Welcome to issue 272 of the ukrecruiter newsletter.
My
Favourites
http://www.thefreedictionary.com
– keeps you up to date with ever changing technology jargon and abbreviations and more
http://www.ixou.com
– especially recommended for business start-up. Reasonably priced and offering web design, content management, hosting and much more. Customer service providing help support and advice is excellent.
http://www.saynoto0870.co.uk – excellent site that provides alternative telephone numbers. Also provides information on special offers, bargains, freebies, discounts.
Provided by Maggi Young, Director, Pilgrim Search & Selection.
www.pilgrimsearch.com.
Why not submit your 3 favourite web sites. See the guidelines at
http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Job Board Review: Oilcareers by NES International
URL: www.oilcareers.co.uk
Description
Oil and Gas industry recruitment website.
Appearance
The homepage is well presented and the use of subtle blues and greys ensures that colours do not detract from the purpose of the site. Layout is uncluttered in appearance and the options to search vacancies, register, find candidates/advertise and top view ‘top jobs’ are aptly displayed.
Navigation
Overall navigation of the site is relatively straight forward, with clearly labelled menu options and pages that load quickly. Menu options are displayed towards the top of the homepage, giving them a prominent, yet not overbearing presence. The number of navigation options available means that without such adequate descriptions of such options, users could quite easily become disoriented.
Contents
The content of this site is exceptional, in terms of both quality and quantity; providing job seekers and employers with comprehensive information relating not only to job vacancies, but also to anything from training, to advice, to further information specific to clients or candidates.
Job vacancies displayed as a result of a job search appear in the first instance as brief paragraphs with key points such as main responsibilities, location and job type highlighted alongside the logo from the company that has posted the vacancy. Upon selecting a vacancy of interest, a more detailed specification is then presented.
Career development advice, a salary checking facility and a discussion forum mean that Oil Careers has much more to offer its users than other job sites.
The site has an international scope, but also has a particular focus on Aberdeen recruitment, which is where the company originated.
Registration
Users have access to a standard job search function, immediately visible when the homepage loads and an advanced job search option that allows more specific criteria to be entered.
By registering with the website (a process which requires only the time taken to enter an email address, contact telephone number and select categories and sub categories from a dropdown menu of job categories) candidates will receive email alerts informing them of current vacancies.
Clients and candidates are also able to access information about training relevant to their discipline, allowing them to make enquiries about how courses of interest can be arranged.
Summary
This website contains a wide range of different job vacancies specific to the Oil and Gas industry, making it an excellent tool for the job seeker and employer.
In addition to the job search facility more commonly associated with such sites, there are also a number of distinctive features, such as the salary checker, career advice and the Oil Careers Community, containing opinion polls, news and a discussion forum for users.
These additional features mean that the site can be of use to all Oil and Gas workers, irrespective of whether or not they are actively seeking employment, making them more likely to return to it on a regular basis.
Mark Ames is a specialist oil and gas recruitment consultant at NES, based in London. He can be contacted on 0208-335-1488 or
mark.ames@nes.co.uk
If you would like to write a
review of a job board that is relevant to your industry specialism
for us to include in the newsletter please contact me at contact2@ukrecruiter.co.uk
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Article
Two: Performance Matters by Bill Boorman
The biggest challenge facing any recruitment manager is “How do I get my staff to perform?”
After 22 years in the recruitment business I have some simple beliefs in the best way to achieve this. If you take it that in reality most consultants want to achieve, then what they want from you as a leader is some direction as to how to do so. This means two things, firstly outlining your expectation in the form of a target and then outlining the “how” by way of objectives.
Many recruitment companies go wrong because they only start to manage performance when things are going wrong. This is usually motivated by legal issues rather than looking to drive performance. Consultants want to be aware of what you expect from them.
Setting monthly targets
Common mistake number 1; “Targets are to be aimed at.”
This in effect says that your target is your hope rather than your expectation. Set no more than two realistic targets a month. These are usually financial and should be the bottom line of what you think the Consultant should be doing. A minimum expectation allowing for pipeline business, activity levels, experience, weeks in the month etc.
Success is measured by how far the target is exceeded. It’s far more motivational to talk about being 200% of target rather than only missing it by 20%!
By the same token a minimum expectation must be just that and failure should bring with it appropriate consequences. If it doesn’t bring either positive or negative consequences then what is the motivation to achieve?
Financial incentives are one way to motivate staff but they are by no means the only, or best, way. I am a firm believer in praising success at every opportunity publicly, and dealing with shortfalls or underachievement privately – using review meetings to address issues raised. This is easily achieved by using Performance Management effectively and consistently.
Over the next few weeks I will be discussing my Performance Management methods, giving you an overview of how it can be used in your company to enable your Consultants, as well as the business, to grow. I will show you what you can measure, how to measure it, and then what to do with the figures once you have them. This may sound like a lot of work, but the benefits gained negate any extra effort put in at the beginning on your part.
‘if you can’t measure it, you can’t manage
it’
Summary
Targets are expectations, not hopes
Targets are there to be beaten, not simply achieved
There must be consequences attached to over or under performing
Performance Management provides a means to measure Consultants achievements
Next time - Setting and reviewing weekly objectives, how to give Consultants a framework for success. I will talk about setting and reviewing weekly objectives that will help your consultants to exceed their targets and the work that you need to do around this, as well as some simple measurement techniques.
Bill Boorman specializes in management development performance management and helping recruitment companies to achieve business growth. He has 22 years recruitment experience, 12 years as Training Director for a large UK recruitment Company He will be holding a performance matters workshop on the 19th September. Visit
www.performancemanager.co.uk
for further information.
If you can’t wait until the next article or want more detailed information email
bill.boorman@btinternet.com
for his Key Note documenting the full how's, whys and wherefores of his methods.
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If you're reading this just think how many others
are ... so why not advertise here?"
There are only five advert slots available in the
newsletter between now and the start of October.
For information email louise@ukrecruiter.co.uk
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Don't
Miss This
CVtrumpet Competition Winner
Last week we ran a competition to give away 30 days of access to
CVtrumpet's executive & management CV database, worth £97.
Thank you to everyone who entered. The winner is Camilla
Woodhouse of Highfield Human Solutions. Don't worry if you
didn't win - you can still try out the database free of charge at CVtrumpet.co.uk
New Section in Newsletter:
Online Recruitment Update
From next week we'll be adding a new section to the newsletter
with short news stories and statistics specific to the online
recruitment market, sponsored by www.broadbean.net.
The reason that we're creating a separate section is to ensure that content in the
newsletter is as easy as possible for you to locate. The Don't
Miss This section will still remain but will only contain off line
stories and offers. The Hitwise statistics (that we already include every week) will be
moving to the new section along with stories about new job board's being launched, online recruitment related awards being won, takeovers/mergers, etc. If you've any press releases or tip offs for this section email them
to me on an ongoing basis to contact2@ukrecruiter.co.uk
September Networking Event
Thank you to everyone who responded to say they'd be interested
in us re-starting the networking events. It seems very likely
we'll be running one on the 20th September at a venue in
London. We've not confirmed the venue or sponsors yet but more
information will be available here as soon as we have it. If
you want to see photos from some of the previous events you
can visit www.recruitmentnetworking.co.uk.
If you are interested in sponsoring this event (or a future one)
please drop me a note at contact2@ukrecruiter.co.uk
Jark Pioneers New Technology for
Job Feeds to the Net
"Jark Recruitment, one of the top one hundred recruitment companies in the UK, is the first in the industry to implement
these new technologies on the Internet to keep job seekers up-to-date with jobs as they break on to the market.
Based on the scheme, which keeps people up-to-date with breaking world news, Live Bookmarks place a link in the web browser, which updates a list of jobs and available staff from Jark’s website without the need to keep checking the site. To find out more log on to
www.jark.co.uk"
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Discussion
Board Summary
Don't forget to visit The
Discussion Board. Current topics on the site include:
How
to deal with unplanned exit? - How should Graham handle the
situation?
googlebase
- Any thoughts on the impact of google base on the online
recruitment sector?
Can
anyone suggest a good site for procurement CVs - Where can
Tom find procurement CVs?
Job
Board - Is the market too tough for new job boards?
There were 42 postings on the
board last Thursday which is a record for us. The best news
was I only had to remove one for inappropriate content!
Any postings you or anyone else
makes will be included in the weekly digest. Sign up for the free
digest here or
hit reply to ask me to include your email address
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 15th July 2006
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.monster.co.uk,
www.jobs.nhs.uk, jobs.guardian.co.uk,
www.jobsgopublic.com, www.jobs.ac.uk
and www.jobserve.com. Hitwise don't aggregate data from sites who
form part of a network such as fish4.co.uk
For more information about Hitwise, visit http://www.hitwise.co.uk
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Please forward this newsletter on to any colleagues or recruitment friends who you think might like to receive the newsletter. It's free for them to sign up - all they need do is
complete the form below.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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