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This is a FREE National Jobseekers Roadshow visiting Dublin, Cork, Belfast, Galway, Kilkenny, Waterford, Sligo and Mullingar running from the from 13th-23rd May 2011. To attend sign at http://www.cpljobs.ie/roadshow

 You will learn how to prepare a great CV, brush up on interview skills, presentation skills, the importance of staying positive and motivated and dealing with unemployment and emigration. This is aimed at jobseekers and people who are looking to change careers.

There will be a presentation from leading career specialists, followed by a questions and answers session from the floor.

As there is limited capacity we would ask you to pre-register at www.cpljobs.ie/roadshow

Also join us on Facebook http://www.facebook.com/pages/National-Jobseekers-Roadshow/211550952197167


eQuest Joins the Bullhorn Marketplace

Posted by: Peter Linas in Untagged  on

Peter Linas
Job Distribution and Predictive Intelligence Saves Recruiters Significant Time and Money

05 May 2011, London - Bullhorn®, the global leader in online staffing and recruiting agency software, today announces an integration partnership with eQuest, a leading international job distributor. Recruitment agencies can now easily optimise their sourcing efforts and spend, using eQuest's new ChameleonTM job posting gateway product, featuring its latest distribution and analytics enhancements.

eQuest's award-winning job board analytics software enables companies to track the performance of any specific job board against specific categories of jobs. Other features include job post scheduling, which lets users schedule jobs to arrive at the top of search results during high viewing times; confirmation tracking to confirm job arrival; and support for multi-language job postings. "eQuest's solutions deliver new concepts and technologies that exceed the expectations of recruitment agencies," comments John Malone, Chief Executive Officer at eQuest. "We are thrilled to provide Bullhorn customers with the eQuest experience from directly within the Bullhorn platform."

eQuest is available via the Bullhorn Marketplace, a destination that gives recruitment agencies access to an extensive range of software applications and services, all of which are pre-integrated with Bullhorn. All Marketplace partner applications are accessible online and help recruiters streamline their business - from background checks and payroll, to accounting system integration and sourcing, in order to drive bottom-line results.


"The ever-changing online landscape requires tremendous agility to keep up with all of the moving parts of the world's job boards," explains Peter Linas, Bullhorn UK MD. "As Bullhorn continues to expand globally, we are excited to welcome eQuest to the Bullhorn Marketplace and arm our customers with this simple-to-use, intelligent solution that broadens online job distribution, while eliminating unnecessary job board spend."

-ENDS-


Drag&Tag Joins Bullhorn Marketplace

Posted by: Peter Linas in Untagged  on

Peter Linas
 Users can now import social media data seamlessly into Bullhorn

19 April 2011, London - Bullhorn®, the global leader in online recruitment software, today announced the complete platform integration of Drag&Tag, a specialist software company that provides collaborative research technology to recruitment agencies, in order to create a faster more efficient environment for recruiters uploading details to Bullhorn.

Available through the Bullhorn Marketplace, the Drag&Tag solution integrates browsers, professional online networks, and user tear-sheets, enabling recruiters to import client and candidate information from the web directly into Bullhorn, whilst seamlessly integrating web-based and social media tools with users' existing workflows.

"Recruiters typically use the internet to search for information about clients, prospects and candidates, then manually create or update records in Bullhorn", explains Guy Rubin, Managing Director of Drag&Tag.  "If a consultant is busy, the records may not be completed accurately, or worse, not added at all. Drag&Tag is a ‘must have' toolbar for Bullhorn customers because it provides a slicker business process - capturing and storing critical information within the Customer Relationship Management system in seconds."

The integration enables customers to categorise and make notes on web pages (such as client job posting pages), and de-duplicate client and candidate records before entering the data into Bullhorn. With detailed activity reports, business owners benefit from real-time management, giving them more control and visibility into consultants' activities, and enabling them to promote best practices.

Drag&Tag is available to Bullhorn users via the Bullhorn Marketplace, a unique portal that gives staffing and recruiting agencies access to an extensive range of applications and services, all of which are fully integrated with the leading online recruitment software. All Marketplace partner applications help recruiters streamline every aspect of their business - from background checks and payroll, to accounting system integration and sourcing - in order to drive bottom-line results.


Social media and social networking have become even more essential elements of the broader marketing and communications mix this year, settling the question of whether they were merely capricious trends or fundamental and revolutionary shifts in the way that we engage, communicate and do business.

We are living in a world where consumer behaviour and activity have changed enormously in a very short time, where peer advocacy and user-generated content increasingly rival corporate advertising, and where communication can be achieved instantly. Considering this, it is no surprise that businesses are beginning to invest seriously in the places where their products and services are discussed the most.

However, it’s becoming very clear that this is an entirely new way of connecting with audiences, with its own set of considerations that relate to engagement and influence. The creative industries have always embraced innovation, encouraged change and challenged convention, so are more likely than other sectors to be moving at a similar pace to the technological advances driving these changes. Their challenge is to advise clients, who may not be as naturally inclined as others towards digital and social media, on how to make the best of the opportunities on offer.

Many established decision-makers are still trying to make sense of the digital world, the speed at which innovations are taking place and how to manage the wider business implications. Meanwhile, the so-called ‘Generation Y’ is highly mobile, technically astute and perfectly in sync with these burgeoning digital environments; quick to spot the opportunities and turn them to their advantage. This generation gap could fast become a cultural dichotomy, which is why it has become so essential for social media to be properly integrated into strong marketing and communications strategies.

Those artlessly invading and attempting to harness and commoditise these spaces have swiftly discovered that such a strategy doesn’t work. They are turning to the people who understand that this new-born digital knowledge needs to be blended with more traditional communication and creative skills to enable them to engage more successfully online. Digital design consultancies and digital marketing groups are working very hard to galvanise these skills through educating and informing their more senior specialists in the ways of digital and developing their ‘digital natives’ into more rounded creatives.


Measuring Social Media ROI

Posted by: Alan Whitford in Untagged  on

Alan Whitford

The final presentation today at the Social Media in Recruitment Conference by Andy Hyatt the Head of Digital at Bernard Hodes Group hits a topic close to my heart. Measurement and metrics - defined as ROI. One of the key conclusions (jumping ahead here) is that companies just don't measure their recruitment actifvity - they don't have a base line of values and metrics to begin with. And, we might even question, what is the will of companies to empower HR/Resourcing departments to do that?

Andy's presentation points:

Dispelling the myths

  1. Social Media is free
  2. Social Media Is easy
  3. Social Media is univiersally valued by CEOs
  4. Social Media doesn’t matter

1 It is not Free
How much does it cost to set it up?
Staff time is costly and is not usually considered

2 It is not Easy
You have to learn, rework your processes

3 Not Valued by CEO
From a poll of CEOs
55% think social media is either too much of a risk or is not even a consideration

4 It Does Matter
Dominos Pizza CEO Patrick Dodd experience:
What happened when employees posted a rude video made at work to YouTube?
By the time he got to work, 500,000 views and the share price was dropping

So, why does this matter?

You have to justify YOURSELF
Your job, your activity, the value you deliver to you business

ROI Basic Rules
(Gain from investment - cost of investment) divided by Cost of Investment = ROI
But note: ROI - Return on Investment - only happens after investment is made/counted

If the equation shows an investment in cash and a return in retweets, clicks, likes or comments, how do you show ROI to the CEO/CFO? They measure in financial terms only.

You need to join all the information together, put it in an ATS, for example, to measure the real effect of the investment in your recruitment actifvities.

What are the usual recruitment measures that we do?
(Cost per hire) divided by (Time to hire) may be used to measure the recruiter performance

Real value is actually Quality of Hire
- but who is actually measuring that?

Real value of Social Media recruits can be seen by surveying candidates/employees
They understand brand value, company value and deliver better employee value
(again, how to measure that?)

Therefore, you have to establish a baseline of what you do now for recruitment
Then map your activity timelines that you spend on each element of the recruitment activity and impact, including outputs

Outputs to track

Traffic - views, hits, likes, mentions
Response - clicks applications, retweets
Behaviour - time spent on site, action, influence
Sentiment - positive, neutral, negative

Aggregate all the data
Maps, graphs whatever you want to display the data
Again, this is not free. You need tools and someone to do the work.

Don’t Stop tracking the data and analysing the results
Of course, don’t stop tracking and measuring at Hire
Go beyond it: alumni, referrals, boomerangs

The answer: It Takes Effort!
But don’t be afraid to start with some elements - not trying to do the whole thing at once

PROVE THE VALUE
Client study of Staples

Created a Brands Values campaign 60 days before starting the actual recruitment drive
Not really about jobs, but created a buzz about the company
Twitter, blog posts - created characters, story to attract a community following

Then initiated the recruitment drive
Store opening in Tonbridge generated 600 applicants for 21 jobs
Interviewed 135
Candidate quality exceptionally high and hires are high quality

Value:

Were spending £10,000 on store recruitment
Now spend less than £1,000

Short term Return: Filled the jobs with worthwhile candidates
Long term, could measure business success - but that not that done that measurment

Resources to learn from:
IAB have a handbook on Social Media Measurement

Attend a Social Media Measurement Camp


Second afternoon session from the Social Media in Recruitment Conference in London.

Becky Folb NokiaBecky Folb, who was a panelist at #SRCONF in November, delivers a lively presentation on her journey from her background as an agency recruiter to now being in-house at Nokia.

Her Job is Global Talent Acquisition Manager (Digital Marketing): Source candidates across the globe for the Digital Marketing group, plus introduce social recruiting across the group.

Kicking off: Social Recruiting is about being social, it is not a broadcast media

Be in charge of your Digital Identity
A strong on line presence is critical for future success

Talent pipelining - using social as the basis for building the talent pool

  • Identifying
  • Sourcing
  • Engaging

Employer Image
Brilliant opportunity via social to join the conversations

  • Listen
  • Join/share
  • Influence

Enhance your company online reputation is key

  • Authentic reputation online
  • Visibility to your target audience
  • Build trusted relationships

What do these key points look like for the corporate recruiter?
In-house recruiter at the centre with 4 quadrants:











The first of the afternoon sessions at Social Media in Recruiment Conference

How CH2M Hill successfully used LInkedIn and Social Media to Recruit
Laurent Brouat, Link HumansLaurent Brouat – Founder – Link Humans
Link Humans helps companies with LinkedIn strategy and training, using social media for recruitment, building online communities, employer and personal branding.

Laurent is trying to wake us up with a live PowerVote survey

Which channel do you use more to recruit?

135 answers

Job boards        39%
Rec agencies    20%
Social media     13%
Referras/personal contacts 16%
Corporate Website 13%

Client study of CH2M HILL
20,000 Employess worldwide
Team of direct recruiters

How to recruit more directly?

1  Rebuild Careers Page and make it easy to find from the home page

2  Build the Facebook Fan Page
Wanted to push jobs there, but not getting the right kind of traffic
So, focus more on building a community for employees, alumni

3  Set up Twitter for jobs
@CHWMHILLJOBS
Drove traffic, but not really efficient or the right type of messaging

4   Build the LinkedIn Presence
A  Purchased the Corporate Recruitment Solution - but you can do a lot without it
Works well for very specific roles internationally
Example: a civil engineer in South Korea
Couldn't get candidate via job board, agencies and usual channels.

Went to LinkedIn
Found 100 candidates
Shortlisted 10
Hired 1
Plus, are still in touch with the key people as a talent pool

B   Build a Careers Page on LinkedIn
Delivers a different look for different job categories, based on the jobs that relate to the candidate LinkedIn profile

C   Run ads on each of the employee (9,000 are on LinkedIn) profiles - a banner ad for a career at CH2M Hill
Drives qualified traffic of individuals who are linked via your employees

D  Set up Groups on LinkedIn
Works OK, but not as ‘social’ as FB. So, not as much interaction as you might hope for in the groups.
Good to build the employer brand and deliver information

RESULTS














































Redfox: Social Media Success Story From SMIR

Posted by: Alan Whitford in Untagged  on

Alan Whitford

Our second live blog report from the Social Media in Recruitment Conference in London

Social Media Success Story – How a previous conference delegate took action with Social Media to successfully grow their recruitment business
Max MacGillivray – Founder – Redfox Executive Selection

 

Redfox is an International recruitment company in the Fresh Foods Sector, Senior level staff to Board level.

Max MaGillivrayMax is an engaging guy. Food business is huge, massive numbers for things like watercress. But as a very niche and small recruiter, how to go International and just get more business? Went to the Media companies, huge cost for media (£150k) Therefore, ow else to contact large number of companies and candidates? Max was at SMIR 2010, and wanted to take on some of the lessons learned.


Had some key business nuggets from various business leaders:

  • Want to get more clients, sell them more, charge them more
  • Be different, go in different direction than competitors
  • Have 11 points of difference to competiors
  • Create disruptive change in the sector

All can be created by Social Media

Refox logoSocial Media Plan for Redfox
LinkedIn










We are at the Social Media in Recruitment Conference, hosted by Mike Taylor of Web-Based Recruitment.

Huw DaviesDiscover how the European Commission introduced Social Media recruiting into a public sector, multilingual organisation
Huw Davies – Head of External Communication – European Personnel Selection Office (EPSO)

EPSO is the European Personnel Selection Office. Centralised staff selection for ALL European public sector organisations.

PUBLlC SECTOR IS DIFFERENT

  • Different than the usual perception. Not the old stuffy type of employers, but modern organisation
  • Popular, over 100,000 applications per year
  • Have a modern selection procedure developed over the last 3 years based on competency testing.
  • Set up annual cycles for main recruitment drives
  • Integrated more with HR front end, workforce planning


Challenges

Multi-lingual communications policy
All information on permanent job opportunities should be in 23 official languages, although exemption allows just the three main languages: French, German and English

EU CareersNeed a new Solid Visual Identity to reflect the EVP of the Community, not of EPSO. Created the EU Careers Logo
Available for use by all EU institutions and agencies, as well as partners in Member States’ governments

 















Raymond Pennie has been re-elected to the Association of Professional Staffing Companies’ (APSCo) Executive Committee. He will have particular responsibility for representing the views of the affiliate membership of the industry body, companies who supply services to the recruitment industry.

Raymond is Commercial Director of Kamanchi which provides outsourced IT and technology services to professional recruitment firms. His long experience in the staffing sector includes working as Project Director of Spherion in Europe and as Programme Director of Elan IT, part of the Manpower Group. Raymond is also a qualified Chartered Accountant and sits on the council of ICAS (the Institute of Chartered Accountants of Scotland). He is currently Co-Chair of the APSCo Technology Forum.

Commenting on his appointment, Raymond says: “It's great to represent the service providers to the recruitment industry on APSCO. As service providers we can work in partnership with recruitment firms to make the industry work better for end-users and make more money for everyone through our innovations.”

“In the current market with tough economic conditions it is more important than ever for companies to forge real partnerships when they do business together. With the Agency Workers Regulations coming into force, clients will be looking for real industry expertise which can be best delivered by staffing firms and their suppliers working together to deliver a high quality and value-added service. APSCo members and affiliates are best-placed to achieve that level of service.”  


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.


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."


Candidate lifecycle in a database

Posted by: Masood Sayed in Untagged  on

Masood Sayed

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?


  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."


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."


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!!


I have been thinking a lot about job boards recently, as both a customer and a jobseeker.   In these socially enabled times, it strikes me that the job board user experience should be something like this:

Jobs are displayed in easy on the eye tag clouds, instead of ordered lists we know are manipulated by the recruitment organisations who post them.  Jobs are highlighted to me by other job seekers and I can rank them by most viewed, highest rated or user defined tags.  It’s a visual experience, not a data driven one.

I can tag each job myself, just like I can currently tag the rest of my social life – my pictures, my bookmarks and so on – knowing that all my fellow jobseekers are doing the same.  This rich user tagging is doing a way better job of delivering me relevant jobs than the job board search facility can.

What's more, I can connect with my social friends on the site, directly, along with other job seekers whom I don't know. Yet.  The feature that flags the profiles of people who are also looking for a job in my specialism or area takes care of that.

It introduces me to others in the community who also happen to be looking for a job in the same area as me. We can swap notes, compare opportunities, give advice and extend our job-seeking network.  And of course, make some life long friends along the way.


Cool Tools for Recruitment, Part 1 at TruLondon

Posted by: Alan Whitford in Untagged  on

Alan Whitford

Jobsite logo#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.JSTN logo

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).

Watch live streaming video from jobsitetrulondon at livestream.com

 


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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 500TM, 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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