With the continuing upturn in the economy, employers will have to revisit the salaries they offer to attract new talent – but how can you be sure you’re competitive and offering the going rate?
We have some tips on benchmarking salaries before you start to advertise roles.Read More
Hiring new employees can make or break a business because people are the biggest asset of any company. Bring in the right people and you could really boost performance, get it wrong and the impact could be disastrous…
HR expert Rita Trehan [http://ritatrehan.com] has advised companies around the world. Here are her 7 tips for establishing a recruitment strategy for your company that should help make hiring less of a daunting prospect and more an exciting opportunity.
1. Know what you are hiring for
A company’s first decision will be whether to manage recruitment in-house or to outsource it. Either way, Rita stresses: “If you do not have a good understanding of what you need, you are likely to end up with something that you did not want. Understand not only the skills and abilities needed, but also the type of person that will be a good ‘cultural fit’.”
2. Where to look – do your research
“The explosion of online recruitment sites means that there are more places than ever to advertise and highlight your opportunities,” says Rita. “Large online job sites, LinkedIn and other social network sites are the new normal when it comes to finding candidates.” However, she adds that what’s really important is working out what recruitment channels are going to get the best return for your company.
3. Make the application process straightforward
“Ask yourself how easy it is to do business with your company when it comes to recruitment. Is the process simple and straightforward, or do candidates have to jump through hoops to get on your radar? A bad experience does not just affect how they view your company today; their impression can reach multiple people. View your candidates as customers.”
4. Hearts and minds
Organisations that successfully appeal to the hearts and minds of the people they seek to attract and retain achieve better results, Rita believes. She explains: “Engaged and committed employees create a multiplying factor; they are the individuals who would recommend a family member or friend to work at their company and are happy to share why their company is so great.”
5. How to decide – have a robust assessment process
Rita advises: “Develop a set of criteria to assess who best fits the job specification and ensure you have a robust interview process. Make sure your leaders are trained to interview and assess. Remember, the cost of a bad hiring decision isn’t just a monetary drain – its effect can linger, so ensuring that you invest time to make the right decision and not just to fill a seat is key to a successful hire.”
6. Move fast – good candidates are in demand
Ensuring that you can move quickly once you have decided is vital in landing the right talent, says Rita. “Common missteps include waiting until you have found the right candidate to decide on the compensation package or not having a process in place to move from reference-checking to offer. Candidates will not hang around, especially the good ones, so once you have identified the right candidate, make sure you can close the deal.”
7. Recruitment as a continuous process
Rita believes recruitment doesn’t stop when an employee joins the company. Everything possible should be done to help with “on boarding” – giving new faces what they need to get up and running quickly as an effective member of your team. After that, a company must strive to keep employees engaged – otherwise, before you know it, you’ll need to recruit again.
The days of catching a falling colleague and sitting in a circle asking each other interview-style questions are, thankfully, behind us. From chocolate making to African drumming, the world is now your oyster when it comes to team-building activities. Here are five of the best…
How often do you get the chance to try polo? Not very often, probably! From Ascot to the London Polo & Equestrian Academy, there are various places across the UK that offer team-building corporate packages. And while it may not be exactly low-cost (£500 per person at the aforementioned academy), it’s an experience that people will never, ever forget. A great aspect of a “learn to play polo day “is that most people will be starting at the same level, making it easier for people to bond.Read More
Saint Nick isn’t the only one working hard in December; here at Jobsite we have been working behind the scenes to make sure we’re ready for our best January yet.
Our Job Alerts account for 34% of our applicants, so we’ve been making sure it’s simpler than ever for candidates to get the most relevant vacancies straight to their inbox. By streamlining the process, removing candidate led data capture and intelligently using information from searches and vacancies we have uplifted Job Alert sign ups at this stage by 150%, allowing candidates to register fully later at their own convenience.Read More
As we approach the celebration of our 20th year in recruitment, Jobsite are delighted to announce that we came away with a double win from the annual National Online Recruitment Awards.
For the 3rd consecutive year and the 7th time overall, we have won the coveted ‘Best Generalist Job Board Award’ beating stiff competition from the likes of Indeed, CV Library, Monster and Total Jobs showing once again they’re at the top of the UK market.Read More
Autumn has come, the leaves are changing and so are we!
We realise that we have not always been the best at shouting about what we are doing to make Jobsite better, so here is the first of many updates to do just that.
Over the last 6 months we have been working on a new search feature for clients, and have a beta version available for testing. It now offers a new look interface, an improved search engine, and has been created to make it easier to find the right people faster.Read More
Study of over 5,000 workers set to help businesses attract and retain the best talent.
9th September 2014 – Ambitious Millennial workers (those aged between 18 and 31) are seeking more than money from their employees as almost two thirds (62%) are looking to leave their jobs for reasons other than salary, a new study has revealed.
The research, by leading online career portal Jobsite, found that 38% of Millennials would be prepared to leave their job due to to a lack of development opportunities, while almost a third (32%) have chosen one organisation over another based soley on its professional development scheme.Read More
Flexible working legislation comes into effect from Monday (June 30), giving individuals the opportunity to request more flexibility in their working lives. This is great news for everyone, even for employers, who can use it as an opportunity to re-think the way they manage people and utilise their assets, according to Steve Connor, project manager at Fasset.
“I think the changes to flexible working legislation will be a good thing for the UK workforce,” says Steve. “Of course, it will be necessary for employees to recognise the need to balance their requests against their employers’ needs. And in turn, employers will need to think outside the box to an extent and consider cultural and management system changes to deal with modified ways of working, whether it’s reduced hours or working from home.”Read More
From 30 June, all UK employees will have the right to request flexible working conditions from their employers, providing they’ve been with the company for at least six months. It’s easy to see why workers would welcome the opportunity to escape their commute or design their hours around other commitments. But it’s a good thing for employers too, says Martin Collinson, Vice President International Sales at Safari Books Online.
“As an employer, my view of this is largely positive,” says Martin. “Here at Safari we use remote working extensively. Within the International team, all my people work from home offices in multiple countries and time zones. In my view, one of the main benefits of this arrangement is a reduction in the non-productive time spent commuting into a central or fixed office location. That’s a direct productivity improvement we see every day – it’s also a huge benefit to the employee.”Read More
This will mean that all employees will have the right to request flexible working, regardless of dependents, providing they have worked for their employer for at least 26 weeks.
Here at Jobsite, we wanted to help British businesses prepare for the upcoming changes. From our research we’ve discovered that over half (53%) are still unaware of the forthcoming changes. Of those that are aware, 25% admit they haven’t thought about the impact this could have on their business.Read More