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Welcome to issue 419 of the ukrecruiter newsletter. We have a free trial available for www.ukrecruiterplus.co.uk. You can check out the content on the site for no charge by visiting www.ukrecruiterplus.co.uk/trial. If after the trial you decide to sign up the cost is currently only £74 for a whole 12 months. |
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CONTENTS
Visit http://www.ukrecruiterjobs.co.uk for the latest recruitment industry jobs |
Weekly Tips 1. Rejection isn't personal! 2. The longer you procrastinate over something the harder it becomes 3. Sometimes you just have to walk away from a deal Provided by Diane Marker, MD,
Marker Consulting - www.markerconsulting.com Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm |
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Opinion Piece: So Why Should I Use Research? by David Steel of Exacta Research One of the many challenges any research business faces when embarking on a business development campaign is convincing recruiters of the benefits of using research. Often, recruiters might not have engaged a research business before and perceive it as a risky move or will have had a bad experience elsewhere (viewing it as a big cost for little return, perhaps) with a rogue researcher and be fearful of utilising it again. Recruitment businesses (and subsequently, research businesses) will have to fight harder to win work and then no doubt, once assignments are secured, will have to have plenty of discussions around the topic of fees as recruitment budgets shrink. As margins become tighter, client expectations are raised and suddenly there is less space in the fee to use elaborate tools to attract candidates. Research is an extremely cost effective way to generate ‘bullseye’ candidates without spending a fortune and the ideal tool to utilise alongside an advert if your client is feeling particularly generous with their budget. Traditionally, a recruiter has numerous paths to explore when embarking on a campaign for a client. The obvious route is advertising, though more and more recruiters are finding that whilst advertising costs continue to rise, response rates in terms of quantity and quality are dropping. I always argue that with adverts, it’s largely a step into the unknown. When running a costly advert, how do you know how many people will actually see it? I hear all the time from clients; “we ran an advert and only one person responded!”. So have a thousand people read it and 999 of those have decided not to apply, or have only two people seen it and 50% sent you a CV? Aside from cost, which publication do you use and on what day? Do you go for national coverage and hope for the relocate angle or do you stick to local press only? It goes without saying that where and when you advertise has a huge bearing on the outcome. Risky. A lot of recruiters will rely on databases, which again can be seen as a risk as more often than not the same candidates will pop up that have already been round the market previously and it’s often dangerous to clog a shortlist full of candidates desperate for a move. What if your candidate database is biased towards a number of sectors that have gone quiet on the recruitment front and suddenly a new client is on the phone working in a market that’s not been active for a number of years? A database is, of course, only as good/useful as the people that are on it. If it’s not topped up regularly with fresh candidates, it quickly becomes a redundant tool. Research is cost effective, offers a quick turnaround and can guarantee a recruiter that the ‘bullseye’ areas are being targeted. Adverts and databases cannot do this. As with any recruitment tool, there isn’t a 100% guarantee in terms of results, but due to it’s more ‘bespoke’ nature (in that you can decide where to hunt – how often do your clients tell you that they’d love to recruit someone from a competitor on their doorstep?) it is a less scattergun option than running an advert, closing your eyes and crossing your fingers. In a time where a large number of recruiters will be doing everything to keep as much of their fee as they can whilst not compromising on the quality of candidates for clients, research might just play a more important part in helping you achieve that.
David is also a contributor to UK Recruiter Plus. |
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Article Two: Mobilise Your Recruiters by Sham Pandya There has been a lot of talk recently about the pros and cons of Recruitment Technology and how to make it more effective. One area that we need to consider is Recruiter Mobilisation. What is this? - I hear you ask. The term Workforce Mobilisation has been around for a while and has increasingly become a priority for organisations over the past few years. Originally, it primarily referred to providing your employees with mobile phones followed by access to corporate email and calendars. Today, the definition of mobilisation has expanded to include real-time access to applications, databases, analytics, collaboration tools and networks. The evolution of Technology is aiding the workforce mobilisation process:
• Introduction of NetBooks (lightweight portable laptops) It is now much easier (and cheaper) to stay connected to the right information, and the right time, where ever you may be. So how can the recruitment industry capitalise on Recruiter Mobilisation? Employees who frequently operate disconnected from a desktop can experience delays in obtaining much needed information. Important documents that need authorisation, entering job orders, checking activities, etc… most often are originated or received at a desktop computer. The recruiter frequently won’t have access to this information until they return to their desk. This creates delays that can impact the organisation multi-fold. By providing real-time mobile access to valuable information, the employee can be more productive and responsive to time sensitive activities. Another important benefit is improved accuracy of data entry. Recruiters who work remotely often capture needed data on paper or simply try to remember until they return to their desk. This frequently results in missing, erroneous or forgotten information. Workflow is negatively impacted because of the delay from the time information is captured to when it is entered. Mobile access to databases means that information is captured accurately, in a timely fashion, and can be acted upon almost instantaneously. Furthermore, this eliminates redundant tasks such as capturing the data on paper and then having to re-enter it at a later time. The time savings are certainly quantifiable over time. Front Office Recruitment Databases have now started moving towards creating Mobile User Interfaces There are a growing number of ATS/CRM solutions that provide smartphone portals that allow Recruiters to manage the recruiting process from their handheld device. Software-as-a-Service (SaaS) applications allow recruiters to access their recruitment database from any PC/Laptop that has an internet connection - from anywhere in the world. Technologies such as these not only provide recruiters with instant access to their information anywhere/anytime, but can also help increase the rate of response to their clients, prospects or candidates. This can be a key differentiator between one recruiter and the next. Why wait to reach your destination when you can have access to the information in order to close the deal wherever you are? To put this into further context: imagine a Recruiter who is visiting a prospect client at their location - having a face to face discussion about what they do and the types of jobs that they have. Wouldn't it be great if the Recruiter could simply search their candidate database from their Phone/Netbook, and present a list of suitable candidates to the client - right in front of them? Another key differentiator. There are many other tools that help facilitate home based or mobile working. Document synchronisation software allows you to synchronise your document library with any other PC/Laptop - whilst also making your documents available via the internet. And once the documents are in 'the cloud', it also means that they can be accessed via your smart phone. But what good can be gained from storing documents online when you if you do not have at hand a Word Processor or Spreadsheet application to open them? Well, there are now many online tools that provide the means to not only access, but create and edit your documents and spreadsheets online - via a web browser. This means that you no longer need to invest in heavy software licences in order to access and edit your online documents. Remote Desktop Connectivity tools allow you to remotely connect to your work PC from anywhere in the world - allowing you to virtually sit at your desk, while at the pub - I mean from your home office! In addition are the benefits that home/remote working can provide in terms of employee engagement, motivation, productivity, and cost efficiency (travelling, child minding, expenses etc), as well as on the environment. Workforce mobilisation tools and methods have become common place within many industries. It depends on company culture and processes however Recruitment/Staffing companies should take note of this growing trend.
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Online Recruitment Update UK Recruiter Plus - Favourites Hitwise top 10 Recruitment
Sites, week ending 29th August Discussion Board Summary Louise's UK Recruiter blog Free Job Board Posting |
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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