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Just 5% of the UK’s employees work within the construction industry, yet the sector is responsible for almost 30% of workplace deaths. In the last two decades improvements in health and safety have seen fatalities fall by around 60%, but in the last 12 months, 50 people lost their lives due to a fall from height at work.

There are many professions where working at height could be a requirement, including construction, maintenance, cleaning services, plumbing and more. The biggest danger that anyone working at height faces is becoming complacent and failing to take the correct safety steps or use the right equipment. Whatever your job, if you work at height it’s essential to follow all the relevant safety procedures to protect yourself, your colleagues and the general public. Read on to find out everything you need to know about working at height.

Working at Height and the Law

The law requires that anyone working at height must have undertaken the relevant training and have a comprehensive understanding of health and safety legislation  surrounding their job. This generally requires a comprehensive training course to be undertaken initially and followed up by a refresher course once every two to four years.

In the majority of cases employees will need to be able to give proof that they have had the relevant training before they are allowed to work on a construction site or similar.

In addition, it’s essential to ensure that the area where work will be carried out has been made as safe as possible  and that employees are wearing the correct safety clothing and equipment. For example steel balustrades and handrails installation or the wearing of safety harnesses may be necessary.

Precautions to Take When Working at Height

Risk assessments should always be carried out before working at height takes place. This will help identify any potential hazards  and ensure that appropriate safety measures are implemented. If you’re responsible for compiling risk assessments then take a look below for some tips that you may find useful.

1. Can you avoid working at height altogether? If it’s possible to use other equipment such as long handled tools to avoid working at height then do so.

2. Preventing falls when working at height is paramount so look for areas that already have guard rails or parapets and if none are present, consider the safety equipment you’ll need to add such as steel balustrades and handrails.

3. Check carefully for any fragile surfaces which staff could run the risk of walking or falling on. If there are fragile surfaces in the work area make sure all staff are aware of them.

4. If you are a site supervisor then it’s your responsibility to ensure that anyone working at height is properly qualified to do so, which means you’ll need to see proof that they’ve been correctly trained.

5. Have you minimised the consequences of a fall? Accidents do happen from time to time but putting the correct measures in place will help lessen the risk. For example equipment such as air bags and safety nets can be utilised to help keep staff safe.

Working at Height – Safety Equipment

Edge protection is tantamount to safety when working at height and anyone installing edge protection such as balustrades and scaffolds must be properly qualified. Different types of building and structure will require different types of edge protection so it’s always important to consider the job you are carrying out and the area it is being carried out in carefully before you decide what type of edge protection and safety equipment is needed.

Ensure that ladders are only used as a means of getting to a workplace  as opposed to as a place to work, unless they are only being used for a short time. If staff will be working at height for long periods then a mobile scaffold tower or elevated working platform is likely to be the best option.

Public Safety and Scaffolds

Scaffolds can present a danger to staff and to the public so take a look at the tips below to ensure your scaffold is safe for everyone in and around a work site.

1. If you’re erecting scaffold in a public area, for example on a public route or pavement, you’ll need to get permission for the Highways Agency.

2. Brick guards, netting and sheeting will stop objects from falling off scaffolding.

3. In high risk areas it’s likely that walkway installation and steel balustrades and handrails installation will be required.

4. Signs and barriers should be erected to keep members of the public at a safe distance from scaffolding.

5. The scaffolding used should be designed for purpose. For example stronger scaffolding will be needed if it is being used to support the weight of staff and equipment.

6. In highly populated or busy areas it’s a good idea to erect and dismantle scaffolding during quiet times of day.

7. Hoists and chutes should always be used to remove materials from a scaffold. Materials should never be thrown.

Managing your Workforce

Posted by: Teri Etherington in Untagged  on

Teri Etherington

In previous years Recruitment International have held an RPO conference. This has been focused on Corporate Recruiters, RPO providers and Agencies which supply in to them. After we did this last year we made the decision to look for wholly at Workforce Management. With today’s leading companies using a variety of workers; agency workers, interim managers, self-employed, fixed-term contractors, zero hours contracts and cross border overseas workers. How can you be certain that you are attracting and retaining the best talent whilst keeping up-to-date with the latest employment legislation? This is what the RI Workforce Conference will explore. 

This event will not only discuss and clarify the legal and financial issues surrounding different types of workers it will also give you advice, hints and tips for ensuring you become seen as an employer of choice – essential in the renewed war for talent. 

 Our speakers will discuss

  • Agency workers, interim managers, self-employed, fixed-term contractors, zero hours or overseas workers – what are the fundamental differences and what do employers need to be aware of?
  • Employing overseas workers
  • What are the pros and cons of taking on interim managers and how to know when it is the right time for your business?
  • Pension Reform - Are you ready? What do you need to be aware of?
  • The future on the MSP/RPO model
  • Employing over 50s 
  • Employing Millennials
  • The War on Talent – Where to start
  • The on-boarding process
  • Managing a diverse workforce – Case Study
  • Apprentices      

Confirmed speakers so far include: Age UK, Green Park, Pensions Regulator, City and Guilds, Von Essen, ARC, Optionis Group and State of Ambition

 For a full agenda or to book please contact Teri Etherington on 01483 740 874 or email This e-mail address is being protected from spam bots, you need JavaScript enabled to view it


Bullhorn S Release Is the Fastest End-to-End Recruiting Solution Available

Boston, MA – March 18, 2014 – Bullhorn, the global leader in recruiting software, today announces the newest version of its Bullhorn applicant tracking and customer relationship management system (ATS/CRM) – dubbed S Release. Bullhorn S Release is available now for new customers and Bullhorn users. It is also the combined upgrade path for Bullhorn’s MaxHire and Sendouts ATS products. 

S Release is:

 

  • Three Times Faster – Recruiting agencies move faster than ever before with S Release’s streamlined interface and more responsive infrastructure. 
  • True Cloud Freedom – S Release is available however, whenever, wherever the user wants it. It works on any modern Internet browser (including Chrome, Safari, Firefox, and Internet Explorer), on Macs or PCs, and on mobile devices using Bullhorn Mobile. S Release can expand infinitely to meet the needs of recruiting agencies. 
  • Powerful Simplicity – With 40% fewer clicks, S Release accelerates the learning curve for new employees and streamlines everyday use so that staff use the software more extensively and effectively. Data from beta users shows an average of 50% more recorded activity and up to a 43% increase in recorded placements in the first month of adoption. 

 


Positive outlook for UK recruitment industry, according to Bullhorn trends report.


About NMQA

Since April 2000 NMQA has been a leading software testing consultancy working across the full range of market sectors.  Core services include technical testing, automation testing, performance, accessibility and web testing, all of which can be delivered onsite or remotely via their state of the art test labs technology.

Recruiting Software Testers – The Recruitment Challenge 

Software testing requires highly technical and skilled professionals. Tester related vacancies can attract extremely high volume of applications often leading to a reliance on recruitment agencies to shortlist and provide the most suitable candidates.  As part of the recruitment mix NMQA support their permanent workforce with contractors that can meet their stringent technical skills requirements.  Hiring contractors via an agency can come at a high cost.  Being able to quickly identify, engage and hire skilled contractors directly has significant advantages in a competitive market.  

The Solution – Automated Sourcing of Contractors


Bullhorn expands International client team

Posted by: Peter Linas in Untagged  on

Peter Linas

10 February 2013, London – Bullhorn, the market leader in recruitment software, appoints leaders Peter Markland and Andy Ingham from technology giants Huddle and Kelway to handle client relationships in APAC and EMEA.

Peter Markland will draw on years of experience at Huddle to grow and support Bullhorn’s business in EMEA and APAC as Emerging Client Manager. Markland comments: “I’m thrilled to have an opportunity to build on the hard work of Bullhorn’s teams across its international business to help drive client development and increase market awareness of the solution. Bullhorn is at an exciting stage right now – it has an excellent leadership team, and yet it remains an agile company where I can best effect change and contribute to the exceptional growth."

Andy Ingham, who joins Bullhorn from Kelway will focus on Enterprise clients in EMEA and UK South as Regional Director. Ingham will focus on Bullhorn’s regional and enterprise customer growth and building closer links within the market. “I was drawn to the role because Bullhorn has market leading technology and true global reach, paired with an energetic culture that focuses on innovation. It’s great to be working for such a fast growing business and I’m geared up to spend 2014 developing hardworking teams and helping customers to grow their businesses,” he notes.

Bullhorn Director Mike Restivo comments on the new hires: “We have high hopes for Bullhorn in 2014, and the addition of two excellent leaders is an important element of our strategy. We’re focusing on closer relationships with customers, continued technological innovation, improvements to our follow-the-sun support programme, and further international expansion  - we look forward to Peter’s and Andy’s input in each of these areas.”

 


Elevate Direct Logo 

London, 3rd February 2014 - Elevate Direct the only web based end to end direct recruitment solution for the contractor market has been nominated for Onrec’s Technical Innovation Award.  Now in their 10th year, the Onrec online recruitment awards will be taking place on the 20th of March at the Grange St Pauls Hotel, London. 

Having achieved the nomination, Dan Collier the CEO & Co-founder of Elevate Direct had this to share: “It's very  encouraging to be nominated for this award as it seems organisations are finally realising there are enormous savings to be had,  in an area of the market that seems to have been largely ignored by other technology providers.  The savings to be made in bringing your contractor recruitment in house can easily rival those made by a similar permanent direct strategy. 

ROI for Direct Employers

In less than 2 years since the launch of the London based tech start-up, a variety of companies including large multinationals like Gazprom and Tata Consultancy Services have benefited hugely from recruiting their contractors directly.  On average clients are saving £500-£1000 per month per contractor hired.*


How do you optimise social media for candidates

Posted by: Alan Whitford in Untagged  on

Alan Whitford

We are reporting live from the 12th iteration of the Enhance Media The Year Ahead Conference in London, at the wonderful Royal Geographic Society Venue in South Kensington. Follow the Twitter Hashtag: #EMConf2014

Christer Holloman of Glasdoor.com
Chriter HollowmanChrister HollomanReach him on Twitter @holloman

Optimising Social Media for Candidates
With 13 million jobseekers visits every month to read and post reviews about employers, Glassdoor knows what motivates a jobseeker. Christer Holloman, named by The Evening Standard as one of the most influential individuals within new media, will teach you how to stay up-to-date with changing talent trends.

A few stats to kick off the presentation
They collect a lot of interesting data about companies and candidate expectations
600,000 candidates a month looking at Glassdoor for jobs in the UK, 14 million globally

61% of employees say a new job is different than expectations

Glassdoor is like TripAdvisor for job seekers - Reviews and recommendations before accepting job offers

Candidates can read the online reviews of companies - but companies' information and comments can be on other channels like Twitter
or on information/knowledge sites like Quora - used for answering information questions

Only 25% of the #EMConf2014 audience says it is optimising social media tools for recruitment

Challenges of Social Media -

90% of candidates find employer perspective useful when making decsions
But employers not at nearly the same level of use or belief

Best Practices for using social media

1 Promote the good and fix the bad - people will know about it anyway
2 Act early and often - get to the issue and address
3 Use your employees as Brad Ambassadors to leverage your business and social profile
4 Monitor and engage by using social measurement tools
5 Be Honest and Authentic (a theme today) - don’t use robots to address complaints/issues. Use a real person
Put heart,soul & mind into it


We are reporting live from the 12th iteration of the Enhance Media The Year Ahead Conference in London, at the wonderful Royal Geographic Society Venue in South Kensington. 

Alex Lowe, GoogleAlex Lowe, Google
@adclowe

Recruitment: reboot and reframe
Hear from the Head of Careers and Classifieds at Google. What does Google think the future holds for online recruitment? What trends will influence the way companies hire? How can you be successful

Alex is taking us through a journey of the latest tech - Pad devices for £30 and the £25 PC are possible today. This all depends on having access to the Internet, rather than native apps.

Access to information is now via 6 different screens

PC - changes such as control via muscle movement, voice,

Mobile - Motorola has a project ARA to change the device completely

Tablet - analyse how touch screen motions change the interface

Touch Screen TV - change how you select and view streaming content with external devices

Wearable devices that interface to your existing devices such as phone or tablet (AW: But look at the Burg Smartwatch - it is a real phone on your wirst - and does not require another phone to be connectied)

In Car tech  - will be full internet access - with heads up displays and screens even on the side of the car to deliver information on buildings you pass buy

What should we really think about? Consumer Trends

30% of all s
earches on mobile in 2012 - this means that Mobile has won

2010 - Brits watched 6 billion videos per month
2012 - Brits watched 12 billion videos per month

UK Candidates Stats
88% searched on a mobile
87% candidates use YouTube

How do we challenge the Status Quo -(not the music, but the CV)

Mobile interface - make it quick and easy by going to an assessment process first, before submitting CV

Interviews: If it is tough to always get the face to face interviews organised, then move to Skype or Google+ Hangouts for video interviewing in the pre-screening steps.

Larry Page - I encourage companies to do a little more outside of their comfort zone. Almost evverytime we do something crazy we make progress

Try a few things differently - if you get it wrong you still learn something.

Examples of companies getting it right.
Unilever
KFC

Other ways to engage our audience - Streetview enables you to now add an internal photo of your premises - cool idea of what it really looks like to work here.

Heineken Video - tells a compelling story

Football sponsorship candidate


Navigating the recruitment landscape in 2014

Posted by: Alan Whitford in Untagged  on

Alan Whitford

We are reporting live from the 12th iteration of the Enhance Media The Year Ahead Conference in London, at the wonderful Royal Geographic Society Venue in South Kensington. 

DeeDee DokeDeeDee Doke

Talking about new technologies that were featured in recent issue of the magazine as Game Changers for jobseekers and employers. But, no slide with the names, so we are not able to get them all down.

A couple that she mentioned:
Elevate Direct
Sonru

What is the X Factor that differentiates a candidate. A unique element that is a force multiplier on her candidacy that you don’t even know you are looking for. Can the technology actually identify these factors by more than keywords? (I would suggest that we had that capability with Resumix 15 years ago!)

What is the difference maker now in the Candidate Experience?
It is still a lack of communications.

In the Recruiter Awards for Excellence, a key question will be how do companies handle unsuccessful applicants.

Why do systems ‘time out’ during candidate application?

Is Twitter losing out to Whatsapp and Snapchat? Snapchat has data/photos up very briefly then are gone. Not able to use a ‘spam’ channel. Will these tools be used for targeted quick ad messaging that is only visible for a few seconds by recruiters?

WhatsApp - use for one on one relationships with candidates by recruiters?

The challenge of any of the social tools is the Volume of information and data.

Glassdoor and similar sites - reviews of the companies may encourage candidates to look at a company (or not).

What about the company Career Sites?
Is the information authentic? Do the candidates believe the words behind the creative? Technology exists to really engage with the candidates via the website but most sites do not use them. Why force early registration on careers sites, work harder to fully engage users 1st & be more successful recruiting quality.

Mentions Big Data - Giles will cover later. I have been saying it is about Small Data for years - and now DeeDee quotes Dan McGuire with the same view.

DeeDee closes with her own experience of recruiting. A humbling experience. Yet, it inspired her to create a Talent Pool that could be used for assignment based work. Interestingly, she used email, telephone and a job board. No ATS technology. Isn’t this actually the norm for most small companies?

Reinforced her view that great technology can be a real business enabler - but only if the humans running the tech understand what they need to be doing.


Live from The Year Ahead Conference 2014

Posted by: Alan Whitford in Untagged  on

Alan Whitford

We are reporting live from the 12th iteration of the Enhance Media The Year Ahead Conference in London, at the wonderful Royal Geographic Society Venue in South Kensington.  (or we will be if First Great Western co-operates and gets me to London some time today).  Great theatre environment at this venue. 

This year Enhance has added two workshop streams running concurrently with the main conference sessions. It will be interesting to see how that affects traffic flow and attendance in the theatre, as the 450+ delegates make those crucial decisions. Do I go listen to Mobile Dave (Martin) educate us on the latest impact of mobile technology on rectuitment or learn how to wrtie better online job ads with Craig McGregor or hear DeeDee Doke talk about the results of the Recruiter Magazine research on the future directions that over 100 corporates are taking?  And that is just the dilemna for the first sessons of the day at 09:50.

Check out the article on our home page for a listing of the speakers and their topics.  And, if you find a few minutes, send me a tweet to @RCEURO or @alanwhitford witth your suggestions on who you really want me to cover.

We will be tweeting live on the conference hashtag: #EMConf2014.  Looking forward to your questions.

 

 


Small businesses are always strapped for cash, time, resources, talent, equipment, and infrastructure. That's the bad news.

The good news is that you'd need none of that to run a business. There are countless examples of businesses that are still small and lean. Pick of any of the popular businesses and most of them run lean.

Whether you are a lean business or a fat one, chances are that one resource you'll always need is good talent. We assume that you operate like a modern business and hence manage to bootstrap, run operations and finances on the cloud, use digital marketing, and find talent in the form of virtual contractors, temporary staff, or freelancers.

According to Elance - a global freelancing market place - which published an Annual Impact Report , there are over 2.3 million + registered members on Elance alone. The trouble is this: even with hiring a globally diverse talent pool, it's still hard to find great talent. It might seem impossible to find those few gems among thousands or even millions of global contractors. It's not.

It's hard work, but it's not impossible. It takes time and patience, but it's doable. Here are ways to do it:


Bullhorn Live conquers London

Posted by: Peter Linas in Untagged  on

Peter Linas

Our first Bullhorn Live event in London, which took place at the end of October, exceeded my expectations and the entire Bullhorn team has been flooded with positive feedback. In fact, I have heard from many customersband partners that attended that it was the most rewarding recruitment event ofthe year.

Many members of the Bullhorn senior management team, including founder and CEO Art Papas and VP of technology Matt Fischer, were in from the States for the event. It was a wonderful opportunity for our management
team to meet with our European customers and partners face-to-face and
demonstrate their approach to recruitment technology, present the roadmap for the product and listen to attendees' feedback.

The day was packed with presentations and saw plenty of networking between our customers and Marketplace partners. Presentations included a session on Bullhorn tips and tricks, an update on Bullhorn's newest standard features and a discussion on the importance of social media in recruitment by recruitment specialist Lisa Jones.

There was also a customer panel which included Rethink's operations director Tim Jacob, group MD of client relationships at NES Global Talent Mike Chapman, Harrington Starr's MD Toby Babb and group IT director at Premier Group, Don Ryan. It was great to see 200 people in one room with the common bond of Bullhorn, sharing best practice and learning together how to get the most value from the platform.

We heard from many of our customers that they decided to attend Bullhorn Live London because they wanted to hear about the latest technologies Bullhorn is, and will soon be, offering. Having achieved an overall customer conference score of 4.43/5 it is clear that we were able to whet their appetites with a glimpse of what the future holds.


Growing together

Posted by: Peter Linas in Untagged  on

Peter Linas

On a recent trip to Hong Kong and Singapore, I had the chance to meet with a few of our users in the AsiaPac region. It is always nice to be able to speak with our clients around the world and a great reminder of how much Bullhorn has grown since we launched our international operation in the UK four years ago.

When we first set-up shop outside the US, it was just myself and a small team
working from  London. Many of our original UK clients were as small as we were, and needed a technology partner that could facilitate fast growth.

And as we expanded internationally, so did our clients, with many of our biggest UK customers now working throughout AsiaPac and the rest of the world.  With Bullhorn teams already in the United States and Europe, our growing office in Sydney, Australia, means we now provide time-zone specific ‘follow the sun' 24/7 support to all of our clients wherever they are in the world.

The expansion of our international operations is in large part due to continued investment in Bullhorn solutions which has seen fantastic growth in user numbers - Bullhorn Reach alone has over 250,000. These increased customer numbers were mirrored by a fantastic turnout at our first Bullhorn Live event outside of the US, which took place in London on October 30. Customers and partners from across Europe were in attendance to hear about the latest Bullhorn innovations and plans for the future. Watch out for pictures from the event on this blog. 

Of course, in addition to the local support, international expansion is made easy for our clients by our true cloud SaaS system which remains perfect for establishing new offices quickly. True cloud solutions are ideal for rapid international growth as they require only a computer and internet connection. In addition, browser-accessible SaaS is just as secure and reliable as an in-house system (even more so in most cases) - but doesn't come with the hassle of an IT setup. Unburdened by unnecessary installation, maintenance and updates, recruiters can simply get on with their jobs and develop businesses all over the world. It's fantastic to see, and if I haven't met you in person then I hope to catch up with you soon as I visit another Bullhorn city near you!


SMB.co.uk, the employee management solution for small and medium-sized business, has launched. The UK-based cloud software is specially designed to optimise HR management processes and boasts a wide range of powerful features including: intelligent absence and sick leave management, up-to-the-minute holiday calculation, full employee lifecycle management and clear data analysis and reporting.

SMB.co.uk comes to market led by CEO Tony Dillon, who has over 20 years of experience in business management and software development, having worked in technical and operational roles including at IQ Consultancy, Cobent and Concerca.

Dillon comments: "SMB.co.uk gives businesses complete control of employee management no matter how complex their needs. Every member of the core management team has run their own small businesses and with that extensive business management experience, we understand how complex and time-consuming HR tasks can be. A common challenge for SMEs is managing absence requests and holiday calculations, for example. Particularly when a business has changing shift patterns or high numbers of part time staff. SMB.co.uk is particularly strong in this area, and has a full suite of intelligent HR tools to match."

SMB.co.uk is also a mobile solution for a workforce on the move, giving users 24/7 access across all desktop and mobile devices. The proactive system keeps administrators up to date with important notifications, and multi-level permissions can be set to ensure the right people have access to the right data.

Dillon concludes: "It amazes us that spreadsheets are still used for critical processes like employee management. Our motto at SMB.co.uk is ‘Shred the spreadsheet!’ We want to show SMEs that there are far more efficient and reliable ways to handle HR processes, and help them take their employee management systems to the cloud."


Many readers will know Euan Semple from his book 'Organisations don't tweet, people do' which did much to lift the veil of doubt and confusion which clouds many peoples views of social media and business.

At HRTech Europe he presented on how to go about socialising the people process. In common with many published thought leaders he offers some very tweetable soundbites and insights that sound simple but take time for structured organisations to grasp.
 

HRTech Europe 2013In the early stages of trying to get his teams back to networked, relationship driven conversations he was told by a boss that 'conversation' wasn't particularly a business word! He talked of the challenge of trying to build a new world using the rules of the old world, and the importance of using internal networks to help facilitate the change. Anyone who has tried to help an organisation embrace social networks, either for internal communication or to reach out to customers and partners, will recognise that.
 

Euan Semple
Here are 5 things he said that should help you if you're swimming against the tide of apathy when it comes to social implementation:
  • Your staff already have a social media policy and if you're lucky then they've included you in it
  • This isn't a choice. People are using it. If asked about ROI then ask the ROI of stopping it. The ROI of not doing it.
  • Your ability to react on social media channels is governed by the ease of communication inside the organisation. Does it take 14 people to sign off a blog?
  • If you won't take risks then don't expect a young trainee to take them for you on social networks
  • Don't force the CEO to blog if it's not natural to them - it will be like watching your dad try to dance at a disco and wishing he'd sit down. Let them find their voice first.

All of these struck a chord with me. The more events I attend, the more that I notice a growing chasm between businesses who are getting it right, and those staying on the staring blocks, whether it's through uncertainty, unwillingness or a complete lack of trust.
 

 

Clearly you need certain things to make it happen.

  • A socially aware leadership - it really doesn't have to be the C-suite as long as they trust their management structure in decision making
  • Open internal communications style - as Euan implied, it won't work if there is a chain of command before sending out a message
  • Trust in your employees - it's a given. If you can't trust them to represent you in the right way then what are they doing there
  • Realisation that not one department or team own social media - it belongs to everyone, and each person will look at it differently
  • An understanding of how your customers, clients, partners and employees are already using it and what expectations they may have.

One day, hopefully not too soon, we may be able to do away with sessions around the why and how of social media, and talk about outcomes and opportunities.
 

HR Battles for Hearts and Minds

Posted by: Mervyn Dinnen in Untagged  on

Mervyn Dinnen
 
HRTech Europe opened with 'How the technologies of the social era are changing the way we do business' - a quick Costas Markidesfire keynote from Prof Costas Markides, Professor of Strategy and Entrepreneurship London Business School.
 
Rich in statistics, research and soundbites, the overall message wasn't so much about the technology but about the people - how we use it and how it affects the employee/employer dynamic.
 

The internet is changing us. According to research from prof Gary Small UCLA, 5 hours exposure to the net is enough to change the structure of our brain, manifesting itself in cursory reading, hurried & distracted thinking, superficial learning and an attention span reduced to 30 seconds.

 
Employee behaviour and expectations are therefore changing. We are becoming a generation of nomophobes (or is it nomophobics?!) living in fear of being out of phone range. Whilst 43% of us can't imagine life without our partners, this rises to 84% who can't imagine life without internet and 97% life without our mobile phones. About half of us trust recommendations from our family but two thirds trust recommendations from strangers.
 
Gary SmallThe key theme was of creating a shared purpose in our businesses. With a decentralised workforce (75% of US jobs will have an element of home working by 2020 ) we need to look beyond rules and regulations to bring the best out of our employees. How to keep them all focused and motivated? How do you avoid chaos? How do you promote innovation? The answer was in having strong shared values to act as parameters within which people can operate with autonomy.
 
'Any idiot can write a mission statement or statement of values and pin it to a wall' said the professor 'the question is are they in the heart of your people?'. He used the example of family life - we don't frame family values in a formal way, but they are in the hearts of our children. So how can organisations embed these in their employees? There was much talk of getting emotional buy in and the four steps of how to gain an emotional commitment…I know - I understand - Yes, I think I can - I WILL!

 
The customer/business dynamic was also looked at, with each customer interaction now having the potential to create negative PR if the employee handles it badly - has HR got that message through to employees? Hopefully this would be one of the shared values.
 
The overriding message was of openness and transparency, how HR should be harnessing this and taking the lead in embedding strong shared values. Interestingly this was a very similar theme to the opening keynote at HRTech in Las Vegas earlier in the month. New social technologies can lay bare the organisational structures and inner workings of business and with employees and customers having heightened expectations of how this can enrich their work and personal lives we need to strike a balance.
 
As 'work' gradually shifts to being what you do as opposed to where you do it, and the culture at the heart of business is exposed through transparent conversations, then corporate beliefs will be battling for hearts as well as minds.
 
And HR need to be the Generals leading the charge...
 

NES Global Talent moves to the cloud with Bullhorn

Posted by: Peter Linas in Untagged  on

Peter Linas

NES Global Talent, the technical manpower specialist, has successfully implemented Bullhorn’s cloud-based recruitment software in all of its offices in 23 countries worldwide.

NES Global Talent decided to make the move in order to standardise its global procedures, further improve the integrity of its data and better understand the profile of its candidates.

Mike Chapman, managing director client relationships at NES Global Talent, commented to me about the implementation: “As a business we are focused on innovation, on separating ourselves from the pack, and we took this same approach when selecting new recruitment software.

“Bullhorn is fully integrated with all of our other systems globally, including our financial software, creating a streamlined process, which not only benefits our business but also our candidates and clients.

“We chose to partner with Bullhorn as the service can be accessed from anywhere in the world, making it easy to implement across our global network of offices. NES Global Talent plans to grow its global office network from 37 to more than 60 over the next four years and we need a partner that is as nimble and quick to adapt as we are.”  


No pain, no gain

Posted by: Peter Linas in Untagged  on

Peter Linas

A big part of Bullhorn’s product development strategy is looking for recruiters’ pain points. When we identify a recruitment challenge that we can provide a solution to, our talented team develops answers to problems in the form of new tools and functionality.

This is why we’re so excited about a key feature of Bullhorn Reach, one which enables recruiters to create branded job pages for their websites. The problem a lot of recruiters had was turning visitors to their websites into candidates, and linking the process with their CRM, social media and job board activity, so that the process wouldn’t add any unnecessary admin.

An agency could use internal or hired development resources to either build a new add-on for the recruitment company’s website or re-build the website from scratch. While the end result is usually sleek and does the job, for your average recruitment firm this is a prohibitively expensive way of doing things and takes a long time to produce a finished product. As with any bespoke system, it also requires regular maintenance and has an attached shelf life depending on future technology advancements, all of which impacts on total cost of ownership.

Our development team devised the new jobsite function so that it looks and feels like an extension of an agency’s website and carries their branding, logos, photos, and colours. Designed to act as a candidate funnel into the Bullhorn CRM, the company page captures candidates and reels them into the Bullhorn system. By having everyone funnel candidates through the Bullhorn Reach jobsite tool, you have the analytic ability to know where placements are coming from and how to focus efforts.

We also invested heavily in ensuring the pages are optimised for the greatest candidate yield, from layouts to button sizes, and by making the pages mobile-friendly. Eighty-six per cent of job seekers say they would use mobile technology to apply for a job, and our recent white paper about mobile-powered selling revealed that the sector has been slow to react to this so far. Job seekers want recruitment to be mobile, and we’re doing our best to make it easy for recruiters to provide that option.


The majority of companies undertake onboarding in order to improve employee productivity (39%) and engagement (31%), yet a perceived lack of time can put a spanner in the works, according to research by SilkRoad, providers of talent management SaaS solutions.

Drivers and barriers:

SilkRoad’s survey revealed conflicting attitudes to onboarding. Just 3% of HR managers consider reducing administration and costs as a key driver for onboarding, yet 35% name time constraints as the biggest barrier to improving the process within their organisation.

Nicholas Roi, Managing Director SilkRoad UK comments: “What we see from the results is a lack of formalised onboarding strategy in many companies. One fifth of respondents cited lack of ownership as a barrier to onboarding while almost a third told us that centralising and providing consistency for the onboarding process would be beneficial, yet only 32% currently treat the onboarding process as a central HR function.”

When asked what elements of their onboarding process could be improved, a third (32%) suggested centralising the process and just over a third (34%) said integrating new hires with current employees.


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