RCEuro Member Blogs

Amazing that most companies still look for talent the traditional way. In a world topsy-turvy with change, rampant new 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

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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.

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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.

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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."

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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." 

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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.

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August 2011

idibu offers Apfilter FREE for 2011 & launches idibu:social

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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 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.”

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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.

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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.”

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Bullhorn Launches Free Social Recruiting Platform

“Reach is the UK’s leading intelligence-based social networking recruitment tool”

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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.

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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.

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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.  

“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.”

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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.
   
   
   
   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!

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Hi: To All in the RCEURO community.

I have just finished a great conversation with your friend and mine Al Whitford and he kiindly suggessted I write up this post to see if you guys would like to get involved.

Charity Events for Cancer Research UK - Shot-gun Golf Day and Charity Party Evening

On Friday 24th (This Week) there will be a a full day and evening planned to raise funds for Cancer Research UK. This will be done in the memory of 'Ted Sheppey' farther to the event's Patron and my best friend Mark Sheppey.

However we have just found out some negative news and Alan kindly said it would be Ok to post this to you guys to see if anyone could help.

We have just lost three big contributors to our day/evening. One offered a raffle prize, (for the evening party event) of the use of a new (fully fuelled) Porsche for a weekend and the other two were event / prize sponsors for the golf day event.

One donated as the Golf Day Sponsor £500 to the charity and the other £300 to be distributed to the golf prizes for the winners / team winners etc... We took half of both for the prize awards and the rest was added to the money raised to go direct to the charity. I would like to ask if anyone might consider taking over one of these donations or use your connections to get us a great raffle price, in support of CRUK?

The details about the two events can be requested by email to me direct This e-mail address is being protected from spam bots, you need JavaScript enabled to view it   We also have a £150 donation not taken up yet for the longest drive prize (£75 to prize fund and £75 to CRUK), if this is better for you?

I have one place left for a 4-ball in the golf event, if anyone is interested and can arrange for beneficial hotel rates if you fancy staying over and coming to the evening event, £15.00 per head. Either or any, and you will be most welcome to come and join in.

Many thanks to anyone who can help us out, best regards.

Martin Shaw

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