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Recruitment companies now have a genuine alternative to the banks for contract finance, thanks to Sonovate. Its new contract finance offering, designed to make paying and managing contractors easy and profitable, has already surpassed the banks as the number one provider of contract finance to start-up, micro and SME recruiters.

Founded by former recruiters Richard Prime and Damon Chapple, who between them have over 30 years of experience working in the recruitment sector, Sonovate offers a unique, fully insured, contract finance model backed by cloud technology. Agencies working with Sonovate are paid 100 per cent of their profits the week after timesheets are authorised. In addition, Sonovate takes care of all the admin associated with paying contractors, including invoicing clients, credit control, and managing timesheets.

Richard Prime, co-founder and CEO of Sonovate, comments: “Until now, recruitment companies seeking contract finance have had to turn to banks, which offer off-the-shelf products that are based on outdated approaches to lending and are not tailored to the unique requirements of recruitment businesses. This results in complex, rigid contract finance agreements that hinder an agency’s ability to scale by placing limits on, for example, the number of contractors that can be placed with a single client.

“As recruiters ourselves we understand first-hand the frustrations associated with funding and running contractors. For many, the cashflow and finance admin headache presents the biggest barrier to growth. So we built a service that enables recruiters to focus their time on recruiting, rather than worrying about chasing payments.”

The main benefits of working with Sonovate include:


GradWeb the entry level and campaign recruitment outsourcing specialists announce the launch of a new range of Development Services that support organisations by identifying and developing their entry level and experienced hire level talent.


With just 7% of organisations rating their talent development as ‘very effective’ (CIPD), identifying and developing the employees who have the potential to make a real difference to your business is more important than ever before.
 
To support the development of your people, teams and leaders we have launched a range of innovative development solutions for entry level and experienced hire level talent. Backed by our experienced Assessment & Development team our services help transform your business – improving productivity, performance and staff retention.
 
•        Team building events
•        Coaching programmes
 
If you would like to find out how our Development Services can help transform your business  This e-mail address is being protected from spam bots, you need JavaScript enabled to view it .
 
As a SPECIAL OFFER to celebrate the promotion of our Development Services we have significantly discounted our ‘New starter graduate development reports’. These reports are tailored to each graduate’s specific needs and provide development investment at the very start of their careers with your business.
 
To find out more about how our development reports can help your graduates and to receive a FREE sample report  This e-mail address is being protected from spam bots, you need JavaScript enabled to view it .


cipd-2014-logo.gif

The free to attend Chartered Institute of Personnel and Development (CIPD) Recruitment Exhibition held at London Olympia 18-19th June is the leading event for recruitment and resourcing professionals. It’s an ideal place to discover new ways of solving your recruitment challenges by meeting leading recruitment services and technology suppliers.

Exhibition attendees who visit GradWeb at stand R120 will be able to benefit from learning more about GradWeb’srecruitment services that include attraction, candidate management, assessment and development as well as benefiting from a live demonstration of our award winning recruitment platform, GradWeb3. Used by many of the world’s largest brands to underpin their recruitment campaigns the GradWeb3 recruitment platform has also won numerous awards for its flexibility and the high levels of candidate experience it delivers. To appreciate the importance of how technology can improve candidate experience and to understand how GradWeb3 can positively impact the success of your recruitment campaign as well as enriching the appeal of your employer brand, visit GradWeb at stand R120 for a demonstration.
 
Visitors to the GradWeb stand can also understand in greater detail the recruitment outsourcing services we provide and see how technology can improve the effectiveness and efficiency of these processes for both recruiters and candidates. This theme will also be prominent in GradWeb’s showcase presentation on the Thursday 19th June at 11.15am. Entitled “The Future of Future Talent Recruitment” where we will define the current Future Talent landscape and reveal what impact key technologies and trends will have on candidate attraction, assessment and candidate relationship management in the future.
 
To register for free entry to the CIPD Recruitment Exhibition and meet us click here.

GradWeb's Assessment Audit is based on our extensive experience of delivering Future Talent recruitment and assessment solutions for some of the biggest brands in the world. The Audit provides a review of your end-to-end assessment and selection processes to ensure that your recruitment is effective and efficiently meeting your recruitment objectives. 

The Audit begins with a diagnostic review of your assessment and selection processes and results in a detailed report complemented with best practice insight, and clear, actionable solutions to the challenges you face. It will offer our specialist recruitment advice and recommendations concerning any changes that need to be made, and how best to make them.
 
Evaluation of current assessment processes
Conversion rates analysis and benchmarking
Discuss the key challenges faced with your talent teams
In-depth information on the latest innovative assessment tools 
Free 3-4 page audit report of results and recommendations
 
If you would like to take advantage of our free Assessment Audit call to find out more on 01635 584130 or contact us.

As competition increases for the best entry-level talent, employers need to benchmark their recruitment programmes effectively. The research is the first of its kind to identify the key trends in UK Graduate Recruitment based on actual campaign data from multiple employers from different vertical markets including Engineering, FMCG, Telecommunications and Public Sector. 
 
Analysis of graduate recruitment campaign data 
Data generated from more than 225,000 candidate job applications 
Find out the best candidate sources, media, volumes and hiring statistics by graduate job role
Analysis by function, diversity and sector trends 
Changes in candidate behaviours over the past three years

To receive your free copy of this comprehensive research into graduate recruitment campaign trends, request the report - click here.

Why not benefit from free benchmarking of your recruitment?


With a wealth of experience in the design and delivery of award winning school leaver, apprenticeship, internship and graduate recruitment campaigns, GradWeb is perfectly placed to help you understand what has worked well on your most recent activity, and what needs to change before your go-live at the end of the summer. benefit from a benchmarking insights session to inform your entry level recruitment strategy

For a free introductory consultation around any or every aspect of your campaign, including: 
 

To benefit from GradWeb’s extensive experience Contact Us.

 
via: bay-publishing.com
 
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


Newbury UK – GradWeb has won two hotly contested Onrec Awards – the supplier award for Best Candidate Experience and Best Use of Online Recruitment in the Public Sector.


OnRec-awards2-small.jpg

OnRec-awards-small.jpg

Now in their 10th year the Onrec Awards are firmly established as the industry’s leading online recruitment awards. They celebrate the outstanding success, growth, innovation, talent and achievements within the Online Recruitment Industry over the past year.

The Best Candidate Experience Award demonstrates GradWeb’s passion, innovation and drive to deliver candidate experience excellence throughout recruitment. Despite the unprecedented volumes of applications recorded this year, supporting the individual needs of each candidate remains fundamental to the outstanding levels of service they provide their clients. By delivering a personalised candidate experience GradWeb ensure that their clients’ brands are protected and enhanced during the recruitment journey of each candidate. 

“We are delighted that our work has been recognised by the Onrec Awards. As the first point of contact for our clients’ candidates we know just how important it is to treat each and every candidate with the utmost care so that we provide a positive brand experience.” said Cynthia Bostock, Managing Director, GradWeb. “The awardsrecognise our commitment and passion for delivering consistently high levels of candidate experience and online recruitment excellence for all the campaigns we manage on behalf of our clients which include bespoke solutions for school leavers, apprentices, interns, graduates and experienced hires.

GradWeb also won the Best Use of Online Recruitment in the Public Sector Award with the Association of Heads of University Administration (AHUA) and their innovative ‘Ambitious Futures’ graduate programme.




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!


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