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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).


BOND ADDS SINGAPORE TO GLOBAL OFFICE NETWORK

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.


- Deployment of Bond Adapt software improves recruitment agency’s efficiency and accuracy and reduces administrative expenditure -

 

7th August 2012: Ball and Hoolahan, a specialist marketing services recruitment company, has made significant annual savings since signing an ongoing contract with Bond International Software (www.bondinternationalsoftware.com), the global provider of recruitment & human capital management software & services, to deploy its specialist portfolio of recruitment software applications – Bond Adapt.

 

Furthermore, Ball and Hoolahan has streamlined its recruitment processes and increased visibility across the business, avoiding duplication of data entry and also reducing the amount of manual administration being carried out by its team


SilkRoad recognised in Learning, Performance Management, Compensation and Recruiting

SilkRoad Technology, Inc., a leading provider of cloud-based social talent management solutions, has been ranked as a major player in four separate MarketScape reports published by the International Data Corporation (IDC).  SilkRoad's Life Suite was recognised for its Learning, Performance Management, Compensation and Recruiting solutions. 

SilkRoad provides a full suite of talent management solutions, including HRMS, that streamlines time-intensive HR functions from recruiting and onboarding through learning and career development; encompassing all employee milestones from pre-hire to retire.  The employee centric software helps companies around the world build a self-motivating culture by empowering employees with the tools needed to drive their own careers and relationships with co-workers.   

"The talent management market is one of the hottest applications markets with double-digit growth, market consolidation, and stiff competition," said Lisa Rowan, program director, HR, Talent, and Learning Strategies and Services for IDC. "SilkRoad distinguishes itself in the crowded field with high marks in customer service and cost-effectiveness from its clients."


- Bond International Software achieves ISO 9001:2008 and ISO 14001 accreditation, further supporting commitments to customer service

and environmental responsibility -

Bond International Software , the global provider of recruitment and capital management software & services, announces its accreditation with internationally recognised quality management systems and environmental management standards – ISO 9001:2008 and ISO 14001 respectively.

 

The ISO 9001:2008 standard is only awarded to companies who can evidence effective and documented processes for communicating with customers regarding product information, enquiries, contracts, orders, feedback and complaints and have in place a framework for the regular review of such processes.


New Website for Sonovate

Posted by: Hannah Stacey in Untagged  on

Hannah Stacey

 


 

01 August 2012, London - Sonovate, the company that gives you everything you need for your own recruitment business, has launched a new company website. Whether you are already established or considering launching your own agency, Sonovate provides the technology, the team and the finance to ensure you can focus on maximising your profits.

Through the site, recruiters can request a full demonstration of the Sonovate package, and calculate their potential earnings using a simple online calculator, before committing to the full service.


SEES BOND AS KEY TO ONGOING GROWTH

Academic Work goes live with Bond Adapt in Sweden, bringing the total number of Academic Work employees using Bond Adapt up to 350, with further substantial growth expected in the next three years.

Academic Work, a temping agency specialising in Young Professionals in the Nordics, has successfully gone live with specialist Bond Adaptportfolio of recruitment software applications, Bond Adapt, in Sweden – the third of Academic Work’s countries of activity to have deployed Bond Adapt since 2009 – and will be relying on Bond Adapt in two further territories, Norway and Denmark, before the end of 2012. Indeed, Academic Work is projecting an overall increase in growth of users of over 200% over the coming three years.

Academic Work helps companies reach university students and young professionals for short time assignments, as well as full time employment. Established in Sweden in 1998, the company now boasts an impressive €120 million annual turnover, places over 16,000 candidates per year and is predicting doubling in turnover and headcount over the next two years with the addition of new geographical locations.

As Academic Work continued to add new territories to its network over the last two years, each had initially set up its own processes and IT infrastructure, with little or no overall integration with the other geographies. With further expansion set for 2012, Academic Work decided now was the time to deploy a centralised recruitment system that could be rolled out readily internationally, operate multi-lingually and function from a single database so as to allow improved reporting, increased sharing of information and overall faster working practices.

Impressed by Bond’s experience in providing for large, multi-national corporates, such as Hays and Manpower, its financial stability and its software’s flexibility and scalability, the latest version of Bond Adapt was selected after a thorough review of the market.

Daniel Wrangsjö Daniel Wrangsjö, Project Manager, Academic Work, comments, “Rapid expansion, especially when international, often brings with it a certain level of fragmentation. We were keen to prevent this occurring by bringing in a system that was first of all flexible enough to accommodate and streamline our own individual workflows, but also sufficiently robust to be used as a single system in all countries. Finally, it of course had to be sufficiently scalable to allow us to continue our growth without fear of outgrowing our systems.”

Wrangsjö concludes, “The deployment of Bond Adapt throughout our organisation will be instrumental in supporting our aggressive business expansion plans. Indeed, had we selected a recruitment system that did not offer such flexibility and scalability, I believe that we would struggle to continue our transition into a large, seamless, multi-national business. The centralised database that Bond Adapt provides us with is fantastic. Through the introduction of software, we are able to seamlessly draw on candidate records from our other countries of operation and use these for placements in other countries. We have high ambitions for the future and with such a strong infrastructure supporting us, we are able to realistically aim to grow the user count by 300% within the next three years.”


Bond Achieves Company Wide ISO Accreditation

Posted by: Sarah Woodman in Untagged  on

Sarah Woodman
BOND SETS THE BAR FOR DATA PROTECTION WITH COMPANY-WIDE ISO ACCREDITATION


Bond Software Logo- Extending ISO 27001:2005 accreditation throughout the entire business, Bond International Software demonstrates its commitment to Information Security Compliance -


2012: Bond International Software, the global provider of recruitment & human capital management software & services, has been accredited with the internationally recognised Information Security standard – ISO 27001:2005.

The quality management accreditation was first given to Bond Payroll Services – the division of Bond International Software that provides expert payroll outsourcing services – in 2011 and has now been awarded to the entire Bond business. This endorsement recognises Bond’s ongoing commitment to improving its services and policy of guaranteed security for all of its products as well as taking into account data protection legislation.

The international standard is only given to companies that fulfil and maintain specific best practice requirements for their Information Security Management Systems (ISMS) and associated processes. The IT systems and processes are subject to an auditing process, after which they are awarded certification provided they have met the stipulated standards. The new accreditation will apply to Bond’s entire range of services ensuring that the products and data held within them is now certified as being fully secure, as well as any sensitive client information that Bond handles.

Les Jones, Lead Auditor and Director of IQS UK, who oversaw the auditing process, comments, “After a detailed and thorough review of Bond’s software and systems, along with its organisation-wide procedures and policies for information security, I was pleased to conclude that Bond’s information security readily met the standards and quality to achieve full certification of ISO 27001:2005. The company was able to easily demonstrate that the necessary systems and procedures were in place to minimise security risks. These included high levels of secure integration between internal departments and external bodies, securing physical business premises and access to computer systems and also suitable protection of sensitive data and documents.”

Tim RichardsTim Richards, Managing Director, Bond International Software (UK), comments, “Our company policy is to be market leaders and promote excellence in the field of recruitment, HR and payroll software and services. An inherent part of these activities is a compulsion to treat our customer data with the utmost sensitivity. We see this as a natural component of providing the very best in customer service – something that we are particularly proud to consistently achieve.”

Richards concludes, “Large recruiters, especially those with international or public sector activities, often stipulate that their suppliers must hold a formal information security certification, typically the ISO 27001:2005 certification.. Having now achieved exactly this certification, we are therefore sufficiently equipped to guarantee the levels of reassurance required by such organisations and we look forward to the extra opportunity such an award will afford us.”


GradWeb is exhibiting their award winning recruitment system, GradWeb 2.0, and outsourcing services at this year’s Recruitment Exhibition (RECEX), taking place on 20-21 June 2012 at Olympia in London

The Chartered Institute of Personnel and Development (CIPD) is the largest HR network in Europe. The free CIPD Recruitment Exhibition held at Olympia in London on 20-21 June is the ideal place to discover new ways of finding and keeping the right people by meeting leading technology, software and service suppliers.

Exhibition delegates who visit GradWeb at stand R80 will be able to benefit from a demonstration of the advanced recruitment platform, GradWeb 2.0, which has recently been acknowledged as providing the best online candidate experience for graduate recruitment. In topping Potentialpark’s APOLLO (APplying OnLine & LOving it) rankings for our client BP, GradWeb 2.0 triumphed over 100 systems used by graduate employers to win the award for the best system in the UK and Europe. To appreciate the importance of candidate experience and to understand how it can positively affect the success of your recruitment campaign as well as enriching the appeal of your employer brand, visit GradWeb for a demonstration.

Visitors to the stand can also understand in greater detail the recruitment outsourcing services GradWeb provide and see how technology can improve the effectiveness and efficiency of these processes for both clients and candidates. This theme will also be prominent in GradWeb’s showcase presentation on the 20th June at 11.30am. Entitled “Network Rail and GlaxoSmithKline - winning the race for future talent” the session will look at the processes and best practices these employers use to ensure they get the right talent every time. 

Cynthia Bostock, Managing Director of GradWeb, said:

“We are once again exited to be exhibiting at this year’s Recruitment Exhibition that provides visitors with the opportunity to network with leading technology, software and service suppliers”


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