RCEuro Member Blogs

Sydney, April 4, 2011:  Become, one of Australia’s fastest growing creative recruitment agencies, today announces the launch of their Melbourne office. 

After 4 successful years in Sydney, Become will be opening it’s second Australian office to add to the offices in London and Manchester in the UK and continue driving their position as global player in the design and advertising industry 

According to Melbourne Manager, Adele Leah, this is an exciting time for the business and proves they have come along way since our pioneering beginnings in Sydney in 2007.

We’re really excited to be expanding and are looking forward to the challenge Adele said, ‘We feel Melbourne is a booming creative hub, you only need to look at the recent awards to see how much influence the city’s agencies have within Australia and further abroad.’

After last years re-brand, the company has increased focus on digital media, not only through their website, but also through social media outlets like Twitter and Linked In.

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Recruiter cites Software-as-a-Service model as key to rapid expansion

23 March 2011, London - Bullhorn®, the global leader in on-demand recruitment software, today announced that London-based Venquis is the latest recruitment agency to implement Bullhorn's applicant tracking and customer relationship management (CRM) platform. The business transformation recruiter chose the recruitment software specialist specifically to support an ambitious and dynamic programme of expansion, which includes a target of £3million profit by 2016. Bullhorn's web-based flexibility means new offices and users can be set up easily and quickly. 

Launched on 01 February 2011, Venquis specialises in placing expert business transformation professionals with clients across the financial services and commerce sectors, including major financial institutions. Employees at the new agency's Trafalgar Square office are running their business from within the platform, following the contract signing in January 2011.

Steve Garner, Managing Director at Venquis, comments: "We went through a comprehensive recruitment software tendering process prior to launching the company, as we knew how important the right platform would be to Venquis's future growth. Bullhorn's platform will allow us to capitalise on new market opportunities quickly, without the headaches that normally come with opening new offices such as setting up expensive new IT systems. It's easily the most comprehensive, joined-up solution out there, and it rapidly became apparent that while other providers could offer parts of it, only Bullhorn offers the whole package."

Peter Linas, Bullhorn's UK Managing Director, adds: "The Bullhorn platform is a perfect fit for new agencies like Venquis. Charged on a per-user, per-month basis, new accounts can be added at the click of a button, meaning less time is spent on admin and more on growing the business. The fact that it's hosted in the cloud means that recruiters have the flexibility to work from anywhere with an internet connection, affording instant access to all their emails, client and candidate records."

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Most databases will have an applicant tracking status, and not a candidate status.

The following post "Lifecycle of a candidate record in a database" http://tinyurl.com/6k9vep3 talks about the candidate status in the database.

Do you think we need a separate candidate status for an ATS?

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  Upgrade enables integration between popular email system and Bullhorn's customer relationship management and applicant tracking software

15 March 2011, London - Bullhorn®, the global leader in online recruitment software, has announced ground-breaking improvements to its Microsoft Outlook and Exchange® email and calendar capabilities. The Bullhorn applicant tracking and customer relationship management system now seamlessly integrates with Outlook, eliminating the need to manually track correspondence and freeing recruiters to work remotely with any PC or smartphone.

Andy Lord, MD at leading UK IT recruiter, ReThink Recruitment, comments: "Outlook and Exchange email integration makes sense for us as we wanted a solution that could hit the ground running, while easily integrating with our current Microsoft offering. Full ATS and CRM functionality combined with Outlook makes Bullhorn the perfect recruitment software solution." 

Bullhorn's new automatic activity tracking frees recruiters and sales professionals from unnecessary data entry, plug-ins and software configuration, allowing them to concentrate on filling jobs.

Lord continues: "Rapid expansion requires a flexible system suited to grow organically with a highly-organised and professional recruitment agency. We pride ourselves at ReThink on increasing levels of professionalism and making the recruitment process easier and quicker for our clients. Bullhorn's automatic tracking systems and the resultant detailed account history makes it simple for our people to keep your people informed and updated at a moment's notice."

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Technology recruiter rolls Bullhorn out in UK, Amsterdam and US

04 March 2011, London - Bullhorn®, the global leader in online staffing and recruiting agency software, today announces that Recruit 121, a highly-specialised international Systems, Applications and Products (SAP) in Data Processing, recruitment agency, has chosen its web-based software to support international growth and accelerate business. The agency rolled out Bullhorn's ATS and CRM system throughout their UK, Amsterdam and US offices.

"As a leader in the staffing and technology space, we require software that will support our rapidly expanding global business, while translating our customers' requirements into the most qualified candidates," says Recruit 121's CEO Chris Holcroft. "Bullhorn's scalable, cloud-based technology is a natural fit. We look forward to leveraging Bullhorn for many years to come, as part of our ongoing commitment to improve service standards."

Recruit 121 is a leading supplier of SAP talent to customers worldwide, with 4 offices on 2 continents serving more than 500 clients. Recruit 121 delivers value to these organisations through efficient and cost-effective SAP hiring solutions. In the last 10 years, Recruit 121 placed more than 2,000 SAP professionals with companies in 30 countries.

"As we continue to strengthen our presence overseas, it's vital that we establish strong relationships with top staffing and recruiting agencies around the world," said Art Papas, founder and CEO of Bullhorn. "Recruit 121, a true innovator in the technology recruitment sector, provides their customers with top-of-the-line, personalised service, giving them a competitive edge in their space. We are thrilled to align with them and fuel their aggressive growth plans."

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Friend finder on facebook , is basically used for finding facebook users who have worked with your respective employers, studied in your respective college/universities, connected to your friends or stayed in your respective loctaions.

This post Searching candidates on Facebook - Find your friends elaborates how to use the friend finder on facebook to search for candidadtes outside your respective employers, locations and universities

 Happy sourcing!!

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#TruLondon adds a new feature this week. A series of live interrview broadcasts, brought to you by Platinum sponsor Jobsite and via th Job Search Television Network (JSTN). Streaming is on LiveStream channel and here on RCEURO. Compered by RCEURO founder Alan Whitford.

Cool Tools for Recruitment was a popular topic, with two sets of outstanding contributors. The first session features Craig Fisher (@fishdogs), Katie Canton of WorkDigital (@katiecanton) and Geoff Webb (@radicalrecruit).

 

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At Personal FX, we specialise in providing foreign currency exchange services.

Whatever the size, frequency or reason for your foreign currency transfer or payment, our dedicated and experienced team will be with you every step of the way. You'll get access to some of the best exchange rates around and receive a great service.

At Personal FX, we can help you, and your money, go further.

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•  600% increase in European revenue due to swift UK expansion

Bullhorn®, the global leader in cloud-based recruitment agency software, today reported impressive results for the 2010 fiscal year, citing an increase in its year over year revenue run rate by 30% and total users by over 40%. Most notable was the company's development in Europe, with revenues increasing by an enormous 600%, which was mainly attributed to its success in the UK market.

"The addition of over 100 new clients in 2010 clearly demonstrates that Bullhorn's cloud-based recruitment software is a great solution for UK agencies," says Bullhorn's UK Managing Director, Peter Linas. "We look forward to deepening our footprint in the UK and across EMEA - building relationships with forward-thinking recruiters along the way." To support all international business, Bullhorn became the only recruitment software vendor to achieve both EU Safe Harbor and SAS 70 Type II certifications in 2010.

Key new client wins and go lives included Randstad Technologies and Pentasia in the UK, SkillStorm, Matrix Resources, Addison Search, and Medix in the US and Marks Sattin in Australia.  Overall growth, including a new office in Sydney, Australia, led to recognition among Inc. Magazine's list of Fastest Growing Companies in America, Software Magazine's Software 500, Lead 411's Technology 500, Deloitte LLP's Technology Fast 500^TM, and Always On's OnDemand 100.

"Our continuing growth stems directly from our team's unwavering commitment to fuel our clients' businesses with unmatched product and service innovation," said Art Papas, founder and CEO of Bullhorn. "This past year saw renewed optimism in staffing and recruiting, creating heightened demand for Bullhorn's progressive, scalable solutions."

Throughout 2010, the company announced ground-breaking new product and service offerings. Geoff Greene, Bullhorn's CTO explains, "We invested heavily in R&D, resulting in some truly innovative capabilities."

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High-growth recruiter partners with cloud-based recruitment software leader Bullhorn®

Specialist professional recruiter Investigo, today announced its signing with cloud-based recruitment software leader, Bullhorn. The recruiter is implementing Bullhorn throughout its network of offices in London, Guildford, Reading, St Albans and Milton Keynes in support of aggressive future expansion plans.

Investigo felt the need to replace its incumbent system having achieved significant growth since the company's inception in 2003 (with turnover anticipated to be in excess of £40m this year). After shortlisting four recommended recruitment software suppliers, the recruiter saw Bullhorn's scalable, cloud based model as the best placed to sustain its rapid growth rate.

Investigo CEO, Gary Watson, comments on the choice: "I first heard about Bullhorn 18 months ago from two ex-colleagues, both of whom had implemented it in their own businesses. We then entered into a due diligence tendering process in which we considered a number of alternatives. We were very impressed with the continuous improving nature of Bullhorn's Software-as-a-Service solution, with refinements and upgrades automatically integrated on a quarterly basis without the need for us to install updates.

"We also took a number of references from other industry specialists and kept on hearing good things about Bullhorn. These, combined with the platform's cloud-based, user-friendly nature, made it the natural choice."

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The Innovation Platform
Four no-nonsense, short slots from companies who think they have the online recruitment game changer present at the Ehance Media - The way Ahead 2011 conference.

This is being run as a 7 minute presentation from each vendor. We will then have some Q&A from the audience. From a coverage perspective, we will provide the links to each of the vendors and you can contact Enhance for the presentations.


All The Top Bananas explains the importance of mobile and the category changing effects it is having on recruitment.

 

Ovia believe they have the video solution that will change interviewing forever.

 

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Liz Dougall, Head of E-Recruitment at Boots discusses how a major national business hires significant volume roles and manages highly targeted, specialist candidates where demand outstrips supply at the Ehance Media - The way Ahead 2011 conference.

Liz kicks off with the best session title of the day: Saving time, money and sourcing better quality clients. She discusses sharing their journey, which is ongoing today.

Her key ares to discuss:

• Market, challenges and environment
• Research
• Results
• And the future?

The definition of a retail customer and candidate is becoming blurred - even more so as move into online.
1 million candidate applications in 2010, so need to affirm the positive brand experience to every candidate and customer

COMMENT: We started the Candidate as a Consumer discussion 4 year ago. This is brilliant that Boots recognises this.

All candidate interactions are driven to the Boots.jobs career site, with the IGrasp ATS sitting behind it.

Wide range of types of positions (better to see the slide)

Goals and tactics

• Drive down agency costs
• Deliver stronger one-to-one conversations with all candidates (and customers)
• Build long term talent poosl
• Agencies areusing the same tools as in-house resourcing teams - what is the long term value they bring?
• Use job boards and aggregators to drive candidate traffic to the careers site

Try and reach the many Candidates who are now 'self sellers', trying to promote themselves to the company

What strategy did Boots embrace to move to a fuller direct sourcing model?

Develop strong employer brand and align with the marketing brand, albeit with some subtle differences

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The Future of Recruitment Consultancies panel discussion at Ehance Media - The way Ahead 2011 conference.

How is the recruitment consultancy model changing? How will consultancies meet the new demands of employers who are increasingly sourcing candidates directly? Three of the UK’s leading recruitment companies will tell us why the outlook for clever and responsive consultancies is bright.

Eamon Collins of Michael Page
Nicky Midwinter of Alexander Mann Solutions
Tara Quinn of Hays

Giles Guest moderates the panel, with some "starter for 10" questions, followed by question from the audience.

In terms of online recruitment, what are the innovations, expectations and trends for the future?

EC: Search and SEO
TQ: investment for consultants on front end tools and candidate experience.
NW: Invest in online assessment, Know skills and how work in the interview process

How will recruitment agencies respond to the flat fee recruitment services?

TQ: They aren't really recruitment services to challenge the existing agencies. Work for low skill vacancies as post to lots of job boards for companies that don't do it themselves.

NM: We focus on talent pools and brand, so not really an impact.

How do agencies differentiate their services, against each other and job boards?

NW: we focus on employer/client brand to differentiate.

TQ: Hays do a mixture of client branded and non-branded. But consultants get to know their vertical sector and engage with the higher value candidates who may not respond to job board ads. Message is credible based on the consultant expertise

EC: We do branding on behalf of clients, bringing our expertise and knowledge, with our scale and reach to get the message in the right space. Structure of company is able to deliver local solutions, with a united set of tools and procedures.

Should you be using the client brand to promote roles?

TQ: The strong brand of the agency is part of the balance with the client brand.

Is RPO the future?
TQ: No. (then comes back for a 2nd pass), not part of the Hays approach. RPO exists as part of the mis, just not for us. Particularly in the lower volume recruitment needs

NW: it is part of the future, we provide both types of services as well as augmentation of existing client approaches. Expand in multi-country campaigns. Part of the solution, not the only solution. Also need to provide more consultancy services on how companies should attract and retain talent.

TQ: In the past, recruitment was segmented - contingency, search, temporary, RPO. Seeing more blurring of the lines to full service offerings, including the building of talent pipelines - perhaps mini-RPO

Audience question:
From a retail recruiter company

Is there a conflict if one company is offering both RPO and standard agency services?

TQ: No real conflict -divisions operate independently.

How do you monitor the use of social media, both for you and your client?

TQ: having to re-educate management that consultants will be using all channels, not just the phone.

EQ: Management open to change and the use of social media as tools. Have to trust your consultants to use the media effectively and properly on behalf of the company and the client brands. Do you look at separate profiles for business and professional use?

NM: Depends on the overall take-up by the client organisations. Still an emerging element, so need to understand the audience of the client, locally and internationally. The better metrics and tracking get, the better will be able to show the ROI.

Richard Collins, R21 Media
What happens to the social media connection when/if the consultant leaves

EQ; Policy in place, while at Hays, any connection gained during that time belong to Hays - even if they take a copy with them when they leave

NM: As we work on behalf of the end clients, building a pipeline, not really facing issue.

Peter Ward, Employer Connections
What proportion of hires in UK come from
Agencies
RPO
Direct sourcing

TQ: no real source of data to prove it or measure it
EQ: no real data
NM: No real data to give full picture. Hard to separate out the numbers

COMMENT: This is pathetic indictment that companies do not know their sources of hire, and that agencies don't know what percentage of hires are made via what sources.

Missed the discussion on content

Is an employer career site a fantastic opportunity for the client to direct source or for the agency to drive candidates there?

EQ: Will the client build a large enough team to manage the full process - that i what agencies really do.

NW: Client needs help to match the overall brand to recruitment brand, which we do. Plus we can deliver metrics that they might not do themselves.

Final Question:
Shape of recruitment market in two year's time?

TQ: rise of video - CVs, job adverts, microsites, make it real

EQ: Mobile on rise, hesitation on real impact of video as worried about compliance and discrimination. Flexibility and scale, have infrastructure to engage with whatever does come, and adapt to it. All about your people.

NM: RPO - globalising, with graduate market. Sourcing technologies more sophisticated and integrate with ATS. Improvements in quality of candidates provided to customers.

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Giles Guest, Chief Executive of Enhance Media, offers his thoughts on the Year Ahead, while discussing trends and directions of Online Recruitment as seen from the NORAS research and other data tools at Ehance Media - The way Ahead 2011 conference.

 

Giles is passionate about Data as it impacts on all recruitment and business decisions. In other words, Knowledge Led Online Recruiting.

Good first slide - I think that for most of this presentation, we will refer you back to the presentation

Lots of interesting elements all to feed into the website.

Get and use data/research such as NORAS and Google adwords and analytics to help choose your marketing engines. Next NORAS report due out at end of February.

Search engines used by 63% of jobseekers as their first step, while 1/3 of all recruitment traffic comes from search engines.

Very technical tools slides now about Data Data Data. This is a tough content to present just before lunch.

Interesting approach to convincing us to use search engine marketing and keywords.

What about Social Media?
You can spend/waste a lot of money, unless you actually analyse the data - when do you use various channels in the recruitment process? Those candidates that do use social media use it before any other step or channel.

Reach passive and specialist candidates by using the long tail, with social niche sites - such as forums and specialist organisations, blogs in the environment or knowledge area you are looking in.

Social Media is powerful if you are going out to where the candidates are.

Comment: Yes, but this is headhunting 101 - find the location, directory, forums and recruit directly - social media are the communications channels to supplement your traditional (phone and email) channels.

Giles has a number of slides as case studies for nuclear engineer recruitment - you need to see the presentation.

Recruitment Brand Building
Use data to get the ads you place online in front of the right people - or via social media sites like Facebook to use low cost ad cost to get in front of massive number of people.

Comment: This seems to go against the grain of targeted use of social media.

Close with the first slide, which shows the integration of knowledge/data with the channels.

 

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John Salt, Webite Director of totaljobs.com is the fourth speaker at Ehance Media - The way Ahead 2011 conference.

 

What is the future model of job boards? What are the exciting changes happening in the market and how will we all use job boards in the future? Find out from the UK’s leading job board.

John is always one of my favourite presenters. Intelligent, humorous and engaging.

Challenges ahead for job boards. Every since 2000, there has been a challenge to job boards - or a reason they will disappear. (great slide). But, from 2000-2010, compound annual growth is 43%.

Current reason that job board will die? "Mobile is going to be massive."
OK, but what does this really mean? Or is it just a futurologist statement, with little real empirical data to support it?

What is going on now for job boards?

• Revenue growing
• Reach growing
• Traffic growing

The real challenge is the dropping number of UK employment vacancies, particularly crash in public sector roles. What kind of vacancies will be available when the GDP drops again?

When GDP growth is over 22%, the recruitment industry and job boards grow. When it is below that figure, the permeant employment market drops - and people move to temporary roles

Recruitment advertising market
H1 2010, £310m, full year forecast is £620 million. Will not reach the £1.2 billion market of 2-3 years ago.

Print media fall, online recruitment advertising is now the highest percentage of the market.

What does this mean for 2011?
Left Brain - Rational side - auomate as much as you can
Lots of search engine marketing and SEO right. Email marketing, affiliate marketing and do more behavioural targeting - and automate a lot for efficiency

Right Brain - emotional side - surprise the receiver of the message
New channels to promote your needs: TV, Radio, Social media
Content is king - get this right to improve results

Who is migrating from print and at what rate? If you understand this, you can adjust your content to the market. Print advertising in the social services market is declining while same sector is increasing online advertising.

In other words, measure and assess what is actually happening to determine what channels and methods you should be using? How do you reach the 80% of the market you are probably not reaching yet? Evaluate regional penetration as well as national campaigns.

Retain jobseekers time after time by investing in SEM and SEO.

Greenlight report, 3.300 recruitment keywords.
Focus on long tail, location, job title and more
Link to relevant content, such as the totaljobs.com barometer

2011
More experimentation on data visualisation and infographics tools for jobseekers and recruiters

The year of mobile -what does this mean? Mobile visits increased fourfold in 2010, will be one out of ten visits initiated by mobile in 2011. But mobile and PC usage is complimentary (another excellent slide), not exclusionary.

Mobile Audience stats are encouraging
95% of smartphone users would consider jobseeking on a mobile - but what happens when they get to the website? How does your website really react to the changes in platform use.

Job boards have to continue to innovate - for example proximity searching, jobs on Googlemaps.

Comment: (This was available by a group of Dutch developers over 3 years ago with the addition of relevancy, salary and proximity -glad to see mainstream job boards finally getting there.)

Next business trend is the growth of self service online sales. Grow more than 60% in 2010. Brings every type and size of customer, from one-off jobs to campaigns. This is a e-tailer approach.

Innovation includes adding events such as online graduate fairs, with advice and help from major employers, with live chat.

Where do you focus your advertising spend and how do you choose your job board? Act like a jobseeker and see what you find on different job boards.

Summary (more on the slides)

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Adam Gilmore, Solutions Architect, Microsoft UK Ltd, is the third speaker at Ehance Media - The way Ahead 2011 conference.

The world’s leading technology provider talks about running global online communities, borderless hiring and the future of recruitment in online talent pools.

His everyday focus:
Application Lifecycle Managemen - People, process, tools (technology)

Increase customer satisfaction and reduce costs in software development. Learn from the LEAN processes originally implemented in manufacturing. How will these software and business development approaches apply to recruitment going forward?

Focus on continuous improvement, expenditure must add value to customer goal, or it is 'waste' in a process.

Audience is struggling to understand how this fits into recruitment? Perhaps the key is to take out duplication of effort and wasted processes:

• Delay
• Duplication
• Unneccessary movement
• Unclear communications
• Incorrect inventory
• Opportunity lost
• Errors

Study Value and Demand, from a customer perspective

• Who are your customers?
• What demands do they make on your service?
• Do different customers demand different things?
• What do your customers value?
• What would perfection look like to your customer?

Measures

• Measre Value Demand and Failure Demand
• Measure end to end process and results
• Measure yourself as customer will

Targets kill service delivery, as targets are set to encourage a behaviour, but not the customer demand.

Microsoft case studies are impressive, but are not online recruitment related. Adam is doing better in the Q&A to relate the LEAN approach to his own hiring experiences. This would have been great as slides/core of the presentation,

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Paul Modley, Head of Recruitment, London Organising Committee for the Olympic and Paralympic Games is the second speaker at Ehance Media - The way Ahead 2011 conference.

Hear about the planning and delivery of Britain’s largest ever peace time recruitment operation. Headline speakers don’t come much bigger than this.

The biggest challenge for LOCOG? Only 18 Months to go to the Games start.

How does LOCOG use online recruitment?
How Adecco help support them?
Strength of the brand in recruitment
Delivery inclusion, local employment initiatives

Workforce will be 200,000. Paid for workforce is 1,057, doubling over 6 months and wile be about 6,000 by the Games. Volunteer workforce had over 250,000 applications for 70,000 roles, with a minimum commitment to ten days. Massive selection process to start soon.

Contractor workforce of about 10,000 in the 3rd party service providers.

Of course when the games are over, the workforce will be dispersed.

How to use technology and online recruitment?

Adecco are the hiring partner for the paid for positions. Using LinkedIn, Facebook and partners to drive all applications to the website for managing the applications.

Adecco have supported other global events such as Sydney Olympics and the Manchester Commonwealth Games. Adecco is both a sponsor and the key delivery partner for employment.

Using Skillstream technology platform for full time hires. ATOS Origin built a toolkit to manage the full volunteer process.

Have a wide range of unique rolls to find - therefore need to try and find some staff with existing skills as well as those who can be trained up into these roles. About 200 existing staff have worked in major events.

Challenges - that it is an 18 month window now to eventually take a temporary role - and for salary/benefits that will be less than in their current job, but the addition of the Olympics brand will be great on the CV.

The Diversity/Inclusion elements are critical for the success, both locally and across the UK. Six strands of diversity. Target of 18-19% for ethnic recruitment and are close to achieving that goal. Working closely with local boroughs, with 18% local hires, with a target of employing 7% of those who are currently unemployed. Online does not necessarily hit this target groups, so work closely with local communities to find and attract candidates.

 

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Lord Jim Knight former Employment Minister and currently an Associate Director of Innovate CV, opens Ehance Media - The way Ahead 2011 conference with his thoughts on online recruitment and hiring.

Work experience key to future of graduate recruitment - The Innovate tour of university campuses is just starting, which gives some real life understanding of graduate needs

What is impact of global/world markets? Affect on where work is done and where new graduates are actually being trained. Social tools help to reach across borders. Cloud computing enables distance based working.

Social and web based technologies have been disruptive across industries - from publishing to employment. It is the app and cloud economy.

What are 21st Century Learners?
Not about to sit back and listen, but are active learners. Believe in peer to peer, collaborative means of learning. What will their expectations be when they hit the labour market? Certainly will have different demands - ranging from work/life balance, flexible working, and different means of engaging with management.

In a competitive labour market, the candidates 'need to get noticed' to differentiate themselves from the competition - from video profiles to interactive CVs- and direct marketing .

What next? Lots of change and exciting time ahead.

 

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A new and innovative online application has been launched on the UK market which lets recruiters and employers know whether a potential candidate will be compatible with team members in an existing workplace environment.

Already being used in the US, the Colleague Matching Assessment Tool (CMATool www.cmatool.uk.com) has been developed by behavioural psychologists and can predict with a high degree of accuracy whether a candidate will work well with his or her new line manager and fellow team members.

CMATool is a questionnaire-based application which statistically records how each individual candidate perceives, interprets and approaches common workplace situations. It adds scientific objectivity to the selection process because all candidates are assessed and compared by the same standardised measurements. The new product is not a psychometric test and does not evaluate skills; it is a unique proposition because it identifies the values and preferences of an individual candidate and objectively assesses the likely degree of compatibility between that person and other specific individuals.

Commenting on the launch, Jim Lanas, Founder of CMATool said: “Nine times out of ten new hires don’t work out because the individual doesn’t fit in with the existing team. This can cause a lot of stress and cost to recruiters and their clients. The problem is particularly tough for small and medium-sized companies where making the wrong hire can have a very serious impact on business. CMATool is a great proposition for recruiters because they can use it to improve their service to clients, as a USP to differentiate their offering or as an account management tool to open or reopen client opportunities. They even have the option to use it as a revenue generator. It’s a cost-effective solution which is easy to integrate into existing processes.”

“For staffing firm’s clients the benefits are easy to see – they have a fair and auditable recruitment process and selected candidates will have higher levels of engagement and perform better once they start the job. It’s a win win situation.”

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