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SW6 Associates announces merger

Posted by: Jason Leggatt in Untagged  on

Jason Leggatt

24 October 2012, London - Three companies: PAB Appointments,
SRS consulting and Ruston Hemmings have come together to form specialist recruitment-to-recruitment
agency, SW6 Associates.

The newly consolidated brand is now one of the largest and most knowledgeable London-based consultancies focusing on the recruitment-to-recruitment market.

SW6 Associates' managing director Jason Leggatt comments: "This merger helps us get our message across with a greater impact to our target candidates. By bringing together our nearly 50 years of combined experience we are able to access a greater pool of experienced recruiters looking for their next career move within the industry or talented individuals seeking their first job in recruitment."

Ben Watson, SW6 Associates director, comments: "While SW6 is active in the graduate recruitment market, it is not our sole focus. We have an established and dedicated team that proactively sources the best senior talent in the market and have had tremendous success moving senior recruiters around the industry. Many of the trainees we place come back looking for a more senior position while candidates that have heard about our reputation and past success, regularly approach us directly when looking for a more senior role."


- Employees will have secure access to e-payslips on a variety of devices -

Bond Teamspirit, the provider of modular, yet fully integrated, HR, Payroll and Time & Attendance software, has partnered with MasterEpay, the complete payslip service, to offer clients secure email payslip functionality.


New and existing users of Bond Teamspirit’s payroll software will have the capability to offer employees the choice between traditional paper payslips, online payslips via Teamspirit Employee Self-Service and an e-payslip that can be sent to a designated email address. The e-payslip can be viewed on any device such as a desktop, laptop, tablet or smartphone.


Staffing technology specialist Kamanchi has won the Association of Professional Staffing Companies (APSCo’s) Affiliate Member of the Year award.

Founded in 2002, Kamanchi focuses exclusively on providing IT solutions to recruitment companies operating in the professional services space and narrowly missed out after been shortlisted for the award last year. The company’s client list includes well known recruitment brands such as Aspire Global Network, Michael Bailey Associates and Redgrave Partners.

APSCo has more than 100 affiliate members but Kamanchi was chosen by the judges to win the award because of its strong service orientation and commitment to the recruitment sector. The judges said that Kamanchi “has a very flexible approach towards its business partners allowing them to get on with their core business, invaluable in a tumultuous and constantly changing market.”

Reacting to the award win, Kamanchi’s Commercial Director, Raymond Pennie, said: “It is a huge privilege to be recognised for our efforts in 2012 and it is particularly special because this year we celebrate our first decade in business.”

“I’d like to say a big thank you to all our team, our clients and APSCo. We have worked hard since being shortlisted in the final three last year and we are proud to have some of the best names in the industry as our clients. Every day we aim to support the staffing companies we work with to help them make money knowing all their IT requirements are being looked after. We deliver a best in class service and continue to develop our offering as technology moves forward and it is nice to have that recognised by a leading industry body.”



LONDON, UK - October 17, 2012 - SilkRoad Technology has advanced its long-standing mission to explore new markets for its award winning social talent management solutions with new offices in Scandinavia and Mexico. Over the past five years, SilkRoad has grown to over 20 offices, signed a number of strategic partnerships and diversified the geographic makeup of its customer base. In the first nine months of 2012, SilkRoad added more than 50 clients in EMEA.

In the UK, SilkRoad's recently acquired customers range from a national
broadcaster to a specialist healthcare provider and a global financial firm as
well as Microfocus, Britvic and the mortgage supplier, Acenden.

"We've taken a balanced approach to penetrate both mature and early stage markets. This enables us to realise near-term results to support additional expansion," said Flip Filipowski, CEO, SilkRoad Technology. "We're focused on having the right business leaders in place to capitalise on regional market opportunities. These leadership teams quickly focus on establishing a blend of local employees who can attract and support our customers."

Bullhorn today announces the release of the fourth generation of Bullhorn Mobile, arming recruiters, account managers and executives with up-to-the-second information. With the ability to review data right before meetings and follow up immediately afterwards, Bullhorn customers can widen their competitive advantage by being more responsive and prepared in front of clients.

Recruitment Software Introduction

Posted by: Sam Clifford in Untagged  on

Sam Clifford

Hello from Darwin...!

We hope to post more in the coming days. In the meantime be sure to check out our updated recruitment software videos at at Darwin.com  

- Bond Payroll Services has been selected as the preferred supplier for UK sports organisation, the Sport and Recreation Alliance, offering their members a 75% discount on initial set-up fees. The Alliance’s members range from the FA and the RFU to British Cycling and the Ramblers -


Bond International Software , the global provider of recruitment and human capital management software and services, today announced a partnership between its Bond Payroll Services division – a BACS-registered payroll outsourcing solution – and the Sport and Recreation Alliance, the UK-wide trade body for professional sport organisations.


The partnership means that Bond Payroll Services has been awarded ‘preferred supplier’ status for payroll services and all members of the Sports and Recreation Alliance will benefit from a 10% reduced rate. As well as this, Bond is also offering members a 75% discount off the initial set-up fee within the first three months of the partnership.

GradWeb, the entry level, graduate and campaign recruitment outsourcing specialist, won four awards at the prestigious Recruitment Business Awards (RBA’s) in Manchester.

 Newbury UK – GradWeb, the entry-level and graduate recruitment outsourcing specialists, announced that they have won four awards at the Recruitment Business Awards held in Manchester.  The awards included Best Integrated Campaign, Best Recruitment Platform, Best Candidate Experience and the ultimate accolade of Recruitment Company of the Year.

The Recruitment Business Awards are now in their tenth year and aim to reward creative recruitment advertising and successful recruitment businesses. GradWeb won a hat-trick of awards for the work it has done for its clients Network Rail, BT Global Services and Cisco, and rounded off an excellent night by also scooping the Recruitment Company of the Year Award.

The high profile Track&Train recruitment campaign, that provides paid internships within the rail industry for unemployed graduates, secured the award for Best Integrated Campaign, by combining innovative candidate attraction services for lead client, Network Rail, and the other 27 participating rail businesses. The Best Candidate Experience Award for outstanding candidate management was won by BT Global Services for the recruitment of its Sales Academy, for which GradWeb managed a huge volume of candidates in a compressed time period, using a bespoke assessment process to select 200 exceptional sales people. The Best Online Recruitment Platform was won by Cisco for the global Cisco Partner Talent Network (CPTN). Uniquely designed, developed and managed by GradWeb, the portal features a ground-breaking job-matching algorithm and integration with LinkedIn to deliver an unrivalled candidate experience.

“We are delighted that our work has been recognised and rewarded by the judges at the Recruitment Business Awards” said Cynthia Bostock, Managing Director, GradWeb. “To win one award is a great honour but to receive four, including Recruitment Company of the Year, is a fantastic achievement. It is testament not only to the strength of our partnerships with our clients but also the outstanding candidate experience that we provide. These awards highlight the breadth and depth of our expertise and experience in delivering innovative, highly effective and transformational recruitment solutions that deliver real business value to our clients.”

BusinessWeek recently had a lengthy article (Class of 2012: Europe's young pursue dreams abroad) about how Europe’s youth are increasingly being forced to leave their home countries in search of their first professional job. However, getting that first professional job , whether at home or abroad, when you lack significant professional experience can seem daunting but here are a few important tips to prepare you for that first professional job search:

·         Get it Right on Paper First. Writing a great CV and cover letter goes without saying but it can be a long process to get everything right. Once you have a few versions written, proof read everything several times before having your most trusted advisors (e.g. friends, family or professors) read what you have written. However, don’t stop there because ideally you should also have professions or experts in your intended field or line of work to proof read your CV to ensure that its what a recruiter or human resources person actually wants to see. Just remember that you will likely need to sell yourself on paper first before you will have a chance to sell yourself in person.

·         Get it Right Online. With professional networking sites like Linkedin, Xing and others have increasingly becoming important recruitment tools, having a profile up on one or a couple of professional networking sites is a must. Likewise and when you create and update your professional online profiles, that’s probably a good time to Google yourself and check your profiles on other social media sites like Facebook and Twitter to make sure there is nothing on the Internet that potential employers might consider to be anything less than professional.

·         Start Looking Close to Home. The most logical place to begin a job search would be through any resource offered by your university (such as a career center), companies that recruit at your school, through professional associations within your chosen field and through any professional connections you may have. At the very least, these resources will point you in the right direction as well as give you tips about your CV, cover letters and how to ace a job interview.

·         Don’t Forget About Online Job Boards. While professional and social networking sites have captured much of the buzz that online job boards used to have, do not forget about the later. When you are looking for your first professional job, it does not hurt to upload your CV onto a few general as well as specialized job boards. It’s also ok to hide some of your personal details but just remember to keep track of the locations where you post your CV online as once you start that first professional job, it might be wise to change the privacy settings on it to hide some of your personal details in case your new employer should stumble upon it online. Likewise, keep track of who you send your CV to and be prepared for any type of response from an employer – whether via an email or a direct phone call.

Eight Tips for Successful Telephone Interviews

Posted by: Altamira Italy in Untagged  on

Altamira Italy

Given that Italy’s official unemployment rate is hovering at the 10.7% mark and unemployment among those aged 15 to 24 is more than three times higher at 35.3%, younger unemployed Italians may need to look for work in other parts of the country (or the world for that matter) with the telephone interview often being the first step in the process. After all and from a potential employer’s perspective, telephone interviews are a simple and cost effective way to quickly narrow the candidate pool while the ultimate goal of the telephone interview for the job  candidate is to simply land a face-to-face interview with a perspective employer. And while much of same advice for face-to-face interviews applies to telephone interviews, you also will need to keep the following eight tips for successful telephone interviews in mind:


  1. Practice Telephone Interviews. Most people probably do not realize how they sound on the phone e.g. they may actually talk too fast or too loud. A good way to find out how you sound on the phone would be to practice telephone interviews as well as record how you sound when you are doing these practice interviews. In that way, you know exactly what an employer will be hearing and you can adjust your voice accordingly.


  1. Be Ready At Any Time. You never know when a potential employer might call and start an impromptu telephone interview. That means you need to keep your resume handy at all times by your landline and accessible somewhere should a potential employer call you on your mobile phone. In addition, always have a pen and note tablet ready to write down any notes or questions you may have.


  1. Clear the Area. If you are home when an employer calls unexpectedly, clear the room you are in of any family members or pets and turnoff anything that could make it hard for you or the interviewer to hear you. And if you are not at home and it’s really not an appropriate location to do a telephone interview (e.g. you are in a noisy public place), be honest to the employer and ask him or her to call you back at a more appropriate time.


UK Recruiter logoAfter the success of their May event UK Recruiter are running a second technology event this year taking place on Thursday 27th September from 12.30pm to 5.30pm in central London.

Technology in recruitment is constantly evolving making it difficult to keep up with offerings which can really add value to your business. This unique technology showcase event has been designed specifically with this issue in mind. Recruitment professionals will gain insight into a range of technology offerings from many very different suppliers.

This event will showcase offerings from: Monster, Colleague, Bullhorn, LaunchPad Recruits, Arithon, Crimson, idibu, Safe Screening, Bond Adapt, Microdec, TriSys, Influence, ebsta, iCIMS, Dillistone Systems, Plugin Recruiter, Silverline, Cube19 and Voyager. You can partake in formal presentations, speed pitching and informal networking sessions with these organisations.

During the afternoon the APSCo Technology Leadership Forum will host a debate on the pros and cons of spending on IT. This will be hosted by the forum Chair and we will invite questions, debate and discussion from the floor. Non APSCo members are welcome to attend the session.

These are providers who can help you:
· Generate more leads and increase monthly profit
· Save time posting jobs
· Decrease your admin and find more candidates instead
· Get better cash-flow
· Gain competitor advantage

To find out more and understand how investment in technology will increase your success and profitability please visit the registration page.  if you aren't quite ready to sign up you can register your interest and we will keep you informed as we get closer to the date.

GradWeb, the entry level, graduate and campaign recruitment outsourcing specialist, has appointed Jill Summers as Head of Assessment & Selection to develop and lead the design and delivery of innovative recruitment solutions.


Newbury UK - GradWeb announces the appointment of Jill Summers, as Head of Assessment & Selection. According to Managing Director, Cynthia Bostock, “Appointing Jill Summers as Head of Assessment & Selection was a strategic move by GradWeb. Her proven success strongly complements our senior leadership team as we continue to develop and expand our range of outsourcing recruitment services for our demanding portfolio of high profile clients.”

Before joining GradWeb Jill Summers was previously a Senior Assessment Consultant for GatenbySanderson where she provided best practice advice to clients concerning the assessment and development of Executive level candidates in the public sector.  Prior to this, she was an Assessment Specialist for TMP Worldwide, where she utilised up-to-date research to support a variety of clients in designing competency models, bespoke assessment centre materials and sifting tools (such as Situational Judgment Tests). She has also worked in the NHS for four and a half years on a variety of psychology projects, has an MSc in Occupational Psychology and has broad experience with a variety of psychometric tools.

GradWeb is a company with a distinct vision and huge potential for further growth and market leadership,” said Jill Summers, “I am excited to be joining such a dynamic and passionate company that understands that business growth is founded on service excellence and relationships. I welcome the opportunity to make a significant contribution to GradWeb, its clients and the quality of their candidates’ experience.”

I’m often asked by recruiters: “What experience do you have in the staffing industry?” Well, the honest answer is…none.

But after some thought, it occurred that we all have some recruiting experience. Whether it’s choosing a driving instructor, a builder, or someone to look after your children, we’ve all needed to put a recruiting hat one-time-or-another.

Take me and my wife. When we were looking for a an au pair, my wife and I advertised online. Despite our ad being detailed, most of the responses were not suitable. It took a lot of time to sift through them to find the three we decided to interview. When we met the first applicant, we knew straight away on meeting her that she wasn’t right for us, but still had to proceed with the interview.

After interviewing the other two, who had the same qualifications and experience, we made a decision based on personality, which we of course knew nothing of until we had met them.

Unfortunately, the au pair we employed was not quite as experienced with children or as good a driver as we expected. We let her go, and started our search…again.

SilkRoad Named a Major Player in IDC MarketScape: Worldwide Social Technology in Integrated Talent Management Vendor Assessment

SilkRoad Recognised for Its Integrated Social Talent Management Capabilities

London, August 2012 - SilkRoad Technology, Inc. has been ranked a major player in the IDC MarketScape: Worldwide Social Technology in Integrated Talent Management Vendor Assessment, IDC #236025, July 2012, for its ability to enable companies to attract, develop and engage top talent through innovative social talent management solutions. IDC recognised SilkRoad for its social recruiting capabilities and employee-centric solutions designed to cover all facets of talent management.   

"We're watching the integration of social technology into talent management very closely as the market remains nascent," said Lisa Rowan, program director, HR, Talent, and Learning Strategies and Services for IDC. "SilkRoad is innovating in this space, providing social talent management solutions that deliver a competitive advantage by improving the employee experience."

The hunt is online

Posted by: Peter Linas in Untagged  on

Peter Linas

Social media is full of potential candidates. While most recruiters have been on the social media wagon for several years now and continue to use job boards with varying levels of success, the sheer volume of candidates across multiple networks means that a lot of leg work and management is required to keep on top of it all. The right tools are required to source quality candidates ahead of the competition.


The Bullhorn 2012 Recruitment Trends Report, compiled from survey responses from recruiters using Bullhorn across EMEA, indicated a high demand for new technology and tools that cast a wider search net.


Recruiters are out-stepping their competitors by pre-emptively seeking out people who aren’t actively searching for a new role. Seventy-four per cent of those surveyed identified the ability to find these ‘passive candidates’ as the main benefit of social media (although personally I do not believe in the term ‘passive candidates’ or ‘active candidates’ as anybody in the workplace should be treated as a potential candidate).


Posted by: Jenny Williams in Untagged  on

Jenny Williams

- Bond International Software extends its global reach with the opening of Singapore office -


23rd August 2012: Bond International Software, the global provider of recruitment & human capital management software & services, today announces the opening of its Singapore office – the latest in its growing network of global offices to expand Bond’s reach throughout the Asia Pacific region.


Bond has experienced at first-hand the recent rapid expansion of the Asia Pacific recruitment industry and has steadily expanded throughout the region since opening its Hong Kong office in 2006. Further offices were opened in Japan and Shanghai in 2009 and 2011. Increasing numbers of current customers are beginning to widen their activities into Singapore, and as a growing number of new agencies are establishing themselves there, Bond has opened the Singapore office to improve its service  to new and current customers by providing local sales and support resources.

Colleague Software - recruitment database provider - is pleased to be supporting #TechRec12, Technology and the Modern Day Recruiter, on 25th September in central London.

Hosted by TheJobPost, this popular event will focus on the latest technologies and tools in recruitment and is perfect for owners, directors and senior professionals researching recruitment software solutions for their business.

Two hundred delegates will hear a variety of speakers share insights on using technology to engage candidates and build new client relationships more effectively. Key presentations include using LinkedIn to recruit, recruitment models and social networking from a legal perspective, candidate engagement, the power of recruitment crowdsourcing, and effective use of intelligence.

Delegates also have the opportunity to access numerous special offers from technology providers including an exclusive ‘try before you buy’ free trial offer from Colleague.

John Paul Caffery, Chief Executive Officer of TheJobPost, said:

“This event is a great opportunity for recruitment owners of all sizes to hear exactly what’s happening in the market and understand the latest technologies that are making the sector more effective. With over 200 delegates attending it’s also a great chance to mingle with like minded and talented recruiters.”

- Commercial Group enlists Bond Teamspirit’s HR software with confidence that it can match the ambition for further growth -

Commercial Group, the office services company, has chosen Bond Teamspirit, the provider of modular, yet fully integrated, HR, Payroll and Time & Attendance software, to provide a HR software solution that will support its plans to expand the business by a third by 2015 – a predicted growth worth £10 million.

Commercial Group is the largest independently owned office services company in the UK and supplies office stationary and solutions to businesses nationwide. The group comprises of four divisions – Office Supplies, IT Services, Interiors and Print – and employs 170 personnel. Prior to the implementation of Bond Teamspirit, the Commercial Group recorded employee details in spreadsheets – a manual process that was immensely time consuming and restrictive.

Commercial Group therefore required a system to support its expansion plans by creating time and cost efficiencies, adding value to the HR function and being user friendly to employees by providing a self-service functionality. After thorough research into the market to evaluate the HR systems available, Commercial Group concluded that Bond Teamspirit met all of the functionalities for the purposes required.


The GSMA, which represents the interests of mobile operators worldwide, has purchased performance management software - Vaado Performance - from Vaado Software, the specialist provider of online human resources (HR) and performance management software and services, to monitor and analyse the individual performance of its global employee population.

As the GSMA has an international workforce, they were seeking an automated system that was logical, intuitive to use and accessible remotely, so that staff could log on from any location and easily navigate the software without the need for extensive training. After a thorough review of the market, the GSMA selected Vaado Performance, primarily due to the user-friendly interface of the software and the manner in which data was readily collated and easy to subsequently analyse. The system's real-time data collection will streamline and automate performance management processes, providing significant time savings for both employees and the HR team. This will allow HR business partners to focus their time on helping staff to get the most from their performance development reviews and on-going assessment, instead of spending time on basic data entry.

Lizzie Chilton, Senior HR Partner at the GSMA, comments, "We view employee development as key to workforce engagement and being able to put in place the processes and underlying technology that allow us to improve this was our ultimate objective. Through the implementation of Vaado Performance, we now have an online system where people can readily input in real time their personnel data and development needs, no matter where the employee is located. Our HR team can then use the data to formulate succinct and relevant learning and development plans, without needing to manually manage the data directly beforehand."

Bullhorn Reach Hits 100,000 Users

Posted by: Peter Linas in Untagged  on

Peter Linas

Over 100,000 recruiters in 139 countries are now using Bullhorn's market-leading social media recruitment platform, Bullhorn Reach, and nine per cent of these recruiters are based in the UK. We attribute this record-breaking growth rate to the increasing use of social media in recruitment and Bullhorn's patented algorithms that let recruiters intelligently share content and source passive candidates.

Bullhorn streamlines workflows between social media and the rest of the recruitment process, meaning that users can now share jobs through Bullhorn Reach from within the Bullhorn CRM system. It automatically tracks placements to accurately measure the ROI of recruiters' social efforts.   

The Bullhorn Reach adoption rate has been astounding. The website now attracts 1.1 million unique visitors each month and traffic from job seekers is up by 700 per cent. Recruiters from 40,000 companies in over 50 industries have woken up to the fact that social media is an excellent way to connect with both job seekers and prospective clients.

This milestone announcement coincides with the release of a number of updates to the Bullhorn recruitment CRM, including new business intelligence capabilities that enable recruitment firms to improve management and decision-making by better using their business data. Graphical, interactive reports and configurable role-based dashboards make it easy for managers and users to unlock the benefits of their business metrics.

The new updates to Bullhorn are designed to allow agencies to pull more business information out of the platform for analysis than ever before. Everyone knows that if you get the numbers right then the revenue will follow - this is the very reason ‘big data' is the latest buzzword.

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