ukrecruiter newsletter - issues 101 to 110
Issue 101 - 15th January 2003
Welcome to issue 101 of the ukrecruiter newsletter
Well done to all of you who won a Christmas gift in our last issue and especially to Jenny Farrell of Cyren Ltd who won the Powerboat ride. Some of the other winners are named at www.ukrecruiter.co.uk/gifts.htm. We'll be trying to organise more giveaways this year to thank you all for reading the newsletter!
CONTENTS
Reviewed Site (ez2www - metasearch engine)
Multiple Job Board Posting Tools Review (AdCourier from Broadbean by David Craig)
CV Database Review (CV-Library, by James Chapman)
Researcher's Tip (Does that exact candidate really exist?)
Article (Writing OnLine Job Adverts by Dan McGuire)
Don't Miss This (Discount from The Recruitment Academy - NORAS Results Coming Soon - Recruitment with NLP Workshop - 30th January Networking Event - UK Recruiter Discussion Forum - Get rewarded for recommending contractors)
*****REVIEWED SITE*****
ez2www is a metasearch engine that passes your search query to AltaVista, AlltheWeb, Yahoo, MSN, Google and a number of other search engines and combines the output into one list of results.
The results are ranked and displayed according to how closely they match the search criteria. A useful feature is the clustered results to the side of the screen which can help if you've entered very broad search terms and operates like a list of sub-categories. A summary at the bottom of the results page shows how many results each search engine has reported and how many of these ez2www has retrieved.
In addition there is a directory that you can browse and separate metasearch engines for searching for news, auctions, downloads, encyclopaedias, forums, images and MP3 files.
This is useful metasearch tool, worth considering if your usual search engine isn't giving you the results you are looking for.
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*****MULTIPLE JOB BOARD POSTING TOOLS, AdCourier, BY DAVID CRAIG *****
AdCourier from Broadbean (http://www.broadbean.co.uk)
What they say? Designed by recruitment professionals for recruitment professionals, AdCourier is the vacancy broadcasting system from Broadbean Technology that provides instant distribution of your vacancies to all major job search engines, and your own web site.
Contact Details: Dan McGuire, dan@broadbean.co.uk, 020 7987 6900 Costs: Starts from £50 per month with no yearly contracts.
Review: The navigation is quite straightforward. You only need to take a 10-minute demo to see how quick and easy it is to use. After all, the prime objective of using a multiple job board system is for you and your staff to save time. I would estimate that after setting the system up, it would take you approx two minutes to post a job.
Features include: Dynamically generated forms (based only on the sites you select), pre-filling (forms automatically include your contact details), budget control (allocating your staff a set amount of job postings), timed vacancies (delivering your vacancies at a predefined time), rebroadcast (where you can repost and edit a previously sent vacancy), cancellation, (where you can cancel scheduled postings), and spell checker (I don't think recruiters need this - do they?!)
According to broadbean, making sure all the relevant data is posted correctly onto the job boards is only half the battle when it comes to getting the most out of online recruitment. They state that the way the jobs are written is equally important (see Dan's article on writing job ads in this issue of the newsletter) and I have to agree with them - job seekers do not search for 'fantastic job opportunity at funky ad agency in the West Midlands'.
Summary: As far as I can tell broadbean have approached the multiple job posting market with three distinct ideas in mind: 1. simplicity for recruiters 2. optimising the job postings and 3. customer service. So the idea is that "nothing is a hassle" - which happens to be their motto!
I would very much like to hear what you think through the discussion forum: http://www.ukrecruiter.co.uk/cgi-bin/yabb/YaBB.pl
This article was written by David Craig of Fox Productions (http://www.foxproductions.co.uk)
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We can: * Determine which psychometric and aptitude tests are most appropriate for your needs * Conduct the tests either via the internet or face to face at your premises * Score the tests against relevant normative groups * Give full written and verbal feedback
Call Louise on 01635 254881 or visit www.ukrecruiter.co.uk/tests.htm
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*****CV DATABASE REVIEW - CV-LIBRARY, BY JAMES CHAPMAN*****
- Sectors: Generalist, Subdivided into 94 Sectors. - Target candidate level: Any and All - Site Launched: October 2000 - Number of CV's held: c53,000 of which c42,000 from last 6 months - Other CV Facts: 34% IT; 12% Telecoms; 17% Management; 14% Engineering
Approximately two thirds of the candidates are looking for permanent employment, the rest are seeking contract work.
Geographic split of candidates: Virtually all are UK based and are allowed to work here.
Site Marketing: Currently mostly online advertising through 'pay per click' schemes, though they have run advertising campaigns in local and national newspapers.
How to Subscribe: Through the site using a credit card or by using their 'Call Me' facility and they will contact you within an hour.
Feedback after registering: All clients are called once a month by phone.
How is the database cleaned?: Candidates are emailed after 6 months to remind them to update or remove their CV - though candidates rarely remove their details.
Costs: Unlimited job posting and CV viewing are charged at £40 per month or £400 per annum.
Who's in charge?: Lee Biggins and Brian Wakem whose respective backgrounds are Recruitment and IT.
Summary: CV-Library has a lot going for it. Over the past two years they have grown the company organically and have developed the site, learning by their mistakes. For example they offered a CV database hosting service on behalf of their clients, which didn't quite take off.
Things I liked were the CV Watchdog, which delivers candidates matching saved searches to your desktop, as they are posted to the system. Additionally they will soon be piloting a jobs by text message to candidates, which should mean greater site visits and CV registrations.
Areas I didn't like included the inability to download CV's (you can only view them) and overly simplistic database searches, making candidates hard to find.
Though the above points are relevant, it is important to note what this site is really about - access to 42,000 cross-sector CV's plus unlimited job postings for £40 per month.
The site is basic, but I am sure it will get better as their client base increases.
Overall marks out of ten: 7
Recommendation: Try it for a month - for the number of CV's the cost is inconsequential.
James Chapman is the MD of Business Research Solutions - a London based Recruitment Research firm offering cross sector candidate identification and approach. Further details can be found at their web site www.brsglobal.com or by calling 0870 748 4110.
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The new PlanetRecruit launches on November 1st - faster more accurate searching and time-saving, intelligent auto-matching of candidates to your jobs. Still the only major online recruitment site to serve recruitment agencies exclusively.
For a free trial visit http://www.planetrecruit.com/agency/
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*****RESEARCHER'S TIP NUMBER SIX, BY CHRIS MALCOLM, DEANSA*****
Once a month we give a quick tip on managing a successful research project.
Question 6 Does that exact candidate really exist?
Let's remember rule number 1. To research an area one must know and understand how that area works. If you do have a good understanding then ask yourself the question "is my client being reasonable in his expectations?" Particularly in fast evolving industries where the skill sets are being redefined almost daily, and if your client is running ahead of the pack, he may be asking for a skill set that he requires BUT one which may not yet have an available pool of talent. It is your responsibility doing the research to point out to your client that properly trained or experienced talent does not yet exist; in the case of competitors they recognise this fact and are in the process of training staff to fill this particular void and; you must be able to give an estimate of the time lapse before your client will be able to buy this talent "off the shelf".
deAnsa is a research company for headhunters, executive search consultants and recruitment professionals who require target specific research to find the right candidates on a worldwide basis. They can be contacted on +44 (0) 7074 449 449 or by e-mail at enquiries@deansa.com.
*****ARTICLE - WRITING ONLINE JOB ADVERTS BY DAN MCGUIRE*****
Before Christmas Dan McGuire of Broadbean started giving his tips on writing online job adverts. He continues...
In the last two issues I addressed some things to think about before writing your ad. This week I am going to look at some key factors to remember whilst actually writing your advert.
Firstly, let's begin with the basics. Some of these points may seem obvious but are the most common errors.
A shocking amount of ads contain spelling mistakes. Remember that an advert is a written communication. Would you send a letter to a client that contained spelling mistakes?
Start talking directly to your target audience. Use words like 'You' and 'Yours'.
Never use abbreviations unless they are universally recognised in your industry.
Always remember how important it is to combine proficient writing with optimal keyword inclusion to achieve the best response.
Although you can use up to 2500 characters on some job boards, some only search the first 250 characters of the job description, so it is essential to mention the keywords in the first couple of lines. Information about the company can come later.
You should always open your ad with something catchy. Candidates tire of reading "My client is a..." or "This market leading..."
A cracking opening line, followed swiftly by some keywords (you will know which ones to put if you have done your research) will mean your ad appears on many more searches and is more likely to be read in its entirety.
Try and think of something original, or even humorous, but remember to keep it professional. Over familiarity is as much of a turn off as a boring or poorly written ad.
It also helps to have an interesting title. Include as much information as possible in your title as this is the first thing potential candidates will see. A combination of job title, location and salary plus possibly industry sector is a good mix. Also, some job boards search on the job title field, so make sure what you include here is relevant.
In the salary field, you have an opportunity to really sell your job from a financial point of view. Include salary, commission, bonus, car/allowance, pension and any other benefits that you can. Not all job boards accept all of this information but it is important to take the opportunity on the ones that do.
Finally, check your contact details. If the email address is wrong then your responses won't get through. If your number is wrong then candidates may not be bothered to call 192 and instead skip to the next ad.
Hopefully, this will have given you a good overview of what to do and what not to do when writing your ads. Most of it is very basic but, as with most things, it is so often the basics that are overlooked.
Dan McGuire is Sales Director at Broadbean Technology. You can reach Dan on 020 7987 6900 or dan@broadbean.co.uk
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New Business Sales Seminar
January 24th 2003
Call David at koach on 07960 167702 or email david@koach.net or visit the koach website for more details: http://www.koach.net. These seminars do sell out so book early!
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****DON'T MISS THIS****
£50 OFF TRAINING WITH THE RECRUITMENT ACADEMY
The Recruitment Academy are offering UK Recruiter subscribers a £50 discount on their upcoming training seminars. This discount applies to any 2 day seminar running up to and including the 11th February. In order to qualify please email offer@therecruitmentacademy.com or alternatively call Sefton Owens at The Recruitment Academy on 08702 400994.
JANUARY 20TH, NORAS RESULTS COMING SOON
The results of NORAS Winter 2003 will be published on January 20th and are completely free to download. NORAS Winter 2003 features information on the users of 11 of the UK's leading recruitment sites and includes new data on the motivations of job seekers when visiting online recruitment sites, activities performed on job boards and compares online recruitment to traditional job seeking methods. For more information please see the next newsletter on 29th January or visit www.enhancemedia.co.uk
JANUARY 23RD, FREE RECRUITMENT WITH NLP WORKSHOP, LONDON
There is a "Recruitment with NLP" event being hosted by "The Skills Network." On Thursday January 23rd at the BT Holborn Centre. The event is a 2- hour workshop (18:00 until 20:00) exploring the application of NLP to recruitment. The event is sponsored by BT and is free to all delegates. The speaker is John Carrington. More information can be found at www.theskillsnetwork.com/
JANUARY 30TH, THE RECRUITERS NETWORKING EVENT, LONDON
Continuing from our success last year with The Recruiters Network we have our first event on the 30th January. If you are involved in the UK recruitment industry these events are the perfect opportunity to network with other recruiters and suppliers to the industry. If you've not made it to an event yet you can see photos from previous ones at our website (http://www.recruitmentnetworking.co.uk ). We've got events lined up every month this year - so please register at the site if you want to come along.
UK RECRUITER DISCUSSION FORUM - ARE YOU USING IT?
Another launch last year was the UK Recruiter discussion forum - http://www.ukrecruiter.co.uk/cgi-bin/yabb/YaBB.pl. Current topics on the site include "Too many job boards?", good recruitment software, and a discussion on charging candidates' to use online recruitment tools. Visit the site; ask questions and give feedback!
GET REWARDED FOR RECOMMENDING CONTRACTORS
IT Recruiters can be rewarded for recommending contractors to Prosperity4. For every contractor referred by you who signs up with Prosperity4 on "standard terms" you can choose between:£100 Cash; 2 Return flight tickets to Dublin; a golf day for two at Brocket Hall and a Red Letter Day (SAS training, Ferrari Driving, sky dives). Prosperity4 "removes the headache of IR35" and is an Inland revenue approved package. Visit www.prosperity4.com/agency.asp to sign up for the contractor referral scheme.
Issue 102 - 29th January 2003
Welcome to issue 102 of the ukrecruiter newsletter
I'd like some feedback from you all. We're thinking of sending the newsletter once a week rather than once a fortnight. Basically we'll split the fortnightly newsletter in half so that over the period of a fortnight you'll have a similar amount of content - but just delivered in more manageable chunks. Please either email me your thoughts or complete our online survey at http://64.73.24.48/s.asp?u=97980165216
CONTENTS
Reviewed Site (SurveyMonkey)
Article (National Online Recruitment Audience Survey Summary by Tim Elkington)
Psychometrics Review (CAL Online from Criterion Partnership by Bill Boorman)
CV Database Review (Monster, by James Chapman)
Article (Writing OnLine Job Adverts by Dan McGuire)
Don't Miss This (Recruiter Awards for Excellence - Top100 UK Online Recruitment Sites Report 2003 - NORAS Report - 27th February Networking Event - Discount on Recruiter Training - UK Recruiter Discussion Forum)
Subscription Form
*****REVIEWED SITE*****
You can create online surveys using this tool. Whilst there are paid for services available from SurveyMonkey you can also get free basic subscription. With the free subscription you can create a survey with up to 10 questions and collect up to 100 responses. The actual creation of the survey is very simple. You can select from over a dozen different types of questions (including multiple choice and drop down menus). There are a number of different colour schemes available to help you personalise the questionnaire and you can change nearly all the "standard" wording on the questionnaire (ie, instead of a "back" button you may wish it to say "go back"). Your clients/candidates/customers can complete the survey by clicking on a unique URL you will be provided with (although as you can see from the one I've used above - http://64.73.24.48/s.asp?u=97980165216 - it's not a very "neat" URL). You can view the results online as graphs and charts and if you want the data can be downloaded to Excel so you can create any additional charts you may need.
A nice easy tool and worth considering the free service for small surveys.
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NATIONAL ONLINE RECRUITMENT AUDIENCE SURVEY - SUMMARY BY TIM ELKINGTON
The National Online Recruitment Audience Survey (NORAS) is the UK's leading source of information on the audiences of UK job boards. 11 online recruitment sites participated in the latest wave of NORAS that included new information on the motivations of users for visiting job boards and compared online and offline media for the first time.
The results of NORAS show that online job seekers are an attractive target audience for recruiters. The average user of a generic online recruitment site is aged 33 and has 12 years work experience since leaving full time education. NORAS also shows that online job seekers will visit an average of five different sites when looking for a job.
The NORAS results are most useful when they are used to differentiate job boards. This process can provide recruiters with hard evidence as to which job board has the best target audience for specific recruitment projects. Choosing the job board with the most appropriate audience means that you'll receive a better response from more appropriate candidates and will waste less time processing irrelevant applications.
8 of the 11 sites participating in NORAS also submitted an Electronic ABC audited Unique User figure. This figure shows the number of different people that visit a site in one calendar month. Combing these Unique User figures with the demographic data gathered through NORAS can show you the approximate size of audience you can expect to get your message to through the job boards in NORAS. For example PlanetRecruit has 238,564 Unique Users, of which 31% work in an IT role - giving you an overall audience of approximately 74,000 IT professionals. This compares to the 65,000 IT professionals offered by Fish4Jobs, 14,000 through PeopleBank, 75,000 through Total Jobs or 59,000 by Workthing.
Alternatively recruiters may be wishing to target candidates living in Manchester or the Northwest. NORAS shows that Fish4Jobs have approximately 131,000 users living in the Granada TV region, PeopleBank have 11,000, PlanetRecruit 19,000, Total Jobs 50,000 and Workthing approximately 38,000.
In addition to the generic sites discussed above, six specialist sites also participated in NORAS - Anderselite, AviationJobSearch, HotRecruit, Jobs AC, JobsGoPublic and Prospects. NORAS confirms the strengths of these sites and shows that recruiters can attract candidates with vary specific profiles via specialist sites. The specialist sites participating in NORAS represent a wide variety of candidates, for example the average salary of users of Anderselite is £31,500 while the average salary of Prospects' users, who are primarily students and graduates, is £14,345.
All of the separate pieces of data in NORAS can be combined. It is by drilling down into the data in this way that recruiters can most accurately assess which job board is best placed to assist with specific recruitment projects. For example NORAS can show you which site you should use in order to target those earning over £50,000 living in the Midlands or which site you should advertise with in order to attract part time administration professionals with over five years experience.
The full NORAS results booklet contains over 30 tables comparing the users of the UK's leading online recruitment sites. Please email noras@enhancemedia.co.uk to obtain your free copy of the booklet or for more information regarding NORAS.
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*****PSYCHOMETRIC REVIEW - CAL ONLINE FROM CRITERION PARTNERSHIP, BILL BOORMAN*****
This week I'm going to review the CAL personality profile. The introduction to the final report raises some important points when considering the use of personality profiling. Firstly, personality is not fixed. It may vary over time and change through training or development or may simply vary depending on situations or current emotional state. The second point is that there are no rights or wrongs - the scores do not measure ability, skills, capability or competency they are merely indications of preferences or typical styles of behaviour. Finally, whilst good personality questionnaires are fairly reliable they are not infallible; the profiles are intended to clarify the respondents self perception and as such the resulting report comments on how they perceive themselves rather than possibly how they are perceived by others. These points provide valuable guidelines when selecting any personality profile and those tests that I have completed have indicated that the assessment method that provides the best results are those that incorporate a number of profiles completed by other observers who know the respondent.
Product Name: CAL Online
Company Name: Criterion Partnership Ltd
Website Address: www.cal-online.co.uk
Contact Details: Alan Redman, 01273 691199, alan@criterionpartnership.co.uk
Cost: Full reports cost between £16 and £24 depending on the number of scales included in the questionnaire. Strucutred interview questions report is £10.
Applications: Selection, development, career counselling and teambuilding.
What differentiates the CAL report from others is the ability to select the scales that you would like to include in the questionnaire. So as a recruiter this allows you to focus on the key competencies or attributes for the role.
The test itself took about 20 minutes to complete and involved ranking a number of statements against a 5 point rating scale from strongly disagree to strongly agree. The test was easy to complete and the screens were simple to navigate making it pretty easy to use remotely and requiring little further external advice. My report, which was produced instantly, gave a breakdown of interpersonal style, thinking style, emotional style, motivation and cultural fit. The report was 23 pages long. I felt the report was reasonably accurate although there were elements that differed significantly from other personality profiles I've completed. Although if used correctly would have prompted discussion on some useful subjects. As I've mentioned previously I find the best use of personality profiles is an aid to the interview process by submitting the report to the candidate prior to the interview and asking them to discuss those areas they strongly agree or disagree with you get a good picture of the candidate and can push areas of discomfort which the candidate may otherwise wish to hide. This would certainly be true in the case of this report, however, given that BPS level B status is required a trianed practitioner would have to give initial feedback.
The report also produces a graphical chart that explains how the comments and areas for discussion have been reached and make the report more understandable in its interpretation.
I found the profile to be pretty useful, especially as an interview aid and at between £8 and £34 to produce it is good value.
Bill Boorman is National Training Manager for Prime Time Recruitment (http://www.primetime.co.uk) and will be reviewing more psychometric test in future newsletters.
Bill is running the London Marathon in April for Round Table Childrens Wish. If you'd like to sponsor him please contact him via bill.boorman@primetime.co.uk
=====ADVERTISEMENT=====
PlanetRecruit - finding candidates faster!
The new PlanetRecruit launches on November 1st - faster more accurate searching and time-saving, intelligent auto-matching of candidates to your jobs. Still the only major online recruitment site to serve recruitment agencies exclusively.
For a free trial visit http://www.planetrecruit.com/agency/
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*****CV DATABASE REVIEW - MONSTER, BY JAMES CHAPMAN*****
Sectors: Generalist, sub-divided into 42 sectors Target candidate level: "First job to last. Graduate to Managing Director" Site Launched: 1996 in the UK (1994 in the USA) Number of CV's held: c557,000 Other CV Facts: 22% IT; 7% Admin; 6% Marketing; 5% Engineering; 4% Sales; 4% Retail; 3% Accounting; 3% Call Centre. 85% are seeking Permanent jobs, 15% Contract. Geographic split of candidates: 92% in the UK, mostly based in the South East / Midlands.
How to Subscribe: Via the site or by calling 0800 169 5015. The service is supplied for Recruitment Agencies and end Employers alike.
How is the database cleaned?: As long as candidates log into the site once a year, their CV's stay current.
Costs: £8,000 per annum or £1,000 per month for unlimited access to the database. This does not include job posting.
Who's in charge?: Joe Slavin, Managing Director, Monster.co.uk, ran Referral Networks and prior to that worked in the Advertising and Communications division for TMP Worldwide. Denis Gaynor, Product Director - worked for Monster.com in the US during its initial launch and growth. Prior to that he worked in marketing for Ernst & Young.
Summary: I liked the site. The technology behind it seems robust and well thought out. You can conduct a general search and then drill down to the candidates you want. When you have found the candidates you are looking for you can save them and add to the list at a later stage. If you want to contact the candidates en-masse there is a bulk emailing facility on site, which you can set to merge with their name and the date so each contact looks personal to the recipient. Additionally there is a 'Search Agent' that will notify you of newly received candidates that match your search criteria.
Candidates also have the option of keeping their details confidential. Their work experience can be seen and they can still be contacted through a private Monster email account. 20% of candidates choose to do this.
One negative point that I did note is that CV's cannot be added as Word documents and are only sent to recruiters in text format. It must take an age for recruiters to put them in Word format before sending to clients, however I am assured by Monster that this will soon be remedied.
My biggest and only real concern about the site was whether it is value for money. Monster have statistics on the competition, which generally show that the annual cost per CV on Monster is less with them - i.e. Cost per annum / Total CV's held = cost per CV. This equation works very well for them, but they use the entire 550,000 CV figure.
Using Monster's figure of 5,500 new CV's per week, they get 286,000 new CV's per year. Monster has the most lenient criteria for including people in their ½ million figure - if a candidate has logged into their account within the past 12 months they are counted. This is far less stringent than the majority of their competition and thus it will look like Monster holds far more useful CV's than they do.
The figure of 286,000 new CV's per annum doesn't take into account the 20% of candidates who choose to stay anonymous, nor the further 28% who list themselves as not actively looking for work.
Bearing the above in mind, the number of CV's relevant to you and available on the site may not stack up as well as it had first seemed against the cost of accessing them.
Overall marks out of ten: 7
Recommendation: A monster, value for money site, or all smoke and mirrors with a high price tag? To be honest I'm not sure, but with no free trials, it will cost you at least a grand to decide for yourself.
James Chapman is the MD of Business Research Solutions - a London based Recruitment Research firm offering cross sector candidate identification and approach. Further details can be found at their web site www.brsglobal.com or by calling 0870 748 4110.
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WebSalvo.com - Taking the stress out of Recruitment Advertising.
WebSalvo.com is an innovative web based tool, which allows simultaneous posting of job vacancy details to multiple internet sites. With a host of features, such as, automated candidate response and posting allocation facility, WebSalvo.com saves time and money.
Launching a new key information tool, it now enables you to proactively manage individual advertising campaigns.
For more information or an online demonstration call Chris Troth on 0870 241 7234, or chris.troth@websalvo.com
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*****ARTICLE - WRITING ONLINE JOB ADVERTS BY DAN MCGUIRE*****
In previous issues of the newsletter Dan McGuire of Broadbean has been giving tips on writing online job adverts. He continues...
So, we've looked at what to think about before you write an ad, including the legal side, and you've also researched which boards you're going to post to. You've written the ad and you're about to post it. Here are a few points to consider just before you hit the send button:
Is the ad written in a positive way? Make sure you replace any words that could be construed in a negative way with something positive.
Have you included the all-important keywords? This is, after all, what will enable your ad to be searched upon.
Have you included full remuneration information? This should include salary range and a comprehensive list of benefits.
Have you included a company sell? Give the candidate a reason for wanting to apply.
Have you used enough selling words? Convince the candidate that this is the job for them.
Is your advert interesting? Don't bore your audience to sleep before they've even finished reading your ad.
Have you checked your spelling? Never forget this part!
The litmus test: If you were the candidate reading this ad, would you put your CV forward?
If you can answer YES to these questions then you should have an ad that is easy to find, reads nicely and convinces the ideal candidate to apply.
Now, here are a few other pointers to think about:
If posting to your own site make sure it is updated and cleaned regularly otherwise it will look out-dated and unprofessional.
Make sure you respond to all candidates who apply. A short email thanking them for their response goes an incredibly long way to increasing external perception of your organisation.
Monitor where your response comes from and its quality - there is no point posting to boards that constantly generate poor quality candidates.
Advert writing is by no means rocket science but it is nonetheless an important part of the job. Not the most enjoyable part admittedly, but certainly important. By spending just a little bit more time writing ads you will increase your response and also find that the response is of a better quality. This will undoubtedly save you time in the long run because you will no longer have to waste core hours fielding calls from people who simply aren't right for your job.
You should also find more of those superstar candidates turning up in you inbox meaning more placements, and ultimately more cash in your back pocket!
Dan McGuire is Sales Director at Broadbean Technology. You can reach Dan on 020 7987 6900 or dan@broadbean.co.uk
=====ADVERTISEMENT=====
We will take care of your testing needs - new service from UK Recruiter
We can: * Determine which psychometric and aptitude tests are most appropriate for your needs * Conduct the tests either via the internet or face to face at your premises * Score the tests against relevant normative groups * Give full written and verbal feedback
Call Louise on 01635 254881 or visit www.ukrecruiter.co.uk/tests.htm
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****DON'T MISS THIS****
5TH MARCH, RECRUITER AWARDS FOR EXCELLENCE 2003 LUNCH & CEREMONY, LONDON
The shortlist for the Recruiter Awards has now been announced and can be seen at http://www.professional-recruiter.co.uk. The category winners will be revealed by the TV presenter Kate Humble at a lunchtime awards ceremony on Wednesday 5 March at Le Meridien Grosvenor House Hotel. To book tickets for the event email awards@professional-recruiter.co.uk or call 020 7296 4266.
TOP100 UK ONLINE RECRUITMENT SITES REPORT 2003
The report is an in depth look at the online recruitment industry in the UK. The report is based on questionnaires sent to online recruitment magazine's database of sites in the UK. An A-Z listing gives a useful guide to the sites. The report is based on the period December 2001 to December 2002. The report is published on 3rd February and costs £30. To receive a copy just email top100uk@onrec.com
NATIONAL ONLINE RECRUITMENT AUDIENCE SURVEY RESULTS
The full NORAS results booklet contains over 30 tables comparing the users of the UK's leading online recruitment sites and is free of charge. Email noras@enhancemedia.co.uk to obtain your copy of the booklet or for more information regarding NORAS.
FREE 2 HOUR SEMINARS FROM ENABLING CHANGE
Enabling Change are inviting Directors and Senior Decision-Makers to attend free training sessions on 13th February in Croydon, 7th March in Hatfied and the 11th March in Essex. These two hour seminars are made up of two one hour sessions from their consultant and management level training courses. The two hour session will give you the chance to experience the sort of training that ECL offer. There is limited availability so don’t delay, contact Nicole Hutton nhutton@enablingchange.co.uk
FEBRUARY 27TH, THE RECRUITERS NETWORKING EVENT, LONDON
Unfortunately it's too late the register for this month's networking event (30th Jan). However, you can register for the 27th Feburary. If you are involved in the UK recruitment industry these events are the perfect opportunity to network with other recruiters and suppliers to the industry. If you've not made it to an event yet you can see photos from previous ones at our website (http://www.recruitmentnetworking.co.uk ).
THE EXECUTIVE GRAPEVINE ANNUAL CONFERENCE - 20th MARCH 2003, LE MERIDIEN, PICCADILLY - LONDON
This year the theme focuses on the end-to-end management of human capital. From assessing, developing and retaining current executives, through the identification and management of critical gaps, to the creation and maintenance of the recruiting relationship with an executive recruitment firm. Speakers include David Longbottom, Group HR Director at Dixons plc; Philip Horn, Head of Resourcing at Asda; Jackie Watson, Talent Director at Sainsbury's and Tim Wood, HR Director Global Staffing Project, AstraZeneca. For more information or to book your place visit the Executive Grapevine web site - http://www.askgrapevine.com/Conference/ or telephone 01727 844335.
£50 OFF TRAINING WITH THE RECRUITMENT ACADEMY
The Recruitment Academy are offering UK Recruiter subscribers a £50 discount on their upcoming training seminars. This discount applies to any 2 day seminar running up to and including the 11th February. In order to qualify please email offer@therecruitmentacademy.com or alternatively call Sefton Owens at The Recruitment Academy on 08702 400994.
UK RECRUITER DISCUSSION FORUM - ARE YOU USING IT?
Don't forget to visit http://www.ukrecruiter.co.uk/cgi-bin/yabb/YaBB.pl. Current topics on the site include "recruitment databases", "too many job boards?", and "which markets are booming?". Visit the site; ask questions and give feedback!
Issue 103 - 12th February 2003
Welcome to issue 103 of the ukrecruiter newsletter. Thanks to all of you who responded to our mini survey last week. I've done a brief analysis below.
CONTENTS
Feedback from newsletter survey
Article (Closing - Who did your training? Was it David Brent? by Roy Ripper)
Review (Vacancy Vault by James Chapman)
Don't Miss This (Softworld HR & Payroll event - 25% discount off Power Canvassing Training - Networking Event - £100 off Researching for Successful Recruitment Solutions Workshop - UK Recruiter Discussion Forum)
Subscription Form
-----FEEDBACK FROM NEWSLETTER SURVEY-----
76 of you responded to our survey in the last issue of the newsletter where we asked how often you want to get the newsletter.
66% of you wanted to receive it once a week; 25% of you wanted to keep getting it once a fortnight; the rest either wanted it once a month or didn't have an opinion.
Some of the other feedback we got was interesting and it mostly highlighted the fact that you are unaware of the many "treasures" on our web site. 65% of you didn't know you could review back issues of the newsletter at http://www.ukrecruiter.co.uk/recnet.htm. A disappointing 70% of you aren't using the other free services and information we provide on the site such as listing of job boards, cv databases and industry suppliers. 86% of you do not "use" our monthly networking events. For some of you they may be impractical as we currently only hold them in London (this will hopefully change this year).
What we are going to do
Starting from the 26th February the newsletter will be sent out every Wednesday. We will keep the same amount of content we would normally run and spread it over two weeks (this issue is the first in the new format). For example in week one you'd get an article, job board review and psychometric product review and in week two you'd get an article, cv database review and multiple job board posting tool review. In each issue I'll include relevant "Don't Miss This" features.
Some of you suggested articles you'd like to see in future issues. These include developing a website presence, what makes a good or bad cv, professional qualifications and more on the subject of executive search. We'll try and organise these in the issues to come.
On this note, we're also going to start reviewing training courses for recruiters. If you think you'd make a good roving reporter please let me know. Email if you're interested.
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========================
-----ARTICLE, BY ROY RIPPER-----
CLOSING - WHO DID YOUR TRAINING? WAS IT DAVID BRENT?
So much is written about why you should be and how you should be closing every sale. When I started as a consultant I, like thousands of you out there, was shown the recruiters favourites: Assumptive closes - Where would you like the invoice sent to? Alternative closes - would you like to see my candidate at 3 or 4pm? In addition to these die-hard phrases, I found a whole plethora of more exotic closes such as the Benjamin Franklin, the puppy dog, the step by step and many others. I used to cringe every time I said them, but sometimes they worked and sometimes they didn't. I quickly came to realise that it wasn't my corny attempts to close that actually clinched the deal, but the hard work (or not) that I had put in building up to it.
As an industry trainer I travel around the country meeting a large number of recruitment consultants, managers and owners of recruitment companies and listening to them talking about selling. I am surprised at how often I am asked to talk about closing and asked opinions on various closes. The average consultant I come across is able to list at least four different closing techniques yet is unable to give more than one techniques for opening the sale, questioning or handling objections.
Before we really start looking at how we do it we really should define what "closing" is. I would say plainly that a close is anything that puts a customer in a position, which involves some kind of commitment. Simply, moving forward in a sale to whatever the next stage or action could be!
Four keys to success in obtaining client commitment
My work as a consultant and as a recruitment trainer has given me the privilege of working with some of the best and most successful recruitment professionals in the world. What I have found is that these effective people use rather simple and straightforward ways of obtaining and retaining commitment from their recruiting clients.
In summary;
1. They pay particular attention to thoroughly investigating their clients' needs and demonstrating their own capability. You won't obtain commitment in a recruitment sale unless your client clearly perceives a need for what you offer (your candidate, your retained assignment, etc) so don't waste your time!. The most effective people I come across build client needs by asking lots of questions. You don't require closing techniques with a customer who wants to buy. So your first strategy should be concentrate your attention on investigation of your client needs.
2. They check that their clients key concerns are covered Recruitment decisions can be complex and involve areas of doubt and confusion. A lot of less successful consultants try to close too early. They hope that by doing so objections are brought to the surface and can be dealt with quickly. This can be antagonistic to the client and often their answers back can be equally caustic. The most successful recruitment consultants take the initiative and ask the buyer whether there were any further points or concerns, which needed to be addressed.
3. They summarize the benefits they can offer Often clients get lost in our sale and everything that has been discussed. Successful consultants pull all the threads together by summarizing key points or benefits before moving onto the commitment. It helps to bring these points into focus just before the decision.
4. They propose a commitment A lot of training courses on closing talk about 'asking for the order'. Successful recruiters don't ask - they tell! The most effective and most natural way to bring a call to its successful conclusion is to suggest an appropriate next step to your client. i.e. "May I suggest that in order to meet your proposed start date of February 2nd we commence the search this Friday?"
Before proposing a commitment you have to know what the most appropriate commitment would be. Unlike small product selling where the only commitment is an order, in a recruitment sale there may be a range of possible commitments you could suggest. I.e. meet the contacts boss, arrange for the client to speak with one of your previous customers, etc.
Finally I would say forget all the fancy closes your boss may have shown you (when was their last deal?) and above all keep it really simple. If you've done a good job of building your client needs followed by the other three points above, you are on your way to success.
David Brent (may have) said, "I've never really believed in closing, because my objective is not to close the sale but to hopefully open a relationship!" As cheesy as that sounds I think he has a point!
This article was provided by Roy Ripper of The Recruitment Academy at http://www.therecruitmentacademy.com or 08702 400994.
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Talisman the integrated solution for recruiters - To find out more, call Helen at: Beacon on 01582 478888 or email helen.doherty@recruitment-software.net
========================
-----REVIEW BY JAMES CHAPMAN-----
Vacancy Vault: http://www.VacancyVault.com
What it is: A listing of Job Vacancies on UK Corporate Websites for Recruitment consultants and agencies to source New Business from.
Site Launched: October 2002
Number of Jobs viewable: 8,500, all of which are less than a month old.
Sectors are sub-divided into 25 categories: * IT & Internet: 18% * Engineering, Manufacturing: 17% * Banking & Finance: 8% * Management Consultancy: 8% * Construction: 8% * Public Sector: 7% * Retail, Wholesale: 4% * The remaining sectors have between 1% and 3% share.
Geographic Splits: 30% are in London and the South East, with the other UK regions gaining a roughly equal share of the remaining 70%
Costs: £200 per month
How to Subscribe: Online via Credit Card. The service is supplied for Recruitment Agencies only.
Feedback after registering: By phone or email.
Who's in charge?: Jim McDonagh and Gordon Davidson
Summary: This is one of the simplest services I have seen and likewise this will probably be the shortest review I ever write.
If, like many recruiters, you need more vacancies to fill, this service finds them for you.
There are four search criteria: Vacancy Location, Sector, Age of vacancy and Key words.
The only other functionality is that you can save searches and run them yourself periodically to get the latest jobs.
The whole system is run using software they developed in-house. It scans the internet every hour looking for vacancies on corporate websites that do not preclude agencies from supplying candidates.
When I used the system I found I got a lot of results back and was having to sift through them to find the relevant ones. This soon changed once I worked out the simple Boolean search terms.
They currently have c8,500 vacancies, which they expect to increase as their software becomes more sophisticated, so the figure could soon rise to 20,000-50,000.
The only thing I thought was missing from the site was the ability to set the service to inform me automatically when a relevant vacancy is posted.
Overall marks out of ten: 8
Recommendation: If you have lots of candidates on your books, but nowhere to place them, this has to be for you.
James Chapman is the MD of Business Research Solutions - a London based Recruitment Research firm offering cross sector candidate identification and approach. Further details can be found at their web site www.brsglobal.com or by calling 020 7843 4311.
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WebSalvo.com - Taking the stress out of Recruitment Advertising.
WebSalvo.com is an innovative web based tool, which allows simultaneous posting of job vacancy details to multiple internet sites. With a host of features, such as, automated candidate response and posting allocation facility, WebSalvo.com saves time and money.
Launching a new key information tool, it now enables you to proactively manage individual advertising campaigns.
For more information or an online demonstration call Chris Troth on 0870 241 7234, or chris.troth@websalvo.com
=====================
-----DON'T MISS THIS-----
26TH & 27TH FEBRUARY, SOFTWORLD HR & PAYROLL, LONDON
The annual Softworld HR & Payroll event takes place at ExCeL, London, on the 26 & 27 February. There will be over 75 "of the leading" HR & payroll providers exhibiting as well as a completely free educational programme comprising vendor seminars, breakfast briefings & master classes. One of the sessions, hosted by the Association of Online Recruiters, is "Implementing an effective online recruitment strategy" You can register at http://www.softworld.co.uk/hrp or telephone 07000 763896.
25% DISCOUNT OFF POWER CANVASSING TRAINING WITH KOACH, 25TH FEBRUARY
Gavin Ingham, a leading UK motivational and attitudinal speaker, will deliver the latest in a series of "Power" seminars - Power Canvassing on the 25th February. This one day event is normally £199 per person but we've negotiated an excellent discount of 25% (that's £50!) for ukrecruiter subscribers . Call David at koach on 01223 328778 or email david@koach.net and quote UK Recruiter to receive your discount. For more information you can visit http://www.koach.net/power_canvassing.htm
FEBRUARY 27TH, THE RECRUITERS NETWORKING EVENT, LONDON
Our monthly opportunity to get together with our recruiters and industry suppliers. If you are involved in the UK recruitment industry these events are the perfect opportunity to network with other recruiters and suppliers to the industry. If you've not made it to an event yet you can see photos from previous ones at our website (http://www.recruitmentnetworking.co.uk).
11TH & 12TH MARCH, £100 OFF RESEARCHING FOR SUCCESSFUL RECRUITMENT SOLUTIONS WORKSHOP, LONDON
Learn from leading headhunting professionals about the innovative and effective way to do research. This two day event is normally £695 per person but we've negotiated an excellent discount of £100 for ukrecruiter subscribers as long as you book by the 20th February. For more information or a full course outline contact Anne Watson on 01784 471350 or by e mail topexec@virgin.net
UK RECRUITER DISCUSSION FORUM - ARE YOU USING IT?
Don't forget to visit http://www.ukrecruiter.co.uk/cgi-bin/yabb/YaBB.pl. Current topics on the site include "working from home", "You Don't Know SQUAT About Job Hunting", and "Recruitment databases to avoid" Visit the site; ask questions and give feedback!
Issue 104 - 26th February 2003
Welcome to issue 104 of the ukrecruiter newsletter.
CONTENTS
Reviewed Site (London Congestion Charging Homepage)
Review (Free Recruitment.com by Lucy Walker)
Article (Web Creativity by Adele Poole)
Don't Miss This (Networking Event - "Managing the Flow of your Career"
seminar - Human Resources Forum - "Researching for Successful Recruitment
Solutions" workshop - UK Recruiter Discussion Forum)
Subscription Form
-----REVIEWED SITE-----
The snappily named "London Congestion Charging Homepage" is a comprehensive resource on the newly introduced congestion charge. For those of you living and working in London who already understand what it's all about may find it useful to provide information to clients or candidates. For people who occasionally come into London for business it may be essential! The site contains information describing the purpose of the congestion charge, where and when it operates, how to make payments and what penalties will be made for non-payment. Especially useful is the congestion zone map that shows the boundaries of the zone and allows you to search by postcode or street name to check if somewhere falls within the zone.
A clear and comprehensive site with facts about the congestion charge.
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========================
-----REVIEW - A NEW APPROACH TO CV DATABASES-----
Free Recruitment.com - http://www.free-recruitment.com
Key stats: Unfortunately, the only statistical information made available to us was number of page impressions. This was quoted at 10,000 per week.
What the site says: "Our aim is to provide a central CV portal for all UK based human resource professionals. By inputting their own requirements they can view the CVs, make a selection and contact the candidate direct. [For the job seeker] CVs can be entered and displayed in less than two minutes; it is then presented immediately in front of both a UK and indeed a worldwide audience".
First impressions: Having seen PR for this site, I was intrigued by the concept and inspired enough to cover it in this review. The site turns the standard charging structure on its head - the proposition being that job seekers pay to submit their CVs to a database and it's free for recruitment agencies and employers to search the database.
The design was clean and simple although the orange colour wasn't to my taste. The navigation was fine with clear sections for the job seeker and the employer, and buttons on the home page allowed quick access to the most popular 'submit CV' and 'search CV' areas.
It was easy to search the CVs. They are categorised first into different industry sectors and then into separate occupations. The recruiter can then email the candidate directly. As a job seeker it was easy to create a profile. As I'm not looking for a job, I didn't upload my CV but a glance over that section of the form brought no issues to light. It seems that CVs once uploaded appear in the database more or less instantaneously.
Tools on offer: It's a straightforward CV posting board. £20 ensures the candidate's CV stays online for a three-month period. It also provides some advice for the candidate on how to write a suitable CV for this site.
Strengths & weaknesses: The site has recently been launched, so it didn't come as a huge surprise that there were few CVs online. But a search delivered only 44. Moreover, as each candidate is allowed to post their CV up to 4 times in different sectors, there could be duplication of candidates within the 44. On the whole, the copy is written for the benefit of the recruiter, not the candidate - it's the candidate that needs to be persuaded to part with their money. The site would benefit from more text for the job seeker who may well appreciate links to career guidance and information. There is a single banner advertising slot on the homepage. When I first visited an online betting company was advertising which didn't give the site a professional air.
A big plus is that the site is very easy and quick to use, and recruiters can email the candidates directly. The online payment system used is Natwest Worldpay which should negate any issues about security.
Summary: Another new entry into the highly-populated online recruitment marketplace, however the method of revenue generation gives this site a unique proposition.
Free Recruitment seems to be established more with the recruiter in mind than the candidate. For the candidate, the name is a complete misnomer and confusion could ensue. Ultimately the service will only be as strong as the quantity and quality of the candidates posting their CVs. From a recruiters point of view, even though its free and quick to use, they will not continue to spend time searching if it does not deliver. Does the fact that the candidate has paid to leave their details make them any more desirable to a future employer? I would argue not. Yet candidates may be encouraged to pay to leave their CV if they think recruiters are more likely to use this service as its free to search.
From the candidate's perspective, there are a number of established job boards out there on which they can post their CV for free. It may require minimal effort on the job seeker's behalf, but is £20 is good value? It's free to search job boards and corporate job sites and to visit a recruitment consultancy. The cost of buying newspapers or trade titles for their recruitment sections is likely to be cheaper than the financial outlay for this site.
The success depends on how well its marketed to candidates, I'd be interested to see where and how this is done. Currently, searches for 'free recruitment' on Google.co.uk and .com deliver the site on the second page. It's not a bad idea in terms of making revenue - the site won't need a highly paid sales team in order to generate leads, and there will be some job seekers that will pay to leave their CV (I am sceptical as to whether there will be enough to make it a worthwhile product though). Good luck to Free Recruitment, with this business plan at least they can try to make money from the outset.
Lucy Walker is the Online Media Manager at Park. "Park creates solutions that enable our clients to attract and retain the right people for their organisation." Lucy can be contacted on 020 7299 3049 or lucy.walker@parkhr.com
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With over 1.2 million unique visits per month and over half a million CVs Monster.co.uk is the leading UK online recruitment site for employers and jobseekers.
Click http://www.monster.co.uk/ukrecruiter/ to POST A JOB now!
========================
-----ARTICLE-----
WEB CREATIVITY BY ADELE POOLE OF HOTLIZARD
Over the next few weeks Adele Poole from HotLizard will be giving you tips and hints on creating an effective website. Her first article covers the subject of Web Creativity.
A web site speaks volumes about your company and can win or lose you business without you even knowing. What does your web site say about your company?
Over the next three issues, we are pleased to share our knowledge on what makes a web site work for you and give you a checklist for you to carry out your own site audit. This week we will focus on the creative design and navigation of the site.
Speed is the first rule to be obeyed. Gone are the days when visitors would wait an inordinate amount of time for your site to download. Even on the slowest Internet connection, users expect an immediate response. The most common culprits are large images but the number of elements on the site, excessive animation and the way in which the site has been constructed can also play their part, as will the available bandwidth and hardware of your web site host.
Use "web safe" colours and fonts and make sure formatting and styles are consistent throughout the site, including all the forms.
Your site should also clearly follow your own corporate guidelines. Instantaneous conclusions will be drawn about your company - it's strengths, weaknesses, scale and professionalism by the image that you portray. Remember that the web provides a huge audience and one over which you have no control, so pay as much attention to you site design as you would a printed brochure to ensure that you are conveying the correct message and that the site accords with all your existing collateral.
Less is often more and this really applies to web site design. White space works well as does good layout and structured functionality and content. It is also a common misconception that the better sites are the more extensive. It is therefore better to concentrate on the quality and relevance of what you are publishing to the web than the volume.
Writing copy for the web is not an easy task. It should be concise and snappy and it works best when written in a more informal style. Try to make sure that each page of copy fits within your web browser and avoid too much scrolling. If you have a lot to say on a particular topic it is best to link to another page or for copious amounts of information offer a PDF download.
Also beware the obvious signs of lack of attention to detail such as spelling and grammatical mistakes.
Always start out with a site map so that you clearly understand which page links to which and how you wish your visitor to navigate the site. You need to minimise the number of clicks or pages the visitor has to pass through to get to each section. When the site map is portrayed visually it makes this easier to understand
Above all adhere to the KISS principle and make simplicity and professionalism your watchwords and remember it is a recruitment site, which means that visitors are coming to you to find or post jobs. Don't make that difficult to do and when you are tempted to add a bell or a whistle, think carefully if it is really adding value to your proposition.
Adele Poole is Managing Director at HotLizard Ltd. You can reach Adele on 01264 730300 or adele@hotlizard.net
=====ADVERTISEMENT=====
WebSalvo.com - Taking the stress out of Recruitment Advertising.
WebSalvo.com is an innovative web based tool, which allows simultaneous posting of job vacancy details to multiple internet sites. With a host of features, such as, automated candidate response and posting allocation facility, WebSalvo.com saves time and money.
Launching a new key information tool, it now enables you to proactively manage individual advertising campaigns.
For more information or an online demonstration call Chris Troth on 0870 241 7234, or chris.troth@websalvo.com
=====================
-----DON'T MISS THIS-----
MARCH 27TH, THE RECRUITERS NETWORKING EVENT, LONDON
If you are involved in the UK recruitment industry these events are the perfect opportunity to network with other recruiters and suppliers to the industry. If you've not made it to an event yet you can see photos from previous ones at our website (http://www.recruitmentnetworking.co.uk).
7TH MARCH, MANAGING THE FLOW OF YOUR CAREER - 10% DISCOUNT AVAILABLE, LONDON
LC Training are running a career workshop on the 7th March to help people ensure they "meet the challenges you face and take control of your future". The workshop will be facilitated by David Royston-Lee who is a respected Chartered Psychologist with much experience of working with people going through transition. The workshop is normally £150 + VAT per person, however, the first 5 people to book quoting "ukrec" will receive a 10% discount. Contact Marilyn Davidson on 020 8857 2077 or email info@lctlimited.com.
11TH & 12TH MARCH, £100 OFF RESEARCHING FOR SUCCESSFUL RECRUITMENT SOLUTIONS WORKSHOP, LONDON
Learn from leading headhunting professionals about the innovative and effective way to do research. This two day event is normally £695 per person but we've negotiated an excellent discount of £100 for ukrecruiter subscribers which has been extended to the 28th February. For more information or a full course outline contact Anne Watson on 01784 471350 or by e mail topexec@virgin.net
8TH - 11TH MAY, HUMAN RESOURCES FORUM
The Human Resources Forum, due to sail from Southampton on 8 May, onboard the Oriana has only limited space left on board for delegates and exhibitors alike. This annual gathering for all those involved in the HR industry has over 400 delegates (senior HR professionals from the UK's top organisations) and nearly 150 exhibitors (suppliers of products or services to the HR industry) confirmed to date. If you are interested in attending either as a exhibitor or delegate (HR professionals of sufficient seniority may attend for free) visit http://www.hrforum.co.uk/ or call Ali