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23 November 2011, London - A new report released by Bullhorn, has revealed interesting differences in the working practices of recruiters in the UK and the US. According to TransAtlantic Recruitment 2011, which is based on data from over 50,000 recruiters in the industry, 87% of British recruiters met or exceeded their revenue targets in 2010, compared to 75% in the US.

Furthermore, British recruiters work longer days, spending around 9 hours a day on the job, compared to 8.1 for their US equivalents. However, while recruiters in the UK often work into the evenings, shorter holidays in the US mean that working hours are similar when averaged over the year.

Analysis of day-to-day activity reveals that while American recruiters split their time evenly between account management and business development, their British counterparts spend 12% more of their time on account management.




Amazing that most companies still look for talent the traditional way. In a world topsy-turvy with change, rampant newdare to be different technology, social media, new competitive entrants and a global economy, companies are still hiring the old-fashioned way. Most companies are still embracing the status quo, slumbering thru the new talent management changes shaking this industry.  If you're looking to dominate your business segment then remove the shackles of recruitment past.

Jerome Ternynck@jerometernynck, founder & CEO of @SmartRecruiters gives us food for thought with some of these interesting comments from his article at:  http://www.rceuro.com/index.php/Featured/Hiring-Made-Easy-Jerome-Ternynck.html?t=13204441661.

1. Recruitment is not Tracking, it is Sourcing

Stop the emphasis on only tracking actions and statuses and get back to sourcing and engaging with the candidate.

2. Kill The Form


HR TECH EUROPE 2011 - Ian Bird

Posted by: Alan Whitford in Untagged  on

Alan Whitford

Interesting session at HR Tech Europe 2011 in Amsterdam by Ian Bird, Social Networking & Informal Learning Leader, IBM

The Learning, Knowledge and Talent Jigsaw

IBM is transforming talent and learning through a new interconnected model of social, knowledge, learning, collaborative and crowd based capabilities. See how this new paradigm is changing the nature of how talent operates, how learning is developed and delivered, and how skills are being applied faster than ever before.

Actually, we thought thay Ian's final slide says it all.

IBM Ian Bird Slide

 


Bullhorn continues impressive global expansion

Posted by: Peter Linas in Untagged  on

Peter Linas

Recruitment software provider sees UK market share grow by 213%



20 October 2011, London - Recruitment software provider Bullhorn today reveals that the first six months of 2011 saw an increase of over 40% in new bookings and paid user count across all markets, compared to the same period in 2010. The company has expanded its market share in the UK by 213%, passing the 2,000 user mark and increasing its client acquisition rate by 87%, driven primarily by Bullhorn's clients' business growth.

Client and revenue growth remained strong across the board, with new UK clients including Venquis, Investigo, ReThink Recruitment, and Recruit 121. Bullhorn's international growth rate led to numerous industry accolades including a fifth consecutive year on the Inc. 5000 list of fastest growing private companies in America, a fourth year on the Software 500 index of fast-growing software companies,and membership in the AlwaysOn OnDemand 100.

"We have witnessed increased confidence and optimism in the UK recruitment sector with a number of our clients reporting rapid growth in the first half of 2011", comments EMEA managing director Peter Linas. "It has been great to be able to support the expansion of the sector."

Bullhorn's recruitment platform is now used by over 45,000 users across more than 5,000 companies globally, and heavy demand recently pushed usage to over one billion online transactions per month. Bullhorn has extended its technological lead with new solutions for mobile recruitment, social media, email and calendar integration, in the first half of the year, as well as doubling the size of its Bullhorn Marketplace partner ecosystem.


September 2011, London - A leading UK recruiter has implemented Bullhorn's on-demand, cloud-based recruitment agency software, to support global operations and refresh existing technology. Swift Worldwide
Resources
is the leading specialist supplier of manpower resources to the
global oil and gas industry and operates in 30 countries across the world; the online recruitment software will help support its global network of offices, without the need for investment in new IT infrastructure.

The online recruitment software specialist has seen impressive growth since its UK launch in 2009, and the addition of Swift Recruitment to Bullhorn's live client portfolio brings the SaaS specialist to over 25,000 users worldwide. 

Bullhorn now has over 300 clients in the UK, which Bullhorn Managing Director, UK and EMEA, Peter Linas attributes to a growing need for scalable, fully-integrated recruitment software solutions:  "Web-based software is fast becoming the obvious choice for progressive recruitment agencies, and we are delighted that the team at Swift Recruitment has joined the cloud revolution."

Tim O'Brien, Group Commercial Director at Swift Worldwide Resources, says: "We have been recruiting in the oil and gas sector for 25 years, so it was vital we found a solution that could integrate with our existing systems, be operated by staff in all our global offices, and didn't require a complicated
infrastructure to support it; Bullhorn ticked all the boxes."

Linas concludes: "In addition to a fully-integrated CRM and ATS system and smart phone and tablet compatibility, our clients can also extend Bullhorn to
streamline other recruitment processes with pre-integrated apps and add-ons
from the Bullhorn Marketplace."





Recovery of Financial Sector Remains Slow

Posted by: David Lyons in Untagged  on

David Lyons
A recent report from PwC and CBI seems to indicate that the recent rise in growth within the Financial Sector is slowing again. Along with new construction, financial services have been the industries most affected by the recent recession. According to the report, of the 84 companies participating in the survey, 24 per cent reported a fall in growth during the quarter leading to September.

"In a tightening employment market, companies shift their focus from quantity to quality when hiring.", said David Lyons, MD at eBoss . "The most qualified employees see their careers stay on path, or even improve. Less qualified employees will have a difficult time finding positions."

This principle is seen even at the company level where 33 per cent of the businesses surveyed report a growth over the same period. Based on the 9 per cent differential between the two figures, the lowest since mid-2010, overall outlook for the immediate future of the industry is none too bright.

For recruiters, the recruitment news need not be damaging.

According to Lyons, "Every challenge creates a chance for those who can overcome it to shine. Firms willing to go the extra mile and think creatively stand to gain market share.

To help clients, placing added emphasis on finding the most qualified applicants is essential. The initial job of a headhunter representing a client is to figuratively separate the "chaff from the wheat". Some recruiters will continue to throw every possible applicant at clients, while those willing to be more stringent in their recommendations will find their trust factor growing within the industry.

To help candidates, creative recruiters may benefit from donning the career counsellor hat and guiding bright prospects through a change in career direction. Obviously, someone with 30 years of seniority has a great deal invested in his or her career. Not so someone recently entering the work force. Helping applicants assess their qualifications and providing insight into helpful training will pay dividends in the recruiter's reputation among applications. Especially in a tight employment market with a surplus of applicants, too many recruiters fail to recognise that a firm showing the willingness to help candidates beyond taking their applications can pay dividends as highly qualified candidates also prefer to deal with a recruiter willing to look out for their interests."

During economic booms, there is business and profit for everyone. It is the difficult times that are the true proving ground of a recruiter's business acumen. During these periods, those with the creativity to counter challenges and the drive to implement the creative solutions will pull away from their competitors.

As industry leaders in the recruitment business are focusing their efforts outside the UK, the stage may be set for small firms to step into the vacuum and increase market share.

In the past year, Hays International has been forced to close the doors on 23 branch offices. Citing the continuing stagnation of the UK economy, they are relying on international growth to bolster their falling profits. While some see such things as a sign that smaller businesses will falter, David Lyons, MD of eBoss recruitment software has a different opinion:

"A recession causes a flood of closures for small businesses early in the recession cycle. Lacking the cash reserves and credit lines of the more established and diversified companies, many flounder almost immediately. After that initial wave of closures though, the remaining small firms are able to adjust to the current conditions. Huge businesses, on the other hand, easily weather short term difficulties, but lack the versatility to combat a prolonged recession.

Think of the huge businesses as the top of the food chain. Yes, in times of plenty they are an unstoppable juggernaut. This power comes at a price. The massive body that allows the predator to shoulder aside smaller competition requires a great deal of food, or in the case of recruitment firms, profit. The growth that allows a business to become an industry leader creates a massive amount of overhead. There is a diminishing return that comes with growth and, past a certain point, these huge apex predators will starve on food upon which smaller competitors can flourish.

For a small firm that has weathered the difficult early stage of the recession, large competitors seeking greener pastures represent a terrific opportunity. While there may not be enough local business to support a massive company, by focusing on international efforts, the large companies are often abandoning local profits that a small firm would welcome.

For proactive firms, stepping into this void and servicing the needs of the abandoned clients could see them becoming more profitable than ever. Market share and visibility only tell half the story. The other half centres on the efficiency of the firm. Firms that have adjusted to tough times will continue to do well."

Times have been difficult. Small recruitment firms that were unprepared have fallen by the wayside. Those that remain are lean and efficient. With larger, better funded competition stepping out of the picture, the pieces are in place for them to step up and establish themselves as tomorrow's super recruiters.

Spencer Ogden, the recruiter of choice for the energy sector, today announces the launch of its new Energy Trading and Energy Finance division. The new service means that the agency can now offer its clients a recruitment service covering the entire energy life-cycle, from commodity traders and financial analysts through to power generation and distribution. The Energy Finance and Trading team will be based at the recruiters' London office and will be headed by energy and commodities specialist, Dave Vinton.

 

Vinton has an impressive track record in building successful teams within the energy sector; he developed his skills at Huxley Associates, where he helped build the energy recruitment division from scratch to turn over £1million in 18 months. He brings this experience to Spencer Ogden, where he has already hand-picked five top energy recruiters from across the industry: "One of the things that makes Spencer Ogden unique is the fact that it recruits exclusively for the energy sector, and therefore intimately understands the fundamentals of business in the sector," he comments.

 

"As opposed to a more general agency, where energy recruitment might be an afterthought or ‘added extra', everyone here knows their particular market inside-out.  Recruiters across all teams share market information, meaning that we can put forward a much stronger proposition to clients." 

 


Should a Small Recruitment Firm Specialise?

Posted by: David Lyons in Untagged  on

David Lyons
For small recruitment firms, one of the earliest important decisions to make is whether to specialise in a given industry or to operate as a general headhunter service. While either choice is valid, several factors must be weighed to make the right decision for an individual firm.

David Lyons, MD at eBoss listed several things a firm should consider when making the decision:

"First and foremost, a small business should look at potential clients and candidates in the area. In an extremely diverse area with businesses of all flavours, the versatility of being able to provide a service to any of them is a tremendous advantage. On the other hand, being located in a region where representatives of a given industry are concentrated - like a neighbourhood with several buildings dedicated to medical practitioners, might make leaning in the direction of specialisation more attractive. While it is true that improved communication technology has allowed businesses to expand their effective geographic range, that added range comes at the cost of added travel expenses and less personal contact. While it may not outweigh other factors, being local is always an advantage.

Secondly, the personality of the recruitment firm itself should be considered. For a startup, this personality generally matches the personality of the company founder. A founder with a gregarious personality and sales experience is likely to thrive through offering services to the largest possible pool of clients. For a veteran computer programmer, accustomed to long hours of solitary, detail oriented work, attracting clients in technical areas is far easier than random advertising. People tend to be a little xenophobic - given a choice, we prefer to do business with people we can relate to. For a small recruitment firm, having an industry expert that others in the industry will be comfortable dealing with can be a great incentive to specialise in that industry.

The last big issue to consider is the future. Every company on this planet would like to make more profits, but very few startups have expansion factored into their business plan. A startup designed from the ground up to become an industry leader providing services to a broad spectrum of clients could be hurting itself in the long run to start off appearing to specialise too strongly in a limited range of industries. A company founded simply to provide an expert perspective on a certain industry could dilute the value of that expertise by dealing with too broad a range of clients and candidates."

Being an expert specialising in a single industry or a general recruiter catering to any available client, which is better?

As each recruitment firm asks this early question, the correct answer for that firm always depends on the specific situation.

Now that the hype about social media heralding the end of the recruitment trade has died down, and the industry has adopted social networks faster than any other, the race is on to establish how they can be maximised to identify jobseekers, assess their suitability for open vacancies and make contact with them.

 

But perhaps the biggest relatively unexplored benefit of social networks, is the unprecedented access they provide to skilled professionals who may not be actively seeking a new role . LinkedIn has traditionally led the way on this front, as candidates' profiles which display information on their work history, their education and their skill sets, can be mined for data on vacancy suitability, and subtle indications that they're ready to explore new employment possibilities. The result is that searching for the best talent on LinkedIn has become more streamlined, effective and intuitive.

 

However, this more efficient sourcing of passive candidates is no longer limited to the confines of your LinkedIn account. New tools are emerging that enable recruiters to tap into other networks such as Facebook and Twitter, in order to identify when an employee might be ready to make that next career move and to help them through the process.


August 2011

 

 

idibu offers Apfilter FREE for 2011 & launches idibu:social





Salaries flatline despite more vacancies

Posted by: Steve McNally in Untagged  on

Steve McNally

Although the number of UK job vacancies rebounded last month, particularly in the professional services and engineering sectors, salaries have remained flat.

 Employment web site Reed.co.uk said that its Job Index stood at 125 in June, which is four points or 3% higher than May, indicating that the number of available posts has returned to April’s levels. It is also 22 points higher than June last year and 25% above December 2009 levels, when the Index’s 100 baseline was set.

But the Reed Salary Index stood at 98, indicating that the salaries offered for new jobs have remained flat. In fact, they are 20% lower than in December 2009 for the second month running.

Martin WarnesMartin Warnes, reed.co.uk’s managing director, said: “Demand for skilled, highly qualified staff has fuelled this month’s increase. Key job sectors such as insurance and engineering reached the highest levels we have experienced since the Index began 18 months ago.”


 

 

New Bullhorn Mobile recruiting app provides instant access to candidates, clients and jobs

 

20 July 2011, London - Bullhorn, the global leader in online recruitment software, today releases the new Bullhorn Mobile app, designed to help recruiters stay ahead of the competition by giving them all the tools they need to recruit on the move.


Kamanchi launches i-Learn

Posted by: Philip McMullan in Untagged  on

Philip McMullan

Recruitment technology specialist Kamanchi has launched i-Learn, a new business division which aims to help staffing companies maximise profitability from their investment in IT infrastructure.

With expertise in everything from CRM systems to the latest mobile apps and web tools, the i-Learn team has a remit to make sure clients are using the technology available to them in the most efficient way to ensure client satisfaction and drive growth.

The team will be headed up by Mike Jewsbury, who brings experience in senior roles at Spring Group, Adecco and Randstad; Mike is joined by Samra Ali who joins Kamanchi from Hays.

Mike and Samra will work with recruitment firms to help them get the most from their CRM systems and the wealth of new applications available to staffing firms in the cloud. They have already started work on a YouTube channel which will allow recruitment consultants to acquire business critical skills by e-learning.

“Both Samra and I have worked as recruitment consultants and know how important good IT skills are to do the job well,” says Mike. “I’m always astounded by companies who invest in recruitment technology but don’t invest in training their staff to make the most of the tools available.”



The Reed Job Index, in its latest report has indicated that UK job vacancies increased from 112,104 to 115,217 in June. Employers have stated that the biggest difficulty they are encountering when attempting to fill these positions is the lack of qualified applicants.

The analysts at eBoss find this situation to be one that greatly favours professional recruiters.

Part of the crisis is due to the length and severity of the recent recession. The truth is that many people have simply given up. They have spent months or years actively seeking employment and the repeated frustration of failing time and again has caused them to discontinue the active search. Their apathy when faced with proactive job searching does not change the fact that many are experienced, qualified professionals. With unemployment numbers still very high, it is clear that there is a workforce out there hoping to find employment.

The second part of the crisis is the employers themselves. For a very long time, companies have only had to actively recruit top executives. The rank-and-file employees came knocking and they sat back and chose the most qualified from a long list. In the event that they faced the need to hire quickly, they might post ads in a paper or online job board and would be inundated with applicants. The malaise caused by the unsuccessful job hunt has changed this process dramatically. The only workers still regularly following the traditional employment seeking paths are those who have not burned out from repeated failure. Employers failing to find experienced workers seems to imply that the majority of these are new graduates.

There are clearly experienced workers who are unemployed. There are just as clearly a growing number of businesses seeking experienced staff. The fact that they are increasingly unable to locate each other is a golden opportunity for recruitment professionals.

A recruiter has several advantages over the average business seeking employees:

Access to a wider employee pool - Professionals applying at a given company will typically apply for a specific position that is available. If they are unaware of an available vacancy, they generally do not apply. With a professional recruiter on the other hand, they will apply in the hopes that the recruiter can find a suitable position for them.

Access to more job vacancies - Instead of the vacancies at a single company, recruiters can seek to fill the positions of virtually any company.

Experience - Recruiters are hunters, professionals who know how to gain the attention of potential employees. Compared with traditional business staffing departments, recruiters are aware of far more options for finding applicants.

A market landscape filled with qualified applicants and desperate employers seeking workers is an absolute playground for a good recruiter.
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Bullhorn Launches Free Social Recruiting Platform

Posted by: Peter Linas in Untagged  on

Peter Linas
Bullhorn Launches Free Social Recruiting Platform
 
“Reach is the UK’s leading intelligence-based social networking recruitment tool”

Recruitment Growing in Hopeful Economy

Posted by: David Lyons in Untagged  on

David Lyons

Based on a recent study done by Executive Grapevine, companies are positioning themselves for an economic upturn due to positive economic indicators. A growing factor in this positioning is their increased use of recruiters to fill the top ranks.

As the recent recession has forced companies to pare staff down to the bare minimum, those with the foresight to hire the many available, experienced, and qualified executives released during the downturn will be in an advantageous situation when positive economic activity builds momentum. One of the results of the recession though, is that these companies pared their recruiting staff along with all the other areas of their business.

In the difficult position of trying to enact massive recruitment activity with a small staff, companies in the UK are increasing their reliance on independent recruitment professionals to solve the dilemma. According to the study, even at this early point in the economic turnaround, corporate recruitment assignments have risen over 5% in the last 12 months (the first positive 12 month period since 2008).

Along with the rising demand for recruitment, the salaries for top level employees is rising with the market's recognition of growing demand. Due to this, actual fees paid to recruitment firms have risen 15% in the same period.

While eBoss recruitment software   users clearly have the advantage with the organisational tools at hand, any UK recruitment firm ready and able to demonstrate its professionalism and work ethic by reaching out to new clients through advertising campaigns or other means stands to benefit from the situation. After several years of virtual stagnation, the hopeful economy represents one of the greatest opportunities for recruitment firms since World War II.

As the rising demand pushes salaries for new hires, a growing number of companies recognising the danger of losing quality employees are following suit by offering pay increases to their existing staff. The fees available to recruiters for positions with salaries under £200,000 have actually fallen during this period, indicating that the biggest gains are being made in the upper level employment areas. While this is likely to change as the momentum really builds, this early indicator is that companies are competing for top level staff to be the nucleus around which the next decade of business is build.

The signs are clear, the proactive businesses are preparing themselves to take full advantage of an economic upturn by hiring top level staff, and proactive recruitment professionals are making better fees than ever providing them with what they want.


Pictured at the launch of the Sonru White Paper entitled 'The Candidate Experience of Video Interviewing' held at the AGR Conference is Daniel Richard, UK Managing Director of Sonru.com pictured with Marina Aldridge, Board member of the AGR, and David Barrett, Managing Director, Cut-e Ireland/UK/Singapore/India/Southeast Asia, and co-author of the white paper.

Sonru, a multi award winning video interviewing technology company, today announced the release of a white paper entitled, “The Candidate Experience of Video Interviewing.” The paper presents research findings on candidates’ awareness / attitudes and actual experience of automated video interviews.

Marina Aldridge, Board member of the AGR, who offically launched the white paper on the first day of the AGR Conference commented; “It is encouraging to see fact-based evidence under-pinning the use of new technologies in the search for talent globally and this white paper will make compelling reading for anyone interested in learning more about candidates’ experience of video interviewing in the recruitment process.”

David Barrett, Managing Director, Cut-e Ireland/UK/Singapore/India/Southeast Asia, and co-author added, ‘this white paper clearly demonstrates the acceptance and preference among candidates for online screening technologies such as automated video interviewing while at the same time providing recruiters and hiring managers with gains in validity, accuracy and cost effectiveness. The use of new media technologies in the recruitment process fits with candidates’ current usage in work, education and life and provides an ‘impressive’ means for employers to interact with potential recruits in a medium that is both natural and convenient to them.”
Key Findings
• ‘Excited to gain a new experience’ emerged as the most dominant first impression.
• The majority of respondents recorded positive feelings when invited to complete the video interview and when probed further, over half of the respondents were ‘impressed’ with the concept of an automated video interview, with statements such as, “It’s nice to see a company that isn’t afraid of using the latest technology for something like recruiting.”
• More respondents would prefer a video interview (automated and live) to a face-to-face interview.

• Three times as many respondents would prefer an automated video interview to a telephone-screening interview.





Kamanchi invests in staffing industry skills

Posted by: Philip McMullan in Untagged  on

Philip McMullan

Recruitment technology specialist Kamanchi has made two key hires as part of its ongoing programme to promote best practice in how staffing firms make the most of their IT resources.

Mike Jewsbury has been appointed as Recruitment Technology Learning Manager while Samra Ali joins the company as Recruitment Technology Learning Consultant

Mike has a strong track record in recruitment, previously working in senior roles at Spring Group, Adecco and Randstad while Samra arrives at Kamanchi from Hays.  

Mike and Samra will work with recruitment firms to help them get the most from their CRM systems and the wealth of new applications available to staffing firms in the cloud. They have already started work on a YouTube channel which will allow recruitment consultants to acquire business critical skills by e-learning.

“Both Samra and I have worked as recruitment consultants and know how important good IT skills are to do the job well,” says Mike. “I’m always astounded by companies who invest in recruitment technology but don’t invest in training their staff to make the most of the tools available.”

“I am delighted to welcome Mike and Samra to Kamanchi,” comments Commercial Director Raymond Pennie. “We are committed to making sure that the recruitment industry employs technology as well as it can to improve efficiency, deliver to clients and, of course, help the bottom line.”  

3 reasons why I am looking forward to #SRCONF 2011

Posted by: Andy Young in Untagged  on

Andy Young

I tend not to blog. Last time round was November last year. Why? Two main reasons. I need to feel particularly strongly about something and secondly, I think there are so many more people who are better at it that I am and who are much more worth reading
But last year, I went to SRCONF in London and loved it. And that's why I am planning to attend again this year. In fact, after the conference last year where speakers such as Jennifer Candee from SAB Miller and Matt Jefferies, then of EA Games fame inspired me with their wisdom and knowledge, I went back to the ranch and banged the #SRCONF drum until I was blue in the face.
The good news is that as a result of my drumming, at least one member of our esteemed leadership team will be attending this year, no doubt with a plan to take away newly acquired learnings back to our business and look to see how we can improve the way in which we embrace social recruiting from an agency perspective. Sure we've made some strides, but keeping up and then ahead has to be the goal in my humble opinion. Innovate or die as they say!
So here, very simply and straightforwardly I highlight the 3 main reasons I'm looking forward to Social Recruiting Conference 2011

  1. The people - I only scratched the surface last year, but those I did meet such as@alanwhitford were so giving and passionate in what they had to say and share and this year I'm looking forward to hearing speakers such as @recruitgal AKA Katie McNab fromPepsico who has certainly been an innovative and provocative voice in the twittershere. Not to mention two old colleagues and friends in @mervyndinnen and @garelaos - guest tweeter and panelist respectively. Follow them all on twitter, you won't be disappointed


  2. The content - Last year was a real eye opener for me, it really was. Arguably, I'm operating at one of the last frontiers of recruitment as we used to know it (contingent agency side). But this is real Star Trek, " but not as we know it Jim" stuff.

    Free wallpaper

    And it's happening in front of our very eyes. NOW! I find this both daunting and exciting in equal measure and I'll be aiming to follow up SRCONF 2011 with which bits daunted and which bits excited after we've heard everything on the 30 June.

  3. Putting it into action - this bit for me is the non negotiable. I'd be a liar if I said I was not occasionally frustrated in using my time and energies effecitvely at getting others on board to what is happening out there in the changing world of recruitment. I also know that there are others that share that frustration, probably even more than I do in certain circles! :-) But I'm already delighted that the company that I work for has at least one member from it's Leadership team attending the event next Thursday, so arguably we have our best chance yet of putting some of our learnings into action. Lets face it, if we were to put our heads in the sand like so many agency recruiters appear to be doing when it comes to social recruiting (and for that read "Direct Sourcing" amongst others) then there is only going to one very predictable outcome for the likes of ourselves and I for one am not quite ready to contemplate that!

What are the top 3 things that you are looking to achieve from the day. And if you're not attending then make sure you follow via twitter on the day!    

 


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