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Archive for the ‘Recruitment news’ Category

2010 Social Recruiting Report

July 1st, 2010 No comments

Each year Jobvite publishes the industry barometer on how employers are using social networks to recruit.
83% will recruit in social networks this year
46% will spend more on social recruiting
36% will spend less on job boards
80% review social profiles

Get the complimentary report for detailed information on current recruiting trends and practices.

http://recruiting.jobvite.com/resources/social-recruiting-survey.php?utm_source=2010report_recruitingblogs&utm_medium=email&utm_campaign=2010report

CIPD call the UK jobs market flat but better

June 29th, 2010 No comments

The Chartered Institute for Personnel and Development has called the UK jobs market flat but better responding to the latest economic position.

Chief economist for the CIPD Dr John Philpott said: “Judging by these latest figures the UK jobs market is in somewhat better shape than for a while but remains fairly flat. The rise in headline unemployment has slowed, claimant unemployment continues to fall, and employment is broadly stable with growth in private sector jobs (up 12,000 in the three months to March) just outstripping a fall (down 7,000) in public sector jobs.

“Signs of recovery in the private sector jobs market – which reflect the findings of forward looking surveys of employers hiring intentions, including the CIPD’s own quarterly survey – are welcome but beg the question whether the private sector will be able to fill the jobs gap once the process of public sector downsizing gets fully underway.”

“Moreover, while the private sector jobs market is improving all the net new jobs being created at present are either part-time, temp positions or filled by the self-employed. The number of employees and self-employed people working part-time because they could not find a full-time job has increased to 1.08 million, the highest level recorded since comparable figures were introduced in 1992.”

Recruitment Consultant   Friday June 18, 2010

Reaching the right candidates costs less than you think

June 29th, 2010 No comments

You need to stand out if you want to attract the best people first. The Recruitment Hub can help implement an innovative recruitment plan so your company can build top-of-mind awareness and enjoy a steady stream of quality candidates as they move smoothly along a path of increasing knowledge and interest . This perspective will generally cost less and produce better results than relying on reactive means alone.

So whether you come to us with defined requirements or clear objectives, or are not entirely sure what you are looking for or how we could help you – the guarantee for all is that you’ll find real people, with genuine experience and expertise and a willingness to help.

We want our clients to view choosing The Recruitment Hub as one of the best business decision they ever made.

Discover TalentSpot

June 29th, 2010 No comments

This FREE service makes it easier to fill your hard or specialist roles. Register now, even if the vacancy is not yet available and keep an eye on suitable candidates. Should you only need to fill a role once in a blue moon we think you’ll find TalentSpot invaluable.
 
If you select and appoint a candidate from your TalentSpot, you will automatically save 10% off your introduction fee.

Experienced recruiter Kate Tyrrell joins The Recruitment Hub

June 29th, 2010 No comments

The Recruitment Hub is enjoying a growth spurt and is delighted to announce the appointment of Kate Tyrrell BA (Hons).
Kate joins the recruitment team, working as a Consultant involved in developing client relationships, identifying client requirements and competency needs, and implementing recruitment solutions to meet timescales and budgets. Her appointment complements The Recruitment Hub’s existing capability and capacity in servicing a wide range of organisations in their search for the best professionals including FTSE 100, mid cap, SMEs, innovative start-ups and specialist consultancies. 

Kate has enjoyed a varied and exciting 11 year career in a number of recruitment positions regularly appointing candidates across Sales, Marketing and Finance from graduate entry level to board level appointments.

“I am absolutely delighted to be joining such a solid and professional consultancy such as The Recruitment Hub. This is an extra-ordinary and volatile period within the recruitment market and clients now, more than ever, require the highest standards of professional advice. The Recruitment Hub is ideally placed to be able to provide such advice and I am really looking forward to joining the team and contributing to the future success of the business.”

The Recuitment Hub is very pleased to welcome Kate, her expertise and experience in recruitment and consultancy adds significantly to our ability to better serve and advise our clients both locally and nationally. We are very excited about bringing Kate into The Recruitment Hub particularly at a time when many of our clients are seeking reliable and experienced advice about how to attract and retain key personnel crucial to their growth.

We’ve changed… have a look!

June 29th, 2010 No comments

We’ve revamped our website. We like it and hope you do too!

Technology, Search Engine Optimisation and accessibility are ever evolving and the web savvy Recruitment Hub is pleased to announce recent innovations in its website, and have launched their brand new site into the recruitment space this week.

As part of our ongoing development strategy, the Recruitment Hub identified the requirement to further enhance their already successful website through the implementation of a database driven website.

This effectively gives the site user registration, job categorisation, search facilities and CV upload capabilities making it easier and faster for candidates to register and apply for jobs. In the coming months, our candidates will be interacting with the many new features on the site. The innovative, enhanced functionality of our site will improve the candidate and client experience to give a more intuitive, engaging, user-friendly recruitment experience; enabling you to source the best talent available.

This market leading technology, functionality and creative design has been expertly developed and implemented by Star Digital. This, teamed with innovative sourcing practices and expert recruitment consultation means that The Recruitment Hub provides the perfect solution for organisations looking to access the best talent.

Employment and the Law – Recent Developments

June 11th, 2010 No comments

Coalition – key issues

After forming the first coalition Government in Britain for 70 years, the Conservatives and the Liberal Democrats recently published their programme for “partnership government”, stated to be “more radical and comprehensive” than their individual manifestos. 

The programme has a number of implications for employers, including the following:

Equalities

• The Government will promote equal pay and take a range of measures to end discrimination in the workplace.
• The right to request flexible working will be extended to all employees and the Government will consult with businesses on how best to do this.
• Gender equality on the boards of listed companies will be promoted. 

Europe

• The Government will work to limit the application of the Working Time Directive in the UK.
Families 
• The Government will encourage shared parenting from the earliest stages of pregnancy, including the promotion of a system of flexible parental leave. 
Government transparency
• The Government will introduce new protections for whistleblowers in the public sector.

Immigration 

• An annual limit on the number of non-EU economic migrants admitted into the UK to live and work will be introduced. The mechanism for implementing the limit will be considered jointly.
Jobs and welfare 
• The Government will end all existing welfare to work programmes and create a single welfare-to-work programme to help all unemployed people get back into work. 
• The programme outlines the Government’s support for the National Minimum Wage (although no statement is made about increasing it).

Political reform

• The Government will reform the Civil Service Compensation Scheme to bring it into line with the practice in the private sector.

Retirement age

• The default retirement age will be phased out and the Government will hold a review to set the date at which the state pension age starts to rise to 66, although it will not be sooner than 2016 for men and 2020 for women.

Legislation

• The Government will cut red tape by introducing a ‘one-in, one-out’ rule, whereby no regulation is brought in without other regulation being cut by a greater amount. 
• The Government will review employment and workplace laws, to ensure they maximise flexibility for both parties while protecting fairness and providing a competitive environment.

By Louise Fernandes-Owen of Field Fisher Waterhouse LLP.

Skills shortage during recovery

According to a recent report from the CBI, employers fear that they will be unable to find people with appropriate skills during the recovery.

Half of employers (51%) are concerned they will not be able to fill posts requiring the right graduate level or higher skills in the coming years, and a third (32%) don’t believe it will be possible to fill intermediate level jobs, requiring skills equivalent to A level. A third (30%) of employers predict the need for lower-level skills will decrease, while just 17% say it will increase. 

Nearly half of employers (45%) say they are already having difficulty recruiting staff with skills in science, technology, engineering and maths, with manufacturers and science-related businesses having the most difficulty finding highly-skilled people to fill their posts, in spite of the recession. Even more companies (59%) expect to have difficulty finding people with such skills in the next three years.

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With the rising numbers of an older generation of workers, what impact will this have in legal issues in the staffing industry?

June 11th, 2010 No comments

Age has been grabbing the headlines over the past few months, most recently with Harriet Harman bestowing a rather annoying new label on the cohort of healthy, active, older people, the wellderly.
Last year it was the finding of the High Court, following years of wrangling which went all the way to the European Court of Justice and back, that the default retirement age in the Employment Equality (Age) Regulations 2009 was lawful. The Age Regulations allow employers to retire employees against their will at 65 as long as they follow the correct procedures.
While employers are not compelled to retire employees at this age, the law certainly makes it easier.

Boom time
In the next few years we will see the baby boomers reaching retirement age. There are already nearly 10 million people in the UK aged 65 and over and it is no longer uncommon for people to spend up to a third of their life in retirement. Combine our ageing population with the unprecedented economic challenges now facing the public purse, businesses and individuals, and it is not surprising that the working life of older people has become a hot topic.
The High Court noted in its judgment that there was now a ‘compelling’ case for setting the default retirement age higher than 65 and that it had taken into account the Government’s decision to bring forward its review of the default retirement age to 2010. The Government is currently calling for evidence to feed into the review. Where this review will lead is anyone’s guess, particularly given the proximity of the election, but Harriet Harman’s recent comments on the subject suggest that the Government is minded to increase, if not abolish the default retirement age.
So, from 2011, changes to the law may mean that forced retirement will be unlawful but will the old but fit be welcome in the workforce?
Aside from forced retirement, the Age Regulations allow employers to refuse to hire someone over 65, or the employer’s normal retirement age, without having to justify it and to refuse to consider an application from anyone who applies for a job within six months of their 65th birthday (or the employer’s normal retirement age if this is over 65).

Discrimination remains
Even if the law is changed, it can only do so much to prevent age discrimination. In order for there to be equal opportunities in the workplace, including in terms of ensuring that older workers have the same access to training, stereotyped assumptions about older people and concerns over the difficulties of dealing with a reduction in productivity over a number of years, will need to be dispelled.
Whilst older workers may wish to continue working, they may not want to be bound to work in the same way. To have the right to request to work flexibly – already available to some employees, including those with young children, would no doubt be of assistance. If this right could be extended to older workers, as Harriet Harman has recently suggested, it could offer a less abrupt end to working life. The option to be involved in a coaching or mentoring role, or a transition to contracting or consulting could offer further flexibility and encourage older workers to remain in the workplace.
But what does the future hold for those, wellderly or not, that would like to retire? One of the most significant potential barriers to people living a happy and fulfilled later life is the uncertainty about the financial future, will they have enough to live on after they stop work? A series of legislative changes will have consequences for those wishing to retire.
Pensions are one area which will get significant coverage over the course of the next Parliamentary term.
Both the current Government and the Conservative Party have proposed the restoration of the link between the State Pension and earnings. The Government has pledged to do this by 2010 or the end of the next Parliament at the latest.
Given that, according to the Government, adding an additional year to working lives could increase UK Gross Domestic Product by around two per cent, the value of older workers will not go unnoticed whichever party finds itself in the driving seat. What older workers will no doubt be looking for are developments which give them the choice as to how they spend their time but the involvement of the old but fit should ideally be encouraged rather than compelled.

Monday 7th June        The Recruitment Consultant

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Sneaky job seekers turn to spying

June 11th, 2010 No comments

A staggering eight out of ten IT workers (79%) would try to gain inside secrets about an organisation and its recruitment process to help them get a job.

That is the astonishing finding of a survey by The IT Job Board.

The research also discovered that 62% of IT workers would keep details about a job they were applying for secret from their colleagues to avoid competition for a role.

Meanwhile, 58% of candidates would flatter or compliment their boss to get a pay rise or promotion over their colleagues and just over a fifth (23%) would claim colleagues’ ideas as their own.

A third (32%) of people would even create a problem so they could fix it and “save the day”, giving them extra kudos with their boss and direct colleagues.

The respondents had mixed views on participating in underhand activities.

While 38% of respondents took a dim view of using “out of the ordinary” tactics to boost their chances of getting a job, stating such tactics were morally wrong, some 23% of people said these tactics were fine as long as they didn’t hurt anyone.

Other surprising statistics the survey showed were as follows:
* 15% of respondents said that using out of the ordinary tactics to secure a role was necessary as it was a tough market out there;
* 35% of respondents said they would telephone a recruiter continuously to try and secure an interview, and;
* 13% of respondents said they would visit a recruiter’s premises and refuse to leave until they were seen.

The IT Job Board managing director Alex Farrell said: “Getting the inside scoop on a company prior to applying for a role does show initiative, however fellow candidates feel this is breaking an unwritten ‘rule’.

“These results show that there is increased competition in the market.”

Recruitment today      Tuesday 25th May 2010

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Financial job offers DOUBLE in month

June 11th, 2010 No comments

A surge in job offers by hedge funds is behind a solid overall increase in recruitment activity in the financial services sector, a survey has found.

The research, commissioned by London pre‐employment screening firm Powerchex, raises expectations within the City that the economic recovery is being sustained.

Powerchex found the number of employment offers made in April 2010 was up 12% on the previous month.

This growth was driven mainly by hedge funds, with a massive 93% INCREASE in offers compared to March of this year.

Stockbrokerage and insurance firms also showed moderate improvements, up 23% and 12% respectively.

Powerchex director Alexandra Kelly believes modest growth shown over the first four months of 2010 would have been even higher, had the threat of a closely-contested General Election not been hanging over the economy, with financial services particularly affected.

“Many organisations were delaying making strategic and funding‐based decisions until after the election. Unpredictability caused by a close election battle was particularly prevalent in the financial services sector, with firms avoiding large‐scale recruitment until they could be sure of the intentions of the new administration, especially regarding all the talk of an increase in employers’ National Insurance contributions, and the possible break‐up of the banks.”

Comparing the recruitment figures from April 2010 to the same month one year previously, the Powerchex survey shows a dramatic increase, with recruitment activity improving by at least 25% in every industry sector, and total job offers up 87%.

“The figures show an amazing improvement, that things have been getting steadily better since the beginning of 2009,” Kelly said.

“However, we are comparing this to the very depths of the recession, and recruitment activity still has a little way to go to match its prerecession levels. I understand from our competitors that this improvement is not being matched in other industry sectors; this really is a phenomenon specific to the city of London, and financial services in particular.”

Recruitment today       Tuesday 18th May 2010

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