RCEuro Member Blogs

GradWeb crowned ‘Outstanding Outsourced Recruitment Organisation’ at the prestigious Recruiter Awards for Excellence 2013.

GradWeb, the entry-level and graduate recruitment outsourcing specialists, has been named the ‘Outstanding Outsourced Recruitment Organisation’ at the 2013 Recruiter Awards for Excellence.

The Recruiter Awards for Excellence recognise, reward and celebrate the outstanding achievements in recruitment over the last 12 months and were held at a gala ceremony at the Grosvenor House Hotel in London on 1^st May.

Open to all major recruitment specialists and judged by a diverse panel of leading business experts from some of the biggest names in the recruitment industry the award recognises outstanding client service, effectiveness and efficiency by an Outsourcing Recruitment Organisation.

According to the judges, GradWeb was the ‘stand-out winner’ in the award category, successfully demonstrating the delivery of cost-effective solutions for a wide range of clients across a variety of sectors. The judges particularly highlighted the innovation required in not simply providing an off-the-shelf solution but creating bespoke recruitment services tailored to fit the unique and exacting challenges faced by today’s businesses. They said;

“GradWeb provides its diverse clients with the ability to reach the right candidates through methods such as its innovative online recruitment technology to attract and reach the right candidates; its Intelligent Attraction’ approach to improve the effectiveness of clients’ campaigns and its end-to-end services including concept design, marketing, candidate management, screening and assessment”.

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GradWeb, the entry level, graduate and campaign recruitment outsourcing specialist, won four awards at the prestigious Recruitment Business Awards (RBA’s) in Manchester.

 Newbury UK – GradWeb, the entry-level and graduate recruitment outsourcing specialists, announced that they have won four awards at the Recruitment Business Awards held in Manchester.  The awards included Best Integrated Campaign, Best Recruitment Platform, Best Candidate Experience and the ultimate accolade of Recruitment Company of the Year.

The Recruitment Business Awards are now in their tenth year and aim to reward creative recruitment advertising and successful recruitment businesses. GradWeb won a hat-trick of awards for the work it has done for its clients Network Rail, BT Global Services and Cisco, and rounded off an excellent night by also scooping the Recruitment Company of the Year Award.

The high profile Track&Train recruitment campaign, that provides paid internships within the rail industry for unemployed graduates, secured the award for Best Integrated Campaign, by combining innovative candidate attraction services for lead client, Network Rail, and the other 27 participating rail businesses. The Best Candidate Experience Award for outstanding candidate management was won by BT Global Services for the recruitment of its Sales Academy, for which GradWeb managed a huge volume of candidates in a compressed time period, using a bespoke assessment process to select 200 exceptional sales people. The Best Online Recruitment Platform was won by Cisco for the global Cisco Partner Talent Network (CPTN). Uniquely designed, developed and managed by GradWeb, the portal features a ground-breaking job-matching algorithm and integration with LinkedIn to deliver an unrivalled candidate experience.

“We are delighted that our work has been recognised and rewarded by the judges at the Recruitment Business Awards” said Cynthia Bostock, Managing Director, GradWeb. “To win one award is a great honour but to receive four, including Recruitment Company of the Year, is a fantastic achievement. It is testament not only to the strength of our partnerships with our clients but also the outstanding candidate experience that we provide. These awards highlight the breadth and depth of our expertise and experience in delivering innovative, highly effective and transformational recruitment solutions that deliver real business value to our clients.”

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

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

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

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

Cynthia Bostock, Managing Director of GradWeb, said:

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

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Leading entry-level recruitment outsourcing provider GradWeb, has been selected to provide branding and creative design plus recruitment services including recruitment advertising, online recruitment system, candidate management and application screening for the ‘Track and Train’ internship scheme.

The Track & Train scheme is designed to give up to 100 graduates employment experience and training to help further their careers. It’s a nationwide scheme funded by Network Rail and supported by 28 companies across the rail sector and aimed at people who have graduated from university in the last 2 years. The entire programme lasts for 18 months, and is structured to give graduates an insight into each of the main elements of the rail industry. Successful candidates will start their first placement in April 2012.

 

Effective Recruitment Advertising

The branding and recruitment advertising campaign designed to promote Track & Train and to attract candidates to enrol for the scheme has been devised and created by GradWeb’s Intelligent Attraction team. The first part of this process was to develop the Track & Train brand. As an entirely new entity that represents 27 companies across the rail sector, GradWeb developed the creative concept for the Track & Train name, logo, and branding for the campaign to be used across all marketing vehicles.

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10 days to go before I get on the big bird to Chicago and then a bus to Madison to join the TruCrew and a great line-up of track leaders  and participants to share knowledge at TruUsa .  I am leading some tracks (Job Board 2020, Culture Clash, JIT Sourcing)  and hope to pile into many others while there.

I have been thinking a lot lately about the future of traditional conferences, the Unconference movement and the more ad hoc ‘conferences' that we have on social media gatherings on Twitter with #hashtags like #TNL. Check out the radio show that Tru co-founder Bill Boorman and I conducted on Tuesday this week on hashtags and a range of Twitter tips from #mrbill

I was one of 3 speakers at a ‘traditional' event today, hosted by Recruitment Consultant Magazine , in Manchester (that is England, not New Hampshire). We ran the same event a couple of weeks ago in London (England, not Ontario) Recruitment Conference IT and Technology 2010 #recconfit2010  You might have seen my exciting effort at breaking the ice with audience in London.

Targert audience for both events was professional recruitment consultants (agencies), along with a smattering of technology suppliers and media types.  

I had the pleasure of leading off with a presentation on Social Media (a recurring theme, as I had the same slot at this conference a year ago). Raymond Pennie (@rpennie) of Kamanchi followed talking about creating effective strategies (with some focus on the impact of technology) and Felix Wetzel (@FelixWetzel) of Jobsite (a major #TruLondon sponsor) discussed candidate and advertiser behaviours (now and future) along with sharing some interesting research

Why do I bring this up when I am supposed to be writing about #TruUsa?  In one word: Engagement

I have spoken at, chaired or led more than 200 conferences, workshops or events over the last 10 years or so.  Which ones have given me the most buzz, the most satisfaction?  Other than Global Recruitment Conference 2008 , which I organised and chaired in Amsterdam, with an outstanding group of global thought leaders and delegates, I have to say that it has been those events where I set up or ran workshops/breakout groups. Why? Because in that environment, you get the engagement of every delegate/attendee - either with you as a session leader or with the others in the room.

In a sense, today confirmed that. We had an excellent group of delegates, professional and committed to their industry and their business, eager to learn from the 3 Talking Heads and the hosts.  All 3 of us tried to engage with the delegates (none of us are what might be considered wallflowers when it comes to speaking to an audience).  We had a few in the audience who were willing to discuss their company, strategy, questions and experiences. Feedback from delegates at the breaks and the post event drinks was excellent, delegates were happy, had learned and gathered real value from the day. The organisers (Jim and Gary) had two successful events and the sponsors/exhibitors did well.  But for Felix, Raymond and I, it felt a bit like an opportunity lost - for the delegates to engage in real debate and discussion with each other throughout the afternoon (although it did happen during the breaks).

That brings me full circle to Engagement - the real essence of an Unconference.  Track leaders start a conversation, hoping to guide it a bit and sometimes act as a referee if required.  The participants in the track drive the discussion/debate -its direction may go places other discussions just cannot reach.  In any session, the engagement of individuals - with each other, with a track leader or two (if we are lucky) is exhilarating.  Learning what challenges others have (Hey, look at me, I'm not so far behind) or successes someone is experiencing (Hey, if he/she can do that, we sure can!) - make it worthwhile flying 4,000 miles and taking a 3 hour bus ride to get to Madison. As it was worth it for the North Americans who flew over for #truLondon.

I can't wait. See you all there - or on video feeds on RCEURO, hashtag #TruUsa, twitter posts @rceuro, @alanwhitford or whatever means we come up with to share the experience.

As #mrbill says, it isn't just about the conference, it is about the conversations that happen for weeks leading up to an event and months afterwards. That is what I call: Engagement.

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Revelation - Your Employer Brand Is No Longer Owned by Your Firm

This is the headline from a piece written by Dr.John Sullivan at ERE In it, he admits that "Despite many successes, it's time to admit that a major employer branding principle is no longer true: that corporations can own or control their employer brand image".

He adds "the premise was that corporations could proactively put together a plan to win awards as excellent places to work, secure mention in news pieces and editorials, participate in case studies, and be talked about at industry events. Because corporations were coordinating nearly all of the information that made them visible, it was possible to heavily influence how they were perceived".

At the heart of his article he suggests "it was a practice that made firms like Google, Starbucks, GE, IBM, Microsoft, and HP famous as great places to work. However, that was then and this is now."

Dr Sullivan's article focuses on the issue that technology is now empowering/allowing all of us to comment on all things relating work, employment, job seeking etc . With "opinion sharing sites" like Glassdoor.com, Vault and others whose business model is to encourage us to post comments about the organisations/people we work for and they allow others to see our reviews is it hardly surprising that the company has lost control of the message.

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Great shows today

Bill Boorman's online radio show , in its third week had great guests from US and UK. This week's show features a collection of veteran recruiters discussing what clients want from the current market.

Listen to the full broadcaset in our Video/Audio stream: ON AIR - Ready for Lift Off. Or you can follow the link to to the BlogTalkRadio site and listen/download. Check out the first two shows either on our site or on the BlogTalkRadio site.

 

Listen to Billboorman on Blog Talk Radio

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What a great milestone today. Louise Triance has sent out issue no. 400 of the premier UK recruitment newsletter, ukrecruiter .

Starting small, she has built an amazing following and a stable of regular contributors.  I did manage to contribute for about a year with a series of technology oriented articles, but then faded away :-) 

Louise has grasped the blog world and continues to grow the business, having added new colleagues and services in the past year.

If you haven't subscribed, please do so here .

We can only hope that RCEURO will have the legs that ukrecruiter has.

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For years now the technology of video has been available across the Internet for websites to utilise as they see fit. Over the last 5 years the success of YouTube has shown that people not only use video on the Internet, they demand it. The platform is improving everyday and is now ready to take off.

It is quite ironic that the largest news sites on the Internet all have video functionality.........but wait.....so do the sports, weather, social media and travel sites, having all now adopted video media into their site offerings. All of these are part of our daily lives, jobs however, which we all get out of bed for everyday day is far behind. Why hasn't the job board and recruitment market followed???

A recent report showed that, in the USA, the most searched term was "jobs". In 2008 in the UK it was 10th. No real surprise given the current economic climate, but why are these sites that offers the most sort after search term not offering the latest gadgets and options to their users, candidate and advertiser. It is true that Monster and Careerbuilder have recently re-launched (again) their sites offering video to both users, to a degree, but why has it taken this long.

Both companies spent an enormous amount of money on Superbowl advertising and have yielded no result, in fact reports say they went backwards (http://www.ere.net/2009/02/09/what-do-you-get-for-100k-a-second-a-drop-in-traffic/). They spent money on TV advertising (video essentially) to gain brand awareness and traction to their sites. Is this a case of too little too late?

Television is still the most heavily utilised medium for advertising in terms of revenue. The Internet is fast catching up and the like of video across the "net" is the major reason it will pass it eventually. If you know your demographic is on the "net" why not engage with them in the best way?

Video is more engaging, more enticing and offers the viewer the ability to relate to a product or service far quicker and with more relevancy. How many times have you tuned out when an ad on TV comes on that doesn't interest you? A video has the ability to filter out the irrelevant and a great video attracts the best........

A well planned and executed job board video, candidate CV or advertiser (job ad or employer branding) will produce better results then words on a screen. A picture tells a thousand words, a video 100,000+..........................

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