, has invested in SilkRoad technology's recruitment solution, OpenHire. Following a successful installation in the company's Belfast office, where the software has facilitated the employment of 15 new staff, OpenHire will now be deployed across the company's offices worldwide.
SilkRoad Recruiting and
Onboarding Solutions Selected by Milestone Technologies, Inc.
Eliminate Overhead and Streamline the Talent Acquisition Process
LONDON, UK (March 26, 2012) - Milestone Technologies, Inc. (MILESTONE) has selected leading provider of social talent management
solutions, SilkRoad technology, inc., to streamline its talent management processes. MILESTONE will be implementing SilkRoad's OpenHire for recruiting anagement and applicant tracking as well as RedCarpet for onboarding anagement. Upon implementing SilkRoad's OpenHire and RedCarpet, MILESTONE expects to realize a more than five percent return on investment in just the first year.
MILESTONE is an IT consulting business with a workforce operating in 30 countries around the globe. With many employees working remotely, the Company recognized that its previous talent management system was unable to scale to meet the needs of the growing business. To address this, MILESTONE selected SilkRoad's intuitive, cloud-based offerings, which can be easily accessed by employees across the globe, anywhere, at any time.
"It was important to us to find not just a vendor with a good suite of software providing a superior and innovative experience, but also a business partner that supported our overall virtualization strategy. We found that partner in SilkRoad," said Kasey Konkright, director, recruiting for MILESTONE.
Posted by: Hannah Stacey in Untagged on
21 Mar 12
High profile organisations boost employee performance and engagement with SilkRoad's employee-centric Life Suite
21 March 2012, London - SilkRoad technology, a global provider of social
talent management solutions, is celebrating its first year in the UK with impressive growth figures.
Among SilkRoad's first UK customers is Britvic. The soft drinks giant has implemented SilkRoad's applicant tracking solution, OpenHire. Britvic chose to work with SilkRoad following a lengthy testing process in which OpenHire outperformed its existing applicant tracking software.
"SilkRoad's solution offers much more than our previous system," comments James Tucker, GB Recruitment Manager, Britvic. "Not only does it save us money by enabling us to post on job boards directly without the need to pay an advertising agency, but it also allows us to find the best candidates by increasing our ability to pipeline effectively. The software is extremely user-friendly and successfully integrates with social media platforms including Twitter, Facebook and LinkedIn, providing us with a modern, relevant solution."
SilkRoad was launched in the US in 2005 and entered the UK market in early 2011 with its Life Suite, a comprehensive range of social talent management solutions. SilkRoad's UK suite offering includes OpenHire - a direct recruitment tool, RedCarpet for onboarding and life events (transfers, promotions, relocations, maternity, etc.), WingSpan - to assess and handle
performance management and GreenLight - for training and learning
Posted by: Peter Linas in Untagged on
09 Mar 12
, the global leader in online recruitment software, today reports on its results for 2011.
Posted by: Ben Hutchins in technology selection, talent management, talent attraction, Talent Assessment, Talent, socialmedia, Social Recruitment, social recruiting, social networking, social media recruiting, ROI, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, outsourced recruitment services, online recruitment, on-line recruitment, Mobile Recruiting, human resources, hr, gradweb, Graduate Recruitment, Engagement, employment, Employer Brand, digital marketing, Creative, Communication, Candidates, Brand, Better Resourcing, awards, assessment, applicant tracking system, Advertising on
20 Feb 12
Leading entry-level recruitment outsourcing provider GradWeb, has been selected to provide branding and creative design plus recruitment services including recruitment advertising, online recruitment system, candidate management and application screening for the ‘Track and Train’ internship scheme.
The Track & Train scheme is designed to give up to 100 graduates employment experience and training to help further their careers. It’s a nationwide scheme funded by Network Rail and supported by 28 companies across the rail sector and aimed at people who have graduated from university in the last 2 years. The entire programme lasts for 18 months, and is structured to give graduates an insight into each of the main elements of the rail industry. Successful candidates will start their first placement in April 2012.
Effective Recruitment Advertising
The branding and recruitment advertising campaign designed to promote Track & Train and to attract candidates to enrol for the scheme has been devised and created by GradWeb’s Intelligent Attraction team. The first part of this process was to develop the Track & Train brand. As an entirely new entity that represents 27 companies across the rail sector, GradWeb developed the creative concept for the Track & Train name, logo, and branding for the campaign to be used across all marketing vehicles.
Posted by: James Lord in Better Resourcing on
20 Feb 12
Selby, North Yorkshire - For many hirers the prospect of purchasing new Plant in 2012 could seem near impossible. If you think you simply can't afford to do this, think again. The money could be right in front of you - in the form of your next employee.
Hire People Recruitment has released a report ‘Hire People To Buy Plant' designed to help Plant & Tool Hirers better understand the savings available to them if they are smart about their next recruitment drive. Recruiting new employees can be expensive, when shopping around a little potential
savings can run into thousands of pounds and enough to significantly contribute to the purchase of new plant for your hire business. Details of the report can be seen at Hirepeople.co.uk or requested.
Hire Peoples research highlights that with an average industry wage of £27,000 and recruitment fees commonly in excess of 15% of salaries, Hirers can make savings of approximately 45% when recruiting for their next candidate. Director Graham Hewitt explains "To the best of our knowledge we are the only specialist Plant & Tool Hire recruiters with a flat-fee model, with the savings made we can help our clients buy new Plant & Tools for their businesses".
Amid continuing Euro Zone uncertainly and a recovering Construction sector positive findings such as this are well received. Spirits and enthusiasm was up on last year at The Executive Hire Show (Feb 8th - 9th) which is always a great barometer for the industry in general. Graham added "Despite the positive attitudes seen at EHS the industry is still uncertain about the future, hirers need to consider all angles to save money and we are very happy to help."
Hire People are the specialist recruiters in the Plant & Tool Hire and Construction Supply sectors, providing businesses with staff at all levels across every discipline and candidates with access to exclusive vacancies throughout the UK, Europe & the Middle East.
Posted by: Peter Linas in Untagged on
10 Feb 12
08 February 2012, London - Bullhorn, the global leader in online recruitment software, is the first recruitment industry supplier to gain full APSCo Recruitment Practice Standard (RPS) Level 1 accreditation. APSCo recently introduced the accreditation to raise the standards of UK recruiters, ensuring they meet an acceptable level of qualification and training.
Although the RPS was created with recruitment practitioners in mind, Bullhorn requested entry to the course in order to ensure it is meeting and exceeding the recruitment industry's best practice standards.
Peter Linas, Bullhorn's EMEA MD comments: "We are in full support of the APSCo accreditation. While it is vital that recruiters meet a defined criterion, it is equally important that suppliers to the industry have up-to-date knowledge and training."
Mike Restivo, Bullhorn's EMEA sales director continues: "Our group knowledge and understanding of the challenges a recruiter faces is critical to providing the exceptional service levels we strive to deliver. Every Bullhorn department from sales to account management to technical support passed the RPS. We anticipate a growing expectation for suppliers providing business-critical services to secure this level of accreditation."
Following approval from APSCo, 20 staff at Bullhorn UK were taken through scenario-based training, culminating in a one hour exam which every team member passed.
Posted by: David Lyons in Untagged on
01 Feb 12
H&M has some good news for the job market around the world: it plans to continue with its expansion plans despite operating in a challenging market at the moment. The 2011/12 financial year will see the firm open 275 new stores in various locations across the world. This is despite a drop in profits for the fourth quarter of the current year.
The same period last year saw profits of $1.1 billion for the company, while the fourth quarter this time around saw those profits drop slightly to $997.2 million. However H&M is still in a much stronger position than some retailers. The UK has seen many large name retailers go into administration in recent weeks, but as these figures show, H&M is in no danger of becoming one of them. Many firms found the festive season tough for trading this year. Rents falling due in the early weeks of 2012 have led to some businesses going under, although H&M does not seem to have such concerns.
Sales are up at H&M
According to figures released recently, H&M actually enjoyed a 4% increase in sales in its native Sweden.
Posted by: David Lyons in Untagged on
30 Jan 12
Young people in the UK appear to be bearing the brunt of the troubled picture in the job market at the moment. The latest statistics have revealed that 118,000 more people overall became unemployed in the quarter leading up to November 2011. However, the number of young people without a job stayed over the one million mark, reaching 1.04 million in the same period.
The highest ever rate of unemployment among young people
Disappointingly these figures are the highest that unemployment has even been among 16-24 year olds since records were first kept. According to statistics some 52,000 young people became unemployed during this quarter. This represents an increase of more than 100% since the same period in 2010.
BP, a GradWeb client, wins Potentialpark’s APOLLO Award for best online graduate experience – outclassing over one hundred recruitment systems used by UK employers
GradWeb underlined its reputation as the leading entry-level recruitment and technology specialist as its GradWeb2.0 Applicant Tracking System (ATS) was singled out as the best in the UK by Potentialpark’s analysis.
BP, one of the UK’s leading graduate recruiters, won the prestigious APOLLO (APplying OnLine & LOving it) award from organisers Potentialpark for providing the best online candidate experience in graduate recruitment. Research shows that the majority of jobseekers are frustrated by impersonal and non-transparent online application processes. By improving candidate experience graduate employers are able to increase the success of their recruitment campaigns as well as enriching the appeal of their employer brand.
BP is recruiting 244 graduates in the UK, to join in September 2012, together with over 130 summer and one-year paid interns. GradWeb has worked closely with BP since 2006 providing the GradWeb2.0 recruitment system and response handling services. In delivering a seamless experience for candidates and providing an intuitive interface for graduate recruiters to control and manage candidates, BP benefits from a highly configurable and advanced recruitment system and from the proactive day-to-day support and experience of the GradWeb team.
Commenting on the award Emma Judge, Head of UK Graduate Resourcing at BP said “We are delighted to be able to offer our candidates a top quality applicant experience. BP values each and every one of our candidates and through our partnership with GradWeb we are able to offer undergraduates the support and online capability they deserve.”
Cynthia Bostock, GradWeb’s Managing Director said: "We have been working with the BP team for over 6 years and this award is testament to the hard work that both teams have contributed in developing the online system during this time. The award also underlines the flexibility of GradWeb2.0. Employers are able to customise the system to their own processes, improving candidate experience and the success of their entry-level recruitment campaigns”.