Posted by: Ben Hutchins in UKrecruiter, technology selection, technology and the modern day recruiter, talent management, talent attraction, Talent Assessment, strategy, staffing, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, recruiters, outsourced recruitment services, online recruitment, online profiles, on-line recruitment, Mobile Recruiting, International, human resources, hr, gradweb, graduate recrutiment, Graduate Recruitment, graduate intelligence, Global recruitment, Gala Evening, Engagement, Employer Brand, employee branding, Creative, Communication, clients, awards, assessment, applicant tracking system on
17 May 13
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 1st 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”.
Posted by: Ben Hutchins in technology selection, talent attraction, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, Recruitment, recruiting software, recruiting, outsourced recruitment services, online recruitment, on-line recruitment, human resources, hr, gradweb, Graduate Recruitment, business, awards, assessment, applicant tracking system on
21 Sep 12
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.”
Posted by: Ben Hutchins in technology selection, technology and the modern day recruiter, talent management, talent attraction, Talent Assessment, recruitment technology, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, outsourced recruitment services, online recruitment, online profiles, on-line recruitment, human resources, hr, gradweb, Graduate Recruitment, Engagement, CIPD, awards, assessment, applicant tracking system on
18 Jun 12
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 20th 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”
Posted by: Ben Hutchins in technology selection, talent management, talent attraction, Talent Assessment, Talent, socialmedia, Social Recruitment, social recruiting, social networking, social media recruiting, ROI, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, outsourced recruitment services, online recruitment, on-line recruitment, Mobile Recruiting, human resources, hr, gradweb, Graduate Recruitment, Engagement, employment, Employer Brand, digital marketing, Creative, Communication, Candidates, Brand, Better Resourcing, awards, assessment, applicant tracking system, Advertising on
21 Feb 12
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.
BP, a GradWeb client, wins Potentialpark’s APOLLO Award for best online graduate experience – outclassing over one hundred recruitment systems used by UK employers GradWeb underlined its reputation as the leading entry-level recruitment and technology specialist as its GradWeb2.0 Applicant Tracking System (ATS) was singled out as the best in the UK by Potentialpark’s analysis.
BP, one of the UK’s leading graduate recruiters, won the prestigious APOLLO (APplying OnLine & LOving it) award from organisers Potentialpark for providing the best online candidate experience in graduate recruitment. Research shows that the majority of jobseekers are frustrated by impersonal and non-transparent online application processes. By improving candidate experience graduate employers are able to increase the success of their recruitment campaigns as well as enriching the appeal of their employer brand.
BP is recruiting 244 graduates in the UK, to join in September 2012, together with over 130 summer and one-year paid interns. GradWeb has worked closely with BP since 2006 providing the GradWeb2.0 recruitment system and response handling services. In delivering a seamless experience for candidates and providing an intuitive interface for graduate recruiters to control and manage candidates, BP benefits from a highly configurable and advanced recruitment system and from the proactive day-to-day support and experience of the GradWeb team.
Commenting on the award Emma Judge, Head of UK Graduate Resourcing at BP said “We are delighted to be able to offer our candidates a top quality applicant experience. BP values each and every one of our candidates and through our partnership with GradWeb we are able to offer undergraduates the support and online capability they deserve.”
Cynthia Bostock, GradWeb’s Managing Director said: "We have been working with the BP team for over 6 years and this award is testament to the hard work that both teams have contributed in developing the online system during this time. The award also underlines the flexibility of GradWeb2.0. Employers are able to customise the system to their own processes, improving candidate experience and the success of their entry-level recruitment campaigns”.
Posted by: Gareth Jones in totaljobs.com, strategy, socialmedia, social recruiting, social networking, social media recruiting, social media in recruitment, recruitment technology, recruitment solutions, Recruitment, recruiting, online recruitment, on-line recruitment, On-line job hunting, monster, jobboard, job sites, job search, job boards, Job board, future, erecruitment, Engagement, Candidates, #trulondon on
28 Feb 11
I have been thinking a lot about job boards recently, as both a customer and a jobseeker. In these socially enabled times, it strikes me that the job board user experience should be something like this:
Jobs are displayed in easy on the eye tag clouds, instead of ordered lists we know are manipulated by the recruitment organisations who post them. Jobs are highlighted to me by other job seekers and I can rank them by most viewed, highest rated or user defined tags. It’s a visual experience, not a data driven one.
I can tag each job myself, just like I can currently tag the rest of my social life – my pictures, my bookmarks and so on – knowing that all my fellow jobseekers are doing the same. This rich user tagging is doing a way better job of delivering me relevant jobs than the job board search facility can.
What's more, I can connect with my social friends on the site, directly, along with other job seekers whom I don't know. Yet. The feature that flags the profiles of people who are also looking for a job in my specialism or area takes care of that.
It introduces me to others in the community who also happen to be looking for a job in the same area as me. We can swap notes, compare opportunities, give advice and extend our job-seeking network. And of course, make some life long friends along the way.
Whether you have an existing Job Board, or you are looking to set up a new platform, Job Board Software is a term you will have heard or seen many times before, but often people are confused with the options available and what is best for them.
Which option is best for my company?
Which approach suits you will come down to a series of questions:
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Do you want to launch a job board quickly?
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Do you want to reduce the element of risk?
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Do you want a solution which is tried and tested?
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Are you happy to use a more standard design?
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Do you want an upgrade path?
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Are you on a budget or looking for an affordable payment plan?
To read the full article and find out what the pro's and con's for each option are please click here:
'Job Board Solutions - Bespoke v Software '
Even butchers are turning to the web for work according to online recruitment specialist, HR Connexions.
Reporting an increase in the number of requests for manual jobs to be promoted online, the company has placed campaigns to find a butcher, cleaner and security guard in the last month alone.
Farmer Copleys, the Pontefract based Farm Shop, used an online advert to find a qualified butcher and was pleasantly surprised with both the calibre of applicant and ease of the selection process.
Managing Director, Heather Copley said: "We had never considered putting an advert for a butcher online but with nothing to lose we thought that we may as well give it a go. I was so surprised with how simple the process was. The applicants were all suitably qualified and the hardest decision was choosing between them."
She added: "Working with HR Connexions was easy and they took all of the hard work out of the process, which is ideal when you're trying to run a business and find new, suitably qualified employees. We will certainly use the team from HR Connexions again when we need to find candidates for other roles."
Posted by: Alan Whitford in Recruitment, online recruitment, On-line job hunting, media, marketing, job sites, job boards, Job board, Global recruitment, global, erecruitment, Advertising on
16 Sep 09
The Network , which brings together career sites from 119 countries and generates traffic of more than 45 million unique monthly visitors, held its annual conferenence in Bulgaria this month. The conference, hosted by partner Jobs.bg, was covered in Bulgarian publication, Human Capital, including videos of presentations from the managers of the leading job sites in France, Russia, Germany, Poland and Britain such as Totaljobs.com , StepStone and A denclassifieds .
Leading international career sites reported a decline in the published positions between 35 and 40 percent as a result of the global economic crisis. The good news is that some Western countries noticed a slight increase in the published positions last month.
The coverage and presentations can be viewd on the Human Capital site in native Bulgarian or the tranlsated version.
What happened in Dallas this week?
Contributor and member Bill Boorman just returned from Dallas, where he attended TalentNet Live!, a one day local training event to bring the latest in recruiting best practices, trends and social media techniques to the DFW audience. #TalentNet was co-founded by Susan Kang Nam and Craig Fisher.
Wrap Up and Slides from TalentNet Live Recruiter Conference available on the event website.
In the meantime, here is a link to the presentation to one of our favourite recruitment gurus, Dennis Smith , recruiter Extraordinaire in the wireless/telcoms space.
Or you can view the presentation from SlideShare below.
Posted by: Alan Whitford in Wendy Jacobs, Twitter, strategy, social networking, social media, recruitment solutions, Recruitment, online recruitment, on-line recruitment, On-line job hunting, interview, Global recruitment, erecruitment, Bill Boorman, Alan Whitford on
13 Jul 09
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
Andy Headworth has started another stream of controversy on his blog and Twitter today, picking up on the article I wrote about last week here on the Recruitment Community Europe site: Lynne Featherstone and her suggested bill regarding equality and discrimination in recruitment that could be solved by taking names off CVs/Profiles.
Here is the text of my response/comments that I posted on Andy's blog.
Let's all get real about this. I agree with Andy that it could be the start of a 'slippery slope' When do you decide to stop 'anonymising' a CV. Name, location, school, employer all could be used in a discriminatory manner. The reality is, as we discussed last week in the posts about Video CVs, discrimination, if it happens, will happen at the interview, no matter how identifying characteristics might be hidden beforehand.
At the same time, Alex is right about what technology could do. 12 years ago at Resumix we had the ability to create a complete skill profile, match it against the job requirement and hey, presto! Matched candidate and job - without name, identity, etc etc. All could have been anonymous. But guess what? Hiring companies actually want to know the name of the person they will be interviewing. They want to know where the candidate lives (how long will it take the candidate to get to work everyday?) They want to know what kind of education the candidate has.
So, with due respect to Lynne and Mark, this is an act of folly, a solution looking for a problem that it will not solve.
I was traveling back from Holland Friday evening and picked up my free newspaper (and yes I still read print!!) . The article on page 4 by Brian Groom suggested that " Britain's job market may be able to bounce back faster than in the past".
This positive piece of news came from Nigel Meager , director of the Institute for Employment Studies , He said " I think the labour market is in better shape now than in either of the previous recessions. For any given fall in economic activity we are likely to be able to survive it better that we were in previous recessions and we are likely to bounce back slightly more quickly."
Wishful thinking? Well both the CIPD and the Sunday Times also feel that we may be coming out of the worst, so who knows.
What I do know is that my friends in Europe are begining to feel the heat. In Holland the volume of job posting are down 40%; in Belgium activity is almost at a standstill and in France it is a similar story.
We will send a note to all our friends across Europe getting their first hand experience of what is happening in local recruitment markets across Europe.
Posted by: Keith Robinson in technology, strategy, social networking, Recruitment, online recruitment, On-line job hunting, Netherlands, media, Keith Robinson, Holland, Global recruitment, global, future, erecruitment, blogs on
15 May 09
It's been some time since I last blogged as Alan and I decided that we needed to rebuild and re-brand the Beta of Recruitment Community Europe and at the same time build our Pan European members and marketing database.
This week I was fortunate enough to be a speaker at the Corporate Social Networking Conference in Amsterdam. It was also great to spend a couple of days at the conference with fellow speaker, Paul Harrison from Carve Consulting, a true thought leader in this space.
The event was put on by Thys Spragers and his team at KREM , one of Holland's leading consultancies in this space. With over 190 attendees in this current climate, it shows the interest in the topic and also reflected the quality of the speaker line up KERM had put together.
The morning saw two true visionaries in the social media space. The first speaker was Jeremiah Owyang , Senior Analyst at Forrester, blogger and commentator on the sector. Second was Urs Gasser , Executive Director Berkman Center for Internet and Society at Harvard.
Posted by: Alan Whitford in Twitter, tips, technology, social networking, Recruitment, online recruitment, On-line job hunting, LinkedIn, future, Facebook, erecruitment, Creative, An De Jonghe, Alan Whitford, Advertising on
20 Apr 09
Wow, interesting series of blogs/articles out there on this topic.
I would love to see our blogging and social network experts like An de Jonghe, Ricardo Risamasu, Peter Gold, Bas van de Haterd all leap into this fray.
Check out: Tom Foremski of Silicon Valley Watch , who started this off this week relative to a PR 'expert' who advised on the use of Twitter and Facebook.
Then Jason Gorham has picked it up and run with it as it relates to an 'expert' in digital recruitment advertising.
This topic stream could be related to any type of 'expert consulting' in our and other industries. How many of us who do have the expertise from actually using the products/services/strategies have been pushed aside by a client/prospect because we do not come from one of the 'big name' companies?
Take Action Against The Credit Crunch!
Please take 2 - 5 mins to complete the following confidential survey on the impact of the global credit crunch - the basis of which will be used by a trusted colleague of mine to establish a non-profit consultancy in the U.K., which will assist those impacted by the global credit crunch in their search for work.
http://tinyurl.com/d5pdx4
Posted by: Alan Whitford in Tip, The Recruitment Conference, technology, strategy, Recruitment, online recruitment, iProfile, HR-XML, Global recruitment, global, future, erecruitment, Alan Whitford on
12 Feb 09
Response handling and new technology applications:
Will technology finally unlock recruiter productivity?
Alex Charles, product director and co-founder of iProfile
Alex is a board member of HR-XML , the global standards body for sharing HR information.
Alex was second up at The Recruitment Conference , covering a topic close to our hearts and minds. I have known Alex for a number of years and worked closely with him as we got HR-XML off the ground in Europe.
His theme on recruiter productivity is a good spin – away from the usual stuff that Alex and I have done for years about what the technology is and how to use it.
Agenda
- How far have we really come?
- Future ideas
- Address capability of your staff and technology
- Threats and risks
An interesting question: Are recruiters more productive because of technology?
Only two of us in the room say yes
Why aren’t we more productive?
- Is it the quality of technology?
- Is it the challenges of the cynical recruitment business owner?
- How do we compete with the larger online players like job boards?
Good slides showing the spaghetti junction of information, tools, contacts - slides will be made available on the conference website.
Challenges about the data we hold in our databases now
A report today showed that Jobsite has reported that 54,000 jobhunters have sat a virtual job interview with Duncan Bannatyne via the BeMyInterviewer service, with over 210,000 unique users visiting the site in the last year. The service’s most popular question was “I’ve interviewed 20 people for this job, why should I employ you?” which was accessed on average every 50 minutes.
Clear proof that candidates are eating up video content on job sites and clearly would love more video abilities moving forward.
Talent on View can provide recruiters and job boards globally with the latest video technology to enhance your site or recruitment process.
Please contact me on
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for further details.
DAXTRA
Steve Finch
Bringing the Internet Inside
Automating Recruitment Knowledge
Integration of the use of the Internet with the internal business processes of recruitment
Knowledge=Information + Process
Information on candidates, job boards etc and the internal process/workflows
Who Wants What?
- Candidate wants job
- Employer wants employee
- Match = knowledge heaven
Where, when and why
timing, location and message
(Guess what, Recruitment is a sales function – which we have been saying for what seems like forever)
Where is the information?
Job boards and social/business networks, comms systems, referral networks and knowledge sites
How can we exploit all of these data sources?
Good slide with the boxes and arrows, can’t replicate here
Some good slides of Recruitment and Internet 1.0, how thinks used to link together.
Another view of Internet 2.0
About the knowledge interface and integration of the processes.
Info and text from the web and elsewhere is only unstructured information, is not data which can be knowledge. Need to use the extraction/parsing tools to structure the data.
This approach enables new recruitment business practices and models because the data can be searched and matched more effectively
Improve the efficiency of the processes: Use Multi-search to examine a wide number of information sources/databases
Conclusion
- Greater quantifies of knowledge
- needs to be integrated into workflow
- Some technologies can do this now
- More will come
Posted by: Alan Whitford in technology, strategy, social networking, Recruitment, online recruitment, future, Facebook, erecruitment, Enhance Media, Bracknell Forest Coucil, Advertising on
29 Jan 09
Bracknell Forest council
Janet Berry
Bummer, just closed the browser window and lost the entire presentation blog
Will try and remember what I already wrote.
Council has Facebook pages and Twitter pages.
On Twitter: 55 following, 87 followers, 210 updates
Both link to the Council career pages
Council has intentionally moved to online, with both their career site and Jobsgopublic.com
Reduced their overall spend on recruitment advertising by moving to direct sourcing. Almost no local press jobs advertising, other than lineage for lower level jobs.
The real key for me of what Janet has done:
She has analysed and researched the existing staff, the potential marketplace for staff and the potential impact of trying to reach the GenY universe.
A great chart mapping:
GenY, GenX, Baby Boomers and Veterans/ mapped against national averages within the employment community.
They analysed what will attract GenY employees
Then analysed what are likely to be barriers to attracting GenY - including internal culture and processes.
Then develop the candidate attraction strategies to match the real requirements.
Challenges of promoting web 2.0 technology
Facebook advertising - only reaching those on Facebook
BFC employees cannot access Facebook at work
Add on ideas
Informal networking
20-30 % of hires by word of mout
Include the messages about Facebook to staff comms, and ask them to add BFC to their personal pages
Future - What will Janet do in 2009?
- Emphasise and enhance the initiatives already started for Geny
- Section and team branding
- Use SEM
- Influence the Baby Boomer managers
- Measure and monitor where the jobs are being initially seen
