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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 Jobsite.co.uk, 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.

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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, ASOS.com, 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.

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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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Reflections From CIPD12

We have just spent 3 enjoyable and enlightening days at the CIPD 2012 Conference and Exhibition. Having been able to attend sessions on a diverse range of topics including leadership, the future workforce, engagement, the Olympic legacy and how social technologies are enhancing the workplace, we were impressed with the energy and enthusiasm of the delegates and speakers.

It’s a pivotal time for the CIPD as they enter their centenary year under the guidance of a new CEO, Peter Cheese, who delivered an opening address that called for HR to be at the forefront of the changing workplace. There was certainly optimism around the conference that indicated members’ willingness to embrace this.

This year also saw an increased social media presence, with a number of bloggers in attendance to cover many of the key sessions. There was an active Twitter back channel, centred around the hashtag #CIPD12, with contributions from attendees and those following the conversations from afar.

Here are a few of the key themes that were being debated over the three days…

Management and Innovation

The event’s opening keynote was delivered by Gary Hamel, a highly influential business thinker, who spoke of the need for constant innovation ‘the only sustainable strategy for creating long term value’.

Management was central to many of his ideas – ‘No-one grows up wanting to be a manager’ and ‘Markets are better at allocating resources than managers’- and he saw it too often as a way to develop conformity. Yet the companies that thrive in the future will be less concerned with conformity and more about innovation and principles. There was a clear call for developing better values.

Generation Google and the Future Workforce

There were two major sessions around the workforce of tomorrow, how to engage and empower them, and how to help them. The first included video content from a range of young people discussing their experiences of job hunting and first jobs. There were some clear takeaways:

  • They are Generation Google. They are used to getting instant answers and finding information for themselves.
  • They have been raised in an era of scams and fakes, so they are adept at spotting one. They rate experience over words – your values are what they experience, not what you tell them.
  • Despite this they are not as confident as previous generations and need guidance in the job hunt.
  • Too often entry level roles fail to stimulate or engage them, and give them a poor experience of the workplace. They need variety, challenge, teamwork and customer interaction.
  • They thrive on collaboration and co-creation and gain most benefit from learning that is collaborative, visual and uses information to solve problems.

 

The second session was a keynote and took the form of a panel debate involving business leaders, UKCES and Jo Swinson, Minister for Employment Relations and Consumer affairs. This focused much more on apprenticeships and training, and how to encourage young job seekers to look at the alternatives. Clearly there is a problem here, with the number of entry level jobs declining and the contradiction of companies looking for previous work experience when so many are struggling to find it. Jo Swinson did observe that workplace mind-set hadn’t kept up with technological change, a clear call to more flexible practices.

There was also talk of how experiences stay with young people for life – as employee, customers and consumers. Careful how you reject their applications. UKCES spoke of the need for employers to give proper feedback to unsuccessful applicants, to let them know where they are going wrong so that they can be more successful with future applications.

The themes, and an interesting proposal on training, are summed up here by HR Blogger Neil Morrison.

Better Never Stops

That was a quote from Andy Hunt, CEO of the British Olympic Association who joined multi Gold Medal winner David Weir and the HR Director of LOCOG Jean Tomlin on the closing keynote panel – a rousing and inspiring discussion on the Olympics and the lessons that can be learned. Not least about recruiting the best talent for the greatest show on earth!

Amongst the many uplifting stories of human endeavour there were certain themes – the value of volunteering (both from the perspective of the volunteer and the company), how fear and the threat of failure pushed people to do their best, and the importance of giving individuals a chance to flourish.

This post from conference guest blogger Flora Marriott gives an indication of both the energy created by this session, and also some of the learnings from other talks by inspiring leaders.

 

Social Media Moves From ‘Why’ to ‘How’

This year saw a dedicated social media hub, running 7 or 8 sessions a day on the importance of businesses leveraging the opportunities afforded by social networking platforms. Certainly many of the themes running through the overall conference – of innovation, flexibility and collaboration – can all be enhanced by enabling employees to use these technologies. Continue reading “Reflections From CIPD12” »

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Disclaimer: Any views here do not necessarily reflect the views of Jobsite. As such we cannot be held responsible for the views expressed here or any actions taken as a consequence.