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Recruitment Blog of the Year 2012 – Winners Announced!





As part of our quest to bring you some of the best recruitment blogging we are always proud to support and sponsor UK Recruiter’s annual Recruitment Blog of the Year Award.

This year saw a bumper entry with 148 initial nominations, which were eventually whittled down to 23 finalists to be assessed by the judging panel.

They entry criteria were:

  • The blogger has to be an active recruiter.
  • The blogger has to have posted something on their blog in the past month.
  • The blog has been around for at least six months.
  • In-house as well as agency bloggers were welcome.


And some of the judging criteria:

  • Quality of writing
  • Volume of posts
  • Blog design
  • Variety of content
  • ‘About the Blogger’ Page (with links to Facebook, Twitter & LinkedIn, plus contact details and enough “about me” information)
  • Sign-up options


The panel (including the writer of this blog!) have finished their deliberations and we are pleased to announce the two winners as:


Best Company BlogSource (Creative Communications Recruitment Consultancy) for their blog We Are Source

Best Individual BlogClaire Faulconbridge (Internal Recruiter) for her blog Recruiter Claire

Continue reading “Recruitment Blog of the Year 2012 – Winners Announced!” »

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UK’s Top 10 Recruitment Agencies celebrated at Jobsite’s RecruitRank Awards 2012

The 2012 Jobsite RecruitRank Awards Dinner took place on Tuesday night (4th December), to reward the UK’s top 10 recruitment agencies, based on candidate feedback. Recognising best practice and customer service in recruitment agencies, the Jobsite RecruitRank Awards are the only industry awards based purely on feedback from jobseekers and not the traditional peer judging panel.

Launched in November 2005 by, with the aim of reducing candidate jobhunting frustrations and raising industry standards; RecruitRank is an online tool that tiers recruitment agencies on a daily basis based purely on the experiences of jobseekers. It enables candidates to feed back anonymously on the quality of an agency’s service after they have applied for a vacancy advertised by them on Jobsite. In turn, recruiters have private access to this feedback, which allows them to monitor and, if necessary, improve their service offering.


The RecruitRank Awards recognise those agencies with outstanding customer service, who achieved the highest levels of positive feedback over a 12 month period. Jobseekers’ feedback determined the winners of the Top 10 Recruitment Agencies of 2012, with special mention to Highly Commended Recruitment Agency Blue Octopus Recruitment Ltd and congratulations to the Winner of No.1 Recruitment Agency, which was awarded to Big Red Recruitment Midlands.

The RecruitRank Top 10 Recruitment Agencies of 2012 (alphabetically) are:

  • Arlington Moore Search & Selection
  • Big Red Recruitment Midlands
  • Blue Octopus Recruitment Limited
  • Bond Williams Professional Recruitment
  • Capita Education Resourcing
  • CG Consultants
  • Client Server – IT Recruitment
  • Euro-Projects Recruitment Ltd
  • Kensington Consulting Ltd
  • Morson International (Aerospace)


Commenting on the award winners, Mike Wall, Jobsite MD, says: “We launched Jobsite’s innovative RecruitRank system as we recognise the difficulties recruitment agencies face in satisfying clients as well as candidates. It’s often a thankless task, but the awards dinner rewards hard working recruitment agencies that have performed relentlessly throughout the year and who place a real importance on looking after the candidate as well as their clients.

Continue reading “UK’s Top 10 Recruitment Agencies celebrated at Jobsite’s RecruitRank Awards 2012” »

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Five Top Tips for Implementing a Successful Mentoring Programme

As an increasing number of professionals look for expert guidance to help progress their careers, businesses are switching-on to the benefits of taking part in a mentoring scheme. But what are the advantages of participating in such a programme? And where should you begin?

Handle Recruitment, who specialise in the media, entertainment and retail sectors, have established highly praised HR mentoring schemes, the next of which launches shortly. We asked them to share their secrets of implementing a successful mentoring programme…

“Broadly speaking mentoring initiatives involve industry professionals offering each other developmental guidance in order to make a real difference to the progression of talent within a particular industry. As structured programmes, they can be developed either in-house, or in conjunction with other organisations. Becoming part of a mentoring scheme can provide networking opportunities and strengthen your employer brand. It can also be a cost effective way to invest in employee development to aid productivity, efficiency and staff retention.

Here at Handle Recruitment we launched the UK’s first HR mentoring scheme specifically for the media, entertainment and retail sectors in July last year. And as the fourth group of mentees and mentors prepare to kick off their programme, the initiative is going from strength to strength. To date, the scheme has included participants from Sony Music, McCann Erickson, ITV, Trip Advisor, BBC Worldwide,, Cath Kidston and Turner Broadcasting. Those involved appreciate the value that being part of the scheme offers, but a successful programme relies on careful planning and strategic management:


  1. Whether you are implementing an internal scheme or working alongside other organisations, mentors and mentees should be expertly assessed and matched to ensure long-term compatibility.
  2. In order for participants to get the most out of the relationship, boundaries need to be set from the very beginning. You should not only address practical issues, such as how often they will meet, but also outline their respective expectations of the experience to their partners.
  3. It’s also important to be clear about which topics or activities are out of bounds. The relationship has to be built on complete trust and frankness in order to avoid any future sense of entitlement, obligation, overdependence or other potential issues.
  4. After a mentee’s goals are defined a strategy should be devised to develop the appropriate areas to be addressed. This is the point at which long-term aims will be decided, so it’s important for both parties to be really honest.
  5. Finally, it’s not enough just to set initial boundaries and hope for the best. The arrangement needs to be regularly assessed and worked on, just like any other on-going relationship. The facilitator should take time to nurture and monitor the progress of the mentee by communicating with both parties on a regular basis. Continue reading “Five Top Tips for Implementing a Successful Mentoring Programme” »
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Recruiter News, November-December 2012

Jobsite’s November-December 2012 newsletter contains news of our New Year TV campaign, plus, great blog articles including:

  • How to tackle unconscious bias
  • Challenges & opportunities facing recruiters – free whitepaper
  • The growth of flexible & contract working – will the job, as we know it, soon cease to exist?


Read the newsletter online here.

Continue reading “Recruiter News, November-December 2012” »

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Research Shows Jobseekers Becoming More Proactive

The Autumn 2012 Evenbase Quarterly Recruitment Review of changing UK recruiter and jobseeker behaviour is now ready to download.

This report is conducted on a quarterly basis by independent brand tracking agency HPI, and shows these key findings since our last report:

  • Average number of advertised vacancies per hiring business has fallen from 7.7 to 6.5
  • 40% increase in temporary and contract roles advertised
  • 11% increase in jobseekers proactively sending CVs direct to employers
  • Job boards remain businesses’ number one method for finding new staff
  • 63% of jobseekers use 2 or more job boards
  • Mobile use is on the rise… three quarters of jobseekers own a smartphone, and more now use them to apply for jobs


In our last report we noted a welcome rise in the number of advertised vacancies; however this has fallen back slightly this time. Despite this drop in average number of vacancies, nearly half of businesses (46%) are hiring – the highest percentage since May 2010.

The mix of vacancies has shown a sharp change though, with temporary and contract roles now accounting for 58% of all advertised roles, up from 35%.

The proportion of vacancies that are advertised online has shown a small drop (from 70% to 62%) though job boards remain the number one route to market for both businesses and job seekers. The latter are slightly more promiscuous, with 63% of jobseekers using 2 or more job boards! By contrast 55% of businesses use only one. The number of businesses using the CV-by-email service has more than doubled since February as they try to keep an eye out for good candidates.

Two of the biggest changes this quarter are a rise of 11% in the number of jobseekers considering contacting companies directly (following a slightly smaller decrease in our last report) whilst the number of SoHo business using personal networks to recruit has fallen from 37% to 20%.

The one trend that continues on an upward trajectory is the use of mobile in the job hunting process. 74% of jobseekers now own a smartphone, and whilst searching for jobs, location and company websites remain the functions that are most used there has been a jump to 34% (from 22%) in those using their phones to actually apply for jobs.

As smartphones become more significant as tools for both jobseekers and employers, it will be key for businesses to ensure that their websites have the most important mobile-centric features.

Click on the image below to download and read our Autumn 2012 Evenbase Quarterly Recruitment Review for further insight and commentary on the changes in recruiter and jobseeker behaviour…and let us know how you are finding the market…



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Infographic: Jobsite October TV Campaign results

They say a picture paints a thousand words and we think the infographic below does a pretty good job of summarising the effectiveness of our October advertising.


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