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Welcome to issue 381 of the ukrecruiter newsletter. Last month we had over 5,000 job searches on UKRecruiterJobs! Were your job vacancies posted? Click here to post your job vacancies today! | 
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
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Juicy Tips Tip #9: The bigger the problems the sweeter your solution feels! Look for the problem behind every vacancy. Ask your client questions that amplify the pain they are feeling. Problem create around the impact on the business, the cost of having the position open, the difficulty in recruiting, team morale, etc. The bigger the problem, the less relevant your fee becomes! Click here to play this clip. ‘Juicy Tips’ provided by Recruitment Juice From now until the end of December Recruitment Juice are offering a special discount only to ukrecruiter subscribers on their DVD box set "The Juicy Bits of New Business - A Recruiter's Guide". The 6 DVDs are "packed with all the best bits of developing a new desk but also some good refreshing ingredients to boost those more experienced consultant's billings". To get £100 discount you will need to go to the website (www.recruitmentjuice.com) and enter the code UKRECDEC when prompted during the order process.
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: Employment and the Law - Recent Developments by Louise Fernandes Louise Fernandes of Field Fisher Waterhouse LLP focuses on recent employment law developments below. European Parliament votes to eliminate opt-out from 48 hour week In a controversial move, a majority of the members of the European Parliament have voted to remove the opt-out clause from the 48-hour limit on the working week. The Employment and Social Affairs Committee voted for the opt-out to lapse within three years. This vote comes despite the position adopted by the European Council earlier this year, which sought to keep the opt-out clause, subject to conditions, rather than remove it. The matter will now be debated further by the European Parliament, before going to a full vote in December 2008. The vote to eliminate the opt-out has been met with criticism from a variety of organisations. The Chartered Institute of Personnel and Development (CIPD) opposes the decision as it believes that it is up to employers and employees to work towards a better work-life balance. The CBI also commented that eliminating the opt-out would replace freedom with frustration. The TUC, however, said that the vote was a welcome step towards ending the UK’s long hours culture. Redundancy - no consultation or objective scoring The Employment Appeal Tribunal (EAT) has upheld the decision of a tribunal that an employer’s dismissal of an employee on the grounds of redundancy was unfair, due to the absence of consultation and subjective scoring. In E-Zec Medical Transport Service Limited v Gregory, the EAT noted that the employer had made no attempt to consult with the unions or employees as to the method of selection, the criteria to be adopted or the marking process. It was an unfair process that fell outside the band of reasonable decisions for the key criteria to be left to one individual who was not able to support his marking by reference to any company documents such as performance appraisals. The individual, the regional manager, had not spoken to any other manager about his marking and had not given any indication how he had made his decisions. The EAT also held that the tribunal, which had made it clear that its task was not to subject the employer’s marking system to a microscopic analysis, did have to satisfy itself that a fair system was in operation. The EAT held that the tribunal had been entitled to conclude that this was not a fair system and that the employer’s appeal process did not cure it. Degree requirement did not constitute age discrimination The EAT has confirmed that an employer did not discriminate against an employee on the grounds of age when it introduced a requirement that, to progress to the top grade and receive a higher salary, the employee had to possess a law degree. In (1) Chief Constable of West Yorkshire Police (2) West Yorkshire Police Authority and others v Homer, the employee argued that because he was 61 and could not obtain a degree before his retirement, this requirement amounted to indirect age discrimination. Although the tribunal agreed with the employee, the EAT did not. It held that there was no basis for concluding that there was any particular disadvantage which affected persons falling within the employee’s age bracket of 60 to 65. The requirement for a degree imposed a barrier but it was a barrier which applied to everyone. Irrespective of age, everyone would have to acquire the degree before being eligible for the higher salary. The EAT also held that the financial disadvantage that resulted from being unable to complete a degree before retirement was the “inevitable consequence of age”; not a consequence of age discrimination. Flexible working extension to be reviewed? A number of newspapers recently reported that Lord Mandelson, the new Secretary of State for Business, may delay the plans to extend the right to flexible working to parents with children up to the age of 16, due to the current economic downturn. However, a Cabinet Office spokesperson has since been reported as saying that flexible working helps “to keep businesses profitable and people in work. But it is only right that the government looks afresh at forthcoming regulations in light of the economic downturn. Absolutely no decisions have yet been made.” The implication that the extension to the right to flexible working will now be reviewed has been met with criticism from a variety of bodies, including the TUC, the CIPD and the Equality and Human Rights Commission. Louise Fernandes is the Professional Support Lawyer in the Employment and Pensions Group at Field Fisher Waterhouse LLP and can be contacted at louise.fernandes@ffw.com |
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Article Two: Job Board Review of eFinancialCareers by Dan Atkinson Job Board Name: www.efinancialcareers.com URL: http://www.efinancialcareers.com Sectors covered: Banking, Financial Services, IT and Accounting Target candidate level : all levels – graduate through to senior professionals although over half of the jobseekers command a salary in excess of £50k and have more than 6 years experience Site Launched: 2000 Number of CV's held: over 420,000 searchable CVs globally (over 108,000 for the UK) Geographic split of candidates : 26% UK, 74% RoW (average YTD based on unique user figures) How is the CV database cleaned?: An email reminder is sent out after 6 months to update Costs : £750 per month for a single user login (max 1000 views) Background: eFinancialCareers was founded in the UK in 2000 with the aim of helping financial institutions engage with and recruit financial professionals around the world. In 2003, eFinancialCareers launched its global expansion programme with further jobsites and today has 22 country sites, in 5 languages, covering the US, EMEA and APAC. A UK financial company could post a job on the UK site and it would be visible across all sites, thereby enabling international jobseekers to see it on their own local language site and apply. In 2006, eFinancialCareers was acquired by US giant, Dice Holdings Inc. In July 2007, Dice Holdings was listed on the NYSE and the latest Q2 2008 results showed an increase in revenues of 17% to $40.3 million. In their own words: “eFinancialCareers is the world’s leading financial services job board with 22 country sites, in 5 languages, covering the US, EMEA and APAC and attracts over 1.8m finance professionals a month (>470,000 in the UK). We have nearly 100 staff in 5 offices located around the world and our global presence combined with dedicated, local account management gives unrivaled reach, customer service and market knowledge. As part of our CRM programme, we offer new clients the option to take part in a Webex demo or personalized in-house training to ensure that they get the most from their account with us. “ User Experience: In my experience of the financial recruitment world, eFinancialCareers is well and truly the big boy on the block. Contrary to my initial expectations, the site held a comprehensive database not just of individuals working in finance but also in functions such as HR, IT and marketing within financial services and related areas. I decided to test the site using three real world searches. The first role was for a Senior Commercial Finance Manager in London. The second was for a Chief Commercial Offices with experience of the Carbon Credits market. The third was for a CFO currently operating in a listed organisation. The results for the first two roles were excellent. Were I a vertical specialist operating in the finance or financial specialist space then these two alone would make the subscription a no-brainer. For the third position, I did not find any significant candidates. This is not surprising given the market sensitivity of career moves amongst board level CFOs in listed organisations. eFinancial provided a training session that was suitably thorough before I went live with the site, and the search facilities were broad enough for me to drill down to the people I wanted without worrying I’d missed anything. The one suggestion I would make is that the site allows CV searchers to preview the salaries of potential candidates without needing to open their details first. Other than that, a well stocked, relevant site that appears to have successfully positioned itself as the dominant player in it’s field. It’s an obvious choice for niche vertical players in financial recruitment as well as a worth while add-on for non-specific recruiters with the budget to add another candidate source to their list. Dan Atkinson is a director of Accite Executive research. He has been in international search for over ten years as a provider of research and researcher training services. He holds a BA in Behaviour in Organisations from the University of Lancaster. contact dan@accite.co.uk, www.accite.co.uk or 01423 565 999. |
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Online Recruitment Update (This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine") UKRecruiterJobs:
Traditional, On-line and Corporate HR Recruitment Job Board Hitwise top 10 Recruitment
Sites, week ending 22nd November 2008 Louise's UK Recruiter blog Discussion Board Summary Press Release: CV-Library Receives Record CV Registrations This section is sponsored by http://www.1Job.co.uk; "the leading UK job search engine" |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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