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Welcome to issue 402 of the ukrecruiter newsletter. Don't forget about the Recruitment Software Comparison Table on our site. To advertise your product here please contact us contact2@ukrecruiter.co.uk |
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs. |
Weekly Tips - If I've Learnt 3 Things
Rosie Turner, Omnium IT Recruitment www.omniumit.com Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
Advertisement Question. Which website has been used by over 100,000 employers and 1 Million candidates over the last 12 months to find and contact recruitment agencies to work on their behalf? Answer. www.AgencyCentral.co.uk – the most popular site in the UK for employers and candidates looking to find recruitment agencies. Agency Central Ltd also provides job posting services (www.VacancyCentral.co.uk) and CV Access (www.CVCentral.co.uk), plus our unique Rec2Rec tool for establishing recruitment partnerships, www.SplitFeeJobs.com. For more information, send an e-Mail to sales@agencycentral.co.uk, or call 01925 639100
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Opinion Piece: Jobseeker services - Time for joint regulation? - by Craig Ruff Since the inception of online jobsites in the early 1990’s, the manner in which job seekers find work and employers find employees has changed dramatically and will no doubt continue to do so as new technologies become available. Job boards are now playing a key role within the recruitment market and have grown in part due to the high numbers of recruitment agencies which still make up the majority of their client base. Recruitment agencies are becoming more and more reliant on the job boards which provide both vacancy advertising services and searchable candidate databases. Prior to the existence of online job boards, agencies had to work hard to attract candidates to their own internal CV databases, which could take a number of years to achieve a good level of potential job seekers, whereas nowadays recruitment agencies have access to a plethora of generalist and niche candidate databases which allow the agencies to work on a nationwide and even international basis. It’s clear to see why job boards have become a vital resource for recruitment agencies. Previously, job boards have recognised that recruitment agencies have provided them with both volume requirements and long term client relationships, which saw the smaller number of direct employers having to pay slightly higher fees for advertising services and far higher fees for access to their online candidate databases. Some job boards would not allow the CV databases to be used by direct employers as they understood that this could have a negative effect on their ability to attract candidates who could be concerned about registering their CV on a database which might be available to their current employer. Agencies and job boards both profited and very rarely competed against each other; both services were closely aligned and both services needed each other. The increase in internal recruitment teams who work directly for employers alongside the economic conditions appear to have created a growth in direct employer advertising and over the past few years job boards have started to allow direct employers access to the online candidate databases. Whilst aiding the growth of employer internal recruitment services this has also created an additional level of competition for recruitment agencies who still make up a significantly high percentage of job board clients. Previously job boards charged direct employers higher fees to use their services than those paid by agencies who could offer volume and long term business partnerships. As job boards have increased their service offerings, many different pricing structures have appeared and direct employers are now able to obtain the same level of pricing as recruitment agency clients. Some job boards have even been found to be using this factor as part of their sales pitch to direct employers. This has met uproar from many of the recruitment agencies who see this as a key supplier going straight to the agencies clients and effectively cutting out the agency. The job boards which were found to have used this style of sales pitch have apologised and advised that this will not be used again, but until the pricing and searchable candidate database issues are resolved, agencies remain nervous of the ambitions of job boards. Perhaps the only real solution would be for both recruitment agencies and job sites to be regulated by a single industry regulatory body to remove these additional levels of competition. Whatever happens, recruitment agencies and job boards will always need one another and should be working more closely together to ensure that the UK’s employment market is being properly supported by businesses who have the experience and knowledge to make a positive impact to both job seekers and employers. Craig Ruff is the Business Development Principal for the Millbank Group, a specialist recruitment and resource management solution provider to the engineering and technical sectors. Craig is a member of the REC and has been working in a variety of roles within the recruitment industry since 1995 |
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Article One: Retained Search: Be Careful What You Wish For By Bill Radin I’m frequently asked how to convert a contingency search to a retainer. As a recruiter who made the switch to retainer three years ago, I can tell you what I’ve learned, including some things you may not want to hear. To begin with, there are many differences between the two types of services beyond the superficial difference of how the recruiter is paid. In some ways, a true retained search practice resembles a temp agency more than a perm-placement business, for the simple reason that both use a “division of labor” business model. For example, in a large retainer practice, a search director will delegate the research and screening to a support staff, in much the same way an account manager or sales manager will delegate the “recruiting” function to a staffing coordinator. In contrast, the vast majority of contingency recruiters do their own research and screening to fill their job orders. Regarding payment terms: A retained executive search is defined as an exclusive project undertaken on behalf of a client to identify and screen suitable candidates for a particular position. Typically, the estimated fee is prepaid in three 30-day installments. An open-ended payment schedule with the majority of the fee contingent upon “successful completion” is not considered a retained executive search. So, if you receive a $1,000 “engagement fee,” your service is really a contingency search with a cover charge. Before you decide to offer retained search services, first look at the level of candidate you’re associated with. Rarely are retainers paid for positions that pay less than $100,000 annually. So if you deal in mid-market or “commodity” candidates such as engineers, accountants or programmers, it’s unlikely you’ll do much retained work. And you should consider yourself lucky. I’ve found that retained searches to fill mid-level or non-management positions usually aren’t worth the trouble, and often end in disaster. From an economic standpoint, you’re risking an open-ended commitment of your time, but at a fixed rate. The money may be guaranteed, but if the search bogs down, you’re stuck working for a dollar an hour. To complicate matters, many lower- or mid-level hiring managers fail to put forth the effort necessary to attract suitable talent, and lack the sense of urgency to effectively close qualified candidates. Bill Radin’s extensive recruiting, management and recruiter training experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentals or veterans ready to jump to a higher level of success. http://www.billradin.com |
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Online Recruitment Update Hitwise top 10 Recruitment
Sites, week ending Louise's UK Recruiter blog Discussion Board Summary |
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Advertisement Twitter and LinkedIn Guides for Recruiters Twitter is fast becoming one of the most talked about social networks available on the net. It has huge potential for recruiters; however only a few are using it properly and utilising its full potential – are you? UK Recruiter has produced a guide to help you unlock this potential, find new candidates and increase your presence. This guide will take you through the whole journey from being a complete novice and creating your basic Twitter profile through to methods of search, sourcing candidates, what to ‘Tweet’ and a host of information on how to utilise many other facilities. To purchase the Twitter and our existing LinkedIn
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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