Welcome to issue 224 of the ukrecruiter newsletter.
My
Favourites
http://www.companieshouse.gov.uk/
- A government agency set up to store corporate information under the companies act and make the information open to the public.
http://www.wikipedia.org/
- A very helpful resource. Wikipedias ultimate goal is to become the largest online resource for practically everything. Its method, to let its users edit, correct and create the material themselves. This has spawned a fanbase and is taking off all across the globe.
http://www.ninjatune.net/
- Quite possibly the most popular record label in terms of people actually liking the label more than the artists (marketing genius). The website is full of things to do, listen to and to find out including the discographies, music videos and the Solid Steel online radio show.
Tom Putnam works for TipTopJob
Why not submit your 3 favourite web sites. See the guidelines at
http://www.ukrecruiter.co.uk/articles.htm
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Opinion: Why is diversity in recruitment important? By Marcus Lorenzo of Highfield Human Solutions
Effective human resourcing is fundamentally about marrying the 'Employer of Choice' with the 'Employees of Choice'. Clearly every company whatever the sector, size or proposition has their own definition and perspective of 'Employees of Choice'. One has to therefore ensure that the 'talent pool' is kept as wide as possible and that clients are genuinely provided with the best candidates, rather than, as is often the case, those that are available from within the usual search grounds. To achieve this the recruiter needs to think "diversity".
Diversity in recruitment includes ethnicity, age and gender. Age is currently a "hot topic". However despite the call for the issue of age to be insignificant in recruiting there are cases when it's difficult not to consider a person's age. In the case of a client looking for a business leader of the future within whom they wish to invest significant training & development resource - is it right to present them with a candidate who plans to retire within the next 2 years? The trouble is that the practice all too often has been to extend this logic to a ridiculous degree - sometimes to the extent of ruling out half the qualified candidates.
Although not generally recognised educational background, current salary and employment status are also diversity issues. With regard to educational background some clients still specify 'of degree calibre'. They ignore the rich pool of those who are judged to be 'under qualified' but who in fact have the experience and potential to do the job. It is also easy to make assumptions about someone's ability, responsibilities and potential according to what their current employer is paying them. The final area challenges the question marks often surrounding those who have experienced forced redundancy - if they are that good, why were they let go?. It is right that we question these three areas during selection or interview to understand the rationale and background but we must make sure that we maintain an open mind.
The role of the recruiter is to proactively identify the highest calibre candidates whoever they may be and wherever they might sit with respect to the above issues. Of course this is all a waste of time if the employer doesn't buy into diversity. So the recruiter must also be prepared to counter any unjustified prejudices that employers hold and convince them of the eligibility of the diverse set of candidates that have been identified.
The following sites provide more information on the issues of diversity:
Age Positive: http://www.agepositive.gov.uk/
Ethnic Minority Employment Task Force: http://www.emetaskforce.gov.uk/
CIPD report on Managing Diversity: http://www.cipd.co.uk/subjects/dvsequl/general/mandivlink0405.htm
Marcus Lorenzo is a Senior Consultant at Highfield Human Solutions. He can be contacted on 01635 339233 or by email at
marcus.lorenzo@highfielduk.co.uk
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Article
Two: 10 Tips for Choosing a Job Board by The IT Job Board
The following list of tips are published by kind permission of
The IT Job Board
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Is the site clean and user-friendly? A site that candidates find easy to use will be visited more regularly. Try it for yourself and look for sites where you can search for jobs easily and register with little fuss.
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Ask for hard, accurate and relevant statistics, such as number of unique users and relevant applications. Look for measures such as Hitwise that are independent and rank the top sites by traffic.
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Make sure the job board offers an active 'jobs by email' service to alert potential recruits to new jobs. How many candidates are registered to receive jobs by email? Are they all relevant candidates?
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Think like a job seeker. If you are recruiting IT staff, go to the IT department and ask which sites they use to look for a job. How many relevant vacancies does the site carry? A site with few jobs will be visited by few candidates.
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Make sure you choose the right type of job board by understanding the different benefits of horizontal and vertical sites. Are you able to handle a large volume of CVs or would you rather receive a smaller number of more relevant applications?
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Which screening tools does the job board use? Make sure that it offers a straightforward system that highlights unsuitable candidates.
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Find out the company background of the web site. How long has it been established? Does it have experience in recruitment markets? Who are its partners?
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Make sure the site receives a high level of traffic. Is it reliable? Ask for statistics on down time - a site must be accessible a high percentage of the time or candidates will lose trust and look elsewhere.
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How is the site being marketed and where is its marketing targeted? How does the site attract the people you want? Make sure that it drives quality candidates only to the site
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How many vacancies are placed on the site by direct clients? This is a good indication of the reputation of the job board and its standing in the market. Ask to see some case studies of people who have used the site.
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UK Recruiter Discussion Forum
- Are you using it?
Don't forget to visit http://www.ukrecruiter.co.uk/forum. Current topics on the site
include "Assessing
potential recruitment consultants", "Insurance
for Sole Trader" and "Cowboys".
It is free to use the discussion board and you don't have to
register to view messages. Visit the site; ask questions and
share your knowledge
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 23rd July 2005
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.totaljobs.com, www.jobsite.co.uk,
www.reed.co.uk, www.jobs.nhs.uk,
www.monster.co.uk, jobs.guardian.co.uk,
www.jobserve.co.uk, www.jobsgopublic.com
and www.jobs.ac.uk. For more information about Hitwise, visit http://www.hitwise.co.uk
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complete the form below.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk - 01635 254881 (UK)
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