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Welcome to issue 325 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
Financial Hints and Tips: Number Two Financial Management Hints and Tips is an occasional series from The Outsourced Finance Department aimed at providing practical help to business owners and managers. Make Sure your Employee's Expenses Don't Leave you out of Pocket Keeping a tight reign on employee expenses is a must, especially where constant travel and entertaining is a significant element. Produce a written policy document and keep it up to date to ensure there are no surprises. Ensure that all employees are fully aware of the policy. Employees must also understand that any expenses that they need to incur that are not covered by the policy must be approved in advance. If you consider an employee’s expenditure excessive or inappropriate, it is very difficult to refuse to reimburse them after they have incurred the expense. It is also somewhat unfair on them if you have no set guidelines. When it comes to reclaiming expenses, make sure that there is a clear procedure, and that employees understand the importance of VAT receipts to support expenses. Finally, impose a clear timetable on the submission of expenses so that they are all properly accounted for within the business on a monthly basis.
Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Calling all IT recruiters Over 10,000 IT professionals are already searching for UK roles on TopITconsultant.com each month. The sister-site of Top-Consultant.com, we can help you reach high-calibre IT candidates from the likes of Accenture, Atos Origin, BearingPoint, Capgemini, CSC, Deloitte, Detica, EDS, Fujitsu, IBM, LogicaCMG, Oracle and PA Consulting. Request a brochure to find out more, or call Graeme or Simon on 0207 667 6880
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Article One: Job Board Review of TipTopJob by James Swift, MD at Beyond Interactive Communications Ltd Job Board Name – TipTopJob.com URL – http://www.tiptopjob.com Key Stats (from July 2007) Description First Impressions The site clearly demonstrates the numerous industry sectors and countries catered for and doesn’t overload on too many banners, buttons and other blatant advertising revenue generators. As a UK user, you immediately land at the global homepage, and have to re-navigate to the UK section (unless you bookmark http://uk.tiptopjob.com). The overall appearance, however, looks very professional with all information above the fold without having to scroll down the page. There is also a healthy 50,000+ live jobs and there is a lot more than meets the eye to this site - they run targeted campaigns outside their own network and the advertising campaigns they run are priced on a clients return on investment. Navigation As the site is catering for a global market, it’s surprisingly easy to use. There is an obvious link for users to navigate to their specified country and a clear link to each key job sectors homepage. The job search shows a refreshing 10 jobs per page, and allows candidates to search by date or relevance. Candidates can also add jobs into their specific job basket. No jobs are actually branded at the point of search, which may reduce the initial impact of jobs from certain blue chip companies. You may also refine your search without having to navigate back to the homepage. Registering for job email alerts and CV upload is relatively straight forward. One downside is that when you return to the jobseeker homepage, you are directed to an employers info page and then have to re-click to get back to the job search functionality. Tools on offer for candidates Tools on offer for clients Strengths of the site: Weaknesses of the site: Summary James Swift is the founder and Managing Director of the digital recruitment advertising agency, Beyond Interactive Communications Ltd. James’ main role is to help clients embrace and implement new, innovative online attraction and conversion solutions which are tailored to their overall resourcing strategy. He has worked in the online recruitment industry since 1997 on both the media and agency sides of the fence. www.beyondinteractive.co.uk |
Advertisement Heywood Associates established in 1997 is one of the UK’s leading high profile recruit to recruit firms introducing Recruitment Consultants, Managers and Directors to recruitment consultancies across the UK, Europe, US and Asia. We cover a wide range of recruitment sectors including Accountancy, Banking, Commercial, Human Resources, Insurance, Legal and Secretarial. Heywood was the first Rec-2-Rec to be accepted as a Recruitment & Employment Confederation (REC) member and is a founder member of REC’s R2R Sector Group. For further information call 020 7404 4884 or email
info@heywoodassociates.com |
Article Two: Engagement and Retention in the Recruitment Process by Pilat Europe Limited The average recruitment cost of filling a vacancy per employee is £4,333, increasing to £7,750 when you add the associated labour costs (CIPD Recruitment Retention and Turnover Survey 2007: www.cipd.co.uk/subjects/recruitmen/general/_recruitretnt.htm). Linking this with the increasing difficulties with employee retention, the costs just keep on rising. Working with the Center for Talent Retention (CTR), we have found 50 variables that consistently occur as critical needs that engage individuals to perform at their full potential and ensure their retention. A survey of 9,000 new employees by CTR Fortune 500 in 2006 found that 3 out of 4 new hires identified the following variables as “most critical” to engaging them to perform at their best: - Having a network of people they can turn to if they need help. Having said this, 63% of employees reported that their manager did not know what was critical to engage and retain them. More alarmingly, 68% of managers reported they do not know the actions they must take on a day-to-day, or week-to-week basis to engage employees and increase performance. To ensure the recruitment process is a success, it is important to build engagement into pre and post hire. Significant time is spent by HR and Managers in identifying a candidate’s capability and matching them to the job requirements. Little time, if any, is spent in really understanding what each individual’s most critical needs are. Consequently the time taken for a new hire to peak their performance is extended or in worse case scenario, people leave. We have created the ‘FIT’ model to identify candidates where the individual’s and organisation’s needs are met. Employee FIT Model At the starting of the potential employee’s lifecycle, the recruiter needs to accurately know what the critical needs are that will engage and cause an applicant to stay. Pilat have taken the 50 variables and mapped these into 4 key categories. Work Variables – those items that provide stretch and challenge for each individual and builds on their strengths. Environmental Variables – covering working practices, flexibility, feeling appreciated and that they can make a difference. Organisational Variables – including benefits, values, opportunities for growth and reputation. Manager variables - covering trust, respect, support, direction and appreciation. (Note: the description under the above headings is provided to give an essence of each category and does not represent the complete breadth in each category). Recruiters should spend sufficient time finding out what is critical for an applicant and why. It is often the ‘why’ that can be most revealing and help understanding as to whether the organisation and role is right for them. For example, in discussion with a recent applicant, flexibility and career development were critical. On exploring this further it was possible to discover a child at home with a critical medical condition requiring occasional absence of the applicant to attend their child’s needs. The applicant had really struggled to find an employer that could fit with her parental needs and her own developmental needs. Till now this had never been declared prior to joining a company and often the resultant employment was short lived. We were able to objectively assess the candidates suitability to the role and the department felt able to offer flexibility including occasional home working. The result; a highly motivated and committed employee and a ‘win win’ for both the Company and Employee. Ensuring this level of fit, results in high engagement and frequently ensures that the time to reach peak performance is often reduced by 20%. While HR professionals clearly have a role to play in creating sound recruitment practices, managers also need to be equipped to engage each person to perform at their best and create a place they want to stay. This can be achieved by ensuring there is “WORK That Matters” in every role. This means linking each position’s performance expectations to the organisation’s key strategies, goals and initiatives. They also need to be skilled at conducting one-to-one dialogues to identify each individual’s critical drivers. More importantly, managers need to be engaged and proactive in meting those needs and maximising individual contribution. Historically labour turnover and retention have rested with HR, yet one of the most significant factors affecting engagement and retention is a line manager. Pilat have been working with organisations to move accountability for engagement and retention to managers, equipping them with the tools they require to successfully incorporate engagement and retention into the recruitment process.
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Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") Free Trial AND Discount on The Juicy Bits of New Business DVD box set REC News Roundup
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2008, 29th-30th January 2008, Hilton Birmingham Metropole, UK Free Training Sessions for Recruitment Consultants, 19th October & 18th December, London This section is sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal" |
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Discussion Board Summary Don't forget to visit The Discussion Board. Current topics on the site include: - Employment
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Online Recruitment Update (sponsored by http://www.broadbean.co.uk for "the UK's favourite job posting system") Hitwise top 10 Recruitment
Sites, week ending 8th September 2007 Louise's UK Recruiter blog Press Release: Launch of www.CanaryWharfCareers.co.uk Press Release: Jobsite joins Facebook Press Release: CV-Library Hires Kyriacou This section is sponsored by http://www.broadbean.co.uk; "the UK's favourite job posting system". |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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