TempBuddy has made the shortlist in the 2015-2016 Cloud Awards Programme in the Most Promising Start-Up category.
TempBuddy has made the shortlist in the 2015-2016 Cloud Awards Programme in the Most Promising Start-Up category.
What’s great about the festivities and joyful cheer at the end of the year, is the smile spread across our faces when we reminisce on the good times. So, strap in because we have the Top 10 Speakers of the Year chosen by delegates and the winners of our 'Alternative' Speaker Awards!
Merry Christmas and Happy New Year from the Talent Leaders Connect Team!
Workforce planning can no longer be confined to the HR department.
Let me tell you about my experience with backdoor hires and how HIRABL (formerly Fee Catcher) started.
In today’s connected world, most would argue that technology makes attracting and sourcing candidates much easier and faster. We can promote vacancies, build online networks, raise brand awareness and generally be in front of our target audiences within just a couple of clicks. So far, so good.
The rise of psychometric testing means more roles now involve some form of assessment. But how do you keep sight of testing’s real benefits: more accurate and more efficient hiring? We give seven ways you can use psychometrics to make your hiring process more effective and more efficient.
Open recruitment marketplace helps employers maximise their supply chain to access the best talent
Almost 1 in 2 HR & Resourcing professionals are unable to fill their specialist roles via their Preferred Supplier List, yet 64% admit that they have rejected a suitable candidate from a non-preferred agency. These alarming figures from our recent report on the effectiveness of the PSL makes me wonder whether HR cares less about the business needs and more about process.
TheJobPost has appointed leading HR technology executive Nick Holmes as CEO. Nick is one of the most experienced leaders in the sector having spent over 14 years in the HR tech world, most recently with HR technology providers WCN and Lumesse.
TheJobPost has received a further funding award of £250k from the UK's innovation agency, Innovate UK. TheJobPost is the UKs leading recruitment agency marketplace. Working on a crowdsourcing model, TheJobPost’s platform match employers who have job vacancies with relevant recruitment agencies based on their area of specialisation.
By Duncan Miller
Most people start a job feeling excited and enthused about the future. The challenge is maintaining this feeling through the critical first few months…
Unfortunately it often doesn’t last - nearly 1 in 3 new employees leave in their first year of employment, according to research from Saratoga and Global Best Practices. How many of the organisations resources then go to waste? You may not have even started reaping the rewards of your investments before the employee has gone elsewhere.
Organisations with a formal onboarding process achieve 50% higher productivity, 2 x higher engagement and 50% higher retention for new hires.
Investment to support the process via technology therefore seems like a clear win-win business case.
We have outlined 5 essential tips for effective Onboarding:
By Iain Wills
Here at Powermeeter, we attend a wide range of meetings and events at which recruiters are considering buying some kind of Recruitment Technology for their organisation. Even from the supplier side of the room, there can often seem to be a bewildering array of alternatives on offer, each one promising to solve anything from one to a hundred headaches!
By Ken Brotherston, Chairman - TheJobPost
In a recent survey of 158 HR & Resourcing professionals TheJobPost explored the effectiveness of Preferred Supplier Lists (PSLs) and how it impacts today’s organisations.
A prevalent theme coming out of the research was the compliance (or lack of) of the hiring manager, with:
Although hiring manager compliance has always been problematic for organisations, to fully understand why this is a trend that’s on the rise, we can look at today’s recruitment market.
By Andy Hinxman
The recruitment industry is worth more than £26bn to the economy but I don’t have to tell you that. With those high stakes it is vital that your information is kept safe and secure – yet at the same time it has to be easily accessible. Here are 5 essentials for making your IT system work for you.
Almost 1 in 2 HR & Resourcing professionals are unable to fill their
specialist roles via their Preferred Supplier List, yet 64% admit that they have rejected a suitable candidate from a non-preferred agency
TheJobPost, the UK’s leading recruitment agency marketplace has completed the most comprehensive study of Preferred Supplier List effectiveness yet undertaken in the UK.
Download the full research report here: www.thejobpost.co.uk/research
By Johnny Campbell, Social Talent
Were you one of the thousands of recruiters who woke up to this message on LinkedIn?
If you were, you’ll be pleased to know there’s finally a solution that might just end up giving you more and better results than before LinkedIn started clamping down on your search efforts! Interested? Read on fair recruiter!
By Martin Dangerfield, mckinleyresource
Spotting talent in a competitive market has always been tough. In the super connected world we now operate in it is the toughest it has ever been. The combination of sourcing, branding assessment and managing the process is an endless cycle of often repetitive tasks that organisations and recruiters struggle to manage. Many of the recruiters I know or have worked with are stuck in a reactive loop. There is the constant firefighting, the search for quick wins combined with the need to deliver on the slow burn of challenging roles and changing requirements.
The sea change in most organisations and potentially in most individuals is the shift from a reactive to proactive talent pool based approach. I know, as I write that sentence there is a rolling of eyes, a sigh and that collective we’ve been here before feeling. Maybe we have, maybe that is because whilst we can all see the solution, we all (me included) struggle to break from our day to day to enable that proactive system to work for us. Don’t get me wrong this is not for the faint hearted, nor the lazy and being transparent is not for every role we will recruit for.
By Martin Lee, Kelly Services
Everyone claims to source and source well. But in reality, how many of us actually do? I’ll help shed some light on what to look out for in 2015.
In today’s complex market, where there are many more jobs than there are candidates, it’s no surprise that recruiters are having to improve their sourcing strategy to reach the talent they require. But one of the biggest sourcing challenges right now is not just how to find candidates, it’s how to get them to respond.
By Morgan Lobb - Founder Diversityjobs.co.uk
I think we’ve got a bit of a ‘catch 22 situation’ between recruitment agencies and employers when it comes to diversity and inclusion; the people that are losing out aren’t only the jobseekers.
We’ve had equalities legislation in this country for a long time now. Every time an opinion poll or piece of research is published the general public’s response seems to point to the not unsurprising conclusion that equality of opportunity in our society is a majority consensus view.
Take for example the debate on equal pay. Most people if asked would agree that a woman should be paid the same for the same or equivalent role as a man. It’s hard to disagree with it, the Equal Pay Act was passed 45 years ago, and the law has become a ‘norm’. Or has it?
By Jonathan Abelson, Merje
Should I speculate to accumulate when it comes to people management, or play it safe? Whatever sector you’re in; however large or small your business is; this is a common question that HR professionals ask when trying to keep workforce levels in check.
In recent years, there has notable shift from reactive recruitment to talent marketing – a process, which has been largely supported by the likes of social media and mobile channels.
So, if you’ve traditionally played it safe, but are willing to change tack from ‘reactive to proactive recruitment’, how can you make sure you’re keeping pace with changes in technology?
By Alice Weightman, Hanson Search and The Work Crowd
Over the last few decades, the business case for diversity and inclusion has become well established and yet many firms are still failing to translate these commitments into meaningful action.
Whilst gender is of course only one aspect, the simple truth is that the number of women in senior positions remains low across sectors and issues around maternity leave continue to be a barrier for many women.
By Dan Robertson, ENEI
Over the last few decades new research has shed light into the workings of the human brain and the concept of unconscious bias. This new field of science has profound consequences for the way business leaders think about how they attract, retain and develop diverse talent pools. According to the behavioural psychologist Daniel Kahneman, there are distinctive errors or cognitive biases in the decisions people make. Understanding these cognitive biases helps us to shed some light on the nature of human decision-making. These biases result in what Professor Banaji from Harvard University calls ‘mindbugs’.
By Patrick McGurk
What are the skills that employers really want? Do new recruits have them? Where are the gaps and how should these be filled?
These are longstanding concerns of HR, and the basis of time-honoured practices such as training needs analysis and workforce development plans. But there is increasing confusion about skills and what they mean anymore.
By Jim Clarke
There’s a lot of talk about fixing the growing skills gap crisis in the UK. So where do we start?
To be honest, you could argue there are skills gaps everywhere. Education needs more teachers, businesses struggle to fill an array of vacancies from sales to IT, hospitals need more doctors and nurses; that’s before you get onto the construction and the hospitality sectors.
Also consider the pressure on the care sector; I mean we are all getting older so who is going to look after us all. The list goes on.
By Vikram Jones
Recruiters, it is time adopt new methods to resource candidates through social media! Just as Moses helped the Israelites escape the Egyptians, it is time to review your toolkits and be a little creative with your attraction strategies. We love LinkedIn, but know that you need to be better than simply a LinkedIn junkie.
These commandments are based upon the 2 needs of the average recruiters – getting followers, and keeping them!
By John Paul Caffery - Founder of TheJobPost
Last week over 180 in-house recruiters gathered for TheJobPost’s first Talent Leaders Connect event of the year. Acting as a forerunner to the Candidate Experience Awards (CandEs), an organisation’s candidate experience (or lack of) was hotly debated among some of the recruitment industry’s leading professionals, including Global HRD and Author Peter Wright; Forward Partners’ Matt Buckland, who recently gained national fame after blogging about an abusive fellow tube passenger who later turned up for an interview at his organisation; and Intel’s Sageet Tidhar-Akerman.
Leading discussions included; the point at which the candidate experience becomes the employee experience; how important the onboarding process is at supporting employee engagement; what role the wider supply chain plays; and who owns the process. On the spot polls showed that:
By Clare Hopping
The Talent Leaders Connect event series came to London last week, and with it came a flood of fresh, innovative ideas for building and fostering a positive employer brand. Talent Leaders Connect is a hybrid event, mixing the professionalism of a conference with the friendly atmosphere of a meet-and-greet.
The UK’s greatest minds in HR and recruiting gathered at the King’s Fund to share their thoughts on the changes they believe the coming year will bring to the workforce. Many touched upon what employees and job-seekers should expect and what companies should be prepared to give them. Here are some of the most important insights that we at LaunchPad gained from this wonderful event.
By Henry Davies
Turn the candidate experience into
an exceptional marketing opportunity…
If someone has a great candidate experience and they share it with their friends, that’s like someone paying for your marketing. It’s priceless.
So how do you get your candidates and customers to share?
By Will Thompson
Let’s take a close look at the recruitment process. As more and more candidates are passively looking for the right opportunities, they are evaluating every move an employer makes. They are evaluating the company, the recruiters, and the leadership within an organization. They are researching the organizations and they are talking to their peers and co-workers. Quite simply, their voice and opinion matters!
By Mitch Sullivan
Depending on what statistics you read, some 55% of applicants believe the standard of recruitment practice has declined.
I’m surprised it’s that low.
Creating a good candidate experience has become the latest marketing trend in recruitment – the rationale being that if candidates are treated well, they’ll think more positively of the company’s brand and talk about it to their friends, thus gradually making hiring easier.
But there’s one thing we need to get out of the way, so we can put the whole ‘candidate experience’ debate into some kind of context.