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Tag >> recruitment solutions
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”.


GradWeb, the entry level, graduate and campaign recruitment outsourcing specialists, announce the launch of a new corporate identity.

Newbury UK – GradWeb, the entry level, graduate and campaign recruitment outsourcing specialists, announce the launch of a new corporate identity that includes a new logo and strapline. "As part of our strategic plan, we are pleased to roll out our new corporate identity," said Cynthia Bostock, Managing Director. "The new logo and strapline visually reflects the heritage of GradWeb by incorporating our existing colour palette but also looks to the future with a modern clean design that communicates to both current clients and potential clients the comprehensive range of recruitment services we provide," she concluded.

Recently named Recruitment Company of the Year at the 2012 Recruitment Business Awards (RBA’s), the new corporate identity marks an important step for GradWeb as it moves into a significant growth period to increase awareness, appeal to new markets and broaden its reach. Central to this approach is the new strapline ‘Delivering Future Talent’. The strapline accurately positions GradWeb’s strategic focus by not only encapsulating its core graduate recruitment outsourcing services but also recruitment solutions for apprentices, school leavers, interns and experienced hire campaigns.

"Our goal was to refresh our corporate identity to reflect how much the company has evolved and expanded our service offerings from the time the last identity was launched over seven years ago. Today, GradWeb offers products and services that extend beyond graduate recruitment services and we're continually moving the company in a direction to better serve our client’s comprehensive recruitment needs," said Ben Jackson, Commercial Director. "With ‘Delivering Future Talent’, we want to express that GradWeb provide a wide range of leading-edge recruitment services for both entry level and experienced hire volume campaigns and emphasise the fantastic results we deliver our clients."

Based in Newbury, Berkshire, GradWeb provides a complete range of award-winning outsourced recruitment services that range from candidate attraction, to online recruitment systems, candidate management and assessment and selection services. It manages a huge variety of campaigns in the entry-level and campaign recruitment space, including apprentices, interns, school leavers, graduates, post-graduates and volume campaigns for experienced hires. By providing complete flexibility, outstanding client service and exceptional candidate experience, GradWeb has grown to become the UK’s best and most successful entry-level recruitment outsourcing business, with an enviable client list which includes BT, Ford, Nestlé, BP, GlaxoSmithKline, Unilever, Network Rail, Mars, Standard Life and Cisco. GradWeb was recently named Recruitment Company of the Year at the 2012 Recruitment Business Awards (RBA’s) as well as winning awards for Best Candidate Experience, Best Integrated Campaign, and Best Online Recruitment Platform.   



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.”



GradWeb, the entry level, graduate and campaign recruitment outsourcing specialist, has appointed Jill Summers as Head of Assessment & Selection to develop and lead the design and delivery of innovative recruitment solutions.

 

Newbury UK - GradWeb announces the appointment of Jill Summers, as Head of Assessment & Selection. According to Managing Director, Cynthia Bostock, “Appointing Jill Summers as Head of Assessment & Selection was a strategic move by GradWeb. Her proven success strongly complements our senior leadership team as we continue to develop and expand our range of outsourcing recruitment services for our demanding portfolio of high profile clients.”

Before joining GradWeb Jill Summers was previously a Senior Assessment Consultant for GatenbySanderson where she provided best practice advice to clients concerning the assessment and development of Executive level candidates in the public sector.  Prior to this, she was an Assessment Specialist for TMP Worldwide, where she utilised up-to-date research to support a variety of clients in designing competency models, bespoke assessment centre materials and sifting tools (such as Situational Judgment Tests). She has also worked in the NHS for four and a half years on a variety of psychology projects, has an MSc in Occupational Psychology and has broad experience with a variety of psychometric tools.

GradWeb is a company with a distinct vision and huge potential for further growth and market leadership,” said Jill Summers, “I am excited to be joining such a dynamic and passionate company that understands that business growth is founded on service excellence and relationships. I welcome the opportunity to make a significant contribution to GradWeb, its clients and the quality of their candidates’ experience.”


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”


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.


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:

  • Do you want to launch a job board quickly?
  • Do you want to reduce the element of risk?
  • Do you want a solution which is tried and tested?
  • Are you happy to use a more standard design?
  • Do you want an upgrade path?
  • 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 '




 Bass jumping

Finding candidates in the shallow water

We started a bit of a global debate on the Monday evening ‘Ready for Lift Off '' online Radio Show hosted by Bill Boorman.   (The audio of the main show every week is available on our home page)   I dropped in my concept of Talent Puddle, as opposed to Talent Pool.  Michael Homula of  Bearing Fruit Consulting picked up on it and by the next day had written a great post on his site about it. 

This was my original thinking:
Talent Puddle - a term I evolved after years of talking to companies and conferences about building and using Talent Pools . Actually came to it after a fishing trip, trying to find the right fish in a very large lake, but success came in very small inlet.

Applied the thinking to Talent Pools  - Too deep, too hard to see the bottom where the best candidates are.  So, let's look in the shallower water, The Talent Puddle


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


In talking with our clients with regards to what they require from a new Front Office Recruitment Solution, many talk about the ability to send Text Messages/SMS, or configurable workflow, or perhaps integration with external websites/jobboards.

However, as technology and internet culture evolves, so should the corresponding RFPs for the software.

Here are just a few questions that we now ALWAYS talk about when producing RFPs:

Question 1: How is your system optimised for search engines (SEO)?

1a: Are unique job URLs generated that can be indexed by search engines?
1b: Are job-specific TITLE and META tags generated for search engine placement?
1c: Does it provide a robots.txt file to instruct search engines on what to index?
1d: Does it support branding elements, or does it require embedding in a pop-up window or IFRAME?

Question 2: How does your system integrate candidate source tracking?

2a: Is the tracking automated or manual?
2b: If automated, by what mechanism (URL parameter, redirect URL, beacon)?
2c: Via what pages is this tracking supported (job display page, apply online form, both)?
2d: Through what stage does this tracking data remain associated with the user (application, interview, hire)?

Question 3: How is your system supportive of the job seeker experience?

3a: Can job-specific recruitment videos be associated with individual job listings?
3b: Does your system support OpenID for a simpler login process and integration with social networks?
3c: Can job seekers apply by submitting a URL from a CV source such as LinkedIn?
3d: How can candidates receive job content outside the system (RSS, widgets, e-mail alerts, Tweets/Twitter etc)?

If there are any Software vendors watching - please feel free to let us know what you got!

With hundreds of solutions and vendors in the market, from candidate management to payroll, where do you start?
Leverage Pan Eight Consulting's experience and buying power to ensure the right choice is made, and ensure your productivity is not impacted upon.

www.paneight.com

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