It’s been an unusual month for the recruitment industry which has – on several fronts – faced a hard reality check. One development will soon be adding extra pressure to the work of recruitment agencies dealing with construction and HR departments in the building and construction industries. A campaign to convince up to 1500 overseas construction workers to move to New Zealand is offering fast track visas and ‘experiences’ including fishing, surfing and cultural activities to qualified construction workers. This talent trawl is designed to entice building professionals who are feeling worried by Brexit, and recruitment professionals in the UK will need to have a clear and comprehensive offer to compete.
This means working with a recruiting platform that does much more than simply track candidates: hiring and keeping skilled trade professionals inside the UK will require recruitment software that identifies key candidates as soon as they become available and processes them through an applicant tracking system that creates a conversation between recruiter and candidate. Above all, in an industry like construction where downtime is expensive, cloud recruitment software may be vital to effective candidate adherence – building professionals seek rapid and professional placement and one key offering that could keep workers in the UK is being placed speedily into a new job, rather than waiting for visa application and clearance procedures to move abroad. Click here to read more…
Accountancy Age suggests that the 2008 financial crisis has caused a massive but almost undetectable change in the recruitment industry. According to a recent article, it says ‘recruiters are failing to speak to candidates directly’ which means that candidates don’t benefit from conversations with a recruitment consultant and therefore aren’t given the advice on career development that would previously have been available.
While it’s certainly true that recruitment has both globalised and intensified, with many consultants never meeting the candidates they place, we think they are missing some of the substantial developments that make modern recruiting practices more personal rather than less so: Click here to read more…
The decline in job applications in the past year has been a clear response to uncertainty over Brexit and a clear desire to hold onto employment. For 2018 this suggests that successful recruitment consultancies will need to be:
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…Next Page »