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Welcome to issue 326 of the ukrecruiter newsletter.
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CONTENTS
Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs. |
My Favourites http://www.emarket2.com - This site covers loads of best practice/tips for Marketing campaigns via new technology/web 2.0 http://www.fta.co.uk - The bible for any recruitment business that deals with drivers & driving, it's THE place to go to find out what's happening in the industry. http://www.alamy.com - Nearly 10 million images on their site (world's largest online collection of photography), a lot of which are free, ideal for creating marketing material in any business! Supplied by Fran Brill, Marketing Manager of Aptus Personnel Ltd Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Recruiters – How much money are you losing through unfilled vacancies? Launched in December 2006 and growing at the rate of 100 new recruitment agencies/consultants per month, www.SplitFeeJobs.com offers recruiters the opportunity to advertise their jobs to other recruiters and work together on a “Split Fee” basis. By advertising your jobs FOR FREE on www.SplitFeeJobs.com, you’ll also receive an immediate alert when another recruiter adds a job that is within your area of specialism, allowing you to develop an agreement on a job-by-job basis. Additionally, if you need more assignments to work on, there is over £200,000 worth of fees currently being offered by other recruiters. So don’t turn away that vacancy – work with another agency and split the fee! |
Article One: Practice What You Preach by Richard Crawley of STR Hiring and retaining the right personnel is something the recruitment industry faces on a daily basis when dealing with clients. These days, we know people are particularly career minded and the sheer choice of different employment options makes the search for good staff more competitive then ever before. Ironically, although recruitment consultancies are hired to help clients address this issue on a daily basis, it is also one of the major challenges they also face themselves. In the recruitment industry, the situation is made more difficult due to the general, high staff turnover rate - estimated to be between 25 and 35 per cent in a recent article in Recruitment Consultant magazine (14/3/2007). This shows that many recruitment consultancies are failing to practice what they preach - at least when it comes to retaining staff. Although firms must remain competitive, it’s often not ‘all about the money’. Benefits and environment can have far more influence than salary when it comes to the choice of a candidate’s next career move. Training is a good example of this. It is widely recognised that organisations investing in staff training are valued far more highly by candidates than those that compete on salary alone. Therefore, the benefit of staff training to the organisation is two fold: firstly it can help attract quality employees and secondly it can fill a skills gap where the individual is right but certain skills need to be developed further. This can be beneficial as it allows recruitment from other industries for example. At STR we have recently invested in a staff training academy. Designed to train new industry recruits to the highest standard and fast-track personnel into the company culture as smoothly as possible, it consists of a full time, six week programme to equip staff with all the skills they require to become successful within the industry. The academy has allowed us to take advantage of the pool of talented yet inexperienced graduates and those moving from other industries. We find people that have graduated from the intensive training have a far greater understanding of what is expected of them in their new role leading to improved performance, higher levels of job satisfaction and crucially more company loyalty. However, no training can replace the need to assess if the candidate has the right personality for any role and ensuring this fit is key to keeping staff long-term. Most consultancies advise clients to use the traditional methods of the well constructed traditional interview process, competency based interviewing, psychometric evaluation and/or technical testing. Some even advise inviting prospective staff to spend a few hours ‘on the shop floor’ to learn more about the candidate in an informal setting and for the prospective employee to really see what the job entails. Perhaps it is a case of ‘cobbler’s shoes’ but how many recruitment consultancies actually go through this detailed process when it comes to their own recruitment requirements? Looking again at the industry staff turnover figures – perhaps more should? However, retaining staff is not all down to selecting the right initial match. Motivation and creating a fun yet productive working environment within the office is key. As well as training, providing a defined career path, developing challenging yet realistic and achievable goals are all ways to keep staff focused. Yet often, it is the fun things that keep staff in a role long term. Managers taking an interest in staff on a professional and personal level, arranging staff socials, internal competitions and encouraging participation in team sport events are all simple ways to contribute to promoting the work life balance that staff appreciate. The challenges of the finding the right personnel are not set to become any easier. However, at STR by practicing what we preach our staff turnover is around 4% per year - well below the industry average.
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Tales of a Recruiter: Niche Work If You Can Get It There are sometimes recruitment jobs when the client is looking for a skill so rare or specific that the odd candidate idiosyncrasy is overlooked so long as he/she has the right background. Over the years I have made a specialisation in the area of skill scarcity search and despite my own lack of technical background have enjoyed becoming a quasi-expert in areas as diverse as submarine gearbox design, robotic applications in drug discovery and HV switchgear. A while ago I undertook an assignment for a partner to a well known F1 motor-racing team who had a need for an engineer with rather exotic analogue instrument design skills. They had advertised extensively and contacted dozens of agencies to no avail. I was introduced to the Technical Director by recommendation and offered the assignment. To cut a long story short the list of must haves was not extensive but by no means easy to find. After a fairly exhaustive search we found only one candidate - resulting in the inevitable “where’s our shortlist to choose from?” reaction from the client. Tim (name changed!) was fascinating to interview. More rock ‘n roll roadie than egg-head but he knew his subject inside out and loved F1. We had a fascinating 90 minutes and he agreed to see the client on an agreed date. Very worryingly only thirty minutes after the interview was due to start I got a call from the Technical Director. Me - “Had he not arrived?” Provided by Bill Geddes of PI Corporate Development (www.picd.co.uk) This is the second in our occassional series of "Tales of a Recruiter". If you want to contribute please contact us on contact2@ukrecruiter.co.uk |
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Don't Miss This (sponsored by http://www.alljobsUK.com "The UK’s Jobs Portal") Recruitment Networking Event,
27th September, London Get a coach and the government pays Researchers & Associates
Summit, 2nd October, London Executive Search Practitioner Conference, 4th October, 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: - VoIP
and skype 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 |
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 15th September 2007 Louise's UK Recruiter blog - Cowboy
Recruiter Alert You can read Louise's UK Recruiter blog at http://ukrecruiter.typepad.com You can keep up to date with other the recruitment blogs from the UK via the UK Recruiter blog watch page at http://www.ukrecruiter.co.uk/blogs.htm. Press Release: Find your dream job whilst on the move Press Release: The born Job Advertising Index Launches 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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If you want see back issues of the newsletter visit http://www.ukrecruiter.co.uk/recnet NOTE: This newsletter may be copied and distributed free of charge in its entirety. Individual sections may NOT be copied or distributed without the prior written agreement of louise@ukrecruiter.co.uk. Copyright (c) 2007, UK Recruiter Ltd |