Like many software providers we’re keen to discover what causes people to use our software – but we’re equally fascinated by what stops them! While we have a substantial amount of information on the first group, it’s difficult to find out about the second, but by aggregating information from a number of high profile cases we are able to discover a few key problems that keep businesses from reaching their full potential.
Any change to business practice can create fear in users – maybe they won’t understand the new system, perhaps processes will take longer than with the old one, or it might even be that users fear losing data. That’s why we’re called Recruit So Simple – because we know that for recruitment agencies to choose our SaaS recruitment software, it has to be three kinds of simple:
Adecco, the world’s largest staffing organisation, has identified a number of ‘megatrends’ influencing the nature of recruitment in recent years. None of them will surprise the well-informed recruitment consultant or HR manager, but when aggregated together they reveal a substantial change in the nature of recruitment. The mega-trends are:
In the last couple of months we’ve seen some game-changing initiatives in the recruitment industry – the first of which will definitely please the recruitment consultants: pay increases!
The latest Glassdoor pay report shows that recruiters are likely to benefit from substantial pay rises in the next 12 months – with the most successful obtaining an average of 8.4%. It’s an interesting development, given that automation of recruitment processes is supposedly cutting down the number of recruitment professionals actually in the industry.
So why the pay rise? Apparently it’s because top companies are relying more on relationship management professionals to find the best talent, particularly in the USA, but also in the UK where Brexit concerns are making some organisations jittery about the maintenance of a talent pool for the future. Where the talent of candidates is a vital concern, the talent, and skills of the recruiters, are also highly valued. Click here to read more…
At Recruit So Simple, we’re completely confident that cloud recruitment software is one of the greatest benefits to the recruitment industry since the rolodex was invented – and we don’t think you’d find many people arguing to the contrary! However, a much less well explored question is just how online recruitment software can benefit all recruiters by helping to identify the best candidate for each position. So we thought we’d share the seven reasons that SAAS (software as a service) recruitment software can really solve your recruitment problems:
Brexit is causing pressure in all directions – Theresa May is under pressure from sectors of the recruitment industry because of the failure to outline a coherent post-Brexit immigration policy. Over 600 employers were surveyed and 87% said they were being forced to maintain or increase use of temporary staff in the next six months because of the uncertainty over Brexit.
A third of London’s construction industry employees come from the EU – and recruiting platforms are being scoured to find alternative skilled labour if these individuals are likely to be available. Concern is being expressed that at the time businesses are being most encouraged to deliver growth to ensure a ‘strong post-Brexit’ economy, the current UK workforce will not be able to meet demand. Sectors likely to experience such shortfalls, alongside construction, include education and engineering.
The Association of Professional Staffing Companies has interesting survey information for recruiters. Professional recruitment is showing much wider variations in sectors than in previous years and applicant tracking software is increasingly being used to differentiate ‘professional’ calibre permanent vacancies from ‘churn’. Churn features in contracting in particular, where vacancies have fallen by 13% across all sectors, showing that non-permanent staffing is less attractive to employers than sourcing and retaining high quality permanent candidates. Click here to read more…
Extensive changes to the UK’s employment law and practices were promised by the Taylor Review released on 12 July, but already the government is admitting that it may be impossible to implement any of the Taylor recommendations.
The report covers the staffing industry, the gig economy and has a specific focus on worker classification, a thorny issue for recruitment as the definition of ‘employed’ and self-employed is blurred by Uber, Deliveroo and other cloud-based recruitment systems that crowd source gig workers.
The report signalled out at recruitment agency work as ‘important … in a vibrant market’ and suggested that clarity of employment status and worker rights would help the recruitment industry continue to make gains. An Employment Agency Standards Inspectorate is also recommended to police workers’ rights compliance. Sector leaders view this as a failure to promote corporate governance and likely to negatively impact already struggling government bodies charged with enforcement. Click here to read more…
One of the biggest risks any business faces goes almost completely unrecognised – the risk of recruitment. To put it in human terms, if you asked somebody to invest a week of their lives in interviewing life partners, then to put between 12-20% of their income into an escrow which that person can draw on, and only then to sit down across the table from their chosen one and establish if they have anything in common, almost nobody except the utterly desperate would do so.
Any recruitment system is – in its essentials – exactly what we’ve just described. Hours of time goes into screening CVs and composing interview questions. Further time is spent interviewing the selected ‘blind dates’ and then, if the employer is lucky, its staffing software will spit out the name of a candidate who can be employed and will make a substantial contribution to the organisation. And that money in escrow? It’s been consumed in screening, selecting, training and introducing new hires to the company. And year in, year out, organisations go through this process, sometimes succeeding in hiring the right person, sometimes failing and losing their investment entirely. Click here to read more…
A recent Australian study has revealed that it can cost up to 120 business hours to recruit a candidate, and that getting that recruit up to productivity may be around 50% of the individual’s salary for the first three years!
If that sounds excessive, it does depend on the nature of the business and the recruitment process but, for example, consider that an organisation’s recruitment needs involve: writing a job description, advertising, reviewing and interviewing candidates, shortlisting, taking references, a probationary period and on-the-job training. On that basis, 120 business hours sounds quite conservative, doesn’t it?
Investing time to get the key elements right is vital. The job description has to be appropriate and realistic, interviewing has to be in-depth and relevant (no copying interview questions from the internet and hoping for the best!) and checking references and other due diligence must be comprehensive to avoid wasting time recruiting a dishonest, or simply disorganised, recruit. Click here to read more…
The latest research into online recruitment predicts market trends and forecasts up to 2021 and focuses on global-level industry players as well as offering a historic analysis for many markets. What is clear from the report is that online recruitment systems are going to feature heavily in everybody’s futures, from temporary and contract staff through to fast-track career heavyweights.
What else do we know about the future of recruiting? Well, the global market is expected to exceed £29 billion by 2021, growing from around £21 billion in 2016. We know that major growth sectors are likely to be IT (and especially AI), logistics and security – no surprise about any of those, with the UK’s Brexit vote potentially giving rise to a series of similar referendums around the world.
It’s also clear that any agency’s recruitment software database is likely to find itself subject to more stringent controls, specifically around data protection but also very possibly related to new legislation that may arise to track the movements of individuals who could be considered a risk to security. Click here to read more…
With employers from Hyatt Hotels to the NHS expressing concern about a post-Brexit future, the one certainty for all employers is that recruitment is about to become more complicated.
In fact, a Hyatt spokesman claimed “life could become very difficult” if access to foreign workers is restricted, echoing concerns expressed by major employers in the construction, education, healthcare, hospitality and manufacturing sectors. For Hyatt, like many others, the proportion of British citizens working in their hotels is relatively small and the labour situation could become problematic.
Many industries are calling for a review of what Brexit will mean for business so that organisations can prepare for what’s ahead. There’s no evidence that such a review will happen and that means that businesses must attempt to work out for themselves the best approach to an uncertain future. At Recruit So Simple we have a few tips to help chart a path in a post-Brexit world. Click here to read more…Next Page »